Neuro-diversity in Your Church: Why it Matters

Diversity in the church is big today. With greater globalization and the desire to melt racial barriers, many pastors want their churches to become ethnically diverse. Many pastors intentionally seek to create such diversity through staffing, who gets on the worship teams, and who becomes the face of the church from the stage or on their web site. I laud that desire. However, I many have unintentionally limited my definition of diversity to ethnicity or language and missed one huge area of diversity that already exists in every church: neurodiversity. What do I mean when I say neurodiversity? Simply this.

Neurodiversity means that people think and process information differently. Not everybody thinks like you or me. I think more linearly, logically, and left brained. As a result, my preaching, leading, staffing, and volunteer selection has tended to reflect my thinking style. I may have unintentionally taught and led without taking into account that God gave us all unique thinking styles. I’m much wiser now and realize that I must take into account neurodiversity when I perform these pastoral functions.

Preaching and teaching: People learn differently and thus process teaching differently depending on their tendency as left-brained or right-brained. Below, I’ve contrasted a few left brained traits on the left with right brained traits on the right (notice how linear I am).

  • Process the familiar…process the novel
  • Detailed… holistic/big picture
  • Sequential…random
  • Logical…intuitive

If you want to read a great (and long) book on left brain vs right brain, read The Master and His Emissary by Ian McGilchrist. Also, here’s a great TEDvideo on the divided brain (over a million views).

Change management: People respond differently to change. Some people’s brain make-up makes them less fearful of change, and thus able adapt to it more quickly. Others perceive change as a huge threat and they dig their heels in to oppose it. (A great article on the 5 Fears of Change here.)

Encouraging healthy followership: Some will follow you simply because you present a compelling and logical reason to follow. Others will follow only when you move them emotionally.

Teams: If everybody on your team thinks like you, you can foster groupthink, when a team gets along so well or agrees so readily that nobody challenges ideas or the status quo. As a result, you can miss opportunities or even make poor choices. Susan Cain, author of one of the best books I’ve read in the past two years, Quiet: The Power of Introverts in a World that Can’t Stop Talking, talks about groupthink in this great article.

Every pastor who wants to move his church forward for Kingdom purposes should certainly seek to remove ethnic barriers to allow that church to be as diverse as God intends for it to become.

However, those in your church are already significantly diverse in one significant domain, neurodiversity. As you lead, teach, and develop others, heed and adapt to their diverse thinking and mental processing styles. You’ll become a more effective Kingdom leader.

Is this a new concept for you? How can you apply it to your church setting?


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7 Neuroscience Keys to Effective Performance Reviews

Annually in my 35 years in ministry I spend hours preparing and delivering multiple staff performance reviews. I was shocked to learn that I may have been wasting my time. In a meta-study (a study of the studies) researchers discovered that only 30% of feedback and performance reviews actually helped (Kluger & DeNisi,1996). They discovered that 30% have no impact and 40% actually make things worse, not a very good track record. Does that mean we should drop performance reviews? No. It does mean that we can improve the performance review process by incorporating 7 neuroscience keys in our reviews.

7 Neuroscience Keys that Improve Performance Reviews

I’ve divided the 7 C’s into these two categories.

  1. The person: issues that directly relate to the person who’s receiving the review and the reviewer as well.
  2. The process: issues that directly relate to the process itself.

The Person

  • Community: Make sure that the person receiving the review feels emotionally connected to you as much as possible. Try to build a sense of community with those you review (Ibarra, 1999).
  • Coachability:Before the review, help your staff develop a coaching/learner mentality. Help them see the value of feedback and reviews. The more value they see, the more positively they will receive it (Atwater & Brett, 2005).
  • Connected: Help the staff person connect the feedback she receives to how she sees herself in the future (Kluger & DeNisi, 1996) and to her larger goals (Ashford et al., 2003).

The Process

  • Credible: Make sure you as the supervisor are unbiased and fully informed about the staff person’s job and performance before the review (Waldman et al., 1998).
  • Coupled: This is key. You must couple the review to follow up, ideally through a coaching process. Build into the process action steps to address areas that need improvement, all with a developmental rather than a punitive tone. Also, couple the process to a teaching session before the review to help staff understand the review process and how to get the best from it.
  • Consistent: Make sure that the process elicits consistent feedback from all sources giving input to reviews (Ashford et al., 2003).
  • Collaborative: The more collaborative the process, the more effective it will be. If possible, include in the process peers, direct reports, and supervisors. (London & Smither, 1995).

