In a recent conversation, I was reminded of a set of questions that Marcus Buckingham developed to measure job satisfaction. This list is several years old, but it still provides great insights. I challenge you to consider going through these questions with your team. (My team will.)

1. Do I know what is expected of me at work?

2. Do I have the materials and equipment that I need in order to do my work right?

3. At work, do I have the opportunity to do what I do best every day?

4. In the past seven days, have I received recognition or praise for doing good work?

5. Does my supervisor, or someone at work, seem to care about me as a person?

6. Is there someone at work who encourages my development?

7. At work, do my opinions seem to count?

8. Does the mission or purpose of my company make me feel that my job is important?

9. Are my coworkers committed to doing quality work?

10. Do I have a best friend at work?

11. In the past six months, has someone at work talked to me about my progress?

12. This past year, have I had opportunities at work to learn and grow?

Which one of those 12 questions challenges you the most? You can check out the rest of the magazine article originally published in Fast Company.

By the way, Buckingham also has a resource available called The Truth about You (Thomas Nelson, 2008). It’s a toolkit including a DVD, interactive book and a “rememo” pad to help you enjoy higher satisfaction with life and work.

Among other things Buckingham confirms, “You’ll never turn your weaknesses into strengths.” I hope that sets you free.

Tony Morgan is the chief strategic officer and founder of TonyMorganLive.com. He’s a consultant, leadership coach and writer who helps churches get unstuck and have a bigger impact. For 14 years, Tony served on the senior leadership teams at West Ridge Church (Dallas, Ga.), NewSpring Church (Anderson, S.C.) and Granger Community Church (Granger, Ind.). With Tim Stevens, Tony has co-authored Simply Strategic Stuff, Simply Strategic Volunteers and Simply Strategic Growth—each of which offers valuable, practical solutions for different aspects of church ministry. His book Killing Cockroaches (B&H Publishing) challenges leaders to focus on the priorities in life and ministry.

For the original article, visit tonymorganlive.com.

Pastor, you’ve got a sleeping giant in your church. If you awake that sleeping giant, it’ll change your church, your community and the world.

This sleeping giant in your church is your unengaged lay people.

If 10 percent of your church does most of the work, you have nine entire churches your size sitting on the sidelines each week. Fully engaged, the ministry potential of your church is mind-boggling!

We all find ourselves in the position of “leading up” at some point in our lives. Whether it’s in the workplace or where we volunteer, we all have an opportunity to lead our leaders.

There are times when I’ve led my leaders well and times I have not. Here are three critical steps I’ve learned to take in order to lead up with success.

1. Meeting before the meeting.  I watched this play out in a scenario I’ve been walking through. It’s brilliant. Have a ‘meeting before the meeting.’ If you’re leading into a challenging topic with leadership, it serves you well to make a quick connection in advance, letting the other person know what the meeting is about. No details. Just a quick overview that gives them something to digest. A brief snippet that sets the stage for the conversation. This puts your leader in a proactive posture rather than a reactive posture.

There’s nothing more challenging interpersonally than dealing with a serious conflict with someone on your church staff or a volunteer in a key position in your ministry.

The temptation would be to let time heal it or hope that the tension simply goes away on its own. But fight those feelings because conflict in the church, especially on a team, has to be dealt with well in order for genuine progress to be made.

Can’t we all just get along? Actually, no, and that’s probably a good thing because it forces us to tackle conflict in a God-honoring manner. Here are some steps to move toward resolution when you find yourself in conflict with someone on staff.

Have you ever heard the phrase “odd man out?” It means you didn’t fit. You don’t measure up for some reason. You were excluded. It hurts.

I’ve been that person numerous times. I get it because I’m pastor sometimes. People assume I can’t also be fun. So they don’t invite me to the party. I experienced it some in business circles. There are haves and have nots in many business circles. I was mostly in the have nots. I’ve even been excluded though for having too much. People assume because I’m not struggling like they are that I probably never have.

We’ve all been excluded at some point in life.

Have you ever opened your refrigerator and said with passion, “Whoa, what IS that smell? I have and it’s no fun. I quickly launch a breath-holding expedition to find the source of the foul smell that is making everything stink too.

We don’t just leave it there do we? We get rid of it. We agree that it’s unacceptable and do something about it.

