Posts Tagged ‘Leadership’

Writer’s Note:

What you are about to begin is the culmination of a point in time of a journey of helping. This was learned and crafted while doing the work and being in discussion with others-experts, colleagues, and clients. If you wish to know more about my work I direct you to my 2019 memoir, Soul Ripples. It will take you through what it means to be neighbour, what belonging looks like both in yourself and community, have in-services (which is a human services term for learning opportunities) to grow your tool kit to help yourself and others. Oh, and some theology, because there is that intrinsic piece of our existence that we cannot always put into words but when it is experienced it renews us and our world.

Enjoy the journey before you.

Copy Right 2022 Calgary, AB, Canada.

Watch for it….


Have you ever heard to spiritual elders laugh and now what joy sounds likes? When I would listen to interviews of watch the videos of Archbishop Desmond Tutu & the Dalai Lama, this sound would ring with joy. Two men, trying to speak hope in the world, in very Franciscan ways of living before speaking. In my early days returning to the church, Tutu’s works, began to shape my emergent theolgoy (Along with Talbot, JP II & Spong). Working in a book store, I came across and devoured his two books emerging out of the TRC at the end of Apartheid in South Africa, God has a Dream (2003) and No Future without Forgiveness (2000). He spoke of hope, he spoke truth, and showed that the Christian sacremant of reconciliation was not something of words spoken between cleric and parishner in a tea room or a closet, but rather something that light shines into the truth to confuse the darkness and become action steps for transfiguration of society in hope.

His other books on forgiveness, hope, inclusion, belonging, children stories, powerful prayer, rebuilding, enewal ( a fuller listing of his works on Good Reads). I mean, think of being called to the highest office within your church, at a time you could not actually go to the Cathedral, because the nation, where your church exists, does not see you as a full person with full rights? Apartheid South Africa. His wonderful children’s story analogies around noses I would use in my multi-cultural ministry settings to break the unspoken prejudices that existed within generations, but also to teach about God’s belonging and beautiful Imageo Dei. tutu&shtp=GetUrl&shid=f290cb35-7c55-4884-9ba9-44ada3f6c102&shtk=TWFuc2JyaWRnZSBPbmUgb24gT25lOiBEZXNtb25kIFR1dHU%3D&shdk=RGVzbW9uZCBUdXR1IG9mIFNvdXRoIEFmcmljYSB0YWxrcyB0byBQZXRlciBNYW5zYnJpZGdlIGFib3V0IHRoZSBzdGF0ZSBvZiBjdXJyZW50IHdvcmxkIGFmZmFpcnMsIGFuZCBob3cgU291dGggQWZyaWNhIGhhcyBjaGFuZ2VkIHNpbmNlIGFwYXJ0aGVpZCBlbmRlZC4%3D&shhk=vUCsTLKvZVscG4%2F65LBh%2FaF04bfhxdf6XOv5zZZMAmc%3D&form=VDSHOT&shth=OVP.9BHSw3jsogzW0jmu8GIc7QDcB8

I encourage you to click on the CBC link above for an interview Peter Mansbridge had with Tutu.

As well, to remember one of his most powerful works, 2011’s God is Not a Christian and other provocations, take time during this holiday season to pick up that and his collaboration with the Dalai Lama in 2016 Book of Joy to spend time in contemplation. The great pause, that covid has caused the world, means we have an opportunity to live out joy in our lives and communities, to be povocateurs of transfiguration, with that little twinkle of Desmond in our own heart’s eye.

As we celebrate a life of Joy, the question that rests in our souls today, is:

Who is continuing the work?

Who is called to the work?

Are you being called to the work of Joy?

Tod Bolsinger’s (2018) Canoeing in the Mountains is another addition to the ideas of what to do as leaders in the post-Christendom world. We are witnessing the death gasps of the old modality, especially ramped up during our current pandemic. The crux of the journey, with a touch on the parables drawn from Lewis & Clark, but truly deep dives into Dr. Bolsinger’s time as a PCUSA pastor, what does it mean to traverse change in leadership?

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A book mentioned in a course, 2 years later found at Red Deer’s Parables Store.

