Faith at Work: Rethinking Influence

June 8, 2017May 30, 2020Leave a comment

If you’ve been a frequent flyer with us over the years, chances are you know we’re passionate about helping bivocationals bridge the gap between sacred and secular…in living the same way on Monday as they do on Sunday.

But lately I’ve been thinking: What if we’ve been looking at the Sunday –> Monday discussion all wrong?

I know, like many, I’ve heard my share of seasoned voices charging consistency within the body of Christ. Yet, the more I consider this in the context of commissioned marketplace leaders, the more I wonder if the core issue has more to do with connecting our influence than leading from spiritual authority/expertise.

For instance, I may not have the most expert depth relative to my occupation, but I do have the mind of Christ guided by his thoughts and purposes (1 Corinthians 2:16 AMP). Sure, I may be a low man on the totem pole from a corporate hierarchical perspective; however, this doesn’t mean I lack influence.

You see…far too often we get distracted trying to make our spiritual lives stratiform¹. We take the ol’ Sunday adage of not being a once-a-week Christian, convince ourselves we’re not going to be that, then go out and try to extend our church person into “secular” places.

The problem is: if our influence is based on convincing others what we’re about rather than showing them why they’re here, then we can never experience real connection.

Why? ‘Cause real connection can’t happen without interdependent (i.e. two-way) relationship…without people actively investing ‘next step’ direction into one another.

Granted, how we approach compartmentalization and contextual inferences are worth discussion; however, as long as we aspire to share what we were made to know with whom we were made to engage, those issues will ultimately take care of themselves as relationships grow in faithfulness.

No reliance on institutionalizing, exaltation of effort, or Kingdom-izing business.

Just warmly abiding in the effortless rhythms of grace knowing it’s not about our credentials, but God’s competence flowing through them².

Thus, I submit…

If we choose to see leadership as influence and influence as helping people build their own, we allow transformative culture to establish itself.
If we want to get real about reaching people (from purpose), we must first get intentional about connecting our influence (on purpose).
Rather than encourage people to be the same on Monday as they are on Sunday, let’s show them in love how to be better today than they were yesterday.

‘Cause I’ll be honest: I don’t want to be on Monday who I was on Sunday; I want to be better today than the day before. I want to know the best God has in store. And then go out and live that forevermore.

Whatever gap we’re trying to bridge, why not start there? …

Footnotes

Preaching the choir here
That, my friends, is what being an influential marketplace priesthood is all about.

Photo creds: Wallpaper Abyss

Framing the Role: A Guide to Better Workplace (Part 2)

May 24, 2017June 4, 2017Leave a comment

Last week we discussed how ideal human resourcing assesses the inner man not only in hiring, but in training and development.

This week we’ll continue our downfield drive by focusing on marketplace education, specifically how employee and employer should approach deeper learning and training opportunities…

Make Deeper Learning ~~Equal~~ Evident

I’ve been blessed to serve under some laudable leadership over the years.

For instance, during my first summer with TDOT, my supervisor would make sure I understood concepts not only in correspondence, but also behind-the-scenes whether taking inventory at local garages or database management courses online. Whatever the project, whatever the assignment, he wanted to make sure I knew what I was doing and why I was doing it. As a result, not only did I feel regularly encouraged, but I felt driven to reach beyond expectation.

Unfortunately, after a season of turnover and transition, the ‘extra opportunity well’ would dry leaving certain endeavors in the dust; however, though the narrative of my role would change, I ultimately realized the emerging lack of definitive pathway didn’t have to determine my deeper learning trajectory.

Rather if I simply took the time to seek the opportunity, I would eventually be able to find and pursue it. All I needed was initiative and direction to compliment my resolve.

Perhaps some of you find yourself in a similar situation. If so, whether or not deeper learning opportunities are knocking at your door, it’s important to stay persistent and patient regardless of where you think you are.

‘Cause truth is: expecting possibilities to fall into your lap is the least effective way to advance what you know.

Should your employer have a clear guide/available resources for assistance? Absolutely. I’m not sayin’ veer clear of troubleshooting personnel; however, I am sayin’ rather than succumb to a ‘rich get richer’ mentality (like I once did), focus on devising a plan, developing a timeline, communicating intentions to your supervisor, and adjusting them according to your means.

Granted, you may be unsatisfied with your title/role, maxed out within your salary grade, or in a situation where you can’t move up unless you take out a loan to get a degree¹.

Yet, when I think back on smart decisions made during my TDOT tenure, no question pursuing open doors where I could mature skillsets usable inside and outside my work arena rank towards the top.

So for those wrestling with the ASAP advantage mentality, know while the pickins aren’t guaranteed to be plenty, sometimes the best move is to invest in what will benefit you down the road as opposed as to what could benefit you right now. After all, we were made to continually advance in some form or fashion.

