"Spiritual Leadership" (Henry and Richard Blackaby)

TITLE: Spiritual Leadership: Moving People on to God's Agenda
AUTHOR: Henry Blackaby and Richard Blackaby
PUBLISHER: Nashville, TN: Broadman and Holman Publishers, 2001, (308 pages).

This book is a classic. It is a no-holds-barred expose on the perils, the disappointments, and the immense challenges facing leaders, especially those intending to lead according to what God has intended them to lead. The constant messaging in the book is, "Spiritual Leadership is not an occupation: it is a calling."

It begins with a recognition of the challenges facing leaders. Not only are they constantly questioned by their followers through skepticism or a failure to meet expectations, leaders question themselves too about their sense, their purpose, and the meaning of spiritual leadership. The  Blackabys recognize that even secular leadership materials, like Harvard Business Review, point to some forms of Christian leadership. The problem about leadership in society is not a lack of leaders but a lack of understanding of Christian principles in leadership. This is where the authors seek to place this book.

Using Jesus as a model example, they redefine the purpose of spiritual leaders as moving people toward God's agenda in 5 ways:

1. "The spiritual leader's task is to move people from where they are to where God wants them to be."
2. "Spiritual leaders depend on the Holy Spirit."
3. "Spiritual leaders are accountable to God."
4. "Spiritual leaders can influence all people, not just God's people."
5. "Spiritual leaders work from God's agenda."

Through the life of Abraham, one is prepared to be a spiritual leader beginning with one's ordinary self and heritage, learning from failures, building spiritual landmarks, experiencing God's redemption, learning by experience, living by faith, braving the tough, demonstrating the faith, obeying God, and subsequently cultivating friendship with God.

Spiritual leaders will play a major role in vision setting. The authors highlight 6 wrong ways before pointing out the essential way to set vision toward God's agenda. Firstly, one cannot set a vision purely on the basis of something visible, because vision has more to do with invisible future rather than meeting an immediate goal. Secondly, leadership is not about duplicating success but thoughtful innovation in the light of God's agenda. Thirdly, it is not to feed inner vanity but God's purpose.  Fourthly, it is not need-driven, but dependent on calling. Fifthly, it is not simply due to the availability of current resources, but the vision will drive the organization to seek out whatever resources necessary, including the existing ones. Finally, leadership is not leader-driven but God-led. It is not focused on a small vision but dedicated toward a large one. I The authors have this special word for churches.

"While churches are sensitive to the needs in their communities, a need expressed is not the same thing as a call by God." (61)

They have a word for parents too.

"For example, when parents run their families by worldly standards, their children may experiment with the temptations of the world. The parents may believe what they need is a community center to keep their teenagers off the streets. In reality, what they need is to have Christ as the head of their home and to raise their children using God's standard instead of the world's. Need-based visions not only allow unregenerate people to set the agenda for churches, but they also tempt churches to focus on symptoms rather than causes." (62)

Well said.

On character, the authors warn of the illegitimate sources of influence like position, power, and personality. Often these clouds out God's authentication, encounters with God, character and integrity, to develop a successful track record of depending on God, and the need to prepare one toward God's agenda.

On purpose and goals, they point out three 'misguided goals' that are based on 'bottom-line mentality,' 'perfection,' and 'bigger, faster, and more.' Instead, the three 'worthy goals' are firstly to lead people toward spiritual maturity, leading people to lead, and leading in a way that brings glory to God.

On influence, leaders need to pray often, work hard, communicate well, serve others,  and maintain positive attitudes. The section on how to communicate is a tremendous resource for all communicators.

On decision-making, the most important task is not to make right or wrong decisions, but to be prepared to bear the consequences of any decision made. They provide four guidelines on decision making.

1. Letting the Holy Spirit guide them through prayer, the Word of God, and discerning circumstances;
2. Teachability
3. Aware of their history
4. Accountability to God

Spiritual leaders will manage time wisely through scheduling, and their understanding of God's will helps them say yes or no to various demands. They cultivate healthy routines, delegate appropriately, and apply focused concentration to the most important tasks.

Finally, the Blackabys give ample warnings on the pitfalls of spiritual leadership. They highlight ten of the most common pitfalls.