It is a book that was mentioned during my reboot/healing work months in 2019, when I attempted a course at Alberta Bible College on Strategic Leadership (as an audit), as we explored leadership. The concept as leaders, being not necessarily to try and read everything available on the topic, but rather pick one title a year. A little like the advice I was given wen I started out in ministry last century in regards to conferences, not to be overwhelmed by the amount but rather pick the 1 or 2 that have value added for learning, but more importantly renewal (like the Leadership Summit I attended at ABC in 2019, but sadly, covid).

Though it brings forth in this reading some reflections, as I continue to deep dive into what it means to grow healthy spiritual communities.

What does community look, neigh, love like through a gospel lens?

This book, with ones such as a Church Called Tov are intriguing in how to do things differently, as Bolsinger points out apptly, when it comes to traversing the journey of change churches default to what they have always done (not necessarily what has always worked or even been enjoyable). It is the quick fix, the knee jerk reaction for as people, especially people in change pang (yes, death may be a part of it) is to default into what they have always done. It also is what creates the fight-flight-freeze response when new folks, or those shifting their journey begin to ask questions as to the why (rationale behind) actions, decisions, methodologies, etc. I would equip practicum students to ask my teams the why questions, if we cannot go beyond the “that’s how we have always done it” type of cliche, then it is something to be explored. That is, it is a sacred cow not necessarily an effective tool or community aspect (and from a leadership book of yester year’s title, sacred cows make the best burgers).

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For in reflecting on the idea of adaptive leadership within Bolsinger’s book, and his other twinned motto, failing only as fast as the community can handle, it becomes clear part of the learning curve for shifting gears is to work with congregations within the concepts found in Senge et el (2008) Presence which is about being present during change, during the move through the U Theory of letting go, letting come, prototyping new ideas, before crsystallizing the new reality. What I feel when I read Bolsinger’s text is being adaptive enough in leadership to act like an investigative journalist sync life coach to dive to the root of the issues at hand, to root out what is holding the community into the old paradigm, and to be able to let it go. Part of that work, as we know from working in coaching with internalized gremlins, is an often missed step, thanking that which we have always done. It has gotten us this far, but after thanking it, ritual of releasing it, so that the altar is cleared for the new call, the new commissioning.

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The New Community that is and will become.

What communal gremlins are holding back the church from becoming that which it is meant to be in a post-Christendom world?

How do we live into what Brother Jesus called us to authentically be, before Empire interrupted?

Many long term readers know that my family takes time each night to read together and sing. We usually pick a spiritual song to sing, then take time to read a chapter of our scriptures (Hebrew Bible/Christian Testament) as we work through a complete book or something else. Take some time to discuss, and then close with prayer. For the past 10 days we have been blessed to enter into the story of Nehemiah from the Hebrew Bible (you can read through Bible Gateway here). This was one of the stories explored in my leadership courses at Alberta Bible College, so has been used by me for allegories and teaching periodically in my career to share leadership tips with others. This is not going to provide a chapter by chapter or verse by verse guide. What is going to be shared is some key thoughts and points, that if you enter into reading Nehemiah you can see where they pinpoint for you, as well as some questions for reflection at this point and time in your story, and then just a song we sung during our exploration time (and you will see the songs, don’t really need to tie into the themes but can).

A ride to assess the full scope of a project, yet we are jumping ahead (though sometimes as a story teller isn’t it more fun to jump in to the rising action and then flashback to how we go there?). Seriously though, Nehemiah is one of the leaving exile stories. It is about rediscovering who we are, and the pieces of community that are needed for health and functioning. The Coles Notes of Exile is simple, the nation of Israel/Judah had decided individuality, power and money were more important than God and Neighbour, in spite of many prophets coming to sound the alarm and show the path back (and a history of Judges that lived through the reset with them) they did not listen and were warned that there was punishment coming. That is the loss of nation and imprisonment, where the fallacies would be laid bear, and they dysfunction of the system the 1% had imposed on the people revealed.

It was in exile as slaves, some rose to more prominent slave roles than others. Nehemiah was one such, he was cup bearer to the king. What a role, living in the court, but being responsible to ensure no poison was present (so yes, luxury but never knowing when death would come). This is when he would get the call, as it was being said some were being released from exile and heading back to rebuild the ruined Jerusalem. Nehemiah would get this call to the unknown. The king would support it.

  1. Listen into the silence. Are you on the right path? Is there a call being laid on your heart that is a passion for you? How can you tell? Is fear or anxiety maybe creating the gremlin voices to surge to hold you back?

