There’s inherent tension between leaders and followers in any congregational church. Because effective leaders usually have a strong sense of vision and values for accomplishing the church’s missional objectives, and some members and leaders desire a voice in those same objectives, there’s bound to be healthy push and pull.

Victor Lipman says it this way:

The qualities commonly associated with management and leadership—being authoritative, decisive, forceful, perhaps somewhat controlling—if not moderated by a high degree of awareness as to how one comes across and is perceived by others, are also qualities that have the potential to easily alienate those on the receiving end. Most people chafe under too much authority, too much forcefulness, too much control.

Lipman was describing what teams and employees feel in a business setting, but he just as easily could have been describing what happens in your local church.

Most churches (and church members) value decisive and forceful pastoral leadership. The expectation for bold proclamation, scriptural truth and spiritual leadership are held high in our tradition, while other values may seem less important. But that doesn’t mean pastoral leadership is, or should ever be, one-sided.

The forces of collaboration—working with others, listening, making adjustments, compromises, introspection and self-understanding—multiply your capacity to lead and make you a more effective manager, communicator and pastor.

There are three categories of commanding (and collaborating) leader:

• The Over Commander – The leader who tends to overdirect and neglect the value of team cooperation and discussion (The “CEO” Pastor).
• The Over Collaborator – The leader who tends to prioritize collaboration over almost all forms of direct leadership (The Indecisive Pastor).
• The Self-Aware Commander and Collaborator – The leader who recognizes the need for both command and collaboration moments depending on context and need (Our Aspirational Goal as Pastors).

People desire strong, spiritual leadership in most churches. But any leader worthy of his high calling as Pastor recognizes the need for collaborative thinking and consensus building. So how do you strike a balance between commanding and collaborating?

For churches, consider a few best practices:

• Build trust with strong, biblical, spiritual leadership.
• Model a culture of mutual respect between pastoral staff and volunteer leaders.
• Create defined roles for leadership teams and committees.
• Communicate regularly with church leaders.
• Build a structured process for collaboration and decision making (usually regular meetings).
• Commit your planning, organization and vision documents to a written plan.

For pastors and leaders, learn to moderate your command-and-control instincts:

• Listen to your team and your church.
• Ask questions.
• Seek common ground and build consensus.
• Demonstrate a willingness to make adjustments.
• Collaborate with intentionality.
• Command with humility.
• Measure your words and commands.

So what’s the Big Idea?

Navigate the tension between command and control vs. leadership collaboration and participation. Hold high the aspirational goal of a leader who recognizes the need for both command and collaboration moments depending on context and need.

Resources

• “7 Signs You’re Not Self Aware” by Steve Tobak
• “All Successful Leaders Need This Quality: Self-Awareness” by Victor Lipman
• “6 Common Leadership Styles—and How to Decide Which to Use When” by Rebecca Knight
• “Confidence, Uncertainty and Spiritual Leadership” on Big Ideas Blog
• “From Self-Reliance to God-Reliance” on Big Ideas Blog
• StrengthsFinder
• DiSC Reports
• PLACE Ministries

Source

“Why Are So Many Employees Disengaged” by Victor Lipman, Forbes (January 18, 2013), http://www.forbes.com/sites/victorlipman/2013/01/18/why-are-so-many-employees-disengaged/.