ETCH Conf 2016 – What I Heard Part 2


I am continuing a 3-part series of posts sharing questions I repeatedly heard at the ETCH Family Ministry Conference October 3-5, 2016 in Nashville, TN.

The ETCH Conference was invigorating as nearly 1000 kidmin, student, family and young adult ministry leaders came together to learn from each other.  Jennifer and I were privileged to share in a couple breakout sessions.

As I talked with ministry leaders after those sessions, several questions kept coming up.  It seems these questions are what next-gen leaders are regularly facing in their ministry leadership.

Questions I Repeatedly Heard

  1. What if the parents of my kids/students are not believers in Christ?  How do I respond to them?
  2. What do I do to get outside the walls of my church?
  3.  How can I respond to all the cultural issues that are flying at our kids/students?

Question 2:  What do I do to get outside the walls of my church?

Kidmin and stumin leaders are running into a consistent problem.  They are offering all these ministry programs at church, such as age-specific worship services, small group opportunities, weekend and summer activities, but the seats are remaining empty.

They want to see growth, but spiritually and numerically, but they fear their programming is not helping that happen.

They are stuck between a rock and a hard place.

The rock is the underlying pressure to go hardcore, event-driven, using a host of attractional methods such as free Xbox giveaways, big promotional events, and outlandish gimmick-type things that can draw a large crowd.

The hard place is knowing that you can’t entertain kids and students to Jesus. Entertainment-based, attractional ministry efforts have a short shelf life.  No matter how big you go, it will never be big enough to sustain.  And if you start big, you’ll have to go bigger and bigger each year in order to keep the crowd that the gimmick initially drew.

So they find themselves stuck.

  • They know they must go outside the walls of the church to reach kids and students for Christ.
  • They know they have to be actively involved in the schools and community in order to make kingdom connections.
  • They know that in order to get the attention of kids and students in a day of uber-technology and crazy-busy schedules, they have to make an appeal to something fun and exciting, but at what cost.

They’re stuck and they don’t really know what to do.  Let me attempt to offer a word of encouragement for those who might find themselves in this predicament.

Going BIG Once in a While Is not Sinful

I would offer that doing something attractional on a yearly basis is not out of line.  If for no other reason than to get the message out that your ministry is still alive and kicking.

While cars might drive by your church day after day, most will swing by Monday through Friday when the parking lot is mostly empty.

Doing one or two attractional events in a given year lets folks know, “Wow, they’re open. We might check them out sometime.”

Additionally, kids and students have strong connections to their peers.  One benefit of the occasional attractional events is for the students in your ministry to have an easy invite to their friends.  We know they can invite their friends to any Bible study or worship service, but one attractional event can create an easier opportunity for them to be on-mission.

Never Expect the Crowd to Turn Into the Core

If you utilize an occasional attractional event, keep your expectations in check.  If you have 200 at the large event, expect 5-10 to come back the following week. Don’t expect 50. Keep your expectations reasonable.

Consider the fact that Jesus had differing levels of followers: the crowd, the crew (the 12) and the core (the inner 3, Peter, James, and John).  The same is true today.

An event can draw a crowd, it will be the Spirit and the seed of the Gospel that will bring them back.

“Outside-the-Walls” Ministry Takes Creativity

If you choose to hold-off on attractional events, you have my complete support.  I back you 100%.  It is not for everyone in every ministry context.

For that reason, you will want to be thinking about other ways to consistently connect with kids, students and families outside the walls of your church.  This approach is more organic and missional in that you keep your eyes open for ways to be an avenue of blessing to the students and families in your town.

You might…

  • Offer tutoring for students struggling in math.
  • Adopt a sports team and provide meals for them after home games.
  • Provide water and snacks during big tournaments weekends.
  • Host parent workshops & seminars on hot topics.
  • Organize service projects like cleaning a park or painting a building.

Creative, multi-faceted, missional approaches that change from month-to-month, year-to-year, will keep the ministry you lead from becoming insulated inside the building.

