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Slaying the Faith-Work Frankenstein's Monster

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My friend Lukas Naugle, who is a principal at Marketplace One, has written an excellent, super informative, well reasoned article summarizing some of the main insights he recently gained from reading a few dozen books on faith and work.

It’s called The Faith-Work Frankenstein’s Monster. Here’s the gist:

Those who haven’t gained a full-orbed view of the integration of faith and business are still the majority, and they come in various shapes and sizes. Here are some of the faith-work Frankenstein’s monsters I’ve met, and how to avoid releasing a monster yourself.

And here’s one of the best parts (among many others):

It’s important to affirm that business activity has intrinsic value in God’s world, not just instrumental value. Unfortunately, many faith leaders seem to focus on the instrumental value of business. The boss, the client, the church, and perhaps even the family often can treat the businessperson like a tool. We love to be useful to people, and our instrumentality is meaningful, but it’s not healthy to be a tool. Tools are manipulated, abused, demeaned, and wear out over time. A vision of mere instrumentality often leads to the erosion of meaning and motivation in a person’s work.

If you recognize yourself in one of the “monsters” he describes at the beginning, don’t fear. Keep reading to gain a well-articulated, biblical correction to many approaches to integrating faith and work that have some elements of truth, but ultimately fall short.

Where I Disagree with the Total Money Makeover

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I recently thumbed through Dave Ramsey’s Total Money Makeover book a bit while I was at Kinko’s printing off a large document. I didn’t read a ton, and there are many helpful things in there, to be sure. Further, Dave Ramsey has a very good ministry and is doing a great service.

But here’s something that doesn’t resonate with me. Quite often he would exhort people to save money and avoid debt by appealing to the fact that millionaires are frugal and avoid debt. “Millionaires don’t drive new cars — that’s how they became millionaires.”

The problem is that I don’t want to be a millionaire. That whole concept feels empty to me — “live like no one else now so you can live like no one else then.” I’m just not interested in that. I don’t want to make financially conservative decisions in order to build my own wealth.

What I’m interested in is helping people, seeking to do good, seeking to share, and being “hazardously liberal,” to use a phrase from John Piper, in serving others. Frugality put in the service of generosity — that’s a decent aim.

I’m sure Dave Ramsey would agree. When he refers to millionaires, he isn’t advocating that we should want to be one, but probably appealing to the fact that many people do. He’s not saying it’s good; he’s just acknowledging a desire many in society have, and appealing to it without approving it.

Still, I think it would be better to make clear that the aim in frugality (which I’m not convinced is a biblical virtue) is to serve others. That’s not only a more exciting life; it also keeps us from the trap of superficial frugality where we sacrifice the good of others in the name of financially conservative efficiency.

The Christian Ethic

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Jonathan Edwards:

Let us, to this end [that is, of love], be willing to do, or give, or suffer, that we may do good alike to friends and enemies, to the evil and the good, to the thankful and the unthankful.

Let our benevolence and beneficence be universal, constant, free, habitual, and according to our opportunities and ability, for this is essential to true piety, and required by the commands of God.

This is an incredible statement. Note a few things.

First, we are to do good universally. That is, we are not to show partiality, but are to do good for those who have something to offer us and those that don’t, the “great” and the “small,” in biblical terms.

Second, this includes our enemies as well as our friends, those who appreciate what we do and those who don’t, those who are out to wreck the world as well as those who are out to change it.

Third, we are to do good constantly. Doing good is not to be a rare thing we do every few months. It is to be the steady employment of the Christian.

Fourth, we are to do good freely. That is, without thought of return, and from delight and a spirit of joy. We are not to act under constraint, but because we want to.

Fifth, we are to do good according to our opportunities and ability. Which means we are to maximize our opportunities and talents and resources for the good of others. We aren’t called to serve people with what we don’t have, but very often we can do far more than we think. Further, we are to even suffer in the way of doing good for others. In other words, if we construe the need to stay within our abilities and opportunities to mean “don’t sacrifice,” we’ve misunderstood.

