Leadership. We all get tired of hearing about it. The problem is, every church (or organization for that matter) rises and falls on leadership. Leadership becomes the thrust or the weight of a church or organization. Here is a quick lesson on DNA (Developing Next Leaders). This is my response and adaptation to principles taught in George Barna's 2008 release of, "Master Leaders". I will place the discussion in the setting of the church world.
Every church needs to replenish it's leadership and maximize the gifts and talents of the congregation. Out of valuing shared-ownership and delegation, a plurality of leadership with a singular vision can arise. The quick elementary process looks like this:
The Selection Process of Leaders
Look for a sense of calling or desire
Look for character and integrity
Look for competencies or gifting and skill-sets
The Development Process
Every organization has a DNA to be placed in the protégé (the unique and identifiable trait)
· Every protégé has a sweet spot and placing them there is primary to their success
· Every leader must recognize that it is a process to develop protégé’s – and that process includes both curriculum and life coaching (patience)
Building the team takes these important principles. They may change in some settings, but, these are my non-negotiables in putting together the right team around you. When looking at shared ownership in a church or company, seek to include the following thoughts also. Your church or organization will experience dual loyalties and multiple personalities in vision if you are not careful to guide the leadership process. So, finally, every template that trains developing leaders should include the following non-negotiable elements:
EDUCATION – seminars, books, personal coaching, webinars, etc.
INSPIRATION – quotes, relationships, rewards, etc.
MODELING – servitude, attitude, mentoring, etc.
APPRENTICESHIPS – time-out of office to visit other comparable settings, office training by a pro, team organization within the staff, etc.
CREATIVITY – special occasions such as ‘jean day’ or ‘pizza lunch’, setting, point systems, etc.
I'm not sure what you meant by "read and join" but I read this.
ReplyDeleteKarl pasche
I just had an RA interview in which the main thing I put into the conversation was how the most important trait in leadership is exactly that - leadership. It's like you said, Jeff, everyone says the word and talks about leadership all the time in the church, but how much leadership is exactly taking place? I like the whole "non-neogtiable" mindset. That's where we go wrong a lot of the time and instead of following a pattern and set of laws of what leadership should look like, we go off in different directions and negotiate...a lot.
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ReplyDeleteLove it Grenell! If I could add one thing it would be in the selection process of leaders. I haven't done the reading yet but I would make sure that upon selecting/recruiting new leaders the key factor for me would be TEACHABLILITY!! Again that is something I would add to this already rock star list of ideas.
ReplyDeleteGreat thoughts, I am always looking to expand my view on leadership and what qualities I would look for in the future when selecting people to either replace me or work for me. I like the practical methods you presented and I believe it wil be very useful for me. In general, I like the set up of your blog and will definitely be following along!
ReplyDeleteThanks,
Joseph Robinson