John Beeson

July 17, 2018

Christian Living, Church, Leadership, Relationships

Chocolate Chip Cookies for Appetizers

John Beeson

July 17, 2018

Christian Living, Church, Leadership, Relationships

Ben works at a local sandwich shop called Baggins near our church. Every time I set foot in his Baggins I know I will leave happier than when I walked in. Baggins gives away a free freshly baked chocolate chip cookie with every purchase. Brian takes that a step further.

After you order, it probably takes five minutes for your food to come out. I’ve never been to Ben's Baggins and not been offered a warm chocolate chip cookie by a smiling Ben before my meal is up. Chocolate chip cookies as appetizers. Yes, please.

There are several other Baggins locations across town. But there’s only one Ben. Offering cookies to customers while they’re waiting for their order is his idea. Brian moves through the tables with a smile and a tray and asks how your day is going. He asks customers if he can refill their drinks. This isn’t a sit down restaurant. Ben doesn’t get tipped. He’s tipping the customer.

Do you know what restaurant I frequent disproportionately? Baggins. I’ve joked with our Exec Team that we need to have Ben come in and train our Welcome Team. I’m only half-joking. There is something powerful in his combination of kindness and hustle. Something inspiring about his level of ownership. In fact, it was only recently that I realized Ben wasn't a manager. I just assumed he had to be.

When people interact with me, do they leave feeling as special as Ben makes me feel?

John Beeson

July 10, 2018

Christian Living, Culture, Leadership

Fishbowl Living

John Beeson

July 10, 2018

Christian Living, Culture, Leadership

Recently, Southern Baptist Convention President Paige Patterson was ousted from his post at Southwestern Seminary.[i] The firing began not with a dramatic revelation, but with concern over Patterson’s public statement some 18 years ago when he said that he had never counseled couples to separate or divorce.[ii] The trickle turned into a stream and then a torrent as other statements and counsel surfaced (including discouraging a female student from reporting a sexual assault on his campus). The external pressure from the mounting claims made Patterson’s firing all but inevitable.

I believe the outcome was just. But ten years ago Paige Patterson would have never lost his post. It is only in a day and age where every statement is public and permanent that these moments could be brought to the fore in such a short time period. And it is only in a day and age of democratized communication that the voices of those injured by Patterson and those who were upset with the trustees at Southwestern Seminary would have been heard so quickly and had such an impact.[iii]

Every word is public.

Every word is permanent.

I grew up in a mega-church. From time to time our pastor would reflect on the difficulty of his family living “in a fishbowl” where everything they did was monitored. In 2018 we all live in that fishbowl.

There are obvious dangers of this reality in the world we live. But there are also wonderful opportunities.

John Beeson

July 8, 2018

Book Reviews, Leadership

Getting to Yes by Roger Fisher and William Ury

John Beeson

July 8, 2018

Book Reviews, Leadership

Getting to Yes by Roger Fisher and William Ury

In his 1961 Inaugural Address John F Kennedy famously said, "Let us never negotiate out of fear. But let us never fear to negotiate." For most of us, negotiation is almost synonymous with fear. How do we move to a place of negotiating with confidence and peace? Getting to Yes is as good a place to start that process as any I could imagine.

Getting to Yes was first published in 1981. In this, the third edition of this time tested book, the authors begin acknowledging the flattening of the workplace. If anything, flatter organizations make Fisher and Ury's work all the more important. It's not surprising then, that they note that "a generation ago, the term 'negotiation' also had an adversarial connotation. In contemplating a negotiation, the common question in people's minds was, 'Who is going to win and who is going to lose?'" Fisher and Ury suggest there is a better way in Getting to Yes and then show you how to get there.

As a pastor, you might think that negotiation isn't a skill I have to use very often, but Fisher and Ury's book was not only helpful to me in my personal life (over the past three years I have negotiated a home sale, solar panel contract, a car purchase, and a job contract). But our lives are filled with negotiation. Even in my role as a pastor, negotiation is a daily occurrence, from negotiating sermon series to recruiting people into ministry roles, to navigating ministry direction, to negotiating staff culture and church vision documents. Simply put, we all need Fisher and Ury's book.

In their clearly outlined book, they suggest that the most significant problem is that we bargain over positions. To transform our ability to successfully negotiate we must do the following four things:

1) Separate the people from the problem;

2) Focus on interests, not positions;

3) Invent options for mutual gain;

4) Insist on using objective criteria.

John Beeson

May 31, 2018

Christian Living, Leadership, Biblical Studies, Church

This Week's Recommendations

John Beeson

May 31, 2018

Christian Living, Leadership, Biblical Studies, Church

1. The Danger of Forgiving Too Fast: Mike Glenn tells a story and then offers this sober wisdom, "My mom rushed me back to the oral surgeon who looked at me and said something I’ve never forgotten. “Mike, you healed too fast.” When I asked him what he meant, he said the gum tissue where he had made the incision had closed before the wound could totally drain. When that happened, the bacteria were trapped causing a major infection... I’ve ended up retelling that story a lot—especially to my friends who have been wounded and hurt. They want to forgive. They want to deal with it, move on, and get past the pain. In their rush to get over it, they heal too fast and trap the anger, bitterness, and hurt inside before it can drain out. Just like our bodies, our souls can get infected. If we fail to properly treat our wounds, the anger, embarrassment, and hurt will fester into bitterness and despair."

