Over the past several of years, I’ve unearthed a leadership effectiveness principle that dramatically impacts the way volunteers are led and recruited in the church. This concept should not be ignore. As a matter of fact, this principle should be a foundational paradigm in the mind of every church planter starting out (especially those crazy enough to parachute plant).
My discovery began when I read a statement by Bill Hybels in his book entitled Axiom
“Let’s say I have a staff leader who is about a five on the leadership effectiveness scale, ten being the highest…As unfortunate as this is, what complicates matters is that a five can never attract, motivate or retain people who are higher on the effectiveness scale than they are. Fives can recruit and mobilize and retain fours and threes and twos and ones, but no matter how hard they try, fives cannot lead sixes or eights or tens. Likewise, eights can lead and empower sevens and sixes, but give them a nine and the nine will soon bail. Leadership just works like that.”[cjtoolbox name=’Slider’ ] [/cjtoolbox]
The truth of Hybel’s statement is undeniable. And yet, his idea is incomplete unless we clearly define the characteristics that make up a “ten” on the Leadership Effectiveness Scale. Below are four key characteristics that, once averaged, determine your Leadership effectiveness number.
Just because your first grade teacher chose you to lead the class to lunch doesn’t mean you know a thing about leadership. When you’re a leader, nothing beats a little time behind the wheel with some intensional training to fine-tune your craft.
Go ahead and rate your perceived leadership competence by sliding the dot on the scale below. Do you evidence a broad-base, skillful participation in the work of leadership?
Let’s be honest, leading volunteers in a ministry context has a set unique challenges. Working as Vice-President at Bank of America doesn’t necessarily qualify you to effectively lead a ministry team. There’s something about having a leader who has earned a few battle scars serving and leading volunteers in the church.
Give yourself 1 point for every year that you have actively served in ministry at a local church. (maximum of 10 points) Again, slide the dot.
Emotional Intelligence is a hot topic among leadership circles these days. A leader without emotional intelligence will create division and chaos wherever he goes – he has little self-awareness. But, a leader with a high emotional intelligence will care as much about the health of the team as the task at hand. They intuitively sense what people need and respond.
Now, rate your Emotional Intelligence. Do you have a high level of personal awareness and control; are you able to handle other team members judiciously and empathetically?
There’s a huge difference between being “churched” and “spiritually mature.” Just look at the Pharisees. Church Leadership requires spiritual maturity and a deep abiding relationship with God.
Evaluate spiritual maturity by comparing the fruit of the Spirit to your current state of living.
Galatians 5:22-23 But the fruit of the Spirit is love, joy, peace, forbearance, kindness, goodness, faithfulness, gentleness and self-control.
Below is your current Leadership Effectiveness Number based on your ratings above. If you are a church planter or leader, I’d love to have your feedback. What are the implications of this principle in your context?