When applying for information or beginning the admissions and financial aid processes, understanding the importance of the associated time-lines is vital to success.
Perhaps the most important term in the application process is “timeline.” Whether simply applying for information or formally beginning the admissions and financial aid processes, understanding the importance of the associated time-lines is vital to success in terms of acceptance, dormitory choices, and having larger varieties of financial aid available. Many times, high schools have guidance counselors on their staff who are capable of providing assistance or advice regarding college entrance timelines.
Freshman – Sophomore Years
* Become familiar with college entrance requirements.
* Investigate Career / Life ministry interests and exploration activities.
* Investigate Advance Placement opportunities.
* Be aware that CLEP (College Level Examination Program) tests can be taken at local colleges and are available during the high school years. They need to be coordinated with perspective college registrars.
Almost universally, the timeline begins in the spring of the junior year in high school, with the possible exception of testing, and is as follows.
Junior Year
September-December
* Consider registering to take the SAT / ACT test at this time to give both practice in this style of test taking and opportunity to take it a second time, picking the best of the results to forward to the college of your choice. For SAT, contact 609-771-7600 or College Board Online. For ACT, contact 319-337-1827.
* Should scores not be those that were desired, there will be time to try again in the junior/senior summer or fall of the senior year.
* Begin researching scholarship databases to determine availability and understand pre-requisites. Use www.fastweb.com .
January-March
* Consider taking Advance Placement or college level courses within the high school spring curricula. Investigate, in advance, the courses for which colleges will allow credit. Utilize school guidance counselors for this information.
March-June
* Determine what is desired from a college or university.
* Write/phone for information from the schools that appear to offer desired courses or in which there is interest. Limit your choices to a manageable number of institutions. (Under most circumstances, a maximum of 15 schools.)
* Review their Web site. Become familiar with their academic and social strengths.
* For web information about Christian Colleges, access www.christianconnector.com.
* Carefully review the all information provided.
June
* Consider visiting institutions in which there is interest.
* Generally, the 15th is the application “dead-line” for admissions at many institutions.
In addition to assisting with the Cedarville University Admissions effort, the Career Services Department provides assistance to students and graduates in career and life-ministry employment disciplines, among which are: skills, abilities and personality and values assessment, job searching, networking, application and resume assistance, interviewing, and life-long career strategies .
http://www1.crown.org/library/ViewArticle.aspx?ArticleId=198
Thursday, May 17, 2007
In Search of Character
The character traits most often desired by employers are individuals who consistently demonstrate the conversion of thoughts and desires into actually doing good – a matter of mind, heart and action.
It Really Does Count!
What we say about character…
What is character? More importantly, what is good character? The Greek philosopher Aristotle said it is “right conduct in relation to other persons and in relation to oneself.” He also suggested “we are what we repeatedly do.” Good character is the public and private reflection of traits, attitudes and creeds that have become the convictions of the heart and are consistently demonstrated in wise personal choices of actions when confronted with opportunities, trials, or adversities. It is one thing to generate mind thoughts about appropriate goodness. It is something else to want to do good. The character traits most often desired by employers seem to center upon individuals who would consistently demonstrate the conversion of thoughts and desires into actually doing good – a matter of mind, heart and action.
Character does not develop in a vacuum. Mentoring by example, courage in the face of adversity, right decisions when all about us indicates opportunity to do wrong are all worthy pursuits. The book of Titus suggests, “in everything set them an example by doing what is good. Show integrity, seriousness and soundness of speech….” Paul suggests to the Philippians that they should “follow my example” and think about “whatsoever is true, noble, pure, lovely, admirable, excellent, or praiseworthy.” He also underscores the mentoring aspect when he continues the thought with “whatever you have learned or received or heard from me, or seen in me – put it into practice.”
What employers say about character…
Recent surveys, taken by the National Association of Colleges and Employers (NACE Journal) suggest that those personal qualities most often sought after by employers are “ability to get along with others, like-ability, loyalty, communication skills, interview skills, etc.” These survey results prompted our organization to originate its’ own research since during our interactions with employers on the Cedarville University campus during recent years we had, at least anecdotally, sensed a somewhat different, more specific tone from various recruitment personnel. The survey was forwarded to over one thousand individuals involved in the hiring process that were either the decision makers or influencers and it was designed to explore their opinions on whether character had any impact on recruitment and hiring of employee candidates.
The early research data results might suggest that one significant set of virtues clearly leads all others. When 50% of organizations surveyed were asked to re-rank a list of the top ten desired traits in order of importance, 92% of those respondents specifically placed honesty and integrity as one of their two highest hiring priorities. This response has a very interesting significance when studied against the other 50% who were given no specific list, but were asked to create and rank 10 of their own pre-requisite hiring traits. In their case, honesty and integrity were listed in the number one and two rankings 85% of the time. Further, ethics and “doing the right thing” were also present in sizable numbers. Ongoing analysis of this research data, and a follow-up survey will be initiated in an attempt to more clearly define the true motivations behind some of our initial findings on employer hiring practices.
What we think about what employers say about character…
What are we to think? Headlines abound that would suggest the opposite of those findings! Why this apparent attraction with the overall subject of character and why the similarity in what the two groups think about the same basic questions? Could it be that without being “reminded” about a positive character trait, nearly 85% of employers surveyed were actually passionate about this one? Or, could it be that they, along with those who were given the list including honesty and integrity, ranked it so highly because it was the “politically correct” thing to list - sort of a damage prevention approach that helps keep one out of jail or away from suits by the ACLU? Would consideration of adverse impacts to the bottom line drive that choice? (Our survey reveals that 98.8% believe “lack of character” does just that!) Are they responding to a gut-level sense of altruism? Do they actually have a deep core of respect for morality and feel that the pool of candidates, armed with positive character traits is dwindling? (60% said “yes”!) Do the pressures of time demands, profitability, (or apparent profitability based on the slickest of accounting subterfuge,) or the effects of the ever changing, “quick-sand-ish” nature of employee relations prevent them from prioritizing what they think maintains their core organizational culture? (89% feel that a lack of character adversely effects their organizational culture and well-being.)