There are things that can make your leadership team or staff “smell bad” too.

I call them the foul four. I recently checked my thinking by doing quick interviews with a half dozen “bosses” of church staff asking the question: “What are the characteristics of staff you like the least?  The four held steady.

Are you choosing to be an empowered leader or an empowering one? The results for each one couldn’t be more opposite—or impacting. A leader whose focus is holding on to power will ultimately cause a ministry team to fall apart. A leader who centers on others will grow that team and ultimately develop more leaders who empower others to build the kingdom.

Teams don’t need empowered leaders but leaders who are truly empower-ing, who know that serving a church and ministry team is an honor and a privilege. They make their mark not by controlling the team but by challenging, facilitating and empowering the individuals on the team to realize their collective potential for God’s kingdom purposes. 

As a leader, there are many times I feel like the mediator between opposing viewpoints. I’m steering towards a common, shared vision, but there are a myriad of opinions in how we accomplish the vision.

I’m not afraid of conflict on a team. In fact, I think it can be healthy for the team if handled correctly. It keeps tension from building unnecessarily, simply because emotions and opinions are hidden rather than addressed. It brings new ideas to the table and welcomes input from everyone. When conflict is ignored or stifled, it makes people feel devalued and controlled.

When faced with conflict on my team, I realize the way I handle it will go a long way toward allowing the disagreement to work for the overall good. In fact, I must learn to better manage the conflicts rather than attempt to kill them.

Here are seven thoughts for managing conflict on a team:

When considering who should be on the senior leadership team, many times we try to answer the wrong questions. Sometimes we ask, “What positions should be represented on the team?” In the church world, we may think the “Pastor” or “Director” title, or people with certain positions automatically qualify. That’s not always the case.

Sometimes we ask, “Who has been around for the longest?” Tenure does not necessarily equate with the profile of the person you want serving on this team. In fact, I’d argue that if you’re stuck and fresh perspective is one of your needs, you might want to consider including the newest person on the team.

Does God want us to hire a youth pastor? Should we mortgage the church to pay for a remodel? Should I run this new program?

These decisions can keep you up at night. Yet, by making two easy changes in the way you process decisions, you will dramatically increase the probability of success.

Ask Broader Questions
When we face leadership choices, we tend to ask narrow questions. Studies show that closed-ended questions, which require a ‘yes’ or ‘no’ answer, do not help us make the best decision. You will reach a better decision with lasting results if you ask different questions. Take a step back and consider broader questions. Here are some examples:

This blog was inspired by something Bishop Manny Carlos said about leadership development during our recent Every Nation Asia Leadership Team meeting.

Pastors and missionaries are leaders, or at least they are supposed to be. Some are good leaders. Others are not. Some have intentionally upgraded their leadership skills. Others have not.

It is one thing to be an effective minister; it is another thing entirely to be an effective leader.

A person who is an effective pastor or missionary will eventually attract a crowd that will become an organization that will require leadership skills. If we grow in ministry skills, but fail to develop leadership skills, we will create chaos and unwittingly destroy what we build.

Here are three leadership skills that pastors and ministers must develop and constantly upgrade:

I’ve experienced failures. I’ve watched others fail. I’m guessing you’ve seen plenty as well. This morning I tried to think through some common reasons why failure happens. I’m looking forward to some healthy conversation on this one.

1. It’s not your passion. If it doesn’t make your heart beat fast or cause your mind to race when you’re trying to sleep, you’re probably doing the wrong thing.

2. You don’t have a plan. You need a vision, and you need to identify specific steps to make that vision become reality. That includes a financial plan. (I happen to believe you need direction from God on this.)

Why do you think people leave your church? Why do you think people leave churches in general? We've read reasons (and I've written about these too), such as:

• "I just didn't get anything out of the messages."
• "The church let me down in my time of need."
• "My kids didn't feel like the student ministry was working for them."
• "The worship music wasn't the style I like and it was too loud."
• "The pastor seemed too busy for me."

Candidly, comments like these come from churched people who at some point might consider looking beyond their own wants and desires and begin to invest in the lives of others.

Don't get me wrong. Churches do let Christians down, and you and I need to do our best for those who call our churches home.

