1 Minute Manager

The whole point of this book really has one point; Can you describe the job you want someone to do in one minute?

You can’t just name the job (e.g. “Welcoming leader”). You have to so explain the job that the person can go and do it the way you want them to. After that minute, all they have to go on is what you said, written down on one page. One page. One minute.

How would you explain the job you want them to do?

Here’s the rub… Ken Blanchard says a) It can be done, and b) If you can’t do it in a minute, there’s a good change you don’t actually know what you want.

Do you know what you want?

Improve, don’t simply replace

If you have to sub-in for someone, or something breaks and you need to replace it, don’t just replace it, improve it.
What you have is an opportunity that rarely comes along. An opportunity to provide for the future and help takes steps forward.
If a sign breaks, take the opportunity to get a bigger one.
If you get to run a kids church class for a week, take the opportunity to make it great – better than it usually is.
Just trying to keep the status quoe usually means the stays quoe drops. Everything else is growing (under god) so if your doing the same thing as 4 years ago, it’s behind.

Situational Leadership (Styles 1-4)

Scott Parry-Jones from EV helped us think about this. There are two ways to think about how your leading others; the authority continuum, and the discussion continuum.

The authority continuum ranges from “I have all the authority” right over to “I’m giving you all the authority”. Another way of seeing this is the former being “You will do exactly what I do, no questions, no creativity” and the later being “You can do whatever you want, be as creative as you want”.

The discussion continuum ranges from “We’re not going to discuss this often at all; maybe an email every now and then.” all the way over to “We’re going to discuss this all the time; weekly meetings and whenever we get the chance!”

Where does your “natural” leadership style fit on each continuum? How do you prefer to lead people?

What about being led? How do you prefer to be lead? How much Authority do you like being given? How much discussion do you like being brought in on?

Solve or manage? What type of tension are you dealing with?

There’s only two things you can do when you face a tension; a situation when you are faced with two good things and you can’t easily do both they way you’d like to.

You can either solve the tension or manage the tension.

Solving the tension means coming up with a simple solution. It usually ends with all parties agreeing they they will loose something they think is important. It often looks like a “policy” eg; “we will give twice as much to mission as we do to maturity, financially, time, effort, prayer, etc”. It attempts to have the conversation once, get it all clear for everyone involved, and free people up to get it done, so they don’t waste time having to keep hashing it out to see who gets what, and never getting anything done.

A tension to manage, however, is the opposite. It’s about not having a policy and keeping the two principles always on the table. It means that no one is ever satisfied. It’s choose to live with dissatisfaction on both sides. It’s choosing to always want both sides of the tension to be perfect. It’s a decision to have conversation after conversations and verge on arguments again and again. Yes, you will need to make a decision and it will fall on one side it the other, but that’s just that time, next time it might fall the other way.

I reckon almost all the Christian life is a tension to manage. Now but not yet, sinners and saints, mission and maturity, work and rest, duty and awe, respect of outsiders and being a fool for Christ.

I wonder what that says about God?