By Peter W. Singer, Special to CNN
March 24, 2011 10:13 a.m. EDT
Editor's note: Peter W. Singer is senior fellow and director of Brooking Institution's 21st Century Defense Initiative. He is the author of the report, "D.C.'s New Guard: What Does the Next Generation of American Leaders Think?"
(CNN) -- History will mark 2011 as the year the baby boomer generation, which has so dominated American politics and society, first became eligible for retirement. But little is known about the new guard of American leaders, the Millennial generation, born between 1980 and 2005. There are more of them than baby boomers and, at numbers three times the size, demographically dwarf Generation X.
They have already made their power felt in everything from the Facebook phenomenon to the unlikely rise of Barack Obama to the presidency. And they are only now entering the scene. But what comes next?
To answer this question, the Brookings Institution organized a project in which we surveyed more than 1,000 young Americans -- student leaders, kids attending young leader conferences, policy internships. These are kids seen by their peers as leaders and who want to become presidents, legislators, generals, journalists and diplomats.
Our questions ranged from how often they text and tweet to which nation they think will be the most powerful in the world when they are running America. Although we can't guarantee we captured the views of a future Colin Powell, Hillary Clinton or Barack Obama, the report captures the views of a representative set of young American leaders as their generation stands poised to take over.
Some of the findings were to be expected -- they text and tweet like crazy, an average of about 79 times a day; they admire Apple and Google; they don't think terrorism will end in their lifetime. But many other outcomes ran directly counter to common preconceptions and media reports about today's young people:
-- They don't get their news from blogs or comedy shows. Blogs and comedy talk shows were ranked last as their primary source of news. Newspapers and the evening TV news are definitely losing out, but their first choice is a news organization website. That is followed by cable news shows.
-- Mom and dad, not Puffy or Pat Robertson, matter most to their politics. Some 60% cite parents as the influence on their own politics. This is strikingly different from baby boomers, who tended to think the opposite of whatever their parents wanted. For all their proclaimed self-importance and coverage in the media, celebrities and religious leaders actually had the least influence (2% and 1%) among young people when it came to political views.
-- Isolationism, not globalism, is winning out. Fifty-eight percent of the young leaders think that America is "too involved" in global affairs and should instead focus more on issues at home. This level of isolationism, forged by growing up in the time of 9/11, Iraq and Hurricane Katrina, doubled the number recently seen in adult survey results. Indeed, contrary to the idea of young, globally minded Obamacrats vs. inward-looking Tea Partiers, young Democrats are actually more likely to hold isolationist attitudes than young Republicans.
-- China scares them. When asked to name any countries that they think will present the biggest problems for the U.S. over the next 10 to 20 years, China was listed the second most frequently, behind only Iran and ahead of nations such as North Korea, Iraq, Afghanistan and Russia. An almost even number -- 42% to 39% -- believe that China will be the most powerful country in the world in 2025, when these young people will probably start moving into power. Indeed, a majority of young Democrats and independents think China will be more powerful than the United States.
-- They don't admire what the TV channel TLC, which runs Sarah Palin's reality show, wants you to think. When asked to name a figure who personifies the type of leadership needed for the 21st century, only 9 out the 1,057 young leaders, of whom about a third were young Republicans, identified Palin.
Other figures with an outsized media portfolio who were similarly ranked by a surprisingly few number were Gen. David Petraeus (1 vote, actually 2 less than Adm. Mike Mullen), Jon Stewart (2 votes) and Glenn Beck (2 votes). Celebrities and religious figures did equally poorly, with just 3.4% choosing someone like Bono. By contrast, Obama, (chosen by 8.7% of young Republicans), John McCain, Colin Powell, Hilary Clinton, Nelson Mandela and Ron Paul (the isolationist appeal again) were leaders far more frequently cited.
These attitudes are certainly not set in stone, as generations and circumstances certainly evolve. But they shed light on the beliefs and values of an emerging generation of leaders, at one of the most important times in American and global history. Like their attitudes or not, young people who think this way now will likely dominate our politics for some time to come.
