Once upon a time, I used to keep “owner’s manuals.”  Remember those? I had a stack of manuals for a TV, a fridge, a lawnmower, and much, much more.  Usually I only had to consult them when something was broken–if I remembered where I stored the manuals!

Today we just scan QR codes.  For new purchases, there are no manuals. I get it—a digital owner’s manual means help is always accessible.

It made me think.  When it comes to organizational leadership in most settings, there are no manuals and no QR codes. Sure, there are policy papers, personnel handbooks, and onboarding documents.  But those are insufficient for handling things like burnout, staff conflicts and team dynamics. How do leaders get help when something is broken?

When things get broken on a team, in an organization, or in a leader’s personal life, there is no manual.  

I recently bought a transcribing device. The QR code digital manual informed me that an amber-colored blinking light indicates a battery problem.  

The problem of leadership is that we don’t often have lights flashing at us that we know exactly what the problem is.  Maybe the issue is people not coming to meetings, or attending worship, or answering emails or giving enough to sustain current programs. If only there were a flashing amber light to tell leaders why these things are happening.  Without a clear flashing light, many leaders jump to one of two conclusions: It’s my fault or it’s their fault.

“It’s my fault” thinking causes leaders to question their own character, worth or calling. “It’s their fault” thinking causes leaders to question the character intent and faithfulness of those they serve.

I have noticed this with leaders:  often their first thought is what they go with, because discomfort in themselves or their team is uncomfortable.  They want to fix it, and fast.  But, if they will listen to my next question:  “What else could it be?” they may find their first thought is not the only thought, or the best thought.  

My new device’s digital manual even has multiple options for addressing a particular problem.  The manual said:  If the first solution does not solve the problem, try a “hard reset.”  This is wise advice for leaders of any organization.  That is, they must be willing to explore a number of solutions to the perceived problems, even when it means living in some discomfort.  Organizational problems are rarely simple, and there is no manual.

I am serving with a ministry called Standing Stone, which has aimed for over twenty years to provide a space for free, confidential coaching and care for pastors, ministry leaders, and leaders of every sphere. Standing Stone believes that healthy leaders need companions on their leadership journey, and that healthy leaders will lead healthy organizations that help transform their communities. You can learn more here: https://standingstoneministry.org/shepherd/burke-david/