5 Essential Principles for Ministry

Lessons Learned at ARC

If you had a leadership toolbelt that held your most important lessons in ministry, what would be on it? These are the things you know you are going to need every day. You don’t keep those in a toolbox. You need them close by for easy access.

This month will be five years since we moved to Birmingham and joined the team at ARC. It has me thinking about how my ministry toolbelt has developed during this time. I am incredibly thankful for our team and the fantastic friends and ministry I get to enjoy as a result of being a part of ARC. I am also grateful for the things God has taught me concerning my calling, leadership, and ministry while working at ARC.

In this post want to share some of the ministry essentials I have picked up over the past five years. These principles can help you no matter what season you are in right now. They are the tools I have begun keeping close at hand on my ministry toolbelt.

Sometimes Your Fruit Grows On Other People’s Trees

At ARC, I have learned to find my success in helping other people find theirs. This statement has become my life’s mission. I discovered this truth right away after joining the ARC team. I wanted to find out as much as I could about Billy Hornsby. So, I started watching all the videos of him I could find. He shared this in one of them, and something clicked for me. This is what I want to spend my life doing.

Follow the Street Lights  

What if closed doors where just the end of one street light before you moved into the illumination of another on your path to follow God’s will? My life looks much different than I imagined it would at this stage. Helping church planters was not on my radar as a career possibility. I would have figured God had other plans for me. I arrived in this unexpected destination by following the street lights.

Street lamps light up only a small part of the road before you need another. This illustration is how I imagine God leading us through each season of life within the limits of our understanding. He speaks to us in a way we can understand to get us to take a step towards what will be more evident once we get to the next street light. 

In the process, we have to be willing to let go of what we thought things would look like to enter the next part of the journey. Closed doors can feel devastating at the moment, but most of the time, they are just the edge of the street light on your way home.

Run to the Shortest Line

Pastor Dino told a story one day that I think about all the time. He talked about his son being new at school and trying out for the football team. He wasn’t getting any reps in his desired position. So his dad advised him to try something new, “Tomorrow at practice run to the shortest line. At least that way they can see what you can do.” That’s what he did, and he ended up getting a college scholarship in that position.

Most people think the best way to gain influence is from the stage – in front of people. That’s the long line. Everyone is trying so hard to get there; they are missing out on other ways to make an eternal impact. 

The shortest line is the line of serving people. You can gain more influence behind the scenes than you can from the stage if your goal is to add value to others. Speaking to a crowd pumps up our egos, but influencing one leader can have a much more significant impact because of what that leader will do with what you give them. This principle is one of the main reasons I enjoy serving church planters.

Start With Why

This one is more practical than anything else. Simon Sinek does a TED Talk on this topic. Anyone who hopes to influence others should at least watch this TED Talk if not read his book, Start With Why. It has impacted just about every aspect of the way I communicate, delegate tasks, and recruit.

Here are three ways I start with why. 1) When recruiting someone, I begin the conversation by asking about their “why” for life and ministry before asking them to join my “what.” 2) When delegating a task, I explain steps and then share the “why” behind the job by showing who the results will impact. 3) I start presentations with “why” to create buy-in for what I am going to say. Even this post started by engaging the reader with questions about themselves. Doing this keeps us from the common problem of presenting our “what” really well without anyone listening.

Be Opened Handed

ARC has taught me to be open-handed in more ways than one. This does not mean just being generous with resources, but also with praise, kindness, and sharing the credit. It extends into leaning towards forgiveness and honor over getting even and being right. We should give people, even the difficult ones, the same grace and kindness God has given us. Doing this requires humility, which I guess is why we all struggle with it so much.

What are your most important ministry lessons? Did any of these stick out to you? Why? I loved to hear from you! Leave a comment or send me a message! 

The Best Kept Secret of Church Plant Team Building

Do you have a talent for getting people to quit their job and sale their home at the same time? Neither do I. That shouldn’t discourage you from stepping out to launch a church though. Asking people to leave their family and friends to start a new church is a big ask. Don’t get discouraged if everyone you know isn’t ready to jump on the church planting train and travel across the country with you on the railroad tracks of faith. This may be the best thing for your future church because the team you build is more important than the team you bring. 

Parachuting into a city where you have no relationships to start a church can be one of the scariest things you can do in ministry. There’s no “but” followed by a comforting remark here. It’s just kind of a scary deal! Trying to connect with people in a place you have never lived to start a church with a limited budget and a fixed timeline takes nerves of steel.

