Niceness or Mediocrity?
Fundamentally, all Christian organisations want to achieve their purpose in a way that honours Jesus. This is absolutely key – it is what makes them a distinctively Christian organisation, rather than a purpose-driven not-for-profit. However, leaders often appear to believe that to have a loving organisational culture also means accepting lower standards of performance.
I find this curious in the light of Scripture. We are encouraged to work as though we are working for the Lord – whatever our task (Colossians 3:23). Proverbs 24:30–34 also extols the blessings of hard work in season.
My consulting work takes me to all sorts of organisations, including faith-based organisations. Leaders privately lament that they are only partly achieving their purpose or they have concerns about some member of their staff. When I ask leaders what happens when someone doesn’t strive for excellence or misbehaves, I hear a typical list of excuses:
o Everyone makes mistakes or has a bad day. We are a grace-based organisation, so we focus on forgiveness.
o Most people know what their job is, so we don’t feel the need to write it down and formalise it. We are more like a big family here.
o We don’t want to be like those corporate organisations that bully their staff with unattainable targets.
o Our work is only effective because of the Holy Spirit. You cannot measure the Holy Spirit.
o We can’t give him/her feedback because it may upset him/her. We are pretty small, close-knit team. It would upset the dynamic if we did that.
o For what we pay people, this is pretty good. Sort of.
o They are the only person that can do that mission-critical task; if we say something they might leave.
o That person has worked here forever. They were practically a founding member. We just have to accept that sort of thing.
Perhaps it is time to challenge the accepted wisdom. Is it possible to have an organisational culture that has great relationships and achieves excellence? Instead of assuming we are choosing relationships OR task, what if we choose great relationships AND task excellence?
Sleepy Club
Welcome to the Sleepy Club. There will no doubt be cake on your first day. There will probably be cake every third day to celebrate someone’s birthday, five-year milestone, anniversary of owning a pot plant. There are endless coffees and cakes and endless well-meaning togetherness.
These organisations are really lovely. At first. They feel supportive and great if you are recovering from a nasty workplace. However, many people in these organisations don’t have a clear sense of what they are accountable for, and no one really seems to mind if you miss a deadline or three. But is it really loving not to do what you said you would do? Or create errors for others to fix? Or let the team down? Or just deliver the same thing you did last year without improvement or innovation?
As a result, when there is a problem with someone’s behaviour or performance, leaders feel like they cannot say anything because it would ruin the “loving” vibe. But what they really mean is that they would prefer the sleepy lull of mediocrity to the discomfort of an awkward conversation that may lead to personal reflection. Over time, mediocre is the best that can be achieved. But who wants that?
People in these organisations rarely get feedback, real achievements are rarely celebrated, hard challenges are rarely tackled, and egos are never questioned. No one is growing personally or spiritually and the organisation is probably plateauing, or even worse, in decline. The organisation and the people in it are stuck. When the need to change inevitably comes, people are caught defending their nice comfort zones and their egos, rather than chomping at the bit for the next challenge.
Passive-Aggressive Institution
Ahh, the Passive-Aggressive Institution. You know you are there by going into the kitchen or bathroom. You will be greeted with signs about washing the dishes because Jesus washed the disciple s’ feet. There are more rules to follow than at a Pharisees’ cricket match.
With a focus on achieving task, these organisations tend to have lots of procedures, documents and morals. Don’t get me wrong, growing organisations need to pay attention to good governance, but the Passive-Aggressive Institution’s moralism replaces robust relationships and genuine love. While everyone is “nice”, teams are often siloed, politics is rife, and gossip is veiled as “sharing prayer points”. You will find out you have done something “wrong” with a raised eyebrow or a Bible study about getting to work on time.
Over time, the task focus and rigidity in these organisations stifle people to the point where they are angry and disengaged and feel unsupported. No one is interested in taking a risk or stepping outside their box, as they will probably get in trouble.
Dysfunctional chaos
Need I say more. These organisations neither focus on achieving their purpose nor caring for their people. If you signed up to work for an organisation that is stuck here, then it’s time to question whether this is the best place to use your gifts and energy. The organisation will be unable to achieve its mission and will hurt people in the process. Unless you are the leader, you are unlikely to be able to prevent this.
Mission Focussed Community
Leaders of these organisations create an environment where people can have great relationships AND achieve their purpose. This doesn’t happen by accident. Reflection, improvement and growing are in the DNA of the organisation.
In these organisations we are likely to see people engaged and inspired, giving and getting feedback, keeping their egos in check, and using their gifts to the best of their ability. There is real repentance when people stuff up, creativity, experimentation and purposes fulfilled. During staff meetings you will hear disagreements, creativity, tears and laughter.
Over the long term these organisations last the distance, as they choose BOTH truth AND grace.
Get in touch if you want to talk about transforming your organisation.
