When the Light Comes On: Creatively Using the Power of Story for Your Church’s Worship

by: Jonathan Parnell

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Stories move us. They engage us. They inspire us. Stories give us examples of how to act – and how not to act. The best ones stay with us forever.

How can you use the power of story for your church’s worship? Here are two powerful examples: the simplicity of a verbal  story and the imagery of a visual story. Enjoy – and learn.         – Vision Room Curator

When the Light Comes On

My oldest daughter isn’t sleeping well. It’s the dark. From fear of what might be under her bed, to who might be looking through her window, she has her reasons for preferring the lights on.

In fact, she has started a new nightly routine. After the house is settled and her parents are quiet, presumably asleep, she secretly slips out of her room to flip on the nearby hallway light and then returns to bed. Somehow she finds a measure of comfort from the crease of light between the floor and the bottom of her door.

But she shouldn’t be doing this. The rule is to stay in bed. And a few nights ago I caught her red-handed.

I was standing quietly in the dark hall and heard her scurrying around behind her door. She didn’t know I was there, and I suspected she was going to pull the hall light stunt. Sure enough, the door slowly cracked open. I have her, I thought. But she didn’t move. She didn’t come turn on the light. She was frozen. There, inside the frame of her door, she peered in silence at me, a black silhouette of a stranger for all she knew. Then she started to cry. I quickly flipped the light switch. “Sweetie, it’s me,” I said, picking her up in my arms. And just like that, she was fine. The light was on. She saw who I was. I hugged her with love.

The whole scene transformed when the light came on. That light uncovered my identity. Once blinded by darkness, she soon discovered that the figure in the hallway, appearing bigger and stronger than her, was actually her dad who loves her and would spend his every conceivable resource to protect her.

Revelation was the key. She had to see who I was.

God in the Dark

Do you remember what it is like to be in the dark with God?

So much of our lives — and the entire lives of some — are spent hauntingly aware of some strange presence down a pitch-black hallway. We know he is there. We recognize some silhouette of deity. We see some figure of a being our conscience says is bigger and stronger. But we don’t truly know him. And we won’t truly know him unless he turns on the light. Unless he reveals himself.

The prophets of Baal know what it’s like to be in the dark. In one of the saddest scenes in all of Scripture, 1 Kings 18:28–29, hundreds of these prophets gathered to see their god. It was a historic showdown between Elijah, the Lord’s prophet, and 450 “spokesmen” for the false god Baal. The petition was simple: send fire from heaven. Whoever answers is the true God (1 Kings 18:24). And so the prophets of Baal stepped up to the plate.

And they took the bull that was given them, and they prepared it and called upon the name of Baal from morning until noon, saying, “O Baal, answer us!” But there was no voice, and no one answered. (1 Kings 18:26)

That’s not a good start. So they tried harder. The Bible tells us that they cried aloud and cut themselves with swords and lances until the blood gushed out (1 Kings 18:28). Until the middle of the day, they limped around bleeding and crying out for their god to hear them, to say something. Imagine that scene: 450 wounded, weeping prophets sliced up their flesh in hopes of receiving the slightest gesture from their god.

“But there was no voice. No one answered; no one paid attention” (1 Kings 18:29).

They were stuck in the dark. There was nothing to see. There is no light to reveal a no-god. The abiding darkness answers itself.

We Have a Different Story

But there’s no such darkness between the Christian and his Lord. That’s not our story. In fact, it’s the reverse. Rather than 450 prophets with wounds all over their bodies and their blood gushing out, we see our God hanging on a cross with wounds all over his body, his blood gushing out. Rather than the horrific scene of fools seeking to hear from a false god, we see the most preeminent display of love when the real God spoke to a world of fools.

We were in the dark. We deserved nothing more. And then, in unspeakable grace, the sovereign God of the universe reached up to turn on the light — “but God shows his love for us in that while we were still sinners, Christ died for us” (Romans 5:8).

