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You are here: Home / 2011 / Archives for April 2011

Archives for April 2011

A Christian View of Management in Ephesians 6:5-9

April 29, 2011 by Matt Perman

One thing I’ve noticed about most Christian teaching on work is that it is pretty thin. It essentially boils down to “work hard” and “be honest.” Those are very important things. But, to be frank, they aren’t very interesting. And, they don’t give guidance to the wide range of issues that the modern worker truly has to deal with.

Even more, they don’t address the fundamental issue that most people struggle with in their work: finding meaning and loving what they do. Many workers, including Christians, lead work lives of quiet desperation because they don’t know how their faith truly connects to their work. And one big reason for this is that much Christian teaching on work is just too thin and undeveloped.

So as I’ve been reading on management and work over the last few years, and developing philosophies and systems of management for where I work, I sought to develop a more robust theology of vocation in the workplace. There is much to learn from common grace and the really incredible research that has been articulated so well by people like Marcus Buckingham and Daniel Pink. But there are also incredible things in the biblical text itself that teach us about what it means to be an employee and manager — things which many people are not drawing out, but which are right there.

Some of the secular thinking (the good stuff — there’s also lots of bad management thinking out there) gives helpful words to what Paul is articulating in places like Ephesians 6:5-9; other aspects of the (good) secular thinking are consistent with biblical teaching, even though they may not be the only biblical way to do things (the Bible gives freedom within a framework, though some practices are more helpful than others, and ought to be pursued for that reason).

Tonight in our small group I sought to bring together a more robust set of thinking on work from a biblical perspective. Below are my notes for what I taught. I don’t say everything that could be said, I don’t draw out exactly how we should think about the interaction of correct secular thinking and the Bible (though it is important here and I have much to say on that), and I didn’t flesh everything out as fully in these notes as I did in our group discussion. (And, alternatively, we didn’t cover everything that is included here!) So if anything seems unclear or in need of expansion, remember that these are just my notes, and as such were primarily intended for myself. But I think they might also be more broadly helpful as well, and it makes more sense to post these notes now rather than wait until I have the time to turn them in to a set of more polished blog posts.

So, here they are, for any who are interested in a more robust Christian theology of work. I’d like to expand on some of these things at some point, and maybe delve even more deeply into this subject in my second book. But for now, here are some of my main thoughts on a more robust Christian doctrine of work. (You can also see my article “Management in Light of the Supremacy of God” for greater detail on many things touched on here.)

Two Core Truths from the Text

1. Eph 6:9: “Masters, … give up threatening.”

Here’s what this means: don’t motivate primarily by fear. In fact, don’t even motivate primarily by carrots and sticks—extrinsic factors. Cue in to the fact that in the verses right before, Paul exhorts slaves (= workers) to be intrinsically motivated (“doing the will of God from the heart,” etc.). Consequently, manage in a way that syncs with that. This means create the conditions that foster intrinsic motivation, rather than relying on detailed rules and telling people what to do. What does this look like? We will talk about that in the application section.

A corollary text here: 1 Peter 5:3: “Not domineering over those in your charge, but being examples to the flock.” Peter is addressing this to elders, but the principle applies to all leadership positions. It would be strange if elders were to lead this way, but everyone else is justified in being domineering to their people.

2. Eph 6:9: “Masters, do the same to them.”

This means: View your workers with respect and treat them as real people in the image of God who are more than just a pair of hands, but are also creative and resourceful and a source of ideas.

In other words, workers aren’t just to be ordered around. Manage to the whole person. Treat employees with respect, as valuable individuals in the image of God. No one likes to be ordered around or micromanaged. And that’s not just because it’s annoying. It’s because it’s out of sync with the way we have been created. We have been created in the image of God and thus people are creative and responsible, seeking to do good work and make a contribution. If you believe that about people, most will live up to it. And don’t let the few bad apples that don’t spoil it for everyone.