Remember, kingdom work is a marathon, not a sprint.  Be open to the Spirit’s leading and have your eyes open to where kids and students are gathering.  Then find a creative way to build a bridge into that gathering place.

This will work much like an attractional event but extended over time.

See the responses to question #1 and #3 in corresponding posts.




ETCH Conf 2016 – What I Heard Part 1

etchThis week my family and I spent a few days in Nashville, TN at the ETCH (Equipping the Church & Home) Family Ministry Conference sponsored by LifeWay Christian Resources at the beautiful Music City Center.

Jennifer and I were honored to lead a couple breakout sessions and record a podcast for the LifeWay Kids podcast.

This is my fourth time to be a part of the conference; Jennifer’s second.

We love seeing many familiar faces from the CentriKid world and the VBS Preview events.

The conference attendance was close 1000 people from all over the country.

As we shared with kidmin, student, family and young adult ministry leaders, several questions kept rising up in our conversations.  I thought these repeated questions were a good indicator of where nextgen ministries are these days.  These leaders are on the front lines of ministry with children, students, and young adults in churches small and large.

Questions I Repeatedly Heard

  1. What if the parents of my kids/students are not believers in Christ?  How do I respond to them?
  2. What do I do to get outside the walls of my church?
  3.  How can I respond to all the cultural issues that are flying at our kids/students?

Reflections about the Questions

In a series of three posts, I want to try and reflect and respond to these questions.  Not that I am an expert in any way, but these questions are really at the heart of disciple-making for kids and students – something near to my heart.

Question 1:  What if the parents of my kids/students are not believers in Christ?  How do I respond to them?

The issue of unbelieving parents should not be a surprise to any of us.  Kid and student ministries that actively reach spiritual orphans have been facing this for decades.  When children and students find their way into a local church without believing Christian parents in tow, some of our recent ministry paradigm shifts come to a screeching halt.

The paradigm shift of family ministry and moving the focus to equipping believing parents to be the primary discipler of their kids has been a wonderful shift.  There is no question that when kidmin and stumin leaders push believing parents away from their ministry design, they are making a terrible, unbiblical mistake.

The parent equipping shift, however, only works when you have believing Christian parents.  If the kid or student finds their way into your local church without believing parents, the family-based discipleship model is useless.  There are no believing parents to equip and encourage.

Even more difficult, but eternally glorious, is when an unbelieving child or student comes to faith in Christ without believing parents and the ministry now has the discipleship responsibility for that infant brother or sister in Christ for the long haul.

Kidmin and stumin leaders are seeing that the family-ministry shift, while necessary and good and wise, is based on the premise that believing parents will be available.  That isn’t always the case.

S0 how do you respond to unbelieving parents?  I offer you four suggestions: Introduction.  Information.  Conversation.  Friendship.

  • Introduction:  Introduce yourself to them.  Share your name, role at the church, cell phone number, email address.  Much like a coach introduces themselves to parents on the first day of practice, give them a chance to get to know you.  In their mind, you are kind of like a new coach or teacher for their kid, just in church-y things.
  • Information:  Keep them informed of what is going on.  The coaching metaphor works again.  Give them a schedule of the games, times for practice, and regular updates throughout the season.  You will never go wrong in sharing information with unbelieving parents.  They expect it from their kid’s teachers and coaches, they expect it from you as well.
  • Conversation.  As you share information, make yourself available for conversation. Send a note basically saying, “God loves your kid.  Our ministry loves your kid.  I know you love your kid, so if there is anyway we can do to help you and your family, just let us know.”  Then let the conversations naturally come.
  • Friendship.  Hopefully over time, you will become a trusted friend to the unbelieving parent. Maybe you will never be super buddy-buddy like you might be with a Christian parent who serves alongside of you in ministry, but a friendship and mutual trust will form allowing their child or student to remain in the ministry for the duration.

In my limited opinion, the number of kids and students in ministries without believing parents is going to rise exponentially in the coming years.  As our nation becomes more and more secular and the place of personal faith becomes more and more marginalized, churches will see a good number of kids and students coming who have no faith background or previous spiritual exposure in the home.