His voice intruded the defeated darkness. He reached down and picked us up in his arms. “It’s me,” he said. And then we learn that this God, bigger and stronger than we could ever imagine, hasn’t spared his greatest resource to not only protect us but ensure our everlasting joy (Romans 8:32).

The light is on. We see who he is. We don’t have to be afraid.

Read more from Jonathan here.

Elevation Creative: Elijah on Mount Carmel

During our series IN•FIN•8, we’re looking back at eight of the greatest stories forever told. To introduce each week’s sermon, our Creative Team retells one of these stories from a different perspective, in an attempt to recapture the power and impact of hearing for the first time. For part three, we combined spoken word with step-dancing to tell the story of Elijah on Mount Carmel in a dramatic new way.

Tags: Elevation Church, Jonathan Parnell, Scripture, Story, Storytelling

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7 Ways to Adjust How Your Ministry Teams Work Together

by: Matt Monge

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Different than a bureaucracy, an adhocracy is a theory of organizational management within which functions, groups, and structures within organizations cut across traditionally defined lines and defy standard bureaucratic constructs. At the risk of sounding like I’m describing organizational anarchy (I’m not), it’s a philosophy that has some pretty attractive-sounding tenets, at least when those tenets are reasonably applied to certain scenarios.

An adhocracy is most assuredly a textbook example of the old easier-said-than-done adage, and just like almost any organizational theory, it has its weaknesses. And just like any idea, it’s going to be neither universally applicable nor universally successful. This model won’t work in every organization, industry, or situation; but will probably work more often than we think and in more situations than we think.

What’s this adhocracy look like? Perhaps it would be helpful to think of them as being similar to cross-departmental project teams or task forces. Or like organizational Mighty Morphin Power Rangers. Or better yet–Voltron. Or something. OK, I don’t think any of those really captures the idea well, but an adhocracy has some of the below attributes:

1. People at multiple levels of the organization are empowered to make meaningful decisions.

2. No, really. They actually mean #1 above.

3. Instead of innovators being patronized or ideas being crushed, leaders value innovation over standardization, and therefore it’s more prevalent, encouraged, and rewarded. Creative confidence is built.

4. In an adhocracy, people are more OK with the gray. Folks are flipping out if authority roles aren’t as clearly defined. Find people who specialize in things, give them the information and connections they need to do their thing, and then grab some popcorn and a soda and get the heck out of the way. It’s amazing what people can do when we get out of their way.

5. On the whole, it’s well-suited to problem-solving and innovating. If that’s the sort of environment you’re going for, maybe you should give some of this a look. If you prefer having very clearly-defined authority structures where power originates more from position in hierarchy than from something else; and if your organization and/or industry is more well-suited to a methodical, measured, conservative, reactive, traditional business model; I wouldn’t suggest incorporating elements of an adhocracy.

6. Members of the organization have authority within their respective areas of specialization to make decisions and take action. This one’s tough. It means we have to let go. We don’t get to control everything. We need to trust our folks enough to let them do their thing. Often, the best thing we can do as leaders is create space for our folks to do what they’re good at and then–as I said above–get out of the way. Let them work, collaborate, and make things happen. Be there to support, advise, and roll up your sleeves and help; but not to dictate.

7. The structure itself is very organic in nature, meaning that it is very free-flowing, loose, constantly evolving, etc. I’ve said it so many times that I’m sure you’re annoyed, but organizations are clumps of humans, and since that’s the case, we need to embrace the fact that we’re all flawed, unique, weird-in-our-own-way people. So knowing that, why not roll with it more? Heck–why not harness it and take advantage of the fact that humans have this amazing ability to adapt, create, collaborate, progress, perform, grow, learn, and propel themselves and the collective forward.

Like I said, I don’t think the adhocracy is for everyone, but it may be that your team could unlock and unleash some hidden potential by employing one or more of the above adhoc-ish (I know, I know–that’s not a real word) ideas with your teammates. Or maybe there’s a particular project coming up that might lend itself to being successfully completed via an adhocracy.

