There is a saying that leaders are not born but are made. This is to suggest that leadership is a trait that can be taught. If this is so, individuals seeking a leadership post should study leadership traits.
The development of new leaders is an important fiduciary duty of church officials. This is often called succession planning. The process of identifying individuals who can step into a leadership role is critical.
Church officials have a unique opportunity to grow its next generation of leaders. Astute leaders understand that transitions will occur in every ministry. No position is held by the same person forever. Preparing for the time when a change will occur is a prudent step.
Churches intent of growing emerging leaders do so for the ministry and the community. Some young people may wonder how to make their way in their chosen professions. But for many, leadership posts can feel elusive at time. For these individuals, the church offers a place where leadership can be developed and nurtured.
Leadership skills include hard and soft skills. The hard skills include the knowledge and abilities to perform in one’s chosen discipline. One must master the technical aspects of the position. In some instances, hard skills are recognized with certifications, licenses, and industry achievements. The proficiency of hard skills is not necessarily an indication of leadership success.
Often overlooked is the necessity of leaders to master soft or interpersonal skills. The importance of so-called soft skills should not be overlooked. Effective leaders understand the importance of being well-rounded in their capability to lead their teams.
The church is referred to as a laboratory because it offers its members opportunities to learn and practice the interpersonal skills needed for leadership elsewhere. Leadership training can be created by encouraging emerging leaders to take the lead in church ministries. These young participants can be invited to contribute thought-leadership on critical issues. The intent is to build one’s ability to exercise interpersonal skills.
Many young people must wait for the precious opportunity to practice leadership. This is because advancement opportunity on their jobs can be a scarcity. The challenge for emerging leaders is how one may gain leadership skills before entering an arena where leadership proficiency is needed.
This is one of the value propositions churches offer young members. Members learn the interpersonal skills needed to amplify their technical abilities. These soft skills include social decorum, communication know-how, emotional intelligence, time management, and professional presence.
Emerging leaders should be invited to hone their presentation skills at church. The church audiences can use their life experiences to encourage and coach young members through peer reviews. Members of churches can collaborate with others to build resumes, pick up new experiences, and explore novel ways of thinking about various industries.
The church as a lab can be a full spectrum experience that readies its members for leadership advancement. This is a critical value for the church where new talent is constantly needed for an evolving landscape.
Church members take the skills learned in the various ministries, and departments to advance their careers in the world. This is what a lab does in a controlled environment. Church members are given a platform on which to fine tune their talents.
Young people should think of their church as an extension of their talent development journey. The lessons learned can be some of the same curriculum found in a professional seminar that costs thousands of dollars.
Churches as leadership labs can fulfill a two-fold purpose. Emerging leaders gain valuable skills. Additionally, church leaders meet their needs for succession planning.