1. PRIDE that take credit from others, that makes one unteachable, leading to a increase in self-sufficiency and a decrease in compassion for others.
2. SEXUAL SIN: where 5 safeguards are not practiced. Safeguards of accountability, heeding own's counsel, contemplating consequences, developing healthy habits, and prayer.
3. CYNICISM that continually concentrates on the negative that they lose sight of the positives and the big picture.
4. GREED of money, possessions, power, that distracts the leader from the real important goals.
5. MENTAL LAZINESS where people are 'intellectually stagnant' and never start growing.
6. OVERSENSITIVITY in which people cannot handle criticism, and are unable to take opportunities to learn from constructive criticism, and easily discouraged by negative remarks.
7. SPIRITUAL LETHARGY in which people forgo the time with God and mainly works on a get-things-done mentality.
8. DOMESTIC NEGLECT where one neglects the family.
9. ADMINISTRATIVE CARELESSNESS where basic fundamentals of administrative efficiency are compromised. This is especially in the area of conflict resolution and communications within and without the organization.
10. PROLONGED POSITION HOLDING in which some leaders stay too long on their positions and prevent newer people from stepping in.

Thankfully, the authors conclude not with pitfalls, but the rewards of a spiritual leadership that honours God and moves people toward God's agenda.  They point to two kinds of rewards. The first kind are the tangible rewards like monetary, legitimate power, respect and prestige. The second kind focuses on five types of spiritual rewards. Firstly, it is a reward of God's affirmation and calling. Secondly, it is the integrity at home, at work, relational, and self. Thirdly, the reward of contribution to people, to organizations, and to the next leader in line. Fourthly, the rewards of relationships in family and friends. Fifthly, the rewards of influence.

Closing Thoughts


This is a very comprehensive book on spiritual leadership. If Oswald Sanders's book of the similar title has done for his generation in the 60s-80s, the Blackabys have done the same for the generations beyond the 80s. With the many stories, illustrations, and wisdom of real life examples, the individual points are communicated clearly and powerfully. The authors have not only given readers a broad range of leadership material, they have helpfully reminded all leaders past, present, and future, or leaders to be, that leadership is not about us or the organizations we serve in. Leadership is beyond just seeing the big picture. It is living beyond ourselves by looking at the world from God's perspective. It is replacing worldly goals and agendas with God's agenda. It is not about moving up the hierarchy of power and prestige but moving people along toward God's will and purposes.

This is what spiritual leadership is all about. I recommend this book highly for students of leadership, existing leaders, teachers, trainers, and anyone concerned about the quality of leadership in any organization.

Rating 5 stars of 5.

conrade

"Spiritual Leadership" (J. Oswald Sanders)

TITLE: Spiritual Leadership (Commitment To Spiritual Growth)
AUTHOR: J. Oswald Sanders
PUBLISHER: Chicago, IL: Moody Press, 1994, (192 pages).
ISBN: 0-8024-6799-7

This book is a classic work on spiritual leadership. First released in 1967, it has been republished several times and remains one of the key references for learning about spiritual leadership. Initially given as a series of lectures for the Overseas Missionary Fellowship (OMF) in Singapore in 1964 and 1966, this book has been updated and revised for the new generation.

One look at the way the book has been setup is a clue that this book was not meant to be published as a book in the first place. Sanders has prepared the work to be spoken rather than written. That is why there are no neat categorizations or broad structural flows in the texts. Moreover, some of the chapters appear to end abruptly, just like how some preachers cut short their sermon endings when they run out of time. Nevertheless, the value of the book lies in its constant assertion that Christian leadership is spiritual in nature. It is an honourable ambition. It is designed with Christ as our Model and our Leader. Sanders compares natural and spiritual leadership in terms of flesh vs spirit. He brings out biblical insights from Paul and Peter, as well as many examples from the Old Testament.

Some essential qualities of leadership include the fundamental aspects such as discipline, vision, wisdom, decision, courage, humility, integrity, and sincerity. He also deals with the challenges to leadership like how to deal with anger, leading with humour and friendship, tactful, inspirational, and one who communicates well. Most importantly, Spiritual Leadership is to be led by the Spirit.

Other aspects of leadership includes how the leader prays, the use of time, reading, and the courage to face suffering and persecutions. One of the most important aspects of leadership is the readiness to deal with the challenges to spiritual leadership.