I see this as an amazing opportunity for Gospel advance.  It will require ministry leaders to be wise and savvy to recognize that their ministry efforts will have two parallel tracks – one track for students with believing parents and another track for students without believing parents.

The two tracks are not in competition or opposition.  They do, however, have different speeds.

See the responses to question #2 and #3 in corresponding posts.



New Lessons in Transitional Ministry

lessons-learnedThis Sunday, September 4, will be my final Sunday as Transitional Pastor of Monticello First Baptist Church.  We have served this loving congregation in Wayne Co., KY since March, 2015.  My longest transitional pastorate to date ending at 18 months.

As I pass the baton to Bro. Mark Helton, a fine pastor and faithful man of God, I am turning over some new lessons I learned in this church that I hadn’t picked up in previous transitional pastorates.

I thought I might share 4 of those lessons.

1.   Keep an eye on the financial health of the church.  There is a temptation in transitional ministry is to focus exclusively on the people and the preaching leaving the financial side of house to others to keep watch over.  This is not a good idea.

The lead pastor, no matter permanent or transitional, has to keep an eye on the financial flow and pacing of the church.  This is part of what it means to be a good steward and a wise shepherd.  You have to watch the weekly, the monthly, and the annual trends.  Any major dips, swings, or abrupt turns must be addressed.

Additionally, there can be strategic steps taken during the transitional period that cannot happen when a pastor arrives.  For example, at Monticello FBC, we eliminated a building renovation debt during the transitional period.  We also adjusted the yearly budget to be more in line with the weekly giving trends.  We also took a hard look at future personnel needs and tried to balance what was needed versus what was financially reasonable.

Because we were in the transitional period, we were able to evaluate these needs while the budget was a little padded as we were not supporting a full-time senior pastor.

2.   Elevate different leaders in worship.   As a transitional pastor, you might feel you have to preach every Sunday because that’s what you were brought in to do.  But actually I have found that you can share the pulpit with great guest speakers, missionaries, lay-leaders, seminarians, and other trusted guests.

You have the freedom that a senior pastor might not have to share the preaching load.  As long as you are physically there and have secured someone solid, there isn’t much of a fuss if you are preaching 50 Sundays a year.  Especially if you are equipping people from within the church to use their gifts in public teaching and proclamation.

Beyond the pulpit, I have found the transitional period to an excellent opportunity to incorporate others in worship leadership, such as college students, kids, teenagers, outside musicians, testimonials, and mission teams.  There is an openness in to involving lots of different people “on stage.”

3.  Make pastoral care connections at church.  There is no way a transitional pastor can handle pastoral care demands, especially in a situation like mine where I lived 1.5 hours away.

Therefore, I had to make pastoral care a priority while in the building.  If someone was sick and after they recover are able to make it to church, you make a bee-line to check on them.  If someone has experience grief or loss and you’re able to go to the funeral, the next time they are back in church you spend extra time with them.  Sit down with them and give them the same time you would have given at the hospital.

I have found that most people understand your limits and recognize that you can’t be everywhere all the time.  Still, if you can, give them your undivided attention at church when they return so they know they are loved and thought of.

4.  Create collaboration pathways that the new pastor can immediately use.  When you are transitional and living a good distance away, you have to rely on numerous collaboration tools to keep the ministry going.

I use email, text, Remind, Slack, Planning Center Online, Facebook, Twitter, and Instagram. Each one of these tools allowed me to plan, communication, and collaborate with my volunteers without meetings.  This is out of necessity.

The key is to transfer these pathways to the new pastor so that he can continue using them in the early days of his ministry.

There is a tendency for ministry volunteers to press pause when a new pastor arrives waiting to see what he wants, likes, and needs.  The problem is that this pause slows down the momentum of the ministry.

With these collaboration tools already in place, the new pastor can immediately see who the volunteer teams are, what they have been up to in the past 6-12 months, and what is the horizon.

In other words, they don’t have to wait to get their teams and communication channels in place.  They can bring their vision and direction to a good working system from day one.