So think about it. How might you be able to adjust how your team works together? What new forms or structures or constructs could potentially be tweaked in such a way that it produces new and better outcomes?

Read more from Matt here.

Tags: Leadership Engine, Matt Monge, Staff, Staff Leadership Roles, Team

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How to Use Web Analytics with a Service-Minded Mentality

by: Justin Wise

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Objections abound when it come to tracking, analyzing, and acting on church website data.

Confusion about where to start, faulty beliefs about data application, and dreaded assumptions lead many a church worker to believe web stats don’t matter.

Au contraire, my web friends. Tracking website data is not only a necessity, it enables you to serve your congregation better.

How? Read on, reader. Here’s how to use analytics with a service-minded mentality.

Attract more visitors to your church.

The more people are able to find your site, the greater the chances they’ll come to visit you on the weekends. The number of people who found out about their church website using a search engine increased 91% from 2009 to 2012.(Tweet this!)

Data analytics platforms like Google Analytics can show you the search engine terms people are plugging in to find your site. Maybe they’re accurate (e.g. “des moines church,” “lutheran,” etc.). But maybe they’re not (e.g. “san diego pet store,” “community center,” etc.).

You’ll never known unless you dig in and find out. You could have a wayward meta tag feeding Google the wrong info, thus diverting would-be visitors from your site (and, unfortunately, your church).

Optimizing your search results, along with your site speed and information architecture, allow would-be visitors to easily find you on the web. Doing so greatly increases the chance they’ll visit, thereby enlarging your church community.

Increase participation in programs and events.

Knowing where the bottlenecks are on your website is critical for understanding what community members want online. For instance, after working with MonkDev, Biltmore Baptist has a clear, visual picture of where their returning visitors are going:

This information allows the church to craft a website experience that keeps users looking and connected. Knowing what your people want—sometimes even before the event occurs—can help you intelligently allocate resources moving forward.

Build a website that produces disciples.

Our research shows the more church members interact with the website, the more likely they are to feel like a part of the larger community. Isn’t that interesting? When the website serves as a hub which facilitates community, people feel like they belong.

Creating a website where participation occurs doesn’t happen by accident. It’s something we call Mission Process Design: intentionally crafting an online discipleship path for users. This means the website actually moves people from newcomer, to participant, to engaged member, to all-star volunteer.

Again, a church doesn’t stumble into effective Mission Process Design. It takes hard work, winnowing the essence of your mission down with clarity, and translating your discipleship process to the web.

But it can (and does) happen. We’ve seen it with our own eyes. But it takes a commitment to data and finding out what’s actually working. The results, friends, are astounding. (In fact, you can find out if Ministry Process Design is right for your church.

Conclusion

Service doesn’t only happen on Sunday morning. Digging into church website data should be on the same level as serving as a greeter, volunteering in a soup kitchen, or leading a group Bible study for high school students. If you’re not sure where to start, let us help. Either way, your congregation deserves a website that works.

Read more from Justin here.

Tags: Analytics, Attention, Awareness, Justin Wise, website

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Don’t Bury the Lead; Preach the Gospel

by: Steven Furtick

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There is an old adage in journalism that tells writers, “don’t bury the lead.” This refers to placing the most important and attention grabbing elements of a story in the body of an article instead of at the beginning where they belong. As a result, the reader loses interest because no one wants to read through secondary points of information to eventually get to the main point.

I’m learning that this principle should also hold true in our lives and in the ministry of our churches. Far too often we bury the lead in our communication and present people with things that aren’t of utmost importance to either them or us with the result that we waste their time and lose their interest.

In our daily interactions with the people around us, we often spend so much time talking about the weather, the game, or last night’s episode of (fill in the blank) that we never get to what really matters. If all that your coworkers or classmates know about you after weeks, months, or even years of being around you is your ideal outside temperature, you have buried the lead.

