Tragedy strikes without warning and the average person is usually at a loss as to how to respond.  As Christian business leaders, we cannot afford to be average.  Whether we like it or not, everyone will be looking to us for direction and support.  Our workplace response can have huge ripple effects – both good and bad.  Therefore it is critical we respond in a way that has a positive impact.

Below, I have listed seven areas in which you need to be prepared to act in the event of tragedy at your business.  Of course, “employee tragedy” is a huge topic, so I have attempted to make this a general list.

1. Preparation

What is your plan for an emergency?  Who does what?  Who calls whom (911, chaplain, family, other)?  These are all questions you need to answer for your business.  Consider creating a team of employees to address basic plans for the most likely emergencies. Make sure this plan is communicated to every employee once completed and is an ongoing part of new employee orientation.

2. Prayer

While it may be obvious to some, it may not occur to others in the heat of the moment. Group prayer can be a huge comfort to everyone involved in a tragedy.  It should be permitted, even encouraged, throughout the various stages of the situation.  [When we were going through the death of our sales manager, I gathered everyone nearby to another part of the showroom for prayer.  While the paramedics were doing everything in their power to save him, we were 30 feet away and I was doing everything in my power to keep my emotions together and lead in prayer.  My voice was cracking and faltering, but it was a powerful moment.  This had a huge impact on the employees present.]

3. Leadership

As the leader, you should take charge of the situation…making sure the plan is being followed, the employees are informed, and people are praying.  Other leadership needs to know who else is to step into that role if you are not there.  A critical part of this is informing the employees about what is going on as soon as is reasonably possible.  When they are kept in the dark, imaginations run wild and fear gains strength.

4. Chaplain

The chaplain is an indispensable asset in these situations.  We use Corporate Chaplains of America.  A chaplain is trained in so many areas that are useful in tragic circumstances – counseling & comforting employees and/or family members, applying Scripture, etc.  I cannot adequately describe the incredible strength our chaplain brings to our organization on normal days, but he is absolutely priceless in a tragedy.

5. Compassion

Show compassion!  Employees will be in shock and need attention, support, and time to cope.  A stern, “Get back to work” has no place in a Christian business. Depending on the severity of the situation, this shock could take weeks to pass.  Be patient.

6. Family assistance

Tread carefully here.  While it is easy and natural to consider an employee tragedy as “your” tragedy, it is the family members involved that are at the center of it.  Be sensitive to their needs.  Do your best to set your grief aside and serve them first.  In addition to assistance at the time of the tragedy, depending on the situation, many families will need significant assistance going forward.  [The other dealership I mentioned earlier went the distance and hired a financial advisor for the family, paid off their cars and credit cards, and covered tuition for their children for the remainder of the school year!]

7. Closure

Many times, most employees are unable to go to a funeral due to business hours, so it is a great idea to hold a simple memorial service a week or two later, at the business during business hours, to allow all employees the chance to say a few words, meet the family, and get closure. [Our chaplain led the ones we have done and, in each case, the family was present and appreciative of the opportunity. Depending on the situation, it can also be a great opportunity to present the gospel!]

Have you experienced tragedy in your business?  How did you respond?

Would you go back and change anything if you could?

How far does our responsibility go as Christian business leaders?

I regularly get the privilege of welcoming new employees into our company. As part of our orientation and new hire training process, I go over our company history (three generations!) along with a deep dive of our company’s mission, vision, and core values statements.

In an effort to help you think through your own mission, vision, and values, I wanted to share these components with you. I do not expect anyone to take a look at our mission, vision, and core values and immediately decide to copy them because they are so good! However, I do think someone reading this may get some ideas for their own company statements.

Because I have already covered in previous posts the benefits to creating these statements of mission, vision, and core values, I will not review those here. Instead, I will simply communicate and explain these statements for our company.

Mission Statement

The Mike Patton Auto Family seeks to honor God by impacting the lives of our employees, customers, and community.

We believe that God owns this business and we are simply His stewards of it for a season. We want to make sure that all we do in and through the business honors Him. By the same token, we do not want to do anything that will dishonor Him.

We believe that we are here, and that this business exists, for the purpose of impacting people for eternity. We believe that this is our ultimate goal.

Vision Statement

Moving people.

This statement is short, but is full of meaning. First, it obviously references transportation, reflecting the automobile business we have chosen. But it goes much deeper than that.

