THE PROCESS

We believe one of the key items to jump start the development process is appropriate assessment. You need to ask (1) Where are they now? (2)  Where do I see them going? (3) What is the next step? Those three questions drive the assessment process. 

We also believe you can’t really do assessment without knowing a general profile of what you are looking for. While we get specific with the direction of each person (where do we see them going) we do our assessment with a nine point church leader profile in mind (see full profile below). This is the same profile we use for church planters, executives, and high level ministry leaders. 

After identifying the gaps between (1) where they are now and (2) where they are going, (3)  we make recommendations on what is the next step. Those next steps fall into one of three development categories. 

Development Categories

In order to create a lean but impactful development plan we believe you need three components. You will see this concept fleshed out in our recommendations.

• Coaching: What do they need to process?
• Content: What do they need to learn?
• Experiences: What do they need to do?

The intent with the process is to remove barriers to starting development.  This is how we believe you should use this document (but feel free to make it your own).

Our 9 point church leader profile

• Character
  • Self-awareness: Are they aware of and developing their strengths and engaging their weaknesses?
  • Spiritual Maturity: Do they have a vibrant relationship with God evidenced through Bible study and prayer and are leading others to do the same? (Is sharing the gospel and discipling believers.)
  • Teachability: Do they receive corrections well or are they overly arrogant? Humility and the willingness to learn is key.
• Competency
  • Leadership: Have they demonstrated an ability to gather a group of people and develop them?
  • Communication: Can they communicate in a way that is winsome and compelling to a variety of audience sizes?
  • Ownership: Do they take initiative and responsibility for the shared mission? The interplay between teachability and ownership provides a leadership quality that is confident and humble.
• Calling
  • Family Calling: Does their family feel and affirm the calling to vocational ministry leadership?
  • Vision: How well can they positively, clearly, and with faith communicate a vision for a new future?
  • Direction: Where do you see God taking them and what role will they specifically play?