The Testing of Philip


I've written a book and now face the daunting task of finding a publisher to help launch it. My husband, Bud, wrote an amusing (but serious) devotional for me based on John's account of Jesus testing Philip prior to feeding the 5,000.

You may not be attempting to publish a book but you may face some other seemingly impossible task. So, I thought you may enjoy "The Testing of Philip", too.


At some point, Jesus put it into the heart of an author, Philip, to write a book that would help believers and advance the Kingdom of God. Great crowds of people needed the wisdom of this book because, despite living as Christians, they still struggled with many pains and problems, as all people do.

So, an idea come into Philip’s mind and he wrote a book.

Jesus, pleased that Philip had used his gifts wisely thus far, looked out upon the world and saw a great crowd praying and beseeching Him for help. Although many of them did not know it, they needed exactly the kind of help offered in Philip’s book.

Through the Spirit, Jesus said to Philip, “How will you publish and launch this book?” (He only put this question in Philip’s mind to test him, for he already had in mind what he was going to do.)

Philip answered him, “Well, I’m told you must have a gigantic platform in order to catch the interest of a publishing house, much less sell the book. You need big name endorsers, too. I don’t have either of those things and they will take years to build. Besides, all that networking stuff makes me gag. Frankly, I just don’t see that I have the resources.”

Then someone said “Well, Philip, you do know a couple of lesser known Christian celebrities and you have several hundred folks on your mailing list, but I guess you’re right, what difference will that make?”

Jesus said, “Philip, wrong answer. But here’s the correct answer: start with what you have. Be thankful for what you have. Pray over what you have. Give what you have. Keep on giving – not until there’s nothing left, because there will never be nothing left, but until everyone’s need has been met.”

So Philip, began to pray and determined to publish his book. He did so and when it was over, the book ministered to thousands of hungry people, and he earned enough to carry him through to the next one.

Four Types of People Who Resist Change

time for change.jpg

Resistance to change most often springs from the well of emotion. That’s why helping people overcome their resistance and move forward requires emotional intelligence!

Of course, every individual brings their own particular motivations to a situation but I’ve identified below four kinds of people who may resist change. Understanding their motives can help you design an approach that has the best chance of winning them over.

Devil’s Advocate Dan. The “devil’s advocate” can be misconstrued. It’s easy to dislike Dan, the contrarian, the person who bucks popular opinion, the one who points out negatives when everyone else points out positives.

True “devil’s advocates” (as opposed to straight up trouble makers) actually have the best interest of the church in mind. They genuinely fear that serious obstacles may have been overlooked, that the group is rushing toward a poorly thought-out decision.

I recommend listening to Dan carefully. His gift is not to merely rain on the parade but to help you honestly answer this question: are our plans really the best they can be? You calm Dan’s concerns not by blowing him off but by making sure that, in fact, you have reasonable answers to all his objections.

Anxious Annie. Annie suffers from free-floating anxiety. She’s nervous about many things. Any change scares her. She may state reasons but really she’s simply suffering from an anxious inner state. Annie needs reassurance: everything’s going to be ok.

Power Broker Patty. Patty craves control. She fears the loss of status or personal power. Proposed changes strikes her as a threat to her sphere of influence. You will need sufficient backing from other influencers to overcome Patty’s “objections” to the change. That’s why you build a team of change leaders, as I pointed out in a previous article.

Traditional Tom. Tom is set in his ways and often will tell you so plainly. If it ain’t broke, don’t fix it. We’ve never done it that way before. We’ve been doing it this way since the beginning of time. Tom genuinely fears the loss of the stable, secure, familiar way. You will need to help him realize that the only way to preserve the best of the past will be to move forward.

You likely can think of other reasons people fear change. Feel free to comment below and let me know your thoughts.

The main thing we’re trying to communicate here: people often fear change. Any successful effort to lead change has a far greater chance of success when you address those various fears throughout the process.  

Eight Step Process for Leading Change


The early church needed an organizational change in order to deal with issues around feeding widows. They made the changes successfully, and Acts 6:7 indicates the happy results:

So the word of God spread. The number of disciples in Jerusalem increased rapidly, and a large number of priests became obedient to the faith.

What changes would you lead your church or organization to make if you could? What would be the first steps or stages? What challenges do you think you would face if you launched a major change initiative?

I ask these questions because it appears to me that many proposed changes introduced by pastors to their churches ultimately fail or even get shot down before they ever get started. Would you agree or disagree with that premise?

Surely, if that is the case, pastors must often feel discouraged about leading change; perhaps even a little burned out on even trying. Again, though, I would be curious as to whether you also find this to be true.

