United We Build, Creating a Team Culture

United We Build: Creating a Team Culture

Chris Lautsbaugh

Project Grace Publishing

©2013 by Chris Lautsbaugh United We Build All rights reserved. No portion of this book may be reproduced, stored in a retrieval system, or transmitted in any form or by any means—electronic, mechanical, photocopy, recording, scanning, or other—except for brief quotations in critical reviews or articles, without the prior written permission of the publisher. Cover photo CC by Flckr. http://www.flickr.com/photos/stevendepolo/ 5240228494/sizes/z/in/photostream/

Chris Lautsbaugh Project Grace Publishing 2624 NE Winters Rd. Bremerton WA 98311 www.nosuperheroes.com

Unless otherwise noted, Scripture quotations are taken from The Holy Bible, English Standard Version. Copyright © 2001 by Crossway Bibles, a division of Good News Publishers. All rights reserved.

Moving Towards A Goal The tools we explore in this book, will help leaders in a variety of settings to rally people toward a common goal. These principles influence people in the following settings: Churches Leadership Boards Families Small Groups Missions Organizations Newly Married Couples Youth Group Fundraisers Parent Teacher Organizations (PTO) Church Planters and more Let me begin with the story which details the journey I am currently apart of. My family and I moved to South Africa in 2006 and inherited a program which had seen success in the past. In the years prior to our arrival, numbers were decreasing and influence was waning. The team entered a leadership transition when the director resigned for health reasons. I stepped into leadership of a team comprising of one full-time worker coupled with a parttimer. The atmosphere was one of survival, and it reflected in their prayers. Fortunately I was building on the foundation of years of effort and endeavor. I was not starting from scratch, although in certain situations (like churches), pioneering can be easier than re-pioneering. The principles we will explore in this book are foundational elements which have served to grow this project over the last six years.

We never want to replicate models, but rather look to principles or skills. These are tools that translate into moving our own group of people towards their specific goal. Through these guiding tenants, and of course the grace of God; we have seen tremendous growth and impact in the nation of South Africa Today, our team includes 29 full time workers from 11 nations. We have planted works in other nations, expanded our ministries and influence in and around the city of Cape Town, while developing a strong base with our parent organization. People routinely ask how we did this. The goal of this book is to explore several of our key building blocks, which coupled with the grace of God, led to our success. In this series we will examine and evaluate the role of: Vision Values and Culture The Creation of a Team Environment The Makeup of your Team The Growth of your Team The Health of your Team and more. These principles work in a team as small as a family; and all the way up to a corporation. So, let’s journey together, “united” as we move towards a team culture.

Does Lack of Vision Kill? "Without a vision, the people perish.”(Proverbs 29:18) This verse is often quoted as inspiration to have faith or to dream. But, do people really die without one? As we explore building a team culture, the first step in our journey is vision. Vision is essential to moving a group forward. This is common sense. You cannot move a group somewhere unless you know where you are going. On this journey, there a few common mistakes which we make in the area of vision. Mistake #1. Too Small The vision needs to be big enough to inspire people to dream. If there is no difficulty in obtaining the vision, it is too small. A vision bigger than yourself or the others involved is what you are after. There should be risk involved as well as the potential to fail. This is the part that requires faith. If no faith is required, you do not have a vision, you have a project. People want to be apart of something bigger than themselves. The greatest recruiting tool we have employed in Africa is to cast the vision. People commit to causes and a desire to a part of something they could not accomplish on their own. Our ministry in Africa seeks to be a hub for Biblical Training in Africa. This is broad. This is sellable. If I recruit people to one of our projects, a Bible school, that is not as appealing. A vision is so much bigger than our own abilities to accomplish it. Mistake #2. Lack of Visibility Bill Hybels says that vision needs to be restated or reminded once every 30 days. This can be done through a number of vehicles. Have a mission statement. A clear concise statement of where you are going. Put it in the bulletins, recite it as a fun exercise, or paint it on the wall. Whatever you do, keep the vision before the people. The idea of repetition is key. Did you ever wonder why the Bible repeats itself so much? It is because we are a stupid, forgetful people. Never underestimate the value of recasting the vision.