Nehemiah would head out to take over the lead on the rebuilding project of the walls and gates of the city. A new start, but what a project, very overwhelming as it comes into view what needs to be done. What does Nehemiah do? He takes a high level ride to assess what all needs to be accomplished. A full scope understanding of the project to see what needs to be done, so when he meets the people he can assess their strengths to accomplish the rebuild (and yes he would go to the high plains a few times to assess progress).

2. Ensure you have all the pieces of the project and purpose from a high level before jumping into planning (First Things First).

Other pieces in the story? Simple, all were involved in the re-build, regardless of previous career, socio-economics or caste. Each person brought forward with their strengths, and assigned areas to rebuild. It truly was an all in this together. For, without each person doing there part, the work would not be accomplished in time to ensure community safety and prosperity. As well, it lowered the hierarchy-patriarchy that had caused the exile. Neighbour met neighbour, and it was no longer possible to simply cast one aside as a statistic or label.

3. We’re all in this together.

Be reactive to change as the project progresses. As those who do not want to see the status quo change, who enjoy the subjugation of others, who are lost in fear of what is coming, of the new system of inclusion. Anger and hate can be channeled to create chaos and violence. As they built and this became apparent, Nehemiah was not only doing his duty building in the trenches, but the builders also had tools in one hand, and a weapon in the other in case of attack. Versatility, there may be specialists, but in crisis generalists need to improvise and stretch roles for success.

4. Be ready for the aggressive clapback with positive change and as a leader be alongside your team in the trenches.

Another key piece of the story is the listening to experts (in our era, researchers and scientists) to understand who we are, where we have been, and what this can mean where we are going. Ezra, is this character, he shares the story of the nation, that which led them into exile and loss. When those in the midst of re-building under stress and confusion of change, try to behave the same way, Ezra is the one that “Gibbs'” them (ever see NCIS on CBS? Lead Agent Gibbs’ curt head smack when an agent goes off course, that is what happens here). It is the knowing who we were, who we have become, and who we are becoming. While being prepared to rapidly answer those that want to re-create the cycles of oppression, hatred, and pain that created the crisis in the first place.

5. Know one’s history, learn from it, grow from it, and ensure that you do not cycle back.

Finally, there is quite a few chapters laying out roles and names. It can seem daunting, but why is it there? Simplicity of understanding for a society to be healthy and thriving everyone’s role is to be valued. Everyone must be cared for, and able to have simple things such as water, food, home, belonging and purpose. This is why these points exist, and what this ancient wisdom has to share with us today. In a world where we try to shame minimum wage work and argue it shouldn’t be something that one can live off (contrary to the actual legislation when enacted decades ago); when we try to deride someone as “drama teacher”, janitor; waitress/server, etc… What we need to understand is simply every job in society is need for us to function, they should be celebrated for doing the job. For some it may simply be a job while they pursue other interests/artisan callings, for some the job may be where they find purpose and belonging with those they serve and serve with. But truly, it is about crafting a society where everyone’s calling can be affirmed and happens; where everyone belongs, where everyone has a home.

6. Ensuring we have a society that honours our work; a society where all find authentic belonging; a society where no one goes hungry; and all have a HOME.

For the 6 major points take time to reflect and process what they mean to you? Where are you currently in your journey?

If money was not an issue (or other gremlin voices) where would the tiny heart voice in the silence be leading you?

As we move through this time of c-tine, what are you emerging out of exile into in your life and community?

Where is the rebuilding calling you?

One of the songs we discovered for our sing-a-longs, from Blake Shelton, just fit more with the theme of rebuilding out into the new:

A Lonely Place

Posted: January 12, 2020 by Ty in Spirituality
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A bargain walls in Comic shops bringing cheaper price trade paperbacks into my hands I normally wouldn’t buy. This find was at Phoenix Comics in Calgary, and it was the fifth volume of Rebirth’s Detective Comics: A Lonely Place of Living, the third in what had become an ongoing trilogy that brings me back to my childhood.