Finally, I wonder if you believe your education and background have well-prepared you to skillfully and effectively lead change initiatives.

If not, I would like to recommend Harvard Professor Dr. John Kotter’s book, The Heart of Change: Real Life Stories of How People Change Their Organizations which lays out an eight step process for leading change. It’s not a new book but Kotter’s model has come to be considered one of the very best.

So, you may find it useful.

In it, he lays out an eight step process for leading change: 

  1. Create a sense of urgency around the need for change.
  2. Form a powerful coalition of change leaders throughout your organization.
  3. Create an overall vision for the future that people can easily grasp.
  4. Embed your vision within everything you to do.
  5. Check for barriers and remove obstacles in the way of implementing change.
  6. Create short-term targets (“quick wins”) to give your organization an early taste of victory.
  7. Look for opportunities to build on quick wins and identify areas of improvement.
  8. Make change an integral part of organizational culture

I wonder if you find those eight steps thought-provoking, as I do. Do you think you could apply them in your ministry? Do you see any scriptural support or censure against any of those steps?

In any case, if you’re looking to lead change and want a great book on the subject, definitely check it out Kotter's The Heart of Change. It's available on Amazon and elsewhere.   Oh, and by the way, if you read it, you will see the connection between emotional intelligence and change leadership early into the book!

Eight Big Reasons People Resist Change

old way new way.jpg

Ever tried to implement a big change and watched the effort fall short, maybe even get shot down before it got off the ground?

(A pastor once told me he wanted to move a table from one side of the fellowship hall to the other. Before he could complete that simple task, several people had already informed him that the table should stay exactly where it was!)

People tend to resist change, even trivial ones. Big widespread changes to programs or approaches? Even more so!

If you’ve ever tried to lead a significant change initiative, you’ve likely encountered resistance.  In fact, that’s why many change efforts fail. So the questions are, “Why are people so resistant to change?” and “How do I as a leader overcome that resistance?”

Let’s start with the first question. Here are eight reasons people tend to resist change both before and during the process.

  1. They don’t see the need to change.
  2. They think the proposed change is essentially just one person’s (or one small group’s) opinion.
  3. They don’t have a clear vision of what the future will look like after the change.
  4. Major changes take time and people tend to lose focus after a while.
  5. Barriers to the change seem numerous and insurmountable.
  6. As things progress, they don’t see any immediate results.
  7. They don’t recognize the numerous opportunities for immediate improvement.
  8. The group as a whole embraces the status quo over progress.

Study those and I believe you will find within them seeds of answers to the second question, “How do I as a leader overcome resistance to change?”

Harvard Professor Dr. John Kotter in his book The Heart of Change lays out an eight step process for leading change designed to address each of those problems. I plan to share a bit of Kotter’s process in my blog article next week.

One thing for sure, though, successful change initiatives require some forethought and strategy.  It’s helpful to think through your approach to overcoming each of the eight reasons people resist change.

For now, I would like to leave you with the primary thesis of Dr. Kotter’s book. He says, ”Our main finding, put simply, is that the central issue [of leading people through change] is never strategy, structure, culture, or systems. All those elements, and others, are important. But the core of the matter is always about changing the behavior of people, and behavior change happens in highly successful situations mostly by speaking to people’s feelings.” [i]

When God instructed Joshua to begin huge “change initiative” of conquering the Promised Land, He included several exhortations to not be afraid.

Perhaps we also do well to address the emotions of people when leading them into something new.


[i] Kotter, Heart of Change, p. x

10 Questions Pastors Should Ask Their Members


Jesus asked his followers lots of questions, including the famous duo of questions: “Who do men say that I am? Who do you say that I am?”

Perhaps his example suggests we should be more inquisitive!

Leadership guru John Maxwell wrote a book entitled Good Leaders Ask Great Questions. In it he says, “If you want to be successful and reach your leadership potential, you need to embrace asking questions as a lifestyle.”

Maxwell backs up his assertion with a list of eight reasons why this is so. As a proponent of emotional intelligence as a key leadership skill, his third reason particularly caught my eye:

“Questions are the most effective means of connecting with people.”

Of course, as a counseling psychologist who spends twenty plus hours weekly asking people questions, then listening closely to their answers, I may be biased. However, if what Maxwell asserts is true, and I believe it is, then every pastor really should master the art of asking the right questions often.

Now, if the proliferation or articles on the internet serves as a reliable guide at all, there’s plenty of advice for pastors on what questions to ask in one particular situation: when interviewing as a pastoral candidate.

Of course, that is in fact a critical time to be asking all the right questions. So if you’re interested in learning more on that topic, here’s just one of the many articles available (in this case, from Christianity Today).