Using City Momentum to Build a Launch Team

The solution may appear to be to recruit as many people as possible to move with you from other places. While this is helpful, there is also something called, “city momentum” that you need to consider. 

City momentum is when people in your new community bring awareness and more people to your launch through their network of relationships that existed in the area before you even moved there. It’s the buzz created by the locals. 

Every person you add to your team, gives your team momentum. It does not matter if they move with you or not. When someone from your new city joins your team it gives you “city momentum” as well. Launch team members who already live in the community have built-in equity with existing relationships. They don’t have to earn people’s trust to invite them to your interest meeting or church launch like your other team members will. 

We can see a similar promise of influence for the gospel in John 4:37-38. Here Jesus says, “Thus the saying ‘One sows and another reaps’ is true. I sent you to reap what you have not worked for. Others have done the hard work, and you have reaped the benefits of their labor.” City momentum is just a practical way we can see this promise play out in church planting.

So how do you create city momentum and what should you avoid that may squash it? 

5 Steps to Creating City Momentum

Leave some key roles open 

You may not know the highest contributors on your launch team yet. When you give away your top leadership roles before you move, you lose the chance to connect with the influential people in your new city who may be a better fit for those positions. Doing this makes it challenging to recruit gatherers who can multiply your city momentum.

Give responsibilities instead of titles

Asking for commitment to specific duties over a particular period gives everyone freedom. The first way is by creating a natural exit ramp for the volunteer to move on to something else if they decide they are not a good fit. The other way, is it frees you up to put someone you already trust into a much-needed position while you figure out who may be the best person to carry the title long-term. 

Know the difference between pioneers and settlers

Pioneers like to start new things. It excites them. They are not intimidated by the hard work and sacrifice it takes. Others are pilgrims who come along once there is already momentum, but end up staying longer. This is why arc church planters start with a “launch team” and don’t transition to a “core team” until after launch. Forcing everyone to be a pilgrim is to not appreciate how God has wired people and may lead to burnout on your team. 

Get out of your relational comfort zone

Familiar relationships can be a safe place for church planters when everything else seems chaotic. Understanding city momentum can be a way for you to grow your friendships outside of your existing circles even when it is uncomfortable.

People in your city are not just looking to be a plug that fills a hole in your team. They are looking for a genuine relationship with you. This means you will need not only new team members to launch your church but also new friends that you have opened up and allowed into your life.

Prepare for the unexpected

What if God has something better for you than you have planned for yourself? That fantastic worship leader you wanted to move with you and ends up taking a full-time job at a mega-church may just be making room for someone better. Maybe the person you meet in your city that becomes your worship leader will one day become an executive pastor whose spouse is also amazingly creative and has a friend who is an amazing photographer whose parents own Pepsi and will start tithing before you even launch? Ok, I maybe took that one a little too far, but you get my point. God can do much more than we expect. This includes providing a team that is much better and bigger than we ever imagined.

A Strong Team = A Strong Launch

We need to have people we trust helping us in the church planting journey. As they say, “your network is your net-worth” in more ways than one. While bringing team members with you is a huge bonus, ultimately it will be continuing to build that team with city momentum that leads to a strong launch.

What do you think? I would love to hear from you. Leave a comment or send me a message!

Are You Really Leading?

How we can value people over our positions

 

If God gives us a voice we must speak for those who can’t speak for themselves.

If God gives us strong hands we must help those who can’t help themselves.

If God gives us a place to stand we must stand for those who cannot pick up themselves.

 

God does not give us these good gifts for us to build kingdoms for ourselves but rather to build up the people in His Kingdom.

 

If we only serve those who can benefit us, is that really serving?

If we only honor those who can honor us, is that really honor?

If we only sacrifice when there is someone to see, is that really a good deed?

If we only step out when there is no risk, are we really leading?

 

People matter to God. He does not give position and influence to protect those who already have it, but so those with it can protect and provide for those who do not have it. Position is not for the leader but for the follower.

 

We should measure success in our leadership…

Not by how many people like us, but by how we love the unlovable.

Not by how many celebrate us, but how many we celebrate.

Not by how much pain we avoid, but how much pain we enter into.

Not by how many we have serving us, but how many we are willing to serve with what God has given us.