Ah the carefree days of 1988. The Olympics in Calgary, Archie even made an appearance. Oh and the vitriol hate on for Robin II (Jason Todd) in Fandom espoused in letter pages and I guess at Conventions (I was 10, I would pick up Batman periodically but he wasn’t my fave, though the New Teen Titans was another story with a grown up Dick Grayson (Robin I) that I had attachment to, because I was Robin when me and the older brother played Batman and Robin as younger tykes). The fuel that led to a four part story arc, A Death in the Family…the carefreeness of 1-900 does Robin live or die phone lines between part 3 and 4, with the Joker laying a beating on the poor child, and an explosion…and… Not so innocent fandom chose to kill the kid (yes fictional, but do I really want to open up the psychology of that?). A year later in 1989 the psychological decline (agonosia) was in full swing. Batman was spending less time as Bruce, was become more risk inclusive and pseudo-suicidal in the pursuit of his mission, darker (if that was possible) and more barbarous.
What was happening?

One can say it was grief over the loss of his second partner and ward at such a young age. Yes this is true, but then in 1989 came a twist in a cross over with my New Teen Titans… A Lonely Place of Dying and the character of Tim Drake. Where Dick, Bruce and Jason came to the mission out of their pain, Tim was attempting to set the balance right. Knowing that one who is in trauma, and recovery is only as good as his social supports and healthy ones aid resiliency. Left in the darkness by ones self it becomes easy to be consumed by the darkness. Tim, was a toddler at the night Dick’s parents were killed at the circus, but throughout his young life he figured out that Bruce was Batman and that–Batman needed a Robin…so comes the story as he tries to get Dick back to be Robin to provide the health and balance and resiliency. Thinking outside the box, though not far enough outside the box.

For it was not an old Robin, but a new one. One untouched by trauma to lead them into heroics, a true bright bird to bring Batman out of the darkness: Robin III. The decompensation of Batman would halt, and resiliency would become intuit. For Tim, was bringing a Trauma Informed approach to his heroes way before those terms were en vogue: Safety, transparency, and person centered.

The third Robin was fun, he would face losses and death as his journey in life would continue. He would take up leading his own Titans team, as well as Young Justice, become friends with Superman’s clone, Conner (Superboy), and emerge into Red Robin. That is where we continue to see his out of the box thinking within the pages of the Detective Comics in the Rebirth launch. For Tim is not willing to remain static, or keep doing the same old thing, his mind was seeing down the road and the ripple effects of decisions and why…which led to bringing a family to balance out Bruce, other heroes within Gotham City for the mission, for support, for mutual resiliency.

Creating a tribe focused on health and the mission.

This trilogy got me contemplating my own roles in life. Building teams, looking at programs, systems. The realization that much of what many speak about systems planning and change theory my mind and heart had already processed through so when I do talk it is about the people on the front lines that leaders are there to support, so that the best services and courageous safe spaces possible can be created for true healing and growth into the them they were always meant to be if the trauma had not interrupted the journey.

This is the mind Tim brought to the work, first getting a new Robin online, and then later creating what he called the Belfry, a group of support and empowered to make a change. This is a key piece of leadership. The right systems in place to support safety, health and life long learning so that the right staff (that is the staff with the passion, heart and health for the role) can be equipped to actualize the role. Yes you read that right in my hiring processes it is not always the one with the highest qualifications or lowest dependent on the role I hire, it is the best fit for the organizational values that if we invest in will be there for the long haul, and eventually be taking over the leadership roles.

Hiring as part of succession planning. Knowing that those we invest in today will be leaders on the front lines, and down the line will be the leaders carrying the organization forward.

Do we as leaders understand that?

Or are we blinded by our own insecurities about what we need to do? Like Batman in Lonely Place of Dying, so blinded by the pain and wanting to take it all on, we create a zero-sum game that can lead to our demise and the mission ending?

Or are we like Tim Drake, stepping in to point out truths, resonate with the values, take a risk on someone new (ala himself in the role), and grow into it transforming the way things are done while maintaining the organizations core values?

Thinking out of the box, being values driven in leadership can be a lonely place. Yet, we one understands all the other leadership en vogues are simply tools to actualize the organizational values (which need to align with one’s own core values to be effective) we get healthy leaders, healthy organizations, healthy staff, and a space for healthy individuals to emerge within those we serve.

Are you willing to step into the lonely place?

I had mused in the conclusion to my last series to take the scripture thoughts onto a YouTube channel. Well, it is live, so we shall see how this goes. The first video I am still sorting things out but let me know what you think: Finding Neighbour.