2. These Two Statements Changed My Ministry: Dave Travis writes that 30 years ago the first statement shook and changed him, "The first statement came from Kennon Callahan: 'The day of the professional pastor is over. The day of the missionary pastor is here.'"

3. What if Solomon's Example Was Bad, Not Good? Ian Duguid takes the provocative position that Solomon's example is negative, not positive in Song of Solomon. It's an interesting position. One doesn't have to agree with the position itself to agree with Duguid's main point, " But by connecting the song with the name of Solomon, with all his sexual brokenness, the writer reminds us that there are many dangers associated with marriage and sex. It is not easy to find the right person, or to be the right person, and faithfully waiting for that person is perhaps the hardest part of all."

4. People Aren't Yes or No Answers: Stephen Altrogge with a great article on addressing the heart behind the pointed questions, "Behind every yes-or-no question is almost always a series of deeper questions, struggles, fears, and challenges. When someone asks me whether abortion is wrong, there’s usually much more lying beneath the surface. The question is simply the tip of the iceberg... When someone asks me whether homosexuality is a sin or whether abortion is wrong, is it simply because they’re curious about my opinion? Are they just searching for a conversation topic? Probably not. Simple questions about massive issues are like weeds with a roots that runs incredibly deep. The questions themselves are connected to things much deeper and more profound happening in a person’s life. Giving a simple answer is like plucking the weed without dealing with the root. It doesn’t solve the issue."

5. How Evangelicalism Has Shifted Over 50 Years: I wish these graphs were clearer, but their content is fascinating. Some of the interesting facts: since 1970, Mainline Christianity has shrunk from 30% of the population to 10% and those who say they don't have any religious affiliation has gone from 5% to 20%.

John Beeson

May 8, 2018

Christian Living, Prayer, Leadership, Spiritual Growth

How to Bring a Fresh Pow to Prayer Together

John Beeson

May 8, 2018

Christian Living, Prayer, Leadership, Spiritual Growth

How to Bring a Fresh Pow to Prayer Together

You look at the clock. Your discussion on the study has gone long again. What are you going to do? Go long again? Skip group prayer and tie things up with a prayer yourself?

You look at the clock. You started with prayer requests this time and now you’re an hour in and you haven’t even begun praying for each other.

What does healthy corporate prayer look like? How can you infuse it with dynamism? With purpose? With freshness?

I recently came back from a Pastors’ Prayer Summit. It’s the second Prayer Summit I’ve been to in my time back in Tucson. Both have been incredibly encouraging experiences. I’ve learned most about corporate prayer through my time with Christian Union, where we prayed an hour a day as a staff, and as well through the Prayer Summit and the leader of the summit, Dennis Fuqua.[i]

I am still a student with so much to learn about corporate prayer, but below are four things I’ve learned that I believe will add a fresh dynamism to group prayer. My hope is not only would they add new energy, but that they would direct your prayers with a purposefulness of praise go to our holy God.

John Beeson

April 24, 2018

Church, Leadership, Culture

Who We Pray We Will Be

John Beeson

April 24, 2018

Church, Leadership, Culture

In this brief series I have shared how significant the process of creating our staff culture document was for our staff. The document represents who we are when we are at our best. In that sense, it is a hope, it is a prayer we have lifted up to God. “Lord, by your grace, shape us to be this kind of team,” we have offered up to God.

My wife and I were recently doing couples counseling with a couple who had experienced such a series of letdowns in their marriage they were fearful to commit to even the most modest of changes for fear of failure. But, whether it is physical health, or your organization, there is no hope for change without the risk of the offering of prayers and dreams for what you want to become.

Below is our staff’s prayer for who we desire that God would shape us to be. You will see the value stated first, then a brief statement of what we believe that value is, and then ways we can measure that value. We are working on a longer document currently where we want to share stories of ways our staff has watched that value lived out as a team. This is a living document and likely will look different in six months than it does today. We see that as a good thing.

By his grace, we have already begun to see the small works of his transformative power among us. We have worked hard to press this into our lives and work together. I encourage you to take that risk with the team God has placed you on. If you have a staff culture document, I would love it if you would share yours as well.

John Beeson

April 19, 2018

Recommendations, Politics, Leadership, Theology, Relationships, Biblical Studies, Nature

This Week's Recommendations

John Beeson

April 19, 2018

Recommendations, Politics, Leadership, Theology, Relationships, Biblical Studies, Nature

1. White Evangelicals Also Want Stricter Gun Laws: Surprising findings from Pew. Rob Schenck says, “The perception that all evangelicals have a kind of bloodlust for firearms, that’s not true, particularly when it comes to under-40 evangelicals and their pastors.”

2. Stop Delegating! Shawn Lovejoy argues that delegation isn't true leadership. " Empowerment, on the other hand, has everything to do with the benefit of the other person and the entire organization."

