January 2020

I am writing this in the midst of hot, angry debate, in what could end up being six days of opening statements in the third impeachment trial of an American President in American history. Sadly, many in the church parrot the angry, sharp partisan divide. So, who is right and who is wrong? Better yet, how should those who represent the Revolutionary Kingdom and have committed to follow the Rebel Jesus respond?

This interview clip from the DVD that accompanies my latest book, Revolutionary Kingdom, with Pastors Jacob Armstrong, Lisa Yebuah, Matt Miofsky and Rachel Billups contains some wisdom for response. Watch below.

(L to R) Matt Miofsky, Mike Slaughter, Rachel Billups, Lisa Yebuah, Jacob Armstrong

The meaning of the word “disciple” has been diminished through the centuries of church practice. Since Jesus first called his followers to go and make disciples of all nations, discipleship has been reduced to creedal affirmations rather than transformational practice. After 2000 years of church history Christian identity has become more formed around doctrinal distinctive and norms of morality rather than a relationship with the living Christ and commitment to his lifestyle. Our own practices have created more fans of Jesus than followers.

A new year brings fresh opportunities to assess, clarify and refine our priorities. In this first month of a new decade I am reviewing these critical practices with the folks in my coaching network. These three characteristics are essential for the success of both personal and corporate objectives. Every effective leader must have:

1. A clear PICTURE of where the organization needs to be in the future. Vision leads! Vision comes from leaders; it doesn’t come from committees. George Barna reminds us that leadership is based on the ability to see future possibilities and shape the environment to facilitate desired outcomes. Effective leaders are vision wombs. People commit to following visions, not institutional programs. Vision is a leader’s mental image that conveys where an organization needs to be in the future. Vision addresses WHY, WHAT and HOW. Vision is primarily right-brained and passionate. Vision evokes emotion. Goal setting and strategy development are the result of vision. The process does not precede vision. There are four characteristics of vision: clarity, urgency, importance and scale.