Developing Kingdom Leaders – Tom Yeakley

Taking the Mystery out of Leadership

Archive for the category “#2 BE – Who a Leader Is”

20 May 2013

Who is Responsible for My Development?

The heights of great men reached and kept
Were not attained by sudden flight,
But they, while their companions slept,
Were toiling upwards in the night.

The Ladder of St. Augustine,  Henry Wadsworth Longfellow

My conversation with this 30-year-old leader had come to a point of discussing his ongoing development as a leader.  “But my organization is not even thinking about my development,” he explained in exasperation.  “When will I be developed as a leader so that I can truly make my contribution?”

I’ve reflected on that conversation many times.  Who is responsible for our development as leaders?  I ‘d suggest 3 sources who are very interested in you reaching your potential for influence in the Kingdom.

First of all God Himself is very interested in your leader development.  While both competency and character are needed to lead well, God chooses to focus our development on the character side.  The obvious reason is that He will certainly take care of competency issues through His help as we depend upon Him.  This does not mean that leadership competency is not so important for Kingdom leaders, but God places a priority on character for His leaders.

He is committed to seeing Christlike character shaped within us all, especially His leaders.  He is constantly arranging the circumstances of our life and leadership in order to help us grow into the person He desires.  We can embrace these opportunities for character growth or seek to run from them.  But should we choose to run, He will again raise up new circumstances to once again move us towards Christlikeness.

Our second source of development should be our organization, corporation, business, or workplace.  Businesses and organization that purposefully invest in developing their leadership communities tend to do well over time.  These organizational opportunities can be formal (academic credentialing through study. i.e. secondary degrees in organizational leadership) or semi-formal (certification, continuing education days,  or seminars around areas of leadership competency).  Some workplaces are better than others about providing this type of intentional development.  And even those who are committed to this intentional development of leaders will often greatly cut the budget or staffing for it when there is an overall budget tightening.

The third source of our develop comes from within ourselves.  We must own our own development as leaders.  Rather than waiting or complaining about not being developed, take the responsibility upon yourself to be the best leader you can be.  Seek out opportunities for growth in competency and character.  Pursue it wholeheartedly!  Start today!

One of the most helpful development opportunities is having a mentor for your leadership. Many emerging leaders tell me that they can’t find a mentor willing to meet with them.  Here’s my suggestion.  Find a leader who you think can be of some help.  Approach them with this question, “Could we begin to meet together for me to ask you questions about how I can be a better leader?”  Note that you’re not asking them to mentor you.  Many busy leaders will immediately decline this offer…too many things to do!  But they all have to eat sometime, so invite them to a meal (you pay!) and come with specific questions that they can respond to.  Take good notes and reflect on their answers for your own growth and development.

Be the best leader you can be for Jesus sake and embrace your own development!

Posted in #2 BE - Who a Leader Is, #4 REPRODUCE - Developing More Leaders and tagged , , , , , ,
22 Apr 2013
8 Comments

Becoming Intentional About Character Development

The powerful impact of a model is [a] common tool used by God to help shape us.   For many of us, people (parents, teachers, pastors, mentors) will be used to positively model character qualities and subsequently build them into our lives.  We will observe how they implement certain character qualities in their lives and then apply these principles in our own.  Sometimes this application is conscious, but many times it comes about because we have been around someone for so long that we unconsciously become like them.  The writer of Proverbs tells us, “He who walks with the wise grows wise, but a companion of fools suffers harm” (Proverbs 13:20) and “As iron sharpens iron, so one man sharpens another” (Proverbs 27:17).  A modern proverb states the same principle, “The apple doesn’t fall far from the tree.”  We become like those with whom we associate.

A wonderful way to learn from the example of others is through reading their biographies.  Reading about the lives and trials of other leaders can inspire and instruct us in relevant areas for our own situations.  Aside from the bible, I have learned more about life and leadership by reading the biographies of leaders than any other source.  Reading the biographies of spiritual, business, political, and military leaders can be a great habit for self-development.  Let me suggest that you begin with the biographies of such great spiritual leaders as William Carey, Hudson Taylor, Amy Carmichael, J.O. Fraser, Adoniram Judson, D.L. Moody, George Mueller, Dawson Trotman, and Bill Bright.

The teaching and example of a spiritual mentor is another key element in the development and growth of an emerging leader.  More than a model, a mentor builds into your life Christlike character and values.  Asking God to give you someone who can be a positive example and who actively builds into your life can be a great blessing.  Paul selected Timothy to be with him in the work and along the way he built into Timothy’s life what he had learned of Kingdom leadership.  He writes to Timothy in his last letter this exhortation, “You, however, know all about my teaching, my way of life, my purpose, faith, patience, love, endurance, persecutions, sufferings…But as for you, continue in what you have learned and have become convinced of, because you know those from whom you learned it” (2 Timothy 3:10-14).