My contention, though: a good pastor never stops asking great questions.

If you agree, you may want to check out this little tool I’ve prepared called Ten Questions Pastors Should Ask. It’s a great list of conversations starters that will generate insightful and helpful feedback from your members.

It’s not a conclusive list of great questions and I am sure you have others. In fact, if you have a particular favorite question you like to ask, please post it in the comment section below as a way of sharing with others!

Four Reasons to Welcome Feedback

feedback 2.jpg

She chewed out Pastor Larry angrily, her temper flaring. He tried to reply calmly but nothing he said seemed to help.

Finally, she stormed out of his office.

That wasn’t the end of it, of course. She emailed a denominational leader. She talked to people. Other members weighed in with their opinions. Some took sides.

Unfortunately, a few folks left the church.

Her anger and frustration should not have totally surprised Pastor Larry. This conflict had been brewing for some time. It could have been addressed earlier and more proactively with less damaging fallout.

However, Pastor Larry missed all the warning signs. Never saw it coming. Why? As he later admitted, he failed in the arena of receiving feedback.

The member had spoken with him previously, always in a more calm and reasonable manner. She had laid out her concerns rather plainly, actually.

Pastor Larry listened superficially and politely each time. He didn’t agree with her, so he merely ignored what he heard and moved on. In other words, he blew her off, just as he tended to do regularly when members approached him with suggestions, observations or complaints.

Most people responded to his disinterest by simply shutting down. In some ways, Pastor Larry realized this and liked it. He didn’t really want to hear a bunch of complaints or silly suggestions anyway.

However, this lady did not shut down. She blew up! When she did, others took her side.

That’s not to justify her immature, dysfunctional behavior. She behaved badly.  

Yet, reality is that Pastor Larry could have saved himself a lot of trouble by paying more attention to feedback from her and others.

Did he need to implement every suggestion, agree to every criticism or endorse every opinion presented to him? Of course not. He could have paid more attention, though, to what folks were trying to tell him.

Here’s my challenge to every pastor: strive to welcome feedback – positive or negative. Here are four big reasons why:

  1. To stay in tune with people’s thought and needs
  2. To learn how people are perceiving your actions and motivations
  3. To find genuine opportunities to grow as a Christian and a leader
  4. To prevent destructive conflicts – at least in some cases – by heading them off at the pass

Pastor Larry’s trouble eventually blew over; he made some changes and became a wiser, more effective pastor. He gained this insight, though, at the cost of upset, hurt and a few lost members. He also had missed out on good ideas from his less volatile members who simply didn’t share them because they knew he would not respond.

Proverbs 15:31: If you listen to constructive criticism, you will be at home among the wise. (NLT)

Let folks know you want their feedback. Then, make certain to listen, prayerfully consider and provide a thoughtful response when they offer it. You will be a wiser pastor for it.

Top Seven Real Life Problems Facing the People in Your Pews

congregant praying.jpg

Want to make your preaching more relevant? I'm certain you do.

My work operating a Christian counseling center provides a unique overview into the problems facing Christians -- at least, those in my geographic area -- and I have no reason to believe it’s much different in yours.

So, I thought it may be useful to share with you my perspective on the "real life" problems some of  your congregants may be thinking about on Sunday mornings as you deliver God’s Word to them.  

Here's my top seven problems occupying the minds of the people in your pews.

1. Marriage Problems.  Roughly 40-50 percent of calls to our office involve marital problems. If you think no one in your congregation currently struggles with their marriage, has affairs or is currently contemplating divorce, well, you may want to rethink that.

2. Affairs.  Did I already mention affairs? Fact is, several hundred people came to my counseling center last year to see me or one of my associates. Of those seeking marital counseling (including professing Christians), many come to address an extra-marital affair. This has really burgeoned over the last decade as social media has broken down barriers which previously made crossing that line more challenging.

3. Anxiety. Another top reason Christians coming to counseling: anxiety. Prolonged stress, perfectionism and trauma contribute to the anxiety puzzle. People show up frequently complaining of panic attacks, racing thoughts and similar symptoms.

4. Depression. Yet another big reason Christians coming to counseling: depression. Many describe depression as this cloud that won’t leave or the inability to climb out of a horrible pit. People complain of depression that interferes with sleep, appetite, and ability to focus. They feel hopeless, worthless and full of shame and guilt. Some fantasize about suicide.

5. Addictions. Alcohol abuse, cyber addiction, and porn addiction often show up in my office. We see many family members in pain because someone they love is addicted. We see those who have lost family and friends to the heroin crisis.  Not infrequently we see people with shopping or gambling addictions or with hoarding disorders, which some consider an addiction.