We want to take employees, customers, and those in the community and we want to “move” them from their current position (or circumstances) to a better place. Regardless of where they are in life (financially, professionally, emotionally, etc.), we want to move them to an improved situation. Regardless of how they interact with us, we want them to be better off having done so.

If you are interested in following my process to create your own mission, vision, and core values, then check out my new ebook – Why Does Your Business Exist?

Now Available on Amazon!!!

Click Here For Ebook!

Core Values

Integrity
We do what is right even when no one is watching.

This core value comes first for a reason. Without integrity, we will not have the impact that we desire. We take this very seriously. We will extend grace when it comes to mistakes and errors, giving people a chance to grow and improve in their jobs. We are not as tolerant of violations in this area. We need to know we can trust our coworkers without question.

Excellence
We are constantly redefining our goals, expectations, boundaries, and potential.

Our team’s talents and performance vary from person to person. That is normal. We simply believe that regardless of your talent or performance today, you should want to be better tomorrow. We want teammates that are constantly striving to learn and grow, improving every day!

Employee Development
We strive to create an atmosphere that inspires and enables people to reach their full potential.

As a company, we want to meet our employees where they are as they strive for excellence. Our goal is to provide the resources and inspiration required to “move” them forward on their path. Sometimes this means they advance within our company and sometimes it means they move on to other opportunities. Either way, we want to help!

Spiritual Growth
We provide the opportunity for all to know God and make Him known.

No one who works in our company is required to believe what we believe. However, we make it clear early on that God is the owner of our company. Therefore, all that we do centers around Him. This includes many efforts to sow seeds of faith all around through various efforts. We will not force anyone to believe, but they will certainly have opportunities to hear.

Community Impact
We use our talents and treasures to make a difference in those who need it most.

We believe we are part of the community in which we work and therefore have the responsibility to give back to that community. Whether through benevolence or sponsorships, community service or fundraising, we are going to take the time and energy to give to those who need it.

Your Mission, Vision, And Core Values

Hopefully, you have found this helpful as an example of a good set of mission, vision, and core values statements. If you only gleaned one idea from this, I consider it worthwhile.

If you want to take this further and develop your company’s own set of mission, vision, and values statements, you should check out my ebook – Why Does Your Business Exist? A Christian Business Guide to Creating your Mission, Vision, and Values Statements.

It is now available on Amazon! I believe you will find this ebook to be a solid, step-by-step guide to help your team craft meaningful mission, vision, and values statements to use in guiding your company.

Is your company engaged in a strong mission, vision, and core values?

If not, are you ready to revisit this with your leadership?

Do you see the benefits from having a strong mission, vision, and core values?

Photo by ipopba/iStock

I am going to take a stab and say that you would believe me if I told you that this business idea will work.  I think you would look at our history together and accept as truth my assessment of the opportunity.  I don’t think that is too much of a stretch.

However, I will also bet that your decision to invest your entire life savings with me would be a more difficult choice.  While you might believe that the business idea is a good one, I am betting it would take a lot of evidence to convince you to let go of your life savings.  Am I right?

Beliefs vs. Convictions

The problem with this whole scenario is that it is played out every day in our lives.  Most of us have beliefs of some kind.  As someone who is reading this content, you likely have many beliefs regarding God.  If asked, you would probably share your beliefs and how you arrived at them.  If pressed, you might even be able to defend them with logic.

Unfortunately, these beliefs are too often not deeply held enough to cause action in the face of danger or threat of loss.  Too many Christians these days can discuss their beliefs, but rarely go so far as to call them convictions.  This is reflected in our general lack of willingness to suffer for the beliefs.

Let’s look at an example in Scripture.  In Daniel 3:1-30, we see a very clear example of this idea of beliefs versus convictions.  In this story, Babylonian King Nebuchadnezzar built a golden statue which stood 90 feet tall.  He then made it law that whenever the music played for everyone to hear, the people of his kingdom were required to fall down and worship the statue.  This law also applied to the Jews that had been taken to Babylon from Israel.  The punishment for breaking this law was to be thrown into the fiery furnace.

Actions Born of Conviction

Very quickly, some members of the king’s staff approached him and accused three Jews of breaking this new law.  These three Jews, known as Shadrach, Meshach, and Abednego, had refused to bow to Nebuchadnezzar’s statue.  They are brought before the king and told again that they must bow before the statue or face certain death.