The opinions expressed in this commentary are solely those of Peter W. Singer.
Wednesday
10 Hard Things to Say and 5 Ways to Say Them
By Ron Edmondson
In any relationship, there comes a time where it’s necessary to say things which are difficult to keep the relationship strong and make it better. This is also true in a healthy team environment.
For me personally, that often involves having a hard and challenging conversation with a team member…someone I love being on the team, but know they need correction in an area that is affecting the team. These are always discussions I’d rather not have, but I know are necessary for the continued health of the relationship, the team, and the individual.
Over the years, I have had many of these issues which required “tough love” to address them, but dealing with problems like this have included me having to say things such as:
* You’re too controlling as a leader…
* You can be perceived as a jerk to people…
* Your personal life is dragging down the team…
* You have body odor…
* You’re making unwise decisions…
* You are non-responsive…
* You don’t know how to take constructive criticism…
* You are moving too fast…
* You are moving too slow…
* You are uncooperative…
I should note that not all of these have been said with my current team…for example, to my knowledge no one on my team has body odor…thankfully, but through my years in leadership, I have had to say each one of these statements to someone I was supposed to be leading. Those conversations, as awkward and uncomfortable as they were, always proved to be good for the team and the team member. There have been times when someone needed to have similar “tough love” conversations with me and those discussions always made me better, as difficult as they were to receive at the time.
I have learned 5 principles for dealing with those times as a leader:
Handle as quickly as possible - If the problem is clear in your mind (and usually everyone else’s mind), and you’ve witnessed the problem long enough to know it’s a pattern, don’t delay long in addressing the issue.
Be honest - This is not the time to shift blame, make excuses or dance around the issue.
Be kind and helpful - You may read my post 5 Ways to Rebuke a Friend. Although this post deals more with a subordinate than simply with a friend, the previous post suggestions are helpful here also. Your end goal should be to make the team member and the team better after the conversation.
Have a two-way conversation – You should be willing to listen as much as you speak. You may not have all the facts exactly right…or you may have…but give the person a chance to respond to the criticism you are addressing. This also means you should have a two-way conversation, and not a multiple party conversation. You should address the issue with the person you have a problem with, not with others on the team behind his or her back.
Move forward after the conversation – The person being corrected should leave with your assurance that you are moving forward, and, provided improvements are made, do not plan to hold the issue against him or her. It will be important he or she sees you responding likewise.
Know when enough is enough – You shouldn’t have to have these type conversations too frequently. Talk becomes cheap if there’s no backing to what’s agreed upon. If there seems to be no improvement over time, harder decisions or more intensive help may be needed. If you have done the other steps here, there is a time when tough love says “that’s enough…no more”.
One of the most difficult times for me as a leader is addressing issues like this with a team member I genuinely care about, but I know it’s one of my roles as a leader to address these most difficult issues.
What steps would you add to my list?
What would you add to my examples of difficult conversations you have had with someone on your team?
In any relationship, there comes a time where it’s necessary to say things which are difficult to keep the relationship strong and make it better. This is also true in a healthy team environment.
For me personally, that often involves having a hard and challenging conversation with a team member…someone I love being on the team, but know they need correction in an area that is affecting the team. These are always discussions I’d rather not have, but I know are necessary for the continued health of the relationship, the team, and the individual.
Over the years, I have had many of these issues which required “tough love” to address them, but dealing with problems like this have included me having to say things such as:
* You’re too controlling as a leader…
* You can be perceived as a jerk to people…
* Your personal life is dragging down the team…
* You have body odor…
* You’re making unwise decisions…
* You are non-responsive…
* You don’t know how to take constructive criticism…
* You are moving too fast…
* You are moving too slow…
* You are uncooperative…
I should note that not all of these have been said with my current team…for example, to my knowledge no one on my team has body odor…thankfully, but through my years in leadership, I have had to say each one of these statements to someone I was supposed to be leading. Those conversations, as awkward and uncomfortable as they were, always proved to be good for the team and the team member. There have been times when someone needed to have similar “tough love” conversations with me and those discussions always made me better, as difficult as they were to receive at the time.
