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Reflections and Resources for Lifelong Learning for Missionaries

Category: Training Page 9 of 27

Spiritual disciplines requires effort but provide great benefits.

Exploring Spiritual Formation: Discipline

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On June 8, 2020

In Character, Finishing Well, Spiritual Formation, Training, Spiritual Disciplines

The Problem

I hate discipline. But I love what it does for me. When I see the word, I think of how I felt each time my parents punished me for my transgressions. Yet those episodes helped me learn right from wrong. And when I heard the gospel, I knew I was a sinner in need of a Savior. Though it was painful to admit my sin, I’ve loved what repentance and seeking the forgiveness of God have done for my life.

Despite the benefits of discipline, the word itself can cause discomfort. As I talk with others about engaging in the spiritual disciplines, many say they feel an inner resistance to the concept due to the connotations of the word. There is, however, more to discipline than punishment. Here is a brief review of some concepts attached to “discipline.”1Kurian, George Thomas, Editor, “Discipline,” in Nelson’s New Christian Dictionary (Nashville: Thomas Nelson Publishers, 2001) 241-242. The following concepts are included in the definition of discipline: “Teaching of precepts and commandments that help Christian growth and discipleship….Punishment….Rigorous training….Rites and activities of a denomination….Practice of correction of serious faults of faith or life by the congregation or its leaders.” Also, see Lane, William L., “Discipline,” in The International Standard Bible Encyclopedia, Volume 1, General Editor: Geoffrey W. Bromiley (Grand Rapids: William B. Eerdmans Publishing Company, 1979), 948-950, for a presentation of some Old and New Testament concepts of discipline including: OT— “training, instruction, and firm guidance…reproof, correction, and punishment” and NT—“Instruction.…training by act, example, and word” and the discipline of suffering for one’s faith.

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follow-up and reinforcement of training

I don’t really know if the training went well

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On May 19, 2020

In Training, Coaching, Pre-field Training

How can we know if it is effective?

I have spent the last 10 years of my life in training missionaries. Training events have taken me to more than a dozen countries. Through online courses, workers from at least twice that number have participated in training that I have led. Furthermore, I head up our organization’s training department and so have the privilege of leading a great team of trainers and facilitators. But despite my experience and travels, the question does not go away. How can we know if our training is effective?

Recently I saw that the parable of the sower sheds some light on this question.

The seed falling on rocky ground refers to someone who hears the word and at once receives it with joy. But since they have no root, they last only a short time. When trouble or persecution comes because of the word, they quickly fall away. – Matthew 13:20–21

Biblical understanding

Jesus’s explanation of the seed falling on the stony ground shows us that a joyful response to the hearing of truth is no indication that people have understood the Word. As is clear from Matt. 13:15, a biblical sense of understanding is to understand with the heart, resulting in a change of behavior. We can only say that there is true understanding when the person repents and turns from their previous behavior to adopt new behaviors or habits.

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cultural values about time and planning

Behavioral Preferences About Time and Planning

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On May 4, 2020

In Assessment Tools, Cultural learning

In this third blog post about the ten value orientations of Cultural Intelligence (CQ), I want to look at behavioral preferences related to time and planning.

1Go to https://senduwiki.org/_media/summary_of_the_10_cultural_value_orientations_in_the_cq_assessment.docx to see a summary of all 10 CQ behavioral preferences.

Time is like a river

Time is like a river we all travel. How we view time and how we plan its use can be compared to canoeing a river. For instance, our uncertainty-avoidance orientation may affect whether we portage around rapids or enjoy the thrill of running them. Whether we are short-term or long-term oriented will determine whether we do day trips or week-long trips. Our monochronic or polychronic orientation will show itself in whether we focus on reaching the destination. Or is swimming, fishing, or photography along the way just as important?

When I was in high school and college, I led canoe trips for a camp in Maine. On these trips, I observed conflicts from variations in these orientations in the different personalities of the campers. In multicultural teams ministering cross-culturally, conflicts also surface from these different orientations. After a description of each orientation, I will offer a suggestion and a question for reflection. Your comments are welcome.

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cultural value orientations communicating across cultures

CQ Communication & Decision-making Behavioral Preferences

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On April 28, 2020

In Cultural learning, Cross-Cultural Living, Assessment Tools, Evangelism, Multicultural Teams

Introduction:

In this second blog post discussing the ten behavioral preferences of Cultural Intelligence (CQ)1Go to https://senduwiki.org/_media/summary_of_the_10_cultural_value_orientations_in_the_cq_assessment.docx to see a summary of all 10 CQ behavioral preferences., I will focus on the values related to communication and decision-making. It is important for the cross-cultural worker to understand these different values in order to avoid misunderstanding and offense. In order to help you, I offer an example in each value orientation pair. I’m sure you can come up with examples from your ministry context.

Again, I’ve included a discussion question after each summary of the three identity related behavioral preferences. Please share your comments. I would enjoy hearing your thoughts.

Low-Context/Direct and High-Context/Indirect:

Communication styles differ in important ways between low-context and high-context cultures. In low-context settings, the relationship between people is a small factor in many conversations. For instance, the length of the line at a checkout counter is more important than the relationship one has with the cashier when deciding where to line up. People speak directly and frankly, and value clarity in others. Meeting agendas in low-context settings are usually brief and to the point. The chairperson who moves the discussion along quickly to reach decisions is admired.

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cultural value orientations

CQ Identity-Related Behavioral Preferences

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On April 14, 2020

In Cross-Cultural Living, Assessment Tools, Multicultural Teams, Cultural learning

Introduction:

Cultural knowledge is essential for missionaries as we make disciples in a multicultural world. SEND U is now using the Cultural Intelligence (CQ) Assessment tool in our prefield training and lifelong development of cultural understanding. The CQ assessment identifies ten behavioral preferences framed in contrasting pairs that present a continuum of possible orientations.

But here a warning is necessary. Do not use these behavioral preferences to form stereotypes about particular cultures because cultures change. Globalization accelerates that change and has created a blend of global culture and local cultures often referred to as “glocal.” Don’t be surprised if an individual behaves with one orientation among internationals and a different orientation among his/her local culture.

I have written a brief summary of the ten behavioral preferences on the SEND U wiki. In three posts on this blog, I will discuss the ten orientations grouped as orientations related to:

  1. identity
  2. communication and decision-making
  3. time and planning

I’ve included a discussion question after each summary of the three identity related behavioral preferences. Please share your comments.

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