Underlying this is also the truth that employers ought to seek the good of their employees. For workers had just been commanded to “obey your earthly masters” — that is, workers should seek the good of their employer, should seek to make a contribution and put their employer before themselves, and should accomplish the objectives and tasks given them (but not only those tasks — workers are to be self-motivated, as the command to work from the heart and “render service with a good will” shows, and this means taking proactive initiative). So “obey your earthly masters” doesn’t just mean “be compliant and do the minimum necessary,” because that’s not how we would want to be treated — in the home, for example, we don’t want our kids to begrudgingly obey, but eagerly obey. It’s the same with the workplace (and, of course, Paul says this explicitly, as we saw, when he says to obey from the heart). “Obeying” your employer implies taking initiative, showing creativity, and at root being for the good of your organization.

Now, that’s cool and amazing (it’s a lot more enjoyable and interesting to be engaged in your work than merely compliant!). But here’s the really incredible thing: since Paul says to masters “do the same to them,” it follows that managers (and entire companies) are to be about the good of their employees as well. They should not see their employees simply as cogs in a machine, or workers to be maximized for company profits, but as valuable individuals worthy of respect and appreciation. And that respect and appreciation ought to be tangibly demonstrated through positive, empowering policies and a mindset of supplying employees with what they need to do their jobs well, and so forth. This isn’t a country club mentality, as we should have high expectations for our employees (which also serves them, because it challenges them to stretch and give their best selves). But when employees are treated well in this way, it is not only better for them; it is also better for the organization, because it produces greater performance. It is also less costly, because it reduces turnover (Chick Fil A example: their business model is underpinned by the Sermon on the Mount, and their retention rate is a stunning 97%).

Last point (though many more could be made): note the stunning implication here: “Do the same to them” ultimately implies treating your workers as you would Christ himself, for workers had just been exhorted to render their service “as to the Lord and not to men” (v. 7). Since masters (managers) are to do the same, it follows that they should treat their employees as they would Christ himself.

Application

So, what does it look like to create a culture that fosters intrinsic motivation in people — a culture of engagement rather than compliance?

1. Trust people and have high expectations for them. Trust is at the heart of a healthy culture. Most people want to do a good job and want greater responsibility. If you trust them and have high expectations, people will generally live up to that. (Likewise, if you have low expectations and don’t trust people, people will typically live down to those.)

2. Make the vision, values, and top priorities clear, then allow people to find their own way to accomplish the objectives. This is most consistent with trust and creates space for initiative and autonomy, which are at the heart of motivation.

3. Lead from values, not rules. This, again, is most consistent with trusting people. Detailed rules say “you are not competent, and therefore we need to control you.” People will live down to that and not apply their extra initiative. But leading from values says “we trust you” and allows people to use their judgment and creativity. It also gives purpose, which is another of the core components of motivation.

4. Seek to extend people’s autonomy to the greatest possible extent. Managers should keep expectations clear, but within that framework people are to manage themselves. The manager becomes not a boss, but a source of help.

5. You see the implication of self management right in the text: Paul exhorts workers to be self managing when he says don’t obey by way of eye service or as people pleasers. In other words, do what you do because it is right, not just because you are told or to score points. And, doing this “from the heart” implies: take initiative. For that is what we do when we are doing something from the heart.

6. Individualize. If workers are in the image of God and thus to be respected, we should not seek to mold them to fit a highly standardized version of the role. The role is to be flexible, not primarily the person. Highly standardized versions of a role not only run over the individuality that each person brings and is a potential source of incredible contribution; they are also impersonal. People are personal beings by nature; there is no virtue in regarding “impersonal” as essential to the meaning of being a professional.

7. By the way, what is management? It is unleashing the talents of the individual for the performance of the organization. Individualizing and unleashing the potential of the person are not just good practices, but are intrinsic to the nature of management itself.

The results of this will be:

1. Motivation, because this syncs with the three components of motivation: autonomy, mastery, and purpose.

2. People will grow because they are required to be responsible and exercise judgment. And this is critical because management is not only about getting things done through others, but developing people through tasks. Management is a matter of serving.

3. Greater efficiency, believe it or not. Trying to control people doesn’t scale. It also results in higher turnover, and kills the initiative that leads to great results.

