不愛神，而愛世界的六種苦痛：
（參考 The collected Works of St. John of the Cross，第767頁）
The following is an except of a research paper on Relational Leadership as part of the course works submitted to Western Seminary Ed.D program.
Relational leadership requires time to develop. The following is an attempt to use an acronym of “L-E-A-D-E-R-S-H-I-P” as guidelines in cultivating the relationship between leaders and followers as Paul to the leaders in Ephesus (Acts 20:17-38).
1. L-ove is the most excellent way that Paul was dealing with the problems of leadership and issues of spiritual gifts (1 Cor. 12-14, Rom 12, and 1Tim 1).
2. E-quip the saints and edify the church are the most essential relationship and function of the church between leaders and followers (Eph 4).
3. A-ble to teach and lead, as a crucial part of the great commission to make follower by “teaching them to obey all that I’ve commented to you” (Mat. 28, 1,2 Timothy, Titus).
4. D-irection-driven not data-driven, is a spiritual direction relationship, where relational leaders first learn to hear well from God and provide spiritual direction to followers in a formal or non-formal setting.
5. E-xcellent in leading right, leaders are right a lot in making planning, implementing, and reflecting for improvement (“right a lot” is an Amazon leadership principle that helps the company became one with most followers/ customers nowadays, the Church can learn and contribute to this topic).
6. Re-productive, Relevant, Renewal, Reflective-Practitioners, literally leaders give birth to new leaders by their inspiration, instruction, delegation, coaching, and passing on from generation to generation.
o Relevant- 3 factors to deal with- corporate culture, personal leadership, stakeholders’ emotion, (DNA)
§ Develop a Lab Mentality, always experimenting, trying, failing, learning
§ Never Stop Learning, leaders are learners, skills will bring success (Ecclesiastes 10:10)
§ Acknowledge the grieve, “"There is no growth without change. There is no change without loss. There is no loss without pain. There is no pain without grief"
§ Don’t try to be in style,
§ nothing stays the same, the only way to be eternal is to be timeless, look at your organization and find what never change, vision is to see the current opportunity and jump on it, what needs to change and what never need to change is the winning combination, build on what is not going to change, people life and problems
§ Ask the right questions and answer them rightly
o Renewal[1]- when you study church history it always starts through certain stages:
§ first stage is personal renewal, in the heart after holiness
§ then the corporate renewal, one of the ways you know a church is having corporate renewal is the singing gets better, and people stay longer after church
§ third aspect of a resurgence is a "missional renewal" or "purpose renewal,"
§ structural renewal because as an organization grows you have to change structure over and over
§ finally, cultural renewal the climate of the nation actually changes
7. S-ubmissive/ Spiritual Authority first as an important discipline, to God then to all people, in Christ through a form of institutional authority as practiced by the Alliance denomination. Dr. Rod Reimer, Alliance Seminary professor, has once entered a season to study Moses and learned that spiritual authority is given, developed, and exercises by having face-to-face relationship with God. This is his definition, “spiritual authority is rooted in identity, expended through intimacy, and activated by faith” as it is seen with Moses winning the battle in Exodus 17, and with a police officer stopping a car with given authority.
8. H-umility, integrity, venerability, and transparency that Christ has modeled, and our culture has desperately needed.
9. I-ntegrity before intelligence, leader is first a human being before a human-thinking/doing, one can lead as far as one’s character and charisma, connection and capability, in order to influence followers. A leader’s integrity has to be accountable to the leadership team contextually through multiple intelligences (IQ, EQ, AQ, CQ, RQ, SQ, TQ etc.).
10. P-artnership with long term commitment and eternal investment in followers’ life.
Great leaders are multidimensional. While continuing to improve, great leaders have achieved certain characteristics which help them achieve success.
Great leaders are willing to surrender “their” way when it’s not the best way. They realize and appreciate the strength of a team.
Great leaders continue to learn. They have mentors. They read. They continue their education through conferences or school. They know they can’t help others grow if they aren’t personally growing.
Great leaders consider the needs of others ahead of their own. They care about people beyond what people can do for them personally.
Integrity.
Great leaders never separate character from their definition of quality or success. They know there can be nothing of real value if those who are trying to follow can’t give their respect to the leader.
Great leaders have the ability to rally a team and articulate the path to victory. They can communicate to spur momentum and garner support.
Great leaders see things others can’t see or, for whatever reason failed to pursue. They take people where they need to go, but may be afraid to go on their own.
Great leaders have the discipline to follow through on commitments. They weather the storms of time. They are still standing firm when others are dropping out of the race.