In the church, it feels like we often bury the lead when it comes to the most important thing we have to communicate: the gospel. We have the most compelling story available on planet earth. Yet we often hide it beneath a mound of secondary matters that don’t really matter in comparison. Pastors, God’s design for sex is not the most interesting and attention grabbing thing you have to say. God’s plan for parenting is not the most pressing issue of our day. The bold, unashamed, and fresh proclamation of the gospel is. If you are so busy preaching about what people should do that you don’t have time to preach about what Christ has done, you have buried the lead.

Don’t get me wrong. I’m not saying that small talk shouldn’t be a part of our conversations. And I’m not saying that we shouldn’t give people a vision for the full life Christ has come to give us by applying biblical principles.

But I am saying that there should never be a question in people’s minds about what matters most to us-and therefore to them.

Read more from Steven here.

Tags: Gospel, Scripture, Steven Furtick

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5 Ways to Invest in Next Generation Ministry Leaders

by: Center for Creative Leadership

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Tags: Leadership Development, Leadership Engine, Staff Development

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Don’t Let the Screen Strangle Your Soul, Part 2

by: Kevin DeYoung

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Let me suggest three ways in which the digital revolution, for all its benefits, is also an accomplice to our experience of being hassled, frazzled, and crazy busy. For if we understand the threats, we may have some hope of finding a way forward.In Part 1 of this post, I talked about the first, addiction.

Second, there is the threat of acedia. Acedia is an old word roughly equivalent to “sloth” or “listlessness.” It is not a synonym for leisure, or even laziness. Acedia suggests indifference and spiritual forgetfulness. It’s like the dark night of the soul, but more blah, more vanilla, less interesting. As Richard John Neuhaus explains, “Acedia is evenings without number obliterated by television, evenings neither of entertainment nor of education but of narcoticized defense against time and duty. Above all, acedia is apathy, the refusal to engage the pathos of other lives and of God’s life with them” (Freedom for Ministry, 227).

For too many of us, the hustle and bustle of electronic activity is a sad expression of a deeper acedia. We feel busy, but not with a hobby or recreation or play. We are busy with busyness. Rather than figure out what to do with our spare minutes and hours, we are content to swim in the shallows and pass our time with passing the time. How many of us, growing too accustomed to the acedia of our age, feel this strange mix of busyness and lifelessness? We are always engaged with our thumbs, but rarely engaged with our thoughts. We keep downloading information, but rarely get down into the depths of our hearts. That’s acedia—purposelessness disguised as constant commotion.

All of this leads directly to the third threat of our digital world and that’s the danger that we are never alone. When I say “never alone,” I’m not talking about Big Brother watching over us or the threat of security breaches. I’m talking about our desire to never be alone. Peter Kreeft is right: “We want to complexify our lives. We don’t have to, we want to. We wanted to be harried and hassled and busy. Unconsciously, we want the very things we complain about. For if we had leisure, we would look at ourselves and listen to our hearts and see the great gaping hole in our hearts and be terrified, because that hole is so big that nothing but God can fill it.” (Christianity for Modern Pagans, 168).

Sometimes I wonder if I’m so busy because I’ve come to believe the lie that busyness is the point. And nothing allows us to be busy—all the time, with anyone anywhere—like having the whole world in a little black rectangle in your pocket. In Hamlet’s Blackberry, William Powers likens our digital age to a gigantic room. In the room are more than a billion people. But despite its size, everyone is in close proximity to everyone else. At any moment someone may come up and tap you on the shoulder—a text, a hit, a comment, a tweet, a post, a message, a new thread. Some people come up to talk business, others to complain, others to tell secrets, others to flirt, others to sell you things, others to give you information, others just to tell you what they’re thinking or doing. This goes on day and night. Powers calls it a “non-stop festival of human interaction” (xii).