Try applying some of these ideas the next time you do a staff review and see how it helps.

If you’d like to get a copy of a self-evaluation tool I’ve used, email me here. I give it to the staff person I’m to review first and ask them to fill it out before our actual review session. After they complete it and I’ve reviewed it, then we meet for the review.

What have you discovered that has helped your reviews improve performance?

In my most recent book, Brain-Savvy Leaders: the Science of Significant Ministry, I give many more leadership insights we learn from recent neuroscience findings.

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Is This the Hidden Factor that Hinders Change in your Church?

In my 35 plus years in ministry, change management has been one of the most challenging tasks I’ve faced. Most pastors would probably agree. Recently I learned an insight about how people’s brains work that helped me see what I may have unintentionally overlooked when I initiated a change. This might be the hidden factor that most hinders change in your church.

Our brains are wired for us to want certainty in our lives. When something feels ambiguous or uncertain, we subconsciously feel threatened. When we feel threatened, it creates an away (avoid)  response, rather than a toward (approach) response. In the case of church change, an away response might be negativity, fear, passive resistance, or complaining from people.

On the other hand, a toward response could be excitement, support, and good gossip, how we hope the church would respond. The more uncertain and ambiguous church change appears, the less support we’ll get and the more difficult the change will become.

So how we can we make church change less ambiguous and easier to bring about? I’ve listed some pointers below based on some recent findings in neuroscience.

  1. Stay close to your key influencers during the entire change process. Remember, the more threatened someone feels, the more they will resist change. Learn their unique personalities because some personalities respond better to change than others. (Brin Jr. & Hoff, 1957).
  2. Remain sensitive to characteristics that impact a person’s feeling of threat caused by the uncertainty change brings.
    • The more politically conservative they are, the more they may feel threatened by change (Jost et al., 2008).
    • The more personal anxiety they’re experiencing, the more threatened they may feel from change (Bishop, 2007).
    • The lower a person’s self esteem, the more resistant they can be to change (Ford & Collins, 2010).
  3. Keep people informed with timely reports on how the change is progressing (helps minimize uncertainty).
  4. Cast a compelling vision on how the new change can make things better (a form of reframing current reality).
  5. Teach about characters in the bible who created certainty through faith, believing God was in control despite difficult circumstances and uncertain futures.
  6. Teach about how to keep a healthy Christ centered self-esteem.
  7. Teach on how to biblically manage anxiety (see this post on how).

What are some tips you’ve learned that have helped bring change?

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References:

Bishop, S. (2007) Neurocognitive Mechanisms of Anxiety: and Integrative Account. Trends in Cognitive Sciences, xxx (x), pp.1-10.

Brin Jr., O. & Hoff, D. (1957) Individual and Situational Differences in Desire for Certainty. The Journal of Abnormal and Social Psychology, 54(2), pp.225-229.

Ford, M.B. & Collins, N.L. (2010) Self-esteem Moderates Neuroendoctrine and Psychological Responses to Interpersonal Rejection. Journal of Personality and Social Psychology, 98 (3), pp.405-419.

Jost, J.T., Nosek, B.A. & Gosling, S.D. (2008) Ideology: Its Resurgence in Social, Personality, and Political Psychology. Perspectives on Psychological Science, 3 (2), pp.126-136.

Staff Performance Reviews: Do they Help or Hinder?

As a senior pastor I’ve performed annual staff performance reviews for years thinking that I was helping those leaders improve their performance. But recent neuroscience has shown that negative feedback (including such feedback given in evaluations) may actually hurt the self-esteem of those we evaluate. If staff evaluations potentially hurt the cause rather than help, should we eliminate the evaluations or make some other changes? In this post I answer that question.

The researchers in one study performed a simple experiment on college students. The students first performed a mock interview. Afterwards as they lay in an MRI, they received evaluation on their performance through 45 separate words given by someone who observed their interview. The words were equally divided into 15 neutral ones, 15 positive ones, and 15 negative ones. Even though the positive and neutral words outweighed the negative ones 2 to 1, over 40% experienced lower self esteem. And, the part of the brain that feels rejection from others lit up in the scanner. Negative feedback apparently diminishes our self-esteem.

I understand this insight from personal experience. Years ago a key leader told me numerous times that although I possessed great character, my preaching didn’t connect with other people’s hearts nor did I have sufficient leadership skills to bring the church to the next level. After reading about this study, I now understand why I felt so bad after his comments.