 

Christian leadership is a paradox. It’s not corporate leadership. It’s not amassing followers. It is serving the masses by caring for the one. It is a two-way street. It’s influence rooted in stewardship. We must be careful that as we grow in influence we also grow in the same portion of selflessness as well.

Unfinished Business

3 Ways to Handle Unmet Expectations

Have you ever thought of the perfect comeback except it was too late? Maybe someone put you on the spot and you didn’t think of the right response until the ride home. You left the conversation with unfinished business. Once you realized precisely what you wanted to say the chance to show the world your wit and brilliance had passed you by like someone waiting for a bus that has already come and gone.

It’s taking too long

Lately, I have been working on an outside project that is taking much longer than I expected. Ladders, tools, and pieces of wood are spread out all over the place. It has become a huge inconvenience. Not only that but each item is also a reminder that the project I want to be complete is currently just a mess. Parts of my heart can look this way at times as well.

Unfinished business can leave us with an uncomfortable weightiness. It’s like a cold for the soul. What do we do with this feeling? It can come from the abrupt ending of a hope or dream we wanted to work out. It’s the ache in the soul that arrives when people we love depart too soon. We know this feeling when the plans that we meticulously document in the journal of our heart are surprisingly blotted out by someone else’s intrusive marks.

What exactly are we supposed to do with unfinished business?

1. Honesty – This may be the most difficult thing to do, but we first need to be honest with ourselves. We should ask if this should ever have been our plan or desire to begin with. Was this ever the right relationship or career path or is it just wanted I wanted to work out? Is there a better fit elsewhere?

2. Healing – We need to be careful about continuing our journey on broken feet. Pushing through without pausing to heal may appear to be the best path but often leaves us stranded, vulnerable, and worse off than before. Wounded warriors are immortalized in film but are often the first casualties in the story of life when they do not stop to get the help they need. You will encounter pain in your journey but if every step hurts it may be time to not give up, but rest for the sake of finishing well.

3. Hope – Unfinished business can sometimes just be a reminder of who is the one actually writing our story. When we take the pen out of God’s hand we often settle for a dimmer version of the brighter story he had planned for us. Unfinished business reminds us to trust, have faith, and lean on the Author of our lives. You never know what surprise ending He may have in store for us if we insist on our own narrow expectations.

A missed opportunity, a failed accomplishment, and people who leave our lives too soon can leave us with feelings of despair. These are also opportunities for us to not only be reminded where our trust and comfort should really be but to also witness the miracle of God finishing the dream in a way that is beyond anything we could have ever expected.

Moses CEO Part 2

4 Steps to Lead Your Team Out of Dysfunction

Moses returned from his executive retreat to find his organization in total disarray (Exodus 32:9-10). You can see the four decisions that lead to this disaster in my previous post. The results of Aaron’s passive leadership led to the group getting off mission, internal corruption, and dangling on the edge of total destruction.

How Moses responded to this dysfunctional situation shows us how to problem solve and lead in an organization. I read this story in Exodus while I was also going through the book, The Five Dysfunctions of Team. This caused me to wonder what Moses would do if he was the CEO of a corporation, church, or non-profit. You do not have to be an executive to learn from Moses’s example. You can make difference in any position with these 4 steps,

Take responsibility (Exodus 32:10-11)

Moses was not willing to be promoted at the expense of his team. Instead he took responsibility for something that was out of his control so his team could succeed together. He didn’t blame others. He looked for the best version of his team and refocused on their original vision (the future) instead of focusing on their failure (the past) or current circumstances (the present).

Be proactive instead of reactive (Exodus 32:19-20)

When Moses returned from his leadership retreat and saw that things were in disorder, he immediately took action. Moses did not sweep the situation under the rug and move on. He didn’t take a vote to see who wanted to keep the detestable golden calf. He addressed the root of the issue. He made sure a crack in their foundation would not compromise the integrity of the team, even if it meant a painful immediate adjustment.

Prioritize what is right over what was popular (Exodus 32:25-26)

Moses was willing to step away from what was popular in order to prioritize what was right. Sometimes groups can do more wrong than individuals. When no one speaks up, we all assume everyone else is in agreement. The reality is many times others are just waiting for someone else to speak up. Who is waiting on you to prioritize what is right over what is popular and stand with you?