We enjoy the room immensely—for awhile. But eventually we grow tired of the constant noise. We struggle to find a personal zone. Someone taps us while we’re eating, while we’re sleeping, while we’re on a date. We even get tapped in the bathroom for crying out loud. So we decide to take a digital vacation, just a short one. But no one else seems to know where the exit is. No one else seems interested in leaving. In fact, they all seem put off that you might not want to stay. And even when you find the exit and see the enchanting world through the opening, you aren’t sure what life will be like on the other side. It’s a leap of faith to jump out and see what happens.

The point of Power’s parable should be self-evident. Like Tolkien’s ring, we love the room and hate the room. We want to breathe the undistracted air of digital independence, but increasingly the Room is all we know. How can we walk out when everyone else is staying in? How will we pass our time and occupy our thoughts with the unceasing tap, tap, tap? For many of us, the Web is like the Eagles’ Hotel California: we can check out anytime we like, but we can never leave.

And the scariest part is that we may not want to leave. What if we prefer endless noise to the deafening sound of silence? What if we do not care to hear God’s still, small voice? What if the trivialities and distractions of our day are not forced upon us by busyness, or forced upon us at all? What if we choose to be busy so that we can continue to live with trivia and distraction? If “digital busyness is the enemy of depth” (17)  then we are bound to be stuck in the shallows so long as we’re never alone. Our digital age gives new relevance to Pascal’s famous line: “I have often said that the sole cause of man’s unhappiness is that he does not know how to stay quietly in his room.”

Or stay out of the room, as the case may be.

Read more from Kevin here.

Tags: Kevin DeYoung, Social Media

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Six Principles for Raising Up New Leaders in Your Church

by: Eric Davis

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There’s always a bit of risk involved in handing off ministry batons of various sorts. In everything from equipping and launching guys to take over Sunday gathering set-up, to music, to home groups, and evangelism, no baton-passing is hazard-free. That’s part of the ministry. We’re all fallen. People have various learning and sanctification curves.

I still chuckle when I think of Jesus sitting around with the hazardous 12, handing them the baton to light the world afire. I chuckle even more when I think of the posse of faithful men who risked much in progressively entrusting me with various ministry and disciple-making privileges.

But baton passing is the mandate. When the Apostolic torch was put out in God’s providence, Paul exhorted Timothy and Titus to give themselves towards raise up men, even if it meant risk (2 Tim 2:2, Titus 1:5). Needs are too great for ministry hoarding. Entrusting is part of the leadership call and one which requires a diligence both in equipping and trust in the Church-Builder

Especially in newer ministries, it can be tricky to discover and develop people for the task. One the one hand, young pastors and church-planters, for example, are pretty much in persistent panic mode because of the needs relative to guys available. On the other, he mustn’t panic by slipping into the pragmatic ole Baptist mode of, “Rescued from drowning one day and coast guard, the next,” nor setting rigid time limits within which a leader must be launched.

You may be a ways out from ordaining elders, but your ministry still needs some sort of grid to recognize and launch godly leaders along the way, whether they pursue eldership or not. The local church needs budding Nehemiah’s and Timothy’s as it’s backbone and strength. I think one of the major reasons for church-plant failures and unhealthy local churches is due to a failure to intentionally raise up and launch men at various points in their spiritual growth specifically for leadership, and not exclusively for eldership.

Here are six principles that have helped our fledgling ministry move towards that balance while raising up and launching those men as God provides. And we have found these helpful from everything to equipping those faithful few for overseeing unglamorous Sunday set-up and tear down ministries, to shepherding home groups, and between.

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Tags: Eric Davis, Leadership Engine, Staff Development

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Why Doesn’t Your Church “Get with the Program”?

by: Trevin Wax

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It’s time for the Church to move into the 21st century.

Here’s an opportunity for the Church to revise its teaching and increase its reach among young people.

If the Church doesn’t change, it will get left behind.

Peppered throughout the news coverage of Pope Benedict’s resignation announcement are comments like these from “practicing Catholics” who are politicians or common Catholics interviewed on the street.

