Mac's Blog

Equipping Leaders To Multiply

Who are Your Top 10%

I was doodling on a legal pad on a flight back from Chicago when I found myself drawing out a church’s organizational structure (yeah, I know most people doodle stick men…I doodle org charts).  As I was looking at the structure and the names in those boxes a flood of questions hit me.

  • How old are the top 10% of the leaders?
  • How many of the 10% are over 40 years of age?
  • Who are the 40+ somethings raising up in leadership?
  • How many young leaders are the top 10% investing in?
  • If the top 10% suddenly disappeared who would be in charge?
  • Who will be the decision makers in the church in the next 10 years?
  • What leadership opportunities are  Next Gen leaders being given?

This particular church had 73% of their top 10% who were over 40 years old.  This is probably pretty typical, but it made you ask what is being done to bring Next Gen leaders to the decision making table?

LEADERSHP TOOL:

Give this a try with your team.

1.  Make copies of your organizational chart.

2.  Get your team together, read and discuss 2 Timothy 2:2

3.  Next take a look at your top 10% (by the way the top 10% do not have to be on staff) and ask yourself the questions listed above.

4. Record your observations.

5.  Work together as a team and write out your next steps.

Email me at maclakeonline@gmail.com I’d love to hear your ideas and insights.

Need a tool to disciple young leaders in your church?  Check out our Discipling Leaders Series HERE.

Reader Comments

  1. Mac, you are the man! Your simple and easy-to-follow insights make leadership development a little bit easier to apply!

    1. Hey Chris, thanks for stopping by the new blog and checking it out. Should be ready to launch in a few more days. Thanks for the encouragement.

  2. Mac, got directed into your blog today from some folks on Twitter. Found this post while poking around. Love it!

    Quick question: How do you define “top 10%”? Do you mean the boxes at the top of the org chart or are you using a performance measurement?

    The reason I ask is that I’m working with a pretty flat organization and I’m wondering if I should just apply it across the entire top level or narrow it down (~30 people in the flat level).

    Love to hear your thoughts.

    Thanks,
    Bubba

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