3. Why It Was Not Good to Be Alone: Mike Leake argues that the primary reason it wasn't good for Adam to be alone wasn't physical or emotional, it was theological, " So the fundamental reason why it was not good for Adam to be alone was not because of a need to fulfilled within Adam, but rather because of a deficiency in his ability to accurately image God. He couldn’t make the invisible kingdom visible while he was alone because the invisible kingdom is a community. Adam needed Eve to accurately reflect God."

4. Why Do I Believe in Credobaptism? Stephen Kneale makes a succinct argument for why we should baptize believers, not infants. One of his arguments is, " The Great Commission is that portion of scripture in which Jesus tells his followers to ‘go and make disciples of all nations, baptising them in the name of the Father and of the Son and of the Holy Spirit.’ This same command, the order of which seems significant, is picked up by the disciples who insist that their hearers ‘repent and be baptised’."

5. Folegandros Island, Greece: A drone flies over the beautiful island.

John Beeson

April 17, 2018

Leadership, Culture

Choosing Our Values

John Beeson

April 17, 2018

Leadership, Culture

Like individuals, every organization has a unique beauty. But like individuals, no organization is without warts. The sooner you can look your organization in the mirror and make an honest appraisal of your beauty and your warts, the better. It’s a dead end to either become obsessed by your warts or to become infatuated by your beauty.

By God’s grace, New Life’s staff culture is more beautiful than when I arrived two years ago. There are lots of reasons for that, but none more significant than the process we went through a year ago to create a staff culture document and then to begin to invest time and energy toward making strides toward our staff culture document.

The process of choosing those values was messy, but the mess was important. Ultimately the process took just less than three months. I share our process not because I think we navigated the process perfectly or that we’ve arrived or that I would recommend the same exact process for another organization, but because there were important points of learning along the way for us that I hope can benefit you.

1. We committed to a process

Not everyone was thrilled that we were taking a significant amount of time to walk through developing a document that, to some, either didn’t seem to offer much hope for change, or was so obvious it didn't seem to need to be stated with a document. But everyone agreed that for it to truly be our staff's document, we all needed to take ownership. Furthermore, we agreed with the simple ground rules that our staff culture values would be those which represented “who we are at our best.” That spoke to the pessimists in the room, who might be tempted in such a document to focus on the warts. And it spoke to the optimists in the room, who might be tempted to include values that are great, but aren’t reflective of who we are.

John Beeson

April 12, 2018

Recommendations, Sexuality, Relationships, Leadership

This Week's Recommendations

John Beeson

April 12, 2018

Recommendations, Sexuality, Relationships, Leadership

1. Three Predictors of Porn Use: Jay Stringer explains, "Perhaps you’ve found yourself not able to turn off your allure to porn. If so, a far more beneficial approach to recovery than combating lust is to focus on the themes that drive and necessitate your use of pornography. Until these themes are transformed, you will find yourself in the same, pernicious cycle of pornography use."

2. How to Heal the Damage Caused by Family Conflict: Mark Gregston wisely reflects, " Not following up on hurtful actions of confrontations to either correct the mistakes you’ve made or affirm the relationship is what allows conflict to cause damage to your relationship with your child. Remember that you’re not only resolving issues that you have with your child, but, more importantly you are setting the example of conflict resolution and teaching your child how to admit fault, assume a position of humility, and ask for forgiveness for any wrongdoing; all characteristics in a person’s life that are more caught than taught."

3. 5 Honest Struggles Church Leaders Don't Want to Admit: Carey Nieuwhof with a good reminder of the lies leaders can easily get entrapped by, "Greater faithfulness should result in greater impact in ministry. Pursue God, and pursue a great mission. Both are critical. But God doesn’t reward the most faithful with the best results."

4. The Best Preacher in the World: David Murray says, " Every church needs two preachers. We need a human preacher, one who is visible, audible, tangible. But we also need a divine preacher, one that is invisible, inaudible, and intangible. I’m speaking of the Holy Spirit, without whom the work of the human preacher is in vain."

5. Girl Scout Marketing Meeting: Jon Crist will have you laughing at the silliness of the Girl Scout's marketing plan.

John Beeson

April 10, 2018

Leadership, Culture

Breakfast is Served

John Beeson

April 10, 2018

Leadership, Culture

Culture eats strategy for breakfast.

Just about a year ago we went through an exercise as a staff that has proved one of the most important things I’ve done on staff at any organization. It was messy and it took way longer than we thought it would take (about two months), and the end result wasn’t shocking or ground-breaking, but despite all of that, the exercise was a fulcrum point for us as a staff and as an organization.

What did we do? We created a staff culture document, which named our values as a staff. In the third post, I will share the full document, but in this post, I will share the values we chose and why I am convinced staff values are so important. In the next post I will share what the process looked like.

Our values are:

Humble
Loving
Prayerful
Hard Working
Fun
Collaborative
Trustworthy

We are far from the first organization to create a staff culture document and our values are not unique. In fact, there may be organizations out there who might share our exact seven values. But the process of putting the document together was invaluable for us as a staff. And the values themselves have become anchoring points for who we are and who we aspire to be.