Meekness: It's not what you think it means.

It's been a while since my last post. It's been a very fruitful couple of months. I'll have to share another time.

It's often stressful and life draining to live out our faith in the marketplace. It will challenge our faith, integrity, and character. It will be wear us down spiritually, physically, and mentally. But, I also draw closer to God and depend on God more in those situations. Importantly, I grow in wisdom and character. I was reflecting on Matthew 5:5 this afternoon. I hope it encourages the Christ Followers in the marketplace.

“Blessed are the meek, for they shall inherit the earth." (Matthew 5:5)

Meekness {Gk: praeis} is not about weakness. Our translations and modern understanding of the word often misses the breath of the word. Praeis often is taken to be understood as gentle and being nice to others. Maybe fluffy? Christ followers live this out by become a doormat for others to trample on, passive, showing unwillingness to challenge the situation before them, and often in the form of escape and retreat. Rather praeis refers to "exercising God's strength under His control – i.e. demonstrating power without undue harshness." More, to demonstrate "gentleness (reserve) and strength." (see http://biblehub.com/greek/4239.htm)

To be meek is to know how and when to use a sword but to keep the sword in the sheath. That is the posture of meekness and it is the posture that we are to enter the workplace each day---to be on the front lines for God.  It didn't say it was easy; often times it's frustrating and fearful.  But if God put me here, and I am to remain in my calling (1 Cor 7:20), am I not to serve those around me as if I am serving the LORD himself (Col 3: 23-24)?  

More, to "inherit the earth" is to obtain possession from our Father for we are His children. We are to ground our identity in knowing and being God's children. Therefore, to be meek and to be a child of God is to have power and authority, and responsibility to act as regents of the Kingdom in the world.

Be Strong and Courageous, Christ is in you. God is with you in the workplace. Be bold.

Where Jesus Died: George MacLeod

Many churches today struggle to reach out to the next generation.  In order to stay relevant post-enlightenment, the church has retreated from the fields of science, business, and arts and focused on developing the spiritual lives of believers.  While spirituality is important for the life of a person, the result has also caused the church to be further disengaged with the critical issues that affect our neighborhoods.  Platonic thought continues to permeate the church–somehow believing in Jesus became a first class ticket to Heaven. Really? More, one of the repercussions is for Christians to escape from the world and further live dualistic lives where we prize the sacred and denigrate the secular.  We are no longer living holistic lives when we do that.  This is a misunderstanding of the biblical narrative specifically God redemptive purpose in the world today and into the future. God desires to redeem and reconcile all of creation to himself and invites us to participate in that redemptive purpose.  This means, as God's redeemed people, we are to take both our faith and work seriously.  We are also to live incarnationally as the God-man Jesus did, 2000 years ago on earth. I would contend that to live disintegrated lives of faith and work is a failure to live out our God ordained purpose for us as his image-bearers who were created reflect His image into the world and back to Him.

George MacLeod reminds us of the importance of living out an integrated life where spirituality meets the marketplace. 

George MacLeod on Where Jesus Died

Only One Way Left (The Iona Community: 1956), p. 38. Jan 01 . 1970

The cross must be raised again at the center of the marketplace as well as on the steeple of the church. I am claiming that Jesus was not crucified in a cathedral between two candles, but on a cross between two thieves; on the town garbage heap, at a crossroads so cosmopolitan they had to write His title in Hebrew, Latin, and Greek. At the kind of place where cynics talk smut, and thieves curse,and soldiers gamble, because that is where He died and that is what he died about and that is where churchmen ought to be and what churchmen should be about.

We are to be rooted in Christ and to grow spiritually to become mature Christ-like followers.  But also to Go!  Go into the world without fear for God is ahead of us, and with us.  To be in the world but not of it.  As "Church", in its original Greek meaning, is to be governors in the city who decide matters for city. Reflecting on the account of the blindman according to John 9, he doesn't begin seeing until he goes to the pool of Siloam (which means sent)--and after he goes, washes and returns he then is seeing. Essentially, it's not adequate to simply believe but also to connect what you do after you believe.  As Christians, we are not suppose to be clean and tidy or retreating or escaping from the world; we're supposed to be in the thick of it all–in the action with our hands dirty as MacLeod reminds us. And if you listen to your heart, you will know this is true.  Jesus Christ didn't seem to mind being in the messy world--I didn't say it was easy.    And it is only when we, as the salt and light of Christ empowered by the Holy Spirit, embrace the world and live out our lives in the marketplace will His faith, hope, and love permeate throughout it.  