Mistake #3. Too General A vision needs to be measurable, or it needs to inspire specific, tangible steps so people can see progress. A vision of a small group to meet and study the Bible is too general. What about defining certain books to study? What about setting a goal to multiply the group? The cell group could rally around personal growth; measuring it through setting goals and having periods of evaluation. Our team has long term goals for 5 to 10 years, but each year we go through a process of evaluation and assessment. This provides opportunities to make sure we are on track. Our group has a variety of broad interests, but we are able to stay on track without specific goals under the banner of our broad mission statement. Mistake #4. Lack of Connection One of the most important jobs of a leader is to navigate and remind people of how the details fit into the big picture. We must show how smaller goals lead the group closer to the vision. This works in a family as well. In the fantastic book, 3 Mistakes of a Frenetic Family, Patrick Lencioni advocates periodic rallying cries as a family. They are short term goals leading the family forward in their vision. My greatest job as a leader is to keep the plot in mind. Where are we heading? How will small decisions affect the long term? Too often as leaders we mortgage the long term for short term, temporal comfort and ease. Keeping the vision in mind, helps us to make hard decisions. So do people literally dies without a vision? Perhaps. You and I have heard of people losing the will to live. The same concept could be communicated with other words. - Without a vision, people become bored - Without a vision, people become lazy - Without a vision, people lose interest - Without a vision, people only dream as big as themselves. To take a group of people somewhere, the vision must be: - Big - Kept before the people

- Specific and Measurable - Connected to smaller goals, projects, and campaigns Vision creates continuity, cooperation and cohesion. Vision takes people places. Food for Thought: What other mistakes have you made in regards to setting the vision for a group? Stop and write out your vision or mission statement.

The DNA of a Healthy Team “Healthy cultures never happen by accident. They are created.” "The number one force that shapes your culture is your values.” “What we value determines what we do.” The preceding quotes come from a talk Craig Groeschel gave at the Catalyst Conference in 2012. These help us discuss the next step in our journey to move a group towards their goals. After setting the vision before the group, we turn our focus to creating the culture or values by which we steward things. Culture is what makes you unique or different. In ministry or a family, there are many models. Your values are what determine how you will do things. When I speak to people interested in joining our team in Africa, I tell them our values. This is our DNA which makes us different than other similar programs. They do not make us better, but define our uniqueness. For our team in Africa, we have set the values of: Grace Balanced Lifestyle Team/ Tribe/Family Application Africa Focused Many Bible teaching ministries do similar activities, but our values direct HOW we will do it and what will be unique in our approach. Andy Stanley, at the same Catalyst conference, was speaking about organizational culture. He said, “Healthy cultures attract and keep healthy people. The healthier the organization, the quicker the unhealthy people are identified."

Values or DNA are formed based on a number of elements. When setting them, you need to consider the following: The Leader Culture in a team is going to reflect the leader. I included some of my personal values in my teams DNA. As the leader, I must lead in the things that I am passionate about . Our team values above closely resemble my personal ones. The Culture/Area If a team will be affective, they must speak "the language" of the people. We work with a team in Africa, so we are focused on Africa. In this continent, it is essential to minster to the whole, not the individual, hence our value on team/ tribe/ family. Plenty of great people have inquired about working with us. If they do not have a heart for Africa or they are more interested in instruction rather than transformation, I am able to encourage them to look for another ministry. This potentially difficult decision is made easier as we are guided by our values. Long Term Success Lots of techniques work for the short term, but Andy Stanley also says, “The culture of an organization impacts its long-term productivity.” We do not want a flash in the pan, short term ministry. We want to build something that outlasts us. This led us to desire team members who have a balance in their lives of work, ministry, play, rest, fun, and personal disciplines. Culture is always easier to set as the pioneer of a work. When you are the founder, you set the tone. It is much more difficult to bring change where a culture already exists. It can be done, we just need to be purposeful and patient. Make decision that move towards change, even if no one notices. Having defined values enables you to answer the "Who are we?" question. Couple this with the vision, and you know who you are and where you are going! This is the beginning of success. Food for Thought: What are the basic values your team has? What parts of your team’s DNA make you different from other similar teams.

