Seeing Your Work as a Calling to Honor God

  

As believers, our work is more than a means to earn a living; it is a sacred calling to honor God. The Bible teaches that everything we do should be done as an act of worship. Colossians 3:23-24 reminds us, “Whatever you do, work at it with all your heart, as working for the Lord, not for human masters, since you know that you will receive an inheritance from the Lord as a reward. It is the Lord Christ you are serving.”

This scripture reveals that our daily labor—whether in an office, a classroom, a hospital, or any other setting—is ultimately service to God.  

Work as Worship  

God created work as part of His divine plan. Before sin entered the world, He placed Adam in the Garden of Eden “to work it and take care of it” (Genesis 2:15). Work was never meant to be a curse but a means through which we steward God’s creation and reflect His character. When we work diligently, honestly, and with integrity, we mirror God’s nature as a Creator and Sustainer.  

Excellence in Work Honors God  

A believer’s commitment to excellence in work is an act of faith. Proverbs 22:29 states, *“Do you see someone skilled in their work? They will serve before kings; they will not serve before obscure men.”* When we work with diligence and skill, we not only gain earthly recognition but also bring glory to God. Excellence in work is not about seeking human praise but about being faithful stewards of the talents and opportunities God has given us.  

Serving Others Through Work  

Jesus taught that true greatness comes from serving others (Mark 10:45). Every job, no matter how big or small, is an opportunity to serve people and advance God’s kingdom. A teacher shaping young minds, a doctor saving lives, a farmer producing food, or an entrepreneur creating jobs—all contribute to the well-being of society. When we approach work with a servant’s heart, we reflect Christ’s love and demonstrate that our labor is about more than personal gain; it is about blessing others.  

Guarding Against Idleness and Complacency  

Scripture warns against laziness and unfaithfulness in work. Proverbs 18:9 states, “One who is slack in his work is brother to one who destroys.” As Christians, we must resist complacency and instead cultivate a strong work ethic, knowing that God rewards faithfulness. Even in difficult or mundane jobs, we must remain diligent, understanding that God can use us wherever He has placed us.  

The Eternal Perspective of Work  

One day, we will give an account to God for how we used our time, talents, and opportunities. Jesus’ Parable of the Talents (Matthew 25:14-30) teaches us that God expects us to be fruitful in our assignments. When we work faithfully, we store up treasures in heaven. Moreover, when we honor God in our work, we become living testimonies of His grace, drawing others to Him.  

As believers, we must shift our mindset from seeing work as a burden to embracing it as a calling. Whether we are in leadership, service roles, business, or ministry, our work is an avenue to glorify God. Let us approach each task with faithfulness, integrity, and a heart of worship, knowing that our ultimate reward comes from the Lord.  

May our work always be an offering of praise to God!  

Fear, Flight, and Faith: What Listeners Hear When Leaders Communicate

 

Effective leadership is not just about making decisions and giving instructions—it is about communication that inspires, reassures, and directs people toward a common goal. Every message a leader communicates plants a seed in the minds of listeners. That seed can be fear, faith, or uncertainty, and it ultimately determines whether individuals stay committed or choose to leave—taking flight from their roles. The essence of leadership communication lies in what people hear and how it influences their perception of security, purpose, and direction.

The Power of Fear in Leadership Communication

Fear-based communication is often used to create urgency, enforce discipline, or drive results. While fear can momentarily increase compliance, it carries long-term consequences. Leaders who constantly highlight threats, failures, or impending doom create an atmosphere of anxiety and insecurity. Employees who regularly hear messages laced with fear may experience:

• Stress and Anxiety: Fear-driven communication leads to a stressful work environment, reducing creativity and innovation.
• Paralysis in Decision-Making: Fear prevents people from taking risks or thinking independently, leading to stagnation.
• Low Morale and Flight: When employees feel constantly threatened, they may disengage and ultimately leave the organization in search of a safer and more encouraging workplace.

Flight: When Communication Pushes People Away

Flight is the natural response when individuals feel undervalued, unappreciated, or overwhelmed by negativity. Leaders who fail to balance their communication with encouragement and vision will find that people disengage emotionally before they physically leave. Flight is often a consequence of:

• Lack of Trust: If leaders communicate inconsistently or fail to provide transparency, people feel uncertain about their future.
• Overemphasis on Problems: Constantly focusing on challenges without providing solutions discourages individuals.
• Absence of Recognition: Employees who feel unappreciated or unheard often seek environments where their contributions are valued.

Faith: Inspiring Confidence and Commitment

Faith-based communication is not about blind optimism but about instilling confidence, resilience, and purpose. Leaders who communicate with faith:

• Cast a Vision: They paint a compelling picture of the future, showing people the potential and possibilities ahead.
• Empower and Encourage: They acknowledge challenges but inspire people with the belief that solutions exist.
• Promote a Growth Mindset: They encourage learning, resilience, and progress rather than dwelling on failures.

When leaders communicate faith, they build an environment where individuals are motivated, engaged, and willing to persevere despite difficulties. People are more likely to stay and invest their talents in a place where they feel valued and see a future for themselves.

Balancing Communication for Effective Leadership

Leaders must evaluate the impact of their words. Every message should strike a balance between realism and hope, acknowledging challenges without creating despair. The goal is to:

1. Recognize the Power of Words: Leaders must be intentional about the language they use and the emotions they evoke.
2. Foster a Culture of Open Communication: Encouraging dialogue and feedback builds trust and engagement.
3. Lead with Empathy and Vision: People follow leaders who understand their concerns and provide a path forward.

