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Showing posts with label Ministry. Show all posts
Showing posts with label Ministry. Show all posts

Saturday, July 1, 2023

An Alliance Approach in Navigating Divisive Issues

Business competition. Businessmen and Businesswomen pull the chain as a symbol of rivalry, competition, conflict. Tug war, two couples pulling circuit in opposite directions. Flat Vector illustration. Business competition. Businessmen and Businesswomen pull the chain as a symbol of rivalry, competition, conflict. Tug war, two couples pulling circuit in opposite directions. Flat Vector illustration. 4 team tug of war stock illustrations

The following article is adopted with a written permission from the original author. The purpose of posting it on this blog is to help the Alliance church members and leaders to navigate divisive issues by identifying the level of severity or sensitivity of the controversial subjects. 

Please contact Pastor Fowler if you would like to quote or share any part of the article. 

This article was not published and is not accessible online. You’re welcome to use the article on your blog.” 

STEVE FOWLER

Church Revitalization Director
Alliance NW District Office

alliancenw.org


In navigating divisive issues, I have found it most helpful to distinguish levels of certainty. Then I can differentiate what is essential from that which is merely controversial. For me, this breaks down into four levels.

 

First are things I would “die for.” To deny them knowingly would demonstrate that you are outside the boundaries of gospel orthodoxy and perhaps not in living relationship with Jesus.

In navigating divisive issues, I have found it most helpful to distinguish levels of certainty.

 

Second are things I would “divide for.” We are Christians, fellow members of the body of Christ, but we won’t be in the same local fellowship. 

 

Third are things I would “debate for.” Here, we are in the same church but we will wrestle (sometimes heatedly) with these issues. 

 

Fourth are things we “decide for.” These issues contribute to the rich diversity in the life of our church. Let’s discuss each in turn.

 

Die For

This category contains the foundations of the faith once delivered to the saints for which we contend earnestly (Jude 3). If necessary, the truth of the gospel incorporated in these propositions are things for which we would give up our life. They include the inspiration and authority of Scripture, the Trinity, and the incarnation of the second person of the Trinity as the God-man, Jesus, including his virgin birth, sinless life, substitutionary atonement, bodily resurrection and personal return. Also included is justification and regeneration by grace alone through faith alone which is lived out in gospel centered good works (Eph. 2:8-10; Tit. 2:11-13;3:3-8), the Spirit’s personal indwelling believers constituting the one body of Christ, and the final judgment leading to hell and heaven.

 

Calling a person who knowingly denies essentials of the faith a brother or sister in Christ for the sake of “unity” truly denies the unity founded on the truth of Jesus Christ. We see a growing progressive wing that calls for humility and broadening the definition of gospel orthodoxy to include universalism. Humility concerning such items can never be a virtue. Some truths are worth dying for.

 

Consider for a moment the Egyptian brothers who were paraded onto a beach in North Africa by their ISIS captors.  They were told to deny Jesus and convert to Islam or be executed.  This was a “die for” issue for the men and they chose to die for Jesus. 

 

Divide For

Everyone who affirms the essentials in word and life is a fellow member of Christ’s body, one whom we call brother or sister in Christ. However, other important issues are so foundational to our life with God that we will divide fellowship over them. In ancient times it led to the division between Paul and Barnabas (Acts 15:39). In modern times, these are the foundations of the denominational differences.

 

The best example of a divide for event in church history would be the Protestant Reformation. Martin Luther's posting of The Ninety-Five theses at Wittenberg is seen as the start of the Protestant Reformation. This happened in the year 1517. In 1515, the Pope started a new indulgence campaign to raise money for the rebuilding of St. Peter’s Basilica, a church in Rome. Preachers came to Germany to sell the indulgences, promising that money could release souls from purgatory.  Martin Luther, a German Catholic monk thought this went too far. On October 31, 1517, he sent his 95 theses to the local archbishop in protest. It is said he nailed a copy to the door of a church in Wittenberg. These theses, written in Latin, were points that Luther wanted to debate. Most of them related to the problems caused by the sale of indulgences. Luther said that the idea the money could buy forgiveness prevented people from turning away from sins. He said that it also made people give less money to the poor.  Without Luther's permission, the 95 Theses were translated into German and sent to many places. Many people agreed with Luther. The Catholic Church tried to stop these new ideas, but without much result. Luther was considered an enemy of the Pope, and when he refused to change his ideas, he was excommunicated

 

In recent years, we have reduced the number of issues in the “divide for” category. Often this is because there is an attempt to look for unifying points and see the differences within that light. When churches emphasize the power of the Spirit’s work and the fullness of the gifts, the evidentiary significance of speaking in tongues that used to divide Pentecostals and Charismatics is much less significant. As we affirm strongly the centrality of Scripture, fewer will divide over the question of whether God speaks today only through Scripture, or if He also speaks through prophetic revelation.