4. Initiative and innovation. Again, this unleashes greater initiative and the best ideas of your people.

5. Employee engagement.

6. A strong workplace. (That’s not just a throw-away phrase; there’s great and specific meaning in what a “strong workplace” is that would be great to go in to sometime.)

7. An exciting workplace — a place where people want to work and enjoy their work.

8. Your people will be served and built up, and the organization will be served more effectively as well.

9. Failure to manage this way is why so many people want to retire, by the way. So many workplaces treat people merely as cogs in a machine. It’s no wonder people want to escape at 65. What a waste! I’m not saying retirement is bad — it can be a great thing to transition to a different type of contribution after a lifetime in the workplace. But far better to also manage our workplaces in such a way that people don’t want to retire to get away from the job, but rather retire because of the potential for a different type of contribution later in life.

Blog Posts

  • Management in Light of the Supremacy of God
  • Avoiding the Bureaucratic Death Spiral
  • The Tyranny of Corporate Computer Control
  • Use Your Practical Wisdom
  • The Harm in Multiplying Rules
  • On Multiplying Rules
  • Why Minimize Rules?
  • When Rules Go Bad: An Example

Filed Under: 4 - Management

A Better Answer to the Question "What is Your Greatest Weakness?"

April 28, 2011 by Matt Perman

A common job interview question is “what is your greatest weakness?” (Or some variation of it.)

A common response is to answer in terms of what you are bad at or tend to overdo (but often trying to give it a positive spin by making it seem the flip-side of a strength!).

That’s an unnecessary and unhelpful route to go with that question. The reason is that it misunderstands the nature of a weakness.

A weakness is not what you are bad at. A weakness is any activity that drains you. Or, in other words, a weakness is any activity that depletes you.

Understood in this light, it is not simply the most honest thing to give a straight answer, it’s also the most strategic because you don’t want to have a job that calls upon your weaknesses primarily (for you will be unable to excel and will end every day drained). What you want to do with your weaknesses is make them irrelevant by managing around them. Adjust the position so it doesn’t generally require you to do what weakens you, for example. Or find a partner who is strong where you are weak.

Given these things, here’s an example of a good answer to the question: “What is my greatest weakness? A weakness is an activity that drains you. Understood in this light, one of my greatest weaknesses is falling behind on email. If I let my email go for a few days, I feel like I’m under a pile of nagging, unfinished tasks, and it drains my energy. [Then, you go to how you have addressed the weakness and make it irrelevant:] As a result, I have a daily process for getting my inbox to zero, and I make sure not to skip more than a few days unless circumstances really call for it. I find that as long as I make it a priority to keep my in box processed regularly (which I have a system for), I don’t have to deal with the sense of being drained from a collection of unprocessed and unknown emails.”

Filed Under: Job Finding, Strengths

Don't Aspire to Mediocrity

April 27, 2011 by Matt Perman

Few people aspire to mediocrity. But they often drift into it because the temptation to cut corners and take the easy route is often not recognized. It’s not recognized because it’s often veiled in the advice to “be reasonable.”

But if you are going to be effective — that is, if you are going to truly serve people well (which is what effectiveness is about), then you can’t settle for being reasonable. You have to go the extra mile.

Here’s how Patrick Lencioni puts it in his latest newsletter:

If you’re not willing to do things that others would say are over the top, and if you’re not comfortable being criticized for being annoying and for having standards that seem perhaps just a little too high, then you’ll drift toward mediocrity.

And though no one would ever aspire to being mediocre, it is more tempting than we might realize.

After all, the majority of people out there will encourage us to take the easy route, because that isn’t threatening to them. They’ll support us as we justify cutting a corner here and lowering our standards there, because it isn’t reasonable to do anything more.

And I suppose that’s the whole point. Success isn’t about being reasonable. It’s demanding. It’s over the top. It can even be annoying. But it’s worth it.

Read the whole thing.