Every time a leader speaks, listeners hear either fear, faith, or uncertainty. Fear leads to disengagement and eventual flight, while faith fosters resilience and commitment. The choice of communication determines whether people will stay and thrive or leave in search of better opportunities. Leaders who understand this dynamic can shape a culture that retains talent, inspires productivity, and builds lasting loyalty.

My First Trip to Kigali: A City of Resilience and Hope

Kigali. The name itself whispered promises of rolling hills, vibrant culture, and a history both heartbreaking and inspiring. My first trip to Rwanda was a whirlwind of experiences, a sensory feast that left me deeply moved and profoundly hopeful.

My initial day was a deep dive into the heart of Kigali's commerce. I navigated the bustling markets, a kaleidoscope of sights, sounds, and smells. From the vibrant displays of second-hand clothing, a testament to resourcefulness, to the modern, gleaming Chinese malls, a symbol of Rwanda's rapid development, the market experience was a fascinating microcosm of the city itself. The energy was infectious, the people warm and welcoming, even amidst the throngs of shoppers.

The following days were a journey into Rwanda's past and present. The Kigali Genocide Memorial was, as expected, an incredibly powerful and emotional experience. Walking through the exhibits, witnessing the carefully preserved artefacts, and reading the stories of unimaginable loss were deeply affecting. It was a stark reminder of the horrors of the past, but also a testament to the incredible resilience of the Rwandan people. The visit to the Parliament Museum offered a different perspective, showcasing the country's journey towards reconciliation and unity. It was inspiring to see the progress that has been made and the commitment to building a better future.

My base for this Rwandan adventure was the 2000 Hotel in downtown Kigali. The location was perfect, allowing easy access to many of the city's attractions. The hotel staff were incredibly friendly and helpful, always ready with a smile and a suggestion. A special shout-out to Francois, my taxi driver, who became more than just a driver – he was a guide, a storyteller, and a friend. His insights into Rwandan life and culture enriched my experience immeasurably.

My trip culminated in a truly unique experience: participating in the African Education Festival at Green Hill College. The energy was electric! Surrounded by students, educators, and community members, I felt a sense of hope and optimism for the future of Rwanda and the African continent. The festival showcased the incredible talent and dedication of young people and reinforced the importance of education in building a brighter tomorrow.

My first trip to Kigali was more than just a vacation; it was an education. It was a journey into a country that has faced unimaginable tragedy and emerged with an unwavering spirit of hope. It was a chance to witness firsthand the remarkable progress Rwanda has made and to experience the warmth and hospitality of its people. 

Tomorrow, I leave Kigali with a heavy heart, but also with a deep sense of admiration and a longing to return.

Rumour Mongering in Organisations: Its Impacts and Strategies to Eliminate It

 Rumour-mongering is a persistent challenge in many organisations. It involves the spread of unverified or false information, often distorting facts and creating confusion. While informal communication can foster collaboration, unchecked rumours can damage trust, lower morale, and disrupt productivity.

Impacts of Rumour Mongering on Organisations

1. Erosion of Trust – When employees rely on rumours instead of official communication, it weakens trust in leadership and creates uncertainty about the organisation’s direction.

2. Reduced Productivity – Employees who spend time spreading or discussing rumours lose focus on their core responsibilities, reducing overall efficiency.

3. Low Morale and Anxiety – Negative rumours, especially those concerning job security, management decisions, or organisational policies, create unnecessary fear and stress among employees.

4. Conflict and Division – Misinformation can pit employees against one another, causing divisions and weakening teamwork and collaboration.

5. Damage to Organisational Reputation – If rumours extend beyond the organisation, they can tarnish its public image, affecting relationships with stakeholders, clients, and potential investors.

6. High Employee Turnover – A toxic work environment created by rumour-mongering can push talented employees to leave, leading to increased recruitment and training costs.

How to Kill Rumour Mongering in an Organisation

1. Establish a Strong Communication System

   • Ensure that employees receive timely, transparent, and accurate information from leadership.
   • Use emails, newsletters, staff meetings, and internal portals to communicate policies and decisions effectively.

2. Encourage Open Dialogue

   • Create an environment where employees feel comfortable asking questions and expressing concerns.
   • Foster a culture of honesty where employees trust leadership to provide truthful responses.

3. Address Rumours Immediately

   • When false information surfaces, leaders should act swiftly to clarify and correct it before it spreads further.
   • Use official channels to debunk false claims and reassure employees.

4. Model Ethical Leadership

   • Leaders should lead by example by avoiding gossip and promoting integrity in communication.
   • Encourage professionalism and discourage informal speculation about sensitive matters.

5. Strengthen Team Cohesion

   • Organise team-building activities to foster unity and discourage divisive gossip.
   • Encourage a culture of respect and trust among employees.

6. Implement a Whistleblower Policy

   • Allow employees to report harmful rumours or unethical behaviour anonymously without fear of victimisation.
   • Investigate reports and take appropriate action to discourage misinformation.

7. Promote a Culture of Fact-Checking

   • Encourage employees to verify information from credible sources before sharing it.
   • Train staff on the dangers of misinformation and its impact on the organisation.

Rumour-mongering can be highly detrimental to an organisation’s culture, trust, and efficiency. However, by fostering transparent communication, addressing misinformation promptly, and promoting ethical leadership, organisations can eliminate gossip and create a more productive and cohesive work environment.