Here is some food for thought.


Why is it that when it comes to
leadership development, we give training to those leaders who have the most experience,
or to the hi flyers and performers  in
our congregations and church organisations ? By their very character and
performance these people are natural leaders and need this training the least.

 I want to spend a few moments talking about
The Leadership Development Paradox.

 Many church leaders choose only the
best to lead their teams, while this is great, what about the rest?

As Church Leaders we make assumptions
about people all the time. It is how we evaluate them, nurture and train them.
It is part of what we do.

Here are some assumptions that we
make when developing leaders: 

 1. Success is always the result of Effort. People succeed
because they have a strong work ethic and therefore by this thinking people who
don’t succeed do not work hard.

Here’s the thing. Sometimes rather
than give the leadership development training to those that always succeed, why
not offer it to everybody. It may just be the thing that helps ‘the rest’ to
step up.


2. Past and Present Performance
will always Predict future Performance. It is natural to always want to award
those that succeed.


The problem here is
that the hi flyer and high performer is successful at the level they are now,
but may not perform to the high standards and complexity needed in another
role. Rather there is a need to look at a person’s attributes other than their
enthusiasm and passion for what they do. A better indicator would be to look to
a person’s intellectual aptitude and their ability to learn new things.


3. Only Motivated leaders benefit
from leadership development training. Only those deemed ready for training are


In other words those that would
benefit the most out of Leadership Training, those with the greatest need are
often not chosen. One way of including ‘the rest’ and not just the best, is to
choose both types of people.


Results based training has seen that
those who were the best and ready in the eyes of their leaders for leadership
development training saw only moderate growth. But those who were in need of
training saw performance increase by nearly two thirds.


What can we learn from this?


Churches can succeed develop and grow
when they not only promote the enthusiastic and passionate high performers but
those who would otherwise be considered ‘the average rest’


By broadening your leadership
development training to include everyone, you protect yourselves against future
resignations and those who will leave you to go to what they think is a greener


Food for thought?

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