Again they refused.  Here is their response:

If the God we serve exists, then He can rescue us from the furnace of blazing fire, and He can rescue us from the power of you, the king. But even if He does not rescue us, we want you as king to know that we will not serve your gods or worship the gold statue you set up.

Daniel 3:17-18

While most all of the Jews brought to Babylon from Israel could be described as believing in God, it is fairly clear that their beliefs were not strong enough to drive their actions.  In fact, in verse 7 we see it is probable that the rest of them bowed down to the statue.  The three Jews mentioned above were singled out because they refused to comply.  What is the difference?

It is my belief, based on their response to the king, that these three men held convictions that caused them to act boldly.  They did not just believe in God.  They were CONVINCED that God could save them if it was His will.  They were also CONVINCED that even if He chose not to save them, they were still to be obedient in refusing to bow down to another god.

In applying this story to our lives and businesses, I understand that we are unlikely to face a choice between life and death in this country (at least not in the immediate future).  But that actually makes our actions (or lack of) even more disturbing!

Aligning Actions with Beliefs

Why is it that as Christians in business, we still make decisions on a daily basis that seemingly contradict our professed beliefs?  Why do we say we believe the Bible and what it says about eternal rewards while at the same time focusing all of our attention on the rewards we can gather today?  Why are we willing to sacrifice our beliefs regarding eternity for our comfort and leisure today?

We need to commit ourselves to whatever it takes to transform our beliefs into convictions.  We need to spend more time in communication with God so that we are more firmly convinced of His promises to us.  We need to be willing to step up and follow the example Scripture gives us for taking actions based on our convictions.

Take a personal inventory over the next few days.  Begin identifying decisions you are making that do not fully align with your beliefs.  Don’t ignore the small ones just because they do not seem significant enough to have much impact.  It is those very decisions that lead us down a path to the bigger ones.  In this case, I urge you to sweat the small stuff!

Let’s begin doing our part to live out our convictions in the marketplace every day.  Let’s set ourselves apart from the norm and lead by example.  Show the world your convictions and see what God will do.  He is faithful!

Photo by francescoch / iStock

If you are a leader in business, you have been unexpectedly interrupted and responded in a way that you may regret later.  This likely happens fairly often.  It could be a knock on the door or a phone call.  It might even be an email asking for a few minutes of your time.  The “interruptions” can take on many forms.  Your response is not always ugly, but depending on how often it happens, you likely do not give off the best vibes.

At the same time, you argue that there is no way for you to have a revolving door to your office, allowing any and all comers to stop in for a chat.  In fact, if you are like me, you are always trying to better manage your time and have determined that eliminating distractions like this can dramatically increase your productivity and results!

So what is the answer?  How in the world are you to accomplish both?  More importantly, is accomplishing both even a worthy goal?  Is it important enough to figure out?

The Dangers of an Over-Managed Day

Let’s look for a moment at the dangers of eliminating the distractions described above.  When you manage your time to the point that you do not have it for these kinds of conversations, you can cause damage to your leadership reputation both inside and outside your organization.  People begin to see you as unapproachable. Some might even avoid all contact with you for fear that you might get upset if they interrupt you.

Even worse than that is the missed opportunities for developing those up and coming leaders in your organization.  By eliminating their ability to approach you at critical times in their development, you may be stunting their growth and limiting their contribution to the overall mission.  Worst of all, you miss opportunities to connect with and learn from those who “interrupt” you.

All Things in Moderation

I am passionate about learning to maximize my time and productivity.  I have spent a lot of time and money to learn from those who have more experience and skills in this area.  I am getting better at it each year.  I am seeing significant increases in my results and in the impact I can have for eternity.  The exciting part is that I am learning how to do this while also reducing my stress and improving my quality of life and free time outside of work.

As hard as I am pushing to better manage my time, I am determined not to eliminate the time I spend with others in meaningful, productive conversations.  I believe God has given us the responsibility to pour into others whenever we have the opportunity (1 Peter 3:15, 2 Timothy 2:2).  I believe this is a crucial part of our responsibilities as Christian business leaders.

Seek Clarity

As I have described before, we will not be held accountable at the end of this life for how much wealth or business growth we have created.   When our “work” is tested by God’s fire, only what is eternal will survive and bring reward (1 Corinthians 3:10-15).  The “interruptive” conversations described above have the potential for eternal reward built into them.  The way in which we respond can determine whether we do or do not have an eternal impact on those people.