Mentors and other leaders can help develop us in character as well as leadership skills (competencies).  Though both godly character and skills are needed for good leadership, the environment in which they are shaped is very different.  An environment with accountability is necessary for skill transfer and development, but a more relational environment is needed for character formation.  If we mix them up, trying to develop character by imposing accountability, we will not see lasting change.  [A friend has said, “All accountability does is turn us into good liars.”]

[Another] tool that the Lord frequently uses to develop our character is the life situations and circumstances that we find ourselves facing.  How we respond in our hearts in these situations is often much more important than what we finally decide or do.  God is arranging these situations for our continued development and growth.  Rather than being frustrated or discouraged by our trials, we can welcome them as tools being used by God for our good.  If we learn to rest in Him and draw strength from Him in the midst of these times, we will benefit greatly.  “And we know that in all things God works for the good of those who love him, who have been called according to his purpose” (Romans 8:28).

For an emerging leader, one lacking leadership experience, their primary felt need is for leadership skill development.  This is especially true because these skill needs often come with deadlines that must be met.  We have to turn in a strategic leadership plan, but we’ve never done that before, so we seek help in how to create a plan.  We are given responsibility for leading an event, but having little experience with it, we eagerly seek out help for how to lead an event well.  And so it goes, seeking the leadership skills (competencies) necessary to meet the immediate demands of our responsibilities.  The result will be more responsibility and greater influence, for this is the reward of successful leaders.  Thus, the daily busyness of leading crowds out the time needed for intentional character development.

The final outcome of focusing on leadership skills is frequently a leader who in their 40’s has arrived at a pinnacle of influence that is great, but inwardly their character can’t stand the load of their leadership.  The pressure and strains of increased leadership responsibility begin to expose character flaws that have been ignored or covered up for many years.  But now, with greater responsibility, their impact can no longer be set aside.  The ripple effects of their character flaws as manifested in their actions are too great, for they now impact many more people and resources!  Many leaders collapse at the height of their influence as a character weakness is finally exposed and great is the collapse thereof! [i]

Don’t hope that with the passing of time or with increased experience that Christlike character will develop.  Begin today to be intentional about your character development!

[i]   Yeakley, Tom   Growing Kingdom  Character

NavPress  Colorado Springs, CO,  2011  p. 16ff

Posted in #2 BE - Who a Leader Is, #4 REPRODUCE - Developing More Leaders and tagged , , , , , , , ,
01 Apr 2013
6 Comments

Even the Energizer Bunny Needs Recharging Eventually!

You know that sick feeling when you turn the ignition switch to On and instead of the motor roaring to life all you hear is the “click…click” of a dead battery. Yes, there had been some recent warning signs…the slow turning over of the engine on cold starts, but you had ignored them because it did start eventually. And besides, you had things to do, important things, and many people were depending upon you.

So, you get on with it…placing the “check out the car battery” on the To-Do List and move forward. But now, here you sit, turning the ignition switch again and again, desperately hoping that the battery will find some lost energy reserve to once again move you toward those important items on your plan today. But it’s all to no avail…the battery is totally dead!

Leaders are often like those dying-dead batteries. We run well for long periods of time giving away ourselves to the demands of our role while all the time running lower and lower on our spiritual, emotional, and physical reserves. Until one day, we try to “start our daily engine” and it only responds with a “click…click…click.” It’s time for some attention to that long-ignored “personal reserve” if we are to continue to lead from an overflow.

Here are some suggestions on how to recharge those personal batteries that may be in need of some attention. Not all will be appropriate for your season of life or person, but reflect on these and see if there isn’t something that could put some needed “juice” into your reserves.

Get some time away from your leadership responsibilities – you’re really not that important!
o Plan your daily and weekly schedule with margin for change and interruption. Don’t book each day full with back-to-back appointments.
o Turn off your cell phone! You’re really not that important!
o Let incoming calls go to voice mail so that you can control when you want to talk on the phone.
o Limit the number of times you check your email each day.
o Do you really need to post to Facebook, Tweet, or respond to every text message immediately?

Get a life outside of your leadership!
o Develop friendships with others not directly related to your leadership role.
o Find some recreation and hobbies – know yourself and what ‘fills your tanks.”
o Take a break / vacation – put it into your schedule just as you do your other important appointments.

Push yourself to learn something new!
o Learning something new and different will stimulate long dormant brain cells and/or muscles, bringing a new sense of progress and perspective.

Do something physically stretching!
o “Stretching” is relative given age, physical condition, habits, etc. Don’t feel like you have to do what everyone else is doing just because it fits them. Know yourself!

You only have one body and it must last you for the entire length of the trip–so take good care of it. You don’t want to come to the end and say like David Brainerd (missionary to the Delaware Indians) who died at the age of 29, “God gave me a horse to ride and a message to deliver. Now I have killed the horse and can’t deliver the message.”

Posted in #2 BE - Who a Leader Is and tagged , , , , , , ,

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