The Endure Cure: A Word on Corporate Suffering

June 23, 2024Leave a comment

On Monday, I had the privilege of leading devos at Mercy Multiplied’s weekly meeting. Here’s a cut from my share which includes a slice of recent testimony… #lordhavemercy 🦋

…Still, I wonder about those among us, even under our care who are suffering, in full on survival mode. How do we cope as we hope? How do we trust when internally we’re about to bust? How do we endure and suffer the way God intended?

Whatever the answers are, both at the 20,000-foot level and at the surface, the truth is: Suffering is part of our divine call, not just individually but corporately. Often, we take a head-down approach to perseverance. We sense a challenging situation and tackle it through our ‘more than conqueror’ identity. Granted, there is nothing wrong with that in a vacuum; however, the potential problems I see are at least two-fold:

1) In the day-to-day grind, we individualize and compartmentalize our endurance.
2) In the day-to-day chaos, we fail to consider the beauty in our suffering.

The premise of this devo is a charge for us to view perseverance as more than enduring with character but also embracing the beauty in suffering. Are we pausing each day to be still with God, to receive His grace and smiles in the personal and corporate challenges we’re walking in?

I’m reminded of a Point of Grace song from their All the World album. Does anyone remember ‘Heal the Wound’ co-written by Nicole Nordeman? Here is an excerpt from the song:

I have not lived a life that boasts of anything
I don’t take pride in what I bring
But I’ll build an altar with the rubble that You’ve found me in
And every stone will sing of what You can redeem.

Heal the wound but leave the scar
A reminder of how merciful You are
I am broken, torn apart, take the pieces of this heart
And heal the wound but leave the scar.

Don’t let me forget
Everything You’ve done for me
Don’t let me forget
The beauty in the suffering!

This song is music to the ears, inspiration to the heart, and emphasizes certain realities of Scripture.

Jesus, the one we can boast in, has carried our greatest burden (Isaiah 53:3-5) and out of that, still helps us with our sorrows and burdens to this day. Accordingly, we don’t have to strive to ‘make it through’ or ‘get to the other side/the finish line’. We don’t have to carry the burden of making sense of our struggles (as I like to call them – “victories in progress”). Rather, we can lean on Jesus who felt the demands of ministry, who knows what it’s like to feel drained, yet with the joy set before Him, referenced the Father, the ultimate source of His power. Like Him, we’ve been given what we need for goodness and godliness but can still ask for wisdom, help, strength, grace, etc. as paupers in Spirit (Oswald Chambers).
As co-sufferers in Christ (Romans 8:17), we can help others endure through suffering and share with them the comfort we’ve received from God (2 Corinthians 1:3-6) as we bear our own crosses (Matthew 16:24, 1 Peter 2:19-21, Romans 8:16-18). We may feel compromised on account of our weakness, but this can allow the Father’s heart to resonate in realness with people assuming our abiding in Christ is in rhythm.
Difficult circumstances outside of our control can be prompts to remain vertically reliant, to seek first God and His Kingdom. Without adversity, we cannot live as tested, faithful, and dependent vessels. The beauty of suffering is that it gives us the opportunity to become like Jesus, to see our redemption as secure, and our victory as imminent even if the pathway doesn’t make sense, even if the breakthrough and miracles we crave don’t happen the way we anticipated.

Why are these points important? Because they confirm how God works! Specifically, the breakthrough we need, the challenges we endure in Jesus’ name, and the miracles we’re contending for aren’t limited to timely answered prayers (or even answered prayers at all). As Paul writes in his letters, finding freedom isn’t confined to what we get over but what we get through. Put another way, God doesn’t promise us we’ll get over everything, but He does promise we’ll get through anything.

For my wife, Lys, and I, we’ve learned and re-learned this truth many times during our 11-year marriage. Yet, by far, the greatest challenge for us came in August 2021 when our daughter, Jubilee, was diagnosed with intrauterine growth restriction four months ahead of her due date. While Lys and I did everything we could to stay healthy, the combination of Juju’s growth environment and Lys’ preeclampsia proved too much. Only 18 days post-diagnosis, our small Fry would make her worldly debut as a micro preemie coming in at 25 weeks, 10 inches, 1.2 pounds, chronic-lung disease, pulmonary hypertension, less than a <10% of living past day 1, and less than 5% of making it past the first week.

