『You Can Be a Kind Boss and Still Wear Your Team Out with Adam Weber』のカバーアート

You Can Be a Kind Boss and Still Wear Your Team Out with Adam Weber

You Can Be a Kind Boss and Still Wear Your Team Out with Adam Weber

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概要
 Welcome back to another episode of the unSeminary podcast. We’re talking with Adam Weber, founder and lead pastor of Embrace Church in Sioux Falls, South Dakota. What began in 2006 with 32 people has grown into a multisite church reaching thousands each week. Along the way, Adam has experienced explosive growth, painful leadership setbacks, seasons of rebuilding, and renewed momentum. Has your church hit a plateau after years of growth? Are you carrying more than your team can sustain? Wondering how greater clarity and healthier leadership rhythms could help your church move forward? Tune in as Adam shares lessons from Embrace’s lowest season and explains how greater self-awareness, organizational focus, and the Traction framework helped reshape both his leadership and the church. Growth can expose unhealthy leadership. // Embrace experienced significant growth from 2009 through 2016, but Adam admits that his drive to keep moving forward eventually took a toll on his team. He wasn’t an angry or demanding leader in obvious ways, but he constantly pushed toward the next goal. Looking back, Adam realized that leaders can genuinely love people and still wear them out. Good intentions don’t automatically produce healthy leadership.Own your part in the problem. // A painful staff conflict eventually resulted in 10 of the 16 people closest to Adam leaving the church, along with hundreds of attendees. While it was easy initially to blame others, Adam gradually recognized how his own leadership contributed to the situation. He had to confront people-pleasing, his relentless pace, and the ways he had failed to care for his team. That willingness to take responsibility became foundational to Embrace’s recovery.Build a circle that can handle the truth. // Adam leaned heavily on his wife, close friends, therapy, and trusted ministry relationships during his lowest season. These were people who allowed him to express grief, anger, and confusion without abandoning him. They also helped him see blind spots he couldn’t recognize on his own. Leaders need people who love them deeply but aren’t overly impressed by them—people who can offer both support and honest feedback.Learn to pause. // One of the clearest changes in Adam’s leadership today is his willingness to slow down. He pauses more in meetings, accepts when team members say no, and resists the urge to squeeze one more project into the schedule. Rather than automatically pushing for what is possible, he now asks whether pursuing another opportunity will unnecessarily burden the team. Slowing down has helped him become both healthier and more sustainable as a leader.Protect your own soul. // Adam also changed the way he approaches personal health and his relationship with God. Instead of allowing busyness to crowd out time with Jesus, he now increases that time when ministry becomes more demanding. He intentionally creates margin, eats lunch, steps away, and takes breaks that once would have felt unproductive.Use clarity to create focus. // After COVID, Embrace implemented the Traction framework based on the EOS (Entrepreneurial Operating System) model. The process helped the leadership team revisit its vision, identify its distinctives, define its target audience, and establish a long-term goal. Embrace clarified its mission as “relentlessly reaching the next person for Jesus” and identified relatability as one of its key distinctives. That clarity has helped the church say no to distractions and concentrate energy around its primary mission.Break big vision into smaller steps. // Traction helped Embrace move from a 10-year vision to three-year, one-year, and 90-day priorities. Every 90 days, leaders identify five or six major “rocks” that deserve focused attention. Each rock has a clear owner, measurable milestones, and weekly accountability. Rather than chasing whatever feels urgent or exciting, the team continually returns to the handful of priorities it has already agreed matter most.Let accountability replace micromanagement. // The system has also helped Adam release control. Team members own specific priorities and report whether each one is on track or off track. That accountability means Adam doesn’t have to constantly monitor every detail. The process has increased ownership across the staff while allowing him to function more effectively as the visionary instead of becoming the bottleneck.Listen to the people you serve. // Embrace also uses an annual survey to gather candid feedback from attendees. Open-ended questions reveal recurring patterns that leaders might otherwise miss. One example was parking, an issue Adam barely noticed because he wasn’t experiencing the church like a first-time guest. Listening carefully to people has helped the church identify practical problems and respond before they become barriers to growth. To learn more about Adam Weber or connect, visit adamweber.com or find him on Instagram at @...
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