 

When the unifying truth of a whole-person spirituality (including mind, will, emotions, body and spirit) is emphasized, churches balance careful teaching of the Word and the expectation of a gospel-centered, heart-level obedience.

 

Jesus calls us to unity and so we should pursue gospel ecumenism, a spiritual unity that still respects these important differences. This kind of ecumenism promotes true understanding between instead of caricatures of the other groups. It speaks first and primarily of our unity in Christ and addresses others as fellow believers.

 

Debate For

We wrestle with these issues inside a church or denomination. The wrestling may be prolonged or painful, but we do it while maintaining regular fellowship, joining in worship and service. Debated issues may include the leadership roles appropriate for women, the extent of involvement the church should have in compassionate ministries in the community, the age of the earth, or which musical and preaching styles are best in a worship service. 

 

It seems to me that we must keep debate forsfrom escalating into divide fors. The best leaders keep the unity of the body at the center of our thinking as Paul admonishes us in Ephesians 4:3. These leaders are also able keep the focus on the essentials even when the wrestling is strenuous.

 

I find that when churches try to maintain unity by silencing the debates or smoothing things over with “nice” words, divisive folk are often empowered. The divisive people continue to promote their wrangling without being called to responsibility by the wisdom of the group.

 

The ground rules of Acts 15 seem appropriate in resolving these issues in congregations. Paul took the divisive people back to their body in Jerusalem, where everyone spoke for themselves before the whole church. They spoke what they believed and to the issue at hand rather than to the errors of the other group and to irrelevant issues. The whole congregation listened and recognized the wisdom of James as he stood for essentials (justification by faith alone apart from observance of the Mosaic Law) and proposed compromise on secondary issues. They led the group in wise decision-making, rather than making decrees and enforcing decisions by weight of authority. The size of the group of people involved would vary depending on the significance of the debated issue.

 

Decide For

These are the kinds of issues addressed in Romans 14-15, the areas of belief and behavior about which there is no law. This is where acceptance is a virtue and legalism a real danger, especially as divisive people latch onto lower-level issues, raising them into foolish controversies (1 Tim. 1:4; 6:4-5; 2 Tim. 2:14-16, 23-26; Tit. 3:9-10).

 

Paul instructs us to stop judging one another over such issues, to stop holding others in contempt because they differ here. Rather, he directs us to accept each other, urging us, “Let us therefore make every effort to do what leads to peace and to mutual edification” (Rom. 14:19).

Note well, this accepting attitude applies only in the non-essentials. Difference in essential matters like what is required for becoming a true Christian “brought Paul and Barnabas into sharp dispute and debate with them” (Acts 15:2).

 

Conclusion

How do you discern the differences between these levels of certainty? In my judgment, the discernment revolves around the centrality and clarity the issue takes in Scripture and the significance of the issue for our faith.

 

Jesus as God incarnate in full humanity, who lived a sinless life, is a die for. Scripture is clear that Jesus did not sin. Those who affirm that He sinned in order to establish His full humanity may appear sensitive to human problems, yet, they exclude themselves from gospel orthodoxy when they do.

 

In my judgment, the discernment revolves around the centrality and clarity the issue takes in Scripture and the significance of the issue for our faith.

 

When a church decides to affirm a sexual expression, which scripture has forbidden,members of the church often will divide over this decision. The United Methodist Church (UMC)announced a proposal to split the denomination over what it called "fundamental differences" regarding its beliefs on same-sex marriage and LGBTQ clergy. This has become a divide for issue for some in the UMC.

 

What did Jesus mean when He cried out, "It is finished" (Jn. 19:30) and died? Did He mean He finished the work of propitiating the wrath of God toward elect sinners whom God chose based on His sovereign purposes alone (definite atonement in Calvinism)? Or did He mean He had finished the arduous work of atonement to provide payment for the penalty of sin for all who would receive Him, whom God chose based on His perfect foreknowledge of their choice from all eternity (universal atonement in Arminianism)? These sorts of questions that have to do with different ways of connecting scriptural affirmations are often debatefor issues.