A quick fix. Fitting in. Ensuring stakeholders are appeased, not inspired. Ensuring that the right buzzwords are used, and terminology if not properly implemented. Either the anxious few, or the zombiefied majority may lead. Any of this sound familiar? We are in a world of managers. I was one, so I do not intend to slight the profession, but it needs to be acknowledged for what it is. That is the function of maintaining, growing, an short term vision casting. It is not about a long-term vision, or dream. It is responsive, can be pragmatic, but also is usually caught in many triangulations (the unhealthy use of a relationship triangle). One may have entered into the profession through pursuit, working hard and earning their colleague’s trust, or simply being the last one standing the longest (in some instances, it can also be the one that made eye contact at the wrong time in a meeting with the chair).

Image result for a failure of nerve quotesEdwin H. Friedman (and editors who completed the work after his passing) attempt to unpack what makes a healthy leader in the modern context in his 2017 (10th anniversary edition) A Failure of Nerve” Leadership in the Age of the Quick Fix. Friedman, a rabbi and practicing family therapist in his life, takes his family systems theory and expands it out into the world of leadership. His theories are shaped around anecdotes from his work in therapy, as a consultant to business, politics and religious organizations. As far as leadership authors go, he is as qualified as any to put forward a theory. It is a theory that lends itself to the human end of leadership and organizations.

The lynch-pin of his theory is on the concept of Chronic Anxiety hat has developed within the institutions of the world. The book walks the reader through eight thesis to unpack this concept, and point to the need for a healthy differentiated leader to move an organization into health and break the anxiety cycle.

Friedman touches upon the need for emotion, imagination and the spirit of adventure back into leadership. Within our understanding this many years on, I would say it is now focused on the idea of manager versus leader, or someone able to bark the loudest, over someone able to move through life with integrity. Sadly, within the concept of Chronic Anxiety, or in my understanding of U Theory and Change, a world stuck in pre-contemplation, or anger-denial and not wanting to let go of where we are to allow what come to come. The places that open themselves up to a leadership with integrity, not an autocrat, but someone who casts a position, and functions healthily to keep the boat steady. It is an understanding to be able to see those that need time to understand, and if you have not gutted the core values of self or organization to change direction you will hold on to the healthy ones. That is the strength will stay. If you do not, you will have workers, parishners, etc. that will constantly show up, but will not allow for true growth-expansion and depth.

That is they will constantly be creating emotional triangles to drag the leader down, or to attempt to trigger their anxiety to come down to the level they are at. It is what is known in addiction recovery as misery likes company. As you heal, then those still in the cycle will try to sabotage you. Same is being put forward by Friedman in his leadership theory. One piece he could’ve drawn out more in the concept of saboteur is the interior one, the old soundtracks, or ignored soundtracks that under moments of intense stress can re-emerge in our own lives. Ones that a point in time may have kept us safe or healthy, but are not healthy and no longer serve a purpose but are comfortable. These interior saboteurs can be as destructive as the exterior ones on leadership.

There is also a touchstone on the drive for data. It is true, data is important, yet as our world becomes more data obsessed, we have lost the ability for the qualitative and have driven hard for the quantitative exclusively. The only flaw is that it is only part of the story, and the numbers part can be swayed to prove any point depending on what one focuses on and how it is presented. Also what’s the context that it is being presented in, like a budget that shows a deficit for one year, but ignores the surpluses of previous years, not the whole story is there. So is a data set, without an emotional component. The story piece, the impact piece.

For example in housing first work it was based (and may still be) in the early days on acuity, which means those with the most complexity get housed first. Unfortunately this left a huge gap for literally those that fell between the gaps for affordable housing and housing subsidies. Either those that were working poor, or elderly, or with disabilities, in some cases veterans, or someone who had been housed based on acuity but had “graduated” after x number of years, and was now back. Those in the gap had a story, and a right, but did not fit the targeted data set. Those that cast a vision of home for those in the gap were often ridiculed, and finally forced into silence. But what has been missed? It was not an either or dichotomy that a chronic anxious society wants, because when in anxiety or trauma or depression the world becomes inherently black and white. It was a both and lens to look at how we cared for all our neighbours in need, and walked with them out of institution into community, and home (not simply a place with walls and a door) but a place of authentic belonging.

One only gets there, regardless of sector, by being able to have heart, compassion, understanding, and a holistic understanding of the story, data and all. The other piece though is sometimes the data does not show the outliers or the gappers, and that is where a differentiated leader will take one. Just take the church with the plug and play program mentality for survival or social club atmosphere instead of looking into its heart as an organization and ask, why are we here? What do we offer that is different? What happens if we close, outside of those in the pews who would miss us? Would even those in the pews miss us or simply find a new social group? It takes a leader outside of the anxiety, and willing to face the brunt of the sabotage and attack to speak out of the Spirit, and state that it is something different. It is not breadth, but depth, and there is many ways to get there if the group is willing.

