I’m sitting in a Wendy’s watching Jesus of Nazareth (1977) for the 24th straight spring. My car just down the street getting that Midas touch, not exactly how I envisioned my Saturday afternoon when the day started. However, I have a laptop. I’m submerged in holy content. I have what I need to preserve a meaningful tradition. Let the Holy Saturday illuminations begin…
As some of you know, each year, I pick an obscure part of the Resurrection narrative to dissect, some closer to the Cross than others. This year, I want to discuss the Zealot component, specifically the contrast between Simon and Judas who prior to Jesus’ condemnation, wrestle with their idea of Jesus’ Messiahship.
While not much is said directly regarding Simon, we can deduce a few truths about his upbringing:
He was saturated in extremist notions and conditioned by a pack hell-bent on retaliation and reciprocity,
He heard the teachings of Jesus and was inspired to lay down the cause of vengeance against the Romans.
He became a disciple after realizing change would come internally, not externally.
The Bible also notes Simon’s whereabouts (Matthew 10:4; Mark 3:18; Luke 6:15, Acts 1:13), proving he, like the other disciples not named Judas, was anointed and appointed to spread the gospel and lay down church foundation in the process. Essentially, the Romans Road in the midst of Roman oppression was more than a pathway for Simon but also a revelation of God’s Kingdom being encountered through repentance as opposed to force. While implied, Simon’s willingness to let go of the past as well as toxic relationships and attached paradigms, models the type of practical sacrifice we must sometimes make to advance the influence and ways of God.
As for Judas, we find a stronger stubbornness in releasing ambitions and presumptions. Blessed with a scholarly mind, the ‘wisdom’ of Judas was more based in rationale and divine proximity than faith and intent to surrender. Blinded by grandiose expectations and Satan alike, Judas seldom operated outside of agenda during His time with Jesus; hence, why Judas never repented when remorseful as unlike Simon, the lifeblood of Jesus’ message never sunk in. Granted, for Jesus’ mission to be realized, he needed to be condemned and crucified first, which couldn’t have happened without a mole, a son of perdition (John 17:12) as prophesied in Zechariah. A scapegoat setting up the sacrificial Lamb, one can only imagine what would have happened to Judas had he held out a little longer and received grace in Peter-esque fashion.
Either way, while Judas’ fate was sealed by his transgressions and refusal to repent, there’s a peace to derive from his part in Gospel history. For all have fallen short of the glory of God and have been blinded by the enemy within the context of sovereignty. Yet, even in the midst of high-level rebellion and disobedience, God’s purposes cannot and will not be thwarted. While Judas’ demise is a cautionary tale, we can humbly relate to his shortcomings, knowing there have been times in our own lives we have wanted God to manifest on our own terms. If any of you reading this have ever craved freedom in a way that made sense, remember the joy of the Cross set before you. Show compassion. Receive forgiveness, Carry on.
As for the rest of us, may we marvel at Christ’s exhibition of rightly aligned passion and change course in the direction of Jesus courtesy of Simon’s example. Before kingdoms change, the hearts of men must change (Isaiah 32:1-5) and in this era of chaos and uncertainty, let’s appreciate how the prophecies of old eclipsed by the Cross still have resounding relevance today.
In my last post,āÆ IāÆexamined the first four of seven toxic workplace traits and provided Biblical supportāÆto each section. For today, I want to conclude this series with my final three attributesāÆalong with a recap pod summarizing my points. As a reminder, while weāre exploring culturalāÆand environmental red flags, weāre not hiding fromāÆleadership issues as the topics ultimately cannot be detached.āÆ
Without further ado, letāsāÆtie a bow onāÆthisā¦
5)āÆInconsistent Leadership
āÆWhen we talk about toxic work cultures, there are several dismissive characteristics we could cite from narcissism to manipulation toāÆarrogance; however, thereās one, in particular, encompassing a multitude and that is incongruence (I.e. when a person’s actions contrast their words).