These four lessons are now added to my ever-growing list of practical lessons in transitional ministry.  To read more, select these topics.

Assessing Your Resources in Transitional Ministry

Pros and Cons of Interim Transitional Ministry

Interim No. 7 Coming to a Close





The Great 8:28: Eight Years in Review

Eight years ago (July, 2008), my family and I felt God’s call to leave our beloved Main Street Baptist Church in Alexandria, KY to serve in the Campbellsville University School of Theology.  I can’t believe it has been 8 years.  I still dream about Cincinnati chili and wonder who has claimed my Red’s clergy pass.

During these 8 past years, I have been so honored to serve alongside 7 churches as transitional pastor: Parkway Baptist, Bethany Baptist, Living Grace Church (2xs), Lancaster Baptist, Hurstbourne Baptist, Stanford Baptist, and Monticello First Baptist. We also were invited to do short preaching stints at Pleasant Grove Baptist & Hodgenville Christian.

We had no idea that transitional ministry was going to be God’s plan for us to stay connected in local church ministry all the while teaching full-time in the classroom at CU.

For three years, I traveled the country on the LifeWay Kids VBS training tour and for the past 5 years been a content developer and camp pastor for LifeWay CentriKid Camps.  These ministry opportunities still amaze me.  I am so unqualified to represent such a top-quality national ministry.

In the School of Theology, I’ve been so blessed to teach amazing students, travel to Israel and Jordan (2xs), Greece, and Turkey, and work with some of the most encouraging people on the planet.

Then, starting in 2015, God opened the door for me to try my hand at academic administration as the Dean of Online Education.  Again, I am humbled by the chance to stretch my leadership wings and explore what it means to lead & teach in the Christian university setting.

Over the past 5 years, Jennifer (my beautiful wife and ministry tag-team partner) started, finished and graduated with her Ph.D. in Family Ministry from Southern Seminary and began her teaching career also in the Campbellsville University School of Theology.  When we left Main Street 8 years ago, this idea wasn’t even in our wildest dreams.

Most importantly, above all else, both of our handsome, strapping sons have trusted Jesus as their personal Lord and Savior and have followed Him in believer’s baptism.

Isaac surrendered to Christ during a worship service at Hurstbourne BC saying during the invitation to his mother, “Momma, I need to be saved.”  He was baptized a few weeks later.

Ethan prayed to trust Christ during VBS at Campbellsville BC while his Momma was explaining the Gospel to the children.  He was baptized a year later in Monticello FBC.

We praise God for His work in the lives of our sons.

Eight years.  2008-2016.  Wow, what a ride.

In a few weeks, we will finish transitional pastorate #8.  And the question of “where next” is upon us.  But we are holding fast to the GREAT 8:28 from Romans 8:28.

And we know that for those who love God all things work together for good, for those who are called according to his purpose. (Romans 8:28 ESV)

Wherever He leads, we will go knowing that God’s amazing purpose for our lives is for our good.

He has worked.  He is working.  He will continue to work all things together for our good.

My Ministry Dream

"Follow Your Dreams"I have a dream.  A ministry dream. Nothing as world-changing as Dr. Kings’ dream.  But a dream nonetheless.

For years, God has been forming a dream in my heart for a very different type of future ministry.  The only problem is I haven’t found a church to take me up on the offer.  I’ve twice laid the dream out to a group of church leaders and I’ve twice seen the strange looks on their faces staring back at me.

I am not sure why my ministry dream is so radical or far-fetched.  I think it could be a church revitalization plan in the making.  I think it would expand the ministry outreach of a church in decline and bring a fresh wind of leadership and momentum to any congregation.   I think it would solve numerous problems in one fell swoop.

But it’s bold.  It’s different.  It requires a significant among of trust, faith, and dependence in the Lord.  It requires rethinking staff leadership and what is means for “outsiders” to come in and take over.

What is my ministry dream?  I am so glad you asked.

For the record, this has never been shared publicly.  It’s raw and unbaked.  I am sure it needs refinement through godly counsel and wisdom to be effective and practical. There is, no doubt, significant problems I haven’t explored or even considered.