 

Which songs shall we sing in church? Should the fellowship hall floor be covered with linoleum or carpet? Can we sell Christmas ornaments in the lobby at church? These are excellent examples of decide for questions.

 

The struggle with division in the church is when our lack of spiritual maturity and/or our divisiveness escalates matters from a decide for or a debate forcategory to something we must divide for or even die for.  The subtleties of our comments often betray our lack of wisdom.  I remember a church leader saying, “If that ever happens here, it’ll be over my dead body!”  This leader had escalated a decide for issue all the way up the ladder to something he would fight to his metaphorical death over. 

 

As we comprehend these levels of certainty and begin to employ them as a community of believers, we can avoid the trap of being unnecessarily divisive on one hand and compromising the faith on the other. As we emphasize the essentials, we are less likely to fall for the cultural accommodations of Christianity that lead to liberalism. That also helps us keep secondary issues in perspective and avoid the divisions they create.

 

Friday, April 14, 2023

Thursday, June 9, 2022

反思如何建立下一代的信徒領袖:門訓導向的宣教

最近想到在香港或美國的青年信徒,在這些年間面對著教會內外的沖擊,有的「隨波逐流」,有的「逆來順受」,有的「逆流而上」。重讀這篇文章時,身份已經不再一樣。教會現在比任何時候更需要反思如何建立下一代的信徒領袖。(文長慎入

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。
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



Sunday, June 5, 2022

小小分享關於「說服力」和「招攬新同工」的一些初步整合 R.E.C.R.U.I.T.


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:

  • 獨特的:讓人感覺是真誠發自內心的,言談間你可以窺見其真實獨特的個性
  • 慷慨:習慣性地付出,也許是建議、機會、引介、尊重和正向情緒
  • 同理心:對人自然地感到好奇、談話很投入,重視人的共通點而非彼此的差異
  • 有深度的:遵循自己設定的原則與標準,也激勵其他人突破平常的侷限
that wanaka tree
具有說服力的四大原則以及11項性格特質


參考資料:

https://www.cnbc.com/2022/06/14/i-coach-ceos-of-million-dollar-businesses-heres-what-i-wish-more-people-did-early-in-their-careers.html?utm_source=facebook&utm_medium=news_tab

Thursday, September 23, 2021

"HOW SPIRITUAL GIFTS ARE DISCOVERED" by Timothy Keller

HOW SPIRITUAL GIFTS ARE DISCOVERED

Timothy Keller

Remarkably little appears in the Bible about the process by which someone “discovers” his or her spiritual gifts. Problems abound with almost any prescribed, definitive set of “steps” toward this end. The traditional approach leads people to test themselves in ways similar to secular aptitude tests. The problem with this approach is that it assumes you know yourself quite well, but many of us do not. Also, the jobs in a church often don’t line up perfectly with one or two gifts. Someone may be a good preacher or counselor, but several different gifts could equip a person for those roles. The same goes for most of the jobs in the church.

We can discern God’s calling when three factors come together for us: Affinity (What human needs do I “vibrate” to? What interests me? What are my passions?); Ability (What am I good at? What do people say I am effective in?); and Opportunity (What doors for service are open? What needs to be done?). When all three factors come together, you can see God has equipped and called you to do something or to move in a certain direction.5

This process can be applied to finding a job and making major life decisions, but how do we apply it to service in the church? I propose that in the church you start with the third aspect—Opportunity. In other words, find the jobs in the church that need to be done and then do them. Just serve. Don’t ask too much about whether it fulfills you.

Why? First, the only way you will ever really come to know the kind of ministry that you are best at is if you do a lot of different things; then you will know what God blesses. Don’t look first at your proven abilities— at your day job or natural talents—to determine what you do in the church, because as mentioned earlier, God may not use that. Likewise, don’t look first at your deepest affinities—the things that excite and interest you. If you gravitate too quickly to those areas, you may miss latent gifts that you aren’t aware you have. Just serve—plug the gaps in the church and help out. Go through the door of opportunity in the church, doing what needs to be done, and then as time goes on you can check your affinities and abilities and begin to specialize. If you are in a church with many opportunities, you may be able to specialize earlier on in the process.