Ask any leader or tenured employee with authority and theyāll admit responsibility and accountability are essential to positive team performance and morale. Yet, where there are inconsistenciesāÆbetween expectation and execution, thereāÆisāÆroom for misinterpretation, miscommunication, tolerance, even negative emulation down the line.āÆ āÆ
The good news here is the fix doesnāt have to be complicated: If youāre a team lead, supervisor, or director, walk the talk.
For example, if you say youāre not a micromanager, donāt micromanage, even if your intent is to the contrary. Rather, assess your intent to probe past normality and be willing to receive feedback if the actions involvedāÆcommunicate distrust or produce uncomfortable vibes. Remember seeking clarity is one thing but second-guessing motives without compassion, grace, and understanding is another.āÆ
If you struggle to model any of these qualities, dare to explore any area where intention and action arenāt aligned. Naturally, no one should want to be inconsistent in their work; hence, why leaders especially should understandāÆconsistency isnāt limited to the fruit ofāÆoneāsāÆhands but also the words ofāÆtheirāÆmouth and the reflections ofāÆtheirāÆheart.āÆ
To be fair, this point flows from the one prior, but based on perceived abuse, this warrants a separate explanation.āÆIf youāÆsay certain actions wonāt be tolerated, donāt make the principles behind them conditional. Instead of granting exceptions based on seat or situation, handle moral failures and detrimental conducts consistently regardless if the person involved in an established personality or rookie within their probationary period.
From what Iāve seen, the top-down ripple effect of steady rationale and decision making can be empowering in the long term, even if itās messy in the short term. Whenever trust bends or breaks, abiding by proper protocol willāÆnot onlyāÆenhance securityāÆbut alsoāÆencourage people to adhere toāÆhigherāÆstandards of integrity.āÆ
Put another way,āÆif youāre a leader,āÆdonāt sacrifice reproach by synonymizing forgiveness and tolerance.āÆIf an employee has an established track record of poor conduct, scale the offense, and timely oversee the appropriate actionsāÆin a way that benefitsāÆthe whole of the team.āÆWhen in doubt, just say ānoā to permissiveness and āyesā to due diligence and follow-through.Ā Ā Ā
No workplace is perfect, and employees, leaders and teams may display negative traits from time to time. However, if that behavior is pervasive, leadership must consider how the culture theyāve cultivated may be impacting the trend. Unless a single employee is the root of the hostility, a leader best serves their company by investigating beyond the conflict into its source region.
Often, if an employee starts deregulating, thereās a corporate tie-in, be it a lack of recognition/development, unclear communications, and/or insecurity. Yet, even if these currents arenāt underlying, there could be larger problems involving personal, domestic, and/or health issues, which leads me to a key point:
When a work boundary is breached, donāt automatically assume ill-intent but gauge the transparency of your corporate principles and reassess them before the repercussions.
Handled the right way, a potentially volatile situation can de-escalate into a refreshing reset when humility meets resolution. Conversely, if a leadership committee lacks awareness and accountability, the employee will almost always follow suit.
For instance, you may have a teammate or subordinate who acts ignorantly at times. Yet perhaps he/she feels ignored, like a number within a company that hoards autonomy and withholds clarity. In these cases, donāt deal with the contention topically but with meekness that anticipates understanding.
āCause truth is: If leaders and teams don’t take inventory of their internal processes and how they affect personnel, discouragement, even burn-out will inevitably result. Why not rightfully deal and scale tension internally before your clients and supporters smell smoke?
Recently, I was driving to work and it occurred to me: By the end of this year, I will have reached the 15-year mark as a full-time employee in corporate America. Crazy how time flies (or Frys in my case), eh?
While Iāve benefited from tight teams in years past, Iāve also worked on some, ahem, not so tight teams educating me to the contrary. With a notable marketplace mileage marker on the horizon, I want to examine some signs of toxic leadership/work culture as well as how we can overcome within our co-worker in Christ identity (1 Corinthians 3:9).