What we know about character-based hiring…
What do we know? At Cedarville University we acknowledge and appreciate the many employer requests for students to interview with them because they know “what kind of person” they’ll get from our institution. What are they really saying? They want to interview and hire young people of character! Is Cedarville the only place where those traits can be found? Heavens no! There are other quality institutions in our constituency who also turn out wonderfully grounded, stable young people of character.
What do we know? We know that the optimum location for the development of the “who we are” nature of character is in the living room. We know that family, living room taught disciplines, development of virtues, and dialogue on reasons, in addition to rules, could be the best developmental laboratory for the growth and practice of good character traits. We know that while less effective, the next best setting is the classroom, where teachers must model and mold strong character though example and dialogue. We know that there is the event room, where collegiate “leadership and character” training often takes place. Finally, we know there is the boardroom, the corporate level where character is assumed. Our ability to have meaningful impact diminishes with each level.
Clearly, the ENRON and Anderson headlines of the late months of 2001 and the government hearings following in early 2002 revealed a lack of character with each new detail. They underscored the fact that you cannot assume that the boardroom will be stable if the foundational underpinning in the other three rooms is missing. Good character has been defined as the actions one takes and decisions one makes when there is no one watching who could guarantee accountability. Clearly, the decisions made and actions taken in the ENRON debacle demonstrated an unparalleled executive arrogance and disregard for integrity, honesty, and accountability.
What we must do to prepare young people of character for life ministries in the workplace…
As Christians, we must continually demonstrate good actions. Years ago, I read that the “average person,” (probably you or I) has the opportunity to impact 500 people, positively or negatively over a lifetime, most of whom are so influenced without our knowing it.
As Christians:
* we must seek wisdom: “knowing what is right” – “For the Lord gives wisdom, and from His mouth comes knowledge and understanding.”
* we must strive to demonstrate integrity: “doing what is right” – “the just man walketh in his integrity: his children are blessed after him.”
* we must be compassionate: “doing what is right - kindly” – “therefore, as God’s chosen people, holy and dearly loved, cloth your selves with compassion, kindness, humility, gentleness and patience.”
* we must be honest: “speaking the truth with compassion” – “therefore, putting away lying, speak every man the truth to his neighbor.”
* we must be just: “acting on the truth with compassion” – “This is what the Lord Almighty says: administer true justice: shown mercy and compassions to one another.”
* we must keep our promises: “making our word our bond” – “Lord, who may dwell in your sanctuary?...He who... Keeps his oath, even when it hurts.”
* we must pursue excellence: “being and doing our very best … always” – “ if anything is excellent or praiseworthy, think on these things.”
Reputations are hard earned and easily lost. If we are to be involved in doing “Kingdom things” in our daily life experiences, including those that are part of the workplace activities, we must understand our role in “having our lives read as a living gospel before men.” We must be involved in the growth and modeling of good personal character traits and we must encourage that growth in those on whom we have influence so that they, in turn, can positively influence the workplace for Christ. If, for whatever reasons, employers are looking for people of character, let’s give them some!
In addition to assisting with the Cedarville University Admissions effort, the Career Services Department provides assistance to students and graduates in career and life-ministry employment disciplines, among which are: skills, abilities and personality and values assessment, job searching, networking, application and resume assistance, interviewing, and life-long career strategies .
http://www1.crown.org/library/ViewArticle.aspx?ArticleId=197
It Really Does Count!
What we say about character…
What is character? More importantly, what is good character? The Greek philosopher Aristotle said it is “right conduct in relation to other persons and in relation to oneself.” He also suggested “we are what we repeatedly do.” Good character is the public and private reflection of traits, attitudes and creeds that have become the convictions of the heart and are consistently demonstrated in wise personal choices of actions when confronted with opportunities, trials, or adversities. It is one thing to generate mind thoughts about appropriate goodness. It is something else to want to do good. The character traits most often desired by employers seem to center upon individuals who would consistently demonstrate the conversion of thoughts and desires into actually doing good – a matter of mind, heart and action.
Character does not develop in a vacuum. Mentoring by example, courage in the face of adversity, right decisions when all about us indicates opportunity to do wrong are all worthy pursuits. The book of Titus suggests, “in everything set them an example by doing what is good. Show integrity, seriousness and soundness of speech….” Paul suggests to the Philippians that they should “follow my example” and think about “whatsoever is true, noble, pure, lovely, admirable, excellent, or praiseworthy.” He also underscores the mentoring aspect when he continues the thought with “whatever you have learned or received or heard from me, or seen in me – put it into practice.”
What employers say about character…
Recent surveys, taken by the National Association of Colleges and Employers (NACE Journal) suggest that those personal qualities most often sought after by employers are “ability to get along with others, like-ability, loyalty, communication skills, interview skills, etc.” These survey results prompted our organization to originate its’ own research since during our interactions with employers on the Cedarville University campus during recent years we had, at least anecdotally, sensed a somewhat different, more specific tone from various recruitment personnel. The survey was forwarded to over one thousand individuals involved in the hiring process that were either the decision makers or influencers and it was designed to explore their opinions on whether character had any impact on recruitment and hiring of employee candidates.
The early research data results might suggest that one significant set of virtues clearly leads all others. When 50% of organizations surveyed were asked to re-rank a list of the top ten desired traits in order of importance, 92% of those respondents specifically placed honesty and integrity as one of their two highest hiring priorities. This response has a very interesting significance when studied against the other 50% who were given no specific list, but were asked to create and rank 10 of their own pre-requisite hiring traits. In their case, honesty and integrity were listed in the number one and two rankings 85% of the time. Further, ethics and “doing the right thing” were also present in sizable numbers. Ongoing analysis of this research data, and a follow-up survey will be initiated in an attempt to more clearly define the true motivations behind some of our initial findings on employer hiring practices.