I have learned 5 principles for dealing with those times as a leader:
Handle as quickly as possible - If the problem is clear in your mind (and usually everyone else’s mind), and you’ve witnessed the problem long enough to know it’s a pattern, don’t delay long in addressing the issue.
Be honest - This is not the time to shift blame, make excuses or dance around the issue.
Be kind and helpful - You may read my post 5 Ways to Rebuke a Friend. Although this post deals more with a subordinate than simply with a friend, the previous post suggestions are helpful here also. Your end goal should be to make the team member and the team better after the conversation.
Have a two-way conversation – You should be willing to listen as much as you speak. You may not have all the facts exactly right…or you may have…but give the person a chance to respond to the criticism you are addressing. This also means you should have a two-way conversation, and not a multiple party conversation. You should address the issue with the person you have a problem with, not with others on the team behind his or her back.
Move forward after the conversation – The person being corrected should leave with your assurance that you are moving forward, and, provided improvements are made, do not plan to hold the issue against him or her. It will be important he or she sees you responding likewise.
Know when enough is enough – You shouldn’t have to have these type conversations too frequently. Talk becomes cheap if there’s no backing to what’s agreed upon. If there seems to be no improvement over time, harder decisions or more intensive help may be needed. If you have done the other steps here, there is a time when tough love says “that’s enough…no more”.
One of the most difficult times for me as a leader is addressing issues like this with a team member I genuinely care about, but I know it’s one of my roles as a leader to address these most difficult issues.
What steps would you add to my list?
What would you add to my examples of difficult conversations you have had with someone on your team?
Friday
7 Ways to Maintain Respect as a Leader
Part One
By: Ron Edmondson
7 Ways to Maintain Respect as a Leader
As a leader, one of your most valuable assets is the respect of the people you are leading. If a leader is respected, people will follow him or her almost anywhere. If a leader loses the respect from the ones he or she leads, it becomes very difficult to regain that respect.
Often a new leader is given respect because of his or her position as a leader, but respect can be quickly lost due to performance. Many times, it’s the seemingly small things that cause the most damage to a leader’s reputation.
I have found that a few simple (some not so simple) acts help protect the respect a leader enjoys:
* Return phone calls and e-mails promptly…
* Do what you say you will do…
* Act with integrity…
* Use fairness in your approach…not too harsh…not too soft…
* Show others respect…
* Learn continually and encourage growth in yourself and others…
* Work as hard or harder than others…
Maintaining respect is a matter of acting in a respectable way. How are you doing in that area? (You may want to ask the ones you are supposed to be leading.)
---------------------------------------------------------------------------------------
Part Two
Inviting Evaluation from the People I Lead
March 24, 2010 in Church,Grace Community Church,Leadership,Ministry,Organizational Leadership with 21 Comments
Every year I allow the staff at Grace Community Church to evaluate me. I realize this works for some and not for others, but for me it is a part of my plan to continually evaluate and improve my leadership skills and success. I believe strongly that a healthy team allows itself to be vulnerable to each other. This allows me to set a precedent/example for working transparently with each other. I set up a system, this year it was using Survey Monkey, that allows them to remain anonymous in answering the questions. Hopefully, this helps them be more honest with me than if they had to sign their name. I tell them in advance that I’m looking to improve myself, not to feel bad about myself, so I ask them to be respectful in their response, but truthful. (You can read last year’s evaluation in the related links below this post.)
After giving them a few weeks to complete the survey, I host them for a luncheon where we address the questions and give feedback. I go over every response and/or question that was raised and we discuss it as a staff.
Here are this year’s questions and some of the feedback grouped into categories of answers. I tried to give a form of every answer that was offered without giving all the repeats.
1. What am I currently adding to the team? What do you see as my strengths?
• Leadership / vision casting / driving the team to achieve more/better
• Accountability, years of wisdom, level thinking, forward/future thinking
• Structure, Future Thinking
• Constantly thinking of ways to improve our ministries. Always challenging us to think ahead.
