5 comments on “Holy Transparent

  1. Hi Jim;

    An interesting thesis and I commend you, however, we have no limits.

    Let me digress. In times of human tragedy or extreme need, people who never thought they could did.

    People communicated with words they never knew they could speak.

    Love and hate illustrated their extremes.

    When one is called, one never knows where the limits begin.

    Thanks for the inspiration, from a non conformist.

  2. I agree that, in times of tragedy or extreme need, people can and do rise to the occasion. However, that wasn’t what I was talking about. I’m acknowledging that although I “can” teach children, it is not my gift and I don’t spend time pursuing it. I don’t try to fix my every weakness; rather, I focus on my strengths. Furthermore, it is acceptable to admit I know my limitations. Much harm has been done in churches by people who thought they were gifted for a ministry position but were not. A good leadership principle is “hire your weaknesses.” Being transparent with who and what you are is a type of holiness that is often lacking in the church setting.

  3. Hi Jim;

    I apologize, I took it out of context. You are right about pursuing that which you are not suited to do. Unfortunately, it is the lack of honesty by friends and other influential people who allow a person to fool him or her self.

    Sometimes it is difficult to discern what talents a person truly has, isn’t it?

  4. It can be difficult to tell what some talents are, especially if the person is not honest with their self or others. However, most of us know if we are gifted with music, athletics, drawing, etc. It’s the unseen talents that are harder to discern: leadership, courage, faith, service, etc. Those are also gifts that many overlook because of the obvious talent that may overshadow the person. It has been said that our gifts and talents can often take us farther than our character can sustain us. I’ll take honesty and integrity over obvious talent any day!

  5. Hey Jim-

    Good topic. There is a relatively recent focus in this area within the business community. The Gallup organization (polls and such) and a gent named Tom Rath have put together a program called “Strengths Finder.” I don’t know if I’ve acknowledged all of the people that I needed to, but now no one can sue me.

    Anyway, the idea is that companies used to focus on finding employees’ areas of weakness and finding ways to make them better at those things. Now the focus is shifting to finding and focusing on people’s strengths and building those up.

    Some of the theory behind it is that chances are that if you are good at something, you probably like it. Maybe you were okay at it a few years ago, but you’ve put some time and effort into it because you liked it and it brought you some satisfaction. So putting some more effort into an area that you already enjoy will make you happier and, assuming that this is an area that the company also values, then the company will be happier too.

    They also acknowledge that, particularly in a corporate arena, folks might need to find out if any of their weaknesses are “derailers” – you know, those things that, if they aren’t improved, can cause you your job, or ruin your career, or permanently sideline you in terms of promotions or recognition, etc. These could be things like poor communication skills or shyness around top management.

    So, the point is, focus on and build up your strengths, make sure that “fatal flaws” are addressed and improved, and this will make you a happier and more valuable employee.

    Not exactly your message, Jim, but close 🙂


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