As for the employers, understand the bond between deeper learning and morale. While it makes sense certain classifications will feature more learning/training opportunities, when employees within each classification are aware of what they can do to heighten their intellectual ceiling, you essentially heighten your quality control ceiling at the same time. Thus, as long as learning/credentialing opportunities exist, dare to be unconditional in conveying them to those you’ve chosen to hire. In doing so, you better frame the roles you seek to define.

Bottom line: When it comes to marketplace education, one of the best ways to steward awareness and morale is through in-house learning opportunities; however, like classification, a title should never drive deeper learning opportunities. Rather, deeper learning opportunities should drive the employee.

Footnotes

I know you can’t paint this subject with a broad brush.

Cover photo creds: Actively Learn

Framing the Role: A Guide to Better Workplace (Part 1)

May 15, 2017September 16, 2019Leave a comment

We all know there’s no such thing as the perfect working environment.

After all, work can’t exist without people and to err is human.

Still, whether you’re a bivocational minister, a supervisor, or an entry-level employee, chances are you care about how positions are developed and managed.

Thus, in the coming months, I want to unpack some basic concepts churches and businesses can use to frame their roles and equip their employees to thrive in them.

The goal? To help organizations make the best investments with their best hires to achieve the best outcomes.

Let’s dive in…

Assess the ‘Inner Man’

As a bivocational pastor with seven years of marketplace experience, I understand there are certain disadvantages when it comes to large and small scale human resourcing; however, I also believe bureaucracy and growth mismanagement doesn’t have to determine how classifications are managed.

For example, at my work¹, each classification is linked to a job plan involving a specific set of functions. Fair enough.

The problem is while roles are detailed well in their promotion, they’re overly dependent on ‘template’ in their evolution. As a result, employees feel boxed in with functions forged on title rather than gifting.

My thought is: if more organizations integrate character and gift assessment (i.e. DISC, Myers-Briggs, Strength Finders, enneagram testing, etc.) into hiring, training, and development processes, then more prospects/new hires could contribute the strength of who they are in addition to the strength of what they do.

Granted, big organizations are going to have different priorities. Yet, this doesn’t mean their personnel approach has to be shallow.

‘Cause truth is: while procedure and process are important, you can’t define a person by a job description nor can you separate the quality of a person from the quality of his work.

I know culturally we love streamlining/over-institutionalizing our way to bottom lines; however, if morale becomes the sacrifice in our quest to hierarchical efficiency, one must question the system.

Whatever our work situation, it’s important we remember our position is a journey, not a drop-off. And while the implications are many, bottom line…

Classifications should never compartmentalize what an employee can be (i.e. his innate nature in motion).
A piece of paper or paragraph on a screen should never determine or dictate the totality of function.
Given man gives life to function, not the other way around, the inner man must be considered in both the evaluation of fit and the evolution of role.

Stay tuned next time when we’ll tackle our next point on equal deeper learning opportunities. In the meantime, if you have a question, idea, or story to share, feel free to comment below.

Footnotes

Note: My appreciation for my workplace has grown considerably in recent months; however, this doesn’t mean I can’t advise from what should be improved.

Cover photo creds: Company Incorporation | Company Registration Singapore

Faith at Work: A Preview of Phase

February 8, 2017May 30, 2020Leave a comment

In the bivocational life, there’s arguably no greater challenge than balancing marketplace and ministry. From conflicting schedules and limited availability to opportunity bias and indifferent colleagues, there are many hurdles bivocationals face on a daily basis. While the degree of difficulty may differ depending on calling, skill, and personality, truth is: Whether we’re stuck in a stale work culture or thriving in vibrant community, there’s a specific roadmap in each context to help us better reflect God’s heart.

But before we dive into a more definitive dialogue, we must first set the framework for why this content is worth discussion. As mentioned in my last devotional, there are two general types of bivocational leaders:

The ministerial leader who works a secular job for provisional purposes.
The marketplace leader who has a place of liturgical influence.

For both sets of leaders, it’s important each understands their own wiring and from that work in unity to guide the saints into greater wisdom and freedom.

But perhaps you’re sittin’ there wondering how to connect where you’re at to being a ‘lasting impression’ leader. Maybe you’ve grown up compartmentalizing ministry and marketplace only to have recently discovered God’s intent for them to operate hand-in-hand.

If you can relate, then I encourage you to dig into this new ‘faith at work’ series with us. ‘Cause while other bivocational resources approach marketplace as secondary, we see it as primary given marketplace is the leading place of influence for most carriers of the Gospel.

Not to suggest occupational ministers lack a prevalent place in pastoral settings; however, when we consider our original design and extend it into our individual purposes, we find whether we’re marketers, accountants, doctors or psychologists, we all have vocational and spiritual gifts designed to extend God’s love to a broken world.

