For more than five decades, LeaderWise has used the scientifically grounded methods of psychology to help people ask big, important questions about themselves and their vocations. We’ve sought to be thoughtful listeners, helping people recognize patterns, discover possibilities, and identify meaningful steps forward.

And while an assessment may take place over just a few hours, its impact can extend across years, relationships, and entire ministries. When leaders grow in self-awareness, become more resilient, or learn to navigate relationships more effectively, those around them benefit as well. The impact ripples outward, touching congregations, organizations, families, and communities in ways we may never fully know.

Priya Parker describes us-ness as a group’s sense of “who they are and how they do things.” Some forms of conflict challenge a group’s sense of us-ness or point to misalignment. Bridgebuilder, a dynamic, multi-step process, repairs the situation using a systems approach to deal with the real hurt in the system and to allow the community to navigate to a new sense of us-ness or common purpose.

Wise leadership isn't simply a clever play on our name. It's a value that has been embodied by those who have guided this organization throughout its history.

Warren Hoffman’s vision and determination helped secure funding for our building in New Brighton. John Davis’s gifts as a clinician established a foundation of excellence in our assessments that continues today. Ken McFayden’s business acumen helped guide the organization from dependence on outside funding toward a more sustainable model. Mary Honstead’s steady leadership brought a sense of calm and stability during a time of transition.

Each brought different gifts. Each responded to the needs and challenges of their time. And each helped ensure LeaderWise would be here for those who came after them. Mark has carried that same commitment forward throughout his years of leadership, helping shape the organization we know today.

Disagreements are inevitable. Going beyond the surface issue to become curious about what the issue represents opens the possibility for a different conversation. Sarah Parker, LMFT, offers questions that can help partners understand underlying issues in a conflict to make room for both people in the conversation. Conflict can be a meaningful part of being in relationship.

After 22 years as executive director, 3 years as a co-director, and the past year as a staff psychologist, Mark Sundby shares he is "thrilled with this transition" to official retirement. Mark will continue to provide therapy through LeaderWise on a part-time basis. "This isn't just a continuation of work," he describes, "it is a conscious choice to do what I love."

Because conflict is an inevitable part of ministry, assessments like the Thomas-Kilmann Conflict Mode Instrument (TKI) expand the range of responses to conflict and allow clergy more flexibility and greater chances for success. Discussing TKI results with a staff psychologist or in our Confidence in Conflict workshop helps clergy understand and develop conflict management skills.

Between unhealthy peace and unhealthy conflict is honest, productive conflict that can foster greater connection and strengthen our capacity to stay in relationship with one another even when we disagree. Sometimes faithful leadership means resisting the temptation to smooth things over and instead helping people remain present to one another long enough to have the conversation that matters.

Whether the institutions we lead are spiritual, secular, or somewhere in between, the leader of the 21st century needs to be trauma-informed. Leading organizations in anxious times, we must understand how people react to anxiety, stress, and trauma, including ourselves. It is up to leaders to create psychologically safe environments for our people to convert a resting state of anxiety into connection, meaning, and resilience. It requires leaders to cultivate awareness in ourselves, in our relationships, and across our communities. [Photo by Donatella D'Anniballe on Unsplash]

The dynamics of our culture and context often get in the way of building psychologically safe environments. Human beings evaluate others’ expressions of doing and being by our own cultural and contextual norms. We may label it as “weird” or “other.” However, when we label another as “other” in our communities or work places, it prevents us from creating psychologically safe environments. When things get “weird,” LeaderWise offers simple guidance for meeting the moment. [Photo by Nadine E on Unsplash]

LeaderWise is acutely aware of the weight and responsibility of our work. We want to know how you function in ministry work, to identify your strengths and areas for ongoing development, and help you understand the roles and settings that will best suit your authentic self. This article shares ideas for addressing psychological safety when you are going through a vocational assessment. 

Reflective Pastoral Supervision (RPS) provides clergy with space to step back and reflect with curiosity on their work to deepen awareness of how they are experiencing and responding to their work. RPS strengthens both insight and integrity over time, and supports ministry leaders in fostering proactivity, healthy boundaries, and meaningful connection.

Healthy leaders pause, even (and maybe especially) when there is no time. LeaderWise often encounters competent leaders who found themselves out of their depth, sinking fast, yet pretending all is well. This is when there is high potential for burnout, compassion fatigue, boundary violations, destructive conflict. Pausing to assess what is happening and how to address issues is critical in these moments. Here are two tools to use in a moment of critical pause.

Our deepest calling grows from noticing our gifts, limitations, experiences and longings. Sunny Hansen reminds us that people are more than résumés: They are stories, hopes, disappointments, values, and beliefs. If spiritual dimensions are ignored, someone may find a job but miss the life they hope to build. A helpful question might be, “What kind of life is waiting to be lived through me?”

Photo by Carol Highsmith's America on Unsplash

How do our life experiences inform our work and vice versa? Dr. Sunny Hansen’s Integrative Life Planning framework challenges us to see workers (and ourselves) like a collage of differing worldviews, identities, cultural contexts, abilities, knowledge sources, options available, and barriers experienced. Work toward getting a full picture through prompts and an exercise shared here.How do our life experiences inform our work and vice versa? Dr. Sunny Hansen’s Integrative Life Planning framework challenges us to see workers (and ourselves) like a collage of differing worldviews, identities, cultural contexts, abilities, knowledge sources, options available, and barriers experienced. Work toward getting the full picture through prompts and an exercise shared in this article from emilie boggis. [Photo by Andy Vult on Unsplash]

For people in vocational ministry, the line between work and life can be almost invisible. Reminding us that work is only one dimension of a fulfilling life, Sunny Hansen’s Integrative Life Planning framework invites us to intentionally weave values, relationships, and vocational identities together. Integration is about ensuring that our work supports the lives we want to live. 

On the heels of Independence Day in the United States, LeaderWise shares a conversation that LeaderWise consultants John Lee and Okokon Udo recorded a few years ago on the topic of independence and liberation. "If we sacrifice our interdependence and connectedness" Okokon reflects, "we will inevitably sacrifice the whole sense of independence that we talk about or claim so boldly around the world." - Happy In(ter)dependence Day!