As always, letās dive in!
1. Teammates arenāt treated as diverse in function, co-equal in value.
While diversity, inclusivity, and equality discussions are expected initiatives in todayās marketplace, letās be honest: How committed are most employers to consistently upholding these principles? As much as we gravitate towards hierarchy, performance-based metrics, and capitalistic tendencies, the bottom line to this point is essentially outcome divided by constancy.
In the long run, no organization can reach its potential without each member understanding and operating within their value.
Granted, some leave it to the individual to derive their own sense of purpose which can be fair in the context of guiding from a distance. Otherwise, vocationals should know whatever systems they’re in cannot reach their ceiling if people aren’t treated as diverse in function, co-equal in value.
Think about it: If your work leadership encourages favoritism and limits opportunities to a select few, then odds are teamwide morale will decrease and internal tension will increase. Why is this? I submit the significance of this reality is due to it being one of deepest core corporate identities. From an original design perspective, we were (and are) intended to serve as one body. Applied to the marketplace, this means we steward structures that provide equal opportunity for growth to every position and take the same approach to feedback and general engagement (More on this in a future post as honestly, this is one of my favorite topics to discuss).
Note: To those in high-level positions, consider the Jethro principles and seek to execute them effectively so middle managers are accountable to develop those under their care. If youāre young and starting out, find a leader or seasoned veteran with mentorship potential and watch how they respond to feedback and instruction. Who knows? Even if the culture is weak, you may still be able to derive motivation and inspiration from those who are secure in their strengths.
Another side-effect of toxic leadership involves the deliberate withholding of constructive criticism, encouragement, and/or gratitude. In a post-pandemic world, you may have noticed passive-aggressive supervisors falling into one of these camps, using silence or support withdrawal as primary communications tools; however, under no circumstances, should these behaviors be tolerated.
āCause truth is: A mature leader not only knows when and how to deliver feedback but facilitates phycological safety, trust, and confidence in challenging situations. If youāre in an environment where leaders have ambushing agendas, redelegate tasks without proper communication, or uses silence to communicate, then I have news for you:
You deserve better!
Leaders who drive wedges and/or use ego to stir division arenāt true leaders!
Of course, Iām not suggesting you abandon ship if youāre currently working under a similar authority. Conversely, Iām encouraging you to take inventory of offenses, collect your emotions, and find a time to speak with the appropriate authority (I.e. supervisor or HR Manager depending on the situation) to clear the air. As long as you integrate other voices and honor your leaders and colleagues, your intentions will be well grounded as you steward peace, advocacy, and forward motion.
Per point #2, if a leader lacks trust, even with a subordinate, the ideal move is to confront the issue fostering the deficit or dissonance. Generally, an employee who feels they arenāt trusted wants to discern areas of improvement; hence, why indifference, or the perception thereof, is not only deflating but often an overflow of a toxic environment.
As you may have learned in your own experiences, a lack of communication will almost always create some form of chaos, angst, or strife, but sound leaders are keen to promote the well-being of their teammates. Remember an occasional check-in or positive acknowledgement can go a long way in reinforcing a workerās understanding of their value while also regulating their emotions. Regardless of our role, dare to diffuse discord through compassionate engagement and curiosity.
4. No formal review process and/or pathway for development.
As an employee with public, private, and liturgical experience, I can speak candidly to this point having seen this process mapped out a variety of ways. If your employer has no formal performance evaluation process where the only criticism is given in moments of error, then you have a major red flag in your hand.
As my time has taught me, all employees deserve to know if the work theyāre doing is effective and efficient. Since weāve established feedback and communication withholding as signs of environmental toxicity, the call here is straight-forward: Develop and promote a review process where all team members top-down are accountable and have a means to build areas of strength and weakness alike. Even if the meeting frequency is quarterly or biannual, the impacts can be massive as you streamline a process to preserve morale in tandem with corporate performance.
