Halftime: Reflections on 2026 and the Road Ahead

Halftime thoughts.

Every year around the year’s midpoint, I find myself pausing long enough to evaluate where God has brought me and where He’s still leading me.

The first half of the year—especially these past three months—has been marked by much-needed growth, course correction, new opportunities, and genuine healing. Not the kind of healing that arrives overnight, but the kind you only recognize when you look over your shoulder and realize the arrow is finally pointing upward again. I’m grateful for that.

Much of this progress has come through a combination of what God has been asking me to lay down and what He has been faithfully replacing it with. As Paul reminds us, God’s grace is made perfect in weakness, not because weakness is desirable, but because it becomes the stage upon which His strength is displayed (2 Corinthians 12:9-10).

That doesn’t mean grief has disappeared.

In many ways, I still consider “the griever” because I am one. I remain a recovering bereaved parent learning how to faithfully navigate a world that often doesn’t know how to care for those carrying profound loss. Scripture tells us to “weep with those who weep” (Romans 12:15), yet many people simply have never learned what that looks like in practice. They don’t intentionally neglect grieving people; they’re simply unequipped to enter pain they have never personally experienced.

For a grieving person, being understood carries tremendous emotional and relational value. As months and years pass, silence can begin to feel like abandonment. Invitations become fewer. Conversations become shorter. Friends move on with life while your world still feels permanently altered. Somewhere in the recesses of our minds, we begin wondering whether the relationship was ever as strong as we believed. Sometimes that conclusion is accurate. More often, it is simply the grief interpreting silence through wounded eyes.

One of the greatest lessons God has been teaching me is that misunderstanding does not automatically equal malice. Sometimes people aren’t withdrawing because they’ve stopped caring. They withdraw because they don’t know how to care. They fear saying the wrong thing, so they say nothing at all. Ironically, that silence often becomes the very thing that wounds us most.

Looking back, I believe one of the deepest forms of forgiveness is releasing people from the offense of misunderstanding you. Some of the harshest words ever spoken to me occurred during seasons when my autistic mind couldn’t fully process my own weakness while simultaneously navigating profound grief. There were moments when neither side truly understood the other. My pain was misunderstood, and their limitations were equally misunderstood by me.

The reality is that ignorance is unavoidable. If we’re living life together—raising families, serving in churches, investing in friendships—we’re all going to have moments of poor execution. We’ll say the wrong thing. We’ll say nothing. We’ll miss opportunities to show up. None of us perfectly reflects the compassion of Christ every single day. That’s why Paul exhorts believers to “bear with one another and forgive one another if any of you has a grievance against someone. Forgive as the Lord forgave you” (Colossians 3:13).

I’ve come to believe that grief matures our understanding of care faster than almost anything else. By the time someone has walked through profound suffering, they’ve learned that presence often matters more than words, consistency matters more than grand gestures, and quiet companionship often ministers more deeply than carefully crafted advice. Our expectations of others naturally rise because our own understanding of compassion has deepened.

But this is where humility must temper wisdom.

Most people haven’t walked through the valleys we’ve walked through. Their capacity to care exists within the boundaries of their own experiences. They aren’t necessarily uncaring; they’re simply still growing. Just as we hope others will extend grace toward grief they cannot fully comprehend, grieving people must also extend grace toward those who are still maturing in their understanding of compassion.

That realization has changed how I read 2 Corinthians 1:3-4. Paul describes God as “the Father of compassion and the God of all comfort, who comforts us in all our troubles, so that we can comfort those in any trouble.” The comfort God gives us isn’t intended to terminate with us. It becomes the pattern through which we learn to comfort others. Sometimes that also means remembering that not everyone has yet received the same lessons suffering has taught us.

At the same time, grief cannot become an entitlement card. It cannot become permission to remain bitter toward a world that no longer understands us. Nor can it become an excuse to avoid relationships and settings simply because awkward conversations might happen. Bitterness feels protective, but it slowly becomes another prison. Scripture repeatedly calls us toward forgiveness, not because every offense is small, but because Christ has forgiven infinitely greater debts within us (Matthew 18:21-22; Ephesians 4:32).