In light of this, I have compiled 5 steps you can take to help you avoid these impact-crippling dangers of over-managing your time.  I will cover these steps in my next post.  In the meantime, I encourage you to take your time and pray about your current situation.  Ask God if you are seen as approachable or feared.  Ask Him to touch your heart and give you clarity around where you are vulnerable.  He is faithful to open your eyes!

Photo by BrianAJackson / iStock

If we are honest, there are entirely too many Christians who view their workplace as a prison.  They do not see the opportunity they have for it to be a platform for their Christian faith.  They are not aware of the impact they could have on eternity if they would simply begin asking themselves six simple, but penetrating, questions.

In my last post, I shared with you the first three of six questions posed by Louie Giglio in a message he gave on this very subject.  These six questions, when consistently asked of ourselves over a period of time, have the power to transform the perspective we have regarding our work.  Not only can these questions increase the impact we have on tomorrow, but they can also dramatically improve the fulfillment we get from our work today!

Below are the first three questions we covered in my last post. The remaining three questions follow.

1. How Can I Give More?
2. How Can I Learn More?
3. How Can I Personally Advance The Organizational Mission?

Question #4 – How Can I Shine?

Too many people think they need to shine or stand out at work for their own benefit.  They seek the limelight and the glory that comes with it.  Others seek to stay in the shadows, avoiding any form of attention or recognition.  Neither have it right.

Our attitude should be that we will approach our jobs with a mindset of shining as a beacon in all areas of our jobs.  This idea includes our aptitude, our workflow, and our character.  It means that coworkers will see us as a source of engagement and encouragement.  They will recognize our competence and our compassion.  They will seek us out for help and hope.

Ultimately, we want to shine like a city on a hill for Jesus (Matthew 5:14-16).  We want others to know that we are all in – for Him AND for the work we do.  When they ask us why, our answer will point them to God.

Question #5 – Who Can I Help?

It is easy for us to approach our work on a daily basis with a focus on what we need to accomplish for the day.  We often find ourselves diving into projects or putting out fires, depending on the day.  What if we changed our focus to looking for who we could help each day?  What if we opened our eyes to those around us that need encouragement, a helping hand, or just a smile?

We have to decide that we want to be the most caring, trusted, respected, and inviting person on our team.  If we will take this approach, we will clearly influence those around us in positive ways on a consistent basis.  Think of the impact we can have with this approach!

Question #6 – Where Is My Reward?

The world has us all trained to seek immediate and ever-increasing rewards in everything we do.  God’s Word tells us that the greatest reward is in eternity.  It is clear from Scripture that the rewards of today will pass away, but the rewards in heaven will never pass away (Matthew 6:19-21).

If we approach our work, looking for immediate rewards in the here and now, we will never have the impact God has designed us to have.  We will always be empty and disappointed at our results.  This is a dead-end road, though many travel it.  God’s desire for us to have life to the fullest comes from a focus on the eternal reward He has promised us.  We will do well to pay attention to this promise.

What About You?

What has been your approach to work lately?  Even if you have known for years the right answers to these questions, does your work life reflect it?  Are you approaching your job as a platform from which you are representing Jesus OR have you slipped back into a prison?

The better question is this – what are you going to do about it going forward?  Are you ready and willing to tackle your job with this new perspective?  If so, I have good news!  You are not on your own!  You have help!

Jesus has promised to be with you always.  He will be your guide and your friend that is closer than a brother.  Trust Him to give you all you need in order to answer these six questions according to His desires.  I promise He is faithful!

Photo by g-stockstudio / iStock

Prison Or Platform?

What are your thoughts?  Does this perspective resonate with you?  Do you see your work as a prison…maybe not all of the time, but often enough?  Have you stopped to think about how you could turn from that point of view and begin approaching work with a renewed sense of purpose?

Here’s the deal…God designed us for work from the very beginning.  Our work is not simply part of a fallen world.  In Genesis 2:15, we see a clear picture of this:

The Lord God took the man and placed him in the garden of Eden to work it and watch over it.

Genesis 2:15

God’s Desires?

If God designed us to work from the beginning, do you think He intended it as a prison?  Do you think He may have another purpose in mind?  If we look at Colossians 3:23-24, I think it is clear that God wants us to serve Him in our work…and in anything else we do!

Whatever you do, do it enthusiastically, as something done for the Lord and not for men, knowing that you will receive the reward of an inheritance from the Lord. You serve the Lord Christ.

