What if the key to transforming your workplace isn’t just new strategies but a shift in culture? In this episode, John MacDonald, President of T Bar M Camps, shares how he and his team built trust, transparency, and alignment with their Christ-centered mission—creating a workplace where employees feel valued, engaged, and empowered.
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In this episode:
John MacDonald’s Leadership Journey
• Transitioned from a career in engineering and shipbuilding to camp ministry at T Bar M. (04:00)
• Initially expected a clear divine calling but realized that faithfulness in daily life is key. (05:40)
• Learned that God’s leading is seen more in consistent, everyday faithfulness than in milestone moments. (05:45)
• Values the small, faithful actions like budgeting, coaching soccer, and maintaining relationships as crucial leadership lessons. (05:48)
Faith and Leadership at T Bar M
• The camp’s theme verse (2 Chronicles 16:9) emphasizes God seeking faithful people. (07:09)
• Leadership is about being faithful in daily responsibilities rather than waiting for dramatic moments. (06:56)
• Emphasizes celebrating what God is doing and creating a culture of encouragement. (07:48)
Using Employee Engagement Surveys to Improve Workplace Culture
• T Bar M has used the Best Christian Workplaces Employee Engagement Survey for several years. (08:02)
• Initially, low survey scores were challenging, but with guidance from Doug Waldo, the team unpacked the data. (08:29)
• “Feed-forward sessions” helped identify areas for improvement by focusing on what a healthy workplace would look like. (09:24)
• Key areas of focus:
• Celebrating staff and their contributions. (09:54)
• Bringing clarity to roles and goals. (09:57)
• Creating structured communication practices, such as staff coffee meetings to share wins and faith-based encouragement. (10:07)
Encouraging Leaders to Engage with Employee Feedback
• Many leaders fear asking for feedback due to potential criticism. (11:33)
• John’s advice: “Do it scared”—avoiding feedback can be a greater leadership weakness. (11:40)
• Conducted one-on-one meetings with all staff over a year to understand workplace strengths and weaknesses. (12:05)
• Acknowledges that some issues can’t be fixed, but transparency and willingness to listen build trust. (12:30)
Balancing Employee Involvement & Strategic Focus
• Employees are encouraged to innovate and contribute extra effort. (12:50)
• Leaders should balance involving staff in decisions with maintaining mission focus. (13:05)
• Key principles:
• Be transparent about decision-making. (13:37)
• Apologize when mistakes are made. (13:57)
• Create a safe environment for open criticism and feedback. (14:06)
• Understand what employees do to know when and how to involve them in decisions. (14:21)
• Ask staff what activities to stop to focus on priorities (e.g., “load shedding” concept in leadership). (15:39)
Building Christian Character in Leadership & Culture
• Christian character is foundational to the organization’s mission and culture. (19:14)
• The company merged for-profit and non-profit businesses, and the integration was initially challenging due to different cultures. (19:20)
• Path of Least Resistance Concept:
• Christian culture should be the easiest choice for staff. (20:15)
• Staff must desire a Christian culture for it to be effective. (20:20)
• Organizational values must be seamlessly integrated into daily practices. (20:30)
Practicing Spiritual Rhythms
• Spiritual practices include:
• Staff coffee meetings for prayer, Bible study, and sharing life stories. (20:24)
• Covenant groups for personal and professional support. (20:41)
• Encourage open discussions about how God is working in people’s lives. (21:01)
• Leaders should model these practices to normalize them for staff. (21:06)
Organizational Culture & Balance
• It’s important to create an environment where staff feels comfortable practicing spiritual rhythms. (21:10)
• Leaders need to balance work efficiency with fostering relationships, ensuring a supportive and spiritual culture. (21:20)
Balancing Culture and the Tyranny of the Urgent
• The urgency of daily tasks can overshadow culture, but at T Bar M, relational time is prioritized. (24:16)
• Leaders must manage their schedules wisely, recognizing that between 9:00 and 4:00, their time is often dictated by others. (24:38)
• While flexibility is important in ministry, meeting commitments is essential for trust and operational efficiency. (25:04)
• Reducing last-minute crises can help minimize the tyranny of the urgent. (25:25)
Lessons for New Leaders
• Build Trust: Get to know your team—trust is foundational in any workplace. (27:05)
• Avoid Over-Control: Leaders should set high expectations but release control over outcomes. (27:31)
• Master Conflict Resolution: Learning to handle conflict effectively prevents unresolved issues from festering. (28:38)
• Create Safe Spaces: When leaders provide a safe place for difficult conversations, gossip decreases, and team trust increases. (29:04)
Fostering a Fun Workplace
• While fun is part of camp culture, not all tasks are enjoyable (e.g., spreadsheets, budget meetings). (31:21)
• A structured “Don’t Waste Fun” event failed—fun often works best when spontaneous. (32:07)
• Lunch and learns, with games added afterward, proved more effective for fostering a fun culture. (33:01)
Read a complete, word-for-word transcript of the episode
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