Copyright © 2007 by Timothy Keller, © 2011 by Redeemer City to City. This article is adapted from a leadership training session at Redeemer Presbyterian Church in 2007.

We encourage you to use and share this material freely—but please don’t charge money for it, change the wording, or remove the copyright information.

Friday, June 11, 2021

A Personal Position on Charismatic Practice 個人對靈恩實行的立場

As an ordained pastor of the C&MA, I fully affirm my denominational positions regarding the person and works of the Holy Spirit. The Alliance's current president John Stumbo has said, "We know that from our earliest days, it was clear that our view about the Holy Spirit is a centrist stand that we are taking." He used the phrase "expectation without an agenda" to set the tone for a continual discussion after the council of 2023. He emphasizes that this understanding better explains the attitude of the C&MA family as we come with "expectation, eager for all the Holy Spirit wants to do without an agenda for what He must do." (see the section starting around the minute of 8:00 "Moving Forward – John Stumbo Video Blog No. 120", or visit the Alliance website to read about our perspectives on Spiritual Gifts and Sanctification). 
Moving Forward — John Stumbo Video Blog Blog No. 120


Besides the centrist stand that I inherited from the Alliance family, Gordon-Conwell Theological Seminary and Chinese Bible Church of Greater Lowell were among the ecumenical and non-denominational contexts that have formed my practical theology and ministry philosophy. The following statement is adopted from my first pastorate as my personal position on charismatic practice. 

Sunday, March 7, 2021

Christian Leadership: Four Practical Tasks (Adopted)

 Osmer-Practical-Theology

Richard R. Osmer, Practical Theology: An Introduction. Eerdmans, 2008.

These practical tasks come back to my mind when I reflect my current ministry context and interacting with different leaders. Owner’s proposed tasks are theologically sound and spiritually grounded. It is helpful or at least healthier to look at challenging seasons of ministry as an interactive journey than a problem-solving work. The questions listed under each task could provide leadership team a good starting point for discussion. 

The following post is adopted from http://www.lifeandleadership.com/book-summaries/osmer-practical-theology.html

LifeandLeadership.com Summary

While the title says “practical theology,” it is more pastoral theology in the sense that is adopted by LifeandLeadership.com (reflective of the historic German Protestant tradition, cf. Woodward and Patton, The Blackwell Reader on Pastoral Theology). Not all would draw a distinction between the two, but the literature of the field usually manifests a difference of emphases. Practical theology, sometimes called “applied theology,” seeks to apply the classical theological truths of Christianity to the thoughtful engagement of life-concerns and the practices of the Christian church such as worship, mission, preaching, etc. Pastoral theology is a kind of practical theology, but with a narrower focus on the role of Christian leaders. As “pastoral” theology,” it conveys the process and results of reflecting theologically on work of “shepherding” the flock. Authors often use the terms practical and pastoral theology interchangeably, and there is enough common ground between them to merit this. But when categorizing the literature, especially that which comes from the U.S., it often helps to separate them.

Osmer provides meaning to the practice of ministry by harkening back to the way God provided Israel with leaders over the course of his unfolding covenant relationship. He says:

“God provides Israel with leaders, anointed with the Spirit of God, to help it live with covenant fidelity. Priests play a special role in Israel’s worship of God, overseeing the cult of offering sacrifices to God on the people’s behalf. Judges, sages, and kings provide leadership in the organization of the covenant community, offering wise teachings, settling disputes guiding its political affairs, and protecting it against external threats. Prophets speak God’s word to Israel, announcing divine judgment when it strays from covenant fidelity, calling it to repent, and offering hope if it returns back to God.” (28)

He says the New Testament builds on these images, first by presenting Christ as the true priest, king, and prophet who fulfills, personifies, and transforms each of these offices. Based on this, the Reformers traditionally emphasized this threefold office of Christ. In keeping with this tradition, Osmer uses these three images to construct a pastoral theology of congregational leadership. He lays this out in four chapters (summarized on p. 28):

  1. The Descriptive-Empirical Task (or “What is going on?”): Priestly Listening, or “What is going on?” – This is grounded in a theology of presence, attending to others in their particularity within the presence of God.
  2. The Interpretive Task (or “Why is this going on?”): Sagely Wisdom – This is grounded in a spirituality of sagely wisdom: guiding others in how to live within God’s royal rule.
  3. The Normative Task (or “What ought to be going on?”): Prophetic Discernment – This is grounded in a spirituality of discernment, helping others hear and heed God’s Word in the particular circumstances of their lives and world.
  4. The Pragmatic Task (or “How might we respond?”): Servant Leadership – This is grounded in a spirituality of servant leadership, taking risks on behalf of the congregation to help it better embody its mission as a sign and witness of God’s self-giving love.


