Someone once asked me what my "biggest frustration" is as a leader. As I thought about it, I had to be honest—I have lots.

That may point to another area of struggle for me personally—and a character flaw—I'm seldom satisfied with me or where we are as a team. In many ways, I am still learning the secret of being content, but I like continual improvement and think there is usually room to get better in all areas of our life. I think it is true in leadership too.

But, the question was my "biggest frustration," so I opened an Evernote file, titled it "Biggest Frustrations" (since I knew I had more than one) and decided to record some of my actual frustrations over the next few weeks, as they actually occurred. Some of these are mine from observing people directly and some are from the stories my readers share with me each day. When I reached seven, based on my obvious past love of the number seven, I figured it was time to share my findings.

Here are seven of my biggest frustrations as a leader:

1. Pettiness. It bothers me in leadership to argue about things which really, in the large scheme of things, just don't matter. Arguing about things like personal preferences or different ways of accomplishing the same agreed upon vision only takes time from getting actual work done. I can almost always find issues of bigger significance. 

2. Selfishness. I get frustrated when people have to have things "their way." It destroys any hope of a healthy team when people are only thinking of their personal wishes. (Doesn't sound very biblical to me either.)

3. Rudeness. The way you talk to someone always determines the way they respond. To me, there is no place for disrespect in an organization or on a team or in any relationship, for that matter. This should be especially true in churches. And, it applies to how we respond to the world on social media also. Even when we don't agree with one another, we can address one another in kindness. (Remember, kindness is a fruit of the spirit.)

4. Narrow-mindedness. When someone can't think beyond the way it's always been done, it limits the organization from achieving all it could achieve. There are issues—biblical, foundational, value-driven issues—where narrow-mindedness is a positive. But, in the mode of operation of the way we get things done, or how we accomplish our God-given vision, I think change is not only good—it's vital for continued growth.

5. Stubbornness. Equally frustrating is when people are unwilling to embrace change—simply because they are being stubborn. It wasn't their idea, or it threatens their power, or they just don't want to be uncomfortable – so they lock their arms and refuse to participate. When a person ignores what's best for the good of everyone, and it's not a biblical issue, their stubbornness only hurts the organization (and frustrates the leader.)

6. Unforgiveness. When someone has been injured they have a choice. They can choose to hold a grudge or they can choose to forgive. Holding a grudge keeps the injury alive. Forgiving opens the door for healing. (Doesn't seem like much of a choice to me.)

7. Recklessness. It is frustrating to observe people who seemingly have no regard for other people. They make decisions without the consideration of others. They say things without thinking how they hurt. They use their influence to disrupt an organization's progress—rather than enhance it. They derail progress with a disregard for what's best in favor of what's personal to them. It's frustrating.

There is my list. I feel better just sharing it with you. I can now get on with my day towards more positive things. But, if I kept the Evernote file open, I might find some more, so I'll close it for now. 

What are your biggest frustrations in leadership?

Ron Edmondson is the senior pastor at Immanuel Baptist Church in Lexington, Kentucky. For the original article, visit ronedmondson.com.

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