• Counting the costs in self-sacrifice, always mindful of Christ's greatest sacrifice.
• Temptation of loneliness that weighs leaders down.
• Threat of criticisms
• How rejections can bring a leader down
• About the pressures and perplexities of life

Sanders ends with an exhortation on the prophet Nehemiah, saying that the primary task of spiritual leadership is to 'build the faith of others.' Indeed, a leader can lead by example, and to live through his own life challenges. In order to strengthen the faith of others, the leader needs to strengthen his own faith. In order to encourage others, leaders need to find encouragement in God and how to deal with their own discouragement. In order to make disciples of Christ, leaders need to be disciples themselves. In order to be spiritual leaders, they need to be led by the Spirit.

Be warned. This book may be easy to read, but practicing it requires us to be led by the Spirit.  Interestingly, note the subtitle on the front page of the book, 'principles of excellence for every believer.'  This book is not just for leaders. It is for ALL believers.

Rating: 4.75 stars of 5.

conrade

"7 Toxic Ideas Polluting Your Mind" (Anthony Selvaggio)

This review was first published at my new books blog at BookSaint.

 conrade

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TITLE: 7 Toxic Ideas Polluting Your Mind
AUTHOR: Anthony Selvaggio
PUBLISHER: Phillipsburg, NJ: P & R Publishing, 2011.

Amazing. Once in a while, we get a book that speaks frank and direct about what is right and what is wrong. As our world becomes more interconnected, with pluralism and widespread acceptance of everybody regardless of lifestyles, Selvaggio brings clarity without mincing words. The key concern in his book is that toxic ideas will lead to idolatry. Slowly but surely.

A 'toxic idea' is anything that changes a worldview. The author writes:

"The consequences of ideas become even more powerful when these ideas morph into a comprehensive ideology, or worldview. When an idea becomes a worldview, it can alter the entire course of a civilization." (14)

The Seven Toxic Ideas

They are technopoly, neophilia, egalitarianism, individualism, materialism, consumerism, and relativism. The danger of technopoly is due to the uncritical acceptance of technology which leads to 'disengagement, distraction, and disembodiment.' The danger of Neophilia is the uncritical acceptance of all things new, that leads to a disregard for history, choosing progress over preservation, and choosing the new simply because they are 'new' and discarding the old simply because they are 'old.' The danger of egalitarianism is the total disregard for order and hierarchy, placing equal authority on everybody, leading to an inability to discern good from bad, fostering in kids the arrogance of equal rights regardless of how capable they are. The danger of individualism is the way it encourages narcissism, self-indulgence, which ultimately leads to self-destruction. The danger of materialism is that it leads one to subtly reject the fact of man being created by God, that we are of no spiritual significance, and that man can perfect himself. Worse, it can lead man to think that he is God. The danger of consumerism is the tendency to worship our 'stuff' that we live to consume more and more stuff. Pointing out the dangers of the prosperity gospel, and how Church has also been infected by consumerism, the author urges the reader to reject consumerism. The danger of relativism is that it assumes that everything is relative, even God. It projects two errors. Firstly, that it is not possible to know the truth, and secondly, it is possible to avoid truth.

In dealing with all of the toxic ideas, Selvaggio defines what it is. He points out the tricks of the adversary. He lists the dangers in the culture at large, and the insidious dangers when it infects the church. He then goes through some biblical principles before ending with a call to reject such worldliness including the pulpit and at all levels of the church.

My Comments

This is a tough book to read for people who are already steeped in the toxic ideas. Like the proverbial frog in the kettle, the longer we are in the warming waters of the kettle, the less sensitive we are to changes. Selvaggio supports his ideas with frequent references to scholars and influential writers. For instance, the word 'technopoly' is borrowed from the fame cultural critic, Neil Postman. He affirms Marva Dawn and Albert Borgmann's ideas about the dangers of accepting technology uncritically. He quotes DA Carson rather frequently, with thoughts critical of the emerging church movement that tends to adopt too quickly the 'newness' in terms of 'relevance' and jazzy technosavvy programs.  I thought his chapter on egalitarianism is particularly poignant. In an age where many societies are preferring to fight for their rights rather than to discharge their responsibilities, many people base their opinions not because it is right or wrong, but simply because they have a right to say something. The sad thing is that egalitarians may refuse to accept correction arguing that any attack on his ideas constitute an infringement on his rights! Now, that is toxic!

Some may critique the book for being too 'fundamentalist' or too 'rightist.' I prefer to see otherwise. The book is basically a warning against the wholesale integration of these worldly ideas that masquerades themselves in becoming all things to all people. I believe this book is an important contribution to the frog in the kettle syndrome all over the world, even in the church. We need to wake up and stand up for the truth. We need to be bold to correct one another gently in love. We need to grow deep roots in God. We need wisdom to know, and discernment to choose. We cannot let toxic ideas continue for it becomes even more toxic over time.

