Over the past 2 weeks of posts I’ve been sharing about Seacoast Church Leadership Development Strategy. One of the key points I’ve made is – Every church needs an intentional strategy for developing their existing and potential leaders. It doesn’t have to look like ours, create your own, put something together that works for your culture. But no matter what you come up with here is a critical question: Are we focusing on information or transformation?
I’m afraid that too often when we think about leadership development we become infatuated with dispensing information. It is easy to forget that IT’S NOT LEADERSHIP DEVELOPMENT IF THE LEADER IS NOT DEVELOPING, growing and changing. You see when Jesus did leadership development with his disciples they were transformed. They were not the same men they had been three years earlier before meeting him.
One of my favorite passages that show the impact of Jesus leadership training is Acts 4:13. Peter and John had been arrested and brought before the religious leaders for questioning. Luke writes, “When they saw the courage of Peter and John and realized that they were unschooled, ordinary men, they were astonished and they took note that these men had been with Jesus.”
What can you do to ensure that your leadership development efforts focus on transformation not just dispensing information?
Mac:
How insightful! I wish more churches would adopt this strategy. Leading is truly about transformation.
Thanks for what you do.
Mac, Here is the basic grid I use in helping congregations grow in capacity of Ldsp Development.
#1 – Intentional Process – Who will champion spotting, encouraging and challenging surfacing leaders? Who will help the developing leader craft a growth plan for holistic healthy, kingdom investing IMPACT? Who are the coaches who help the developing ldr win? What are core competencies most leaders will need to master to a level of transferring them to others?
#2 – Informal — Are current leaders doing life with developing leaders and alert for teachable moments?
#3 – Culture of Organization – Does the system for approving, giving permission, and empowering of leaders in place. If the same people are elders, ministry team leaders etc., without new people “bubbling up” it indicates a need to address barriers that have built up in the organization. The hurdles have to be demolished and a structure that encourages movement grown.
Thanks for Sharing Roy, Good stuff. Love what you do to help churches around the world!
This is good. I’m glad you commented on my blog so I could find yours. Added to my Google Reader today.