I rarely pay attention to American presidential campaigns because they continue non-stop and the candidates so often act like immature kindergarteners, with sweeping statements, nastiness, part-truths and mutual character assassinations. Sometimes entire groups of voters—like the elderly, Hispanics, or millennials–are described in simplistic and inaccurate ways. That includes evangelical voters. I rarely identify as an evangelical any more. My theology remains firmly evangelical: It has not changed. But it’s embarrassing to be grouped with people who share my beliefs about God but whose words, actions, and political views are so different from mine.
Last week a CNN reporter published his study of the evangelical sub-culture and identified seven groups, at least in the United States. If you identify as an evangelical in theology, do you fit among the following?
- The Old Guard. These people–James Dobson and John Hagee are examples–believe the US is and should remain a Christian nation. Many are highly involved with right wing conservative politics.
- Institutional Evangelicals like Rick Warren head megachurches, charities seminaries and evangelical organizations.
- Entrepreneurial Evangelicals (Jerry Fallwell Jr. or Kenneth Copeland) often have big ministries, television outreaches, and schools all built on good business models.
- “Arm’s Length” Evangelicals such as John Piper and Timothy Keller “talk more about Jesus than about politics.” They avoid political activism and focus more on “feeding the believers” and on charity.
- Millennial Evangelicals (Eric Teetsel, Jordan Sekulow and Jonnie Moore) grew up under the old guard and tend to be politically conservative, but they are less opposed to same-sex marriage or environmental regulations, and they are friends with people who don’t accept their views.
- Liberal Evangelicals are best represented by Jimmy Carter or Jim Wallis.
- Cultural Evangelicals say they are born again and accept evangelical theology but they rarely go to church. They are like nonreligious Jews who still identify as Jewish.
A recent report from the National Association of Evangelicals defines evangelicals as those who strongly believe that:
- The Bible is the highest authority for what we believe.
- It is very important for us personally to encourage non-Christians to trust Jesus Christ as their Savior.
- Jesus Christ’s death on the cross is the only sacrifice that could remove the penalty of my sin.
- Only those who trust in Jesus Christ alone as their Savior receive God’s free gift of eternal salvation.
What is your reaction? How much does it matter? Please comment.
Recently I completed a newspaper questionnaire promising to reveal my “career type.” Designed by Universum with at a least minimal scientific support, the tool identifies seven types of careers. Each of these is described if you click on comments below. I was identified as an Internationalist, somebody who is enthusiastic about building cross-cultural connections. In addition I would have liked to fall into the Leader or Entrepreneur categories but a Wall Street Journal article (August 24, 2015) shows the one big obstacle that paralyzes entrepreneurs and maybe others who are attracted to creative, innovative entrepreneurial work.
That obstacle is fear. The WSJ report describes research by Phillip K. Berger at University of Bremen in Germany. Here are highlights from Berger’s surveys and interviews with 600 entrepreneurs who talked about their start-up worries:
- People are less fearful if they have leadership experience.
- Same applies when there is intrinsic motivation. Fear is lower and perhaps success comes more often when there is a high determination to reach an entrepreneurial goal.
- Initial fear is seen more often in women, but women and men are equally successful when they move forward and build enterprizes.
- Cultural differences also play a role. The American culture seems to be more accepting of failure, especially because of the widespread “get up and try again” attitude. In other cultures there is more criticism and less acceptance of entrepreneurs who fail. That increases start-up fears.
- Fear is lower in people with a very high estimation of their ability to succeed. That might be expected. But these high-confidence entrepreneurs often lack the skills and qualifications to succeed so they’re more likely to fail.
- As might be expected, fear lessens when potential entrepreneurs can find partners, business professionals or others to join the venture.
- Fear also goes down when the entrepreneurial project can be broken into smaller steps so failure along the way is less catastrophic.
This was not in the article, but it would seem that fear would decline and confidence could grow when entrepreneurs have social support. Likewise, might fear be less in people, like Joshua in the Old Testament, who believe that their ventures are from God and who trust him to lead? Please click on comment to share your perspectives and experiences.
Mary Pipher is a clinical psychologist, best known for her writings. I have profited from many of her books, especially The Middle of Everywhere that chronicles her work with immigrants adjusting to life in America, and Writing to Change the World with its practical implications for established and aspiring writers who want to impact others. With this background, I eagerly read Piper’s recent article in Psychotherapy Networker (July/August, 2015.)