Thankfully, God had other plans and proved Himself mighty as we clung to hope at the end of our rope. While our prayers for Juju to survive the NICU and make it home did not materialize, as our hearts healed, we learned to see her miracle as the impact she made on the thousands of lives, including us, shattering medical expectations and probabilities along the way.

In hindsight, Lys and I know the miracle of Juju’s life would have still been clinched even if she hadn’t lived past the first day. For even as we contended with God in our pain and despair, He was faithful to enlarge our capacity to sense His sovereignty and the sweetness of His nearness, His tender hand holding ours.

Now, were we beyond angry and tempted to fold on certain days? Absolutely! I remember in the weeks following Juju’s death, wrestling intensely with God, asking Him why He would let her overcome her greatest afflictions only to succumb to a freak bout of sepsis. God, why wouldn’t you keep the miracle going having sustained it this long?

Having successfully stiff-armed the why’s (I.e. those subtle entitlements that tempt you to think you must have it all together or understand why you’re going through what you’re going through), throughout Juju’s life, I couldn’t help but be overwhelmed by them in the aftermath. The mental torment was off the charts and on the precipice of depression, I was in desperate need of a spark heading into the last quarter of 2022.

That spark would manifest as a dream right before Juju’s Celebration of Life. In the dream, I’m thrust back in time storybook style. A dusty road, a mass of people, and one Jesus walking in front of me. In a unique role reversal, I’m the woman with the bleeding problem trying to keep pace with Jesus yet unable to do so. Desperate to touch Jesus’ robe, I cry out: ‘Jesus, can you please slow down? I’m trying to get to you. If I can just touch a piece of your robe, I know you can heal Juju!’

Suddenly, I’m on my knees with a warm hand on my shoulder. I can’t make out the face in front of me, but I know such a presence could only be Jesus. As I ponder how He jettisoned a football field in a millisecond, I hear Him speak to me: “You were never meant to touch my robe. You were meant to believe in and follow me. Now, look behind you and see how many are following me because you kept going.”

I look back and see a new body of people who weren’t there before. Picking up steam, I turn my head back to where the voice came from only to wake up…with a fresh understanding of the miracle Jesus accomplished during Juju’s life and how it would continue.

As for us in this room, I share this testimony to remind us how God is faithful to give purpose to suffering and anoint our steps as we walk through adversity…with Him. Sometimes, it takes seasons of discomfort and/or dislodging for a worldview or perspective to reset. Sometimes, it takes a walk through fire for us to see how God can redeem fallenness and fallen spirits alike.

My final encouragement to you is to not view your weaknesses, your limitations, your incompleteness, as something to ‘get through’ or stitch together. Don’t stiff-upper lip and head-down the challenges in front of you, blindly trusting they’ll blow over. Rather persevere in hope…with character…and with your heads up. After all, how can we be still and know He is God if we’re not postured as such? Position yourself to see God’s goodness within the grander scheme unfolding. If you come face to face with what makes you feel uncomfortable, rejoice! If you confront a situation that makes you feel unsettled…rejoice! If you’re reminded of something in your past or hit the wall of your finiteness and feel incomplete…rejoice…knowing we were never created to be completed in this life anyway.

And so, take joy and heart together. Embrace childlikeness in the sense you don’t need to make sense of your circumstances to reference and follow Jesus. Despite what others may say, you can be earnest and eager simultaneously and find peace in times when the lights of life turn off. As long as you let your light shine before men and stiff-arm those why’s, you will reach a promised land with rebuilt temple walls…in the name and wake of Christ.

Those, my friends, are just a few of the many beauties in suffering the way God intended. Again, the why’s, the how to’s, the hurdles we clear may vary, but the nature of God in the presence of our distress is absolute and a foundation for us to walk confidently on.

Selah.

Cover graphic creds: Desiring God

Rare Air: 13 Signs of a Healthy Work Culture

June 2, 2024June 2, 2024Leave a comment

As a sequel to my two-part series on unhealthy work environments, I want to discuss some common traits of vibrant work cultures. While some may think a healthy workplace is simply the opposite of whatever makes it toxic, the reality is what defines healthy versus unhealthy is not always black and white.

Accordingly, I’m drafting the list below, not only to provide select commentary but also for you to add your thoughts in the comments below.

