Leading by example & building trust within HRM
Without trust, a leader will be scrambling. Trust is the foundation of what makes a leader great. It seems like such a distinct concept. However, many people have worked with leaders who violated trust. It becomes challenging to continue a working relationship after that happens. How can we build trust and leadership within HRM?
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In addition, those who desire the leadership position will rarely put trust in current leadership because they are convinced they would do better. And that. attitude puts building trust and leadership within HRM at a distinct disadvantage.
Some people have blind trust in leaders. This can be dangerous. Just look at what happened to Germany in the early part of the 20th century. People followed Hitler, a total madman. The country was still reeling from World War I, and Hitler saw an opportunity to use this to rise in power. People were so impoverished that they saw him as someone who could save them. They realized later just how wrong a decision they made.
Somewhere between blind loyalty and following a guru off of a cliff and never ever trusting any man lies the place where we can begin building trust within HRM. Despite the fact that every leader and non-leader within the Hebraic faith is just another flawed human being!
When a leader builds up trust in the people he leads, the path is set to get the most out of those people – meaning encouraging and supporting them in their giftings.
But, trust needs to be nurtured if we want to be about building trust within HRM.
It is quite easy to lose it by just one wrong action.
Therefore, a leader has to maintain a high level of standards for that to not happen. In addition, grace needs to be more prevalent and recognition that a leader choosing not to do something the way you think they should is okay.
Don’t be that guy loses faith and trust in your fellow humans because your pride is wounded. If we want our leader to trust and build us up, we must return the same courtesy.
The leader also needs to be able to trust the group. If there are a few members who are not being trustworthy, the entire fellowship can suffer because of it.
Gossip and backbiting are rampant within the Hebraic community. Leadership needs to keep a close watch on the dynamics of the group to ensure that bad situations don’t get ugly. This is not an easy task because it may require taking actions against members who are agitating the group.Silver-Plated Yemenite (Kudu) Shofar
The most significant way for leaders to develop trust is to be straightforward with the group. When leaders hide information or manage in an underhanded way, the fellowship will notice these kinds of tactics, and they will resist.
When leaders are transparent with their group about everything that is going on, it will limit the occurrences of surprise.
Sometimes leaders may not know everything that is going on, and this can lead to problems with the team. The group may assume the leadership is aware when they don’t.
However, if leadership has been honest with the group, this scenario will be less likely over the long term.
This dynamic of developing trust will give leaders the ability to create strong fellowships. Once that happens, together, a fellowship can accomplish much in the Kingdom.
In addition, trust will make it less likely for members to leave the group.
So is Leadership in Hebraic Community Failing?
Let’s take a look at some worldly leaders who inspired trust and did big things.
It would be challenging to write about leadership without recognizing the accomplishments of great leaders. While people may have differing opinions on who and what makes great leaders, most leaders share some common qualities that cannot be denied.
Your list of great leaders may well be different from this list – and in truth these leaders were chosen for this article, not because we esteem them highly – but rather they show many of the leadership skills lacking or inversely being fought against within HRM.
If these choices don’t work for you, take some time to read through the profiles of the people you feel inspired by. And think through how you or the leaders in your fellowship can be motivated by these and those examples.
Steve Jobs – what do pioneers have?
When people found out that Steve Jobs was dying, they felt that Apple would never survive without him. While it’s been five years since his death, the company still exists. But, it is certainly not the same company as it was when he was at the helm. He is often called a pioneer, which is a great word that quickly sums him up. But, he could also be referred to as a visionary. He took the company into the stratosphere with his vision.
Look at the pioneers in our movement – what did they exhibit that changed hearts and minds to read and follow The Word more closely?
Dalai Lama – bridging differences?
If you were pressed to think of one word that describes the Dalai Lama, it probably would be charisma. He has advocated for many years for peace among nations as well as religions. He meets with high ranking officials of various religions always trying to bridge the differences.
This is undoubtedly an area that Hebraic thinkers need some change and growth! Not only are we a minority amongst believers – we create our own little denominations based on very specific understandings. We put up walls when others don’t see things our way.
We have always admired and trusted Brad Scott for his refusal to argue the minutia. Do leaders that bring division earn our trust? Let’s support those that are about building trust within HRM!
Winston Churchill – support other leaders?
World War II was a difficult time for Churchill. He needed the help of the United States at a time when Roosevelt’s hands were tied.
US Citizens were still getting over World War I and didn’t want anything to do with a significant war overseas. Churchill held his country together despite getting bombarded on an almost daily basis by the Germans.
He helped Roosevelt craft ways to get the US involved in the war.
True leaders don’t pound their chests, they support one another. If you desire to be in leadership in your fellowship, start today by supporting the current leadership, coming along beside them in love and not insisting on your way.
Building trust within HRM is going to take all of us dying to ourselves.
John D. Rockefeller – be generous?
