A friend recently shared with me a concept that he has learned in leadership. The basic concept is this:

As you lead your organization, event, church, or team towards making a significant change, there are two important considerations. Both the top leadership and the bottom leadership must be ALL IN! Top level leadership must filter down through their influence and lower level leadership must work up through their influence.

If you don’t have buy-in from the top AND the bottom before you begin the process of change, you may want to reconsider your decision.

Some days are filled with music.
Some days are filled with administrative responsibilities.
Some days are filled with counseling and encouraging others.
Some days are filled with seeking the Lord and his direction.
Some days are filled with staff and church duties.
Some days are filled with musicians and all their needs.
Some days are filled with surprises.
Many days are filled with all of the above!

What about your day?
When all is said and done, and your day is over, how do you define success?

Do you have a plan for the day? for the week? for the month? for this season in your ministry? for your staff? for your church?

Don’t go through your day without seeing the successes of your day. Notice them along the way. And as you end your day of work, honor HIM who has given you the opportunity and privilege to serve others in your place of ministry.

Take a moment to evaluate those directly under your authority.

Do you give them freedom to lead their areas of ministry?
Do you trust their decisions?
Do you publicly AND privately support their leadership?
Do you have a relationship that is building trust between you and the person you supervise?

If you answered no to any of these questions, you may find yourself over managing (or micromanaging) one or more leaders under your direction.

Capable? Many leaders micromanage because the person they are leading is not capable of leading their area of ministry on their own. Their decisions are not wise decisions or do not follow what is best for the organization. So, over time, the supervisor begins to take more and more of the decision making role. If you feel you are micromanaging someone, ask yourself some hard questions. Evaluate the relationship and the position. You may need to make a change.

Wrong Position? There are many individuals who are just not in the right position. They have a great work ethic, but it is just not the best for the organization for them to be in their position. Supervisors will begin to micromanage this person until a change is made. Carefully look at those under your authority and be sure they are in the right position. Again, you may need to make a change.

Trust? ~ If you are confident that those under your authority are capable of doing their job and are in the right position, then you MUST begin building trust. Trust builds confidence and confidence builds success in the organization. Leaders must be working toward greater trust in letting those under their authority lead. In other words, let go of the small decisions and help leaders make wise decisions — wise decisions that move toward the goals and direction of the church or organization.

If you are a strong leader, you will constantly be moving —–
- moving toward greater trust or less trust
- moving toward letting go or tightening your grip of control

When you stop moving forward (moving in the right direction for what is best for your organization), it is time to ask if YOU are in the right position.

HOMEWORK:
- Get away from everyone and every interruption.
- Evaluate each person under your authority.
- Determine how you can be a stronger leader.
- Focus on good communication.
- Begin moving forward.

It won’t be easy, but you will become a stronger leader by doing so.