I share it now, here, publicly, because I am nearing the end of my eighth transitional pastorate.  It could be that there is a church somewhere around Campbellsville who might be in decline and need a church revitalization plan that is out of the box.

It might be time for this dream to be birthed in a church in central KY.


STAGE ONE:  Reshape the Idea of Single Pastor to Pastor Team.
Most small to medium-sized churches have the largest single line item in their budget designated to the compensation for the lead pastor.  It could be 40, 50, 60k or more total package.

What if that amount was distributed evenly between 3 or 4 cross-vocational pastors? Each receiving 1/3 or 1/4 of the total compensation.  Each member of the pastor team would have responsibilities in teaching/preaching, volunteer development, and community outreach.

Because each pastor would be cross-vocational, they would not need health insurance, retirement, housing allowance, or other types of benefits.  The whole pastoral compensation package would be divided evenly.

The pastor team would come as a package, not piece-mail.  The team would already be arranged, much like a church planting core team, before the church even called.  The church wouldn’t be considering only one pastor, they would be considering the established pastor team.  Its a yes or no to the team, not the individuals.

STAGE TWO:  Access Young Leaders as Pastor Team Interns.
Since the church now has  3 or 4 pastor team members for the price of one, the other staff compensation would be used to bring on a series of ministry interns.  Call it a laboratory or ministry farm club or Paul & Timothy mentor-mentee type experience.

In my role as a college ministry professor, I interact with many talented, passionate young men and women who have a heart for God and who love His bride, the Church. They have gifts and skills that could be so powerfully used in the ministry of the local church NOW and later.   They need experience for future ministry and mentoring for personal development.

They would be easily connected with one of the pastor team members and be mentored in real-time ministry training.  All it would cost is the salary of a full-time secretary or second staff position.

With each pastor team member having at least one intern at their side, the church staff grew from 1 or 2 full-time persons to 6 or 7 cross-vocational staff.  And here is the kicker… the church budget hasn’t changed at all.  Not one additional penny has been spent, but the church staff has tripled.

Before I move to stage three, let me explain the rationale behind the pastor team and ministry intern approach in church revitalization.  

A church in need of revitalization feels flat or stuck.  They have exhausted their best efforts and don’t have the necessary energy to keep fighting the good fight.  They have a building.  They have a core group.  They have a few ministry teams led by stable servant-deacons.  They have a good sense of fellowship and community but the ministry approach needs to be refreshed.

When you bring in 3 or 4 new pastoral leaders plus a slew of ministry interns, all of a sudden there is growth.  Actual instantaneous numeric growth.  If each pastoral team member has a family, there’s growth.   The 3 or 4 ministry interns have friends who tag along on Sundays, so there’s growth.  The congregation feels like hope has arrived because they grew numerically by 20 or so on the very first Sunday.

Along with numeric growth, there is financial growth.  One of the key commitments for the team would be that everyone, both pastors, their families, and all ministry interns would faithfully tithe their income to the church.

For the 3 or 4 cross-vocational pastors that means tithing on their full income, both church and other job(s).  For the interns, that means tithing on their church stipend plus any other income they may have.

I’ve played with the numbers and I think a church would actually grow their budget (depending on the income level of the cross-vocational pastors and spouses). Financially, the church could have more resources immediately.   More financial resources means more ability to do ministry out in the community.

Along with numeric and financial growth, there would be instant momentum growth. Each pastor and ministry intern would be ready to go.  They would be excited, fired-up, enthusiastic, and passionate.  They would be ready to love on the people and reach out to the community from day one.   This kind of enthusiasm is infectious.

It would be like a heart that was in cardiac arrest and on its last leg having a shot of adrenaline jabbed right into it.  The heart would explode back to life.

STAGE THREE:  Shift Meeting, Planning and Church Admin to Remote and Digital
After serving 8 churches as transitional pastor and only 1 of them being in my own town, I’ve learned that planning, meeting, and strategizing about ministry can be handled remotely.