Creation of a Team Environment Teams need to be built , they don't just happen. Apple Computer has done an incredible job getting employees to commit to their culture and  environment. They begin an employee's career by telling them they now have the greatest job. Walk into an Apple Store and you see the difference a positive work environments creates.  You’ve worked at defining your uniqueness, now it is a time to build cohesion. Even in families, things like traditions and routines create the sense of team and tribe. You are related by blood, yet the knitting together of hearts is a journey. Here are 7 tips to create a team or tribe environment 1. Get to know the team - Teams full of strangers do not understand each other in the same way. Time and history build a repertoire which can be trusted. Have times where members share their personal stories. Encourage team members to connect socially or outside of official meetings.  2. Create Atmosphere - Consider gathering in settings that promote relationship. Meet in homes, have refreshments, or do an off site gathering regularly. Have a variety of gatherings which include both agenda driven and team driven objectives. 3. Care for one another  - Your group will remain a task force or a working group, if the personal element is not included. Caring for people beyond the task is a key  strategy in building together. 4. Difficulties are opportunities - Hardship will hit. We never wish for it, but we can use it to care for the individual. It gives us a chance to pray for them or rally around them. Obstacles are an opportunity to grow closer. 5 . Rejoice in victories - Just with empathy in difficulty, we want to foster celebration of financial provision, answers to prayer, holidays, and birthdays.  6. Welcome diversity - a good team is not one in which there is group think. Unity is not achieved through conformity, but rather through diversity This

brings conflict at times, but disagreements which are worked through produce strength in our team.  7. Avoid isolation - Don't become exclusive. Create links to other teams and strengthen strategic relationships. The tendency of a tight knit team is to move towards exclusivity, to protect the good thing. Resist this urge. Do not be an island, be a bridge. The list above may seem to fit a church or social groups more than a business. Go through this list again and consider the tips in regards your work or task. Even in a corporate setting, they still are elements of a good work team. These principles can span from the marketplace to a family. Consider the positive benefits to being linked to a tribe or family:  - There is a comfort level. - It is a safe place. - You are free to be yourself and exercise your uniqueness. - A sense of belonging. Why wouldn't you want these traits to apart of any team? Why wouldn't we desire our team, group, or family to carry these qualities? Food for Thought: Can you think of other elements which are key to a team's success?

Getting the Right People on the Bus Jim Collins, in his bestselling book Good To Great is famous for saying "get the right people on the bus."  This is so true. Having good people has been one of the biggest reasons for our success in South Africa. But at times, we have to think differently in order to make this a reality. Here are three elements to help you build the right team 1. Look for the Mold Breakers A tendency when building a team is to think everyone should be like you. This was not a good strategy when choosing a partner for marriage, nor is it in building a team.  Good teams are comprised of many different talents, cultures(ethnic and denominationally), and include diversity in their composition(male/female) and personality (introvert /extrovert). True unity does not come from conformity, but through diversity. Scripture articulates this with all the "one body, many members" illustrations (Romans 12, 1 Corinthians 12) Our team in Africa is primarily a teaching ministry. Yet, we have people with the skills of a pastor or an administrators on our staff. This mix brings balance to our team. We may not always have the best teachings day in and day out, but they bring strength to our team which makes us well rounded and successful.  Think outside the box. Break the mold  2. Recruit Character not Talent This is a loaded statement. I realize in the area of business you need the most talented person for the job. But I would still rather have a slightly less talented person with high character than the best scumbag in the field! Have a grid of character traits that you look for when building your team. I believe much of leadership is learned so I look for teachability, a hunger to learn, and humility in the people I recruit to my team. Speaking of recruiting...

3. Invitation I used to have this picture of sleazy recruiters who promise college athletes perks with back room bribes. This is not good when you work in a volunteer missions organization! I had to see this perception change and invite people to our project. My two main tools to do this were the vision and the values of our team.  I remember one particular reporting session where I felt as if I could have several people sign up if I would just say "Who's in?" This current generation loves to commit to causes. Our job is to communicate the vision and to call them to action. I had a friend describe them as a "Come" generation. If you invite them to come walk a path with you, they will! These principles work in business, churches, and ministries. What about a family? Aren't you kind of stuck with those who are "on the bus?"  While we cannot change the makeup of our family teams, we can choose who to surround ourselves with through friends and adopted "uncles" and "aunties".  We have several "surrogate" relatives that have a huge impact on our kids. We want them on the bus with our family! Food for Thought: Do you have the right people on the bus?

Superstar versus Team The recent trend in sports is to assemble a collection of superstars in hopes of winning a title. Is this the path to success or would organizations be better served to build a strong team? The trend in sports seems to favor teams with many integral parts over the collection of 1 or 2 superstar players. History tells us this. In the NHL, the 2012 Stanley Cup champions were the 8th seeded LA Kings. A collection of quality parts but without a superstar. In the NFL, the less heralded little brother of Peyton Manning, Eli, wins against Hollywood Tom Brady.  Twice The St Louis Cardinals beat my beloved Phillies on route to a title in 2011. Speaking of the Phillies, their worst collection of individual players is one that won the title. Since then, they have added superstars and left the playoffs earlier each year, failing to even qualify in 2012. In my missions organization, I have seen many charismatic leaders make big splashes in quickly building their team. Yet, within a few years they have left a wake of hurting people as they moved on to bigger and better things. Their teams disappear as fast as they were built. Does this mean that superstars never win? No. Steve Jobs led Apple out of the dustbin to being one of the largest, most respected companies on the planet Albert Pujols, a superstar, led the previously mentioned Cardinals to a title. So what enables a superstar to win?

