"Strategy for Growing Leaders while Maintaining Other Ministry Efforts" - by Bishop Martin Wilson, Th.M

Defining Leadership Development Goals

To embark on an effective strategy, it is vital to clearly define the leadership development goals for the ministry. This involves identifying the specific skills, attributes, and competencies that need to be cultivated in future leaders. Establishing this guiding framework will lay the foundation for the entire strategy.

Insufficient training and preparation can lead to negative emotions and frustration among individuals taking on responsibilities within the ministry. Feeling overwhelmed and ill-equipped, they may struggle to fulfill their roles successfully, potentially leading to resentment towards the ministry or its leadership. To avoid setting people up for failure, honesty is crucial. When individuals express nervousness in their roles, it indicates a lack of preparedness. While some nervousness is normal, it is essential to provide proper training to ensure individuals feel prepared, confident, and supported in their positions.

Sustaining Momentum

John Maxwell's Law of the Big MO, or momentum, emphasizes that effective leadership is about inspiring people to work with you because they genuinely want to, not because they have to. It is vital to maintain progress in other ministry projects, harnessing both positive and negative momentum.

Positive momentum is generated when individuals are passionate about the ministry's mission and feel inspired to contribute their skills and efforts. On the other hand, negative momentum arises when individuals feel obligated, bound by tradition, or resistant to change. Addressing negative momentum is critical as it can hinder the ministry's progress and effectiveness.

To sustain positive momentum while minimizing negative momentum, it is crucial to foster an environment where individuals genuinely desire to be part of the ministry. This can be achieved by promoting a culture of collaboration, open communication, and servant leadership. When people feel valued, heard, and empowered, they are motivated and actively engaged in the ministry's initiatives.

Placing a Demand on Leadership

While attending prayer services and revivals are important, it is equally vital to prioritize training and personal development opportunities. By solely focusing on preaching salvation to those who are already saved, we risk producing leaders who excel spiritually but lack necessary skills. These leaders may struggle with interpersonal skills, potentially driving people away from the church.

To ensure continued positive growth and minimize negative momentum, we must establish an environment where people genuinely desire involvement in the ministry. In today's context, millennials seek personal development and engagement rather than being passive listeners. Promoting teamwork, openness, and leading by example are essential to foster a culture where individuals feel appreciated, listened to, and trusted. Motivated and actively involved individuals contribute to the success of ministry projects.

Openness to Hard Conversations

As leaders, we must be open to hard conversations. Creating an atmosphere where leaders feel comfortable approaching us and expressing concerns is vital. We need to be receptive when our leaders recognize the need for change or adjustments due to exhaustion among the congregation. Blaming people for low attendance or continuing with ineffective approaches is counterproductive. Instead, we should seek honest feedback from our congregation, acknowledging their lack of participation as valuable input. This feedback enables us to adjust and improve our strategies effectively.

Lack of motivation among staff and key leaders can have detrimental effects on overall productivity and morale within the ministry. When communication breaks down, and morale decreases, missed opportunities often follow. Identifying symptoms and addressing the root cause of the lack of motivation is essential.

Setting Leadership Development Goals

The first step in setting leadership development goals is clarity. Clearly define what needs to be accomplished. If the objective is limited to conducting services and engaging in religious activities, leadership development may not be a priority. However, when specific goals are established, it becomes possible to identify the necessary skills, attributes, and competencies to cultivate in future leaders.

For instance, promoting someone with no experience working with young people, poor communication skills, and a lack of passion for youth ministry may hinder their ability to connect effectively with the youth and develop engaging activities.

It is crucial to identify potential leaders within the ministry. Look for individuals who demonstrate strong qualities such as effective communication, a strong work ethic, the ability to inspire and motivate others, and a willingness to take on new responsibilities. Evaluate individuals who have shown initiative, problem-solving abilities, and a track record of successfully leading small teams or projects.

While potential is encouraging, verify an individual's ability to deliver actual results before promoting them to a leadership position. Tangible results are essential, particularly when dealing with the lives of individuals. Promoting someone based solely on potential may set them and the ministry up for failure if they are not capable of handling the responsibilities of a leadership role.

Key Traits to Look For

When considering potential leaders, it is essential to evaluate their track record. While potential is a valuable indicator, ensure that the individual has a proven record of delivering results. It is equally important to consider the five major biblical traits essential for effective leadership in a ministry setting:

1. Integrity and Honesty: A leader lacking integrity and trustworthiness should not be considered. Discernment and prayer are necessary to assess an individual's character, going beyond their self-reported history.
2. Humility and Servanthood: Leaders should display a humble and servant-hearted attitude. This ensures a focus on the needs of others and a willingness to serve those they lead.
3. Wisdom and Discernment: Leaders need the ability to make sound judgments, wise decisions, and apply biblical principles to navigate complex situations effectively.
4. Teachability and Coachability: Leaders should be open to learning, growth, and receiving feedback. A willingness to be coached and seek opportunities for skills development is essential.
5. Results-Oriented: Leaders must have a proven track record of delivering tangible results. Potential alone does not guarantee success.

By considering these traits, we ensure that potential leaders possess the necessary qualities to lead effectively in a ministry setting.

Conclusion

Developing leaders while maintaining other ministry efforts requires a well-crafted strategy and deliberate action. By defining clear leadership development goals, sustaining positive momentum, promoting an environment where individuals genuinely desire involvement, and being open to hard conversations, ministries can effectively grow leaders and ensure the success of their initiatives. Evaluating potential leaders based on key biblical traits and a proven track record of results further strengthens leadership development efforts. With a commitment to excellence in leadership development, ministries can thrive and make a lasting impact.

From the Episcopal Desk of:

+Martin Wilson,Th.M
The College of Sacred Servants, CEO

#LeadershipDevelopment #MinistryGrowth #BiblicalPrinciples