Be loyal (Exodus 32:30-32)

Behind closed doors Moses was for his team. He was not in denial that they had made a mistake, but was willing to honor them when their behavior could only be seen as a liability to him. Not only that, but Moses also honored up by seeking God in this situation instead of taking matters into his hands.

Moses was not a perfect CEO, and he did not lead a perfect team. However, he did many things right and does have a special place of honor in the hall of faith. Ultimately we look to model Jesus in everything we do, and we can see Christ in how Moses led his team.

What is Your Gold Calf?

The gold calf is present in every team and organization, even the most healthy ones. It represents the one things that obviously needs to change, but we dance around it or are unwilling to admit it. We can make a lot of little adjustments, but until we find our golden calf and are willing to confront the weaknesses in our own leadership, little will change.

What lessons do you see in leadership from the story of the Golden Calf?

What are Jesus style leadership traits that seem to contradict worldly wisdom?

Which of these four traits are a weakness for you.

I hope you enjoyed this post! Be the first to get the next one by subscribing here.

If you are interested in a great leadership fable that talks about pulling together as a team checkout The Five Dysfunctions of a Team.

Moses CEO Part 1

Aaron COO: 4 Leadership Mistakes

Moses took over a failing corporation that had a brilliant founder, but was plagued by internal discord. After delivering some miraculous results that impacted the world, these people found themselves under dictatorial leadership. Moses comes in to lead them to the Promise Land but not without some resistance and lessons we can all learn from along the way.

What Went Wrong?

Before we look at what Moses did right let’s see what Aaron the COO did wrong. Moses was away at an executive retreat with his assistant, Joshua. Meanwhile Aaron is left to lead the organization, and we see he makes a few common mistakes right of the bat.

He didn’t honor up (Exodus 32:1)

When the people complained against Moses, Aaron didn’t step up to honor his leader with a defense. Instead of guarding Moses’s leadership, Aaron gave room for complaints and tried to be the solution to the void people saw in Moses’s leadership.

He didn’t practice sacrificial leadership (Exodus 32:2-3)

Aaron had the people bring their best to him instead of him giving them his best. Getting to the top is not about having the most people serving you. Filling a leadership role is about being in the best position to serve the most people. The top of the org chart is not for those who want to prop their feet up.

He put a spiritual skin on a selfish ambition (Exodus 32:4)

It is very easy in church environments to mistake grand plans for God’s plan. We must be careful to not call something God that didn’t originate with Him. We shouldn’t dress up a need to be noticed with a good cause. God’s plans always draw people closer to Him, before they lift up the false idols of success, competition, and popularity.

His was reactive instead of proactive (Exodus 32:5)

Aaron waited for the problem to occur, and then chose a solution that would be the most popular over the most effective. We must lead with foresight and learn from hindsight. Reactive leaders display passivity in moments of need, and prioritize stabilizing the boat instead of plugging the hole.

Conclusion

The result of Aaron’s leadership is that his team drifted off mission and began to crumble from the inside out (Exodus 32:7-8). He lost the leadership battle by allowing his position to become about him, and then protecting that position by pleasing people. Reactive leaders see pleasing people as the solution, while proactive leaders know protecting people is the priority. Reactive leaders don’t want to compromise their popularity, while proactive leaders don’t want to compromise the values that protect people and the vision that keeps the mission clear and secure.

This is part 1 of 2 of Moses CEO. Next up are the four things Moses did to turn this situation around. Be the first to get the latest post by subscribing here.

If you are interested in a great leadership fable that talks about pulling together as a team checkout The Five Dysfunctions of a Team.

Crossing the Line

4 Questions that show you have gone from honest to harsh

How do we know when sharing truth has needlessly moved from bold compassion to insensitive confrontation? We have to be able to honest without being harsh. In my previous post I talked about sharing our opinion without burning bridges. Today I would like to explore how to know when we have crossed that line. Here are four questions to ask that show if we have gone from apologetics to just annoying.

Am I correcting or embracing?

Correcting before disarming undermines our influence. When it becomes about being right instead of using our influence to help others we need to change gears. We don’t want to correct people we want to influence them. If we want to walk with someone to a new destination then we should probably start with an embrace, or at least a handshake, instead of a finger in their face.

Am I invading or inviting?