Security - Can that superstar surround themselves with other capable players? Humility - Knowing when someone else is the best for the job. A lot of superstars do not like to pass the ball! Group Goals over Individual - Can the superstar work for the good of the group, not merely themselves? At our missions campus, we were led by one of those charismatic, energetic leaders who everyone wanted to work for. He built the team, growing it by 400%. When he moved on something interesting happened. We continued to grow. Why? This leader was secure. He surrounded himself with other quality, capable people who could move things forward. He knew his weaknesses and he possessed a humility that listened to the interests of others. He is a superstar who won. He knew a team was needed Apple has not missed a beat since the passing of Steve Jobs. Not known as the most humble man, it seems the companies success did not hinge on him. So, as you build your team, a superstar is not required. A team can thrive with a collection of individuals working together. This is good news since most of us reading this would not consider ourselves superstars, rather ordinary people. But if you have a superstar, make sure you have one who is secure, humble, and puts the group goals over his own. Superstars win games. Teams win championships. A true test of a Hall of Fame player is often his ability to lead a team to a title.

Food for Thought: What can you do in your team to promote the team players who might not naturally gravitate to the spotlight. How can you value those essential parts?

Change: An Unexpected Roadmap You've cast the vision, instilled the values,and spent hours of time guiding and training your teamYou are ready to soar! Then…… • A key player falls sick and enters the hospital. • The exciting events of marriages and pregnancies are causes for celebration yet create waves of change in a family or organization. • In missions it could be the denial of a visa or the lack of finances. CHANGE. Change creates instability and insecurity. Yet it is inevitable. The principles outlined in this book never go away. Life changes, people and personnel move on; situations happen. In fact, this is where I find myself with my team today. This message is not merely preaching to the choir, but to the preacher himself! The need to build a team culture and move people towards a goal never ends, it just changes. Even within the framework of a family, there are seasons. You might have a rallying cry for a short time only to realize the needs of your family are changing. Adjustment then needs to occur. Here is the interesting part. Isn't this our goal? Change is not all bad, it carries positive elements as well. Perhaps things are changing because you have reached your goal! We like this type of change! When we set out with a vision, it was to see this moment of change. Many of the changes we experience were not part of the strategy or master plan. But our ultimate goal and vision was making something, someone, or somewhere different.

Change is our aim. When we start with a vision and a strategy, our journey from A to B appears a straight line. We visualize the end and anticipate the steps along the way. As life has it, and likely God as well, the end result looks more like an explorer's map with many starts, stops, dead ends, and retreats along the way. Perhaps this looks a bit like the Israelites 40 year journey of wandering in the desert in Exodus. Success lies in progress not the route or road map. Success lies in lives impacted and changed along the way. Success is accomplishing God's goals, even if they are slightly different than ours. Success is adapting and morphing to the situations life brings our way, all the while navigating forward. We never set out with the full picture in mind. If we knew all the bumps and bruises along the way, we likely would never begin! Change is both scary and rewarding. Good luck and Godspeed.

Food for Thought: This there a change which you know needs to happen but are avoiding for fear of insecurity and uncertainty?

Growing your Team I am not talking about growth as we often measure it in the terms of how large your team is. This is not about numbers! One of the key elements to build a team is providing opportunities for growth for your members. People want to be apart of something bigger than themselves but also participate in a project where they feel their skills will be enhanced and their character grown. A successful team knows people need to be continual learners. Growth can be provided through: • Skill Development • Interpersonal Skills  • Character Growth • Evaluation On our team in Africa, we provide all kinds of training programs for our staff. If they are not growing, it is not for lack of opportunity. One of our most successful tools is evaluation. People need to know what they are doing well for encouragement, and where they can improve in order to spur on change. This process works for all of the above areas of growth and development. But it requires honesty. As a leader you must:  • Give people clear expectations for what is required to do the job. • Provide any training they will need. • Share feedback and areas for growth along the way. • And upon completion, assess areas of success and improvement for the future. In order to build a team that moves forward, people want a nagging question answered. We all have it, lurking under the surface.  What is in it for me?