To say that each of these roles is a “spirituality of…” conveys that practicing them is more than a matter of skills and competence, but a kind of reliance on the guidance of the Holy Spirit.

Osmer closes with a lengthy essay on how to teach practical theology in school of theology. It is quite good for those engaged in this work.

From the Publisher

Every church congregation encounters challenging situations, some the same the world over, and others specific to each church. Richard Osmer here seeks to teach congregational leaders—-including, but not limited to, clergy—-the requisite knowledge and skills to meet such situations with sensitivity and creativity.

Osmer develops a framework for practical theological interpretation in congregations by focusing on four key questions: What is going on in a given context? Why is this going on? What ought to be going on? and How might the leader shape the context to better embody Christian witness and mission?

The book is unique in its attention to interdisciplinary issues and the ways that theological reflection is grounded in the spirituality of leaders. Useful, accessible, and lively—-with lots of specific examples and case studies – Osmer’s Practical Theologyeffectively equips congregational leaders to guide their communities with theological integrity.

About the Author

Richard Robert Osmer is Thomas W. Synnott Professor of Christian Education and Director of the School of Christian Education at Princeton Theological Seminary in Princeton, New Jersey.

Tuesday, December 22, 2020

教會回應政治的範例:一位牧者的禱告

聲明,這篇分享屬個人屬靈立場,非政治立場,作為基督徒,我愛香港,也愛中國和美國,更愛上帝的國度。早前我在想,究竟教會回應政治議題時應有哪些基本的信念和原則。最近在一個牧者群裡看到一個很好的範例,借來分享一下,鼓勵更多人為身處的城市禱告。


耶穌進了殿,趕出裏頭做買賣的人, 對他們說:「經上說:我的殿必作禱告的殿,你們倒使它成為賊窩了。」(路加福音19:45-46 和合本)

一位牧者的禱告

「不少弟兄姊妹問我是否能夠對當下政治與社會上不同立場僵持不下的狀況提出一些教導。容我藉以下的禱告跟大家一起向主仰望交託:

主啊,美國現在政局混沌不明,社會動蕩不安,真假消息混淆,人群對立嚴重,加上新冠肺炎疫情從中攪局,我們唯有迫切祈求祢施恩憐憫,叫身為祢子民的我們尋求的不是一己的主張得到伸張,而是祢的旨意行在世上;尤其當各個黨派分庭抗禮、互爭高下而激化仇恨時,求祢提醒我們和帶領我們在其中高舉祢的榮耀和公義,傳遞祢的平安與柔和。雖然有人靠車、有人靠馬,有人貪婪、有人欺詐,求祢指教我們、幫助我們堅定倚靠萬軍之耶和華,在地上作光作鹽,作真道的大丈夫,在舉世皆濁中活出祢的聖潔,在衝突紛爭中分享祢的慈愛。

主啊,我們知道自己的能力有限、所知有限,實在難以在短時間內影響政治、改變世界,但我們可以分別為聖、持定正道、保守合一、以善勝惡,藉著傳講福音、分享見證、效法基督的謙卑、散發基督的馨香、實踐基督的正直、先求神的國和神的義,讓人心在屬天真理中得到改變和更新!

求祢為我們加添智慧、力量、愛心和耐心!

我們如此禱告乃是奉靠我主耶穌基督的聖名,阿們!」

   

後記:

這樣一個合乎聖經和以天國為中心的禱告,態度和生命,可能就是教會最應有的信念和原則。

不同的教會在回應政治議題時有不同的反應:閉口不談的居多,有感而發的有時,平心而論的寥寥,大膽/衝動表態的也有,但化作禱告的絕無僅有。有時教會在不同的處境中會以「政教分離」,「政治中立」,「支持公義」或「公共神學」等不同角度來回應政治性議題。但無論何時何地,教會都應為社會發聲禱告,不禱告的教會就沒有能力,也沒辦法作鹽作光。盼望我們和我們所在的教會更多作這樣的禱告。



參照以上禱文,為香港社會禱告:

「願祢的國降臨,願祢的旨意行在地上,如同行在天上。」


天父,袮所愛的香港經歷了動蕩,社會上存在著嚴重的對立與分歧,我們憑信心祈求祢的醫治和復興臨到這地。我們所求的不是地上的烏托邦,而是祢有恩典有真理的國,早日降臨,即在你的子民心中,也透過他們的見證臨到世人的心中。


主耶穌,願祢的旨意行在世上。求祢幫助所有在香港的基督徒能勇敢地持守福音,在其中高舉祢的榮耀的福音,傳遞祢即公義又憐憫的恩典。雖然有人靠車、有人靠馬,有人貪婪、有人欺詐,但我們為香港的基督徒祈求,他們的盼望來自萬軍之耶和華,在黑暗中作光,在衝突中作鹽,在皆濁中活出祢的聖潔,在絕望恐懼中散播祢的慈愛。


保惠師聖靈,感謝袮讓我們認知自己所能和所知的有限,難以在短時間內影響政治、改變世界,但我們願意分別為聖、持定真道、保守合一、以善勝惡,藉著傳講福音、分享見證;來效法基督的謙卑、散發基督的馨香、實踐基督的正直、我們先求袮的國和袮的義!求祢為我們加添智慧、力量、愛心和耐心!我們如此禱告乃是奉靠我主耶穌基督的聖名,阿們!」

Thursday, December 10, 2020

Christian Leadership: Tensions within the Soul


Adopted from Strengthening the Soul of Your Leadership by Ruth Barton, p.27.

With reflection on the seven tensions within my soul:

“There is the tension between what the human soul needs in order to be truly well and what life in leadership encourages and even requires.”

This resonates with some Chinese sayings, 人在江湖 身不由己,在朝不如在野. 

“There is the tension between the time it takes to love people and the need for expediency.”

It’s especially true with a relational leader because things that touch the soul is slow.

“There is the tension between knowing how to “work the system” and entering into trustworthy relationships characterized by trust and a commitment to one another’s well being.”

In ministry, we are called to love people nor programs. When the soul values people first, programs will come.

“There is the tension between the need for an easy discipleship process through which we can efficiently herd lots of people and the patient, plodding and ultimately mysterious nature of the spiritual transformation process.”

Jesus’s way of discipleship is counterintuitive, high efforts, time consuming, sacrificial, costly, intimate. Yet, true disciples rejoice in the plodding. 

“There is the tension between the need for measurable goals and the difficulty of measuring that which is ultimately immeasurable by anyone but God himself.” 

This one is hard to say if you’re a hired pastor, you’re expected and wanted to do both. That’s the tension. 

“There is the tensions between the organizational hierarchy where all the power dynamics this creates and the mutuality and interdependence of life in community to which we as Christians are called.”

I like the analogy that human body is organic with many organisms, so does the body of Christ. One cannot live without the other. It’s a good in-tension (intention).



Wednesday, November 18, 2020

Christian Leadership: Inspiration

TED TALK: HOW GREAT LEADERS INSPIRE ACTION

 By Simon Sinek

Adopted: https://www.thechangery.com/how-great-leaders-inspire-action/





Two ideas stood out from Sinek’s TED talk, The Golden Circle and the law of Diffusion of Innovations. Inspiring leaders like Martin Luther King, the Wright Brothers, or Steve Job did not change the world by “What they do” or “How they do what they do”. Other leaders in their time protested, innovated, made computers, but what set them apart was their core-belief, “Why they do what they do”. 


King did not deliver the famous speech with “I have a Plan” but “I have a Dream”. As many that stood there, a crowd of 250,000 people in front of the Lincoln Memorial on a hot summer day in 1963, they did not come out for what King believed but what they personally believed. They are the Early Adopters and Early Majority. They were the tipping point

Coming back to Christian leadership, I believe local church leaders can inspire their congregation if they can articulate and communicate what they believe. They will answer for themselves this question, “why they do what they do”. In light of this, I also believe there is an embedded Golden Circle regarding the church found in the Apostles' Creed. The following phrases begin with I believe, "in the Holy Spirit, the holy catholic Church, the communion of the saints...". Matin Luther believed in the priesthood of all believers (the why part) which eventually gave laypersons and the clergy equal rights and responsibilities (the how part) in governing the church (the what part). It was Luther’s inspiration that brought forth the Protestant Church as a great “innovation”.