Seventh, this is not optional. It is “essential to true piety.” We cannot say that we love God if we are not diligently and proactively and freely and habitually seeking to serve and do good for others. This is the mark of a Christian.

This is worth emphasizing, because it’s easy to fall into the trap of simply praying for others when we see them in need. When you have the ability to help, simply saying that you will pray but not actually helping is akin to saying “be warm and be filled” and then moving on (James 2:14-17). Further, prayer is not by itself a mark of a true relationship with God (Matthew 6:5-8). It is possible to be a person who prays all the time and yet doesn’t lift a finger to concretely, practically help others (Matthew 23:4-7). God is not impressed with such people. Prayer is essential and critical (Matthew 6:9-15), but without an active disposition to do good for others, it is not a mark of a true and living relationship with God.

So, in conclusion: this is not optional! Let us be universal, constant, free, joyful, habitual, proactive, and energetic in doing good for others, without restraint or discrimination, for the glory of God.

How to Encourage your Ministry Team in the Bleak Midwinter

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This is a guest post by Dr. Paul White, business consultant, psychologist, and coauthor of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman

Now that we are fully into the New Year and venturing into the dreary days of January and February filled with cold weather and few days off from work, ministry leaders need to take a hard look at how we are going to support and encourage our team members.  This is the time of year (especially for those who like sunlight) for people to just drag themselves through the day.

As a psychologist who trains leaders and colleagues how to effectively communicate appreciation in the workplace, let me offer some suggestions.

Understand the nature of discouragement and burnout

Discouragement and burnout, over the long haul, come from a combination of weariness and lack of hope.  We have just emerged from the holiday season with many extra activities, and now we face the daily grind of doing our normal work.  A lot of people are emotionally tired.  Add to this a potential lack of vision (“Remind me again, why are we doing this?”) and a lack of hope (“My contribution really isn’t going to make a difference…”) and you have the perfect recipe for team members either going through the motions or giving up completely.

Give your team what they need:  vision, hope, appreciation and encouragement

This is where leaders can make a tremendous difference with their team members – by providing vision (where you are going and how doing x, y, and z fits into the overall plan), communicating hope (helping them see how what they are doing does matter), and communicating appreciation and encouragement along the way.

Communicate your appreciation in ways that work

One challenge in effectively encouraging your team members is that not everyone’s “language of appreciation” is the same.  Therefore, some attempts at appreciation may not really impact them.  Most people think of appreciation as being verbal—saying “thanks” or writing a note —but in reality, studies show at least 40% of people really don’t  value words in terms of feeling affirmed and appreciated.  For another 25%, a gift card to the local Christian bookstore will not convey the intended appreciation.  Some people feel appreciated when you spend personal time with them; others just want help getting tasks done.

In our research for appreciation in work and ministry contexts, Dr. Gary Chapman and I have found that for people to truly feel valued, four conditions need to be present.  Appreciation needs to be communicated:

a)  individually (rather than a blanket thank-you to all involved),

b) in the language that the individual values (see our online inventory to identify each person’s preferred appreciation language),

c) regularly (not just at their annual review or at the end of a big project); and

d) in a manner that the individual perceives as being genuine (versus forced or contrived).

To be honest, it takes some time and effort to communicate appreciation effectively. But it is worth it when you “hit the mark” with a team member, and you watch as they start to glow (or become teary-eyed) and their commitment to you and the ministry deepens dramatically. And you will be able to help them endure the long, dark days of winter – they may even smile occasionally and report enjoying their work!

 

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Author Bio: Dr. Paul White is a business consultant and psychologist, and is the coauthor of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman. For more information, go to www.appreciationatwork.com .

