Your Leadership Challenged Part III

Matthew 21:23  Jesus entered the temple courts, and, while he was teaching, the chief priests and the elders of the people came to him. "By what authority are you doing these things?" they asked. "And who gave you this authority? Numbers 14:2-4 All the Israelites grumbled against Moses and Aaron, and the whole assembly said to them, "If only we had  died in Egypt! ...Wouldn't it be better for us to go back to Egypt?" And they said to each other, "We should  choose a leader and go back to Egypt."

Today I will be finishing this series on authority. We will finish with a topic every leader will experience: Rebellious and Disobedient Dollowers (RDF's). 

When handling conflict, you can easily feel like you're acting all alone
with all eyes fixed on you, waiting to see what you will do.

Authority Part 1 and 2 were written to prepare you, to help you establish your mindset prior to handling RDFs. Why do you need this kind of preparation? When you reach the point of having to handle RDFs, everyone is waiting in the grandstands with their opinions of how you should perform. You cannot be ready for this phase of leadership if you have the wrong blend of positional authority and restraint. Remember, positional authority is something a leader must acquire. Christian leaders live by restraining the authority within while focusing on helping others. 

 (Need a refresher? Review parts One and Two)

Handling an RDF is Important to More than You and the RDF

 Why do I focus on the people in the grandstands and not the RDF at hand? If leadership is "the art and science of inspiring people,” what can be so inspiring about handling a rebellious person?

Friends, handling an RDF properly is one of the most inspiring things you can do—for everyone in the grandstands. There are a number of reasons why this is inspiring to people.

1. The rebellious person has probably impacted those in the grandstands with both his/her work and attitude, but the bystanders would rather not say anything because they don't want to deal with problem. Think I am wrong? Ask any organizational leader who loses an RDF, and he/she will tell you that you will find scores of people in the organization who affirm the benefits of the RDF’s departure only after he/she leaves.
2. The people in the grandstands are desperately hoping that you handle the problem well. Someday, they might be considered RDFs, and they want to see how fair the person they work for really is. 
3. People want to work for good leaders. Life is so much better when you enjoy your job and your leader. When your treatment of an RDF shows that you’re a good leader, your employees may feel more content with their positions.

An RDF is a Rebellious and Disobedient Follower

Handling Conflict

 So, how does knowing that your treatment of an RDF is inspiring to others help you actually deal with that RDF? You can start with remembering a simple truth: you’re being watched. Right now, the eyes of everyone in your organization are on you. What do you do next? Read our scripture verses above. What did Moses do? His situation was a very serious matter. Moses' followers wanted to replace him! How did Jesus respond to the challenge of His authority in the second scripture reference? Put in Jesus' circumstance, many of us would have liked to call down fire from heaven and say, "You guys got any other problem with me?"

 Along with a good written policy and process for disciplinary matters, you will find yourself dealing with each circumstance and each rebellious person differently. Maybe a few of you reading this are dealing with one right now. If you are, might I suggest that you review your written policy and align it with the following recommendations.

1. Be sure you have the positional authority to act. 
2. Review the blend of your leadership. Too much bossing around? Begin to focus on restraint. Pray for wisdom. 
3. Shape your response and actions in fair measurements, just as God did with Moses' RDF and just the way Jesus did through His response to those that questioned Him. 

 I hope I have delivered to you a perspective of handling conflict that can actually help you inspire those you lead. Treat your RDF's as an opportunity for their correction and for your growth as a leader!