The subtext behind these statements is this: The Church needs to get with the program.

Now, as a Baptist, I have more than a few disagreements with the teaching of the Church of Rome – sola scriptura being the watershed issue from which flows a whole host of other doctrines and practices. Despite overtures from Pope Benedict on the doctrine of justification, Trent still stands (unfortunately).

But let’s go back to this notion of the Church “getting with the program.” First off, the idea that the global Church should cater to the whims of a shrinking number of North American Catholics betrays a stunning ethnocentrism and an imperialistic mindset among elites who, ironically, would consider themselves “multi-cultural.”

Beyond that, however, I find it interesting that evangelicals are facing the same kind of cultural pressures.

If a pastor won’t get with the program and recant his previous opposition to homosexuality, then he’s off the inaugural platform.

After all, we’re in the 21st century now! What’s this continued opposition to abortifacient drugs? What’s this old-fashioned idea that kids need a mom and a dad, not two of the same gender? For heaven’s sake, get your head out the clouds and put your feet on the ground!

What we see in these conversations are two overarching themes: authority and eschatology.

Authority

The first is the question of authority. The assumption behind the recent calls for the Catholic Church to change is that Christians belong to a purely human institution that can adjust and tweak its teachings at culture’s beck and call.

In other words, cultural consensus is the authority. When Christians are out of line, they ought to pressure their church to modify its teachings to comply with the newfound consensus.

But the catholic church (I’m using small “c” catholic now, to refer to the universal church, not the Church of Rome) is not a human organization. The proclamation of the church is that Jesus Christ is Savior and Lord. We believe this to be objectively true. It is not a human label slapped onto a human institution, but a divine revelation taken up and carried by a people called out by God for His missionary purposes in the world.

I admire the way the Pope has answered critics who wonder why he hasn’t pushed for women priests, for example. Benedict responds:

The Church has “no authority” to ordain women. The point is not that we are saying that we don’t want to, but that we can’t.

Following (Christ) is an act of obedience. This obedience may be arduous in today’s situation. But it is important precisely for the Church to show that we are not a regime based on arbitrary rule. We cannot do what we want. Rather, the Lord has a will for us, a will to which we adhere, even though doing so is arduous and difficult in this culture and civilization.

Appealing to the authority of Christ is exactly the right road to take on these matters.

We operate from within a worldview in which Jesus Christ is the Lord who reigns over His people. Because He is King, we cannot tinker with His Word and then glibly go on as if the fundamental truth of our proclamation has remained unchanged. Once you bow to cultural consensus, your declaration of Christ’s lordship is meaningless.

It all comes down to this: Who’s in charge? Who is your authority? 

Eschatology

Then, there’s the eschatology pulsing through these conversations. Don’t make the mistake of relegating eschatology to the bargain bin filled with Left Behind books. We see eschatology all over the place.

Consider this comment: When will the church move into the 21st century? That question betrays a very clear notion of time and progress, the idea that history is moving somewhere.

But contrary to Piers Morgan’s view of the world, history is not moving in a solely upward direction, as we become more and more “enlightened” and free from the taboos of previous generations. The idea that the church must change because, after all, we are in a new day, and in this day and age, we don’t go for things like that… well, that kind of talk betrays a rival eschatology to that of the church. It puts the climax of history in the Enlightenment of the 1700′s and charts an upward progression.

To be sure, things have improved. Technological advances in the past thirty years alone are stunning. And yet, technological progress has its dark side. There is no end to our depravity. Nuclear bombs. Terrorism. Drone attacks. The list goes on.

The rival eschatology says, “The world is improving and the church is stuck in the past. Get it in gear, or get left behind.” Denominations fall all over themselves to follow suit and not run afoul of the cultural zeitgeist, only to discover their sanctuaries emptied of people and their pulpits emptied of power.

The world tells evangelicals (and Catholics, it seems), Jump on the bandwagon of cultural progress like all the mainline denominations have. Oh yes, and we can seen just how well that has worked out for them, can’t we?