About the Book: The 5 Languages of Appreciation in the Workplace applies the “love language” concept of New York Times bestseller, The 5 Love Languages, to the workplace. This book helps supervisors and managers effectively communicate appreciation and encouragement to their employees, resulting in higher levels of job satisfaction, healthier relationships between managers and employees, and decreased cases of burnout. Ideal for both the profit and non-profit sectors, the principles presented in this book have a proven history of success in businesses, schools, medical offices, churches, and industry. Each book contains an access code for the reader to take a comprehensive online MBA Inventory (Motivating By Appreciation) – a $20 value.

 

My Interview at The Gospel Coalition on the Doctrine of Vocation and Finding Meaning in Your Work

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Last fall, Collin Hansen of The Gospel Coalition interviewed me on the Christian doctrine of work. It’s now posted at their site. Here’s the video, with Collin’s intro:

What gets you out of bed on Monday morning to go to work? What motivates you to persevere in a job you don’t enjoy, that doesn’t reward you adequately?

I posed these questions to Matt Perman, blogger and author of the forthcoming What’s Best Next: How the Gospel Changes the Way You Get Things Done. We discussed how jobs afford us opportunities to love our neighbors, and how we each multitasked during repetitive work to learn about God and concentrate on his Word.

Especially if you’re struggling at work, you’ll want to hear Perman explain the doctrine of vocation, which invests everything we do with meaning, because we’re living out a God-giving calling. Whether a pastor or plumber, we work in faith as unto God himself (Colossians 3:23-24). Perman explains how even garbage collectors can apply this doctrine to make their work more interesting, challenging, and fulfilling.

The Best Mission Statement for a Christian Organization Is Two Words:

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Jesus Christ.

If you want to know how to live as a Christian, what to believe, what to do, what kind of attitude to have, what God is like, or anything else about ultimate things, all you have to do is look at Jesus. He is the foundation, goal, sum, essence, and everything of life and any organization that calls itself Christian.

I know we need to be more specific in our mission statements about what our specific goal is, within this framework.

But my point is that every Christian organization is imitating Jesus in some specific way, seeking to act in his power, and proclaiming his message. So Jesus does sum up what any Christian organization is seeking to do. Anybody should be able to look at what your organization does, then look at the portrait of Jesus in the gospels and epistles, and say “yes, that follows.”

And thus, if you are going to make a mistake in your mission, it’s better to make the mistake of being too broad and high-level, but getting the core (Jesus) right, than being highly specific but leaving the core implicit or assumed.

This is for Christian organizations. Secular organizations, or even businesses run by Christians, do not need to have Jesus in their mission statements explicitly. The “main actor” can be off stage at times, without undermining the fact that everything is about him.

I’m talking specifically about Christian ministries and churches — organizations that exist specifically to proclaim Jesus and make him known. For Christian organizations, Jesus Christ is the sum and substance of the entire mission, and it is right and wise to make that explicit.

Help 500 Children in the Developing World for $25

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I saw this on Food for the Hungry’s Twitter feed the other day. What a great opportunity: For $25, you can provide medication and everything else necessary to deworm 500 children who have been infected with parasites due to poor sanitation.

Here’s the description on their site:

In the areas we go, dirty water, lack of sanitation and poor hygiene result in almost every child being infected with parasites. Malnutrition and even death can result. The good news is — on average, it costs about a nickel to deworm 1 child. Treatment keeps a child healthy for 6 months or until clean water and sanitation become available.

There is no reason not to do this. For a very small gift, you are able to make a very large impact in the lives of a large number of people. If you can, up your donation to 100 and help 2,000 people.

What Fathers Should Teach Their Sons

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This is a very helpful, short, significant e-book by Glenn Brooke on what fathers should teach their sons. Glenn is an elder at the church my family attended when we lived in the Des Moines, IA area and is an excellent teacher of the Bible.

As a father, I feel the lack of good instruction on parenting that exists right now (with some notable exceptions) — and the difficulty in making time to read the books that are helpful. Glenn’s book helps address both of those issues because it is both short and significant. I’m glad I’ve had the opportunity to read Glenn’s book while my kids are still young!

