Momentum Building leaders

there are two aspects to the growth of the church.

There is the spiritual element, which is made up of evangelism, assimilation, discipleship, fellowship and spiritual ministry.

And there is the organizational aspect of a growing church.

Focusing on the organizational elements should not be the priority over the spiritual elements…However, they should not be ignored.

For the purpose of this training tonight, I will be focusing on the organizational aspect of leaders that build momentum!

Leaders that create a MOVEMENT

Checkpoints or Chokepoints

Leadership is necessary. Without organizational structure and positional leadership, chaos reigns.

But what kind of leaders will we be. When our team leads and team members are coming to us with ideas, needing us to make decisions, planning events. Will we be checkpoints or chokepoints.

Why we need checkpoints.

Checkpoints ensure excellence

Checkpoints ensure quality

Checkpoints ensure Proper planning

Checkpoints ensure met mile-markers (followed timelines)

How we can be effective checkpoints

Ensuring forms are turned in on time

Ensuring AEPF’s are completed

Why we don’t need choke points

Choke points is defined as a point of congestion or blockage

Choke points ensure frustration

Choke points ensure stagnation

How leaders become defective choke points

We move beyond excellence to ridiculous

Ignoring and discouraging input and ideas

Not responding to communication

Failing to make decisions

Facilitators or Fascists

The difference between the two

Facilitators ensure collaboration, encourage ideas, empower involvement.

Fascist governments are led by autocratic leaders. When you look at leadership styles, autocratic leaders are leaders that tend to make choices based upon their own ideas alone and do not listen to their team or seek input from others. (it isn’t smoke if it doesn’t come out of my chimney

The outlook of a fascist vs. the outlook of a facilitator

My ideas are the best vs. The best ideas come from US

You need to hear from me vs. I want to hear from you

Conform your work to look like mine vs. Encouraging individuality

Developers or Doers

Developers are intentional about the development of those they are leading.

Doers are focused on getting the job done

When we talk about scaling an organization, it cannot be done by doers.

Developers

Developers are intentional about training

Developers are intentional about evaluating

Developers reward risk

Developers reward growth

Developers reward effort

Doers

Doers are lids for the an organization

No more will get done than they can do

No matter how great of a job they may do, the success ends when they leave.

Doers don’t allow others to pitch in and do what they can’t get to.

Alluring or Allowing

Alluring speaks of being magnetic, enticing…it speaks of drawing.

Allowing speaks of being permissive.

As leaders we want to create a culture that is magnetic in the following areas:

Ideas - I don’t want to simply be permissive of the ideas of those on my team…I want to be actively pulling ideas from those that I am leading.

Creativity - The personal touch of those that are working with me. It doesn’t need to be done the way that I would do it. I encourage the individuality of your efforts.

Feedback - Great leaders are always looking for ways to improve. They are not threatened by feedback.