In my last post, we discussed the biblical definition of growing up and laid out a generic pathway for reference. Today, I want to set another layer and explain some practical ways we can do this corporately in 2024.Ā
No question, there is much in terms of chaos in our nation and world today. As my January fast reminded me, not only has this decade been culturally frustrating and concerning, but it has exposed the neutrality of many believers who are struggling to process the rapid decay around them. While I understand the tendency to want to look away, the truth is we must stand firm and strong together which cannot happen without awareness, intentionality, and as Steve Berger says, “compaction” (blending compassion and action).
How we do this from our respective offices around the globe? I’m so glad you asked! Without further ado, here are a few practical solutions we can take to mature in our vertical reliance in 2024…
Return to ancient pathways.
This first point may seem basic enough but I believe if we are to decrease appropriately as God increases in our midst, we must return to ancient pathways, specifically in honoring the name of God, the time we invest in His Word, and the Sabbath Day. As we progress in this era of media and technological saturation, one cannot combat the grey without acknowledging its existence, the grey being the small, sometimes subconscious ways society compels us to devalue our faith, spiritual identity, and God’s presence through copings and stimulations. Frankly, if we want to grow up individually and collectively in 2024, embracing holy fear is not an option. As the dark gets darker, so must we love what God loves and hate what He hates all the more. While some may label you as Pharisaical, dare to surrender the anxiety as one of the flesh. After all, the world needs to see absolutes be true to their name and for all who confess and profess the name of Jesus to be anchored, even as persecutions and prejudices elevate from third-world countries to just down the hallway.
If you’re reading this as an employed Christian, I encourage you to inspect any place where you’ve taken your “faith foot” off the gas pedal. As you seek the Lord, don’t hesitate to examine where you may be compartmentalizing your confidence, even character in your quest to model life and light before all men. From there, take inventory of the bushels, refill your internal salt cellars, and watch what God will do as you embrace surrender and thanksgiving in tandem.
Model grace and perspective.
As I’ve stepped into a healthier work environment this year, I’ve been compelled to learn new skills while sharpening older ones. Along the way, I’ve been reminded how powerful perspective can be when observing and interpreting our surroundings, heartbreaks, and challenges. For instance, in years past, I sometimes fell short looking for my settings to make sense, affirm an emotional conviction, and/or be the primary means to personal development and growth; however, as I now understand, these habits, when left to selfish devices, can lead to inflated expectations and disappointments. Having taken inventory of my discouragements last month, the light bulb ultimately activated: For many, their willpower and/or lust for affirmation is the center of whatever change they hope to initiate. In Christian circles, we sometimes see this by those who subscribe to ‘name it and claim it’ theology, prosperity Gospels, and warped Golden Rule principles.
Yet, when we examine the Gospel of John, we find a different reality:
Apart from Christ, we cannot mature as new creations or represent Him in our aim to change the world, one positive inspiration at a time.
Why? Because if God isn’t the focal point, the true epicenter of our lives, there’s no hope of us seeing ourselves and our world correctly. Put another way…
Just as God is love, so must He be our perspective, especially if we desire to walk in fullness between the grace we give and the grace we receive.
Applied to our work, to hit the mark of Christ, we must be willing to walk patiently and deliberately with people as they learn and grow in their roles. If expectations aren’t defined, don’t just define them but expand the tent pegs of grace as you help establish them. In any season, growing pains and audibles are inevitable. Rather than avoid them, steer into the sting and sow perspective in Spirit and Truth (John 4:24) as peace-making conduits of grace. For we are called, my friends, to build our careers upon life, not the other way around.
Lead as a servant.
In today’s marketplace, many want to lead by results and metrics. To make an impact, to leave a legacy, one must pioneer new pathways to achieve greater attention especially in more competitive landscapes, at least so we think; however, when we look at John 13:1-17, we find an alternative approach demonstrated by Jesus who humbles Himself, washes His disciples’ feet, and sets the ultimate example for servant leadership. Growing up, I used to think this chapter solely previewed the Cross and Great Commission to come. Yet, as a working adult, I now understand the present ramification as servant leadership, a corporate call where we wash our teammates’ feet (with or without the shoe removal š) and champion our God given authority as Kingdom ambassadors within our spheres of influence.
