There are so many transitions, unknowns, and moving parts when new teams launch to the field. A Memorandum of Understanding (MOU) is a document that most missions teams have to provide clarity in the midst of those unknowns. We would define an MOU as a non-binding agreement created between two or more parties explaining how they will work together and interact with each other.

As common as MOUs are on missions teams, there’s surprisingly few examples or short articles out there to help with how to write one. But, “can you help me with how to write our team MOU?” is one of the most common questions we get from team leaders. Vision of the Possible by Daniel Sinclair is a really good book about missions teams in pioneer church planting, and has a short appendix on MOUs/VSPs that we’d recommend.

One of the agreements in our MOU was no dating in the first year. The two single guys on our initial team took that to heart… and both asked out another teammate on a date at 1 year plus 1 day. I guess they technically followed the agreement. I’m happy to report they both ended up marrying those teammates.

Why are MOUs important?

I quickly wanted to address why this document even matters and why it’s worth the time for team leaders to work through this.

1. Clear Expectations. As I mentioned above, clarity is kindness. New teammates especially are being introduced to a new country, culture, community, career all at the same time. What am I supposed to do? How am I supposed to interact? What is success every day? These are questions that every new goer faces in their early season on the field. As much as is possible, an MOU can lay down some basic foundations of clarity and expectations for your team. 
   
   For a new TL, it can feel overwhelming and difficult to write down all of these expectations. Write down what you know, and put down a ‘TBD’ in the categories that you’re not sure about yet! But provide as much clarity as you can in this document for your teammates, and then you won’t have to answer it in person that many more times.
   
2. Sets Team Culture and Values. An MOU is also one way you can write down and reinforce your team culture and values. What you talk about and what you do on your team will influence your team culture and values more than a document, but it still acts as a cornerstone for your team.
   
   How often will your team interact? What values do you want to have as a team? What’s your expectation on learning language? Many of these things can be expressed in an MOU.
   
3. Guidelines for Challenging Situations. Team conflict is a guarantee on missions teams, and some of it will certainly come out in the early season of a team forming. A team MOU is a good tool for outlining solutions to potentially challenging situations.
   
   In our experience, topics that result in conflict tend to be things in the ‘personal’ realm – vacations, parenting, travel, money, decision-making that infringes on what people think to be their own personal boundaries, etc. Teammates will mostly be willing to discuss things like team rhythms and ministry approaches with openness, but those ‘personal’ topics will get teams and team leaders in hot water. It’s important to write down some basic expectations and guidelines for how those things will be approached before you get into conflict.
   
4. Brief Summary for Outsiders. An MOU can be a good document to share with people in your team’s ecosystem that aren’t teammates. Church support teams, sending agencies, potential new recruits, etc. It will give them an idea of who you are, what you’re there to do, and how you want to interact.

How to Write an MOU

Some tips: don’t worry about perfecting the language. It’s not a legal document. This was a huge roadblock for me in trying to ‘wordsmith’ the MOU into being really professional or airtight. That’s not the purpose – write in common language that your team can understand easily and discuss.

Think of your first draft as just that – a draft. It’s not something the TL writes and then the team just agrees and signs. You want the first draft to be something your team can discuss and then incorporate their feedback into the MOU. It’s an agreement you enter into with each other, not a contract between you and your team members.

Here’s our step-by-step guide for how to write an MOU for your team.

1. Consider the requirements from your sending agency or church. If they already have staff handbooks, you don’t (and shouldn’t) need to rewrite everything that is already in there as all your staff have to adhere to that handbook anyway. If there’s additional aspects that aren’t outlined in the staff handbook, then go ahead and include that in your team MOU.

2. Consider what categories you want included in your MOU. This isn’t exhaustive, but below we’ve outlined some potential MOU categories into “core” which we’d recommend most MOUs have, and “optional” which could be added on a team-by-team basis.