Are we making work overtly complicated? Faith Work and Soccer

I signed up to be an assistant coach for a U7 soccer team.  Also known as "football" in other parts of the world.  We are the Orange Panthers.   I've never coached soccer nor have really played the game.  Always trying something new and push ourselves by doing something new right? Absolutely and I'm super excited for the upcoming season.   First off, do not under estimate what kids at this level can achieve; they are truly amazing to watch.  I'm constantly surprised by how they have become more confident in themselves and their abilities in the very short time together.   

Last week was our first Training Day where we learned some of the drills.  But the highlight for me, and what got me started in writing this post, was when we played a few short games of some 2 on 2, 3 on 3 scrimmage.  This was my first opportunity to coach players in a game; it was a practice game, but it didn't matter to these kids.  

In the workplace today, we're inundated with reports, metrics, process, procedures, policies, and progress updates-- the list goes on of the numerous tasks we need to complete.  People are less engaged with what they do, they're increasingly confused by the goal and objective of the company, they're burnt out, they need to attend countless meetings, and are often taken away from doing the "real" work.  Sounds like your work place?

With 3 boys on one side, and 2 boys on the other.  I gave my two teams the exact instructions with equal excitement and enthusiasm.  1) Work together  2) Score in the net!  When it was their turn to play, I cheered them on and shouted out a loud "Go!"  These kids ran out there, performed, and celebrated as they jetted back with giant smiles after scoring a goal.   We did high-5s, low-5s, anti-gravity-5s and celebrated every goal together.  And before the next team ran out on the field to play the next round, I reinforced how amazing they were, repeated the same instructions, and cheered them on.  We had fun!  And I only got one question: What's the score?  (We're not suppose to keep score, but let's say we did well). 

This brings us back to the question.  Are we making work overtly complicated? How different would our work environments be if we, as managers and leaders, practiced giving clear and short list of goals, empowering and encourage our teams to do it, and finding ways to celebrate our successes (and misses).  This means we celebrate regardless how big or small the task may be or even when we don't score.  And remember to have fun while doing it! 

It works with a U7 soccer team, and I have a hunch that it would likely work with adults too.  

God is calling You: A life long Journey of Discovery.

It's not for me to tell you what God's calling is for you.  It is a life long journey of discovery; it takes time, patience, asking, seeking, knocking, and discernment.  It is important that our life and what we do every day is in line with God's calling for us.

Calling requires a Caller. God is always the caller.  Like sheep who know the voice of the Shepherd, we need to know the voice of our Caller.  It is the Creator, the Almighty who Calls. It is God who is already doing the work, and calls us to join Him to participate in His work in building for the Kingdom. 

Calling requires a Receiver. You and I are the receiver. Again, you need to listen for yourself.  It is not for someone else to tell you YOUR Calling.  We listen with humble hearts.  We need to be actively listening for the Caller and to be open and available to what the Caller will call us to.  We participate in what God is already doing in the world.  

Calling requires a Message. The message is an invitation.  The message may not be what we want to hear.  The message will move us into action.  When we hear the message, there will be a gut feeling that moves us into action.  It will still require discernment-continuous discernment- to ensure that it is indeed Jesus' voice.  And while it stirs us and may even give us a feeling of inadequacy and fear, it will also give us peace. The feeling of inadequacy is not to deter us, but it does ensure that we depend on God because our calling is often a bigger than ourselves and does invite us out of our comfort zone.  It will draw us into deeper relationship, trust, faith and dependent life in the Triune God. 

What is God doing around you?  What talents and gifts have God gifted you for service in the Kingdom? What need is in your city or your neighborhood? What are you passionate about? What verse or story in Scripture has God placed in your heart today? Sometimes our calling may be prompted by situations that upset us?  What do we care about?

It's important to remember that it is not what others want for you, but what God wants for you; the distinction is important to uncover our motives and motivations because when we encounter failure, it will be the motivations and convictions (remembering it is God who Calls) that will help us through it.  Talk about it with elders and people you trust.

