7 Reasons Ministry Leaders Are Burning Out And How To Run The Other Way Part 3

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PART 3 “Mission Failure”

Welcome to part 3 of this ministry leader trilogy! If you missed the setup, click PART 1 or PART 2 now. Let’s tackle the final reason we are struggling with burnout and what to do instead.

REMINDER: This blog is geared for leaders in the Church. If that's not you we'll be back soon.

Also, this next one could offend some. But I gotta go there because it’s present everywhere there’s turnover. K-here goes nothing.

7. We put mission before people and wonder why they keep leaving…

There is a MISSION FIRST MENTALITY running rampant in the Church that is the root cause of so many toxic work cultures. To oversimplify, we think the priority is always the organization or “mission first.” Makes sense, right?

Here’s the problem…

There is no mission without the people who carry it out.

And before you come at me, it’s not people OR mission. It’s always both! As Jim Collins would say, it’s “BOTH AND.” (Quite possibly, the most annoying leadership phrase on the planet, but effective, nonetheless.)

Mission Over People.

Controversially, I don’t mean attenders; I’m talking about the people doing the work—employees, contractors, and volunteers.

Almost every unintended consequence I’ve experienced comes down to this well-intentioned, “misguided” priority. It’s a common filter for decisions and the cause of countless resignations. Unnecessary resignations!

What mission-first leaders miss is when that’s always true, your people lose.

And when your people lose, the mission does too.

“The greatest mistakes you will ever make will not cost you money; they will cost you people.” —Erwin McManus

True in life and leadership.

Mission Blinders.

If we’re not careful, we can easily elevate the mission to an unhealthy level. And if we’re not safe to disagree with, we can mistakenly believe everyone is with us because we asked.

Asking only works when honesty is expected.

Mission “at the expense” of people is expressed through turnover, anonymous surveys, low morale, and no buy-in. It looks like blank stares and sounds like cynicism.

Too often, people say what they think we want to hear based on past defensiveness and previous reactions—and either burn out or quit.

And how about the other obstacle we all face when creating safety with employees?

I love the way author and speaker Ryan Leak sums it up:

“I hate to be the bearer of bad news, but if you lead people and ask them how it’s going… They’re gon lie to you. The reason they’re gonna lie is because of whatever number is on their salary or health benefits. They got a lot of reasons not to roll the dice with your mood that day.”

So, there’s that too!

Mission-Driven Into The Ground.

One of the most tone-deaf questions we can ask—when we’re disconnected from the emotional state of our team—is, “Are you all in?” At the expense of what? My family? My health? Nah, I’m not.

This Kool-Aid question is well intended, even applauded, and the reason so many quit. I’m not suggesting it doesn’t matter. It’s just in the wrong order. In many cases, there’s a better question:

“Are you ok enough to be all in?”

Then listen. Really listen.

Mission As A Motivator.

It’s true, the mission inspires. Who wouldn’t want to change the world? And to be clear, there ABSOLUTELY is a time to motivate the troops by reminding them why the mission matters. Unfortunately, that motivation wears off, and when it does, your team members will be left with different questions like:

“Do you care about me or only what I bring?”
“Is there still a place for me if I can’t bring it every time?”
“Or is this train leaving with or without me?”

Here’s my point:

Mission gets them in the door but doesn’t keep them there.

How To Run The Other Way

As a place to work, the Church is suddenly at a crossroads. To review, we have…

The Great Commission: Go and make disciples of all nations.

And I submit to you…

The Great Admission: Reaching more people at the expense of your people was never God’s plan.

Then what is?

A Blueprint For A Better Way.

The answer is found in a back-and-forth between King Solomon and God in the Bible. It is a reordering, a better way, a blueprint for leading “properly.” (Read in my Jordan Peterson Canadian accent.)

The only downside is it requires a longer runway. But if you want to take off AND stay in the air, it’s the only way.

Feel free to follow the BOLD... (click to read full chapter)

7 That night God appeared to Solomon and said, "What do you want? Ask, and I will give it to you!" 8Solomon replied to God, "You showed great and faithful love to David, my father, and now you have made me king in his place. 9O Lord God, please continue to keep your promise to David my father, for you have made me king over a people as numerous as the dust of the earth!

10 Give me the wisdom and knowledge to lead them properly, for who could possibly govern this great people of yours?"

11God said to Solomon, "Because your greatest desire is to help your people, and you did not ask for wealth, riches, fame, or even the death of your enemies or a long life, but rather you asked for wisdom and knowledge to properly govern my people— 12 I will certainly give you the wisdom and knowledge you requested.

What is your greatest desire?

Solomon’s first concern was leading them properly. Them as in the people he was responsible for. And to do that, he asked God for wisdom and knowledge.

God granted Solomon his request BECAUSE his “greatest desire” was to help his people. His first concern was their well-being, not his kingship or the mission of his kingdom; it was the people he was now responsible for leading.

