How to Communicate Effectively through Social Media

Have you noticed the changing nature of the social media realm? Is it just me, or has social media become more volatile than years previous? You only need to read comments on a politicians page on Facebook, or browse through the tweets related to a hot topic and you read the vitriol.

How do you communicate effectively in this social media landscape? How do you promote your business, spark interest in your product or create change in the moral behaviour of your readership?
Here are some themes I see in relation to social media (Facebook, Twitter, Instagram, YouTube, Blogs, etc):

• Popular leaders/artists/musicians, etc, do not have a Facebook Group, they have a Facebook Page. A page allows them to control the posts on the page. A facebook group allows anyone to upload a post, and therefore they shy away from this.
• Any contentious issue is normally ignored by the owner of the Facebook Page. An initial post is created by the leader and then they go silent. Everyone knows they are reading over the comments (or in the case of many comments, quickly browsing over the main theme of the comments), yet they choose to be silent. I do not witness many brave Facebook Page owners with many followers, choosing to engage in discussion on their Facebook Page.
• Using the hashtag effectively on Twitter can help get some momentum going with your brand or community. #social media #effectivecommunication #leadership
• Cutting edge social media experts are great at creating viral ideas and themes. The classic was the social media strategy of Coca-Cola who printed a name of a person onto a Coke Bottle and then encouraged that person to place the photo of the coke can onto their Facebook Profile Pic. What absolute creative genius, to have the consumer, purchasing the product then doing the advertising for you! There were pictures of Coca-cola plastered across social media, and Coke were just sitting back laughing all the way to the bank. 
• Images tell a thousand words and they evoke a response from the viewer, that's why they are spread all over the social media world. Use images as best you can, to engage people with your idea or brand.
• To communicate effectively through social media, you need to prick people's interest. The  articles, posts and YouTube clips that spark the most interest all the ones that have a viral nature about them, e.g. the top ten places no one has ever visited. Most people can sniff at social media and determine what news article they should read and which they should avoid. Attempt to connect the people with interesting, inspiring, viral type social media, that gets people talking.

From a faith perspective, try to find the balance between serious theological truth and entertainment. If you head down too far with the former, you turn people off from even engaging with the theological truth you attempt to communicate. If you head too far the other way, you merely entertain a fast-paced consumerist culture and fail to have them grasp any of the truth of which you are sharing.

Social Media continues to shift and you must continue to wrestle with the challenges of communicating effectively within that social media, if you want to continue to engage people with your business, church, brand or product.

See also:
How to Grow your Blog Traffic by 300%

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The Most Controversial Christmas Blog Ever

Merry Christmas.


Sorry, hope that wasn't too offensive.



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Can a Broken Church be Repaired?

Popular author and marketing guru Seth Godin introduced a website called www.thisisbroken.com a few years back. People sent into scores of examples of businesses who had processes and procedures that were broken. The marketing strategy may have been broken or the processes in which the business used were broken.

Seth Godin mentioned an example of a busy airport in the States. There were 75 Cabs in the airport waiting for customers. There were 75 people lined up to catch a Cab. It took over an hour for the line to clear and for everyone to have entered a Cab. Why? The system was broken, and no one had thought long and hard enough as to what to do about it. What if there was no single file line?

Check out the photos below. Can you see the problems here?

 "Observe Warning Signs" - Now, if you are not observing warning signs, how could you possibly observe this warning sign telling you to observe warning signs?


"No Smoking: Pick up your Cigarette Butts" - Has anyone thought this one through? If people are meant to be not smoking, then why are we picking up cigarette butts?

So let me ask you the question. What is broken in the church? No, I don't mean that old whiteboard  and the broken music stand in the storeroom. I mean, what practices, routines, procedures and the like, are broken within the church?

