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Archives For Leadership Development

You’re frustrated because your new leader isn’t working out like you thought. When they first started they were so enthusiastic. But now their commitment is waning, they seem complacent and if you’re honest they’re not being very effective.

This scenario is repeating itself way more frequently than you’d like and you’re getting discouraged. So you find yourself in that same old place of asking, “What’s wrong with these people?”

If this is a reoccurring issue then chances are you don’t have a people problem, you have a system problem.

Think of someone in your area of ministry that fits this scenario. Now let’s ask some diagnostic questions:

  • Did you screen them ahead of time by having them complete a questionnaire identifying their Gifts, Passion, Personality and past experiences?
  • Did you give them a season to pray and observe the ministry in action before they said “Yes” to serving in the role?
  • Did you meet with them 1-1 to discuss role and responsibilities?
  • Did more than one person interview them and agree they were the right person for the role?
  • Did you give them a written role description and go over it with them?
  • Did you provide training in the specific skills you expect for that role?
  • Are you providing ongoing communication, support and development?
  • Are you providing feedback on their strengths and growth areas?
  • Are you providing the opportunity for peer to peer learning?

Most leaders haven’t received this type of systematic onboarding and development. So let me ask: Is the Core Problem THEIR SKILL or is the Core Problem YOUR SYSTEM?   A strong system can produce a strong leader.

Approach #1

Talk, talk, talk. Talk, talk, talk, talk. Talk some more, a little bit more, and just a little more. And now end by talking.

Approach #2

Ask a question. Another question, another and yet another. Ask a self-assessment question. Ask an observation question. Ask about their point of view.  Ask about their past experience.  Ask their opinion.  And ask an insight question.

Now share an insight from your experience. Now back to asking a question.  Another question and another question.

I’ll leave it to you to decide which you believe is the better approach.

Every organization has a small handful of model leaders that exemplify what it means to lead well. They have the right skill set, they’re admired by others, they handle situations with maturity and wisdom. They are the one’s you wish you could replicate over and over.

Odds are those model leaders didn’t learn their leadership acumen from your organization’s quarterly four-hour turbo training. (Sorry to be the one to break the news to you).

While they may have enjoyed it or appreciated it, that’s not where they gained the leadership character and competency that’s so evident today.

If you would ask them (and I would encourage you to do so), you will likely find they attribute their development to one of two things. 1). An individual who believed in them and poured into them over an extended period of time. 2). An opportunity they had to lead that stretched them.

Isn’t that true of most of us? You don’t have to stop offering your quarterly turbo training. But I would certainly entertain the ideas of 1). having your existing leaders pour into your potential leaders over a period of time. 2) Giving potential leaders stretch assignments that will challenge them to grow.

When you do you’ll find more model leaders emerging within your organization.