Core Categories

• Purpose of this Document
• Vision and Mission Statements
• Strategy Summary / Ministry Distinctives – short summary that should refer to a Vision and Strategy Paper (VSP) or Strategy Plan
• Team and Leadership Structure – potentially including decisions that the leader reserves the right to have the final say
• Process and Requirements to Join the Team – if your staff handbook already has this, only add the parts that are unique to your team
• Preparation and Language Learning – pre-field requirements, commitment to language learning, hours and timeframe, approach
• Decision Making Process – general description of how decisions are made, potentially can cover decisions that will be by vote, consensus, consultation, and command
• Conflict Resolution
• Vacations, Home Assignments (HMA), and Travel
• Communication and Reporting
• Crises and Emergencies – basic overview that should refer to a Crisis and Contingency Plan document
• Restrictions and Recommendations – including security considerations
• How Future Changes to this MOU Can Be Made

Optional Categories

• Core Team Values
• Philosophy of Ministry
• Accountability Groups
• Expectations of the First 2 Years
• Job Descriptions and Team Roles
• Partnerships with Local Churches and Believers
• Contextualization
• Statement of Faith / Theological Distinctives
• Family / Children / Parenting – becomes very important if there are children on the team, but not necessarily beforehand
• Team Life and Lifestyle – general guidelines about team life and lifestyle
• Dating and Relationships
• Team Funds – running a team will include expenses; it’s easier to pull a regular amount from each unit and be support raised before launching to the field than to figure out finances for every gathering
• Visas / Identity

3. Read other example MOUs. Contact the other TLs that you know, or ask your sending agency for examples if they can provide them. Add categories that you might be missing.

4. Write down quick points of what you know in each category. Feel free to just copy and paste whole sections from other MOUs if it says what you want. If you’re not sure, write down ‘TBD’ or the questions you need answered in that section.

5. Let your draft sit for a while and have some informal conversations with your team or other advisors on the topics you have not yet filled in or need questions answered.

6. Take your last pass through filling out the MOU with coherent language and incorporating the feedback you’ve heard.

7. Bring your MOU draft to your teammates during a team meeting and read through it, asking for their feedback. Again it may be good to explain the purpose of the MOU is for mutual agreement, not to be ironclad against all situations or to be wielded against one another as a ‘gotcha.’

8. Incorporate your teammates’ feedback as best you can. Bring it back to them for final review. Have everyone sign and date their agreement with the MOU. Our recommendation is for new teams to set a 1-year evaluation period for the MOU because there are so many things you don’t know yet and may need to change. You could possibly edit the MOU earlier than that if needed. With future teammates, it will most likely be that they are joining an established team and simply need to read it, ask any clarifying questions, and sign it. But with your initial team (if you have one), it’s good to solicit feedback in the MOU’s creation.

9. Update the MOU as needed. Our recommendation is when there are significant team transitions – from language to ministry season, when teammates start having children, moving cities, changing platforms, changing ministry approaches – it’s a good idea to take a brief look at the MOU and see if everything still aligns or if anything needs to be added. 

Attached is an example of our original team’s MOU with some of the specifics removed, just so you can have a place to start. We have other team MOU’s that we can share as well. If you want some other example MOUs, want some guidance on how to write your MOU, or just someone to review your current MOU, please reach out at contact@missionsleaders.com. We’d be happy to help you!

Remember, as a team leader, your role is to serve your team members and help them to thrive and stay on task. Bringing clarity to some major categories through an MOU is one way you can serve them. The goal isn’t to be directive or controlling – a pushback you may receive – but to provide guardrails for your team members so they can move forward through all the unknowns.

Most-Read Posts in 2025

1. Be Barnabas – What is a NAV?
   • See other posts from the Be Barnabas series
2. What is the “Apostolic” and Why is it Important?
   • See other posts from the Apostolic series
3. Spiritual Warfare
4. Two Types of Kingdom Fruitfulness
5. Team Conflict

Being Barnabas – the role of an outsider in partnering with cultural insiders towards movement continues to be a key missions principle that we believe can unlock many missionaries’ most effective role in the Great Commission. In particular, finding a National Apostolic Visionary (NAV) to partner with can result in exponential multiplication among the unreached.

In order to find these NAVs, we focused on better understanding around the Apostolic gift, the Five-Fold gifts from Ephesians 4:11, and how to practically discern, partner with, and equip these apostolic leaders.

Understanding the Two Types of Kingdom Fruitfulness – the fruit of the Spirit and the fruit of multiplication can help us pursue the good works God has prepared for us with healthy balance. Of course, we want to see multitudes of people worship Jesus among the unreached. And, we want to see their lives and our own lives changed to look more like Jesus every day. Both are necessary!