It sounds horrible but it is a reality. A  paycheck or the satisfaction of serving and seeing lives changed is nice. But, we all have a vested personal interest in improving ourselves and our skill set. People want to be invested in.  You want it too! Look at the list above.  We all would love to have people let us know expectations, provide evaluation along the way, and then assess areas of strength and weakness.  We would like this.  So do those individuals who comprise your team. If you are willing to take time to help people grow in both skills and character, the team will be build, moving your closer to the goal. And it will be build with healthy, balanced people. Andy Stanley tells us,  • "Healthy people are productive people." • "Healthy people are about the future. " • "Healthy people are about advancement.” Invest in your people and you will reap success in achieving your goals. Food for Thought: What are some simple, tangible ways you can invest in both your team and yourself?

Promoting Balance in your Team “Half of American workers hate their jobs” according to Juliet Schor. That is shocking! I believe we can improve the enjoyment of our teams by promoting balanced lives. This coupled with creating a team environment and being concerned about the growth of our team, makes for a happy group. Too often workers dislike their jobs because the road to success come through overworking. Workers need to be challenged and pushed, but not run over. In her book, The Overworked American, Juliet Schor estimates we have 1/3 less leisure time, sleep 90 minutes less per night than needed, and find less time for raising our kids and our marriages. We saw this in action when some of our Bible school staff walked around like zombies. No student wanted to join staff, living a life similar to what they saw modeled. Your current workers enjoyment communicates a lot to future employees. Ask your staff what they are advertising? Are they “selling” their job to a replacement someday? Is the way in which they work attractive for others to want to join the team? While never enjoying every element of our jobs, we should have a basic satisfaction. You will not attract people to your team or department if people hate their jobs. Especially in ministry! I know many in ministry who work insane hours since the work is never done. The pastoral issues never stop, the needs of a community are always there, and of course there will never be a shortage of people who need to hear the gospel. I have been this person. I burnt the candle at both ends. I managed for a season, but ended up in burnout and dissatisfaction.

I want to be in ministry for my life. Anyone can do it for a season, but to maintain for a lifetime; balance or pacing is necessary. This is the culture I want in my team. We encourage a balanced lifestyle in our team. I realize balance is elusive, an endless pursuit with constant tweaking, but the net gain is the goal we seek. Many missionaries start fast and fade. We desire well rounded, continual learners, engaged for the long term not merely the sprint. Here are several areas of life we encourage balance in: Rest  - There is a reason this is in the Ten Commandments! Exercise - Church culture can often be the worst for promoting health, but this is essential should you desire a long career (and life!) Outside interests - your job should not be your entire life God  - in ministry your walk with God and your job can become difficult to separate. Long term health requires that this be done. You can't fix all areas at once or have perfect balance. That will only happen in heaven! Choose one. Focus on "balance" in one area that is currently neglected. Do this personally. If you are leading a team, I also challenge you to assess the corporate state of balance in your group. Food for Thought:

Which area of your life do you want to focus on now? Which area is neglected that needs a bit of extra attention for the sake of your long term health and happiness.

When to pull the plug? As leaders, we are constantly casting vision to spur our teams forward. Some ideas work and take off like wild-fire while others slowly produce results. Other ideas never really fly. We always want to focus on the positive aspects of building a team, but at times it is a stop and start journey. Some ideas never make it. You cast the vision, attempting to create buy in, but the concept never takes root or begins to grow. The vision languishes and people start to seem indifferent. When do you cut your losses and pull the plug? I've been faced with this question several times, even recently in one of our endeavors. While never simple, here are a few warnings signs it might be time to take the program off life support. No Buy In - We've heard the old adage that ideas are not taught, they are caught. If after some time, the idea still seems to only be pushed by you or a select few, you have to consider the team has not caught it. No Momentum - You promoted the event or tactic, and no matter what you try; it feels like you are spinning your wheels. A good idea will gain speed and multiply; involving other giftings and talents making it more well-rounded. Lagging Results - Perhaps the idea is actually in effect, but the results are not there. While there is always a case for being faithful and plowing the ground, wisdom and evaluation must always be a part of our journey. If the results are not there after some time, it may be time to cut the losses. No Buzz- Is anyone besides you or the inner circle talking about the idea? One way to take the pulse is not to bring up the issue for some time. Does anyone notice? If you have not had a certain meeting or gathering recently, is it missed? When a successful program goes out of the spotlight or the "to update list", your team will let you know about it.

