10 YTH Leadership Reminders

I want to follow up from the resource last week on the importance of leadership meetings. I’ve had some great feedback and interest with some follow-up questions.

One of the reoccurring questions was about leadership development. What are the important elements of leadership development? I love that question. Because sometimes we assume that we know how to develop leaders.

Natural & Spiritual Leadership

I think we need a healthy balance of natural and spiritual leadership. It seems today that we have focused more on natural leadership.

Look at your desk and the books that are on it right now. Generally we have more books on natural leadership than we do on spiritual leadership. Building the team, organizational systems & paradigms, leadership traits, and best practices.

We all get tired of hearing about leadership development. But I think if we would increase the spiritual leadership development of the soul and emotional quotients, we would see a greater impact on the church, ministry, and our organizations.

The problem is, as we have all seen over the years, every church (or organization for that matter) rises and falls on leadership. Leadership becomes the thrust or the movement of a church or organization. The principles taught in George Barna's 2008 release of, "Master Leaders" was a great story of spiritual leadership.

It’s not enough to recruit leaders. We must retain leaders. And to retain leaders we must trained Leaders.

Every church needs to replenish it's leadership and maximize the gifts and talents of the staff and the congregation. Out of valuing shared-ownership and delegation, a plurality of leadership with a singular vision can arise. The quick elementary process looks like this:

The 10 Non-negotiables of Leadership Development…

1. Look for a sense of CALLING or desire in people - don’t force it it is much easier to develop people who are called and have the leader ship desire

2. Look for CHARACTER or integrity - you cannot replace character with hype

3. Look for COMPETENCIES or skill-sets - identity the strengths of people because everyone is a pro at something

4. Place the DNA of your organization into the protégé or potential leader early and often - say it, say it again, and say it one more time

5. Every protégé or potential leader has a SWEET SPOT - placing them there is primary to their success

6. Recognize that it is a PROCESS to develop protégé’s – and that process includes both natural and spiritual coaching

7. Your church or organization will experience dual loyalties and multiple personalities in vision if you don’t promote a SINGULAR VISION for a plurality of leadership

8. EDUCATION of leaders removes kids - conferences, seminars, books, personal coaching, webinars, etc.

9. Once you’ve brought content and education to the team, INSPIRATION or the “passion bucket” (Kobe Bryant) will take your leaders to the next level - story, wins, quotes, relationships, rewards, etc.

10. Every organization should never underestimate CREATIVITY in leadership development – special occasions such as ‘jean day’ or ‘pizza lunch’, the setting, point systems, surprise day off, etc.

Finally

Building the team takes these important principles. They may change in some settings, but, these are my non-negotiables in putting together the right team around you. When looking at shared ownership in a church or company, seek to include these kind of elements!

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