The 411 is now Ministry Momentum Mentor
Fresh Pointers, Prompts, and Practical Help for Real-World Church Leadership - Issue 1
Welcome all former 411 readers.
I intend to equip you with tools to help build your leadership and that of your team. I read about 50 different newsletters a week to find the best pointers for your enrichment.
Three Sections This week. Pointers, Prompts, and Promo
Pointers – Things to check out and why
This post from Susan Cain stuck with me. Do I really want a quiet life? I think I do. Do you?
He is speaking about the Levites. Go read the whole thing. But two quotes:
“It means helping them to become what God intended for the Levites – to be the creative class of the nation. I think that is why God retired them when they were still vital and learning. It means becoming mentors to the next generation of a whole tribe of connected, creative and competent people.”
“There is the responsibility to serve with no other inheritance by being dependent on others. The responsibility to continue to grow and then contribute to the growth of others. Finally, the responsibility to call those we serve to accountability when they have become corrupt and begun to worship other gods. Levites are never done. They never fade away. There is always a calling for them wherever they are.”
Prompts – and why it matters
Leadership Development Program failures
One of the big regrets from leaders moving towards their handoff? Not spending enough time developing other leaders.
But straight off the shelf things only help marginally. You need your own.
This article from McKinsey Quarterly discusses four common mistakes in leadership development programs and how to overcome them. Here are the key points and applications for you.
1. Overlooking Context
Implications for larger churches:
- Tailor leadership development to the specific needs and goals of the church, such as growth strategies, community outreach, or spiritual formation
- Focus on 2-3 key competencies that are most critical for YOUR church leaders, rather than a long list of generic leadership traits
- Design programs that address different leadership levels within the levels of leadership pastors
2. Decoupling Reflection from Real Work
Implications for larger churches:
- Integrate leadership development with actual church projects or initiatives, such as launching new ministries or improving existing programs. In other words, always have an apprentice alongside the primary leader.
- Provide opportunities for leaders to apply new skills in real church situations, balancing theoretical learning with practical application. You do that doing reflection AFTER the Real Work.
3. Underestimating Mind-sets
Implications for larger churches:
- Address underlying beliefs and assumptions that may hinder effective church leadership, such as resistance to change or fear of delegation
- Incorporate spiritual formation and biblical principles into leadership development to align mindsets with the church's values and mission
4. Failing to Measure Results
Implications for larger churches:
- Establish clear metrics to evaluate the effectiveness of leadership development programs, such as improved ministry performance or increased volunteer engagement. Or maybe the most important – MORE QUALIFIED LEADERS AT A NEW LEVEL.
- Measure the impact of leadership development on key church objectives, such as membership growth, community impact, or spiritual maturity of the congregation
If you want a team application discussion guide, please email me directly. Dave.Travis@Generis.com. “Put Leadership Development discussion guide” in the subject line.
Promo
· Hit me up on LinkedIn here.
· Help me pick my next five webinars here.
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Thanks for reading. More in two weeks.