Some people genuinely have abandoned you. Others have failed you. Some will never apologize. Some may never even recognize the hurt they caused. Those realities are painful, but they are not outside God’s ability to redeem. “The Lord is near to the brokenhearted and saves those who are crushed in spirit” (Psalm 34:18). He sees every lonely moment that no one else noticed.

So let God deal with the abandoner and embrace the call to pray for them.

Release the hurt you’ve carried through the valleys and shadows. Don’t allow grief to collect resentment until bitterness disguises itself as conviction. That burden was never yours to carry forever.

If you’re faithfully pressing into Christ day after day, He will gradually give you the strength to surrender every source of hurt into His hands. Forgiveness rarely begins with strength; it begins with surrender. We forgive because we’ve first been forgiven. We extend grace because we’ve first received grace. And we continue moving forward because nothing—not grief, misunderstanding, abandonment, nor even death itself—can separate us from the love of God that is in Christ Jesus our Lord (Romans 8:38-39).

Perhaps that is one of healing’s greatest milestones. Not when grief disappears, because it won’t this side of eternity, but when forgiveness quietly becomes greater than offense, hope becomes stronger than despair, and the arrow—by the grace of God—continues pointing upward.

Cover graphic creds: ChatGPT

Expired Fruit: Why Past Faithfulness Doesn’t Excuse Present Dysfunction

As discussed in my last post, there is a difference between honoring leadership and respecting image preservation.

While Scripture commands us to respect those who labor among us, it also refuses to place any leader beyond examination, correction, or accountability. Somehow, in many churches, ministries, and organizations, we’ve managed to preach the first half while burying the second, using “protect the anointing” phraseology as an umbrella where insecurity, favoritism, micromanagement, even misconduct are tolerated.

But it usually doesn’t start there.

Most toxic cultures don’t begin with self-serving intentions. They begin with leaders who once did tremendous good.

Perhaps they pioneered something meaningful. Maybe they sacrificed deeply. Maybe they built ministries, companies, schools, nonprofits, or movements that changed lives. Maybe they weathered storms that others never saw.

All of that can be true.

But yesterday’s faithfulness does not exempt today’s behavior from scrutiny.

Past fruit is not a lifetime immunity badge. No organization is above the law. No leader is above correction. No “good old days” testimony can serve indefinitely as a veil covering present dysfunction.

The danger emerges when the narrative becomes: “Look at all the good they’ve done.”

As though that somehow settles every concern. As though the people closest to the problems simply lack perspective. As though those asking questions are disloyal. As though silence is maturity.

It isn’t.

Because the moment preserving an image becomes more important than pursuing truth, the culture has already begun to drift.

Jethro Saw What Moses Couldn’t

One of the most overlooked leadership moments in Scripture comes in Exodus 18.

Moses loved God. Moses was called. Moses had demonstrated extraordinary faithfulness. Yet Jethro looked at him and essentially said: “What you’re doing isn’t working.”

“What you are doing is not good. You and these people who come to you will only wear yourselves out.” (Exodus 18:17-18)

Imagine that.

Moses—the man through whom God parted the Red Sea—was told that his leadership structure was unsustainable. Jethro wasn’t dishonoring Moses. He was protecting both Moses and the people.

He recognized something leaders often miss when responsibility concentrates at the top: The people suffer.

Jethro’s solution wasn’t blind loyalty. It wasn’t, “Everyone just support Moses harder.” It wasn’t, “Stop questioning and trust the process.”

It was accountability through structure. Shared responsibility. Distributed leadership. Healthy support systems.

“Select capable men from all the people—men who fear God, trustworthy men who hate dishonest gain—and appoint them…” (Exodus 18:21)

Notice the qualifications. Capable. God-fearing. Trustworthy. Hating dishonest gain. Not merely agreeable. Not merely loyal. Not merely protective of leadership’s reputation.

Their purpose wasn’t to become professional yes-men. Their role was to support both Moses and the people.

Middle Managers Aren’t Human Shields

Healthy organizations understand this instinctively.

Middle leadership exists to bridge. To advocate upward and downward. To communicate concerns from subordinates to executives. To translate vision into practical care. To equip teams. To identify problems before they become crises.

They do not exist to absorb dysfunction generated from above. Nor do they exist to suppress concerns to preserve appearances.