• Dreaming, idea generation, communication, leadership development
2. What is my greatest weakness? Where do you think I still need improvement?
• Communication, but I can see you continually improving
• Over commitment. I feel like you’re stretched pretty thin most weeks. I know you thrive on being busy, but I don’t want to see you burn out.
• Personal time with staff
• Evaluate situation more before responding
• Rushing to the “next thing” / I realize that has been out of necessity for the most part though
• I think the staff feels a lot of pressure to keep up with you
3. Knowing my skills, where should I be placing more of my attention these days?
• A balance of the “business” end of things and continuing to help each pastor on staff raise their game.
• Helping encourage/improve the team’s strengths & working on their weaknesses
• Keep looking ahead. yet walk beside us where we are at now
• Leadership development
• Continuing to invest in staff, helping to look for future staff as well, helping staff understand who they are (personality, leadership style)
• Planning for the future for the church, reminding us of our specific roles
• Staff development, helping each of us to achieve more/better
• Holding the staff members that directly report to you accountable to their most important responsibilities
4. What do you need from me that you are not currently receiving in the way of leadership/direction?
• Continue meeting to talk, evaluate, and help me to develop my strengths
• Time with you to think strategically in our ministries
• To know when you are giving information vs. a task. You send out a lot of info, but I am not sure if it is just info or something you would want me to do.
5. Do you feel I have your best interest at heart?
• Yes (All answers positive…yeah for this time!!!)
6. Would you feel comfortable bringing problems to me? If not, why?
• Yes (Again, this time I got 100% positive…this has not always been the case.)
7. If you had my job, what would you do differently?
• Give staff time to rest, not send emails on known days off
• Work on staff accountability
• Although I don’t think you should micro manage, I think there is a lack of accountability we are missing as a staff that could hurt us in the long run
8. Since last year’s evaluation, I’ve tried to put down my phone more and listen better. Do you sense any improvement?
• Yes
• Somewhat, yes
9. Describe what you like and don’t like about the work atmosphere at Grace.
• I the love the work environment! Laughter, friendship, and core values. Downside: too much distractions with the space constraints.
• I like the laid-back atmosphere but still feel challenged to think creatively. I like that we are pushed hard to excel and not just be satisfied with doing ministry
• High energy, great being around each other. Not a quiet place to work at times. Very thin walls
• I love the freedom we have as a staff, but again I think some accountability with that freedom is key. There are times that the noise level & “craziness” gets in the way of serious ministry moments and focused work.
10. What would you like to say to me or what questions do you have for me, but you haven’t said them or asked them, for whatever reason?
• Do you see yourself at GCC long-term?
• Appreciate your sincerity, drive and focus
• Thank you. Seriously, thank you for believing in us, encouraging us, challenging us, and investing in us.
• You are very open to come to with problems or questions. I cannot think of anything.
• You have truly become my Pastor, my leader, and a friend. I love GRACE so much!
You might wonder why I’m sharing this. Well, there are two reasons. One, I feel it helps with my personal accountability to continue this process, even though at times the feedback can be hard to receive. Two, it helps share with other leaders who may feel this is something they should do to see what type of feedback is received. I learn something every time I do this. The key, obviously, isn’t just to learn something, but to do something with what I’ve learned. (That’s where more accountability is needed!)
By: Ron Edmondson
7 Ways to Maintain Respect as a Leader
As a leader, one of your most valuable assets is the respect of the people you are leading. If a leader is respected, people will follow him or her almost anywhere. If a leader loses the respect from the ones he or she leads, it becomes very difficult to regain that respect.
Often a new leader is given respect because of his or her position as a leader, but respect can be quickly lost due to performance. Many times, it’s the seemingly small things that cause the most damage to a leader’s reputation.