Team Conflict and Spiritual Warfare remain as two critical topics that most missionaries face on the field and need equipping around. Without healthy conflict resolution and team interaction, it can be really difficult to concentrate on the ministry God has called you to do. Similarly, when we’re feeling discouraged and overwhelmed by spiritual attack, that can take over from everything else. Coincidentally, spiritual warfare can many times take the form of team conflict. Clearing both of these issues through community and reliance on Jesus can help you and your team focus on what you and your team are there to do!

Our Favorite 2025 Posts

1. Listening Prayer Part 1 and Part 2
2. Men and Women Leading Together
3. The Five Essential Elements of an Apostolic Leader
4. Bonus: The Dare to Multiply Podcast
   • See all the Dare to Multiply Podcast episodes

Listening Prayer is an aspect of interacting with God that permeates our everyday lives. It is a critical component of not only effective ministry, but daily obedience. Our movement coaches helped start the Listening Prayer Movement, where their primary tool when faced with any obstacle or opportunity is to ask God what He wants for them. It has grown into one of the biggest movements in the world off of that one question.

Men and Women Leading Together is something near and dear to our hearts as it’s how we operate in ministry and life. We think that learning how men and women work and lead together can lead to healthier and more impactful leaders, units, and teams. We’re excited to have some future posts around this topic in 2026!

Obviously in finding a NAV, it’s important to understand what the Apostolic gift is first. But the Five Essential Elements of an Apostolic Leader isn’t just another ministry tool or framework to find leaders. These elements are actually a result of a life surrendered to God, set apart for great works that will impact the unreached for eternity! Perhaps other than the Be Barnabas approach itself, these essential elements might be the ‘secret sauce’ in actually seeing movements catalyzed.

Lastly, the Dare to Multiply Podcast has been an exciting and stretching endeavor for Jenn as she both shares and learns from other missions leaders and movement practitioners. We hope this resource will be a blessing to many multipliers!

On to 2026!

In early 2026, we’ll publicly launch the coaching ministry that we’ve been working on for the past couple of years. We’re excited to provide opportunities for missions leaders to not only learn from our blog but to get hands on coaching and cohort-based training on topics around partnering with national believers, forming and developing teams, deepening your abiding, and other topics essential for leaders.

Our prayer for ourselves and for all of you is that 2026 would be marked by a deeper abiding and a richer fruitfulness than we’ve ever experienced before, resulting in worshippers from every tribe, tongue, and nations to the glory of God.

Happy New Year! Lastly, a poem that encouraged us this year that we hope will bless you.

Furnace by Gerard Kelly

May God in whose furnace faith is forged
In whose being beauty breathes
From whose dawning darkness flees
Shine on you

May the Father whose love for you
Beats with a rhythm time itself can’t stop
Whose presence in your exile
Is the promise of home
Whose certainties are deeper
Than the cellars of your city
Whose breath is life
Breathe on you

May the son whose story
Is a mirror of your own
Who has journeyed into darkness
To find a key to your prison
Who has dived the deepest oceans
To find pearls for your wisdom
Who has looked into your heart
And found a beauty worth the battle
Who has written your name
On a white stone carved in secret
Hold you

May the Spirit
Who has waited millennia to fill you
Who shaped the word that moved the wind
Of the morning that conceived you
Who holds the earth on which you stand
As a midwife holds a newborn
Who fully knows you
Wholly own you

So may God
The faithful Father
God the scarred Son
God the sculpting Spirit
Journey with you

As we close out 2024, the Missions Leaders Blog has been around for about 18 months. We’ve been thankful for the opportunity to share lessons and encourage other leaders who are pursuing pioneering work among the unreached.

We have some exciting things in store for 2025, as we launch a new ministry focused on helping missions team and ministry leaders abide, lead effectively, and pursue multiplying ministry throughout the world.

But for now, here are some of the top posts from 2024 along with some of our favorites!

Most-Read Posts in 2024

1. Team Conflict
2. Women in Leadership
   • Other posts from Women in Leadership:
   • Internal Barriers (Part 1)
   • Internal Barriers (Part 2)
3. Spiritual Warfare Part 1 and Part 2
4. Be Barnabas – What is a NAV?
   • Other posts from the Be Barnabas series:
   • Be Barnabas: Intro & Mint’s Story
   • Why Be Barnabas?
   • Who Was Barnabas from the Bible?
   • How to Find a NAV
   • How to Partner with a NAV
   • Be Barnabas – Life Together
5. Lessons from Cancer: Suffering Leads to Surrender
   • Other posts from the Lessons from Cancer series:
   • Lessons from Cancer: Surrender the Self to the Point of Death
   • Lessons from Cancer: Receive Resurrection Life and Power

Team Conflict continuing to be a highly read post just highlights for us how prevalent and intense of a topic interpersonal conflicts on missions teams continues to be. Although this topic arguably has the most resources, team conflict can be an issue that can make or break teams. In the past 10 years, Jenn in particular has mediated several conflicts in and out of our team (including an 8 hour session this past year). Please reach out to contact@missionsleaders.com if you’re desiring specific coaching around conflict mediation!

