A bit of fun followed by some serious stuff today.
Enjoy the laugh and let your mind be stretched by one of Australia’s superb thinkers, Peter Corney.
If there’s one way to immediately know the theological leanings of a pastor it’s to simply observe what their clothes look like and make a rash, unwavering judgement.
We’ve already put together helpful guides to knowing what your pastor’s jeans and choice in coffee say about their theology, but now, after countless emails from theologically curious churchgoers around the world, we’ve finally turned our attention to shirts.
After months of research and traversing the country visiting services and seminaries to take notes on shirt choices across the religious spectrum, we’ve finally created our guide to knowing what your pastor’s shirt says about their theology.
This pastor is extremely passionate about the coming men’s retreat, likely rides a motorcycle (which is often incorporated into sermon illustrations), does an annual, awkward sermon series about sex and still drops a lot of Braveheart references into his otherwise orthodox sermons.
In July 2015 the Australian reported that the Sydney University SRC were agitating for a variety of changes in the way the University categorised students and facilities like toilets and change rooms.
They wanted less binary and more inclusive gender categories. Josh Han the SRC representative for gender matters, or Queer Officer as he was termed, said: “It’s about deconstructing societal views about what it means to be a man or a woman.
If you only have two genders, there are limited interactions. But if you have a diversity of gender identities you don’t have these closed categories. It means you can have way more than 58 gender categories.”
Among those 58 options according to Facebook are bi-gender, questioning, gender variant, pangender, intersex and 27 varieties of transgender and transsexual.Now lest you think that this is just the latest fad in student politics you need to think again.
The signs are that the concept of ‘gender fluidity’ is becoming mainstream. The categories LGBTI are now recognised in some Commonwealth legislation.
The Victorian State government has announced that it is planning to spend approximately $10 million on a ‘Pride Centre’ to showcase LGBTI art and history and $5 million on a Gender Dysphoria clinic at Monash Health.
The Victorian government has also recently appointed a Gender and Sexuality Commissioner Ro Allen a long standing advocate for lesbian, gay, bisexual, trans and gender diverse and intersex Victorians.
First we need to clarify how some of these terms are currently being used.L = Lesbian, G = Gay, B = Bisexual, T = Transgender, I = Intersex, Q = Queer or questioning (‘Queer’ was originally a pejorative but now adopted and rehabilitated by the Gay movement, although not all same sex attracted people support this term). CIS gender = relating to a person whose self identity conforms with the gender that corresponds to their biological sex; not transgender.
In my opinion, there are times when my leadership is better than others. I call them seasons. Seasons come a seasons go. Obviously, I would love for all of our seasons to be wonderful, but I have learned this isn’t realistic.
What I have observed is when leadership is at it’s best there is a delicate tension in place.
Let me share a few examples to describe what I mean.
Here are 7 times leadership is at its best when:
People follow willingly, not under coercion or force.
You aren’t leading unless people are following. We can find examples of people who did exactly what someone told them – yet, it wasn’t done willingly. The best leadership has willing participants – personally energized towards the vision.
People can keep up, but are still being stretched.
There is nothing worse than a leader who is too far ahead of the people he or she is trying to lead. Have you ever tried to follow someone in a car? Some people are good at leading you – some aren’t. But, the best leadership is always taking you somewhere you haven’t been before – stretching you towards something new. It’s a delicate tension between two extremes.
People feel valued, while being challenged to continually improve.
This is a tough one for me. I’m wired for improvement. I’m a development guy. I’m seldom completely satisfied – especially with my own efforts. So, I want to continually challenge people to get better – for their good no the good of the team. But, you can only push so much. Ephesians 6 gives this warning to fathers of children. Sometimes as leaders we can push too hard – and frustrate the people we are trying to lead.