What we think about what employers say about character…
What are we to think? Headlines abound that would suggest the opposite of those findings! Why this apparent attraction with the overall subject of character and why the similarity in what the two groups think about the same basic questions? Could it be that without being “reminded” about a positive character trait, nearly 85% of employers surveyed were actually passionate about this one? Or, could it be that they, along with those who were given the list including honesty and integrity, ranked it so highly because it was the “politically correct” thing to list - sort of a damage prevention approach that helps keep one out of jail or away from suits by the ACLU? Would consideration of adverse impacts to the bottom line drive that choice? (Our survey reveals that 98.8% believe “lack of character” does just that!) Are they responding to a gut-level sense of altruism? Do they actually have a deep core of respect for morality and feel that the pool of candidates, armed with positive character traits is dwindling? (60% said “yes”!) Do the pressures of time demands, profitability, (or apparent profitability based on the slickest of accounting subterfuge,) or the effects of the ever changing, “quick-sand-ish” nature of employee relations prevent them from prioritizing what they think maintains their core organizational culture? (89% feel that a lack of character adversely effects their organizational culture and well-being.)
What we know about character-based hiring…
What do we know? At Cedarville University we acknowledge and appreciate the many employer requests for students to interview with them because they know “what kind of person” they’ll get from our institution. What are they really saying? They want to interview and hire young people of character! Is Cedarville the only place where those traits can be found? Heavens no! There are other quality institutions in our constituency who also turn out wonderfully grounded, stable young people of character.
What do we know? We know that the optimum location for the development of the “who we are” nature of character is in the living room. We know that family, living room taught disciplines, development of virtues, and dialogue on reasons, in addition to rules, could be the best developmental laboratory for the growth and practice of good character traits. We know that while less effective, the next best setting is the classroom, where teachers must model and mold strong character though example and dialogue. We know that there is the event room, where collegiate “leadership and character” training often takes place. Finally, we know there is the boardroom, the corporate level where character is assumed. Our ability to have meaningful impact diminishes with each level.
Clearly, the ENRON and Anderson headlines of the late months of 2001 and the government hearings following in early 2002 revealed a lack of character with each new detail. They underscored the fact that you cannot assume that the boardroom will be stable if the foundational underpinning in the other three rooms is missing. Good character has been defined as the actions one takes and decisions one makes when there is no one watching who could guarantee accountability. Clearly, the decisions made and actions taken in the ENRON debacle demonstrated an unparalleled executive arrogance and disregard for integrity, honesty, and accountability.
What we must do to prepare young people of character for life ministries in the workplace…
As Christians, we must continually demonstrate good actions. Years ago, I read that the “average person,” (probably you or I) has the opportunity to impact 500 people, positively or negatively over a lifetime, most of whom are so influenced without our knowing it.
As Christians:
* we must seek wisdom: “knowing what is right” – “For the Lord gives wisdom, and from His mouth comes knowledge and understanding.”
* we must strive to demonstrate integrity: “doing what is right” – “the just man walketh in his integrity: his children are blessed after him.”
* we must be compassionate: “doing what is right - kindly” – “therefore, as God’s chosen people, holy and dearly loved, cloth your selves with compassion, kindness, humility, gentleness and patience.”
* we must be honest: “speaking the truth with compassion” – “therefore, putting away lying, speak every man the truth to his neighbor.”
* we must be just: “acting on the truth with compassion” – “This is what the Lord Almighty says: administer true justice: shown mercy and compassions to one another.”
* we must keep our promises: “making our word our bond” – “Lord, who may dwell in your sanctuary?...He who... Keeps his oath, even when it hurts.”
* we must pursue excellence: “being and doing our very best … always” – “ if anything is excellent or praiseworthy, think on these things.”
Reputations are hard earned and easily lost. If we are to be involved in doing “Kingdom things” in our daily life experiences, including those that are part of the workplace activities, we must understand our role in “having our lives read as a living gospel before men.” We must be involved in the growth and modeling of good personal character traits and we must encourage that growth in those on whom we have influence so that they, in turn, can positively influence the workplace for Christ. If, for whatever reasons, employers are looking for people of character, let’s give them some!
In addition to assisting with the Cedarville University Admissions effort, the Career Services Department provides assistance to students and graduates in career and life-ministry employment disciplines, among which are: skills, abilities and personality and values assessment, job searching, networking, application and resume assistance, interviewing, and life-long career strategies .
http://www1.crown.org/library/ViewArticle.aspx?ArticleId=197
Developing a Marketplace Missionary Mentality
Is our personal brand of Christianity a noun or an adjective in the manner in which we live it? What? What difference, other than the normal class room definitions of those two words, could that possibly make? I would suggest that the manner in which we react to “political correctness” or any other pressure to have us take a back step in the name of “tolerance” has caused us to psychologically impair our notions about marketplace evangelism.
There are numerous groups, like the Christian “whatever” Association, or the Organization of Christian “you fill in the blanks” throughout the world. Notice that in each of those cases, the word “Christian” modifies, as an adjective, whatever noun that follows it – plumbers, chimney sweeps, wild animal wrestlers – whatever. Could it be that we have fallen into the practice of having God just “plug in” where we think He would best fit?
Perhaps we should understand, instead, that all the other things in life should really “modify” that which He has called us to do – be Christians (noun) who just happen to be designed (by Him) to be good plumbers, chimney sweeps, etc. “Christian” should be the subject of the sentence of our lives, not the modifier of the other things we do to complete it.
When missionaries begin preparation for a field assignment, studying the unique culture of an indigenous people group is one of their first priorities. They become as familiar as is possible with culture, language, communication style, passions, priorities, beliefs, and the parameters of whatever worldview they may have all contribute to missions planning. It is vital that they create tactical relationship-building approaches to making Christianity desirable to the people with whom they will interact. Immersion in the targeted culture is prepared for by bathing the mission in prayer and strategizing on ways to make the gospel relevant and authentic to those with whom they will work, live, and play.
To fulfill the notion of becoming a “marketplace missionary,” it is vitally important for us to study the unique culture of the indigenous people group with whom we would be interacting. We must grasp the issues facing our neighborhood, community, workplace, or nation and deal with them in a manner that demonstrates a compassion-driven life of integrity and honesty. We need to “example” Christ in our day-to-day actions and lifestyle. Having our “lives read as a gospel before men” includes being so good at employing the skills God has given us that people will naturally be interested in pursuing the authenticity and relevancy of the gospel. In today’s society many people are looking for choices and life-paths that work! Some are not yet totally sensitive to the reasons why but are sure that the life-model that they presently have is not working.