Addiction of some nature is probably the second most common factor we see in marital counseling as well. Again, if you think no one sitting in one of your pews Sunday morning struggles with addiction, you may want to reconsider.

6. Debilitating levels of stress. Many people we see feel stressed to their breaking point. The most common stressors include financial, job or career problems, children’s problems, time and schedule conflicts, and caring for elderly parents.

As you know, most couples both work full time jobs, then spend a significant portion of the evening helping kids with homework in addition to running them to various extra-curricular activities. Some take on the role of part-time caregiver for parents while still raising teen-aged children.  Many feel the stress of problems in multiple areas of life.

7. Loss or Trauma. Loss of loved ones, especially untimely deaths of children, parents or other close relationships burdens some people. Those with unresolved childhood trauma seem to have greater difficulty.  Other losses that people present to me include loss of health, coping with an empty nest, job loss, and aging.

I also see people who have experience the trauma of combat situations, accidents, losses or other catastrophic events. Increasingly, children experience increased feelings of trauma and fear due to school shootings and other events.

Finally, one additional, significant reason people come for counseling: spiritual problems. Now, Christians rarely cite “spiritual problems” as their main reason for coming to counseling. However, I often hear the following themes as people talk to me:

  • Lack of devotional or prayer life
  • Condemnation or fear that God is ‘mad at me’.
  • Anger towards God and sometimes estrangement from Him along with some version of, “Why did God allow this to happen to me? He could have stopped it if he wanted to!” (This is very common.)

Pastor, likely, you too see these problems in your ministry. Hopefully, this elaborated list can serve to help you be even more alert to the problems the people in your pew actually wrestle with as you preach to them on Sunday mornings and make the Gospel of Jesus their greatest source of hope and help.

Three Things to Overcome If You Want to Break the Micromanaging Habit


Some pastors struggle with a serious obstacle to effective leadership: micromanagement.

Often, this involves supervising minute details of subordinate’s responsibilities. Other times, it may play out as what I call “clipboard management”: personally ensuring that all rosters, sign-up sheets, luncheon menus, committee agendas and every other administrative detail has been completed correctly.

I’ve struggled with this myself. My counseling center was not able to grow rapidly until I broke the habit of taking every little problem into my own hands. I’m learning to step away and let others handle the details!

If you know that you micromanage, you probably already recognize it as a problem, right?

You need to shift your gaze from the minutia to the strategy, from the operational details the strategic larger vision.

Fail to do so, and you run the risk of stunting the development (and morale) of volunteers and paid staff, and yes, even the numerical growth of the church.

After all, your church will not grow beyond the horizon of your gaze.

Plenty of articles offer warnings on the dangers of micromanaging and prescriptions for what to do instead.

It’s easier said than done, though, to abandon micromanaging habits and move on to higher levels of leadership!

Of course, I don’t know you personally and we’re all unique individuals, but if you find yourself operating as a micromanager, one of the three following factors may be at play.

Your foe may be perfectionism. You may fear that if you don’t do it, it won’t be done correctly or well. Fact is, sometimes that will prove to be the case. But if someone makes a spelling mistake in the church bulletin, so what? Consider what really drives your fear of a mistake. Then overcome that fear!

Your fear may be of losing control. These days, when problems arise at my counseling center, I am much more likely to walk away from my administrative personnel and let them handle it. Maybe you need to work on something similar.

Your mindset may be tuned to a lower level. Maybe you’re simply not trained in the skills of organizational leadership. Perhaps your background didn’t prepare you to cast a vision, lead people and empower them to achieve it. However, those skills can be learned.  

God called you to greater things than dressing down an administrative assistant because she made some small error. He called you to higher tasks than making sure someone brings salad to the picnic.

Certainly, we all have to attend to some administrative details we would rather leave to others. However, we must not allow ourselves to focus too much on such matters. Instead, let's lift up our gaze to the horizon and beyond, then take our people there!

7 Lessons from Betrayed Leaders

lifted hands.jpg

I’ve blogged over that past several weeks mostly about the unspeakable pain of betrayal. 

  • A youth pastor forced out of a position
  • A Christian CEO subjected to serious but completely false accusations
  • Plus, I’ve spoken with other leaders who faced relentless, undeserved opposition

So, what good could can God possibly bring from betrayal? At a minimum, what can we learn from these folk’s stories? I’ve summarized below seven lessons – kind of a mix of lessons and observations, really – I’ve gleaned and found helpful.

1. Deal head on with your feelings. All the people I spoke to who have successfully dealt with the pain of betrayal have grieved, cried it out, or talked it over with others in some fashion. Several sought out therapy. Rather than merely hurting silently they focused on processing their feelings and worked through to a better place.