Rockefeller was an oil magnate who found ways to improve on oil products. This made him one of the wealthiest men in the world. But, he was quite generous with his money and set up foundations. He also proceeded with the construction of Rockefeller Center during the heart of the Great Depression to give many people much-needed jobs. In fact, the construction required over 40,000 people to make it happen.
Who would you put on your list of great leaders? Did you agree with at least one or two of the ones included here?
It’s likely you have heard of all of them.
But leaders do not need to be well known to make an impact for Yah’s glory. Or, furthermore, for our trust in leadership to be loving and reasonable.
Do you Mumble and Grumble about Leadership? Does that build trust within HRM?
if you are a leader or a leader wannabe or simply someone with a heart to support leaders within the Hebraic community, a fine book to read is “How to Win Friends and Influence People.”
Hey – I get it – why all these worldly examples? Because, guys, it’s not like we are crushing this whole ‘be and support leaders’ thing, now are we??
Pick up a copy of that book. If you don’t want to spend money on it, try to find it in your local library. Perhaps you have a friend or family member who has a copy. Ask for it and read it.
The book is a classic for a reason: the techniques work.
It was written by Dale Carnegie, and it’s intended audience at the time was salespeople. However, the principles can easily be applied to leaders. Many people outside the sales field have read this book over the years.
If you get nothing else from the book, you should at least absorb the information about taking a genuine interest in people. When you do this, you make connections that others will truly appreciate.
For instance, suppose through a conversation, you discover someone in your group loves to collect coins. You have in your possession a coin that you’ve been curious about for some time. So, you bring it in and show the coin lover. Together you begin to connect about the coin.
But, something more fundamental happens when you do this. The coin lover sees that you took an interest and is going to respect you for that. Any time you come across information about coins, and you make the coin lover aware of it, they will appreciate that even further.
Imagine if you took an interest in all of the people in your fellowship. You will become a trusted leader, and they will likely support your vision.
They will listen to you, whether you are talking about their particular interests or your hopes, plans, and vision for the group to grow and bring glory to YHVH.
The book has other great tips that can help you. Even if you are not currently a leader, by implementing the methods in this book, you will be well on your way to changing that. It’s quite an easy read, and you can get through it in a small amount of time.
However, Dale Carnegie suggests that you use the book as a reference. Whenever you need a refresher, simply go back to the chapter you need help with and reread it. This will reinforce the concepts, and it will strengthen your position as a leader, and help you support and trust your leaders.
Leading by Example & Building Trust
Indeed, it’s all fine and dandy to consider other leaders and styles of leadership – but when it comes down to it, we want to trust our leader(s).
It’s hard to argue with a leader who rolls up his or her sleeves and helps the team get the job done. No one can challenge such a commitment to the group. Leading by example, is one of the best ways to love people because it shows you are one body.
This doesn’t mean a leader should do everything for the group. Some leaderships mistake leading by example with interfering with its members. The home fellowship will learn to resent a leader who simply does everything for the group.
Besides, who has that kind of time?
The idea of leading by example is to take on some of the tasks or fill in for group members who are not available, etc. Sometimes, it can be just giving guidance to members who are stuck and showing them some of the steps. Then, let them take on the rest and come to you with any questions.
Leading by example also entails being honest with the whole fellowship. We need to take responsibility for our actions, and ultimately, we are responsible for the actions of our members.
If one person is grumbling, complaining, and gossiping and you don’t deal with it, these behaviors will spread like wildfire.
It won’t matter if you defend yourself against attacks – the damage is done. In fact, defending yourself will leave your people with the impression you are being petty.
After you acknowledge there is an issue, you may need to take loving actions with those members. After all, they have to know they messed up. But, it should be dealt with one-on-one.
Some leaderships feel they should let the whole fellowship know what is going on and will deal with the situation in a group scenario.
This can be a personal preference – but not Biblical for your first effort with an individual. It may come to that in following Matthew 18. Initially, treat the issue with more sensitivity than being called out in front of the group. His Word is always the right choice.
“If your brother or sister sins, go and point out their fault, just between the two of you. If they listen to you, you have won them over. But if they will not listen, take one or two others along, so that ‘every matter may be established by the testimony of two or three witnesses. If they still refuse to listen, tell it to the church; and if they refuse to listen even to the church, treat them as you would a pagan or a tax collector.”Matthew 18:15-17
Building Trust within HRM
One of the best ways to lead by example is to make sure you keep up-to-date with what is going on within the group and the efforts each is contributing.
This doesn’t mean micro-managing them. It just means knowing what ministries they are performing and whether they need any help from you or any materials to get their job done.
Rarely, will a group not respect a leader who gets involved. These are leaders that care about the fellowship succeeding and want to help everyone in the group walk out their gifting.
Building trust within HRM and our servant leaders is upon all of our shoulders. And would you agree that it is paramount that we humble ourselves in the face of this task?