Considering the changing cultural landscape and the new realities facing the church, we need passionate, spiritual leadership in our local churches to navigate an uncertain future.We recognize that our leaders need encouragement and equipping if they are to move their church to kingdom effectiveness.
In our Strategic Plan for 2013-2018, the Be In Christ Church of Canada is committed to developing “Incarnational churches led by transformational leaders.”
The ‘Development Process’ diagram (below) is a visual representation of the perpetual programs we offer to our pastors and ministry leaders. These programs are divided into four types.
- LEAD Events will focus on equipping pastors to become transformational leaders by providing them with the opportunity to improve their skills, knowledge and passion for their leadership role.
- Pastoral Residency is a ministry intensive designed for those who have completed their theological education but are still exploring what will be the best fit for them in the local church. Residents will be part of a leadership cohort for two years that will provide them with practical experience working in the local church and development opportunities to improve their leadership qualities.
- Leadership Cohorts (Emerging Leaders Cohort, Board Leaders Cohort) will provide specialty training for younger or mid-career change pastors as well as local church board and ministry leaders. The cohort will meet six times per year at a centralized location.
- Cluster Groups provide encouragement by networking pastors with others Be In Christ pastors. The challenges of ministry, especially in solo-pastorate contexts, is significant. The cluster seeks to bring pastors together for mutual encouragement and support.
Every person is a leader. Once you have a job, get married, become a parent, join a church, pastor a church, then you are a leader. Everyone is a leader is some aspect of their life. The only question is, what kind of leader are you?
One way to think about leadership ability is to view it on a spectrum. At one end of the spectrum there are the leaders who are thoughtless in their style of leadership. They think little of how to lead others, apply themselves minimally to learning about leadership and have little concern for the circle of influence they possess. Thoughtless leaders are ineffective leaders.
In the middle of the spectrum are those who are transactional leaders. This is a common approach in business today. These leaders and managers offer tit-for-tat. If you do something for me, I will do something for you. Transactional leadership is needed to run modern organizations but there is a better option.
On the opposite end of the spectrum are the leaders who are transformational in their results. Those are people who recognize that a leader, together with his or her followers, has the potential to achieve higher levels of motivation, morale and accomplishment in their church or organization. This is the ultimate style of leadership that every leader, pastor and business manager should desire.
Transformational leaders have the ability to get people to want to change and to lead the change.
Based on the research of Bernard Bass, and others, it is understood that transformational leaders possess four qualities:
Transformational leaders inspire people because they are committed to the mission, lead by example and are admired for their passion and commitment. Simply put, transformational leaders are role models for their church and organization. In sports, leaders are often described as the person who is first to the rink and last to leave.
Transformational leaders are fully engaged in and exemplify the mission of the team.
Transformational leaders inspire people and motivate them to action for the benefit of the mission and vision. They can see a preferred future that is embraced by all and inspire coworkers to achieve it.
Transformational leaders can get people excited about going to a new place.
Transformational leaders have knowledge of and concern for those that they lead. They pay close attention to the needs of their followers to bring out the best in them. They spend time as mentors to colleagues. They know their coworkers and care about their values and ambitions and goals. They help their coworkers develop their strengths to the fullest.
Transformational leaders enculture the value of personal growth into the organization.
Transformational leaders increase the performance of their followers by encouraging them to be creative and innovative. They elicit new ideas and creative solutions by seeking differing perspectives. They challenge coworkers to identify and solve problems to further the mission of the organization.
Transformational leaders can take people to places they have never been before.