When I read that passage, I realized there are 3 types of leaders:

Out for the Church at the expense of their people.
Out for themselves at the expense of the Church.
Out for the Church by putting people first.

3 Types Of Leaders.

1. Out For The Church At The Expense Of Their People.

(Most common.) This mission-driven leader has great intentions but doesn’t understand why their team is struggling. To be clear, these are good people who consistently choose what’s best for the organization—often at the expense of their team—believing that’s their job.

These leaders are all in; their teams are out to lunch or on their way out.

2. Out For Themselves At The Expense Of The Church.

(Most dangerous.) These overly-ambitious-ladder-climbing leaders are here one day and gone the next. They move from Church to Church and bridge to bridge. Does anyone call references!!?? Come on, man!

These shiny new climbers come armed with a silver tongue and the kind of confidence that makes you question your beliefs. They have everything except the right motives.

But I submit to you there's a third option that is the bedrock for building a burnout-proof culture: Solomon's way.

3. Out FOR The Church By Putting People FIRST.

(Most needed.) These leaders are concerned with matters of their team first—before everything, including their own well-being. They are “in,” just NOT at the expense of people or their deeply held principles.

Their greatest desire is to help the people they are responsible to lead.
They would rather lose their job than compromise their principles or run people over. Wait, what? You heard me.
They are willing to fight for what’s right up and down the org chart; as a result, the mission still happens without a wake of hurt.

Which leader are you?

Solomon’s Order.

People then mission. Reorder your priorities and act accordingly. It’s the way of the wisest king to ever live and can be how you and I lead too.

What would happen if you decided to go “all in” on putting your people first? Are you all in? (Ha. Don’t answer that! It’s a trap.)

But for real, if you can become a people-first leader, you WILL build a burnout-proof culture.

Not overnight, over time.

But there is a cost.

People First.

It’s a mindset, a posture, AND your default decision grid. What’s best for the people you lead is not always best (or easiest) for you. It doesn’t always fit your preference or elevate your position. And it certainly cannot be accomplished through policy, ever.

It’s a proactive choice in advance to do what’s best for your team—despite your own dreams—that propels the overall mission and vision of the Church.

Because what’s best for the team is best for the organization eventually.

People First When It Hurts.

Let’s get practical for a second… When someone says they’re running late, is your first response: “Is everything ok?” Or “You’re late, where the heck are you?” I’ve experienced both; only one made me want to be on time NEXT TIME.

How about when it’s an important event or meeting?
A situation that now reflects poorly on you?

Knee-jerks are revealing!

Are you putting people first?

Think about how often you are inconvenienced. The more you are, the more you are. Also, if the answer is never, I’ll bet your team is often.

Next, consider your reactions. People-first leaders under-react in the moment and over-respond in the months to come. Dr. Suess might say, “Pre-decide or knee-jerks drive.” I agree.

People first—when it hurts—is the point!

As a result, sometimes it can feel like leader-last, but that’s the price of admission and how you know it’s happening. The question is, are you willing to pay it? People. Then mission. Then, your personal career.

Question: What if your only reward was watching other people soar?

How Can I Help Leadership.

Be a leader whose greatest desire is to help your people. Help them grow; in some cases, grow up, learn, process, win, and outshine you someday. Watch your team roar! #rewards

And not for nothing; the mission will still happen with Temple-of-Jerusalem-level excellence when people are healthy!

There I said it! But it all starts with making the people on your team first priority.

Helping IS Leading.

Maybe you’re naturally a helpful person. I’m not. (When my kids ask for help, I’m highly inconvenienced!) But there is no way around reality—leading people always involves sacrifice—so I want to challenge you to try something new. Ready?

Go to work with the goal of helping people instead of leading people.

I dare you to change your default thought from “How can I lead this person?” to “How can I help this person, team, or situation?” and watch what happens. When you do, people will go with you. Because the byproduct of a how-can-I-help mindset is influence. Ironically.

Think “help,” lead well.

Becoming Burnout-Proof.

Maybe you’ve made the mission an idol; pray for wisdom. Perhaps you’ve been pushing at the expense of your people or chasing excellence while churning through people; ask God for knowledge (and possibly your team for forgiveness).

Don’t wait! Do as King Solomon did and put your people first. When you do, the Church you serve AND the people you lead WIN. And you will be rewarded in heaven. JK! It will be worth it in the end. WHY? Because…

That is how you build a culture that cares more about its people than what they produce; the only way to BECOME BURNOUT-PROOF!

So, how do we do that even more practically?

Find out in my next blog! I will detail the most essential and LEAST exercised trait every people-first leader must possess.

Thank You For Reading!!!!

More than anything, I hope it was helpful. If you know someone in ministry who would benefit from this blog, please share. If you disagree or have a bone to pick with me, please comment. And if you haven’t yet subscribed, like my good friend Landon, it’s time! 👇