We need to make sure people actually want to hear what we have to say before we say it. If not, we are just wasting everyone’s time. Getting things off our chest is about us. Doing this sacrifices our leadership collateral. Blowing off some steam online alienates others from the very truth we want to give them.

Am I building walls or bridges?

Walls divide and protect while bridges connect and protect. We shouldn’t live in a world without either. We just need to be wise in how we use them. One way we build walls in a wrong way is by making ultimatums. This forces people to accept everything we say without us seeking to understand the other side. Ultimatums divide but they don’t protect. A bridge allows people to take one step at a time until we are walking side by side.

Am I leading by example?

Sometimes it seems we can actually see people winding up at the beginning of an online post before delivering their fastball of truth. They got it over the plate but it came by so fast that no one could hit it. We should make sure are goal is to influence and not just attack. We must be careful we are not lashing out at those we want to learn from us.

How can we set an example of disarming that is easy to follow? Slow down before we post. Ask ourselves if we have left room for the small but all to often case we are not right. If we can’t walk a statement back if we are wrong then maybe it needs to be rephrased. Considered that there may be more to the story that we haven’t discovered yet. 

Lines in the sand

We need to do what Jesus did and extend truth with grace. He drew a different kind of line in the sand. His lines caused people to put down their stones and change their ways. In the same way we should also kneel down to where people are instead of only expecting them to climb up to our platform of truth.

I hope these two posts help us influence others instead of being isolated from them. Social media can be a great tool. Following these steps may help us use our online platforms to work for us instead of against us.

For more thoughts on this subject check out Chris Hodges’s book The Daniel Dilemma.

 

Bridges of Opinion

4 ways to share truth without burning bridges

I recently read a post on social media that was right but wasn’t very friendly. I wondered if the thought would have gotten more traction if it would have been shared with a smile. When we are right but don’t present our truth in a right way we alienate ourselves. This not only discourages us but also keeps our solutions from those who need them most.

How do we share truth without burning bridges? There are probably many ways, but here are four that came to me.

Disarm

We disarm people with humility. By stating the obvious like, we don’t know everything, we could be wrong, and that we are just presenting one way of seeing things, we cause people to put down their defenses. When we make big statement and don’t give room for the perspective of others we only get both sides more entrenched in what they already believe.

Build a bridge

Making dogmatic statements or targeting certain groups with identifiable phraseology is like firing shots over the bow. People aren’t going to come out to listen in this situation. They are going to duck and cover, or fire back.

Making “we” instead of “you” statements says we are in this together. This builds the bridge to their understanding. So does owning our part of past mistakes. It is easier for people to join us by crossing a bridge that we extended than it is to climb down and then up the cliffs of our different opinions.

Invite people over

We need to make sure we have earned the right to instruct the group of people we want to influence. A social media account doesn’t magically make us an expert. Acknowledging that by inviting people to be part of a conversation instead of just asking them to “like” our bold statements grows our influence more than a single post ever could.

One way to do this it to ask sincere questions. Judgmental questioning that casts blame doesn’t help. This just points out how others are on what we see as the wrong side. It doesn’t invite them over to what we believe is the right side.

Embrace them

Abraham Lincoln is famous for preserving the Union. His life also shows that he was able to build a team of rivals instead of like minded friends to lead our nation. He was once accused of treating his enemies too kindly. He responded by saying, “Do I not destroy my enemies when I make them my friends?” When was the last time you “destroyed” an enemy in this way?

We should be careful not to take positions that make it impossible to embrace people if they do come to our side. When someone lashes out respond with grace. Billy Hornsby said that anytime we back someone into a corner we should be wiling to let them out. Give room for there to be people different than you on your side of an argument. If not, there won’t be room for anyone to make their way over from the other side. Once they do make sure you embrace them.

This is only part one of two on sharing truth without burning bridges. In my next post I am going to talk about how to know when you have crossed the line from apologetics to just plain annoying. Subscribe and not only will you be the first to know when the post is out, but I will also give you a free gift.

For more thoughts on this subject check out Chris Hodges’s book The Daniel Dilemma.

 

Pushing Through Your Fears

3 Answers to the Problem of Fear

In my previous post I talked about not failing before you start. Sometimes we have voices that come to embody the fear that keeps us from trying. When we listen to them we fail before we even start. If this sounds like something you have faced then you may want to check out that post.

In this post I wasnt to discuss how to answer the fears that cause us to question taking a step of faith. What do you do when doubt keeps you from doing something different from what you see other people doing? Here are three ways I keep fear from derailing my momentum.