How you live out your calling requires imagination! There is no formula.  Be willing, open, and available to what God is doing, trusting in Him, and take steps by talking to others about it, taking action to test it.  We may have many passions and have many ideas but we need to incarnate those passions and ideas in practical ways--take action.  Remembering that it will take time so be patient and there will be risks.  Pray and ask God to bless you if it indeed God's calling for you.  More, remember that it is God's calling for you-you are not alone; the Holy Spirit is with you from beginning to end, and God will also bring other people along with you to support you and to encourage you.  God will equip you and empower you for the task.

I get anxious when I wonder if i'm doing what God is calling me to.  Am I doing what God has called me to? What if I miss my calling? I was reminded by a wise friend that our calling is one of the paradoxes of our lives.  "Calling" is a military term in response to a King.  Fundamentally, it is less about what you do and more importantly about our response to the One who calls.  We can be called to run a company. We can also be called to clean the hallways of a school or clean the sewer pipes.   Work is to glorify God and there is therefore no hierarchy of work.  And if and when the King calls you to something else, we respond, we go, and we do it equally well, bringing our best tp our work, and with all our heart, mind, and soul.

MVP (Mission, Vision, Plan): Leading Change and Building for the Kingdom

An organization's longevity is dependent on having a strong Vision, Mission, and a Plan for execution. I will refer to these three elements as MVP. The MVP will face the greatest test when an organization, company, or church community is in the midst of transition.  Businesses desiring to grow or attract increased funding will also need a compelling MVP.  Before starting a new venture, it is also important to clearly write down the MVP and invite others to critique it.  I argue that all corporate decisions need to be made with the MVP in mind. Without these key elements and constant reinforcement and review of them, especially if there isn't clarity around the MVP, the company will inevitably face turmoil; for those who are part of these communities will likely leave it frustrated or lost.  Or if they decide to stay, they will likely either be disengaged or worse, attempt to sabotage it from the inside.  Therefore, the leadership responsible for carrying out the MVP have a crucial role–they need to believe it, live and breathe it, and are willing to carry out the organizations MVP even when the risk of failure is high.  More, they are responsible for communicating the MVP to all levels of the organization; we'll talk about how to create greater engagement in another post but communitas begins with a clear MVP. 

While I titled the acronym MVP for easy memorization, Vision comes first.  

"Where there is no vision, the people perish." Proverbs 29.

VISION: When crafting the vision, our eschatology (e.g. end-purpose and belief of future new (renewal) heaven and new (renewal) earth, coming down of the new Jerusalem to earth, re-purposing) in relation to "Genesis-intent" (Genesis 1 and 2, creation mandate pre-fall) may help shape the organization's vision; considering the grand narrative of God's past, present and future plan may help inform our vision.   If we are to be faithful stewards of creation and shalom-makers, the vision needs to connect with the missio Dei (God's mission). Ask yourselves, Who is God, what does God care about, what will God do in the end, and what does God desire for creation. Hence, I contend that the vision must include aspects of shalom– shalom of persons and creation in light of God's shalom and telos (end-purpose and ultimate glory).  Seek to clearly articulate how the organization's vision of the future better the lives of people in way that they flourish, thrive, and become more whole persons, how the organization will improve the relationships between people and with God, or help humanity become better stewards of creation.  The vision doesn't have a time limit; and it is best that it doesn't. All to say, when crafting the vision statement, dream big and be open to the possibilities; more often than others, the vision will not be achievable pre-parousia.  While the vision is a big, it includes clarity of what the organization is specially called to do. Be attentive to what particular area of that vision God is calling the group to. It may include a statement of the problem in which the organization is desiring to solve.   In addition, it may reflect what a changed society, people, persons and so forth could become when the vision is achieved. Essentially, the vision should include why the organization does each day matters–its purpose for existing, raison d'être, and/or purpose for serving others. 

MISSION: Vision and mission can often sound the same. For me, they are different but are intricately connected and interdependent; I make the distinction by stating that vision is future oriented and our hope for the future.  Mission brings greater focus by helping us to understand who we are today and what we are to do specifically in light of that grand vision. In other words, what does God desire for us to do today. Both vision and mission are therefore important.  It is, if you will, our mission-role in the inaugurated Kingdom as we set a course towards the vision. The mission clarifies what the organization is called to do today as we participation with God's work in the world through the power of the Holy Spirit collectively and in each of us.   Our mission arises from God and stirs our hearts and calling us to join Him in the work--it is our response and how we are to engage and participate.  More, the mission is how that vision is incarnated in our context, in our organization or business. Moreover, the mission is for understanding the purpose for the day-to-day.  But while the vision is big and bold the mission has to be realistic and practical; individuals within an organization should not find it too hard to connect with the organization's mission.  Thus, it is important that when crafting the mission statement, involve as many people from within the organization in the discernment process, to gather other perspectives, and to listen (and to listen well) to what others and essentially what God is saying; further, allowing others to weigh in will receive greater buy in later on. 