Colossians 3:23-24

Assuming this is true, then how do you think God views our perspective on work as a prison?  Is it pleasing to Him for us to treat our jobs as a necessary evil in our lives?  Should we instead begin looking at how we can better “serve the Lord Christ” in our work?

Six Questions To Ask

I recently watched a message from Louie Giglio on this topic.  In this message, Giglio gave us six questions we should be asking if we want to change our thinking about our work; three of which I’ll discuss this week. Next week, we’ll discuss the rest. Warning: These questions may cause ridicule and confusing looks from those around you at work…especially if you have previously been jaded in your view of your work!  At the same time, if applied consistently, these questions can bring you joy and impact through your work!

Question #1 – What More Can I Give?

Most people, Christians included, default to asking how they can benefit more from their work.  Whether they seek more income, more time off, or more authority, the typical employee is seeking more for themselves.  This question turns that thinking on its head!

If we want to stop looking at our work as a prison, then we must begin asking what more we can GIVE!  We must look around the workplace and seek out opportunities to give more effort, more intensity, and more passion toward the work we do.  Don’t forget, we are serving the Lord Christ!

We have to figure out how to exceed the expectations of our employer or supervisors.  We must pray for wisdom about how to add more value to our company.  Our mindset has to shift from benefitting ourselves to improving and strengthening our workplace.

Question #2 – What More Can I Learn?

Most of us have gone through some sort of training in order to do our jobs.  Depending on your job, you may even have continuous education requirements. Unfortunately, for most employees, this is where the learning stops.  Instead of looking for new and uncommon ways to learn, most simply do what is required and nothing more.

If we are going to serve the Lord Christ in our jobs, then we must be determined to learn as much as we can.  We must seek out opportunities to grow in our understanding of our job, our company, and even our industry.  We cannot afford to stagnate and simply get by with the minimum required of us.

When is the last time you took the time to dig deeper into a topic related to your work…one that was not required of you?  How often do you carve out the time to expand your knowledge base for the sake of your team or company?  Can you imagine how much more value you could bring to your company if your knowledge was steadily increasing over time?

Question #3 – How Can I Personally Advance The Organizational Mission?

I don’t know the statistics, but I am betting most employees in most companies do not even know the mission of their organization.  Without casting blame, what do you think would happen if you began to work harder in areas that specifically promoted the mission of your team, department, or company?

While most people have never thought twice about their company’s mission, the one who is serving the Lord Christ should be focused on it.  Our efforts should reflect an understanding, buy-in, and engagement with the mission.  Job position, in this case, is irrelevant.  Whether leader or entry-level worker, everyone can work to advance the mission of their organization.

From Prison To Platform

I will cover the other three questions in my next post.  Before I do, I want to encourage you to take time to go through these first three questions and think hard about how the answers could change your entire outlook on work!  If you will dig deep into the answers to these questions, I guarantee your work will go from a prison to a platform!

Can you imagine if all Christians began changing their work perspective based on the answers to these questions?  Can you even dream of a world where employers asked their HR department, “Where can we find more Christians to hire?  They make the best employees and leaders!”

Determine right now that you are going to begin pushing toward that picture in your own workplace!  God will honor your efforts!

Photo by Artfoliophoto / iStock

Have you ever had someone come to your business as an applicant or maybe even an outside salesperson?  You know the type…they insist on telling you how much they know about your business and how much they can help you.  However, as you dig further, you realize that knowledge is ALL they have.  As far as real life business experience, they have little or nothing to show.

How interested are you in listening to them spout off about their knowledge?  How much faith are you going to put into their ability to help you with your business challenges?  How long will you allow them to remain in your office?

The Need for Practical Experience

While this professor realizes that his graduates will not come out of college with a resume full of business experience, he also knows that giving his students a bucket-full of knowledge alone is not doing them a service.  For this reason, one of the most impressive components of this program is something Point University calls “Pracademics.”

In addition to classroom time, these students are assigned to teams and given real projects.  These projects are based on real challenges and problems identified in local businesses.  The student teams work in partnership with these local businesses to complete the projects in a way that is actually helpful to the businesses.  The students gain real-life business experience, relationships with local business leaders, and are then able to set themselves apart from the typical graduate with a business major!

The more I listened to all that is going on in the business department at Point University, the more I was impressed.  The leadership at this university truly understands the substantial difference between knowledge and experience…and they are doing something about it!

Your Knowledge vs. Experience

What about you?  Do you fully understand the difference between knowledge and experience?  Do you recognize the benefits of experience over knowledge?