Let me offer some examples of broken things within the church:

- People who care about what seat they sit in more than whether anyone new will be sitting with them
- People who smile and enthusiastically welcome the regulars 'to church' and then barely smile at a new person.
- An offering message that goes longer than a sermon.
- Having to reach a certain limit in the offering before the guest preacher will preach.
- Emerging churches that continually emerge and evolve and never knuckle down what in fact they believe.  
- Not speaking to someone in the church because they have offended you.
- Altar Calls that are empty when you preach about holiness and righeousness.
- Churches that spend more time on administration than justice and evangelism.
- Financial processes and procedures that will outlive Billy Graham
- When the nuances of theology and the debate that these cause, consume more time than needed.
- Disciples who turn away from Christ, because of the actions of fellow believers.

The list could go on. Much is broken in our churches.

Can a Broken Church be Repaired?

Well, I believe yes. As has been mentioned in previous posts, it will either be deep painful change or slow painful death for churches that are broken.

Let me say, when a church is broken, do something! Change the culture! Challenge the pre-exsiting paradigms of church methodology! Keep Jesus at the Centre! Decisively work through the broken things in churches, so that you do not hinder the amazing work of the Spirit of God, to grow and bless your local congregation.

Much more could be said. Though, you must taken each example of brokenness in your local context and work through it. Why are people not very welcoming? Why are people not becoming disciples? Why do people come to events and nothing else? Why do 20% of the people do 80% of the work?

You must think these problems through. Consider the solutions. Do something about the things that are broken.

If it ain't broke, don't fix it. Though if it is broke, you are responsible TO fix it!

#leadership #change #broken #church

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Is this the Greatest Issue of our Time?

The greatest issue of our time is not violence, drugs, sexual exploitation and the like. On the surface we may look at human rights violations around the globe and quickly assume these are the greatest issues. I mean, when an American student goes on a shooting rampage and extremists hold people hostage in a Kenyan shopping centre, it is easy to have this view.

Though the issues stem from something deeper.

Let us look at this first. This is taken from the UN, in relation to the question, 'What is human rights?'

 

Human rights are universal legal guarantees pro-tecting individuals and groups against actions and omissions that interfere with fundamental freedoms, entitlements and human dignity. Human rights are inherent in all human beings and are founded on respect for the dignity and worth of each person.They stem from cherished human values that are common to all cultures and civilizations. (See the United Nations Document on Human Rights)

There is a problem here. The problem is, I believe one of the greatest issues of our time. Now, the problem is not human rights, of course, that would be ludicrous to suggest.

Are you ready for what I'm about to say?

The problem is that people don't derive their morality from God.

Now, here's the thing; without a foundation that provides objective moral values, human rights are simply subjective. So who says values are right and wrong? Do we simply shift our sense of morality as the times shift? Do we simply say something is wrong just because the majority say its wrong? Isn't this just humanism: whatever you would want to be done to you, you should do unto others. What if in this process a whole bunch of people start to suggest a new morality based on what they prefer; what makes them wrong or right in shifting their outlook?

The greatest issue of our time, is not the violence, and sexual abuse. The greatest issue is that people don't have any objective moral values that derive themselves from a faith in Christ.

Now, I can hear some people about to voice their objections. I know the question, 'Well, isn't there disagreement even within Christian circles about certain moral values?' Sure. Though, what I am saying is that without God, without the Scriptures, without the revelation of God's son, we are further down the gurgler than having faith in Christ as our foundation.

Maybe you could help me understand. Without a faith in God, what is the reason for your existence? Why have any moral values at all? How could you even find a frame of reference for any values you do have?

One absolute moral value that many a scholar has acknowledged is love. Betrand Russell said, 'What the world needs is Christian love or compassion.' Erich Fromm (a humanistic psychologist) suggests that all psychological problems come from a lack of love. Confucius said, 'Do not do unto others what you do not want them to do to you. Who would argue against love?' So if love is an absolute moral value, that does not shift from generation to generation, the question is where does that love derive from? Well, I believe that love comes from God and I believe that 1 John 4:16 sums it up with the simple statement, 'God is love'.

In the cultural revolution in the western world, with a continual shift away from the acknowledgement of the God of the Bible as the creator of the heavens and the earth, and a shift away from faith in Christ, we throw out the foundations on which we built morality from.

As we do that, all we're left with is some watered down humanism, that says human rights is really just about what the majority of people think is right and wrong.