As for the purpose of this series moving forward, we’ll examine the marketplace side of ministry in two phases:

First phase – Helping the church educate marketplace ministers in character assessment, administration, practical business wisdom, and workplace evangelism.
Second phase – Helping the bivocational leader integrate their understanding of these topics into their respective roles.

Let’s dive in, shall we?

Cover photo creds: cpplunkett.photos

Bye, [Bye]Vocational

October 28, 2016October 28, 20161 Comment

I’ve said it before and I’ll say it again: it’s not easy marrying marketplace and ministry.

After all, when you consider secular expectations, the challenge of availability matching flexibility, how most church leadership models are structured…it can be tough-sleddin’.

Now, I’m not a church consultant or ministry life coach; however, in my brief ministerial experience, I’ve come to realize while tent-making is often praised behind the pulpit in an evangelism context, it’s rarely incorporated to the fullest in a leadership context.

Case and point: I work full-time hours (7:00-3:30 pm) for TDOT Monday through Friday, where at the start of each day, I take the day’s game script, stack it against my church load, and do what I can accordingly for both. For instance, on slower days I create youth discipleship content, plan events, design social media promotions, and field church-related correspondence on my breaks, whereas on busier days, I keep a running ‘to-do’ list to better tackle my gameplan after hours.

The problem is: whether or not my day at work is busy/productive, I still miss out on the life that happens at church (i.e. staff meetings, luncheons, offsite special events, etc.) during my shift.

Granted, I do have supervisors who meet with me on a quarterly basis to catch me up to speed with important information. Yet, while the communicational challenges can be frustrating, it’s the communal setbacks that offer the greatest potential for discouragement.

So while having flex or contractual hours would be ideal, I know in seasons like the one I’m in, I can only abide in what I can control, confront what I can’t, and trust God in both. Still…this doesn’t mean the divide is easy.

On one hand, I’m proud to represent the Gospel in a taxing work environment, to mature in my reliance upon God when I find my own strength to be nothing but weakness. On the other, I’m often downcast considering a) it’s hard to justify why I work where I do¹ and b) to not experience deeper community due to a job I can’t stand on my own strength is a bitter pill to swallow.

So when it comes to the idea of a bye-vocational (i.e. leaving one job to fully pursue the other) life in place of a bivocational one, I’d be lyin’ if I said I wasn’t intrigued considering the struggle to put forth full-time effort in part-time hours is [super] real…not to mention I’m the first Fry male in three generations to not know what full-time ministry life tastes like.

*Sigh*

I guess what I’m trying to say is: it’s hard being bivocational when the call itself seems to rob you of relationship. ‘Cause while many think bivocational ministry is all about tackling two different jobs, truth is: it’s just as much about influencing community and inspiring culture change as it is achieving excellence. Thus, how we cope when we feel our ‘spread out’ lifestyle is diluting our impact is worth discussion.

Of course, you can count on me to drill down on this in future posts, but for now, let me just say: for those of you working multiple gigs striving to keep joy afloat, understand you carry difference-making potential inside you…and that potential is not only going to come to fruition in the territory God has given you to tend, but is also never contingent on what you can’t control. Again, that’s the beauty of trusting God. Whenever we reach an end of the line, God grants us the slack to press on. Whenever we reach an unscalable wall, God equips us to ascend it. And whenever we’re overcome by a particular lacking, God meets us in our midst, fills us, and goes before us to make a way (Isaiah 43:16-19).

Yeah, I get how hard it can be craving community and passion outlets in the arid seasons of life, but remember God specializes in showing His power in hopeless situations. So if you’re reading this today wishing you could swap out a bye-vocational life in place of a bivocational one, I encourage you: allow God to fill up your empty canteen with encouragement and fresh perspective. ‘Cause I submit: where you are now is not by mistake, but by design and by grace.

Think of it this way: If you’re thirsty, what sense does it make to cut your water bottle in half when you could simply remove the cap and fill it to the brim?

Pretty obvious, right?

Yet, how many of you reading this are essentially doing the same thing by denying yourself full-fillment as a result of wanting the ‘bye’, not the ‘bi’?

If you can relate, I encourage you: stop overfocusing on what you wish could be different in your life and embrace the fact God has you just where He wants you. Don’t fantasize about what it’d be like to customize your life. Instead, take joy in trusting the Lord’s lead and take courage in pushing through to the good stuff that’s coming (see Isaiah 58:11).

While I’m tempted to go on, I’m goin’ to push ‘pause’ for now and instead bid adieu with some parting questions:

1) What do you need to be filled with today?
2) What is capping the ‘containers’ God has placed you in?
3) Will you remove those caps and allow God to fill you up?

I’ll just let the mic drop there…