Inspire the prisoners

When dealing with the fears that come with writing in a vulnerable and authentic way a friend of mine encouraged me with this thought, “Wright to the prisoners; not the guards.”

Instead of trying to convince those who may disagree with us look for those in need of inspiration. Don’t be afraid of those guarding old paradigms but also don’t waste your time trying to convince them to give up old ways of thinking. You’d be better off giving hope to the prisoner looking for a way out and watch the magic happen.

Remember why the bird sings

“A bird doesn’t sing because it has an answer, it sings because it has a song.” This quote is most often attributed to Maya Angelou who also said, “there is no greater agony than bearing an untold story inside you.”

Simply put there is a song inside of all of us that must be let out, not because it is an answer or because it will get unanimous approval, but because it is what we were made to give back to the world. It is more of a burden to keep that in then it is to face the fear to let it out.

What were you created to create?

Tell the truth

When I first started blogging over 10 years ago I most often chose to take the position of an expert. I would pontificate in a  sermon-like style telling other what they should do and how they should live. I wasn’t telling the truth. My insecurities caused my to write as if I had all the answers because I was afraid of admitting the areas where I still had doubts. I never got a big response from those posts. Hmmm…. I wonder why?

Eventually I wanted to change that. So every time I sat down to write I challenged myself with one simple but difficult task – tell the truth. Those three words changed how I wrote. When I would begin to hide behind my expertise I would either throw that post out or begin to tell the truth of how I wrestled or was still wrestling with a topic. That changed everything.

These are three answers I give my doubts when they keep me from writing. I love encouraging people to tell their story through writing but that’s not the only way to face your fears. What is something fear is keeping you from trying that you need to step out and do? What answers do you give fear when it causes you to question your calling? I’d like to hear from you!

Conflict Can Help You Win

5 Reasons You Should Not Avoid Conflict

Are you able to find the win in moments of conflict? In The Five Dysfunctions of a Team we learn conflict is needed for a team to be healthy. As I read this book I wondered how this same principle could be applied in other areas as well.

Where there is no conflict there is dysfunction. This seems counterintuitive, but a closer looks revels something important about disagreements. Conflict requires trust and vulnerability. When relationships don’t trust they don’t feel the security to share their true feelings. Absence of trust is the first dysfunction of a team.

This team building lesson caused me to also think about how grace makes room for healthy conflict in our spiritual lives and family.

Family

Fear of conflict is the second dysfunction of a team. When kids are afraid to bring the truth of what they are dealing with to their parents then they are forced to face these issues on their own. Giving them grace for their mistakes guarantees that you are helping them co-pilot difficult situations. When we don’t have grace for our spouse then issues may fester under the surface because the other person is afraid to bring them up for discussion.

Ministry

When there is an atmosphere of grace in a ministry then the conflict sin creates can be dealt with instead of hidden. Grace doesn’t mean we cover up sin. It means there is permission to deal with the root instead of just the symptoms. When there is grace people can trust the truth your share. When there is no grace there is no door for people to open up to let truth into their life. I believe this leads to avoidance of accountability which is another one of the dysfunctions of a team.

Team

Conflict on a team is destructive when it is motivated by ego, self-interest, and position grabbing. That is toxic. On the other hand, team members that always say yes and never disagree appear to be in agreement but don’t have buy-in. Unanimous buy-in is more important than universal agreement. As long as someone’s opinion is heard then that person can still give buy-in even if the final decision is different from their own. This avoids a lack of commitment, another dysfunction of a team.

The final dysfunction of a team is an inattention to results. Universal agreement without processing through disagreements can mean that apathetic team members are offering platitudes that will lead to passive aggressive actions later. Allowing conflict on the front end avoids even more messy conflict on the back-end. It also gives your most passionate people an avenue to get involved in the process even if they are wrong.

Permission to disagree and for mistakes requires that we extend grace so people can better receive our truth. Conflict, something we sometimes avoid, can be the most efficient way to create buy-in and solve problems.

What do you think about conflict? How have you seen it work? When does it not work? Have you read The Five Dysfunctions of a Team? Would love to hear your thoughts!

You can get The Five Dysfunctions of a Team be clicking below. It is a short leadership parable that is interesting and insightful. I think you will enjoy it!