The thought sounds crazy, right? Can a leader be normal?
We might need to define normal. However, regardless of how we define it, there is nothing normal about spiritual leadership. Why?
Because spiritual leaders…
…are concerned about their influence inside and outside the church.
…live consistently what they believe.
…know God’s mission involves helping people get to heaven.
…work for a cause greater than themselves.
…share in planning and developing goals for spiritual maturity.
…produce results that glorify God and fulfill His will.
Therefore, spiritual leaders are those who live consistently, knowing the work they share in produces God’s desired will.
Understanding teamwork and training as a team are significant to the overall success of the group. However, there are some “do’s and don’ts” to the process.
Training and working as a team does not place everyone in an equal position. There are specific roles each member must fulfill for the unit to function properly.
Training and working as a team does place everyone on the same page. When goals are communicated and understood, everyone understands their specific tasks to reach the goals.
Training as a team has great advantages in the teams overall health and growth. When we work together, the team wins.
While some leadership styles involve force and manipulation, spiritual leadership thrives on participation. Spiritual leaders rely on the group overall and working together to achieve the goal(s).
Decisions and policies are made by and for the group.
Motivation is based on shared purpose and adequate communication.
Shared representation is built on “we” not “I.”
Participation in the role of leadership involves patience, allowance of independence, assumption of responsibility, and the need of cooperation.
We strive to reach a common goal and need each other if we are to make a difference. Think Souls.
Leaders do not succeed alone. Although the author is unknown, perhaps one of the most significant thoughts about successful leaders claims, “Successful leadership is your ability to direct and challenge the very best that is in those whom you lead.”
Since leadership depends on followers, it only makes sense to understand the need to draw out the best in others.
Adjustments may be required for leaders to achieve this goal. However, the ability to do so makes the difference between success and failure.
Planning is vital to achieving goals. The challenge before leaders is developing the right plan.
We must answer several questions.
What goal are we trying to reach?
Why is this goal important to the overall program, or is it?
Who will carry out the plan?
Are adequate resources available for each stage of the plan? If not, can they be obtained?
When will we evaluate the progress?
How can we achieve maximum involvement?
Once the goal is reached, where do we go from that point?
Answering these questions provides the right foundation for the proper plans.
We’ve all heard, “If at first you don’t succeed, try, try again.”
The idea is to persevere, never give up.
Regardless of the goal, or task to reach the goal, facing difficulty or defeat can dishearten anyone from running the race with endurance.
If the goal is worth the effort, then we need to persevere.
If we have the needed resources to succeed, then try again.
If there is an opportunity, then keep working at it.
When we think we have reached the end of the line, perhaps giving it one more try, will change it all.
Where trust exists, growth, development, and lower costs result.
When we trust someone, everything runs more clearly, smoothly, and quickly. However, when trust is not a part of the relationship, there are challenges to what is said and done by everyone.
One of our primary goals in leadership is to establish relationships built on trust.
Trust increases the amount of work accomplished.
Trust decreases the expenses of the overall task.
Trust builds comfort and confidence.
Trust changes everything.
Take time to read Stephen Covey’s book, The Speed of Trust.
Moving beyond the “here and now” presents its challenges. Visionary leadership is rare. Hanz Finzel said, “The higher one is in leadership, the more their work is about the future.”
Our work involves seeing the future and preparing others to reach the goal(s). This requires us to consider a few questions.
Do we know where we are going?
What are our plans to reach the destination?
Are resources available to help us?
Have we assessed the abilities of everyone involved?
Leaders need an awareness of the present, but point towards a greater future.
The Leadership Project is designed to invest in future of leadership. When we implement several areas into our daily approach to leadership, we build on our investment.
Look at the goal…
Share the plan…
Read, grow, learn personally…
Take a few minutes for yourself…
We may insert a variety of activities throughout the day, but never let a day go by without making each of these a part of your life. It is an investment with imperishable returns.
We need short- and long-term goals.
Initiating enthusiasm with the big picture in view can be easy. Visualizing the overall accomplishment the first few weeks and months is exciting.
The problem is maintaining enthusiasm and motivation along the way.
We get discouraged. We struggle. We tend to lose sight.
When we achieve success in smaller tasks, it is easier to stay excited about our involvement in reaching the long-term goals.