That is the hard part, for an anxious leader with an strong healthy group can look great, while a strong healthy leader may collapse with an unhealthy group that is unwilling to take the journey to health. Friedman’s opus, that was finished by others, is a guide for leadership formation that is against the grain, and also shows a community how to come into health. The challenge coming from a social psychology bent is that it can be easily silenced, the deeper biological science he uses, while a path to follow as illustrations can be a deterrent for the laity in picking up the work. It is a text that needs to be discussed with others, and to be used as a self-reflective tool. The challenge is that it has a highly American bent in the context it shares one functioning in. I know there is a Chronic Anxiety in Canada in our communities, but if you have traveled in both countries it is different, and manifests differently.

You can look at different leadership roles and unpack the anxieties you had, those you led, the saboteurs, and what worked and did not work to learn and grow from. In between leadership roles, it can be explored as a source of renewing the heart set, but also read along other resources to seek to understand context. The context then, being looked at, does need to be applied locally. A fallacy I do believe Friedman falls into is the universality fallacy that cultural competency and empathy are not important. I give that his understanding of empathy as allowing one not to face their own “demons” (my word) is wrong, and that one should not use it to hide from healing, but there is something about being able to see from another’s perspective, and to understand the impact the path may take on that. It can and does shape healthy conversations of separation or departure if needed for colleagues and team mates with a new vision.

This exploration came as I began challenging my brain once more by auditing a condensed course on Strategic Leadership. The topic popped up as it had been the central topic in many coffee conversations and how one can be strategic and hold to their core values, and the core values an organization “professes” to have. Too often “becoming strategic” has been a buzz word to drastically change an organizations culture, do harm to long term staff, remove staff care, and focus more on the monetary over the person before us. The journey is seeking the Via Media of what should be in caring for all, and ensuring funding.


coverA stone skipping across a pond leaves ripples with each impact.

The joys and life of traumas are the like the skipping stone through the generations.

Soul Ripples

What happens when the helper needs help?

For over 20 years Ty Ragan served his neighbour from the rough camps to the shelters to home and every where’s in-between. The simple life lesson of Jesus of Nazareth to love your neighbour as yourself was the centre question to be answered in his life. In May 2016 his life would begin to change drastically through unknown seizures and strokes.

Enter into the ripples that brought him to 2016, the transformational power of love of family and friends as he seeks new ripples in hope for his soul.

Buy your copy at today.


Renewing Leaders

Posted: January 27, 2019 by Ty in Brunch & Bible
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The stories of Nehemiah and Ezra  are about returns from exile. Communities growing and changing, rebuilding themselves. Deciding what is the important pieces of their historical story, and what needs to be left to the shadows. How many people and organizations are in this flux currently? Mainline or evangelical churches?

There are some keys lessons within these stories to be teased out. The first is a belief in what one is called to do. Nehemiah could have continued on as the cup bearer to the oppressor king, but he took a risk on something different. An act of rebuilding and renewal. I know many look to this as how devout he was, and this is probably true to hear the still quiet voice and respond, but there is still the internal struggle of change, the grieving for what is lost as one steps into the unknown.

At the rebuilding of the city wall, we get two lessons in leadership. One is being in the midst of the work with the front liners. Literally these workers were building with one hand, and had a sword in the other. Nehemiah as a leader understood the stressors that the workers were going through, the risks they were taking because he was not hidden from them. He was in the midst.

Then he would take midnight rides. Those times a leader must pull away from the day to day operations on the lines, to get to a higher plain (a balcony view some call it) to take in the whole scope of the work, the project. It can be a quiet coffee shop away from work in today’s world to remove distractions, unplugging from phone, e-mail, social media for a span of time- a day retreat, a few hours, to remove the constant white noise buzz of busyness, and rest in the silence. In the silence to hear the guidance, to renew one’s mind, heart and eyes to look anew upon what is being done.

This clarity leads to better understanding, on how to manager transition, transformation, rebuilding and renewal, while bringing as many as possible along for the ride. If there are losses, it can create a space where those are healthy transitions.