There are at least five primary characteristics of an effective marketplace missionary.
1. A Passion For the Lost.
If you had the key to entering the “eternal life door,” wouldn’t you want to passionately share it? Why is it that “evangelism” is such a difficult concept for even the most committed Christian? Perhaps because of an insidious “four-letter-word” – fear. We are afraid of being embarrassed by the potential of “not knowing all the answers” that the unsaved may require. We find meeting and greeting people we don’t know way out of our comfort zone. We are afraid of possible rejection, perhaps even ridicule. We are afraid that there may be demands on our personal time!!
We need to deal with two words here – passion and fear. First, it’s difficult for many of us to admit to a word like “passion.” We are aware of the many New Testament verses suggesting that we “say ‘No’ to ungodliness and worldly passions,” or “not in passionate lusts, like the heathen” and we tend to reject developing or admitting to positive passions about anything, much less witnessing. One of the dictionary renderings suggests that passion is “emotion, as distinguished from reason.” Another would suggest “strong feelings, dedication.” We need to look at the notion of passion from a different perspective – one of “well reasoned, strong feelings – dedication to the life changing impact that an eternity with Christ can have on our co-workers and neighbors.”
Additionally, we need to have a different perspective on “fear.” Although there are many verses like “be strong and of good courage – we should not fear or be afraid,” Scripture also suggests that the opposite of fear is not courage – it is LOVE. In I John 1:18, we find “There is no fear in love, but perfect love casts out fear.” If we really loved others, we would not fear “not having all the answers.” If we really loved others, we would not fear making new acquaintances.
If we really loved others, rejection and ridicule would not affect us. There should be no identity crisis – we should be known as people who care – for the poor, the widows, the helpless, children, the prisoners, and the hopeless.
We should have a love, yes – a passion – for our fellow human beings, saved or unsaved, and determine to exhibit it in every possible venue, including the workplace, not just at a place of worship surrounded by people of like mind. And, we should not be afraid to exhibit it!
2. A Nature of Adaptability
Marketplace missionaries must have a remarkable ability to be flexible and adaptable. Adapting to the people, certainly not their practices, is the key! To share their experiences, hopes and dreams is foundational in relating to our co-workers through meaningful and comfortable interactions. We must make Christ attractive and desirable through our lifestyle. The notion that others can think differently, but not necessarily “wrongly,” is important to keep in mind. This notion is similar to overseas mission approaches where language can be learned, but most importantly, culture must be understood. We must get to know where the “water cooler conversations” take place and show interest in as many discussions as are possible without compromise.
Others' life motivations may be how much money they can make, how many hours they can work, how many personal sacrifices they may make to “climb the ladder.” We need to understand their priorities and add “salt and light” into their life equation. “Master” should be preceded by the word “The,” instead of followed by the word “Card.” We need to explain the Gospel in language that is understandable to those who don’t attend church and that is compassionate and non-condescending in delivery, “so that in every way they (we) will make the teaching about God, our Savior, attractive.” We must be able to transfer the reality of our God to others that He loves, so that they too, can meet Him “face to face” and not be left wanting.
3. An Appreciation of Community
Marketplace missionaries find areas of “commonality.” The workplace environment can be saturated with off color comments, suggestive innuendo, questionable use of time and resources and, occasionally, a serious lack of integrity and honesty in communication or practices. Find ways to build upon positive experiences and activities without compromise. Not appearing to “throw the baby out with the bath-water” is a necessary step in building bridges across sometimes very large divides. Attending off-site or after-hours events with individuals, groups, or co-workers’ families is one way to develop meaningful community. Evaluate the balance of time you spend with believers or non-believers. Could spending time with co-workers at their family’s barbecue on Sunday evening be more important than attending your Sunday evening service?
When your neighbor has their annual Labor Day pig roast, complete with some rock and roll or country music, do you accept the invitation? Philip Yancey says “Christ attended three day long wedding feasts, went to dinner at almost anybody’s invitation, and had friends, ranging from rich people, Roman centurions, Pharisees and tax collectors to prostitutes and leprosy victims” and He went where they were. Can we do less?
4. A Dedication For The Long Haul
The ability to persevere beyond initial rejection or even disdain is another characteristic needed by a marketplace missionary. Understanding that to be “salt and light” requires that there may be some tensions when lifestyle differences are manifested. Matthew 5:11 suggests that we rejoice when that happens. Over time, friendships develop that help break down communication walls, allowing discussion of spiritual concepts.
Many “missionary updates” recount the months, even years, before seeing the first fruit of their labor for the Lord, often after a long period of “cold reception.” We must be prepared to invest – really commit to investing – for the “long haul.” In the grand scale of things would several months, perhaps years, be worth an eternity with Christ for our friends? Sometimes “events” created for evangelism may not be as effective as a lifestyle dedicated to an ongoing process. Certainly our co-workers, our neighbors, are worth a long term investment.
5. A Sensitivity to The Holy Spirit
All of the previous four points will not have a chance of contributing to effective marketplace mission work unless bathed in and empowered by the Holy Spirit of God. We will not be able to live such lives before our fellow workers and neighbors “that they will see our good deeds and ultimately glorify God” without an intense sensitivity to the Spirit’s leading. Philippians 1:27 would suggest that “Whatever happens, conduct ourselves in a manner worthy of the Gospel of Christ.” Ah there’s the rub! The “whatevers” are the challenges that present opportunities in the workplace for us to either be led by the spirit of God or succumb to our natural selves and tarnish the worthiness and relevance of the Gospel before men. Our workplace lifestyle should demonstrate self-control, a desire to do good, respect for all, and an appropriate fear of and reverence for God. Investing in a day-to-day, long-term, passion for developing a positive, Spirit-led, Christ-centered life, will ultimately have the best impact in the sphere of our personal marketplace.
If we appropriately make these characteristics a part of our life sentences:
* A Passion For The Lost
* A Nature Of Adaptability
* An Appreciation Of Community
* A Dedication For The Long Haul
* A Sensitivity To The Holy Spirit
they will become the adjectives that modify our noun – Christian.