I am sure most of us understand these differences and benefits when related to the business world.  However, I wonder if we are all applying this same understanding to our faith.

Do we seek more knowledge “about” God or do we desire to experience more of God?

It is my belief that God is not interested in how much we can learn about Him.  I do not think He measures our knowledge of Him or His ways.  Instead, the Bible indicates God desires a relationship with us.  He wants us to experience Him!

If you agree with me on this, then step back and take a look at your typical day or week.  Do you see evidence of your efforts to experience God?  Or does it look more like you are simply seeking gain knowledge about Him from various sources?

Experience Matters

I would encourage you to begin applying your energy to experiencing God.  I believe experience is not only superior to knowledge in the business world, but is also more valuable when it comes to our faith and relationship with God.  Please understand that I am not promoting experience without knowledge…they can go hand in hand!  I urge you to be sure you are not ignoring experience just because it might be more difficult to obtain.

There are many differences between experiencing God and just knowing about Him.  I have focused on three today, but I would suggest you take some time and add to this list on your own.  In doing so, you will likely see the need to adjust your focus!

The first difference I see is that we are all more eager to share something we have experienced.  Sure, it is sometimes fun to talk about something we have recently learned, but rarely are we so excited about knowledge gained that we can hardly restrain ourselves!

On the other hand, when we have an exciting experience, we are constantly looking for opportunities to share our experience with others around us!  If we are experiencing God on a regular basis, we are certainly more likely to be compelled to share that with people around us.  We are more likely to point others toward God due to our experience with Him rather than our knowledge about Him.

Stronger Ambassadors

Another difference is that knowledge is more easily argued.  It is much easier for someone to question or argue the truth of our knowledge about God.  Others can argue the facts we claim to know and believe.  It is more difficult for them to argue against what we have personally experienced with God.  Just like the blind man that Jesus healed, we do not have to KNOW everything about Him…just what we have experienced (John 9:25).  That is a more effective witness!

More Fulfilled

Finally, I think it is clear that experiencing God is much more fulfilling than gaining knowledge about Him.  When we learn a lesson from a story in the Bible, that is helpful.  When we learn a lesson from our first-hand experience with God, that is much more powerful.  Our lives are forever changed.  Which would you choose?

I hope you can see the difference between KNOWING God and just KNOWING ABOUT Him.  Begin looking for opportunities to experience Him in ways you have not in the past.  Pray that He will give you these experiences and draw you closer in relationship to Him.  You will be much better off having done so!

Either you thought of it or someone you know has tossed it up to you.  Either way, it is a valid question.  After all, based on the news and political issues all around us, it appears that the last thing you want to do is associate your business with anything Christian.  It is too polarizing, right?

Barna Group Study

Surprisingly, it is not as big an issue as you might think!  According to a study conducted by Barna Group (check out the details of the study here), the people that may be offended with any Christian connection to your business are actually a very small minority.  Let’s look at the results.

When asked in two different ways about the likelihood of their doing business with a company that was managed according to Christian principles or embraced and promoted the Christian faith, roughly 55% of these consumers indicated they were indifferent!  In other words, the connections to Christianity did not affect their buying decisions in either direction.  Of course, while this is good news, it really does not tell us what we want to know.  Let’s dig a little further.

How about those that would be more likely to do business with a Christian company?  These responses to the question made up roughly 40% of the total responses!  Two out of every five consumers surveyed said that a company’s connection to the Christian faith would make them more likely to do business with them.  In fact, almost 25% said they would be a lot more likely to do so!

Fantastic News!

I see both of these results as fantastic news!  While I do not believe we are to market and advertise our Christian faith in our business (some may argue this), I am glad to know that the vast majority of those who see the connection are either indifferent or more likely to do business with us!

So what percentage of the responses is left over?

How many people are less likely to do business with a Christian company?

According to the Barna Group study, only 3% – less than one in thirty – of the respondents said they would be less likely to do business with a company that has overt connections to Christianity.  Only 3%…is that really a large enough population to cause concern?

Our Experience

While I have not conducted an official study like Barna, I have been outspoken about the Christian foundation for our business for almost fourteen years now.  I have never been confronted by anyone claiming offense at our beliefs.  I have had a couple of email complaints (literally 2 or 3) stating they would not purchase from us due to our Christian witness.  I am also certain that we have had customers walk away, but just not voice their opinion.  I don’t doubt that at all.