"Mission, then, is ultimately not about getting individuals right with God but about incorporating them into a new community that partners with God in redeeming social structures and healing the world." - Tim Keller, Center Church.

PLAN: Before we Plan for execution, come up with the map of how we plan to reach the vision and create structures for implementing the mission, we need to have clarity and focus on our mission.  I occasionally run into questions of why actions are being undertaken; when this occurs, it is because people are confused and asking how actions are in line with the mission (and vision).  The mission needs to be front and center in the day to day operations. Decisions and organization goals should be considered in light of the mission.  There may be many opportunities that arise, but if it doesn't align with the mission, we can say "NO" and not pursue. Having the ability to say "NO" to things should liberate rather than limit us.  When establishing the Plan,  create a timeline as best as you can to accomplish milestones and goals established by the leadership.  Identify strengths and limitations and resources necessary to accomplish the tasks. This is the time to craft the strategy for execution and implementation.  Include specific actions and S.M.A.R.T goals for tracking progress.  Establish checkpoints for when to evaluate progress and for when to discuss recourse and actions when there are hurdles.   In the beginning, it is important to review more frequently but as a "groove" is established, let things simmer. More, in the Planning stages identify key players and ensure clear accountability structures and escalation points.  Importantly, listen to feedback from the constituents and reassess if we are detracting from our mission--being attentive to God's voice always.   Ask questions or ask around if you are not sure.  

There is a tension during the execution.  We have to remember that we are participating with God in God's mission and work in the world. We need to hold lightly to our agendas.  Ultimately, it is for God's glory.  Failure is an option--it's reality because we are still in the moment of the "now but not yet".  But on this side of eternity, we focus on doing our best and remember that all we do is for God. We are to be good stewards of God's resources in our businesses and communities that we lead.  This is another way of saying that we must allow God to be God; allow the process to take its time--enjoy the process and journey.  It is about working with God through it all, so remember to not take yourself too seriously. 

The Theology of Hiring and Firing

If you are running or managing a business, you will need to hire and (hopefully only on the rare occasion) fire an employee.  As a follower of Jesus, how do you approach these scenarios? How do you make the right decision? Is there such thing as hiring and firing well? These are massive topics and there are countless books written on each subject. Both have its unique challenges.   In reality, every hiring or firing situation is different from the next.  Today's post on the subject is not intended to be a set of rules to follow or does it include everything that is needed when faced with the decision; rather its intention is to help us make better decisions and be faithful to who we are as Christians and leaders in the workplace.   I will also do my best to succinctly highlight the theological implications.

In beginning, we need to remember who we are as our identity matters. We are loved by God and His grace is enough. God has given us the ability to think, reason and discern--we are empowered to decide and decide well.  We are vice regents in God's Kingdom; again empowered to make decisions with God and to be stewards of God's resources. More, we work in participation with God in the world, and in our businesses, to maximize God's shalom. 

It is important that we ourselves are committed to making the decision as managers or business owners; while you may consult others, we need to make the final decision ourselves as responsible, accountable, mature adults and mature followers of Christ. To not make a decision is an avoidance and abdication of responsibility as a manager. Good management requires us to decide well since we represent the company. Further, when we demonstrate good management, we demonstrate good stewardship not only of the company's resources but also God's resources because we also represent God in the world. 

It's key to remember that it's not about being or making the perfect decision.  The reality is that it is impossible to make the perfect decision--we can only do our best for the moment we're in.  And once the decision has been made-made in and at peace and joy with our decision- we commit to it, and accept it as the best decision; we cannot at a later time regret our decision as it is almost always an imperfect situation. Remembering also that hindsight is always 20-20.  Importantly, the Holy Spirit (along with our business community) is with us throughout the decision making process--we are not alone in making the decision.  The goal, in most decisions is to aim for a win-win-win situation where you, the other party, and God win and win together.