I believe every Christian leader, being innovated through the Spirit, discipled by the great Church tradition, can inspire others to become the Saints and leaders that God intended us to be. 


After thought: 
Thanks God for bringing me to think alongside the CSPG of SCAC as church leaders. When we talked about leadership I thought of two particular books that shaped me. The first one was used when I was mentored by a pastor and the second one was used to develop leaders in my previous church with very positive results. Maybe these two books will worth to keep in the tool box. 








Monday, November 16, 2020

Christian Leadership: Navigating the Tensions

A Christian Review of Every Leader Needs to Navigate These 7 Tensions



Introduction 

Helen Bevan, a Chief Transformation Officer (UK), introduces this research as this, "hundreds of leaders worldwide uncovered 7 core tensions between "traditional" & "emerging" leadership approaches. These tensions create a lot of stress for leaders (who need to be able to work with both)". The following article published by Harvard Business Review helps leaders to navigate between the 7 Tensions. 

Recommend glancing through the article here before looking into this post. To review this article as a church leader, the following mind-set and skill-sets are particularly important. 

In Ministry Context 

The Mind-Set of Both-And
Many church leaders serving in ethnic churches face the tensions of how to adopt their cultural leadership approach among the lay leaders who live and work in America. For example, a local Chinese church with a English speaking congregation and governing board is a bi-cultural leadership setting. Leaders are constantly navigating the tensions between the "clergy" and "laymen" even believing in priesthood of believers, the "way it was" and the "way it should be", the "written words" and the "living spirit", countless examples like these sit not just between leaders' mind but within even one leader's leadership mind. The research say, "Leaders improve their effectiveness not by consistently emphasizing one approach over the other, but by developing the ambidexterity (using both hands equally well) to move between the two as the context requires. The difficulty of achieving this level of cognitive and behavioral ambidexterity should not be underestimated — but it can be achieved, with focused efforts..." 

The Skills-Set of Personal Leadership 
The article suggests three practical tips for leaders to navigate the tensions. 

(1) Self-awareness. Understanding one’s natural tendencies is an important first step. Where is your comfort zone? What’s your default position?...

(2) Learn, adapt, practice. 
"Once leaders know their natural tendencies, they can work to develop a portfolio of micro-behaviors to address the tensions that they don’t manage well. This process can be enhanced by formal coaching."

(3) Contextual awareness. 
"Becoming a more effective leader means not only expanding one’s current leadership approach to incorporate new behaviors but knowing when to focus more on one side of the tension or the other. This requires both contextual awareness and emotional intelligence"
 
Ministry Reflection:

The following list is my initial response in navigating the tensions in ministry. 

    Tension 1: The Expert vs. the Learner
Taking myself as an example I often think in ways of biblical or historical of church governing structure. It takes intentionality to hear the real people and to understand how the church or fellowship have been operated. 

    Tension 2: The Constant vs. the Adaptor
To some degree this is the most "contradictory" or "ambidextrousleadership style that I see myself in, "the traditional approach to leadership values decision-making conviction and consistency... the emerging approach recognizes that in fast-changing environments, decisions often need to be reversed or adapted, and that changing course in response to new information is a strength, not a weakness." 


    Tension 3: The Tactician vs. the Visionary
This is my favorite leadership paradox and particularly true in ministry. From my limited life experience, if you can't be both, just be either one rather than no one. The research says "the traditional approach to leadership calls for operational clarity and well-defined plans. The emerging approach suggests that leaders require a clear vision for where they want to go, without necessarily needing a concrete roadmap for how to get there." We truly need both the tactician and visionary working together if one cannot be both that at the same time. 


    Tension 4: The Teller vs. the Listener
In leadership meeting, sometimes I need to remind myself that I need to listen carefully. Even in preparing sermon I need to remind myself to listen. A default teller takes discipline to keep quiet to listen attentively, actively, and empathetically. "The traditional approach to leadership calls for leaders to tell others what to do and how to do it. The emerging approach values listening carefully to others before deciding."

    Tension 5: The Power Holder vs. the Power Sharer
As an emerging leader I favor share power until more recently I learned that holding power will allow me to share more when the time is right. This one has a lot to do with the art of delegation (see my other post). "The traditional approach suggests that leaders must lead from the top, make decisions, and take actions independently. In contrast, the emerging approach values empowering others to achieve goals. If this tension is not managed wisely, leaders run the risk of alienating and marginalizing promising talent."