Is this the greatest issue of our time?

*****

Help sharpen our thinking. Why not make a comment?

God bless.

Pete.

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One Holy Discontent that is Breaking My Heart

I have a holy discontent. I need to share it. Maybe a burden shared is a burdened halved.

Let me say the obvious: I need Jesus. I need his hope. I need his reassurance. When it comes to the fruitfulness of the local church, I need his perseverance and his grace. When it comes to handling all the demands of family life, I need strength and love. When I consider the sickness, unbelief, pride, abuse, hurt and pain of family, friends and the community around me, I need hope that God responds to my prayers.

That being said, there is one thing that has bugged me for a long time. For over 10 years I have had a holy discontent about this one thing. I can't seem to shake it, and in fact the holy discontent I am feeling right now, is growing. My heart is aching. It could be the lack of coffee intake recently, or possibly something deeper.

Maybe this blog will ease the pain. Maybe this blog will reveal some of my heart and thus lessen the feeling of frustration. Maybe it won't.

People carry around with them many burdens. I get that. They carry with them pain from past hurts, and live with the memories today. They wonder how they will make ends meet, and they find themselves questioning whether God will ever heal that sickness and fulfill that dream. They need hope and they need Jesus.

Now here's my holy discontent.

Some would rather live with the pain, the hurt, the rejection and the unforgiveness than come to the altar so that God may do a great work within them.

I cannot tell you how many times people have said to me, things like, 'I really wonder where God IS in it all.' Yet when someone called people forward during a time of prayer, they remained in their seat.

I don't get it. I don't understand what is in the human psyche that when the minister calls people to the altar, some run to it, and others would prefer to warm their undergarments on their pew.

Someone help me understand. Is it fear? Is it a deep-seated disbelief in the power of God? Is it the inability to reason your way out of a move of God? Is it simply pride? Laziness? Apathy? The pain itself holds you back?

The fact is, Jesus can forgive you. God can heal you. The walls can be brought down. The prayer can be answered. The concern lifted and the abuse forgiven. God can move by the power of his Holy Spirit, to bring redemptive lift and life in all its fullness. There's grace and mercy freely available in Christ.

Though, God gives you the free will to respond.

I have some words ringing in my ears tonight, a holy discontent that is not going away.

"Will I find you at the altar of the Lord?"

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Australia Southern Territory Appointment Changes 2013 - FIND the MOVES HERE

FOR the 2014 Appointment Changes please CLICK HERE.

The Salvation Army's Australia Southern Territory Appointment Changes - October 10th, 2013

AUSTRALIAN SOUTHERN TERRITORY Bulletin Posting - 10 October 2013 General Change 2014 Appointment Bulletin

