Clearing the Poison Ivy: A Lesson in Leadership

 

When my children were three and six years old, my husband and I built a home on a pie-shaped lot that backed up to a creek and a wooded area. The land had been untouched for years, overgrown and unwelcoming, but I had a vision. I wanted to clear the space and transform it into a safe haven where my kids and their friends could explore, learn, and enjoy nature—a little slice of country in the city.

The following summer, I set out to make this vision a reality. As I began the task of clearing the wooded area, I realized that much of the overgrowth was poison ivy. Some vines were so old and established, that they had grown up the trunks of large trees, creating canopies overhead. It was overwhelming.

But I was determined. That summer, I spent countless hours cutting vines at their base, pulling them out of the trees, and clearing the poison ivy. It was grueling work, and I paid dearly for it—suffering through one of the most miserable summers of my life. Yet, it was also one of the most rewarding. By the time I was finished, the space was unrecognizable: it became a place of safety, exploration, and joy that my children and neighborhood kids enjoyed for years to come.

This experience parallels a leadership challenge that I often find in church and corporate environments.

 

Leadership: Cultivating Healthy Environments

As leaders, we are called to create environments where others can grow, thrive, and innovate. Much like clearing poison ivy, this requires intentionality, effort, and sometimes confronting uncomfortable truths. A thriving culture does not happen by chance. It requires us to identify and address the overgrowth of damaging habits or practices that can hinder growth.

 

Leadership cultures can take many forms:

• Healthy leadership cultures promote safety, growth, and collaboration.
• Toxic leadership cultures stifle innovation, breed distrust, and harm individuals
  and teams.

To establish a healthy environment, leaders must embrace principles rooted in servant leadership and transformational leadership, which align with biblical values and foster meaningful growth.

• Servant leaders rioritize the needs of others, empowering and developing their teams.
• Transformational leaders inspire individuals to leverage their strengths, fostering growth and change.

 

By combining these approaches, leaders create cultures where people flourish and develop their potential.

 

The Responsibility of Leaders

In my forty years of leadership, I have seen the impact leaders can have—both positive and negative. Healthy leadership builds others up, while toxic leadership tears them down. This responsibility is why I am so passionate about helping leaders recognize harmful habits and replace them with practices that empower, inspire, and restore hope.

Creating a healthy leadership environment is not about establishing rules. It is about equipping team members, encouraging creativity, and supporting them as they grow. This is especially true in ministry settings, where every role and individual has a purpose. Leaders should:

• Support other leaders. Avoid speaking ill of one another or undermining decisions. Instead, address concerns with maturity, respect, and objectivity. This applies to horizontal and vertical leadership.
• Empower their teams. Equip others with the tools, knowledge, support, and confidence they need to succeed.
• Promote a culture of growth. Teach, encourage, and duplicate leadership principles in your team members.

 

For example, when I start a ministry or department, I aim to equip the team, get the work off the ground, and hand it off with the expectation that they will take it further than I ever could. Then, I move on to the next need or calling. This cycle ensures continuous growth within the team while enabling church and corporate leaders to focus on new opportunities.

For example, when I start a ministry or department, I aim to equip the team, get the work off the ground, and hand it off with the expectation that they will take it further than I ever could. Then, I move on to the next need or calling. This cycle ensures continuous growth within the team while enabling church and corporate leaders to focus on new opportunities.

 

Vigilance Against Toxicity

Even after clearing the poison ivy, I had to remain vigilant. Each summer, small patches would try to grow back, and I dealt with them immediately to prevent them from spreading. Leadership culture requires the same vigilance.

Occasionally, damaging habits resurface—often remnants of past experiences with unhealthy leadership styles. These moments call for retraining and accountability. Toxic leadership injures people, hinders progress, and creates unhealthy environments.
Addressing it promptly is essential to protect the culture you have worked so hard to build.

 

Healthy Leadership in Action

If you are seeking to transform your organizational or church culture into one that is safe for growth and innovation, start by focusing on the following:

1. Assess Leadership Tendencies. Understand the strengths, tendencies, and emotional intelligence of potential leaders before placing them in roles.
2. Set Clear Expectations. Teach leadership ethics and the importance of a healthy culture to all leaders.
3. Develop and Empower. Equip your team members with the skills and confidence to lead effectively, encouraging them to take ownership and innovate
   within their roles.

 

By being intentional, leaders can create environments where individuals and teams thrive. Just as clearing the poison ivy allowed my children to explore and enjoy nature, cultivating a healthy leadership culture ensures your church or organization becomes a place of safety, growth, and purpose for everyone involved.

Are you ready to clear the poison ivy and transform your leadership culture?