Women in Leadership takes the second spot! Research shows that single women outnumber single men on the field up to a ratio of 7 to 1! And despite the great need for leaders among the unreached, there remains significant confusion and numerous internal and external barriers for women to enter into roles of missions leadership. Jenn will continue to break down these issues to encourage and empower women throughout the unreached to take up the role God has called them to!

Spiritual Warfare was one of our earliest posts, and one that people ask us about most frequently. The Enemy’s opposition is strongest against those pushing forward the Kingdom on the front lines. Goers, and especially leaders, need to be equipped and able to equip others to engage in spiritual warfare.

The role of Barnabas and lessons of suffering that lead to surrender and resurrection life are two of the topics that we felt were most important for us to share on this blog.

Our Favorite 2024 Posts

1. Reflections from 10 Years on the Field – Part 1 and Part 2
2. Be Barnabas – Life Together
3. How to Recruit Teammates Part 1 and Part 2

Reflections from 10 Years on the Field was the culmination of Steven’s processing during our first sabbatical this past summer. The sheer volume of intensity and weightiness from our time starting a new team and leading it to expand into three teams was surprising and churned up a lot of emotions to bring to the Lord. But ultimately, that reflection and processing led to gratitude and joy that God allowed us to be a part of so many significant moments, relationships, and Kingdom opportunities.

Be Barnabas – Life Together is one of our favorite posts, not only from the series, but overall. We were both in tears as we wrote this post, praising God for allowing us to have such close relationships with our Thai partners. There are many biblical and strategic reasons to take a Barnabas role as an outsider pursuing movements, but the relationships we get to invest in and that we receive blessing from are some of the things we most cherish from our time on the field.

How to Recruit Teammates is similarly another topic that many new team leaders ask us about. Ultimately, the Lord will bring the right people to your team. Although it can be a pain sometimes (a lot of times!) to enter into all the cultural transitions, interpersonal conflict, and personal development issues that come with leading new teammates, looking back at how the Lord has given us some of our closest friends and co-workers filled us with thankfulness that we had the privilege to lead others towards Jesus and his purposes.

That’s it for 2024! We’re eager and ready to post more resources and stories for missions leaders in 2025. To those reading, may Jesus draw so nearly to you through abiding that you experience oneness with him, and that oneness would lead to many others to know the hope that we have in him.

Team conflict on the field is a fact of life. Many studies of missionary field teams have found that “disagreements with other missionaries” is one of the top reasons for preventable missionary attrition. Because team leaders bear the responsibility for the health and thriving of their team, we need to be prepared to face and help resolve conflict as proactively as possible. When conflict is managed poorly, we put ourselves and our teams at risk. At best, time and emotional energy are consumed by escalating conflicts and at worst, people leave the field prematurely. But if conflict is managed well and if expectations are healthy, then these moments of disagreement can become opportunities to imitate Christ, to grow toward one another, and to develop deeper trust on your team! 

I personally dislike conflict and become very anxious at relational disharmony. I wouldn’t say I am particularly good at shepherding either. So when we launched, I prayed often for God to quell dissent and to bring our team unity and peace. While I have seen him answer that prayer many times, that unfortunately did not stop our team of 13 from experiencing conflict with one another. Many times Steven and I were required to mediate, lead, and help our people live at peace with one another. It has never been easy and we made a lot of mistakes, but over time, we have learned some skills and expectations that have helped us to navigate and resolve conflict well.

God’s Heart For Unity

In John 17, Jesus prays for those who will believe (that’s us!), that we would be one with each other and in Christ. In verse 23, Jesus says that the result of such unity would be that the world would know that the Father sent the Son and also they would see the love of Christ for them! Even though it might feel easier to avoid dealing with team conflict in the moment, it is good for us to remember that God’s heart is for us to be one with each other. Out of our obedience and love for Christ, let us continue to engage with and try to understand one another, even if it means stepping into uncomfortable and difficult discussions.