The Territorial Commander has approved the following appointments:TERRITORIAL HEADQUARTERS OFFICE OF THE CHIEF SECRETARYCATHERINE BOOTH COLLEGE Major Christine Faragher Dean of Studies Alan Meredith Business Manager OFFICE OF THE SECRETARY FOR BUSINESS ADMINISTRATIONMajor Stuart Hamilton Territorial Planned Giving & Public Relations Consultant Kaye Seccombe Territorial Planned Giving & Public Relations Consultant OFFICE OF THE SECRETARY FOR PERSONNELMajor Janis Meredith Pastoral Care Officer Patricia Willhelme Chaplain to Retired Officers OFFICE OF THE SECRETARY FOR PROGRAMMEMajor Bram Cassidy Territorial Growing Healthy Corps Consultant –AdditionalAppointment Heather Jenkins Territorial Spiritual Life Development Secretary – Discipleship Brian Pratt Territorial Growing Healthy Corps Consultant – Additional Appointment Beth Roberts Territorial Chaplaincy Co-ordinator Graham Roberts Territorial Mission Resources Secretary & Territorial Growing Healthy Corps Director Captain Kevin Lumb Territorial Growing Healthy Corps Consultant – Additional Appointment OFFICE OF THE TERRITORIAL PRESIDENT FOR WOMEN’S MINISTRIESCaptain Belinda Davis Family Ministries & Resource Secretary DIVISIONSEASTERN VICTORIA DIVISION Major Bram Cassidy Box Hill, Corps Officer Jean Cassidy Box Hill, Corps Officer Beth Holman Eastcare Network - Camberwell Corps Community Services, Chaplain Eddy Holman Assistant Divisional Social Programme Secretary & Divisional Social Justice Co-ordinator – Additional Appointment Captain Nancy Chuang Positive Lifestyle Counselling Services, Positive Lifestyle Facilitator& Chinese Liaison Officer Pearson Chuang Court& Prison Services, Dandenong Court, Chaplain & Chinese Liaison Officer Anne Lane Nepean Hub, Team Leader / Corps OfficerColin Lane Nepean Hub, Team Leader / Corps Officer Allan Morrison Boronia, Corps Officer & Assistant Divisional Mission Resources Secretary – Additional Appointment Genevieve Peterson Nepean Hub - Carrum Downs Corps, Community Outreach Officer – Title Change Catherine Shanks Nepean Hub - Frankston Corps, Community Outreach Officer– Title Change Lieutenant Katie Parker Assistant Divisional Secretary Women's Ministries – Additional AppointmentAdam Peterson Court& Prison Services, Frankston Court, Chaplain Cadet [with the rank of Lieutenant] Dit Chokeun Dandenong Corps, Assistant Corps Officer Sean Mapleback Nepean Hub, Assistant Corps Officer Daniel Smith Highett– Plant, Corps Planting OfficerMichelle Smith Highett– Plant, Corps Planting Officer MELBOURNE CENTRAL DIVISION Major Brett Allchin Preston, Corps Officer Sally-Anne Allchin Preston, Corps Officer Karen Elkington The Asylum Seekers Support Service, Manager – Title Change Stephen Ellis Children's Court, Chaplain Tracey English Assistant Divisional Social Programme Secretary – Chaplaincy Geoff Ledger Carlton, Corps Officer Vicki McMahon Crossroads Network, Bridgehaven, Chaplain June Purdy Melbourne Magistrates Court, Chaplain Janette Shepherd St Kilda Chapel, Corps Officer & The Bridge Centre, Chaplain& Courts & Prisons, Relieving Chaplain –Additional Appointment Joyleen Stewart Courts& Prison Services, State Office, Senior Chaplain & State Representative – becomes permanent Elizabeth Wallis Greensborough, Corps Officer / Courts & Prisons, Heidelberg Court, Chaplain – Title Change Captain Jason Davies-Kildea Divisional Social Programme Secretary & Victorian State Council / Victorian Social Programme Policy Unit Manager –Title Change Michelle Davies-Kildea Adult Services, Senior ChaplainAlison Platt Courts& Prisons, Broadmeadows Court, Chaplain Lieutenant Karen Agnew Reservoir, Assistant Corps Officer Katherine Baudinette Reservoir, Corps Officer Abhishek (Monty) Bhardwaj Sunshine, Assistant Corps Officer Manikya (Mera) Bhardwaj Sunshine, Assistant Corps Officer Robert Champion St Kilda Chapel, Assistant Corps Officer – Additional Appointment Marie Kovacs Plenty Valley, Assistant Corps Officer Cadet [with the rank of Lieutenant] Kimberley Ashmore Brimbank City, Assistant Corps Officer Taryn Castles Northcote, Assistant Corps Officer Cherry Ip Richmond, Associate Corps Officer Dianne Size Wyndham City, Assistant Corps Officer Tim Size Wyndham City, Assistant Corps Officer NORTHERN TERRITORY Captain Greg Howard Flying Padre & Outback Services, Flying Padre Lieutenant Cheryl Pryor Regional Youth & Children's Secretary Cadet [with the rank of Lieutenant] Andrew Lee Alice Springs, Assistant Corps Officer NORTHERN VICTORIA DIVISION Major David Shrimpton Echuca-Moama, Corps Officer Jennifer Shrimpton Echuca-Moama, Corps Officer Captain Judith Brown Seymour, Corps Officer Christine Ellis Divisional Youth & Children's Secretary & Divisional Candidates Secretary – Title Change Richard Ellis Divisional Social Programme Secretary & Victorian State Council Graham Stanley Red Cliffs, Corps