556 words … Short read with strategic mechanism.
We all know that organizations, ministries and churches rise and fall on leadership.
Some believe that leaders are only born. Others believe that they can be developed. And there are variations on these themes across a lengthy continuum.
There are laws and principles and maxims.
All seem to include some collection of leadership qualities including character, competence, capacity and commitment.
Most point to the importance of both leadership culture and leadership systems.
Pipeline … farm team … greenhouse.
Why is it, with all of these models, philosophies and plans, that the number one answer I’ve been getting for the last 25 years when I ask senior pastors their greatest need is this …
“leaders.”
“We need more leaders. We need better leaders. And we need them more quickly.”
What if I told you that leadership development is not enough.
Consider the following image.
In this graph, the blue line represents the leaders that are needed to execute your church’s vision and mission. The green line represents the leaders that you have. And the red space between the two is your leadership gap.
I’ve yet to come across a church, even those with a powerful leadership culture and frictionless systems, that has all the leaders they need … and more.
So what’s the answer?
It’s what I call leadership discovery.
More on how it works after the following on another way to deepen your leadership bench.
Residency and Intern Programs can either be a great help or a miserable headache. Which is yours?
Almost all growing large churches have one of these programs. Is it time to take yours from disorganized and scattered to organized and professional?
In the past several years my colleague Dave Travis and I have developed tools to help churches refresh, relaunch and start their own residency and intern programs. These programs can provide great leadership development experience AND give great lift to your church’s overall program.
We have a free e-book that illustrates five approaches to these programs.
To request a copy – just email me at greg.ligon@generis.com
We also do a FREE RoadMap call with teams from churches to help you analyze your own situation and provide some next steps you can execute. We would love to chat with you.
How does leadership discovery work?
First, keep your eyes open for those that are already leading groups of 50 … inside and outside your church. You may discover them in one of the following roles:
Business owner or executive
Teacher/school administrator
Non-profit leader
Scout troop leader
A high capacity volunteer in one of your ministries
PTA President
Homeschool Coop Leader
Coach
They’ve already been developed as a leader which is demonstrated by the reality that they are leading. They may need some specific ministry skills training and discipleship but the leadership development has happened on someone else’s watch … and nickel.
Second, keep a list.
Every new behavior is cemented through a mechanism. In this case it’s keeping a list of 5+ potential leaders. You lead the way as senior pastor, but drive it deep by making keeping a list an expectation of everyone on your staff.
Third, engage those on the list.
Once a month, create some kind of connection - quick call, personal email or text, share a meal, etc. Encourage, challenge, develop and pray. And be open to God’s timing for inviting them to lead.
Finally, have a regular rhythm with your team when you do “list drills.”
Who’s new on your list?
Who’s ready for an invitation to lead?
Where are you discovering your greatest leads?
And most important, who will take the next step and when will they take it?
Email me your innovation experiments and stories at greg.ligon@generis.com.