What Do People Conflict About? 

To be a healthy team does NOT mean that there is an absence of conflict. In fact, the absence of conflict might be a warning sign that people aren’t actually saying what they mean. It is natural for sinful people to clash, and even moreso when experiencing cultural stress and transition! However, conflict can be a powerful tool when approached rightly. These are times when people are most honest and vulnerable with one another, and healthy resolution can actually strengthen our teams as we seek to love each other like Christ! 

In our experience, the majority of conflicts we have dealt with revolve around missed expectations and miscommunication over “small” things. Roommate conflict, where to live, how money is spent, what to do about Christmas, the list goes on and on. Because these topics don’t feel weighty, we tend to push them aside or not take the time to reach full resolution. That’s when we miscommunicate. 

We have a tendency to assume that the other person understands our perspective. But what we often tell our teammates is – no one can read your mind! Good communication is a multi-step process.

What we say is filtered through our values, experiences, personality, and emotions which another person may not understand. And when that person takes in information from us, they are also filtering through their values, experiences, personality, and emotions.

Here’s a quick tip for leaders as you make decisions for your teams. In our experience, the topics that inspire the most pushback from team members are ones that make them feel like their personal lives are being challenged. Things like suggestions on how people should spend their time, parenting styles, or money may require more delicate communication. 

One of the most surprising conflict areas on our team was our team fellowship times that we had once a month. It was meant to be a time to have worship, fellowship, maybe a quick Bible study or encouragement, and have some fun as a team by playing games or watching a movie together. Once a month! To us as leaders, it felt like such a low-risk activity that everyone would be excited to be a part of.

To our amazement (and, confession, with some eye rolling), everybody had opinions and missed expectations about our team fellowship time. People didn’t like what food was chosen or how much money was spent on it, some people didn’t really want to have Bible study time, some people didn’t like games and felt alienated when we started playing games, some people had opinions about the movies we would watch, some didn’t like the worship songs that were picked. Everyone was filtering their expectation of team fellowship around their lens and preferences, and because we as leaders had assumed it was a low-hanging fruit activity, we never got to a point of clarity about what people wanted or hearing feedback from them. We had to have several different low-level conflict resolution conversations, either with groups of people or individuals, to resolve the misunderstandings or manage expectations correctly. None of those topics – food, fun, songs, etc. – were really a big deal at the end of the day. But because of the missed expectations from multiple people in multiple areas, team fellowship ended up being one of the more anxious and difficult things that we did. After resolving conflicts and communicating expectations more clearly to our team, it became one of the favorite parts of team life. We couldn’t get people to leave our apartment! Steven, because he is an old person that doesn’t like fun, would literally have to tap out at 1am to go to sleep while people kept hanging out!

Although we have found that many small conflicts stem from missed expectations, cultural differences, and miscommunications, sometimes conflicts do have more serious roots where deep values or personalities clash. In these cases, more time and care will need to be taken, and you might consider a more formal mediation process. Below, I’ll break down the process for how to engage in these more serious conflict resolution situations. This process works for situations where you are personally in conflict with someone, or if you are mediating conflict for people on your team.

When to Engage v. Letting Things Go

In Proverbs, Solomon instructs us that “A man’s wisdom gives him patience, it is to his glory to overlook an offense.“

In Romans, Paul instructs the church, “If it is possible, as far as it depends on you, live at peace with everyone.” In general, if we are able to have peace in our heart towards our teammates and co-workers, then we should try our best to avoid conflict. Not only that, the Bible says that overlooking offense is to our glory. However, why does Paul say the phrase, “if it is possible?” Are there times when it is not possible to live at peace? 

In those situations, when trying to work with a difficult person, rather than write them off as peace destroyers, I believe the most loving thing we can do is engage them in order to try and reach a point of understanding. 

When should you take action to clear the air? Here is a list of situations where you might consider having a crucial conversation: 

• The Spirit calls you to engage with a brother or sister directly.
• If someone is living in some sort of sin or operating under misunderstandings that need to be corrected. 
• Something a brother or sister is doing is impacting themselves, the ministry, or the team in adverse ways. 
• If you are not able to experience peace or work with this person without bitterness for more than 24 hours. If you pass that 24 hour mark without resolution, then bitterness often festers in the form of telling ourselves untrue stories or escalating behaviors. Although it’s uncomfortable, if a conflict resolution conversation needs to happen, it’s always easier to do it earlier rather than later.