With a laptop, cell phone, and collaborative apps such as Planning Center Online, Evernote, Remind, and Slack, you can pretty much keep everyone on the same page from your backyard.

Now there are times when people need to sit down and talk face-to-face. There is no replacement for meaningful dialogue and team prayer times around the kitchen table.  But you can do a lot more administratively via remote than you might think.

Having someone in the church building 40 hrs a week is simply not necessary. Consider church plants who function for years in rented space like a movie theater or elementary school.  They are required to do volunteer training and leadership development away from the physical building.  Much of that is completed from their laptop.

Staff meetings can be remote (I’ve done them).  Training volunteers can be via video. Idea sharing for worship, preaching and teaching can be done in the cloud.

For this reason, I think my dream could work for a church that was in one city and the pastoral team and interns living in another.   For example, I could see a church in Elizabethtown, KY (50 mins. away) embrace this dream with the pastoral team members and interns living in Campbellsville, Louisville, Hodgenville, or Greensburg.  I don’t believe the entire team would need to be in one location or even live in the city of the church.

That’s my ministry dream.
Reshape the idea of single pastor to pastor team of cross-vocational pastors.  Access ministry interns and put them in the shadow of every pastor team member.  Rethink church administration and communication from in the building to in the cloud.

I truly believe God has put this dream in my heart.  At age 39, I pray I will see this dream become a reality in the next decade.

Why I Keep Saying “Thank You But No Thank You” to Full-Time Church Ministry

no thank youFor the past 8 years, I have served in cross-vocational ministry.  I have willingly, intentionally, and consistently turned down several gracious invitations to return to “full-time” church-based ministry.  “Why did you say no?” you might ask.  Please let me explain.

There is absolutely nothing wrong with full-time, church-based ministry.  It is a high calling and something I believe firmly in.  As a ministry professor, I am thrilled when I hear that my students have accepted their first FT position on a church staff or in a para-church organization.  I remember well my first FT ministry position and how it changed my life forever.

However, I am seeing some trends in the larger landscape of ministry today that compel me to stay in a cross-vocational role with no plans of making a change in the future.

What are some of those larger landscape trends?

1. Issues with insurance.  While none of us enter into ministry to make the big bucks, the reality that self-employed insurance premiums can  drain our monthly budgets very, very fast.  Even with new government-subsidized insurance plans available, the cost is still significant to a ministry family.

If there are on-going medical needs, monthly prescriptions, or the desire to have a large family full of little ones running around, you could see a fourth of your monthly take-home pay devoted to medical expenses.

Churches are doing their best in trying to help their ministerial staff, but in all honesty, they are only able to provide a small portion of what is actually needed.  Going cross-vocational can assure that a second employer is there to help with medical expenses and possibly even provide medical insurance as a benefit over and above the salary.

2. Access to influence.  Everyone knows that the community influence once held by pastors and ministers is waning in the US.  The church is being pushed further and further to the periphery of society, being displaced from the central position it once held.  A voice once sought after in community affairs is slowing being silenced from the public dialogue.

Yet, by remaining cross-vocational, you’re influence in not tied to your church position. It’s tied to the relationships and networks you’ve built within your community. Because you work in this industry or are a member of that professional group, your voice within community is held much stronger.

3.  Invitation to conversation.   There are two types of people never invited to the party: the pastor and the police.  Yet, Jesus was constantly being invited to gatherings of all sorts.  He was invited because people wanted to hear what he had to say.

When you’re only answer to the most avoided question – “What do you do for a living?” – is pastor or minister, you know the conversation will quickly end as walls go up and stereotypes flood in.  But if your honest answer is teacher, nurse, sales, event planner, web designer, then you have a chance for the conversation to move forward. You will be given the opportunity to build a relationship and engage in a conversation which eventually could lead to the topic of faith.  When your lead is “preacher,” the conversation is pretty much over.

4.  Financial freedom from the finance committee.  Lastly, I continue to say no to opportunities to return to FT ministry because, frankly, I don’t trust a committee or volunteer group to hold my financial future in the palm of their hands.

