After reading an article discussing the role of apologetics, I have been thinking about how it fits in with leadership.

Do they fit in with each other? And if they do, what should it look like?

There is definitely a right way and a wrong way of doing this.

I have been in leadership circles that have done at least one of the three of these, if not more:

1. Lead by ordering
2. Lead by convincing
3. Lead by winning

There are certainly other ways one can lead, but these seem to emerge as the top three that I have seen.

Even with with leading by example, you are winning and/or convincing others to follow you.

Leading by example is one of my favorites, because you are both winning your followers over and are better able to convince them of your vision.

So where does apologetics fit in here?

I think there are a few ways. Two in particular are protuberant.

#1. The Edifying Apologetical Leader

This does not mean the leader tells you he or she is sorry that they are leading.

This is the person who uses apologetics in a very beneficial way—a way to benefit those who listen.

He or she will lay out the direction for the team or group, and at the same time give reasons for taking this direction.

And the reasons make sense.

But not only will the reasons make sense, you are drawn in to follow them.

This leader wins you over, AND convinces you that the current direction is the best direction.

You will walk away from a meeting knowing where your team is going, what your team is doing, and how to explain the reasons for your team’s direction to others.

Some traits you will notice with this leader

• Does his or her best to keep everyone up to speed
• Doesn’t just ask “Does anyone have any questions?” But instead welcomes feedback
• Will reevaluate his or her plan flaws are spotted

#2. The Ordering Apologetical Leader

This leader doesn’t tell you he or she is sorry either. Instead, this leader will tell you how he or she is right.

Apologetics are used by this leader as a means to justify his or her reason(s) for the direction the team is going.

Often times you will leave a meeting knowing what to do, but without having the feeling of being included.

The main way direction is communicated is by giving orders. When the order is not taken well, neither is the feedback and arguments emerge.

Input from others is commonly asked only from a key “player” and not welcomed from the whole team.

Some traits you will notice with this leader

• Asks the question “Does anyone have any questions?” as another way of saying “Does anyone have any problems with this?”
• Quickly moves to defense when flaws are spotted in his or her plan
• Speaks in mostly a first person manner (i.e. I want, I need)

We need to use apologetics to edify each other and the people we lead

Not to justify our cause.

Not to prove to the ones we lead that they are wrong and we are right.

Not to make them look dumb and making self look smart.



So what have I missed? Is there anything edifying you can add to this? Leave your comment below.

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They go hand-in-hand.

With it, a leader can be highly effective.

Without it, well, quite the opposite.

Have you been in leadership, or have seen effective and even ineffective leadership?

I have.

And I have been on both sides of the game.

I’ve been the recipient, and I’ve been the donor.

Following is some quick tips and reminders to take with you in your leadership journey.



1. Bring the vision to them.

Many times we can fail in leadership right off the bat because we don’t bring the vision. Leadership includes vision and not all in a team possess it. If you are the leader, it’s your duty to communicate the vision to your team.

Remember: Don’t expect them to “have” it.

Some leaders are good with creating vision, others are good with caring for it, while some are better communicating the vision. A leader of leaders must be able to do all three. When you bring your team together, be sure to bring the vision with you. That’s why they are there, to be lead. Lead them.

John C. Maxwell writes in Developing the Leader Within You,

One of the most common questions asked by those in leadership position is: “How do I get a vision for my organization?” This question is crucial. Until it is answered, a person will be a leader in name only.

2. Bring them to the vision.

Failure in leadership also lies in not bringing your people to the vision. This happens often in a dictating leadership role, where others are told what to do, no questions ask. This is unhealthy leadership. Leaders must bring their people to a place of understanding the vision. It’s not enough to just “speak” it and then “expect” results.

Remember: Don’t expect them to “get” it.

Forget not that the vision you are bringing to your followers is one that did not originate with them. Some may be able to connect rather quickly, but not all. Don’t leave anyone behind, instead lead them by bringing them to the vision you brought to the table.

3. Invite them along side you.

Another mistake in leadership is when the leader withdraws from action. Removing yourself from the necessary work that the vision demands is like a husband dreaming with his wife about having children and doing nothing about it. True, delegation is essential, but not so much that you show no signs of action. Not only do you bring the vision, and bring them to the vision, but you must show them how it’s done.

Remember: Don’t expect them to know how to do it.

Some people know how to take a vision and run with it—others don’t. If you are leading an team into some vision, let them see what that vision looks like in action by being the example of that action. Not only do people need to be inspired and invited, but they also need taught. Many times that teaching comes by hands-on training.

What are some ways you have lead others in vision? How have you seen others lead well out of vision? Leave a comment below.



—Jonathan
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