Before you Engage: 

In our experience, entering into conflict unprepared is often a recipe for disaster. As tensions rise, so do the heat of our emotions, and we become less gracious and clear in our communication. However, the goal of a conflict is not to win or to make another person feel bad. Our objective, as members of the body of Christ, should be for the restoration of our brother or sister and for peace.

If you need to have a crucial conversation with a teammate, take the time to examine your heart and get your facts in order. Ask yourself these questions: 

• What is the story I am telling myself? Is it true? 
• What are my emotions when I consider the situation? When I consider the person? 
• What is the situation from this person’s perspective? Is it true? 
• What do I want this person to know? Why?
• Do I need to ask for forgiveness? Do I need to forgive them? 
• Am I just trying to win? Or am I trying to help my brother/sister? 
• After all this reflection, do I still need to talk to them? 

Ground Rules for Engaging Each Other

It is very important to understand that the goal of a conflict or a crucial conversation is NOT to win or to punish. At the end of the day, you are on the same team and your goal is to help reach a point of peace, mutual understanding, and to help one another grow in the process. You are trying to get on the same page and to find ways to resolve and ensure that similar misunderstandings don’t happen again. Here are some tips for how to engage in a crucial conversation: 

• Pray – Pray often for the Spirit to be with everyone involved and to soften hearts to hear the truth. 
• Check your heart – Am I humble and ready to engage with love and a desire to reach resolution? Am I willing to be wrong? 
• Set a time – If you are wanting to bring something up, set a time where both parties understand the goal is to hash out the conflict. Nobody likes to be blindsided. 
• Make it your aim to listen – So often when we feel offended, we want to get everything off our chest. However, there are always multiple sides to a story, and it’s important that you are ready and able to hear the other person’s perspective.
• Allow for emotions – Team conflict can be very emotional. As much as is possible, don’t scorn the emotions people might be feeling, but allow everyone to express themselves safely. 
• Ask questions – Look for clarity if there is something you do not understand. Do not let underlying assumptions lie when there is an opportunity to clear things up. A helpful question / statement to pursue clarity would be to summarize what the other person says with the statement, “what I heard you say was…am I correct?” or to conversely ask, “what did you hear me say?”
• Use “I” statements – Refrain from making accusations. Instead of telling someone “you forgot my birthday”, reframe to speak in the first person. “I felt hurt when you forgot my birthday.” 
• Be willing to work towards a solution – Very seldom is a conflict truly one-sided. At the end of the day, we all usually play some sort of part. Be willing to own up to your mistakes and work towards growing and correcting your issues.

Peacemakers: The Four G’s 

There are many frameworks and processes to help guide us as we go through conflict. The one our team utilizes is called The Four G’s. Below is an abbreviated version of the process: 

1. Glorify God – In all things, we are to glorify God. How can we glorify God in the midst of conflict? Take some time to pray together and invite his Spirit to come and help you reconcile. Ask for his help to give you humble and loving hearts toward one another. 
2. Get the Log Out of Your Eye – Every conflict has two sides. Start by confessing where you have sinned, where you have offended, or where you have felt judgmental or critical. 
3. Gently Restore – Take time to share where you have been hurt by the other person, and ways they may have contributed to the conflict. The goal is to restore your brother or sister to alignment with Christ, and to help them change for the better. 
4. Go and Be Reconciled – Genuinely forgive one another and seek to continue to live as brothers/sisters. 

God has designs for conflict that extend far beyond just solving the problem. He uses conflict to build unity, to help us self-examine, and to give us opportunities to support one another and push one another toward Christ. Even though it can feel difficult, unfair, or like a waste of time to navigate conflict, we can trust that his purposes are good and higher and that he is with us as we work to love one another. It’s worth it! May God use the unity on your team as a witness for the lost in your contexts as they see your love for one another!

“My prayer is not for them alone. I pray also for those who will believe in me through their message, that all of them may be one, Father, just as you are in me and I am in you. May they also be in us so that the world may believe that you have sent me. I have given them the glory that you gave me, that they may be one as we are one— I in them and you in me—so that they may be brought to complete unity. Then the world will know that you sent me and have loved them even as you have loved me.

John 17:20-23

Resources

• Crucial Conversations by Joseph Grenny
• Dare to Lead by Brene Brown
• Humility by Andrew Murray