Ratings: 4.5 stars of 5.

conrade

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This book is supplied to me free, courtesy of P&R Publishing and NetGalley without any obligation for a positive review. All comments given are freely mine.

Book: "First Things First"

TITLE: First Things First
AUTHOR: Stephen R. Covey / A Roger Merrill / Rebecca R Merrill
PUBLISHER: NY: Simon & Schuster, 1994.

This book challenges us to break away from old paradigms, which are no longer effective. It calls us to adopt a new 4th generation approach of using the compass rather than the clock. Putting ‘first-things-first’ is a neat little way to remind us that our priorities in life should be reflected in the way we manage our lives. It has very practical organizational models like the Quadrant II ‘way of thinking’, which forces one to put the more important things ahead of others (101). This is an important little detail, lest the reader assumes that following the method or using the tool is the way to achieve first things. Instead, it delves into one’s philosophy, which ought to underline one’s way of living and behaving.

Book Review: "When Better Isn't Enough"

TITLE: WHEN BETTER ISN'T ENOUGH - Evaluation Tools for the 21st-Century Church
AUTHOR: Jill M. Hudson
PUBLISHER: Herndon, VI: The Alban Institute, 2004, (170 pages)


This is a book about evaluating and measuring Church work and workers. It is about the need to change and to grow. Both are critical. Using 12 measurement 'tools,' Hudson helps readers to intelligently and practically put in place a template for enabling the Church and the workers to grow and to change accordingly. The two myths that are stated are helpful in setting the state for change and growth. The first is the myth that one can change without growing. Without the openness to change, congregations wrongfully assume that things can easily remain the same way, even though no growing is done. The second is the myth that one can change without conflict. This is another of those popular sentiments of measuring Christian love according to how 'nice' people are to one another.

Hudson is very aware of the postmodern climate. She describes such a climate as one that is like:

• The belief that knowledge is certain and truth can be objectively sought; This gives rise to a higher authority given to science and technology;
• Rise in women rights and a fight for a more level playing field;
• Lower trust in institutions;
• Culture is increasingly open to alternatives, like medicine, ecology, atheism,
• Experience is the new yardstick to morals, ethics, and values;
• The wide variety of choices.
• 'postmoderns want to stand out, not fit-in.' (10)
• Relative truth

Hudson proposes that the new postmodern church pastor must reflect the following 12 characteristics (p32):

1. The ability to maintain personal, professional, and spiritual balance.
2. The ability to guide a transformational faith experience (conversion).
3. The ability to motivate and develop a congregation to be a 'mission outpost' (help churches reclaim their role in reaching new believers).
4. The ability to develop and communicate a vision.
5. The ability to interpret and lead change.
6. The ability to promote and lead spiritual formation for church members.
7. The ability to provide leadership for high-quality.
8. The ability to identify, develop, and support lay leaders.
9. The ability to build, inspire, and lead a 'team' of both staff and volunteers.
10. The ability to manage conflict.
11. The ability to navigate successfully the world of technology.
12. The ability to be a lifelong learner.

Each characteristic is then followed by a set of questions for the pastor to examine himself with. There are also questions for the board or review committee to ponder about. 

My Comments
I read this book with some caution. While the book directs the 12 characteristics at the postmodern church pastor, it comes across as one that is too pastor-centric. It centers on ability more than quality. It looks like a skill driven list rather than a list to enable some kind of a fit between church, pastor, leaders, and congregation. I understand that Hudson is targeting pastors and Church leaders. After all, evaluation is usually most relevant to these people.

I think that such a book is a good kickstart to any evaluation exercise. It should not be the only tool used. I personally prefer it to be used alongside a team-directed kind of a evaluation exercise. Doing Church is a team effort. It cannot be completely thrown at any one person. The book does well on the nitty-gritty of church work. Most importantly, it requires the affirmation of the traditional facets of Christian faith, and an awareness of the changing postmodern environment. The book will be better helped with more biblical content, and the application of it. This is my main critique. How did Hudson draw from the Bible the 12 characteristics? What about the explicit preaching of the Word? What about the prayer life?

That said, this book is a certainly a book where 'better' is not quite enough.

conrade