Filed Under: 4 - Management

Reducing Costs Does Not Always Increase Profits

April 26, 2011 by Matt Perman

To be blunt, taking measures at cost reduction is often a naive way of trying to increase profits. It’s not that there’s no place for it, but it’s typically first-level thinking that fails to see the big picture.

It’s like rent control in government: on the surface, it looks like controlling what rental properties can charge will keep prices down. But ultimately what it does is decrease the incentive for people to rent property, thus creating a housing shortage. This has been the well documented outcome in cities like New York and others, all over the world (see Thomas Sowell’s Basic Economics: A Common Sense Guide to the Economy for a great treatment of this).

The reason is that cost reduction measures often cut into the very things that produce the revenue for a company — including intangibles such as employee morale. (Yes, employee morale translates into revenue because it results in employees going the extra mile, treating customers better and more proactively, generating ideas that can enhance productivity and performance, and is even a more effective way to reduce costs because it reduces turnover.)

Here’s what Jeff Pfeffer has to say on this in What Were They Thinking?: Unconventional Wisdom About Management:

In case you haven’t noticed, in spite of the many rounds of wage cuts, the major airlines have continued to lose market share to the discount carriers such as JetBlue and Southwest and have continued to bleed money. . . . That’s because the solution management seized on — cutting workers’ pay — actually doesn’t do very much to make organizations more profitable and competitive or even, in some cases, to reduce costs.

Instead, cutting employee wages often worsens company problems. Hourly rates of pay simply don’t do nearly as much as most people seem to believe to determine a company’s — or even a country’s — competitive advantage. That’s because wage rates are not the same thing as labor costs, labor costs don’t equal total costs, and — in many instances — while it is n ice to be low cost, low costs and profits aren’t perfectly correlated either. . . .

The competitive success of airlines such as Southwest, Alaska, and JetBlue depends on lots of things besides wage rates. For a start, it’s nice to be able to offer customers a product or service offering they actually want to buy. . . .

Virgin Atlantic Airways has consistently pursued a strategy of offering more amenities and better service for both its business-class and economy fares, and has generated a profit when other airlines have struggled. After further upgrading its business-class seats and service in 2004, the carrier reported a 26 percent increase in business-class traffic for the fiscal year ending in February 2005. . . .

In the automobile industry as well, profits depend on more than just costs. Profits are also affected by brand image and product design and quality, all of which affect how much people are willing to pay for a car.

There is much more to being profitable (or, for a non-profit, having the funding they need) than cutting costs and being efficient. Often, the things that are most efficient — such as making sure employees feel that they are valued and respected and treated well — appear inefficient at first. But that’s just a short-term perspective. In the long-term, these “inefficient” things are actually more efficient, because they are the best prevention of the truly large and inefficient costs of high turnover and low quality.

Filed Under: 4 - Management, Efficiency

Is It Really More Efficient to Remove Layers of Management?

April 25, 2011 by Matt Perman

From What Were They Thinking?: Unconventional Wisdom About Management:

Isn’t it better to have fewer managers and a flatter structure?

The answer, according to both Edmondson’s research and the experience of Southwest Airlines as described by Jody Hoffer Gittell, is it depends on what the managers do.

If they just give orders and assign blame if things go wrong, you’re probably better off with fewer of them.

But if leaders actually help people coordinate and learn, more are better.

Good point. He continues:

The problem with having fewer managers is actually quite simple: since people have been taken out of the organization, those that remain have more to do unless something has been done to decrease the total workload.

And there are fewer people in the organization to ensure coordination, reflection, and learning. In order for leaders to act as coaches, there must be enough leaders to do the coaching.

Just as coaches help their teams perform better by standing on the sidelines and providing perspective and information that players in the thick of things might otherwise miss, so in companies it is useful to have people whose job responsibility includes learning, coaching, teaching, and reflecting, or else those activities won’t occur.

Filed Under: 4 - Management

The Best Career Advice You Were Never Told

April 21, 2011 by Matt Perman

The most effective people make career choices for fundamental reasons, not instrumental reasons.

That’s one of the key take-aways from Dan Pink’s excellent book The Adventures of Johnny Bunko: The Last Career Guide You’ll Ever Need.

