{"id":4928,"date":"2021-08-04T10:12:49","date_gmt":"2021-08-04T00:12:49","guid":{"rendered":"https:\/\/blog.resourcezone.com.au\/?p=4928"},"modified":"2021-08-06T17:29:24","modified_gmt":"2021-08-06T07:29:24","slug":"engagement-is-not-enough-3","status":"publish","type":"post","link":"https:\/\/blog.resourcezone.com.au\/?p=4928","title":{"rendered":"Engagement is not Enough"},"content":{"rendered":"

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Almost everyone who gets involved in leading or volunteering in ministry is initially engaged. They are switched on, ready to go, and keen to make a difference. There is no shortage of evidence that churches or other kinds of Christian organisations with great leadership and engaged people are very effective in what they set out to achieve. This is great but experience tells us that people usually become less engaged as time goes on and some just drop out.<\/span><\/p>\n

So what happens?<\/em><\/strong><\/span><\/p>\n

In his book \u2018Engagement is not Enough\u2019,<\/em>\u00a0Keith Ayers* observes that much of the world has been dominated by left-brained thinking since the beginning of the industrial age, and similar thinking has influenced many of the approaches to leadership in the past. However, the people we lead are not always logical; their behaviour is greatly impacted by emotions. Dealing with people requires the use of both left-brained thinking (competence and knowledge) and right-brained thinking (emotional intelligence). Ayers states \u2018It takes more than thinking to be a leader who ignites passion in people\u2019.<\/span><\/p>\n

The first place for leaders to look when seeking a solution to this problem is the mirror. Leaders need to ask themselves: How can I change my behaviour to help people remain engaged?<\/span><\/p>\n

You can start by recognising:<\/span><\/p>\n