In Ezra we see the high priest, rebuilding the sacred imagery by rebuilding the temple. In ancient wars, as we see echoes of today by extremists, winning was not just beating the other army but proving one’s deity (ideology) superior to theirs by laying waste to that which they held sacred. It is in the rebuilding history guides us to the “discovery” of the lost fifth roll of the Torah- Deuteronomy. It is within this re-telling of the Law, that rules are tightened up and there is a move to transform the community. Though it still uses the same understandings, meta-narratives, and trappings that provide comfort.

It is easy when on the journey of change to want to be an iconoclast, I also enjoy blowing things up. Letting the pieces blow away in the breeze and start anew. Sometimes though, it is honouring what has come before, building the next level upon the already existing foundation. It was through this journey of renewal that the sanitized history of Israel would be produced- 1&2 Chronicles, which re-writes the stories of 1& 2 Samuel, and 1 & 2 Kings, but takes out all the drama, treachery, rape, bloodshed, and well, non-holy things that the people and kings had done to end up broken and in exile. The new history was a way to highlight that when things were done as they should be, when the new-old system was working properly, things were good. It was an encouragement text. It was also a prime example of how history can change due to one’s own point of view.

As one enters into leadership, it may not be as a Paul or a Peter striking something brand new, it could very well be tasked with a vocation like Nehemiah or Ezra in rebuilding and renewing. Which do you feel called into?

Values. It is a scary word. It speaks to what we, well value. What is important to us, as individuals, a community. They can be used to divide if the value is about control, power, etc. Or they can be life giving. John is writing to a community in a constant flux of change. They are in the mystery of the journey of life. Having re-discovered the Love Commandment, and figuring out what it means to live that way. What needs to go away? What needs to stay? What needs to be brought in?

It is a change process.

See what kind of love the Father has given to us, that we should be called children of God; and so we are. The reason why the world does not know us is that it did not know him. Beloved, we are God’s children now, and what we will be has not yet appeared; but we know that when he appears[a] we shall be like him, because we shall see him as he is.And everyone who thus hopes in him purifies himself as he is pure.

Everyone who makes a practice of sinning also practices lawlessness; sin is lawlessness. You know that he appeared in order to take away sins, and in him there is no sin. No one who abides in him keeps on sinning; no one who keeps on sinning has either seen him or known him. Little children, let no one deceive you. Whoever practices righteousness is righteous, as he is righteous. Whoever makes a practice of sinning is of the devil, for the devil has been sinning from the beginning. The reason the Son of God appeared was to destroy the works of the devil. No one born of God makes a practice of sinning, for God’s[b] seed abides in him; and he cannot keep on sinning, because he has been born of God. 10 By this it is evident who are the children of God, and who are the children of the devil: whoever does not practice righteousness is not of God, nor is the one who does not love his brother.

-Epistle of 1 John 3:1-10 (English Standard Version)

As we know, change is about loss. Even positive change of better employment, goal achievement, birth of a child, discovery of true self, sobriety, graduation, the list can go on. There is grief, for what happens with the change is what was known is gone. Let that sit for a while as we reflect on this part of sin and deceit from these first ten verses. It is about clinging to what was, knowing it is over, but not being able to grow upon the foundation. It is also about one’s personal and communal values. Has the change created something you can still be apart of? Has the change, literally or figuratively changed the vocation you are called to? Values are icky. They are hard mushy conversations many want to avoid. Much like understanding that change is a grief journey. May be short, may be long. But it is about honouring and letting go of the old, being present in the now, and living into the new birth.

 For this is the message that you have heard from the beginning, that we should love one another. 12 We should not be like Cain, who was of the evil one and murdered his brother. And why did he murder him? Because his own deeds were evil and his brother’s righteous. 13 Do not be surprised, brothers,[c] that the world hates you. 14 We know that we have passed out of death into life, because we love the brothers. Whoever does not love abides in death. 15 Everyone who hates his brother is a murderer, and you know that no murderer has eternal life abiding in him.

16 By this we know love, that he laid down his life for us, and we ought to lay down our lives for the brothers. 17 But if anyone has the world’s goods and sees his brother in need, yet closes his heart against him, how does God’s love abide in him? 18 Little children, let us not love in word or talk but in deed and in truth.