The original article is written by Dr. Wing Lam (a dear brother and pastor of my home church in NY), accessed on 10/29/2020, https://www.cccowe.org/pdf/ps/201605/art11.pdf重點介紹：（目的）若希望信徒能「上位」事奉、承擔教會的事工、參與宣教的工作, 教會一定要 提供「到位」的牧養, 讓信徒能成長、被建立。（過程）人的成長需要進程,也需要時間和 付代價... 整個門徒訓練的目標是「⋯⋯把各人 在基督裡完完全全地引到神面前。」(西 一28)我們也包括在「各人」之內。這培育的過程不是我們的努力使人成聖,而是透過我們的參與,神彰顯祂在人生命中改變的大能(參西一29)。（重點）
- 這門徒訓練的方 向包括生命的投資(life investment)、生 命的倍增(multiplication)和生命的守 望(accountability)...
- 門徒成長需要安全的 環境(safe place)與讓他們安心的人(safe people)在一起。關係式的門徒訓練能夠 提供這樣的環境讓信徒在基督裡長進。
- 關係式的門 訓其實是一種同在，在這同在中互相鼓 勵、提醒和學習，好像耶穌呼召門徒有 兩個目的(參可三14、15):一.耶穌同 在( b e i n g ); 二 . 被 差 去 傳 道( p r e a c h i n g ) 和給予權柄趕鬼(doing)。
- 耶穌先強調門 徒與祂的關係，在關係中被建立，建立 以耶穌為中心的靈性生命(Christ-centered Spirituality)。然後，他們才被耶穌差派 出去，活出以耶穌為中心的事奉(Christ- centered Ministry)。6 在這裡，我們看到 耶穌對門徒期望的優先次序:先靈命，後 事奉。
- 保羅的說話帶出門徒訓練的真義:自己先 效法基督，才勸人效法基督;自己先成為 門徒，才能使人成為門徒。
- 能缺席,就能讓出空間; 能退隱, 就能放下權力。如此,創造了條件, 讓服事的對象可以自己成長。」
前幾天前到公立圖書館看到這本書，被書的標題和目錄吸引，認為對於基督徒在這個時代，見證福音有很大的提醒。這本不是從信仰的角度來看「說服力」或「人格特質」，但內容值得我們深思。所以建議有興趣的朋友可以參考這篇書評。而我只想簡單分享一個實際的問題，就是如何在教會中「招攬新同工」（recruit ministry coworkers)。
其實與其他機構一樣，教會也不斷尋求有效的計劃和策略來「招攬新同工」，無論是在團契，主日學，執事會，青年兒童，或長者事工，都需人力物力來建立健康的團隊和健全的事工。人力資源和人力管理是教會建造基礎建設的關鍵，如以下的描述和提示：
那降下的，就是高升遠超越諸天之上的，為要充滿萬有。 他所賜的有使徒，有先知，有傳福音的，有牧者和教師， 為要裝備聖徒，做事奉的工作，建立基督的身體， 直等到我們眾人在信仰上同歸於一，認識 神的兒子，得以長大成人，達到基督完全長成的身量。 (以弗所書4:10-13 和合本2010)
「人力」是從位那位使我們「蒙恩」和給我們「恩賜」的主而來。在「招攬新同工」的過程中，教會一同經歷「他所賜的有… 達到基督完全長成的身量。」
我們可以認定，所有能服侍神的人都是主賜給教會的。所以我們更有信心祈求主賜下更多「新同工」來建立教會。以下是早上禱告時的一點點靈感，願能幫助特別需要「招攬新同工」的教會：
Leadership: 對於「說服力」和「招攬新同工」的一些初步整合 R.E.C.R.U.I.T.
Reach out with a vision- 推銷的不是產品，而是品牌。教的事工也應有「異象的品牌」。用正面特質來讓「新同工」明白被邀請參與的獨特目的。
Encourage with compassion- 經禱告後，慷慨地約見或者公開招攬，把「異象的品牌」用一個人化鼓舞的故事，真誠地傳遞。
Call for action- 絕對不要只想着「成事」，反而提醒自己要有同理心，分享同工（合作）的必要和好處，留意服侍的重心從「我」轉到「我們的主」，
Reach out again with vision- 大概一星期後再次分享「異象的品牌」，不論對方是否願意參與這項事工，都表達出十分的尊重和祝福。如果「新同工」答應了，可以藉著下面三方面著手。但如果是「食詐糊」，可以再次禱告物色人才，再次以上面三方面著手。
Undo the programming mind for more personal growth- 事奉很多時候需要實際的操作和計劃，所以常常忽略了彼此的關懷，找出共同點和找到鼓舞我們的人，共同成長和持續「招攬新同工」的團隊特質。
Ignite the power with prayer- 禱告是團隊的領袖首要的任務，可謂有禱告，有力量，不禱告，沒人到。禱告的領袖有更多機會學習坦然面對獨特的自己，樂於付出，才能擁有正面特質來影響別人（拉攏人）。
Train them to train others- 事奉需要有持續的熱度和深度，事工能夠生生不息，透過持續的栽培，琢磨技能很重要。
後記- 傑森認為能夠讓人更具說服力的性格可分為四大類：
參考資料：
