Tuesday, February 17, 2015

A New Paradigm for Leadership Development (pt1)

"It’s great that you are talking about developing leaders, and we definitely need to do it in our church, but where do I find them?”  I get asked that question every time I teach about building leaders.  It’s a good question but to answer it requires that we take a step back and consider our theology.  Do you believe that God has already given to your church every resource that you need to do what he is calling you to do today?  Let’s be honest, there are a lot of times when it feels like the answer to that question is no.  We get frustrated because people are not using their gifts and serving, because they are not giving with an attitude of generous joy and because we just figure that things would be easier if we just had a few more people, a bit more money and whole lot more faith.  The fact is, some of the people in our church are being disobedient.  The fact is, sometimes we find ourselves so overwhelmed that we have stopped leading the people well communicating with them God’s vision for His Church and for their lives.  The fact is, sometimes we are focusing our attention on things that God hasn’t called us to in this particular season.  But, what He has called us to do He has also equipped us for.  Your church needs leaders at every level of ministry, and He’s already given you the people that you need for what He is calling you to do in this season.
If that is true (and I challenge you to read the Bible and then tell me that it isn’t), then leadership development in the local church is a matter of stewardship.  If you are a Pastor or an Overseer you have the privilege and the responsibility to steward the resources that God has given to your care well.  There are however some obstacles that you might need to overcome to do this well, over the next few days we'll be looking at some of them:
  • Shifting from problem people to possibility people.
  • Shifting from filling holes to laying a new road.
  • Shifting from tenure to training.
  • Shifting from leadership as a burden to leadership as a joy.
  • Shifting from task to target.
  • Shifting from resignation to expectation.

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