Let’s jump in…

A healthy, thriving, non-toxic work culture…

1. Fosters a learning environment that gives each employee opportunities to sharpen professional skills and understanding relative to their role.
2. Hires qualified, emotionally mature, high character people to fill leadership and middle management positions.
3. Empowers leaders to guide their teams while developing/maintaining efficient systems and processes/procedures.
4. Promotes an atmosphere of transparency, accountability, and feedback.
5. Prioritizes clear top/down communication and collaboration between departments.
6. Abides by the Jethro Principles and maintains orderly structures.
7. Puts best practices into writing.
8. Understands the value of networking and giving back to the community.
9. Treats, handles, and takes care of all employees equally and fairly.
10. Facilitates positive working relationship/one’s sense of belonging and inspires performance through trust, not fear.
11. Advocates occupational/psychological safety, work/life balance, and mental health.
12. Knows the difference between influence and control in the context of social stewardship.
13. Discourages fraternal vibes, silos, gossip, politics, and all forms of manipulative maneuvering.

Supporting Bible verses: 1 Corinthians 10:31, Colossians 3:23-24, Matthew 20:26-28, Ephesians 2:10, Matthew 5:16, Ephesians 6:6, 1 Corinthians 3:8-9, Proverbs 16:11, Ephesians 4:28

Of course, there’s more to add to this list. What are some other indicators you feel belong on it? Feel free to comment below.

As always, sending peace, love, and warm vibes you way. Have a great week!

Cover photo creds: BlackStorm

Divine Partnership: What the Garden Says About Our Work Identity

May 26, 2024May 27, 2024Leave a comment

Some quick scratch notes on our work identity as seen specifically through Genesis 3:

Scripture:

¹⁷And to Adam he said, “Because you have listened to the voice of your wife and have eaten of the tree of which I commanded you, ‘You shall not eat of it,’ cursed is the ground because of you; in pain you shall eat of it all the days of your life;¹⁸thorns and thistles it shall bring forth for you; and you shall eat the plants of the field.¹⁹By the sweat of your face you shall eat bread, till you return to the ground, for out of it you were taken; for you are dust, and to dust you shall return.”

²⁰The man called his wife’s name Eve, because she was the mother of all living.²¹And the Lord God made for Adam and for his wife garments of skins and clothed them. ²²Then the Lord God said, “Behold, the man has become like one of us in knowing good and evil. Now, lest he reach out his hand and take also of the tree of life and eat, and live forever—” ²³therefore the Lord God sent him out from the garden of Eden to work the ground from which he was taken. ²⁴He drove out the man, and at the east of the garden of Eden he placed the cherubim and a flaming sword that turned every way to guard the way to the tree of life.

Scratch Notes

We don’t work because of the fall. We work because God intended it to be a divine partnership!
A primary consequence of original sin as it relates to work are the thorns and thistles, the strife we experience within our occupational calling.
The thorns and thistles can look a number of different ways; however, they often involve the collision of our depravities, the interlocking of our sins and limitations, the lack of justice and fairness in some cases.
While our walk with God can prune us as vessels in the marketplace, we must realize our effectiveness is tied to our vertical reliance, our commitment to being like Christ on the clock.
Again, we were created to work as co-partners with Christ/ambassadors for God’s Kingdom as part of our original design (see Adam’s animal naming assignment in Genesis 2:20-22). Despite the fall, we still have a vocational calling. The problem is the overflow of grace, peace, joy, etc. in our jobs can be significantly harder.
While sin’s entrance into the world reversed the natural current in which we effort upstream, our intentionality to be faithful can become rhythmic as we depend on God. This is largely why discovering Him is so important!
God is with you always, so lean on Him when things aren’t working out. After all, He wants the marketplace to be the market space in which He speaks and moves! Why not cry out to Him when you’ve overwhelmed, when you’re burnt out, when you’re being misused or mistreated? Remember He wants to hear from you, so don’t you dare stay silent in times of trouble.

Selah.

Cover photo creds: Wallpaper Cave

Office Angst: 7 Signs of a Toxic Workplace (Part 2)

March 22, 2024March 23, 2024Leave a comment

In my last post,  I examined the first four of seven toxic workplace traits and provided Biblical support to each section. For today, I want to conclude this series with my final three attributes along with a recap pod summarizing my points. As a reminder, while we’re exploring cultural and environmental red flags, we’re not hiding from leadership issues as the topics ultimately cannot be detached. 