In light of this and other similar studies, how should we approach staff reviews to avoid diminishing the esteem or confidence of those we review? I suggest five ideas that can help us maximize reviews while minimizing their potential negative effect.

  1. Constantly affirm those who report to you. Catch them doing something good and tell them. Create an environment filled with affirmation.
  2. Seek to know the personality of the staff person you are evaluating. The study implied that some personalities ruminate and mull over negative comments more than others. If you know a staffer tends toward introspection, give the feedback with an extra dose of grace. Follow up a few days later to see how they are processing it.
  3. Teach your staff to build their self-esteem around their relationship with Christ rather than around their performance. Doing so doesn’t minimize high performance standards. Rather, it maximizes where we should center our self-esteem and frees us to do our best.
  4. Couch your feedback with positive steps the staff person can make. Help him see that positive corrective steps can make him a more fulfilled person and a more effective employee.
  5. Discover how well you affirm others. Ask your staff to tell you how well they feel you affirm them. If you get negative feedback, re-read this article.

What have you discovered that helps moderate negative feelings from staff reviews?

(Source of study: Eisenberger et al, Journal of Cognitive Neuroscience, November 2011)

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8 Ways to Maximize Christmas Outreach at your Church

I’m an American serving as a lead pastor at a great church in Canada after serving over 30 years in the U.S. Canada is a great place to live and minister and I’m learning how to leverage key outreach events. Christmas Eve is by far the most attended service of the year, even surpassing Easter. This year Christmas Eve falls on Saturday which means Christmas Day falls on Sunday. As a staff we’ve spent considerable time planning how to maximize Christmas outreach. You might want to consider some of these ideas.

How to Maximize Christmas Outreach at your Church

  1. Provide multiple services.
    • Our church is one church with three unique language services. In addition to English, we offer a Spanish service and a Mandarin service, all at the same time on Sundays. We’ve tried doing a Christmas Eve multi-lingual service. We found, however, that some English speakers opted out of coming on Christmas Eve. This year we are offering four different services, three at 5 pm (English, Chinese, and Spanish) and one at 7 pm (English only). Although we probably could cram all the English speakers into one service (our auditorium seats 800 and we have space for the Spanish and and Mandarin service in other areas), parking would be an issue. And, multiple services provides options for families with special family gatherings on Christmas Eve.
  2. Pay special attention to families with kids.
    • This year for the first time we are providing a kids program through grade 2 during the 5 pm service. We usually include all kids in the service but during the last two years we’ve had some screamers and runners which made it difficult to keep people’s attention. We are also providing two options for families on Christmas Day. We will hold our regular 10.30 am service, although shorter and with no childcare. We also will provide packets of materials for parents who may want to have a family service at home on Christmas Day instead of coming to the church facility. We will make those available the Sunday before Christmas and at our Christmas Eve service.
  3. Distribute invite cards.
    • The past several years we’ve designed an attractive card that we mail to our community and put into the hands of our attenders two weeks prior. We encourage everyone to invite one to three friends using the invite card.
  4. Do a live nativity.
    • Our children’s ministry holds a live nativity in front of our building on Christmas Eve. That may sound old school, but people from the community actually come just for that. They and their kids visually see the Christmas story. We hire a company that provides live animals. The company also brings some smaller animals kids can pet. The highlight last year was a baby kangaroo. We even provide a petting zoo on Easter which is a huge draw. Kids (and adults) love animals.
  5. Design a special bulletin.
    • Each Sunday we hand out a standard format bulletin which highlights events at the church. But for Christmas Eve we design a bulletin targeted to the unchurched attender. We highlight programs and ministries that might interest them.
  6. Promote a felt-need sermon series.
    • In the U.S. I never saw many returnees to our felt-need series after Christmas Eve. However, some pastors in Canada say that they’ve seen unchurched people return to such a series. We’re going to try that this year.
  7. Recruit a special greeter team.
    • We use regular greeters and ushers each Sunday. Those greeters and ushers will be on duty Christmas Eve as well. But this year we are recruiting a special team of greeters who will wear a shirt that says, “Ask Me” on it. Their sole purpose is to mingle in the atrium to meet new people and to be available for questions new folks may have about our church.
  8. Begin Christmas planning in September.
    • If you are just now planning Christmas, you may not have enough time to implement some of these suggestions. In the past couple of years it seemed that Christmas simply slipped up on us. Now, however, we have visually scheduled onto our staff wall calendar to begin planning for Christmas each September. We are in great shape for this year.

What innovative things are you doing this year as you prepare to reach out this Christmas?

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