In addition to assisting with the Cedarville University Admissions effort, the Career Services Department provides assistance to students and graduates in career and life-ministry employment disciplines, among which are: skills, abilities and personality and values assessment, job searching, networking, application and resume assistance, interviewing, and life-long career strategies.
http://www1.crown.org/library/ViewArticle.aspx?ArticleId=196
There are numerous groups, like the Christian “whatever” Association, or the Organization of Christian “you fill in the blanks” throughout the world. Notice that in each of those cases, the word “Christian” modifies, as an adjective, whatever noun that follows it – plumbers, chimney sweeps, wild animal wrestlers – whatever. Could it be that we have fallen into the practice of having God just “plug in” where we think He would best fit?
Perhaps we should understand, instead, that all the other things in life should really “modify” that which He has called us to do – be Christians (noun) who just happen to be designed (by Him) to be good plumbers, chimney sweeps, etc. “Christian” should be the subject of the sentence of our lives, not the modifier of the other things we do to complete it.
When missionaries begin preparation for a field assignment, studying the unique culture of an indigenous people group is one of their first priorities. They become as familiar as is possible with culture, language, communication style, passions, priorities, beliefs, and the parameters of whatever worldview they may have all contribute to missions planning. It is vital that they create tactical relationship-building approaches to making Christianity desirable to the people with whom they will interact. Immersion in the targeted culture is prepared for by bathing the mission in prayer and strategizing on ways to make the gospel relevant and authentic to those with whom they will work, live, and play.
To fulfill the notion of becoming a “marketplace missionary,” it is vitally important for us to study the unique culture of the indigenous people group with whom we would be interacting. We must grasp the issues facing our neighborhood, community, workplace, or nation and deal with them in a manner that demonstrates a compassion-driven life of integrity and honesty. We need to “example” Christ in our day-to-day actions and lifestyle. Having our “lives read as a gospel before men” includes being so good at employing the skills God has given us that people will naturally be interested in pursuing the authenticity and relevancy of the gospel. In today’s society many people are looking for choices and life-paths that work! Some are not yet totally sensitive to the reasons why but are sure that the life-model that they presently have is not working.
There are at least five primary characteristics of an effective marketplace missionary.
1. A Passion For the Lost.
If you had the key to entering the “eternal life door,” wouldn’t you want to passionately share it? Why is it that “evangelism” is such a difficult concept for even the most committed Christian? Perhaps because of an insidious “four-letter-word” – fear. We are afraid of being embarrassed by the potential of “not knowing all the answers” that the unsaved may require. We find meeting and greeting people we don’t know way out of our comfort zone. We are afraid of possible rejection, perhaps even ridicule. We are afraid that there may be demands on our personal time!!
We need to deal with two words here – passion and fear. First, it’s difficult for many of us to admit to a word like “passion.” We are aware of the many New Testament verses suggesting that we “say ‘No’ to ungodliness and worldly passions,” or “not in passionate lusts, like the heathen” and we tend to reject developing or admitting to positive passions about anything, much less witnessing. One of the dictionary renderings suggests that passion is “emotion, as distinguished from reason.” Another would suggest “strong feelings, dedication.” We need to look at the notion of passion from a different perspective – one of “well reasoned, strong feelings – dedication to the life changing impact that an eternity with Christ can have on our co-workers and neighbors.”
Additionally, we need to have a different perspective on “fear.” Although there are many verses like “be strong and of good courage – we should not fear or be afraid,” Scripture also suggests that the opposite of fear is not courage – it is LOVE. In I John 1:18, we find “There is no fear in love, but perfect love casts out fear.” If we really loved others, we would not fear “not having all the answers.” If we really loved others, we would not fear making new acquaintances.
If we really loved others, rejection and ridicule would not affect us. There should be no identity crisis – we should be known as people who care – for the poor, the widows, the helpless, children, the prisoners, and the hopeless.
We should have a love, yes – a passion – for our fellow human beings, saved or unsaved, and determine to exhibit it in every possible venue, including the workplace, not just at a place of worship surrounded by people of like mind. And, we should not be afraid to exhibit it!
2. A Nature of Adaptability
Marketplace missionaries must have a remarkable ability to be flexible and adaptable. Adapting to the people, certainly not their practices, is the key! To share their experiences, hopes and dreams is foundational in relating to our co-workers through meaningful and comfortable interactions. We must make Christ attractive and desirable through our lifestyle. The notion that others can think differently, but not necessarily “wrongly,” is important to keep in mind. This notion is similar to overseas mission approaches where language can be learned, but most importantly, culture must be understood. We must get to know where the “water cooler conversations” take place and show interest in as many discussions as are possible without compromise.
Others' life motivations may be how much money they can make, how many hours they can work, how many personal sacrifices they may make to “climb the ladder.” We need to understand their priorities and add “salt and light” into their life equation. “Master” should be preceded by the word “The,” instead of followed by the word “Card.” We need to explain the Gospel in language that is understandable to those who don’t attend church and that is compassionate and non-condescending in delivery, “so that in every way they (we) will make the teaching about God, our Savior, attractive.” We must be able to transfer the reality of our God to others that He loves, so that they too, can meet Him “face to face” and not be left wanting.
3. An Appreciation of Community
Marketplace missionaries find areas of “commonality.” The workplace environment can be saturated with off color comments, suggestive innuendo, questionable use of time and resources and, occasionally, a serious lack of integrity and honesty in communication or practices. Find ways to build upon positive experiences and activities without compromise. Not appearing to “throw the baby out with the bath-water” is a necessary step in building bridges across sometimes very large divides. Attending off-site or after-hours events with individuals, groups, or co-workers’ families is one way to develop meaningful community. Evaluate the balance of time you spend with believers or non-believers. Could spending time with co-workers at their family’s barbecue on Sunday evening be more important than attending your Sunday evening service?
When your neighbor has their annual Labor Day pig roast, complete with some rock and roll or country music, do you accept the invitation? Philip Yancey says “Christ attended three day long wedding feasts, went to dinner at almost anybody’s invitation, and had friends, ranging from rich people, Roman centurions, Pharisees and tax collectors to prostitutes and leprosy victims” and He went where they were. Can we do less?
