Loyalty and Disloyalty

1. Loyalty is the foundation of effective ministry and leadership

Loyalty is the principal qualification for every minister.

Loyalty breeds success. In ministry and leadership, loyalty is more valuable than talent or charisma. It creates a stable environment where vision can flourish and teams can work cohesively. Loyal team members support their leaders, protect the organization's interests, and contribute to a positive atmosphere.

Loyalty has far-reaching effects:

• It enables leaders to build large and successful ministerial teams
• It facilitates the growth of mega-churches and extensive ministry networks
• It ensures the longevity and continuity of a ministry beyond its founder
• It allows leaders to reap their full reward, both in this life and eternally

Leaders must prioritize loyalty in their selection and development of team members. By fostering a culture of loyalty, they create a foundation for sustainable growth and impact.

2. Disloyalty evolves through eight distinct stages

Becoming disloyal is a process!

Understanding the progression. Disloyalty doesn't appear overnight; it develops gradually through eight stages. By recognizing these stages, leaders can identify and address potential issues before they escalate into full-blown rebellion.

The eight stages of disloyalty:

1. Independent spirit
2. Offence
3. Passivity
4. Critical attitude
5. Political maneuvering
6. Deception
7. Open rebellion
8. Execution (self-destruction)

As individuals move through these stages, their behavior and attitude towards leadership become increasingly negative and destructive. Early intervention is crucial to prevent the devastating effects of advanced disloyalty on both the individual and the organization.

3. Cultivate a culture of allegiance within your organization

A culture can simply be defined as "the way we think and the way we do things around here".

Establishing loyalty norms. Creating a culture of loyalty requires intentional effort and consistent reinforcement of positive behaviors. Leaders must set the tone by exemplifying loyalty themselves and addressing any signs of disloyalty promptly.

Five keys to cultivating a culture of loyalty:

1. Use the "north wind" approach to discourage backbiting
2. Consistently prune disloyal elements from the organization
3. Create "fire" situations that expose hidden disloyalty
4. Work only with willing and committed individuals
5. Regularly teach on the importance of loyalty and its principles

By implementing these strategies, leaders can create an environment where loyalty thrives and disloyalty is quickly identified and addressed.

4. Recognize the signs of disloyalty in your team

Leaders often do not know their flock as they truly are.

Vigilance is crucial. Disloyal team members rarely announce their intentions openly. Instead, they exhibit subtle signs that indicate their changing allegiance. Leaders must be observant and discerning to detect these signs early.

Common signs of disloyalty:

• Disappointment during times of pressure or crisis
• Persistent moral or financial weaknesses
• Worldly attitudes and priorities
• Thoughts of being able to do the leader's job better
• Willingness to attack their own mentors or spiritual fathers
• Unresolved hurts and offenses
• Resistance to training or retraining
• Unwillingness to perform menial tasks
• Persistent marital problems
• Irritation when corrected
• Constant self-justification and excuse-making

By recognizing these signs, leaders can address potential issues before they escalate into full-blown disloyalty and rebellion.

5. Understand the traits of loyal and disloyal assistants

From experience I have learnt that it is better to have no assistant, than to have a bad assistant.

Assistants shape ministry. The quality of a leader's assistants can make or break a ministry. Loyal assistants support and amplify the leader's vision, while disloyal assistants undermine and sabotage it. Understanding the characteristics of both types is crucial for effective team-building.

Traits of loyal assistants:

• Consistently speak positively about their leader
• Support and defend their leader's decisions
• Willingly perform tasks beyond their job description
• Maintain a learning attitude
• Protect their leader from unnecessary criticism

Traits of disloyal assistants:

• Frequently criticize their leader behind their back
• Disagree with their leader publicly
• Avoid extra effort outside specified duties
• Constantly compare themselves to their leader
• Become a magnet for complaints about the leader

Leaders must cultivate and retain loyal assistants while identifying and removing disloyal ones to maintain a healthy and productive ministry environment.

6. Learn from biblical examples of loyalty and betrayal

If Jesus had a Judas, you will too!

History repeats itself. The Bible provides numerous examples of both loyalty and betrayal in leadership contexts. By studying these accounts, modern leaders can gain insights into human nature and prepare themselves for similar situations.

Notable biblical examples:

• David and Jonathan - exemplary loyalty despite family ties
• Jesus and the disciples - loyalty tested through trials and persecution
• Paul and his co-workers - loyalty in the face of hardship and opposition
• Absalom's rebellion - the devastating effects of disloyalty within leadership
• Judas' betrayal - the ultimate act of disloyalty and its consequences

Leaders should study these examples to understand the dynamics of loyalty and betrayal, recognizing that they will likely face similar challenges in their own ministries.

7. Protect yourself and your ministry from the impact of disloyalty

Anticipate disloyalty and create a system that will not collapse in the event of betrayal.

Prepare for inevitable challenges. While fostering loyalty is crucial, leaders must also prepare for the possibility of betrayal. By implementing protective measures, they can minimize the damage caused by disloyal individuals and ensure the continuity of their ministry.

Strategies to protect against disloyalty:

• Develop a strong leadership team, not relying on a single individual
• Implement checks and balances in financial and decision-making processes
• Regularly communicate vision and values to maintain alignment
• Create a culture of openness and accountability
• Establish clear protocols for addressing conflicts and grievances
• Invest in leadership development to ensure a pipeline of loyal successors

By proactively addressing the potential for disloyalty, leaders can build resilient ministries that withstand challenges and continue to thrive even in the face of betrayal.

Last updated: April 5, 2025