Around 17 years ago I was hired to work as a chaplain at a metal health facility for kids. I had been a youth pastor for a number of years and was decent at working with kids. That was about all I had going for me, apart from interviewing well. I suspect that within the first few months, it became clear that I wasn’t quite ideal for the job, and I am absolutely certain I made a ton of mistakes over the years. The biggest redeeming factor for my time there came in the form of a few men who invested in me. They talked me through my errors and missteps. They challenged me to do the job better than I was able and encouraged me as I figured out how to achieve that standard. I can remember a few times being told: “You should receive a written reprimand for this, but I believe you did what you thought was best, so let’s talk about how to do it better next time.” I genuinely believe that I am a better pastor today, and that the work that was done on behalf of the kids was of a higher quality because those guys invested in improving me. There is an interesting truth in this experience that few people in management positions grasp. Employees that don’t succeed immediately often simply need to be coached/led into better performance. Beyond that, we often look at weaknesses rather than strengths when assessing individuals. Weaknesses and mistakes demand attention and focus. In addition, it’s easier (and more satisfying) to fire or berate an individual than to invest in them. The problem is that the easy way is rarely the best way. Managers who help people grow or identify strengths to build on engender loyalty. During my time working for those two managers, I would have done anything they asked me to do and worked hard to make sure it was done to the best of my ability. Most folks have encountered teachers, coaches, or parents who bring out the best in them. For the most blessed among us, that person was their father or mother.
I believe that one of the best things we can do as people is mature to the point that we can mentor and grow others into excellence. There is rarely a more gratifying moment in life than seeing your kid act righteously or a student excel in an area in which you have worked with them. I believe coaches are often the folks who have grown addicted to the joy of molding athletes and watching them win. Teachers are most encouraged when they see a student “get” a difficult concept and apply it. The Bible calls this discipleship, though our culture calls it by many other names: mentoring, coaching, teaching, parenting, etc. It doesn’t happen automatically. We must make the choice to invest in folks based on strengths we identify in them. We must look for those strengths and build on/around them. We must choose to teach through shortfall, rather than reprimand or dismiss. The mindset I am describing is a shift in leadership approach, away from “I will impose my will” or “you do what I say.” The new way of thinking looks more like: “I will invest in you, because I owe it to you as a leader.” or “When I teach you to win, I win.” Leaders, according to Jesus, are meant to be servants. They are not meant to be kings or tyrants. Which are you?