It is tragic when the vast potential of an individual or entity is limited or eliminated because there is no room for their gifts. In the case of a lion, when captured and encaged, it loses its aggressive roar because it is forced to be localized into the confines of a cage.

It may be a lion, but it is no different from a house cat because, like a house cat, it no longer has to claim its territory and hunt to satisfy its hunger, and is content to stay confined within a building.

To me, all of this is related to the condition of the local church after it ceases to recognize the ministry and function of apostles. This results in cutting off the pioneering spirit and apostolic call to conquer and expand kingdom influence.

I don’t necessarily think people have to use the title of apostle; the function is what is most important.

I can still remember prophecy teachers who tacked rows of charts and diagrams on the church wall and explained spell-binding details of the past, present and future. I cut my spiritual teeth on the Scofield Bible and devoured Hal Lindsey’s The Late Great Planet Earth. My seminary professors instructed me in pre-tribulationism and premillenialism. I quickly categorized anyone who disagreed as a “liberal.”

Now I look back on those days with a strange combination of regret and amusement. How is it that I was so wrong for so long? As I analyze my change, I can sum it up by admitting that I simply did not understand the kingdom of God.

Let me explain what I mean by starting with the Great Commission. The Great Commission has been central to my life. I committed myself to missions the night I was saved when I was 19. I spent my first 16 years of ministry as a field missionary and the next 30 as a professor of missions.

Check out some links below to recent stories from Charisma News that you'll find interesting and informative. You can also sign up to receive stories on your smart phone by signing up for the free Charisma News app by clicking here.

• Elementary School Sensors 'God' in Student's Veteran's Day Poem
• Islamist Group Boko Haram Accused of Slitting 10 Christians' Throats
• Will Gay Marriage Be the New Norm by 2023?
• Prison Minister: Lindsay Lohan Needs Faith-Based Regeneration
• Evangelist, Pioneer Mary Ellen Strong Passes at 91

I once heard a sermon titled, "The Devil Is in the Details." Recently, I learned that saying is actually derived from an exact opposite quote, "God is in the details."

This more positive statement is attributed most often to Ludwig Mies van der Rohe, a German-born architect. But the quotation didn't originate with him; it goes back more than a thousand years.

I believe it's especially significant that the phrase comes from the architectural community. This group understands that their ability to receive divine assistance with their work is enhanced by the more strategic, focused and committed they are. The level of creativity and craftsmanship invested in their work often makes the finished product breathtaking. Think about the beauty of the Sistine Chapel. It's easy to understand the full meaning of this great architectural proverb.

It's gratifying to know that God wants to be with me in the details of my ministry as well. Sometimes it seems like "the devil" has been in my inbox for years. No matter how many times I rebuke and send him away, the next week he shows up again.

Effective administration ensures the best outpouring of the Holy Spirit

Administration’s time has come. These words still echo in my head two years after first hearing them in the form of a prophetic word. That word would cause me to fully embrace and value my gift of administration, as well as encourage others to do the same.

Administration is often misunderstood to be about typing, filing and clerical work. To study administration is to study how to lead and manage change. Administration is leadership. Misunderstanding, devaluing or disowning this gift is a huge mistake, particularly at this moment in history. We live in the days of the greatest change and opportunity this world has ever seen. The corporate world has grasped this and has stewarded increase with great skill, creativity and hard work.

At the same time, the church is hesitant to embrace the very gift that will enable it to carry out the God-given assignment of stewarding increase, change and transformation. 

Four ways to mobilize your church into political and marketplace influence

Serving a city involves accepting responsibility for spiritual climate beyond your congregation. As pastor of a local church, my awakening occurred when Holy Spirit whispered, “I want you to pastor this city.”

The implications of that simple directive radically redirected ministry philosophy and tangibly shifted our community to become a city where our mayor now boldly announces “Jesus is Lord in Cedar Hill, Texas.” The practical effect of activism requires pastors and churches to consider themselves partners, even owners (generators) of community values.

For example, when a business prospers or a neighborhood improves, I celebrate as though the title were in my name. When a business closes its doors or the school system struggles, I mourn. Our partnership with political leaders, business owners, school officials and citizen’s groups provides unparalleled treasure and opportunity for “kingdom to come, here, now” in cities across America.

How to build a healthy, effective ministry team