Without further ado, let’s tie a bow on this…

5) Inconsistent Leadership

 When we talk about toxic work cultures, there are several dismissive characteristics we could cite from narcissism to manipulation to arrogance; however, there’s 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 they’ll admit responsibility and accountability are essential to positive team performance and morale. Yet, where there are inconsistencies between expectation and execution, there is room for misinterpretation, miscommunication, tolerance, even negative emulation down the line.   

The good news here is the fix doesn’t have to be complicated: If you’re a team lead, supervisor, or director, walk the talk.

For example, if you say you’re not a micromanager, don’t 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 involved communicate distrust or produce uncomfortable vibes. Remember seeking clarity is one thing but second-guessing motives without compassion, grace, and understanding is another. 

If you struggle to model any of these qualities, dare to explore any area where intention and action aren’t aligned. Naturally, no one should want to be inconsistent in their work; hence, why leaders especially should understand consistency isn’t limited to the fruit of one’s hands but also the words of their mouth and the reflections of their heart. 

Supporting Bible verses: Psalm 19, Matthew 7:3, Mathew 23:3, Luke 16:13, 1 Corinthians 15:58, Galatians 6:9, 1 John 4:20

6)  Overtolerance and Permissiveness

To be fair, this point flows from the one prior, but based on perceived abuse, this warrants a separate explanation. If you say certain actions won’t be tolerated, don’t 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 I’ve seen, the top-down ripple effect of steady rationale and decision making can be empowering in the long term, even if it’s messy in the short term. Whenever trust bends or breaks, abiding by proper protocol will not only enhance security but also encourage people to adhere to higher standards of integrity. 

Put another way, if you’re a leader, don’t sacrifice reproach by synonymizing forgiveness and tolerance. If an employee has an established track record of poor conduct, scale the offense, and timely oversee the appropriate actions in a way that benefits the whole of the team. When in doubt, just say ‘no’ to permissiveness and ‘yes’ to due diligence and follow-through.

Supporting Bible verses: Proverbs 21:16, Romans 6:1-2, 11-15; 2 Timothy 4:1-2, Ephesians 4:2, 1 Peter 3:8-11

7)  Lack of awareness and accountability 

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 they’ve 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, there’s a corporate tie-in, be it a lack of recognition/development, unclear communications, and/or insecurity. Yet, even if these currents aren’t 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, don’t automatically assume ill-intent but gauge the transparency of your corporate principles and reassess them before the repercussions.
Tweet

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, don’t deal with the contention topically but with meekness that anticipates understanding.

‘Cause 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?

Supporting Bible verses: Proverbs 11:14, Proverbs 27:17, Ephesians 4:15, James 5:16, Hebrews 10:24-25, 1 Thessalonians 5:11

As always, selah, thank you for reaching and…

Cover photo creds: Wellable

Office Angst: 7 Signs of a Toxic Workplace (Part 1)

March 8, 2024August 28, 20241 Comment

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 I’ve benefited from tight teams in years past, I’ve 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, let’s dive in!

1. Teammates aren’t treated as diverse in function, co-equal in value.

While diversity, inclusivity, and equality discussions are expected initiatives in today’s marketplace, let’s 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.
Tweet

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 you’re 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.

Supporting Bible verses: Hebrews 10:25, 1 Corinthians 12:12-27, 1 Corinthians 3:9, Exodus 18:14-26

2. Passive-aggressive and/or manipulative leadership.

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.

‘Cause 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 you’re 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 aren’t true leaders!

Of course, I’m not suggesting you abandon ship if you’re currently working under a similar authority. Conversely, I’m 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.

Supporting Bible verses: Proverbs 11:14, Proverbs 28:2-26, Romans 16:17-18, James 3:14, Ephesians 4:14, Luke 16:8b, Matthew 5:37

3. Lack of trust, communication, and engagement.

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 aren’t 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 worker’s understanding of their value while also regulating their emotions. Regardless of our role, dare to diffuse discord through compassionate engagement and curiosity.

Supporting Bible verses: 1 Corinthians 15:33-44, Titus 3:10

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 they’re doing is effective and efficient. Since we’ve 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.

Supporting Bible verses: James 1:19, Proverbs 15:1, Colossians 4:6

Stay tuned next time when I’ll conclude this post with my final three points including a podcast overviewing the content. For now…