Using the Servant Leaders Library
“Why Development? From Library Experience
Toward Leadership Excellence” (SL#1)
by Lloyd Elder, Th.D. adapted from SkillTrack® Leadership Materials
Humbling as it may be to read the statement one more time, I quote with agreement: “leadership can be learned, but it cannot be taught.” That is yet another way of saying that leadership is like learning to swim or to ride a bicycle; others may help, but you have to learn leadership for yourself. The responsibility starts with the individual:
If this Servant Leaders Library is helpful to you as you do your own learning,
we have fulfilled our mission. The following topics intend to give some guidance
in your self-directed development journey: from a library experience toward
leadership excellence in Christian ministry.
1. Leadership Development--Why?
There are many good reasons why a Christian ministry leader would want consistently to pursue improvement and development. Why?--because of the benefits of leadership development to you personally, to your family members, to your ministry performance, to your congregation, and to your community. We believe that SkillTrack® Leadership has been making a contribution to these benefits, and that Servant Leaders Today Web site and Library will expand the benefits to many others. So, let’s explore further the “why” of development:
2. Why Development?--To Lead Congregational Functions
Ministry leaders have the significant responsibility to shape and lead the mission and functions of the congregation. At least ten such functions require the continuous and life-time development of leadership skills and practices. Six of these are often considered “biblical functions” (marked by *); the other four may be necessary to implement the six, to bring to wholeness the life and work of the congregation.
3. Leadership Development--Why You?
Throughout society and its workforce, there is an expectation, if not requirement, that employees stay up in their professional work. The “why” of continual improvement is quite often explained to that workforce. Why should not excellence be expected of those of us who labor in the eternal work of Christ, “to show ourselves approved”? Among Christian ministers, who are most likely to pursue leadership development? Our findings include those:
These same folks may see leadership development as a fabric made up of a life-time
of preparation, such as: family and early schooling; practical experiences (the
“University of Hard Knocks”); college or university; seminary or
divinity school; independent study and reflection; peer-group or mentoring;
continuing professional education; and ministry leadership certification. Included
in several of these development strategies are electronic resources such as
www.servantleaderstoday.com, SkillTrack® Leadership,
and the Moench Center for Church Leadership.
4. Three Leadership Development Challenges
My assessment of the challenges facing us have emerged over the last several years of working with ministers, churches, and others who help with leadership training. We have much work to do in all three challenge areas that are identified:
“What is the #1 challenge for comprehensive ministry leadership training?” For pastors, staff members, and lay leaders to value, pursue, practice, and take responsibility for life-long leadership development?
“What is the #2 challenge for comprehensive ministry leadership training?”
For congregations to value, expect, support, provide for, and reward life-long leadership development.
“What is the #3 challenge for comprehensive ministry leadership training?”
For an expanding Christian network to make available development resources: basic and innovative; biblical and practical; specialized and comprehensive; flexible and affordable for all leaders in ministry.
5. Five Approaches to Leadership Development
The Servant Leaders Library could contribute to many of the approaches to leadership development including, for example, the following five:
6. Leadership Development and the Servant Leaders Library
Skill development practices in the midst of Christian ministry form a stream of experience that may be explored, expanded, and described for establishing a model for learning leadership. This free Library is passive; it may be of passing interest or simply be ignored. But for students and ministers of all sorts--the desperate, the curious, the searching, the growing--the Library may contribute to the phases of self-motivated adult learning, skill development, and servant leadership in Christian ministry. These phases may be experienced either in sequences or in reality as a cluster:
Phase 1. Assessment: initial condition--Why do I need to learn this leadership skill?
Phase 2. Cognitive: explore a concept or skill until a mental image is formed; instruction is one of the roles of this free Library.
Phase 3. Association: associate the mental image of the skill being learned to knowledge already experienced and understood.
Phase 4. Perception: the interpretation of the information now being received becomes yours; you understand and “own” it.
Phase 5. Demonstration: act on the new information; listen, watch, do, and try again.
Phase 6. Repetition: the action or behavior are repeated, and concept is tested.
Phase 7. Reflection: the performance and results will be assessed; feedback and consensus are measured and merged into the learning cycle.
Conclusion: Why develop as a servant leader? Exploring the Library may move you along other paths of your growth as a servant leader in the ministry of Christ. These topics offer at least some beginning answers to the question “Why?”
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© 2006 servantleaderstoday.com; hosted and copyrighted
by Lloyd Elder & Associates, Inc.
For full citation of referenced works, see Bibliography/Links at www.servantleaderstoday.com
Adapted by Lloyd Elder, Th.D., Founding Director, Moench Center for Church Leadership