If every concern raised by frontline employees dies in middle management because someone fears upsetting the Executive Director, CEO, President, Senior Pastor, or founder, then leadership has ceased to function as stewardship and has become image management.

The lower half of an organization cannot continually compensate for the gaps left by the upper half. Subordinates cannot indefinitely provide the emotional intelligence, conflict resolution, humility, and accountability that senior leadership refuses to exercise.

People eventually run out of capacity. They burn out. They disengage. Or they leave.

“If You Don’t Like It, Leave”

Sometimes that’s exactly what happens.

And ironically, unhealthy leadership often interprets the exodus as validation.

  • “Good riddance.”
  • “The wrong people are leaving.”
  • “God is purging the disloyal.”
  • “They couldn’t handle authority.”

But what if the departures aren’t evidence of rebellion?

What if they’re evidence of unresolved problems? What if sensible people with both healthy minds and compassionate hearts simply recognize fire when they smell smoke? What if repeated turnover isn’t proof of purification? What if it’s proof of suffocation?

The irony is painful.

The tighter toxic leadership closes its fist to secure control, the more people slip through its fingers. The very thing they fear losing becomes the outcome their methods produce.

Because fear can force compliance for a season. It cannot cultivate trust. Manipulation can manufacture unity for a moment. It cannot sustain genuine loyalty.

Unity Is Not Uniformity

Biblical unity was never intended to mean unanimous agreement with leadership.

Why? Because real unity makes room for truth. For questions. For dissent without retaliation. For hard conversations conducted with humility.

Paul publicly confronted Peter when Peter’s actions compromised the Gospel (Galatians 2:11-14). The early church gathered to reason together through conflict in Acts 15. Even Nathan confronted David.

Correction wasn’t viewed as betrayal. It was understood as love.

“Faithful are the wounds of a friend…” (Proverbs 27:6).

Yet some environments redefine unity to mean certain cooperation, even silence.

Don’t ask. Don’t challenge. Don’t notice patterns. Don’t connect dots. Just smile. Support. Protect the anointing.

At that point, unity becomes something entirely different. It becomes coercion wearing spiritual language.

Everyone Has a Voice

  • Will every complaint be valid? No.
  • Will every accusation prove true? No.
  • Will every frustrated employee be completely objective? Of course not.

But when concerns repeatedly surface from thoughtful people across different levels of an organization, dismissing every voice as bitterness eventually becomes its own form of deception.

Especially if those voices are consistently met with defensiveness rather than curiosity.

People can accept difficult answers.

What they struggle to accept is being unheard. A voice that perpetually falls on deaf ears eventually stops speaking. Not because it lacked merit. But because it learned the outcome had already been decided.

James instructs believers to be:

“Quick to hear, slow to speak, slow to anger” (James 1:19).

How often do organizations reverse that order?

Quick to defend. Quick to explain. Quick to protect. Slow to listen.

The Strongest Leaders Don’t Fear Accountability

The most secure leaders I’ve encountered don’t panic when questioned.

They don’t interpret feedback as mutiny. They don’t demand perpetual affirmation. They don’t surround  themselves exclusively with people who echo their opinions.

They understand something profoundly important:

  • Accountability doesn’t diminish authority. It legitimizes it.
  • Correction doesn’t weaken leadership. It strengthens it.
  • Transparency doesn’t destroy trust. It builds it.

And repentance—when necessary—is not evidence that anointing has departed. It’s evidence that humility remains.

Perhaps protecting the anointing has less to do with shielding leaders from scrutiny and more to do with protecting the integrity of what God entrusted to them in the first place.

Because God’s people deserve healthy leadership. Leaders deserve healthy support.

Middle managers deserve the freedom to advocate truthfully in both directions. And organizations deserve cultures where righteousness is valued more highly than reputation.

Christ-centered institutions should be the safest place in the world to tell the truth. Not because truth is painless. But because Christ Himself said:

“Then you will know the truth, and the truth will set you free.” (John 8:32).

Anything less may preserve appearances for a season.

But eventually, every veil wears thin. And when that happens, the question won’t be whether concerns existed. The question will be whether anyone had the courage to listen before people felt they had no choice but to leave.

Cover graphic creds: Pkfuel.com