The "founders" are driving it, but the "populace" is not - Success of an idea is measured down the flowchart. If the founders or inner circle are for it, but the employees are not, it might be time to cease and desist. How long do you wait before pulling the plug?  This varies. The skill in being a leader is not acting rashly, nor being too slow. Having said this, a leader should always be one step ahead. You need to realize something is dead before they do. What if others don't see it? As a leader we have two options once we know a decision needs to be made. 1. Make it and lead the way. 2. Bring others along on the journey helping them reach the same conclusion. Remind yourself of the times when this has not happened. We all can remember programs or initiatives that ran well past their prime and actually became painful. Pull the plug before it gets painful! Different decisions require different methods, but as a leader you ultimately need to know when to pull the plug. What else would you add to this discussion? Food for Thought: What are some simple, tangible ways you can invest in both your team and yourself?

Marathon or Sprint? As we begin to wind down our journey, I’d like you to ponder a question. Which one of these statements describes your life? Is it a: - Marathon or a sprint? - Drive through coffee or waiting for it to brew? - Sit down restaurant or fast food? - An Atm or walking in and seeing the bank teller? Perhaps the harder question to answer would be, is it : One good, record-setting season or a lengthy, consistent, high performing, championship career? I've been reading Jim Collins's book, Great by Choice. He identifies successful companies as ones that take the "20 mile journey." They don't merely look for the quick fix, or even seek to capitalize on all a moment may hold. Instead, they seek steady, incremental growth over the long-term. This is common among the best companies. Malcolm Gladwell, in his book  Outliers estimates that it takes 10,000 hours of practice to become an expert in something. Mastering our craft is not the result of a sprint. Recently I was interviewed in Life Overseas the blog of Laura Parker. She asked: What is the biggest mistake new missionaries make during their first year on the field? My answer was: "Missionaries often attempt to hit the ground running rather than taking time to plant roots and build relationships. Many things start fast, but fizzle out quickly. Start with an attitude of “what can be learned” rather than “what can I give.” The longer I have been at this thing called missions, I see that slow and steady wins the race. I may have a few flash in the pan, newsletter headlines along the way. But the goal is to see something outlast me.

This takes time. A friend of mine recently consoled me about my increasing age by saying, "40's is when you do something." I think he is on to something. In our 20's we explore and investigate. In our 30's we choose a path and start to gain some skills. Finally, after all the preparation, we are ready to do something; something significant that God has for us. God is very much one who thinks for the long-term. In Deuteronomy 20:19-20, God tells the Israelites to go in and possess the land. These people have seen the miraculous deliverance of God many times in their lives. They may be thinking He will just wipe out their enemies. Look instead what He says: "When you besiege a city for a long time, making war against it in order to take it, you shall not destroy its trees by wielding an axe against them. You may eat from them, but you shall not cut them down. Are the trees in the field human, that they should be besieged by you? Only the trees that you know are not trees for food you may destroy and cut down, that you may build siege works against the city that makes war with you, until it falls." Is God really this concerned about the trees? No, He is concerned with the future. It would be much easier to wipe out all the trees as they capture the city. God, who knows the future, sees they will be hungry and these fruit trees will be of benefit to them. Something which slows them down in the present, becomes a blessing in the future. God is the God of the supernatural, but he often chooses to walk with us in the journey. Will your journey be a sprint; full of eye-catching headlines, with nothing lasting to show? Or, will you pursue steady progress, content with a gradual forward movement, over your lifetime? As we do this, we leave behind a legacy for the generations after us. Life is a marathon. Let's run faithfully and consistently. Let's strive for high performance over our career rather than "one great year." God is patient. Are we?

Conclusion We’ve come to the end of our voyage together. While no formula an be applied to always guarantee growth, I believe with many of the principles we’ve looked at you will be well on your way. Ultimately, as Christians we believe it is God who brings the growth. Our part it to step out in obedience and do the best we can. We leave the rest up to God and his grace on our lives. If you have enjoyed this ebook, you can find more articles about leadership, missions, and grace at my blog, NoSuperheroes. Please take a moment and check it out. The links are listed at the bottom of the page. Also, take a moment and look into my full length published book on grace, Death of the Modern SuperHero: How Grace Breaks our Rules. Grace be with you in your team building!

www.NoSuperHeroes.com

Death of the Modern SuperHero:How Grace Breaks our Rules

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