OfficerKathleen Stanley Red Cliffs, Corps Officer Cadet [with the rank of Lieutenant] Michael Nally Broadford, Corps Officer Rebecca Nally Broadford, Corps Officer Brian Peters Swan Hill, Corps Officer Sheree Peters Swan Hill, Corps Officer SOUTH AUSTRALIA DIVISIONMajor Clinton Castley Divisional Secretary Karen Castley Divisional Mission Resources Secretary David Simpkin Court& Prison Services, Court Chaplain Wendy Simpkin Divisional Secretary Women's Ministries & Divisional Volunteer Co-ordinator – Additional Appointment Captain Cherie Clarke Marion, Corps Officer Christopher Clarke Marion, Corps Officer Clyde Colls Murray Bridge, Corps Officer Margaret Colls Murray Bridge, Corps Officer Andrew Jarvey Divisional Youth & Children's Ministry Secretary Dianne Jarvey Divisional Candidates Secretary and Associate Divisional Youth& Children's Ministry Secretary Cadet-in-Appointment [with the rank of Lieutenant] Jordan Innes Mount Barker, Corps Officer Sarah Innes Mount Barker, Corps Officer TASMANIA DIVISIONMajor Christine Wright Divisional Secretary Michael Wright Divisional Mission Resources Secretary / Divisional Social Justice Co-ordinator – Additional Appointment Captain Scott Norman Military Chaplain – Tasmania – Additional Appointment Johnmark Snead Divisional Youth, Children & Candidates Secretary / Divisional Chaplaincy Co-ordinator & Chaplain to Retired Officers & DHQ – Additional Appointment Nicole Snead Associate Divisional Youth, Children & Candidates Secretary& McCombe House, Chaplain –Additional Appointment Lieutenant Amanda Agnew New Norfolk, Corps Officer Jacky Laing Barrington Lodge, Corps Officer & Aged Care Chaplain Belinda Smith Burnie, Corps Officer & Employment Plus, Chaplain – Burnie– Additional Appointment Mark Smith Burnie, Corps Officer & Employment Plus, Chaplain – Burnie– Additional Appointment Cadet [with the rank of Lieutenant] Ben Clapton Devonport, Corps Officer & Employment Plus, Chaplain – Devonport– Additional Appointment Liesl Clapton Devonport, Corps Officer & Employment Plus, Chaplain – Devonport– Additional Appointment WESTERN AUSTRALIA DIVISION Major Sharon Dannock Assistant to the Divisional Mission Resources Secretary Deidre Dearing Harry Hunter Rehabilitation Centre, Assistant Manager – Programme Ian Dearing Harry Hunter Rehabilitation Centre, Assistant Manager – OperationsGordon Jones Divisional Secretary Lyn Jones Divisional Secretary Women’s Ministries & Divisional Early Childhood Ministries Consultant – Additional Appointment Trevor Wilson Mandurah Corps, Assistant OfficerValerie Wilson Mandurah Corps, Assistant Officer Captain Paul Beardsley Bridge House, Assistant ManagerSharon Bywaters Rockingham, Assistant Corps Officer [with responsibility for Baldivis] Jason Dannock Rivervale, Corps OfficerBarry Gibbons Homelessness Services Network, Chaplain – becomes permanent Dianne Gibbons Bentley, Assistant Corps Officer – becomes permanent Erica Jones Kwinana, Corps Officer Peter Jones Kwinana, Corps Officer Mike Kemp Aged Care & Seaforth Gardens, Chaplain Ruth Kemp Aged Care & Seaforth Gardens, ChaplainAngela Watson Perth Fortress, Corps Officer Brad Watson Perth Fortress, Corps Officer Cadet [with the rank of Lieutenant] Melanie Cop Ellenbrook, Corps Officer Stefan Cop Ellenbrook, Corps Officer Harriet Farquhar Bunbury, Corps Officer Jacqueline Milkins Geraldton, Corps Officer & Geraldton Employment Plus, Chaplain– Additional Appointment Jeffrey Milkins Geraldton, Corps Officer & Geraldton Employment Plus, Chaplain– Additional Appointment Amy Stobie Hamilton Hill, Corps Officer Ronald Stobie Hamilton Hill, Corps Officer WESTERN VICTORIA DIVISIONMajor Debbie Serojales Delacombe, Corps Officer Captain Claire Emerton Divisional Social Programme Secretary & Victorian State Council Rod Serojales Delacombe, Corps OfficerNaomi Shelton SalvoConnect Social Services, Chaplain Lieutenant Karyn Wishart Divisional Youth, Children's & Candidates Secretary OUT OF APPOINTMENT Major Alastair Watson Lieutenant Michael Shanks OVERSEAS & EXCHANGE OFFICERS EXCHANGE TO ANOTHER TERRITORYTerritorial Envoy Greg Curnow RSDS Representative [details to be advised in AUE Bulletin] RETURNING TO HOME TERRITORYCadet [with the rank of Lieutenant] Nathanaël Münch Taking up appointment in Denmark Territory [details to be advised] RETIREMENTS Major David Bartlett Effective 8 January 2014 Major Fiona Bartlett Effective 8 January 2014 Major Peter Stark Effective 8 January 2014 Major Carolyn Ledger Effective 11 January 2014 Major Lorraine Hart Effective 1 March 2014 TO BE ADVISED Lt-Colonel Donni PhoMajor Graham BuckleMajor Leasa EldridgeMajor Cheryl LeesCaptain Martin LeesCaptain Christopher Garcia Lieutenant Heather Stamp APPROVEDsigned by : Commissioner Floyd J TiddTerritorial CommanderThe Salvation Army Australia Southern Territory DATE Thursday 10 October 2013