I have found that a few simple (some not so simple) acts help protect the respect a leader enjoys:
* Return phone calls and e-mails promptly…
* Do what you say you will do…
* Act with integrity…
* Use fairness in your approach…not too harsh…not too soft…
* Show others respect…
* Learn continually and encourage growth in yourself and others…
* Work as hard or harder than others…
Maintaining respect is a matter of acting in a respectable way. How are you doing in that area? (You may want to ask the ones you are supposed to be leading.)
---------------------------------------------------------------------------------------
Part Two
Inviting Evaluation from the People I Lead
March 24, 2010 in Church,Grace Community Church,Leadership,Ministry,Organizational Leadership with 21 Comments
Every year I allow the staff at Grace Community Church to evaluate me. I realize this works for some and not for others, but for me it is a part of my plan to continually evaluate and improve my leadership skills and success. I believe strongly that a healthy team allows itself to be vulnerable to each other. This allows me to set a precedent/example for working transparently with each other. I set up a system, this year it was using Survey Monkey, that allows them to remain anonymous in answering the questions. Hopefully, this helps them be more honest with me than if they had to sign their name. I tell them in advance that I’m looking to improve myself, not to feel bad about myself, so I ask them to be respectful in their response, but truthful. (You can read last year’s evaluation in the related links below this post.)
After giving them a few weeks to complete the survey, I host them for a luncheon where we address the questions and give feedback. I go over every response and/or question that was raised and we discuss it as a staff.
Here are this year’s questions and some of the feedback grouped into categories of answers. I tried to give a form of every answer that was offered without giving all the repeats.
1. What am I currently adding to the team? What do you see as my strengths?
• Leadership / vision casting / driving the team to achieve more/better
• Accountability, years of wisdom, level thinking, forward/future thinking
• Structure, Future Thinking
• Constantly thinking of ways to improve our ministries. Always challenging us to think ahead.
• Dreaming, idea generation, communication, leadership development
2. What is my greatest weakness? Where do you think I still need improvement?
• Communication, but I can see you continually improving
• Over commitment. I feel like you’re stretched pretty thin most weeks. I know you thrive on being busy, but I don’t want to see you burn out.
• Personal time with staff
• Evaluate situation more before responding
• Rushing to the “next thing” / I realize that has been out of necessity for the most part though
• I think the staff feels a lot of pressure to keep up with you
3. Knowing my skills, where should I be placing more of my attention these days?
• A balance of the “business” end of things and continuing to help each pastor on staff raise their game.
• Helping encourage/improve the team’s strengths & working on their weaknesses
• Keep looking ahead. yet walk beside us where we are at now
• Leadership development
• Continuing to invest in staff, helping to look for future staff as well, helping staff understand who they are (personality, leadership style)
• Planning for the future for the church, reminding us of our specific roles
• Staff development, helping each of us to achieve more/better
• Holding the staff members that directly report to you accountable to their most important responsibilities
4. What do you need from me that you are not currently receiving in the way of leadership/direction?
• Continue meeting to talk, evaluate, and help me to develop my strengths
• Time with you to think strategically in our ministries
• To know when you are giving information vs. a task. You send out a lot of info, but I am not sure if it is just info or something you would want me to do.
5. Do you feel I have your best interest at heart?
• Yes (All answers positive…yeah for this time!!!)
6. Would you feel comfortable bringing problems to me? If not, why?
• Yes (Again, this time I got 100% positive…this has not always been the case.)
7. If you had my job, what would you do differently?
• Give staff time to rest, not send emails on known days off
• Work on staff accountability
• Although I don’t think you should micro manage, I think there is a lack of accountability we are missing as a staff that could hurt us in the long run
8. Since last year’s evaluation, I’ve tried to put down my phone more and listen better. Do you sense any improvement?
• Yes
• Somewhat, yes
9. Describe what you like and don’t like about the work atmosphere at Grace.
• I the love the work environment! Laughter, friendship, and core values. Downside: too much distractions with the space constraints.
• I like the laid-back atmosphere but still feel challenged to think creatively. I like that we are pushed hard to excel and not just be satisfied with doing ministry
• High energy, great being around each other. Not a quiet place to work at times. Very thin walls
• I love the freedom we have as a staff, but again I think some accountability with that freedom is key. There are times that the noise level & “craziness” gets in the way of serious ministry moments and focused work.