19 By this we shall know that we are of the truth and reassure our heart before him; 20 for whenever our heart condemns us, God is greater than our heart, and he knows everything. 21 Beloved, if our heart does not condemn us, we have confidence before God; 22 and whatever we ask we receive from him, because we keep his commandments and do what pleases him. 23 And this is his commandment, that we believe in the name of his Son Jesus Christ and love one another, just as he has commanded us. 24 Whoever keeps his commandments abides in God,[d]and God[e] in him. And by this we know that he abides in us, by the Spirit whom he has given us.

-Epistle of 1 John 3:11-24 (English Standard Version)

What is newly birthed? Is it a new birth completely or a rebirth of the old with impediments, sludge burnt away? Are you comfortable after the change? Does it still resonate with who you truly know yourself to be? This is the metaphor used with the story of Cain. A move from sibling rivalry. That is yearning for what your neighbour has, living in discontent, making everything a monetary value. Or bringing people down to a number, in churches and non-profits it can be seen as simply a donor line item of their value based on what they gave. For populist movements politically it is about taxpayers, those that pay taxes are the only needs that matter in society- not children, seniors, those with disabilities… 2000 years on from Jesus of Nazareth’s wanderings, teachings and living out the Love Commandment, and worlds built supposedly on these pillars. We are still having adventures in missing the point.

Change is scary. It is scary due to the fact it is grieving. You feel. You have to acknowledge feelings. Acknowledge values. Gut check. Sometimes it is stepping out into a new reality even if you have no clue how it will work. But the path has been illuminated before you.

Do you follow the light? or rest in the darkness?

Do you manage the change and maintain…

Or jouney through grief to a rebirth?

Change management, much like efficiency has become buzzwords around multiple industries from human services to political organizations to spiritual gatherings to corporate board rooms.

But what is change? And why do we only manage it?

Alberta currently can be a case study in drastic change. Change creates friction. Leads to identity politics in some instances where groups entrench to be on the preserve or change sides. Perhaps there is a frozen entrenchment were yelling just happens (hello NDP-UCP Governance)… but the root is missed completely.

See change happens. It is part of human society, and human life. It can be expected (such as boom and bust economic cycles, and the need to diversify). It can be that even though the wealthiest may not be doing as well, the economic shift is changing things. Those are some examples. Others are when belief systems shift, say in a church denomination one is apart of. It can be seemingly as insignificant as a focus on youth or children, as innocuous as leadership-governance structural changes or simply a new cleric. Yet ripples are sent, some stay, some go. Emotional weight hits many, and we yearn for a black and white existence.

Unfortunately the world has never been black and white. It exists in worlds of gray mostly due to the pesky of factors- humanity. As I wrote in the past about ISO systems and such under efficiency, it was the strategic process of an organization mapping out what they did, and what role did what in the process so that anyone could walk in and take the thick binder off the shelf and know what to do.

The mechanics of the work. The how, not the why.

That is the cusp of change management. Reactions to change need to be processed, not managed. You can manage chaos as a manager or director. This can mean continuing to push forward, pull along those who are willing or need survival income, but many will fall off and be lost in the wilderness to different levels of harm. Either financial, emotional, physical or spiritual. In the end though you can claim being proficient in change management as you had mapped out a process, a manual anyone can now pull off the shelf to show the system and that it is implemented. Yet in the push-pull to accomplish, what was missed is the values-morals-ethics that brought one to your organization.

It is not so much about managing change, as processing grief. We are at a time in human history where we know much about grief and trauma. Great knowledge, yet without application there is no wisdom. We seek those who can manage, not those that can lead. Mostly due to the fact that true leadership in the icky field of values, in grief work is not something that comes with fancy title but is the one that others seek out to understand and process with.

It is in the journey of processing. The ritual of acknowledging what has been lost. Celebrating what remains, that one can become open to the new being birthed within their community, organization or institution. The same journey of healing one goes through with a death in their life, or an enforced change of life circumstance due to health. It is a journey. It happens with every life change, we go through a grief cycle it can be brief or long dependent on what is changing, the social and professional supports we have access to, and if the new reality fits within our existing values, or are those values being challenged for growth or change or holding firm to the values and making a different change in life.

When it comes to change it is a harder conversation, and requires and understanding of those who are in the journey. It is not about managing change for the outcome wanted at a strategic level.

It is processing grief for the new direction to be birthed organically.

But it is messy, and requires seeing all pieces of the organization as people, not cogs. Are we willing?