We pray for every officer who is affected by moves within The Salvation Army over the next few months. Let them finish strong for Jesus, and honour him in their next appointments!


God bless The Salvation Army.

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How Many Salvos Does it Take to Change a Lightbulb?

How many people does it take to change a lightbulb? You've heard the lightbulb question before right? Here are some I've heard and created over the years:

ADD YOUR LIGHTBULB FUNNIES to the COMMENTS!

How many TV Evangelists does it take a change a lightbulb?
Just the one, but send your money now to 1800 181 181. You heard it right, 1800 181 181.

How many Pentecostals does it take to change a lightbulb?
One to change the lightbulb and 15 to pray in tongues and ask for the light's healing

How many Salvos does it take to change a lightbulb?
Just the one. Remember what William Booth said, 'Go for lightbulbs and go for the worst.'

How many Anglicans does it take to change a lightbulb?
Just the one, but the 20-strong vestry must agree on the change first.

How many Catholics does it take to change a lightbulb?
None, they use candles.

How many Politicians does it take to change a lightbulb?
Well, who knows, it's not like any of them tell us the truth.

How many Theologians does it take to change a lightbulb?
Maybe the question isn't even about lightbulbs. Maybe lightbulbs are just a metaphor for something much deeper.

How many Preachers does it take to change a lightbulb?
Look, seriously it's been 30 minutes, and you haven't even got to the point where it's about the lightbulb.

How many Emerging Church Leaders does it take to change a lightbulb?
None. They're post-bulbs.

How many Evangelicals does it take to change a lightbulb?
Just the one, but first you have to realise you are not a perfect lightbulb. Second you need to admit your failure to be a good lightbulb. Thirdly, you must seek the light from the one who gives light, to create in you a new lightbulb.

How many Calvanists does it take to change a lightbulb?
Just the one who is chosen.

Finally...

How many Christians does it take to change a lightbulb?
Well, if the lightbulb represents the world, then it takes Christians to be united together, with Christ at the centre, empowered by the Holy Spirit and focused on living out God's mission in the world to make the best possible change.

We can make the change. The lightbulb is depending on us.
            