Dan Pink’s book is excellent on two counts. First, it presents the material in a creative and engaging way: the book is actually the first American business book in manga. I was slightly familiar with this approach because the resource team at DG worked with some people a few years ago to adapt some of John Piper’s content to a graphic novel format. Dan Pink has done the same thing here, except to teach career principles.

Second, the content is helpful — and counterintuitive. Here are the six lessons of the book:

  1. There is no plan.
  2. Think strengths, not weaknesses.
  3. It’s not about you.
  4. Persistence trumps talent.
  5. Make excellent mistakes.
  6. Leave an imprint.

If I can, maybe I’ll do a series that briefly covers each of these points.

For now, here’s some advice for those who aren’t sure what to do next: make your next choice for fundamental reasons, not instrumental reasons.

Here’s how Pink explains it (via one of the characters in the book):

You can do something for instrumental reasons — because you think it’s going to lead to something else, regardless of whether you enjoy it or it’s worthwhile.

Or you can do something for fundamental reasons — because you think it’s inherently valuable, regardless of what it may or may not lead to.

And the dirty little secret is that instrumental reasons usually don’t work. Things are too complicated, too unpredictable. You never know what’s going to happen [and note that this is biblical! Proverbs 20:24; 16:9; James 4; etc.]. So you end up stuck. The most successful people — not all of the time, but most of the time — make decisions for fundamental reasons.

They take a job or join a company because it will let them do interesting work in a cool place — even if they don’t know exactly where it will lead.

There’s the key idea. If you don’t know what you want to do next, do what you think is inherently valuable. You don’t need to know where it will lead. And, almost certainly, it will lead to someplace interesting, because, first, you already are doing something interesting (that was the point of your choice!) and, second, we are more effective when we are doing what we love to do.

And even if you do have a clear goal for where you want to end up (which is a good thing), don’t fall into the trap of thinking that you will best get there by making a bunch of instrumental choices to do things you don’t really want to do, but which will “keep your options open” and eventually let you get closer to your interests. This approach usually backfires. Instead, have your large goal, but stay open to seizing unplanned opportunities to help get you there, and along the way seek to follow the path of doing what you find inherently valuable.

Filed Under: c Career Navigation Skills

Crossway Impact: Rewards with a Mission

April 21, 2011 by Matt Perman

I’m excited about Crossway Impact, the new rewards program with Crossway Books.

I like this program because it not only offers readers several annual benefits, but also enables you to send 5% of the money you spend to a ministry of your choice. This is a helpful variation on the one for one idea, pioneered by places like TOMS Shoes (which gives one pair of shoes to someone in the developing world for every pair that you buy), because, in the very act of making your purchase, you are able to make an impact beyond your purchase.

So, way to go to Crossway for doing this. (And, if you can’t guess, I would suggest designating your 5% to go to Desiring God — but any of the ministries they offer would be a good choice!)

Here’s the description from the Crossway site:

Here at Crossway, we’ve been thinking of better ways to serve our readers and partner with like-minded ministries.

That’s why we’ve created Crossway Impact—a rewards program for readers who want to invest their resources wisely—buying books AND making an impact.

Crossway Impact is designed to reward our readers with the following annual benefits:

  • 3 FREE books (choose print or e-books from a monthly list which must ship with a purchase of any amount)
  • 25% OFF all your purchases on Crossway.org
  • Free shipping on orders over $50
  • Exclusive monthly offers

Crossway Impact also gives you an opportunity to make a difference with every book you buy by sending 5% of the money you spend at Crossway.org to a ministry of your choice. Now, ministries like Desiring God, The Resurgence, and Revive Our Hearts will benefit right along with you—a real win-win.

For the first year of the program, we’re making these benefits available to as many Crossway readers as possible by letting you determine the value of your rewards (worth at least $40 in free books alone!). The only thing you have to do is name your own membership fee.

It’s as simple as that.

Crossway Impact Members get a year-long discount, free books and shipping, special offers, and the chance to make an impact with every purchase. We hope you’ll join us by signing up today.