4. A Dedication For The Long Haul
The ability to persevere beyond initial rejection or even disdain is another characteristic needed by a marketplace missionary. Understanding that to be “salt and light” requires that there may be some tensions when lifestyle differences are manifested. Matthew 5:11 suggests that we rejoice when that happens. Over time, friendships develop that help break down communication walls, allowing discussion of spiritual concepts.
Many “missionary updates” recount the months, even years, before seeing the first fruit of their labor for the Lord, often after a long period of “cold reception.” We must be prepared to invest – really commit to investing – for the “long haul.” In the grand scale of things would several months, perhaps years, be worth an eternity with Christ for our friends? Sometimes “events” created for evangelism may not be as effective as a lifestyle dedicated to an ongoing process. Certainly our co-workers, our neighbors, are worth a long term investment.
5. A Sensitivity to The Holy Spirit
All of the previous four points will not have a chance of contributing to effective marketplace mission work unless bathed in and empowered by the Holy Spirit of God. We will not be able to live such lives before our fellow workers and neighbors “that they will see our good deeds and ultimately glorify God” without an intense sensitivity to the Spirit’s leading. Philippians 1:27 would suggest that “Whatever happens, conduct ourselves in a manner worthy of the Gospel of Christ.” Ah there’s the rub! The “whatevers” are the challenges that present opportunities in the workplace for us to either be led by the spirit of God or succumb to our natural selves and tarnish the worthiness and relevance of the Gospel before men. Our workplace lifestyle should demonstrate self-control, a desire to do good, respect for all, and an appropriate fear of and reverence for God. Investing in a day-to-day, long-term, passion for developing a positive, Spirit-led, Christ-centered life, will ultimately have the best impact in the sphere of our personal marketplace.
If we appropriately make these characteristics a part of our life sentences:
* A Passion For The Lost
* A Nature Of Adaptability
* An Appreciation Of Community
* A Dedication For The Long Haul
* A Sensitivity To The Holy Spirit
they will become the adjectives that modify our noun – Christian.
In addition to assisting with the Cedarville University Admissions effort, the Career Services Department provides assistance to students and graduates in career and life-ministry employment disciplines, among which are: skills, abilities and personality and values assessment, job searching, networking, application and resume assistance, interviewing, and life-long career strategies.
http://www1.crown.org/library/ViewArticle.aspx?ArticleId=196
Say What? Pay A Buck!
If our vocational endeavor is really a “life-ministry,” then we will resist the attraction of “lifestyle” decisions and honor the God-given gifts we have at our disposal.
“There appears to be a significant difference between student perceptions of lifestyle and lifework.”
This is a quote written on my office whiteboard, based upon interactions with scores of students, regarding their life’s employment choices. As Director of Career Services at Cedarville University, I have a profound opportunity to interact with students as they attempt to deal with these issues as they try to connect their education to real life.
One of the pervasive tensions found in a Christian university of arts and sciences appears to center upon the issue of ultimate career choices on the one hand and the notion of God’s initial design – in terms of a graduate’s skills, interests, abilities, personalities, and values – on the other. Initially, admittance to such a university would presume some level of Christian testimony; in addition the academic matriculation process over four or five years is understood to be jam-packed with Biblical integration throughout each of the many majors and minors in offered coursework.
Throughout that educational process, students are challenged to consider summer ministry teams using mediums such as drama, music, puppetry, and healthcare. They attend daily chapel and minor in Bible. The campus “ethos” would seem to be centered upon a wide-range continuum of ministry opportunities from one-on-one mentoring through small group ministry to street evangelism groups.
When incoming freshmen students arrive on campus at our institution, they are encouraged to take an assessment tool that provides them with a wealth of research – based on information regarding their skills, interests, personality and values. Additionally, we have the opportunity to meet with all of them in several group settings and discuss strategies to prepare themselves appropriately for their eventual careers. During that session we ask three questions.
* What is their desired future job title
* What is the name of the company they had in mind
* What would be the realistic salary expectation
You should see their eyes bulge when we indicate that we just asked the wrong three questions!
We stress that the educational journey upon which students are about to embark is not to prepare for careers, but rather, to prepare for “life ministries.” Therefore, with that view in mind, their education ought not to be about job title, name of company, or salary. It should be about preparing to do kingdom things, that is, to be so capable, as a nurse, or engineer, or accountant or an educator that people ask for “a reason for the hope that is within them.”
When given the opportunity, students are asked if they think that biblical integration in all of their courses would help prepare them to “have their lives read as a living gospel before men,” they nod their heads in the affirmative. Subsequently, when they are asked if their desire is “to be salt and light in places where there isn’t any,” they answer in the affirmative. Additionally, they would universally agree that they are training to do kingdom things.
How do student responses mesh with their “having difficulty perceiving the differences between lifestyle and lifework?” Actually, they speak to the “lifework” part of the construct. It is almost a universally-held view by students that these would be the expected outcomes of a Christian education, searching out God’s purpose for their lives and studying “to rightly divide the word of truth” as they find ways to share with the world at large.
Then what then causes tensions mentioned in the quote?
While it is true that students, perhaps also their parents, agree with the “lifework” notions, they also ardently hold on to their American Dream notions. These are “lifestyle” notions. The fast food, on demand, “I want the wife, the baby, the house and two cars, all within the first two years after graduation", instant gratification dream! To achieve it, significant numbers of them seem to have compartmentalized their paradigms. In particular, it seems that while students philosophically hold that their career choices should be about how God has designed them, they nevertheless make decisions when choosing employment that satisfies the three wrong questions of title, company name, and salary.
Why? In my thinking, it is to satisfy a lifestyle that in many (if not most) cases will require both marriage partners to work, that will create a series of credit card, loan, and mortgage debts that will enslave them for years, perhaps cause a need for serious marriage counseling, and may commit their children to an early life of child care. Make no mistake –decisions made on these lifestyle criteria alone will prevent experiencing the pure joy and freedom of a life ministry resonating with God-given design. A recent survey, published in the Dayton Daily News showed that over 67% of Americans are in jobs “they can’t stand.” No wonder!