The True Meaning of Justice in the Workplace

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Biblically speaking, to be just means to use your strength on behalf of the weak.

Justice most certainly includes an overall “fairness” and truth and integrity and honesty and refusing to show partiality.

But the essence of justice goes beyond that.

The essence of justice is that those with greater authority and influence are to use their stronger position in service of those who are in a weaker situation.

Helping those in a “weaker situation” might mean helping those suffering from poverty or sickness or some other harm, but it doesn’t have to be. It means helping anyone without the influence of formal authority you have. Which means, if you are a manager or leader in an organization (or in politics or anywhere), that it includes those who work for you.

Some people think that the biblical commands to be just in this sense and their corollary, radical generosity, do not apply inside the bounds of an organization. Inside an organization, “business rules” apply, which is interpreted to mean that people must be impersonal (a distorted notion of the concept of being “impartial”) and that doing things for your own advantage primarily is correct and right.

But this is wrong. The biblical commands to be generous and to be just apply in all areas of our lives, without exception. The Golden Rule (Matthew 7:12) and commands to be merciful as God is merciful (generous to all, especially the undeserving, Matthew 5:43-48) do not cease to apply at our jobs and in our work and in our organizations. They are not simply for the personal realm.

Their manifestation may look different in each area of life. But these principles of justice and generosity still apply in every area of life and we must be diligent to apply them in all areas.

So, here’s one example. Let’s take the workplace. Being just and generous in the workplace means that, if you are in authority over people, you use that authority in the service of everyone you interact with — including those in the organization who directly work for you, those around the organization who don’t work for you but you are in a position to influence, and those outside the organization that you interact with. It means you see yourself as the servant of all, and that you see your authority and position and role as existing not as some statement of how great you are or how hard you’ve worked, but rather as existing for the sake of those around you. Your authority exists to do them good.

Now, immediately here we run into “the fallacy of doing good,” which is the tendency of people to act contrary to the purpose and role of their vocations in in their attempts to “do good,” which ends up making things worse. One example might be a chef at a restaurant who gives away dozens of free meals every night out of a spirit of generosity, when it’s not his restaurant and the owner has not given him the authority to do that. In this case, the chef’s generosity of spirit is right, but the way he carries it out is not. (If he owned the restaurant or had been given the leeway to do that sort of thing by the owner, however, go for it!)

So, what does using your authority and role to “do good” at your job look like when done right? A lot could be said, but let me just say one simple, yet core, thing.

It means being for the people who work for you. Which means believing that they can excel and do good work and make a contribution, even when few other people might be able to see it. And it means using your influence to give them opportunities and, yes, advance their career whenever you have the chance.

Note I’m not saying you shouldn’t be smart and discerning. But I am saying that you should have a default belief in people and therefore do whatever you can to give them a chance, to give them greater opportunities, and to give them a break whenever you can and whenever it seems they will be able to meet the opportunity and succeed in it.

And it means, even when you aren’t in a position at the moment to help advance someone or given them an opportunity, that you are encouraging and always seek to be the type of person that builds others up and helps them get better at what they do.

So much here is about your spirit and attitude — the disposition you have and with which you carry yourself. You need to see yourself as existing for the good of others, and charged with the responsibility from God to use any influence, authority, and resources you have in service to others.

But note that I’m not simply saying “be for other people.” That is a critical thing. But it’s not enough, because it’s so easy to say that we are “for” someone but never take action. It’s easy to say words that we don’t back up with our behavior. The true disposition of a servant is to be for people and to be diligent and forward and effective in identifying ways to promote their welfare.

This is a call to give thought to improving in both our dispositions and our concrete actions. See yourself as existing in your role for the good of others, and be proactive in finding real opportunities to use your authority and influence and resources to serve others and build them up.

That’s a how true Christian operates in his job and lives his entire life.