Filed Under: Publishing

Proposal for a Message at the 2011 Web 2.0 Conference

April 11, 2011 by Matt Perman

This is a proposal I submitted for the 2011 Web 2.0 Conference. Though it was a secular conference, I submitted a proposal on how there is a biblical basis for web usability because it seemed that that topic would be of general interest. I’m posting it here as an example of doing public theology — that is, of seeking to bring a gospel-centered perspective on things into the wider culture in a (hopefully!) winsome, appropriate, and respectful way.

Description (65 words)

Website usability is not simply a good idea; there is actually a case to be made for it from the Bible. This transforms not only how we understand usability, but also how we understand all of our work. Now matter what your religious views, it is surprising (and helpful!) to see that the Bible has something to say about even the more sophisticated aspects of everyday life and work.

Full Description

The first principle for an effective content strategy is: have excellent content and make your site _usable_. You want users to think hard about your content–not about how to use your site.

But usability doesn’t only make your site better and more effective. There is also a case to be made for it from the Bible, because it is a way of serving your users.

This session will show how usable websites are an expression of the core biblical commandments to “love your neighbor as yourself” (Luke 10:27) and put others before ourselves (Philippians 2:4). Even for those who do not have religious beliefs, or who do not share a belief in the authority of the Bible, it can transform our work to see it not simply as a job or a way of making money, but also as a way of serving and doing good for others.

Secular thinkers such as Patrick Lencioni and Howard Schultz and even Tom Peters have long pointed out that work is not just about the work, but serving others and even uplifting the human spirit (see, for example, the beginning of Schultz’s latest book, “Onward: How Starbucks Fought for Its Life Without Losing Its Soul,” or the last chapter of Lencioni’s “The Three Signs of a Miserable Job” or Tom Peter’s discussion of “transcendence” in our work in “In Search of Excellence”). This session will show how these thinkers are echoing an even greater reality that is in tune with the worldview of the Bible itself. We will also make an application to exactly why usability is a matter of serving others well, and how understanding usability in this way motivates even greater excellence–for since excellence is hard work, it is ultimately only possible when we put others (in this case, the user) before ourselves.

Seeing these things is not only surprising and engaging in itself, but will also give those who attend a snapshot into the worldview of many of their own web visitors, as a majority of web users do have at least a loose religious affiliation and concern for spiritual issues.

Additional Information

The purpose of this session is not to persuade people about religion or create any controversy in any way at all. People can choose to believe what they want, and my aim here is not to address any controversial issues.

Rather, it is simply interesting and illuminating to see that the Bible has things to say about the everyday things we do in life–including really cool things like interactive design and making sites usable. Even (especially) people who have no religious viewpoints or do not hold to the Bible as a special book will find this session interesting as they see how a book that many in our culture _do_ hold in high regard has very engaging things to say about everyday life and the world of technology.

While the content of my session will be engaging and interesting and surprising, it will not be religiously controversial. The compelling and interesting thing is the fact _that_ the Bible has relevance to these things, and _how_ this is so. And that is broadly interesting and applicable. Additionally, this session will help meet the diversity value listed in the criteria by which sessions are selected, as it looks at web design from a unique perspective not typically addressed at the conference, while also shedding light for attendees into how many of their users think about the world (as 50% + of the population does at least have some lose religious affiliation).

Filed Under: Conference Messages, Web Strategy

Be a Resource, Not a Limiter

April 7, 2011 by Matt Perman

The people that are most helpful in any organization are those who take initiative, rather than simply doing what they are told. What organizations need from their people is engagement, not mere compliance. (And, conversely, this is what makes a job most satisfying — being engaged, rather than simply seeking to comply).

This has implications for managers as well. If you manage in a certain way (namely, with a command and control focus), you incentivize compliance. But if you realize that management is not about control, but rather about helping to unleash the talents of your people for the performance of the organization, and that this comes from trusting your people and granting them autonomy, then you see yourself not as the “boss,” but as a source of help.

A manager is a source of help and a catalyst, not a limiter or controller.