2. Engage in self-reflection. Every single person stated that during recovery from betrayal they became aware of areas of their own lives in which they needed growth.  One pastor whose story we have not published realized while being forced from his pastorate that his own anger, regardless of the things done to him, was out of control. He’s worked diligently over the years to correct that fault.

3. Forgive. You, like Jesus, simply must forgive betrayal. There exists no other way to get on with your life in a whole and health manner.

4. You can come away with a deeper faith, trust and dependence on God. As several leaders stated in one way or another, “God will always see you through”. 

5. You can gain wisdom about working with people. They learned and planned for more effective ways to deal with people in leadership in the future.  We’re not talking here about becoming cynical or generally distrustful. Instead, folks told us that they gained insight into the signs of a genuinely trust-worthy person.

6. You may learn things about yourself – and find some areas of potential improvement. As I said above, the survivors of betrayal I wrote about all did some self-inspection. It wasn't uncommon to hear some say that they themselves were not completely blameless in the difficulties they experienced. 

7. Scars, yes, but healing, too. Scars remain for all of them. But the bleeding has stopped and there is no infection. Some pain still remains but they are not crippled by that pain. They report feeling healthier emotionally and spiritually than ever and wiser with others. Most report a desire to help others through their own pain. Some told us they are now in the best place emotionally that they ever have been. They lead thriving organizations, churches and ministries.

I hope that betrayal never happens to you or me.

However, if it does, we remember that Jesus knew the pain of betrayal, too. We may be called to share some measure in that suffering. Yet, God will also help us through that dark night and in due time into the dawn of greater joy in life and success in ministry.

Finally, thank you to all who shared your stories with me. I pray for continued healing in your life and greater fruitfulness than ever in your service to Christ.


A Christian CEO Recovers From Betrayal and Discovers the Faithfulness of God

[I share Julie’s story with her permission although under a different name and a few altered details in order to protect the privacy of all involved. Julie wants to relate her experience in hopes it may help someone else and for that I thank her.]

CEO businesswoman.jpg

Have you ever been blind-sided?

Julie sat in her counselor's office, as she had regularly over the past year, tears in her eyes.

She is by no means a weak person. In fact, Julie is a very high achiever and a strong Christian.

An entrepreneur in her 30’s, she launched her own non-profit from scratch about eight years ago. She experienced tremendous success as her organization grew rapidly into an international ministry. The city she lives in recently recognized her as a top leader in in her region.  

So, what brought her to the point of tears?


This is what happened. When she started her growing and thriving organization, she selected a right-hand person to work with her very closely. Julie went to church this person and worked with her every day.   

Julie trusted her implicitly.

Imagine her shock and dismay to learn this person had launched a campaign of lies about her in the community, outrightly accusing her of misappropriating ministry funds! Blindsided, Julie felt devastated.

She assembled a quick meeting of her board. Fortunately, their accountant assured the board that the organization's finances were in tiptop shape. There existed no possibility of impropriety whatsoever.

The board acted quickly and decisively. They instructed Julie to fire this person right away which she did. However, the firing created additional backlash as Julie’s once trusted friend, now nemesis, began talking to people in Julie’s Christian circles, smearing her and spreading additional rumors.

The person also attempted but failed to launch a duplicate organization. Some people believed the rumors. Still do, in fact.

Julie, despite the stereotype of the hard-nosed CEO, is a sensitive, caring person. All this hurt her deeply and thus her visits to a therapist to deal with depression and even burn-out.

Here’s the encouraging part. After a year of therapy, prayer and to some extent just the passing of time, Julie feels much stronger.  

When I told her that I had been writing some articles on Christian leaders recovering from betrayal, she actually asked me to publish her story. She wants others to know that healing lies on the other side of the storm.

In speaking with Julie, I asked about her recommendations for people going through a trial such as hers. Julie said, “No matter what, God will see you through.”

In addition, she notes that she is now much wiser in terms of who she selects for top leadership positions. She considers closely their level of emotional maturity.

Personally, I must also add that Julie’s story is a cautionary tale about leaders keeping their organization’s or churches financial affairs in order. If Julie’s books hadn’t been perfect, think of the potential consequences. I personally know a pastor who experienced a similar situation to Julie’s and ended up being disciplined by his denomination for some financial indiscretions – nothing too serious, but the cloud of accusations made things worse for him.

So, we will end this story on what I consider to be Julie’s plain yet profound advice: when betrayed by someone you trusted, it will hurt. Hopefully, you will learn something helpful. Above all, though, no matter what, God will see you through.