“It is always easy to let the age have its head,” said G. K. Chesterton. “The difficult thing is to keep one’s own.”

We Have a Program

The reason the church can’t afford to “get with the program” is that we already have one. It’s called the Great Commission. It is the program given to us after Christ’s resurrection. We are to go into all the world to preach – however unpopular the message will be – to all nations. 

• Our message is powerful.
• Our mission is global.
• Our methods are adaptable.

But the program stands. King Jesus has summoned us and sent us out.

We are not beholden to the authority of “cultural consensus.” Neither are we living according to the fictional eschatological timetable concocted by those who have drunk deeply of Enlightenment philosophy without knowing it.

We are a resurrection people. The King has already given us a program. And that is why we can’t get with the world’s.

Read more from Trevin here.

Tags: Recasting Vision, Trevin Wax, Vision Frame

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How to Keep Your Future Leaders Where They’ll Do the Most Good

by: Carina Wytiaz

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Last week I discussed how to identify current and future leaders inside your company. The tactics include observing colleague interactions and basic skill testing (but I encourage you to read the details if you haven’t yet.) Now that you’ve identified some potential leaders inside your organization, it’s time to put them through their paces.

The best leaders have been through a baptism by fire: refining their character, work ethic, and practical skills. You’re going to provide that experience—but in a nice way.

Bigger projects, more responsibility – Once they’ve proven themselves on tasks, move to a larger project.  Take your time to be honest and helpful: recognize the way you work with your potential leader is how they will eventually work with their own star employees.

Mentoring through failures – We’ve all had setbacks and failures. Leaders analyze those experiences, their complicity in the failure, and determine to do better. While a natural leader may work through the steps of failure intuitively, you can mentor a potential leader through the same steps.

My biggest challenge after I’ve identified a leader is not being able to keep them within the company. The best leaders will eventually turn and leave if they lack interesting opportunities and are not adequately recognized nor appreciated for their contributions. You are responsible for providing as many challenges as possible, and even more importantly, for recognizing your potential leader’s efforts.

Make it a priority to use daily, weekly, or quarterly meetings to call attention to your leadership stars. Communicate to other employees the qualities that made your honored employee into a leader. By sharing the reasons for recognition, other employees have the chance to deliver on the qualities you value most in your culture.

Tags: Carina Wytiaz, Leadership Engine, Staff, Staff Development

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How to Find and Develop Leaders in Your Organization

by: Carina Wytiaz

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One of the consistent struggles we hear from organizations is how to identify and train current and future leaders. It’s such an important topic that I’m splitting it into two posts, the first is how you can identify leaders, and the second is how to train and keep the leaders you identify.

I’ve found the best leaders are easy to spot over time when you know what to look for. I trust my gut when it comes to finding future leaders, but let me try to clearly explain how my gut identifies those rising stars:

• Leaders are at the center of the work pod – Do you see people stopping by one co-worker’s desk often throughout the day? Don’t think of those employees as wasting time; they’re pointing you towards a future leader.

• Leaders are easy to spot in meetings – They come prepared and ask good, even challenging questions.

• Encourage your problem solvers – If you have a thinker on your team who always comes up with great solutions to problems, you have a potential leader.

• Bring a possible leader into a brainstorm – Can you see them producing great ideas and championing better ideas?

• Put a potential leader under pressure – One of the best ways to find a leader is to assign an employee a task.

Your potential leader will demonstrate over a few months how they can rise to the challenges you’ve provided. In general, leaders are persuaders. The best leaders are persuaders who make teams better, inspiring co-workers to do great work together. Hopefully you know that by identifying and encouraging your future leaders, you’re securing the future of the company.

Next time I’d like to demonstrate to you how to keep the leader you’ve identified and start to mentor and train them.

Read Carina’s full story here.

Read more from Carina here.

Tags: Carina Wytiaz, Leadership Engine, Staff Development

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