10. What would you like to say to me or what questions do you have for me, but you haven’t said them or asked them, for whatever reason?
• Do you see yourself at GCC long-term?
• Appreciate your sincerity, drive and focus
• Thank you. Seriously, thank you for believing in us, encouraging us, challenging us, and investing in us.
• You are very open to come to with problems or questions. I cannot think of anything.
• You have truly become my Pastor, my leader, and a friend. I love GRACE so much!
You might wonder why I’m sharing this. Well, there are two reasons. One, I feel it helps with my personal accountability to continue this process, even though at times the feedback can be hard to receive. Two, it helps share with other leaders who may feel this is something they should do to see what type of feedback is received. I learn something every time I do this. The key, obviously, isn’t just to learn something, but to do something with what I’ve learned. (That’s where more accountability is needed!)
चुर्च फॅमिली Album
hey guys I just wanted to let you know about the church family album.
please watch the following video for more information.
Blessings,
David Betts
please watch the following video for more information.
Blessings,
David Betts
सेंट्रल स्टेशन कुकोउट 2010
hey guys I just wanted to let you know about the intro station cookout on
Saturday, April 2, 2011 from 5:00 PM to 8:00 PM
please check out the following video
**PLEASE NOTE Directions to Herman C. Micheal Park are enclosed **
We will meet at Herman C Michael Park (Picnic Pavilion)
fun, fellowship, worship & food*
Open to all young adults. Come out and bring a friend!
The park has disc golf, sand volleyball, a basketball court, a walking trail & softball fields...
*Burgers & Dogs provided, please let Pastor Anthony know what side dish you will be bringing.
Questions? Contact Pastor Anthony @ 706 353-1199.29
Directions:
Herman C. Micheal Park
1051 Elder Road
Bishop, GA 30621
Directions are from Church of the Nations Assemblies of God
8780 Macon Hwy
Athens, GA 30606
1. Head south on Macon Hwy toward Ivywood Dr 0.2 mi
2. Take the 1st right to stay on Macon Hwy 259 ft
3. Turn left at GA-15 S/US-129 S/US-441 S/Macon Hwy 1.2 mi
4. Turn right at Hog Mountain Rd 4.8 mi
5. Turn left at Elder Rd
6. Destination will be on the left 0.1 mi
1051 Elder Rd
Bishop, GA 30621
Contact information:
This Information can used the day event
if you get lost please call
(706) 410 5092- David Betts
or
you are welcome to call the church office at
706-353-1199 for more information.
Games at Herman C. Michael Park
Disc Golf Course Info:
What is Disc Golf?
Disc Golf is a fantastic recreation activity and a lifetime sport for all ages. It is a competitive sport played worldwide, including Northeast Georgia.
Disc Golf is played similar to traditional golf, except discs rather than golf balls are thrown to hit chain targets. The game scores with PAR the same as traditional golf. Disc golf can be played with the basic set up of a driver disc, mid-range disc and a putter disc. Herman C. Michael Park has an 18 hole course that is free to play during park hours.
They also have a 1.8 mile paved walking trail.
hope to see you at this great event for food, fun, fellowship, and music.
Saturday, April 2, 2011 from 5:00 PM to 8:00 PM
please check out the following video
**PLEASE NOTE Directions to Herman C. Micheal Park are enclosed **
We will meet at Herman C Michael Park (Picnic Pavilion)
fun, fellowship, worship & food*
Open to all young adults. Come out and bring a friend!
The park has disc golf, sand volleyball, a basketball court, a walking trail & softball fields...
*Burgers & Dogs provided, please let Pastor Anthony know what side dish you will be bringing.