But really, how many do you think make up that group?  If your experience DOUBLED that of the Barna study, would 6% kill your business?  Do you really fear the size of that group more than you trust God at His Word?  He promises to meet our needs (Philippians 4:19).  He promises if we will seek Him first, he will add “these things” (Matthew 6:33).  God is faithful to make good on His promises (Deuteronomy 7:9).  Trust Him to do just that!

What are you really afraid of?

Isn’t your God bigger than that fear?

What should be your next step?

Photo by AntonioGuillem / iStock

Church vs. Business?

I will not go into the specific details about our church’s situation.  I will simply say that our pastor made it crystal clear that things had to change dramatically within our culture and that God was leading him to start that process immediately.  He is not a rookie to church leadership, so I believe he recognizes the tough road ahead.  At the same time, his incredible passion will certainly draw the support of those (like me!) who know God has initiated this move through him.

While I am sure you are excited to know that God is leading transformation at our church, you may be wondering what that has to do with our businesses.  Fortunately, there are clear parallels in this situation.  As I look at the two different contexts (church and business), the applications of these lessons are virtually identical.

Culture Is Not Static

In his book, The Four Obsessions of An Extraordinary Executive, Patrick Lencioni details a four-part process to building a healthy organization.  It is this process that I believe we must follow if we are going to ensure that the right culture pervades our business.  I am also convinced that, like our church, failing to follow this process will result in the wrong culture in our businesses.

The truth is that the culture of our business is continuously being created and influenced.  We are either knowingly creating it or we are doing so unknowingly.  There is no possibility of the culture staying static on its own.  If you get nothing else from this post, please absorb this idea.

Every day, you and your company’s leaders are making decisions that impact your company culture.  Whenever your business is open (and sometimes even when it is not!), your culture is changing.  Sometimes it is changing for better and sometimes for worse, but it is always changing.

Here’s the problem with this: to whatever degree you and your leadership team are not intentionally pressing your culture to improve, it is usually going in the other direction on its own.  If we as humans do not naturally tend toward being healthier, stronger, more virtuous individuals on our own, then our culture will not either.  Left unattended, your business culture will deteriorate.

So What?

So what are we to do about this?  Never quit pushing to build and improve the culture that you believe God has put in your heart to create.  Never.  It is an “always and forever” part of your job.  You cannot delegate it or offload it to someone else.

Sure, you can (and should) enlist others to assist you. You will certainly not succeed alone.  At the same time, it is you and you alone that must be the primary driver of this effort.  If not, you will not like where it ends up.

If this resonates with you and you want to embrace this part of your job, then I suggest you read Lencioni’s book.  It is an easy read and will give you a blueprint for establishing and maintaining the culture God desires for your business.

4 Disciplines For Healthy Culture

If you know absolutely that you are not going to read Lencioni’s book, then here are the four parts of his process.  Obviously, I am not able to communicate in this short space the same amount of information that he does in his book.  At the same time, this is a very simple process and will not confuse you at all.

Discipline 1: Build a Cohesive Leadership Team

You need help creating and maintaining the culture God desires for your business.  The key to getting this help lies in building a cohesive leadership team.  Lencioni goes into great detail on how to do it, but the point is to develop a team of like-minded leaders that can help you in your efforts.

Discipline 2: Create Clarity

Before you can create the right culture in your business, you must be clear on what you want to create!  That sounds overly simple, but you would be amazed at how many cannot clearly describe the culture they are trying to create.  Get clear on exactly what you are looking to build before you swing the first hammer!

Discipline 3: Overcommunicate Clarity

This is where most leaders fall short.  We start out strong with our communication of the vision, but then we get tired of it or we think everyone else gets it.  Maybe they do, but they forget.  Things happen to oppose this culture.  The final word is that you must over-communicate it until you think it is worn out…and then you keep on doing it!

Discipline 4: Reinforce Clarity

Unfortunately, it is not enough to “tell” people about your vision for the culture of the company.  You must also reinforce this communication with action.  This action comes in the form of company policies and processes.  Decisions made by your leaders must align with the culture.  You cannot say one thing, do another, and expect your envisioned culture to thrive!

I encourage you to take some time and assess your company’s culture.  Do not look at reputation (Rev. 3:1).  Do not think about what you would LIKE for it to be.  Instead, take a hard look around you and see what is actually there.  Depending on what you see, take the next steps to make sure it is moving in the direction God desires…and never quit!