As an aside, I think our culture has adopted a false understanding of love where we accommodate and tolerate inappropriate behavior because accepting their behavior is the "loving" thing to do.   However, the loving thing to do may in fact be to correct and reprimand the behavior--including firing.  It may be the right thing to do because you love the person.  As a father, I will put my boys in time-out or restrict television time if they disobey mom or dad; To ignore or tolerate their disobedient behavior would in fact not be the loving thing to do.  In fact, when I am impartial, they definitely know and will behavior differently knowing that I am.  Maybe a post on minding children some day.   

We also need to be reminded that the person we are hiring or firing is also made in God's image--someone God deeply cares for.  He or she is also on a journey to discover who God is, and who and what God has called them to.  We get to journey with aiding that individual in that journey--it is a indeed a privileged and why it is such an important task for us as managers and employers to do our best to discern well. As such, we must always treat him or her with respect, dignity, and agape-love.  We are to always act justly, fairly, honorably and with grace. 

Hiring

Hiring is about building a flourishing community where individuals can flourish.  Hiring is also bringing along side others who are committed to serve a mission and purpose. 

It is often helpful to begin by understanding what are the budget constraints for the position. Most positions have a limit; if there isn't a limit I'd like to know what company doesn't.


I prefer an interview process that involve multiple interviewers--it helps alleviate biases and potential conflicts of interest.  As the hiring team, it is important to talk before the interviews to understand what is required and what are nice-to-haves in a candidate. Also, certain positive or negative characteristics may be observed by other interviewers that we miss which may be important to determining who you hire in the end. More, as hiring is about building community, the interview process should involve those from the community-managers and future team-members. 

Hiring often is about looking for potential and possibilities--not only what and who they are today, but what they can become in a few years time in both skills and character. Hiring someone strictly based on skills for the job may give the team temporary relief and lighten the workload; however, from experience hiring based on character, integrity, virtues, teach-ability is of more importance--skills you can teach, character (being) is much harder to shape.  That said, we also believe that the Holy Spirit can transform anyone; so i'm not saying its impossible, just takes longer and patience. What i'm also not saying is to ignore skills and competency and hire only based on character; we want to hire those that have relevant skills and demonstrate competency, however, we want to ensure the candidate we're hiring is a fit for the team and community--specifically, culture fit.

Building community requires finding the best candidate who will best serve the customers, the team and company, and the community.  Will the clients trust him? Will she be capable of building relationship and collaborating with the team?  Is she interested in their personal success only or are she interested also in success of others and the client? What are the motivations for getting the job? A suggestion would be to look for individuals who are interested in investing in others and the success and flourishing of others in addition to achieving personal success.  Furthermore, look for candidates who exemplify the company's culture and can add to the existing culture--a person who can flourish in the existing culture, and reinforce the existing culture and promote a culture that is consistent with the vision of the culture and where you desire to see culture become. 

If possible we also want to understand the person's purpose and passions, their strengths, and talents so that we can do our best to facilitate them in fulfilling their vocation. We want to hire someone who will thrive in what they do, and also elevate the flourishing of those that he or she works with whether its with people inside or outside the company. It's a great feeling to see a person who we hire succeed, grow, and become who God created them to be. 

There is no perfect candidate and we need to be reminded that we are to do our best.  As a cautionary note, do not hire simply to fill a position; there may be challenges later which will impact the team dynamics or morale.  There is always (at least there should be) the option to not hire at this moment and wait with the intent to continue searching for additional candidates.  Again, being aware of the reality that we must decide and cannot delay our decision indefinitely; Also being aware that when we delay the process we could be negatively impacting the team productivity and team morale.  Unfortunately, we can also loose the position due to budget or business changes.  


Hiring is two ways; the person being interviewed is also looking for a match.  As you are getting to know the other person, they are doing the same.  Don't be disappointed if he or she turn your offer down--it happens. And if you find a candidate, congratulations! Celebrate and welcome them--seriously welcome them! 


While we hope to hire someone for the long term, there may come a time where they may leave the business for another opportunity, or lay the person off. Sometimes, it means we need to fire them.