Piper describes a September trip to the Oregon coast with her husband. As a one-time Oregon resident and husband of a native Oregonian, I relished Piper’s descriptions but I was especially interested in her perspectives as she approaches the end of her career. Now almost 70, she has no plans for the future. Instead she tries to be “present for my life every day.” Quoting two poets she writes, “I’ve been where I’m going…. I’ve got a tiny future and a great big past.” Piper concludes that being her age is “a place to rest in the September sun before the cold and darkness come.”
In these times when everybody seems to be rushing, there is value and great peace in resting by an ocean at sunset. But doesn’t it sound empty and hopeless, sitting around waiting for the cold and darkness to come, with no thought to the years ahead? How different from 90 year-old Jimmy Carter’s press conference last month announcing his brain cancer. “I’ve had a wonderful life,” he said. “I am completely at ease…. I’m ready for anything and looking forward to new adventure. It is in the hands of God whom I worship.”
These are age related stories, for what Pipher calls “the September afternoons of life,” but there are principles here that apply broadly—to ourselves and to the people we work with regardless of age. Ask yourself what you might have said had you been on the beach with Dr. Piper. Here’s my answer: “I applaud your desire to pause and take stock when you face choice points in life. You’re right, things may get more difficult, but think about new adventures that might be over that horizon. Set goals and make some plans that might fulfill you and impact others. Trust God to lead as you set sail into the next stage of life. Don’t ignore your future. It could be better than your past.”
Please comment. Tell us what you might have said on that beach.
Marshall Goldsmith has been described as the world’s leading executive coach. That sounds like the blurb on a book cover but for Goldsmith there’s evidence to back the claim. He has coached numerous leaders in major corporations worldwide; has been acclaimed as a top executive coach by Inc., Harvard Business Review, Forbes, Wall Street Journal and similar publications; and has written a number of best-selling books on the management of ourselves and others. I read What Got You Here Won’t Get You There when it first appeared and recently have been reading his latest book Triggers: Creating Behavior That Lasts – Becoming The Person You Want To Be.
Goldsmith describes four elements for change, especially personal change. He presents these elements to both his individual and corporate clients, asking core questions that need to be addressed. Pondering these questions for myself has been a useful exercise. You might think about these especially if you or your clients are going through transitions or personal changes. Look at your life, career, or organization, then ask:
- What do I (or we) want to create? These are new goals and actions–both—that can lead to a better future. These can be fun to contemplate. (For me, creating includes completing a book that’s been in my computer half-finished for almost two years)
- What do I (or we) want to preserve? These are things that serve us well and are worth keeping, sometimes with a little updating. (My list includes mentoring and walking with a few emerging leaders and high-potential, forward-looking people. Few things inspire or invigorate me as much or more)
- What do I (or we) need to eliminate? Periodically things need to be let go, even if they are still productive and fulfilling. Eliminating is especially needed if we are planning to create or add anything new. Goldsmith wrote that unless he eliminated some of the busywork, he would never create something new. (I want to cut the time-consuming habit of reading other peoples’ blogs without putting time limits on myself)
- What do I (or we) need to accept? That’s what can’t be changed or what do we know won’t change. (One personal example is my reluctance to accept unalterable changes in my long-established travel, speaking and teaching activities.)
Answering these questions can keep us from stagnation and can move us in better directions in the future. Do you agree? Please comment.
This week I joined probably thousands of others in filling out a questionnaire as part of the International Coach Federation (ICF) Global Coaching Survey 2015. The survey is being distributed in 9 languages and you are invited to complete one of the questionnaires by going to www.CoachingSurvey2015.com.
One question asks respondents to identify the niches or specialties where we like to do most of our coaching. Have you noticed how you have fallen into some specialties, perhaps because of how others perceive you or how you identify yourself? For me, that’s helping others go through transitions, finding new life or career directions, adjusting to unanticipated change or making progress in reaching their God-given potential. I’ve been going through some of this personally right now so I appreciate the challenge of shaping the future and not being swept up by the expectations or perspectives of others. How, then, can we help ourselves and our clients shape their futures? Here are some suggestions. I know most of you will think of others.
- Look to evidence of God’s leading, through Scripture, prayer and other sources.
- Ask close friends or other respected counselors who know you, listen openly, challenge you, and help you think things through.
- Take time for reflection. For you that might involve solitude and journaling.
- Look at the options and be realistic, but also be optimistic.
- Look for the positives in your situation. They’re always there.
- Don’t dwell on negative influences or circumstances. These can pull you down.
- Make a habit of gratitude for what you have, including possibities.
- Be encouraging with yourself, your clients and others. This lifts everybody up.