I am not opposed to churches utilizing finance or stewardship teams in making decisions on salaries and compensation.  I actually applaud congregational leadership and place value in seeking and hearing from wise counsel in decision making.

Yet, I don’t want an argument or disagreement I’ve had with one member of a single committee to become a foothold in my heart, creating fear and anxiety about my next paycheck or raise.   Nothing makes my blood boil more than a volunteer committee using the pastor or church leader’s salary as leverage to get what they want.

“If you don’t bend to my way, you will never see an increase as long as I am on that committee.”   This mentality is the exception to the rule, I assure you, but I have seen it with my own eyes and know it happens all the time.

The FT minister can be stuck between leading with courage and boldness and facing fear about feeding their family all because of a disagreement with someone on a volunteer committee.  When you have an income coming from somewhere other than the church, you can lead far more courageously.

For these reasons, and others, I am happy to say “no thank you” to the gracious invitations to return to FT church-based ministry.

Personally, I see the cross-vocational calling aligning well with the words of the Apostle Paul,

For you remember, brothers and sisters, our labor and toil: we worked night and day, that we might not be a burden to any of you, while we proclaimed to you the gospel of God. (1 Thessalonians 2:9)


The Pharaoh Effect in Leadership

10 So the taskmasters and the foremen of the people went out and said to the people, “Thus says Pharaoh, ‘I will not give you straw. 11 Go and get your straw yourselves wherever you can find it, but your work will not be reduced in the least.’” 12 So the people were scattered throughout all the land of Egypt to gather stubble for straw. 13 The taskmasters were urgent, saying, “Complete your work, your daily task each day, as when there was straw.” 14 And the foremen of the people of Israel, whom Pharaoh’s taskmasters had set over them, were beaten and were asked, “Why have you not done all your task of making bricks today and yesterday, as in the past?” Exodus 5:10-13

pharaohHave you ever been confronted with the workplace concept of “do more with less.” For example, be more efficient with less people. Or be more productive with less resources. Or make more sales with a smaller sales force.

Pragmatic leaders can often look at efficiency, productivity, and task management through the lens of the Egyptian Pharaoh in the days of Moses.

We read in Exodus 5 that after a confrontation with Moses, the Pharaoh, or king, ordered the Hebrew slaves to continue their brick making, but without their daily supply of straw.

To make bricks you needed mud, straw and lots of sun.  Pharaoh’s punishment was to remove one of the necessary elements, normally provided to them, so that their work would be harder.  They would now have to gather the straw AND  make the bricks.

Yet, they were to keep their same quotas; meet their same daily goals.  Do more with less.  Keep up the same productivity levels, but now with less resources.

I call this the “Pharaoh Effect” in leadership and I see it everywhere in organizational life.  Do more, expect more, demand more, but with far less resources, staffing, and support.

How can this be considered good strategy?  How can this not be considered what it was in Moses’ day – cruel and harsh punishment.

As a mid-level leader myself, one of my goals is to constantly advocate for my team to the upper-level executives.  To show their value, efficiency and productivity to those who make the highest decisions.   I must work hard to never become the task-master who sees their work as inferior or secondary to my own.  The minute I begin barking orders and cracking the whip on them as slaves, I loose my leadership influence forever.

In other environments, I find myself as a first-chair leader.  I would never go as far as considering myself anything like a Pharaoh or king, but in some situations I sit atop of the organizational chart.  In that role, I must never, no matter the budget shortfall or the climate in the boardroom, choose to remove necessary resources from my team with the hopes of greater productivity.  I simply can’t take away the straw and expect the same number of bricks.

“Sorry team, our computers are gone until we pick up the numbers.”  “Sorry team, vacation and sick days are gone until we see third quarter gains.”

If the straw must be removed, competent leaders must find other ways to encourage their teams toward ingenuity, creative pragmatism, and out-of-the-box thinking to rebuild and grow.

The Pharaoh Effect in leadership is everywhere, but it should be avoided.  Give your teams the resources they need to succeed otherwise they might take an “exodus.”