Godin touches on this well in his recent post “Moving Beyond Teachers and Bosses“:

We train kids to deal with teachers in a certain way: Find out what they want, and do that, just barely, because there are other things to work on. Figure out how to say back exactly what they want to hear, with the least amount of effort, and you are a ‘good student.’

We train employees to deal with bosses in a certain way: Find out what they want, and do that, just barely, because there are other things to do. Figure out how to do exactly what they want, with the least amount of effort, and the last risk of failure and you are a ‘good worker.’

The attitude of minimize is a matter of self-preservation. Raise the bar, the thinking goes, and the boss will work you harder and harder. Take initiative and you might fail, leading to a reprimand or termination (think about that word for a second… pretty frightening).

The linchpin, of course, can’t abide the attitude of minimize. It leaves no room for real growth and certainly doesn’t permit an individual to become irreplaceable.

If your boss is seen as a librarian, she becomes a resource, not a limit. If you view the people you work with as coaches, and your job as a platform, it can transform what you do each day, starting right now. “My boss won’t let me,” doesn’t deserve to be in your vocabulary. Instead, it can become, “I don’t want to do that because it’s not worth the time/resources.” (Or better, it can become, “go!”)

The opportunity of our age is to get out of this boss as teacher as taskmaster as limiter mindset. We need more from you than that.

Filed Under: 4 - Management, Career Success

What is the Fruit in John 15:5?

April 6, 2011 by Matt Perman

In John 15:5, Jesus says “Whoever abides in me and I in him, he it is that bears much fruit, for apart from me you can do nothing.”

What is the “fruit” that Jesus has in view here? Here is a helpful exposition of the text from DA Carson, from his The Gospel according to John:

There has been considerable dispute over the nature of the “fruit” that is envisaged [in this text]: the fruit, we are told, is obedience, or new converts, or love, or Christian character.

These interpretations are reductionistic. The branch’s purpose is to bear much fruit (v. 5), but the next verses show that this fruit is the consequence of prayer in Jesus’ name, and is to the Father’s glory (vv. 7, 8, 16).

This suggests that the “fruit” in the vine imagery represents everything that is the product of effective prayer in Jesus’ name, including obedience to Jesus’ commands (v. 10), experience of Jesus’ joy (v. 11 – as earlier his peace, 14:27), love for one another (v. 12), and witness to the world (vv. 16, 27).

This fruit is nothing less than the outcome of persevering dependence on the vine, driven by faith, embracing all of the believer’s life and the product of his witness.

Filed Under: Defining Success

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What’s Best Next exists to help you achieve greater impact with your time and energy — and in a gospel-centered way.

We help you do work that changes the world. We believe this is possible when you reflect the gospel in your work. So here you’ll find resources and training to help you lead, create, and get things done. To do work that matters, and do it better — for the glory of God and flourishing of society.

We call it gospel-driven productivity, and it’s the path to finding the deepest possible meaning in your work and the path to greatest effectiveness.

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About Matt Perman

Matt Perman started What’s Best Next in 2008 as a blog on God-centered productivity. It has now become an organization dedicated to helping you do work that matters.

Matt is the author of What’s Best Next: How the Gospel Transforms the Way You Get Things Done and a frequent speaker on leadership and productivity from a gospel-driven perspective. He has led the website teams at Desiring God and Made to Flourish, and is now director of career development at The King’s College NYC. He lives in Manhattan.

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Foundational Posts

3 Questions on Productivity
How to Get Your Email Inbox to Zero Every Day
Productivity is Really About Good Works
Management in Light of the Supremacy of God
The Resolutions of Jonathan Edwards in Categories
Business: A Sequel to the Parable of the Good Samaritan
How Do You Love Your Neighbor at Work?

Recent Posts

  • How to Learn Anything…Fast
  • Job Searching During the Coronavirus Economy
  • Ministry Roundtable Discussion on the Pandemic with Challies, Heerema, Cosper, Thacker, and Schumacher
  • Is Calling Some Jobs Essential a Helpful Way of Speaking?
  • An Interview on Coronavirus and Productivity

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