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Top 10 Leadership Books of all Time

Many an author have written books on leadership, and I would like to offer my own list (in no particular order) of the Top 10 Leadership Books of all Time.

I'd be interested in your opinion. Is this a good list of leadership books? Am I missing some important aspect of leadership that needs to be considered? Am I forgetting a great author of yours?

Top 10 Leadership Books of all Time

1. The Five Dysfunctions of a Team - Patrick Lencioni

Lencioni is challenging and forthright about what is the best way to show leadership within a team environment and tough leadership decisions that need to be made to create a healthy team.

2. The 7 Habits of Highly Effective People - Stephen Covey

 Still an absolute leadership book classic. Concepts that are pertinent to all areas of life: family, faith, business, nonforprofits, etc. Seek first to understand, how to manage priorities, and loads more. Click here for a summary of The 7 Habits of Highly Effective People.

3. Axiom - Bill Hybels

This is pretty frank and down the line. Some readers may not like the bluntness of some of what Hybels says in this leadership book, but I found it helpful.

4. Courageous Leadership - Bill Hybels

Another Hybel's leadership book. Courageous leadership was the first time I had heard about 360 degree leadership; you know the concept of leading down, across and up all at the same time?

 5. Developing the Leader Within You - John C. Maxwell

 John Maxwell we know has written many a book on leadership. I find in my circles, that he's either a leadership guru or you can't stand him. I learn much from one of his earlier books, Developing the Leader Within You, as it simply was a book that provided some bite-sized concepts of leadership to help grow me as a leader. Other Maxwell leadership books that have impacted many are:
21 Irrefutable Laws of Leadership and Developing the Leaders Around You

 6. Emotional Intelligence - Daniel Goleman

 Why is this one of my top 10 leadership books? Emotional Intelligence through the research and work of Daniel Goleman helped me understand much about leadership from not just an IQ perspective, but a EQ perspective. EQ is emotional intelligence, and is imperative that leaders have high emotional intelligence if they want to be able to cope with the demands of conflict resolution, change management and the like. For a detailed rundown of Emotional Intelligence click here.

7. Good to Great - Jim Collins

Jim Collins has a following now, after tireless years of research into books like Good to Great and Built to Last. There are concepts in this book that I can apply to my ministry as a Salvation Army officer, including concepts about level 5 leadership, getting the right people on the bus (first who then what), the hedgehog concept, confronting the brutal facts and having fanactical discipline.
For those in social sectors, there is a little follow up book that is helpful alongside Good to Great, called, Good to Great and the Social Sectors.

8. Leadership Next - Eddie Gibbs

 Eddie Gibbs is well versed in what it means to lead within the context of shifting generations. In the wake of postmodernism and the changes in focus and outlook on new generations, Leadership Next, looks primarily on how to lead effectively within the Christian faith. Much of what we give credence to in leadership, he challenges well!

9. Spiritual Leadership - J. Oswald Sanders

 Sanders is pretty straight down the line with his outlook on leadership. Integrity is absolutely critical, a servant attitude is needed, and the ways of Jesus Christ need to be emulated to lead authentically. Be challenged by Spiritual Leadership!

10. The Truth About Leadership - James M. Kouzes and Barry Z. Posner

One of the key leadership teachings that comes out of this book is that credibility in the foundation of leadership. You can read more about this leadership book on a previous post I did.









There is more to be said. Why are there no women in my list? Can anyone recommend a leadership book written by women? If I added a book from the Bible, I would've added the book of Nehemiah. Nehemiah challenges us to be tenacious and finish what you started. Some also mention Sun Tzu's Art of War, but from a Christian perspective I really stuggled with it. The other book was How to Win Friends and Influence People from Dale Carnegie, and while I appreciate it has been a successful and popular leadership book over the years, I debate the authenticity of some of the premises within it. If you do this and say that and manipulate the situation correctly, you will win friends and thus have influence. That inauthentic way of leadership does not gel overly well with me.

Please comment below. What do you think are the top 10 leadership books of all time? Do you even care? What do you prefer to read?

God bless.

Pete.

Also: What are the differences/similarities between leadership and managment?

