Note: It was local Kenyan wisdom to pay special attention to the last words of a wise and Godly man. Well, Jim Feiker fits both descriptors. Jim was in communication with his Lord until the very end and this article points to that growing edge. Thanks Bev for your work of love in completing the final edit. Read and be refreshed by this reality. Ken
“Your beauty and love chase after me every day of my life” (Psalm 23:6a, The Message)
In the past, I have often written on our pursuit and passion for God and our longing for intimacy with Him. Now I want to correct an imbalance I have found in my life Continue reading
Onboarding is the third Stewardship Practice for Field Leaders. So here is a brief overview of onboarding with references to previous onboarding posts. See IMPACT Post, June 20, 2012 for the all five, foundational Stewardship practices of field leaders. Click here to view the Stewardship chart.
What is Onboarding? Continue reading
Finally we come to the phase of interviewing and announcing the appointee to the position for this second stewardship practice. Yet even in this phase, we often overlook important actions, diminishing our stewardship of all involved.
Phase 3: Selection: Appointing the right person Continue reading
As discussed in Part I, understanding current realities surrounding a vacated field leader position is a critical first step for this second stewardship practice. Often this preparatory phase is omitted and a person is selected for the field leader position on old or inaccurate understandings, thus putting the new field leader Continue reading
On Sunday here in Colorado Springs, we attended a fitting memorial service for a unique servant of God: Jim Feiker. Jim went to be with the Lord on September 21, 2012.
Since Jim is the reason IMPACT even exists, I thought Continue reading
People stewardship requires much wisdom in its selection of team, country or regional leaders, the second stewardship practice. The following three areas are of critical importance: understanding the specific contexts of a vacated leader role; recruiting individuals whose DNA, skills and values match the role; and finally, selecting the gifted and committed person who best suits the vacated role. And while completing these tasks, do not forget to consistently practice your spiritual disciplines, remembering Continue reading
No one will argue that prayer is central to our spiritual health. We even create helpful acrostics to assist us such as ACTS. We talk a lot about its importance, but find the discipline of doing it more difficult.
Recently, I came across a short article by Gordon McDonald on how a prayer affects him. The prayer highlighted one of the ACTS categories, but in a new practical, redemptive mode. It was a new angle that probably was stimulated by his restoration journey. It reminded me of Christ’s prayer and it’s affect on Him in the Garden. It also reminded me of the many challenges a field leader faces Continue reading
On April 20, 2012 we wrote a post on “Spiritual Resilience: A key foundation for effective field leaders.” We got two replies on how individuals sustain their own spiritual health. Thanks, but we need a lot more interaction on this topic.
Let me add into the mix an interview from Leadership Journal with Peter Scazzero, pastor of the New Life Fellowship in New York City. While you might not agree with all of Peter’s points, I think you will find the interview called “Emotional Stability” rich enough to stimulate your thinking. And the church has also come up with 12 “Rules of Life” for the pastoral staff.
Read and think about the demands of being a field leader. Give us comments on your reaction to the material. More importantly, share your ideas on your own practical “rules of life” (principles) that you want to live by. Blessings as you serve.
There are many reasons for needing new field leaders on a regular basis, in addition to the regular emergencies that demand an immediate replacement: expansion of ministry, illness of field leaders or their immediate or extended family, change of family needs, leader burn-out, and sensing a misalignment of one’s personal call with field role. These are just a few reasons. The need for “field leaders in waiting” was confirmed by IMPACT research data: Continue reading
In our work with mission leaders, a common concern is that too few team, country or area leaders are available to meet the requests for help. They ask, “Has anyone found a way to sustain a leaders’ reserve for the unexpected opportunities?”
What we have learned is that current practices in most mission organizations are inadequate. Selecting gifted leaders without giving effective onboarding, oversight and development is a recipe for high attrition and limited effectiveness.
I wish that the answer Continue reading