Now, to confirm, servant leadership is a broad term and encompasses a wide spectrum of potential actions. That said, the moves we make can be as practical as they are profound. Whenever an opportunity intersects your doubt, consider asking a teammate how you can better support them. If ‘hands on’ in the way to go, then go out of your way to tackle a task either of you can handle as the situation merits. And if you’re really stumped, simply read the room, engage with genuine curiosity, and pray for guidance and peace to illuminate your steps. Who knows? Before long, you may be sharing your testimony over coffee as the Gospel becomes alive during the conversation.
Bottom line: When you serve as a leader, you preserve faithful stewardship and your commitment to sowing trust with whom and with what you put your hands to.
Of course, these points are only a handful of options we can take to grow up in our workplaces in 2024. For those looking to take more leaps in the months ahead, what are some other aims we can consider as we live as Christ and awaken the Gospel through spiritual and vocation effort alike? Feel free to share your comments below.
Otherwise, stay tuned next time when we’ll explore how we can serve one another through our co-worker in Christ (1 Corinthians 3:9) calling! Catch you guys on the Fry…
After a disappointing 2023, I’ve been pondering pathways for maturation in recent weeks. Often, when we come off a down year, we take inventory of what went wrong and why; however, letās be honest: How frequently do we integrate prayer and counsel into the pathways we set?
In my case, 2023 was a story of transition and survival, a season in which healing, stability, and community struggled to gain traction. On several occasions, Lys and I were compelled to question things that shouldn’t have happened, the silence we experienced from some of our social spheres atop the list.Ā¹
To add insult to injury, life in last yearās office space wasn’t any better. Having arguably been moved to the wrong team to start the year, I found myself in an occupational Pandora’s Box, stuck on an island yet trapped within a cubical greenhouse – the air free for some but borderline toxic for others.Ā² Consequently, I fell out of certain rhythms of health and behavior that in a typical year would have been evident.
Now, to be fair, a mulligan makes sense given how Lys and I were rung through the ringer in 2021 and 2022. Still, as one beat up from those years, I shouldn’t have matched any time I sensed an attitude shift or withdrawal, writing off some as casualties of what I couldn’t control. Oh, if I could go back, I would and hand on shoulder, remind that Cam to shun the numbness. I guess that’s why they say hindsight is a blessing and a curse to feel everything so deeply.
Yet, despite these dissatisfactions, I’ve been hungry to convert brokenness into something good, something healthy, something authentic. After all, thatās the magic of a new year and why Iāve been stirred to fast regarding the year ahead. ‘CauseĀ truth is: I don’t want to come anywhere near who and where I was last year. Perhaps some of you can relate having been pressed without precedence in recent years?
Either way, as I finalize this internal audit, I celebrate the changes being made but also understand receiving fresh grace and compassion can be arduous without a game-plan, especially without daily forgiveness and surrender.
Which brings me to why I’m writing this. During the past few days, a phrase has been activating in my spirit, like a banner of the heart being raised to the rafters. Chances are you’ve heard these words, albeit in negative connotations as standard for most. Unburying the lead, these words I present are not only a motto for the year but something we should all aspire to each day we live and breathe.
What Iām saying is…
As Matthew 5:48 says, “Youāre kingdom [agents, ambassadors representing God’s ministry of reconciliation]. Now live like it. Live out your God-created identity. Live generously and graciously toward others, the way God lives toward you.ā (MSG)
But Cam, how do we get there? How do we connect the dots between our ‘loved by God’ identity and the discouragement we feel chained to?