- Rigidly resist bitterness and complaining. Remember that bitter old men and old women start out by being bitter younger people.
- Same with resisting cynicism. This can be humorous and self-righteous flaunting for a while but it never forms the basis of a healthy future.
- Honestly accept what you had that might be gone – your health, for example, hoped for opportunities or a trusted relationship.
- Take an honest look at what you have and what you can do. Build on this.
- Keep connected with encouragers who lift your spirits. For me that’s often younger, forward-looking people, including students.
- Always be gracious.
- Never stop learning. Be proactive in this.
- Now please take a couple of minutes to comment and tell us what you would add.
“Forward leaders rise to lead people to a better future. They are able to lead people further than they would have gone on their own.” With these words a pastor and denominational leader named Ronnie Floyd begins his recent book, Forward: 7 Distinguishing Marks for Future leaders. The title caught my interest but to me the content was not especially engaging, fresh, innovative or practical. Probably written as a basic text designed for Christian readers, the book’s “marks of forward leadership” are worth pondering. Future-directed leaders:
- Base their lives and leadership on biblical principles and Spirit guidance. These keep us focused and less inclined to drift from our values and mission. Clearly Scripture is a foundation for forward looking Christian leaders but does this mean that non-believers are all at a disadvantage?
- Are cross-generational. Good leaders know that a prime focus on one’s own generation can be limiting—preventing us from impacting and learning from those who are older and younger.
- Think about the future, without getting blogged in tradition or inertia. Future leaders challenge people to go further than they would go otherwise. This sounds like good coaching. We might add that forward thinking leaders are aware of trends and contemporary changes that help us think futuristically.
- Are culturally sensitive. Surely this is more than respecting people who differ from us or going on occasional mission trips cocooned in groups of naïve Americans. Cultural leadership means taking time and effort to interact and build friendships with people of different cultures and subcultures, understanding their mores and views of leadership, recognizing that leadership needs to be culturally adapted. Notice Paul’s approaches in Acts 17.
- Are teachable. The most effective speakers get to know their audiences. This applies as well to effective leaders, including counselors, pastors and business people who want to relate to their followers or clients. We know that cultures, people and leadership are changing constantly. As a result, long-term leaders need to alter their leadership styles significantly. Surely teachability also includes at least some familiarity with key leadership books, seminars or articles.
- Are compassionate. They care. The people we lead will respond best when we show sensitivity and compassion as well as competence and confidence.
- Are driven by something more. This is some bigger goal or compelling mission that drives leaders forward. I wonder if everybody really has or needs this?
What do you think makes a forward-oriented leader? Please comment.
Professional counseling does not occupy any of my time thee days but that’s where I have most training, where I am licensed by the state, and the subject of much of my writing and teaching. Not surprising, then, Psychotherapy Networker (PT) magazine goes to the top of my reading pile whenever it arrives. The articles on therapy have surprising relevance both for mental health professionals and for non-counselors like many who read this newsletter. The March/April issue addresses an issue that we all could consider profitably: We are older as a discipline, profession or individual. But is there any evidence that we are better? Stated differently, “Do our old ways fit the new times?” The PT answer seems to be “not much.”
- First we need to remember that established methods that have worked for years are not necessarily bad just because they are old.
- At times we all succumb to fads that claim to be revolutionary breakthroughs. (Mindfulness and evidence-based practices are among the most recent.) Therapists aren’t the only ones “succumbing to the allure of novel procedures and fancy theories, particularly those that promise quick and dramatic cures” and changes. In time most fads fade and we rush to something new.
- Despite all our approaches, methods, theories, and training seminars, this conclusion emerges as “one of the most robust research findings in the psychological literature: all therapies…produce the same level of results, regardless of the particular insights they promulgate.”
- “We need to embrace what our research tells us: a professional relationship organized around empathy, genuineness, respect, openness, congruence, collaboration, and goal consensus helps people change.”
- Cultural awareness counts a lot. Mary Piper writes that the main area where “we’re failing right is taking into account the impact of the larger culture on all of us…. The kind of verbal, cognitive, come-and-sit-down-in-an-office [or talk on the telephone or Internet] approach is deeply unsuited to the poor and underserved populations that we’re ignoring.” Overall our work “remains largely a white, upper-middle-class phenomenon.” Often we fail to recognize and understand the growing elderly population or the young emerging generations where we’re not connecting.
- No one of us can connect with everybody but we must not forget that we work and lead in community.
This picture is not limited to mental health professionals. For all of us the question remains. We are getting older but are we getting better? Please comment.