Questions? Contact Pastor Anthony @ 706 353-1199.29
Directions:
Herman C. Micheal Park
1051 Elder Road
Bishop, GA 30621
Directions are from Church of the Nations Assemblies of God
8780 Macon Hwy
Athens, GA 30606
1. Head south on Macon Hwy toward Ivywood Dr 0.2 mi
2. Take the 1st right to stay on Macon Hwy 259 ft
3. Turn left at GA-15 S/US-129 S/US-441 S/Macon Hwy 1.2 mi
4. Turn right at Hog Mountain Rd 4.8 mi
5. Turn left at Elder Rd
6. Destination will be on the left 0.1 mi
1051 Elder Rd
Bishop, GA 30621
Contact information:
This Information can used the day event
if you get lost please call
(706) 410 5092- David Betts
or
you are welcome to call the church office at
706-353-1199 for more information.
Games at Herman C. Michael Park
Disc Golf Course Info:
What is Disc Golf?
Disc Golf is a fantastic recreation activity and a lifetime sport for all ages. It is a competitive sport played worldwide, including Northeast Georgia.
Disc Golf is played similar to traditional golf, except discs rather than golf balls are thrown to hit chain targets. The game scores with PAR the same as traditional golf. Disc golf can be played with the basic set up of a driver disc, mid-range disc and a putter disc. Herman C. Michael Park has an 18 hole course that is free to play during park hours.
They also have a 1.8 mile paved walking trail.
hope to see you at this great event for food, fun, fellowship, and music.
Sunday
5 Reasons You Should Twitter In Church
5 Reasons You Should Twitter In Church
Thou Shall Not Twitter in Church… Says Who!
I haven’t seen that anywhere in the Bible. I have seen Twitter in the Bible “Like a swallow, like a crane, so I twitter…” Isaiah 38:14 NAS
In all seriousness, there are many people that believe that you shouldn’t Twitter in church. As a pastor, I personally say, “Get Your Tweet On!” As a matter of fact, I say “Tweet and Tweet Often!”
Many times “church people” can look at particular methodology and technology as a negative thing. Technology is basically neutral; it’s what you do with it that allows it to have positive or negative implications. I know there are some varying opinions about texting and utilizing social media during church. Personally, I use the YouVersion Bible app. on my iPhone during church and it has this great option of sharing scripture instantly with the Twitter World.Not only can you share scripture with YouVersion, but also any person sitting in any church service around the globe can share thoughts, points and notes from sermons as they are happening.
Today, we live in more shared world than ever as information access and people connectedness just happens. The beauty of this world is that people can engage with God, engage with their pastor and share pieces of those engagement with the world, all at the same time. There are entire real, living, breathing online church services where online congregants share information throughout their service. These services are just as real and God encountering as a physical building. Again, I say “Tweet and Tweet Often!”
Here are 5 Reasons To Twitter During Church:
1. You have the opportunity to be a real-time extension of your pastor’s voice while he/she is communicating God’s word. You and your pastor can do some tag team teaching while you are being fed all at the same time.
2. If the pastor shares something that moves you, inspires you or changes your life, there is a good chance it will have the same impact on the lives of some of your Twitter followers as well. Here is a tweet awhile back from Pastor Steven Furtick — “Preaching recently I noticed the crowd was too busy tweeting to verbally respond. Click clack is the new amen.”
3. When Jesus said: Go into all the world and preach the Gospel… “All The World” applies to the Internet world, as well as the Twitter World. Do your part by going into all the Twitter World, tweeting the Good News.
4. You will have a stored database of your compelling thoughts and notes, from your favorite sermons. Use a #hashtag to keep up with the information that you share.
5. Many times people suffer from (SADD) Sermon Attention Deficit Disorder. So instead of just wandering off into space, simply wander off into the space of the World Wide Web. It’s better use of your time Twittering great thoughts, instead of drawing on the back of offering envelops.
Some people including pastors get upset and complain about these new age people being a distraction when they are using their mobile phone Bible and Twittering in Church. I think doodling on the offering envelopes is more distracting… Hmm I have not seen a big push to remove those offering envelopes from the church.
Thou Shall Twitter In Church, Remember God’s Omnipresence applies to Twitter as well. Get Your Tweet On!
What do you think about Twittering In Church? Any Suggestions on the hashtag?
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