Firing

There comes a point when a manager needs to decide whether to terminate the employee from the company. Firing is never easy--if it's easy, something is wrong.  As a Christian, we often are unsure of what to do in these situations because the Bible says that we should love our neighbors and we should have grace.  Right? At the same time, we are also stewards of the resources of the company and it is our responsibility as managers to represent the interest of the company. But we also want to be faithful and loving follower of Christ.  We can be stuck between these tensions.   As managers of the business, we can experience decision-paralysis around firing. 

Firing often has a negative connotation and being fired is often associated with failure. Firing someone is neither a reflection of your character nor connected with your identity.  Neither is a person who is fired a bad and evil people--people are intrinsically valuable. There may be all sorts of reasons why the person is not performing at the level expected for the job. Sometimes the reason is a poor choice in making a decision. We won't go into all the possible reasons for firing in this post.   


Again, good management is good stewardship of the company's resources as well as God's resources. 


Whether its negotiating a deal or firing, we need to prioritize the relationship; at the beginning, during, and after the process, the relationship between the the manager and employee (or those involved in the process) must be maintained or better.  Grace and dignity matter profoundly in these situations. 

Alright, here are some considerations:

1) What is the reason for firing? Are laws being broken? Breach of contract? Breach of work relationship?

Is the individual not meeting the requirements of the job? Is the employee aware of the requirements of the job and have those requirements been communicated clearly and understood?  As managers, we need to confront the issue as soon as possible.  If possible, collect data to substantiate the reason and to eliminate any subjectivity.  Some reasons are immediate grounds for termination, some are not; consulting or getting a second opinion is always a good idea in these situations. 

2) How has this employee performed in the past? Is the behavior out of the ordinary for this person? Is he going through a transition outside of work that is affecting his performance? 
Is their performance improving just slower than expected--they may be struggling to learn something.  Be sensitive to cultural differences as some people from other cultures are more vocal about expressing their challenges--some not as much. Some employees will be satisfied with meeting the requirements of the job and it is possible that she peaks at some point; remembering also having such individuals on the team bring stability to the team.  Coaching the employee may help them break-through the hurdle. 

3) Check your emotions.
Consult with another manager colleague who you trust to understand if they are observing the same behavior.  The intent is not to gossip, but to have a trusted colleague give feedback and shed any wisdom on the situation.  Is there data to substantiate the problem you are observing.  Make sure you are at peace before addressing the concern with the employee and/or when making the final decision; if you are not at peace, wait or take a break.  Take a walk, make sure it is not "emotional leakage" from some else that's happening in your life or from a previous incident.  Understand the situation at the moment.

4) How is the individual's behavior impacting the rest of the team. 

If you notice a problem, the rest of the team is definitely aware of the problem.  They are observing your leadership and how you address the situation.  How you address the situation (or if you choose to ignore) will positively or negatively impact the morale of the team.  Once trust is broken with the team, it will be very challenging to regain trust with the team which will be a challenge on its own. 

5) Is there a position in the company where the individual may thrive?
There are people that I've worked with who thrive once they move to another team.   This should always be considered especially if the person demonstrates commendable character, integrity and work ethic and is a positive impact to the culture of the company.

6) Do they need additional training and coaching?  
Listen and try to understand why the individual is under-performing; it may be an opportunity to pastor.  Do they feel they are contributing to the success of the business? Do they understand the business and the purpose of the business.  Are the goals of the company clear?  Do they have S.M.A.R.T. goals? Setup a performance improvement plan for the next few months and plan to coach them to achieve the level expected. If she continues to not meet expectations, your decision to terminate their employment should not come as a surprise. Opportunities to coach and mentor,and discussions around their performance should have been exhausted before going forward with firing. 

7) Is the job they are doing the individual's calling? A job isn't necessarily their calling; they may be experiencing a transition point in their life.   Future post coming on calling.

The decision to hire or fire is never easy. There is great honor in participating with God in His work in the world.  It's also important to remind ourselves that we still work and live in the messy middle between the now and not yet.   Colossians 3:22 states that "Bondservants, obey in everything those who are your earthly masters, not by way of eye-service, as people-pleasers, but with sincerity of heart, fearing the Lord."  We may very well need to obey our bosses, even with great reservations, their orders to hire or fire--we need to follow through. Lord have mercy for we redeemed-sinners.  In addition, we can have having faith, hope, and love because the Holy Spirit is with us at each moment as we maximize God's shalom in the world.  Do your best.  It will require boldness and courage as we integrate faith and work and life.