trust

How to Incorporate Accountability into Your Discipleship Approach

  • 9 August 2017
  • Randy Wollf

two women talking and listeningReggie McNeal has said, "Genuine spirituality lives and flourishes only in cultures and relationships of accountability" [1]. If this is true, and I believe it is, then accountability must be an essential element of our disciple-making strategies.

According to Dr. Dave Currie, accountability is "the volunteer surrender of your life to the regular and frequent scrutiny and encouragement of another person for the purpose of ongoing life transformation that brings glory to God" [2]. 

Currie believes that this kind of accountability helps people get perspective on current problems. It paves the way for support in tough times. It provides a consistent challenge to grow. It helps keep us focused on the future and to take necessary next steps in our personal growth. In the words of Bob Proctor, "Accountability is the glue that ties commitment to the result." 

Now, it's important to realize that the most effective forms of accountability combine loving graciousness with tenacious and consistent support. Accountability should not be legalistic or brutal. It's meant to provide just enough pressure to initiate and sustain growth at an optimal pace.

So, what does accountability look like? It's simply discussing what's going on in your life. What are your current struggles? What are the possibilities that excite you? It's talking about the emotions that you experience, particularly those that are recurring emotions. Accountability provides an opportunity to explore our primary relationships. It's a place to ask hard questions.

In his book entitled Cultivating a Life for God, Neil Cole shares a number of accountability questions that people can ask each other in what he calls "Life Transformation Groups"—groups of two or three Christians that meet weekly to help each other grow in their relationship with God. Cole includes the following questions from James Bryan Smith and Richard Foster: 

How to Build Strong Staff-Board Relations

  • 24 April 2017
  • Randy Wollf

The growth of an organization often depends on the strength of the working relationship between its board and staff. Stephen M.R. Covey writes:

There is one thing that is common to every individual, relationship, team, family, organization, nation, economy, and civilization throughout the world—one thing which, if removed, will destroy the most powerful government, the most successful business, the most thriving economy, the most influential leadership, the greatest friendship, the strongest character, the deepest love. On the other hand, if developed and leveraged, that one thing has the potential to create unparalleled success and prosperity in every dimension of life. Yet, it is the least understood, most neglected, and most underestimated possibility of our time. That one thing is trust. {1} 

Trust is the foundational element for building a strong board-staff team. Yet, how do we build trust in this strategic relationship? Here are some ideas to consider:

1. Spend time together

There is no substitute for just hanging out together in a relaxed, fun environment. For example, in the churches where I have served, we have done board-staff meals and retreats. When I was starting out in pastoral ministry, my lead pastor would remind the staff team to make the most of our overnight leadership retreats by spending time with non-staff leaders. It was prime time to build relationships.

The primary relationship in the board-staff team is between the lead pastor and the chair/moderator. If you are one of those people, make sure that you meet with your counterpart once or twice a month (preferably for a relaxed discussion over coffee or a meal). Build a strong relationship even as you discuss church matters.

It’s also important to encourage or even structure regular interactions between individual board members and staff.

Relationships provide the context in which trust can flourish.

2. Over-communicate