It has been said that while we may be able to do many different types of work, the one that we would select without salary would most closely match and resonate with our God-given design. So, why are students not doing that in large numbers? It appears that we’ve become too experienced in the art of “compartmentalization.”
We seem to have developed a way to deal with the tensions between lifestyle and lifework, between how we act at church or home and how we act in the business place or the ballpark. That is, we’ve created several varieties of public and private standards. Integrating a biblical worldview in the arenas of music/arts, politics/public sector employment and media/advertisement/private sector employment ought to be the sole perspective to our daily activities.
Consider the often cited quote from Ray Kroc, the McDonald founder and multi-millionaire: “My private priorities are God first, family second, and hamburgers third. When I go to work on Monday, that order is reversed.” That standard demonstrates one set of values for the private life and a graphically different one for the public life.
Acknowledgement of God-given skills, interests, personality, and values (on the one hand) and avoiding “playing by the pursuit of the American Dream rules” (on the other) ought to demarcate the normal Christian life. When job description, company name, and salary take precedent over family, home, and church we tarnish the “sacred” sphere of God-valued work. If our vocational endeavor is really a “life ministry,” then we will resist the attraction of “lifestyle” decisions and honor the God-given gifts we have at our disposal.
In addition to assisting with the Cedarville University Admissions effort, the Career Services Department provides assistance to students and graduates in career and life-ministry employment disciplines, among which are: skills, abilities and personality and values assessment, job searching, networking, application and resume assistance, interviewing, and life-long career strategies.
http://www1.crown.org/library/ViewArticle.aspx?ArticleId=195
“There appears to be a significant difference between student perceptions of lifestyle and lifework.”
This is a quote written on my office whiteboard, based upon interactions with scores of students, regarding their life’s employment choices. As Director of Career Services at Cedarville University, I have a profound opportunity to interact with students as they attempt to deal with these issues as they try to connect their education to real life.
One of the pervasive tensions found in a Christian university of arts and sciences appears to center upon the issue of ultimate career choices on the one hand and the notion of God’s initial design – in terms of a graduate’s skills, interests, abilities, personalities, and values – on the other. Initially, admittance to such a university would presume some level of Christian testimony; in addition the academic matriculation process over four or five years is understood to be jam-packed with Biblical integration throughout each of the many majors and minors in offered coursework.
Throughout that educational process, students are challenged to consider summer ministry teams using mediums such as drama, music, puppetry, and healthcare. They attend daily chapel and minor in Bible. The campus “ethos” would seem to be centered upon a wide-range continuum of ministry opportunities from one-on-one mentoring through small group ministry to street evangelism groups.
When incoming freshmen students arrive on campus at our institution, they are encouraged to take an assessment tool that provides them with a wealth of research – based on information regarding their skills, interests, personality and values. Additionally, we have the opportunity to meet with all of them in several group settings and discuss strategies to prepare themselves appropriately for their eventual careers. During that session we ask three questions.
* What is their desired future job title
* What is the name of the company they had in mind
* What would be the realistic salary expectation
You should see their eyes bulge when we indicate that we just asked the wrong three questions!
We stress that the educational journey upon which students are about to embark is not to prepare for careers, but rather, to prepare for “life ministries.” Therefore, with that view in mind, their education ought not to be about job title, name of company, or salary. It should be about preparing to do kingdom things, that is, to be so capable, as a nurse, or engineer, or accountant or an educator that people ask for “a reason for the hope that is within them.”
When given the opportunity, students are asked if they think that biblical integration in all of their courses would help prepare them to “have their lives read as a living gospel before men,” they nod their heads in the affirmative. Subsequently, when they are asked if their desire is “to be salt and light in places where there isn’t any,” they answer in the affirmative. Additionally, they would universally agree that they are training to do kingdom things.
How do student responses mesh with their “having difficulty perceiving the differences between lifestyle and lifework?” Actually, they speak to the “lifework” part of the construct. It is almost a universally-held view by students that these would be the expected outcomes of a Christian education, searching out God’s purpose for their lives and studying “to rightly divide the word of truth” as they find ways to share with the world at large.
Then what then causes tensions mentioned in the quote?
While it is true that students, perhaps also their parents, agree with the “lifework” notions, they also ardently hold on to their American Dream notions. These are “lifestyle” notions. The fast food, on demand, “I want the wife, the baby, the house and two cars, all within the first two years after graduation", instant gratification dream! To achieve it, significant numbers of them seem to have compartmentalized their paradigms. In particular, it seems that while students philosophically hold that their career choices should be about how God has designed them, they nevertheless make decisions when choosing employment that satisfies the three wrong questions of title, company name, and salary.
Why? In my thinking, it is to satisfy a lifestyle that in many (if not most) cases will require both marriage partners to work, that will create a series of credit card, loan, and mortgage debts that will enslave them for years, perhaps cause a need for serious marriage counseling, and may commit their children to an early life of child care. Make no mistake –decisions made on these lifestyle criteria alone will prevent experiencing the pure joy and freedom of a life ministry resonating with God-given design. A recent survey, published in the Dayton Daily News showed that over 67% of Americans are in jobs “they can’t stand.” No wonder!
It has been said that while we may be able to do many different types of work, the one that we would select without salary would most closely match and resonate with our God-given design. So, why are students not doing that in large numbers? It appears that we’ve become too experienced in the art of “compartmentalization.”
We seem to have developed a way to deal with the tensions between lifestyle and lifework, between how we act at church or home and how we act in the business place or the ballpark. That is, we’ve created several varieties of public and private standards. Integrating a biblical worldview in the arenas of music/arts, politics/public sector employment and media/advertisement/private sector employment ought to be the sole perspective to our daily activities.
Consider the often cited quote from Ray Kroc, the McDonald founder and multi-millionaire: “My private priorities are God first, family second, and hamburgers third. When I go to work on Monday, that order is reversed.” That standard demonstrates one set of values for the private life and a graphically different one for the public life.
Acknowledgement of God-given skills, interests, personality, and values (on the one hand) and avoiding “playing by the pursuit of the American Dream rules” (on the other) ought to demarcate the normal Christian life. When job description, company name, and salary take precedent over family, home, and church we tarnish the “sacred” sphere of God-valued work. If our vocational endeavor is really a “life ministry,” then we will resist the attraction of “lifestyle” decisions and honor the God-given gifts we have at our disposal.