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What do you get when you combine: The Theory of Constraints, The Salvation Army and my Dad?

The Theory of Constraints (TOC) was created by Dr. Eli Goldratt. The theory was introduced in his 1984 book called The Goal, that became a very popular business novel that provided insight into managing efficient and effective manufacturing industries. Many managerial leaders know that the theory is that you analyse your processes, find the biggest constraint and deal with it. So for example, you have a manufacturing process of cooking donuts on a large scale. You look at your process and realise that there is always a 20 minute wait on a particular machine, because of a staffing issue. Now, if the 20 minute wait is affecting the number of donuts you could create in a particular time frame and thus lowering your income capacity, you have a constraint. You have identified a 'bottleneck'. The theory of constraints suggests that you should work on this bottleneck at first priority. This is change management 101.

The theory of constraints may sound tedious and irrelevant to you, but let me convince you otherwise. The theory of constraints created by Dr. Goldratt can have a huge impact upon The Salvation Army, let alone any other organisation that has processes in place. Are you ready

Let us consider a few examples. When we consider any proposal that goes to DHQ and then to THQ, we may simply look at the process in a flowchart:

Have an idea -> Write a proposal -> Submit to DHQ -> DHQ board meets -> Salvation Army Officer is asked to rework the proposal -> DHQ board meets -> Sent to THQ -> THQ board meets -> Sent back to DHQ to rework -> Sent back to Salvation Army Officer -> Back to DHQ board -> Sent to THQ -> THQ approves -> Sent back to DHQ -> Approval given to Salvation Army Officer

Whew. That was a lengthy process. Now are there bottlenecks? Using the theory of constraints, can anything be done to improve the process? Of course. What about the time between the DHQ board and the THQ board? What if one board met in the morning prior to the next board in the afternoon? What about the time taken to communicate to an officer of the outcome of a board? Maybe we should just give DHQ authority to make the decision and thus eliminating many levels of bureaucracy? I'm not offering solutions, merely highlighting the theory. The theory of constraints challenges us to look at the process and refine it.

Let us consider another example:

A new mainly music ministry seems to be going strong. The leadership team are supportive, and the mainly music leaders are fired up. I mean, from the outside looking in, many mums and bubs are coming along. The place is buzzing every Wednesday morning. But for what purpose? What is the goal? Is there a goal? Are we achieving anything of worth? Let's have a think. After some discussion, the mainly music team decide that their goal is to be a stepping stone into a faith community. Great goal. Sounds nice. The team sit down and discover they have a process:

Invitations, Word-of mouth, etc -> Attendance at Mainly Music -> Build relationships -> Attend Church -> Become a Disciple of Jesus

The discussion continues on which parts of the process are going well. "Well, you guys know full well, we aren't having any trouble getting mums to come along," says Lucy.

"Absolutely," remarks Barry. "The only problem is, no one is becoming a disciple of Jesus."

So, there are a couple of choices. Redefine your goal, so that it's not about making disciples. Then everyone can rest-assured their program is working. Or, find the bottleneck and deal with it. The theory of constraints would suggest the bottleneck is between building relationships and attending church. The team, once they have discovered this as a bottle neck, must decide how to fix it. There are many different solutions:

• Instead of attend church, maybe invite people into a small group (redefine the process)
• Maybe the issue is the perception people have of the church
• Is the church a welcoming place?
• Maybe an innovative congregational plant might be the answer, instead of what currently exists.

The theory of constraints (Dr. Eli Goldratt) suggests the following three steps:
1. Identify the constraint
2. Manage the constraint
3. Evaluate performance

Well after that brief change managment class, let me say: The Salvation Army must consider the theory of constraints. We must be a lean, fighting machine that aims to honour Christ, in the power of the Holy Spirit, and that utilises its resources to its highest capacity.

Now, my Dad has a six-sigma blackbelt. That doesn't mean he knows karate, but that he knows much about operations management and helping organisations refine their practices so as to be more effective. So my initial question was, what do you get when you combine, the theory of constraints, The Salvation Army and my dad? You have a well-oiled soldier ready for battle.

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