First, you must return to the Father heart of God:
āIām not writing all this as a neighborhood scold to shame you. Iām writing as a father to you, my children. I love you and want you to growup well, not spoiled. There are a lot of people around who canāt wait to tell you what youāve done wrong, but there arenāt many fathers willing to take the time and effort to help you growup. It was as Jesus helped me proclaim Godās Message to you that I became your father. Iām not, you know, asking you to do anything Iām not already doing myself.” ~ 1 Corinthians 4:14-16 (MSG)
After marinating in the Fatherās warmth, embrace His intent for you to discover His love and how it can help you redirect or mature in specific ways, each according to His likeness:
āGod wants us to growup, to know the whole truth and tell it in loveālike Christ in everything. We take our lead from Christ, who is the source of everything we do. He keeps us in step with each other. His very breath and blood flow through us, nourishing us so that we will growup healthy in God, robust in love. ~ Ephesians 4:14-16 (MSG)
Next, detach (or distance yourself) from unhealthy people and situations weighing your faith down:
āDonāt tolerate people who try to run your life, ordering you to bow and scrape. Theyāre completely out of touch with the source of life, Christ, who puts us together in one piece, whose very breath and blood flow through us. He is the Head and we are the body. We can growup healthy in God only as he nourishes us.ā ~ Colossians 2:18-19 (MSG)
Replace childlike impulses with childlike faith, innocence, even curiosity in the ways of the Spirit:
“So come on, letās leave the preschool fingerpainting exercises on Christ and get on with the grand work of art. Growup in Christ. The basic foundational truths are in place: turning your back on āsalvation by self-helpā and turning in trust toward God; baptismal instructions; laying on of hands; resurrection of the dead; eternal judgment. God helping us, weāll stay true to all that. But thereās so much more. Letās get on with it!ā ~ Hebrews 6:1-3 (MSG)
Finally, clean house! Once youāve repented of your shortcomings, renounced any agreements with the enemy, and prayed Godās highest to cover your soul hurts, declare thanksgiving to God, over your family, and for Him to anoint the stepping stones on which youāre called to walk.
āMake a clean sweep of malice and pretense, envy, and hurtful talk. Youāve had a taste of God. Now, like infantsā¦drink deep of Godās pure kindness. Then youāll growup mature and whole in God.” ~ 1 Peter 2:1-3 (MSG)
Final disclaimer: While this list is a mere guide and doesnāt represent all the steps you need to take to correct course, I encourage you to seek the Lord to discern how He wants you to facilitate the fireplaces of your hearts in 2024. Ask yourself: “What agreements and unholy packs need to be broken off? What dead weights do I need to cut ties with? What pursuits do I need to put on the backburner, at least for a short time? In what ways should I reprioritize my time, energy, and investments? In what ways do I need to make right with my neighbor? Is there any clear peace or lack thereof in any category of life? Do I sense any open doors or change in direction? If so, who is leading me? More importantly, what or who is the source of my fire? And if I’m not burning, what is getting in the way?
While the answers will vary, understand even in your weakness and weakest, He is strength and strongest. Somehow, someway, you will feel the sweet release of reset and recalibration; however, be advised you canāt get there without effort, intentionality, and reposturing.
During my next post, I will share some additional insight on how to level up at work with these paradigm filters applied. Until then, you got this! Go forth and go get āemā¦in Jesusā name.
Selah.
Graphic creds: Vecteezy; sermon by Ian Gilchrist (preached at One Church Home on 1/7/24)
Footnotes
Note: I canāt speak for everyone, but I imagine some of you whoāve lost a loved one can relate to the social leprosy incurred after-the-fact. More on this subject later, though in the meantime, dear church, as far as it be with you, please be the church unconditionally.
Friends, if you taste rejection concerning who youāre called to be, what you bring to the table, etc., do not clap the dust off your sandals prematurely. Rather, stay consistent to team expectations, honor authorities and colleagues, and keep both hands on the plow until you’ve reached the finish line. Again, more on ideal exit strategy once full stock has been taken.
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