    Tension 6: The Intuitionist vs. the Analyst
A more subjective person naturally rely on intuition and need to value objective facts, opinions, and objections. I benefit from this kind of tension when I work with people different from me. "The traditional approach suggests that leaders build up an “expert gut” to make intuitive decisions. By contrast, the emerging approach says that leaders should base decisions largely on data... "

    Tension 7: The Perfectionist vs. the Accelerator
I take things very seriously in ministry, making many theoretical assumptions, predicting different implications, and often unconsciously being judgmental. This is a good tension to work more with young leaders, "The emerging approach calls for leaders to acknowledge that doing something quickly, and failing fast, is often more important than doing it perfectly. If not managed wisely, leaders run the risk of delaying the launch of key initiatives or directives due to a fear of imperfection. Conversely, bringing initiatives forward without ample consideration and testing can lead to embarrassing results."

It is important to keep in mind that ministry is different from secular organization. God is the ultimate leader. Church leader is a part of the body, having different gifts but serving the same Lord. 

Saturday, November 7, 2020

Christian Leadership: Delegation (Resources)

The Art of Delegation

6 Steps to Delegating Effectively

Delegation is the act of empowering others to accomplish a task. Although it seems like one of the simplest things in the world to do it is one of the hardest to accomplish. The job of a leader is to see that all the work gets done – not to do it all themself.del-e-gate : “To entrust to another. To empower another person to act.”

Jesus and Delegation

Jesus lived by these principles throughout His earthly ministry. Early in his ministry he had his disciples baptizing others (John 4:2). He delegated the jobs of getting lunch, while He talked with the woman at the well. At first he told the disciple where to go and what to say in their missionary travels. The disciples fed the 5,000. It was His disciples who were given the responsibility to set up the place for the last supper. And before his ascension he entrusted to the twelve a job angels are not permitted to do – that of fulfilling the Great Commission.

The Goal of Delegation

The goal of delegation is:

  1. That the person succeeds in accomplishing the task he has been given. Failure is seldom a good motivator to take on new responsibilities.

  2. That the person develops in competence, confidence and faithfulness.

Three Types of Delegation

Oftentimes we want to delegate responsibilities but because we have gotten “burned” in the past, we are hesitant to release an important job to someone else. That being the case, let’s develop a new model of delegation. Depending on the maturity of the person involved and their skill level, we will want either to direct him, coach him, or delegate to him.

  1. Directing means to give a specific job description or checklist of what needs to be done along with intermittent deadlines to ensure his success.

  2. Coaching means that you allow him/her to design the plan and procedure. You coach him along and advise him until he succeeds.

  3. Delegation means that you just turn it over to him/her. Because his commitment level and skill level are both high, you can trust that he will do it right and on time. You have seen his proven faithfulness over time.

How to Delegate

  • Decide what needs to be done.

  • Select the best person for the job. Let him/her know you believe he/she can do it. Trust is one of the highest forms of motivation.

  • Clarify and agree upon the desired result and deadline. Major on what not how – results not methods.

  • Define guidelines and potential pitfalls. Let him/ her learn from your mistakes and the mistakes of others.

  • Establish level of authority, accountability, and method of evaluation.

  • Identify resources – financial, human, technical, and organizational resources that he/she can draw from.

  • Establish consequences.


Adopted from https://cdn.leadx.org/wp-content/uploads/2019/09/situational-leadership.png

SItuational Leadership II


Adopted from https://trainchurchleaders.com/delegation.htm


How You Delegate Matters

Leaders must be careful that the way they delegate doesn't counteract the good in delegating.

Two pitfalls to avoid:

  • maintaining too much control
  • not providing enough accountability

How to avoid the pitfalls:

  1. First analyze your situation.
    What tasks can be delegated and what type of gifting or skill level should be in the person to do them?
     
  2. Choose people wisely.
    Who is the best person for the job?
     
  3. Sufficiently train or orient the person.
    What does the person need to succeed at the task?
     
  4. Adequately communicate parameters in advance.
    What level of authority does the person have to make decisions about the task?
     
  5. Build predetermined evaluation and feedback into the process.
    When and how are they to report on the progress they are making or receive help they might need?
     
  6. Express appreciation and affirm the person.
    How can you support the person throughout the process?