Photo by julief514 / iStock

My Daughters’ Story

I have twin daughters who will graduate high school this month.  They have played soccer since they were not much bigger than the soccer ball!  As standouts on their high school soccer team, I knew the recent year-end banquet would be a proud moment for me.  What I did not expect was the extent to which they would be recognized for their impact on everyone involved in the program.

Maddie was a starter all year long, but had to switch positions mid-year due to team injuries and a resulting change in coaching strategy.  She played all season with her characteristic tenacity and also led as captain of the team.  She was an example to her peers as well as the younger players.

Stand-Out Performance

During the banquet, other stand-out players were awarded Best Offensive and Best Defensive Players of the Year, but Maddie was recognized as the Overall Best Player of the Year.  As the coach described his reasons for this choice, he cited her never-quit attitude, her intense focus on those coaching her, and her ability to motivate her teammates to higher performance.

Catherine would have been a starter as well, but she went down with a season-ending ACL injury in a tournament held just weeks before the start of the season.  While she was privately devastated, she remained an integral part of the team, making it a point to never miss a practice or game.   No one else knew the pain of watching her sister and the rest of the team play when she could not.  She did not let it show.

During the banquet, the coaches recognized the various impact players, including her sister.  I know this was so hard for her and I hurt for her during this experience.  However, the final award of the night was created for her.  The coaches recognized her as “Honorary Captain” and went on to describe the reasons.

They talked about the way Catherine did not let her injury keep her from impacting her teammates.  The described how she continued to cheer on and motivate those on the field and the bench.  She put aside the pain of having to watch and instead focused on doing her part to coach as a peer.  Her response to her injury also set the bar for the other four players that subsequently went down with similar injuries.  As hard as it was for the team to lose her on the field, the coaches made it clear she was still an impact player.

Lessons For Us

I could go into much more detail about my daughters and the incredible impact they each had on their teammates.  At the same time, I want to make sure I communicate how I believe this experience reinforces lessons that I learned from Bill Hybels in his book, Axiom.  These lessons are critical in hiring team performers.

Hybels boils these lessons into 3 qualities that he seeks in all of his hires.  He puts these qualities in a specific order of highest priority to lowest priority, but he says he will not hire anyone without all three!  Let’s take a look at his 3 critical qualities:

Quality #1 – Character

My daughters were not the most skilled on the team.  They did not have the best training pedigree or the highest level of competitive experience.  What they both had in spades was character.  Their character, each exhibited in different ways, caused the coaches (and parents) who watched them to take note.  This was their greatest quality and the one of which I am most proud.

When we look for employees or team members, we need to put this quality at the top of our Must-Have list. Character in the workplace is exhibited in much the same way as it was by my daughters.  Examples of this are integrity, putting others first, never giving up, handling adversity with class, etc.  I could go on, but you get the idea.

For Hybels, “Character” is non-negotiable.  Too often, we are tempted to hire the one who comes to us with incredible talent and experience, but with questionable character.  “We can manage them,” we say.  Wrong.  If someone has questionable character, there will be trouble- avoid them at all costs!  Those with character will pay off in the long run.

Quality #2 – Competence

If you took from my description above that my girls lacked skill or competence, then you are mistaken.  They were good at their game – really good.  They put in long hours of practice and were relentless about getting better.  They went to camps, kick-arounds, etc. in an effort to improve.  They were not the most naturally gifted or highest skilled players on the team, but they were clearly good at what they did.

When it comes to hiring people for our teams at work, we must look for those who are good at the job.  Having character is mandatory, but it is not enough.  We must commit to only hiring those who show a high competence level.  If we compromise on this quality, we will suffer for it.

Quality #3 – Chemistry

It was clear from the comments from their coaches that my daughters were influential on the team. This influence came from the relationships they built with their teammates.  While there is always potential for conflict on a team like this, they found ways to connect with other girls of all personality types.  They did not blow off the younger players or exhibit jealousy towards those with more skill.  They had the “Chemistry” quality that Hybels endorses.

The same potential for conflict exists in our workplaces every day.  We must focus on hiring people that have the ability to get along with others.  Not everyone will be best friends, but they should be able to work together despite their differences.  This is critical for high-performance teams.  Is it true of yours?

I encourage you to take these three qualities and integrate them into your hiring process.  Do not accept less than this or your team results will certainly suffer.  It is worth the additional effort!

Photo by g-stockstudio / iStock