In addition to assisting with the Cedarville University Admissions effort, the Career Services Department provides assistance to students and graduates in career and life-ministry employment disciplines, among which are: skills, abilities and personality and values assessment, job searching, networking, application and resume assistance, interviewing, and life-long career strategies.
http://www1.crown.org/library/ViewArticle.aspx?ArticleId=195
Top Five Techniques for Getting Into Your First-Choice College
Top Five Techniques for Getting Into Your First-Choice College
By Robert J. Moore, YesLetter.com
1. Customize your approach.
Applying to college is an exercise in self-promotion. When you send in a college application, you’re sending a sales pitch to a customer with thousands of competing offers at its fingertips. It’s important that every college feel like they’re at the top of your list, so send each one an application that reflects your interest in them specifically. If you take a few extra hours to craft essays and resumes that address each school directly, admissions officers will surely take notice.
2. Know what they want.
If you look at a school’s admissions website or thumb through the mailings they’ve sent you, you’ll probably be left with some impression of what their campus community is like. For many schools, this impression is partly an exaggeration—-they want you to apply, so their literature highlights the best of what the school has to offer. Try to fit yourself into the idealized picture they’ve painted. If you think you’d enjoy participating in the clubs and activities they mention, let them know. If they do student profiles, recognize what you have in common with the featured students and be sure to highlight those qualities somewhere in your application. If a school thinks your presence will help move their image forward, they’ll bring you in.
3. Control Your Letters of Recommendation.
Few applicants recognize the amount of influence they have over what goes into their letters of recommendation. Just because you’re not writing a letter yourself doesn’t mean that you have no control over its content. Your letters of recommendation should both introduce new information and reinforce the impression that you’ve set forth regarding your character. With this in mind, it’s perfectly appropriate to let the writer know what you’ve already told the college and what specifically you hope to see in their letter. In fact, your requests will usually give the writer a solid foundation, making it much easier for them to get started.
4. Use Every Chance You Get to Self-Promote.
Many students look at personal statements, resumes and essays as time-consuming burdens that do little more than consume their senior years. However, these are the pieces of an application that separate you from the masses. Every application has at least one section that you can take in whatever direction you want without it seeming forced. Identify that section, be it a personal statement or even your resume, and leave it for last. When everything else is done, read the whole application through and make a list of what you wish you’d included but didn’t get a chance to say. Then create that final piece, making sure to include all the points you felt you’d missed.
5. Believe Everything You Write.
College applicants have a tendency to exaggerate their accomplishments and experiences in some way or another. If you find yourself glorifying the things you’ve done, it helps to look back and ask yourself just how much of what you’ve put down is a reasonable representation of what you’ve actually done. Try to make sure that everything you advertise about yourself is strongly grounded in reality. Your modesty and integrity will show through to the many admissions offers that can detect tall tales from a mile away.
By Robert J. Moore, Cofounder and General Partner, YesLetter.com
Robert J. Moore is a Junior at Princeton University and the cofounder of YesLetter.com, a website providing practical advice for students involved in the college admissions process. The YesLetter.com network of students, consultants and contributors spans the Ivy League and many other top-tier universities in the United States.
http://www.jobseekersadvice.com/career_education/articles/techniques_to_get_into_college.htm
By Robert J. Moore, YesLetter.com
1. Customize your approach.
Applying to college is an exercise in self-promotion. When you send in a college application, you’re sending a sales pitch to a customer with thousands of competing offers at its fingertips. It’s important that every college feel like they’re at the top of your list, so send each one an application that reflects your interest in them specifically. If you take a few extra hours to craft essays and resumes that address each school directly, admissions officers will surely take notice.
2. Know what they want.
If you look at a school’s admissions website or thumb through the mailings they’ve sent you, you’ll probably be left with some impression of what their campus community is like. For many schools, this impression is partly an exaggeration—-they want you to apply, so their literature highlights the best of what the school has to offer. Try to fit yourself into the idealized picture they’ve painted. If you think you’d enjoy participating in the clubs and activities they mention, let them know. If they do student profiles, recognize what you have in common with the featured students and be sure to highlight those qualities somewhere in your application. If a school thinks your presence will help move their image forward, they’ll bring you in.
3. Control Your Letters of Recommendation.
Few applicants recognize the amount of influence they have over what goes into their letters of recommendation. Just because you’re not writing a letter yourself doesn’t mean that you have no control over its content. Your letters of recommendation should both introduce new information and reinforce the impression that you’ve set forth regarding your character. With this in mind, it’s perfectly appropriate to let the writer know what you’ve already told the college and what specifically you hope to see in their letter. In fact, your requests will usually give the writer a solid foundation, making it much easier for them to get started.
4. Use Every Chance You Get to Self-Promote.
Many students look at personal statements, resumes and essays as time-consuming burdens that do little more than consume their senior years. However, these are the pieces of an application that separate you from the masses. Every application has at least one section that you can take in whatever direction you want without it seeming forced. Identify that section, be it a personal statement or even your resume, and leave it for last. When everything else is done, read the whole application through and make a list of what you wish you’d included but didn’t get a chance to say. Then create that final piece, making sure to include all the points you felt you’d missed.
5. Believe Everything You Write.
College applicants have a tendency to exaggerate their accomplishments and experiences in some way or another. If you find yourself glorifying the things you’ve done, it helps to look back and ask yourself just how much of what you’ve put down is a reasonable representation of what you’ve actually done. Try to make sure that everything you advertise about yourself is strongly grounded in reality. Your modesty and integrity will show through to the many admissions offers that can detect tall tales from a mile away.
By Robert J. Moore, Cofounder and General Partner, YesLetter.com
Robert J. Moore is a Junior at Princeton University and the cofounder of YesLetter.com, a website providing practical advice for students involved in the college admissions process. The YesLetter.com network of students, consultants and contributors spans the Ivy League and many other top-tier universities in the United States.
http://www.jobseekersadvice.com/career_education/articles/techniques_to_get_into_college.htm
Subscribe to:
Posts (Atom)