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Austin dsl project-webinar_slides final 3-21-11
- 1. Moses is dead! Now What? Planning for Leadership Continuity in Ministry Kathleen Austin-Roberson PK Anointed Inc. Presenter
- 3. Reminder of some of the key things to consider when developing and implementing an effective succession plan in your ministry
- 4. Cause you to leave with a greater sense of urgency regarding succession planning in your ministry
- 5. Give you some important next steps to move you forward in your succession planning efforts
- 6. MAKE SURE YOU HAVE YOUR WORKBOOK HANDY FOR THIS SESSIONKathleen Roberson
- 7. LEADING THE LOCAL CHURCH Summary Comments 1. The local church is central to God’s plan for redemption and discipleship 2. The local church has a dualnature and must be lead giving careful attention to both. 3. The church’s spiritual challenges must be met with spiritualleadership. 4. The church’s organizational challenges must be met with organizationalleadership.
- 8. VISIONARY LEADERSHIP Summary Comments 1. Visionary leadership can only occur in the context of positiveinteraction between a leader and follower(s) 2. Visionary leadership shares both vision and values with followers 3.Visionary leadership is future-oriented and strategic. 4. Visionary leadership leads to sustainable and enduring success.
- 12. SUCCESSION PLANNING & CHURCH DESIGN Summary Comments Churches that want to increase their ministry effectiveness and experience enduring success, must be willing to design and redesign themselves. A good succession plan will be incorporated into every aspect of the church’s design to include its strategy, structure and systems.
- 13. SUCCESSION PLANNING & CHURCH DESIGN Summary Comments 3. A church’s design should emphasize the development of leaders not positions and titles to be most effective.
- 19. IDENTIFYING AND SELECTING POTENTIAL LEADERS Summary Comments 2. Potential leaders become your church’s talentpool which gives you the ability to increase your benchstrength by preparing people to fill key leadership roles. You should distinguish your highperformers and your successfulperformers from your general church workers so that you can provide targeteddevelopmentalopportunities for those keypotential leaders. High Performers Successful Performers
- 20. IDENTIFYING AND SELECTING POTENTIAL LEADERS Summary Comments 3. Avoid the Peter’sPrinciple when placing leaders in key leadership positions. Many people may want to be promoted to higher levels of responsibilities but may not be able to functionwell there. 4. Your church’s organizationalperformance is directly linked to the leaders that you have in place and where you place them.
- 21. PROVIDING TRAINING AND DEVELOPMENT OPPORTUNITIES SUMMARY Whether you chose to have a open or closed succession planning program in your church or some range in between, really depends on your church culture. In either case, it is important to develop leaders for future roles without making promises or giving guarantees.
- 22. PROVIDING TRAINING AND DEVELOPMENT OPPORTUNITIES SUMMARY 2. Providing a wide range of developmental opportunities to prepare your talent pool for leadership roles will immediately increase your bench strength, helping you respond to any immediate talent gap as well as grow superior talent for the future.
- 23. PROVIDING TRAINING AND DEVELOPMENT OPPORTUNITIES SUMMARY 3. Broad and flexible job descriptions should be used to clearly identify responsibilities and expectations but should not hinder or limit innovation, initiative or productivity. Job descriptions should include competencies and results standards.
- 24. PROVIDING TRAINING AND DEVELOPMENT OPPORTUNITIES SUMMARY 4. Feedback should be provided to leaders who are being developed regularly and should be candid. Performanceappraisals are appropriate in a ministry setting and help measure both performance and potential.
- 27. SENIOR PASTOR SUCCESSION Summary Joshua 1:1-2 "Moses My servant is dead; now therefore arise, cross this Jordan, you and all this people… Moses was a visionary leader and understood the importance of succession planning and soughtGod for direction in implementing one.
- 28. SENIOR PASTOR SUCCESSION Summary 2. Moses and Joshua had a genuinerelationship and in the context of that relationship, Moses provided Joshua with a variety of developmentalopportunities which included stretch assignments, mentoring and coaching. 3. When Moses was no longer available to lead, Joshua was prepared to fully step into his new leadership role and God fullyexpected him to do so.
- 29. SENIOR PASTOR SUCCESSION Summary 4. When an internal successor is not available you must ensure that you have a written leadership contingency plan in place that can direct your church through the succession process and provide interimleadership during the church’s transition. 5. When searching outside of the organization for potential successor, competency, valuesalignment and culturalfit should be some of your primary considerations for selection.
- 30. CONCLUSION SO NOW WHAT? Have I done everything possible that I can possibly do to ensure the continuity of leadership in my church?
- 32. Form a Succession Planning Team committed to leading the development and implementation process in your church
- 33. Use your workbook and assessments to guide you in the process
- 35. provides training, coaching, and ministry support to Christian leaders
- 36. helps Christian leaders, develop and employ strategies for execution of their church’s goalsPastor Kathleen Roberson Senior Consultant 571.338.2093 pkanointed@gmail.com www.pkanointed.com
Editor's Notes
- Greetings and Welcome or should say to some of you welcome back.[mouse click]
- I’m Pastor Kathy Roberson and I’m so glad that you have joined me for a very special epilogue to the seminar Moses is Dead! Now What? Planning for Leadership Continuity in Ministry. The purpose of this free follow-up webinar is to reiterate the importance of succession planning in the church and to remind you of some of the key things that you will need to consider when developing and implementing an effective succession plan in your ministry. I am passionate about this subject because I believe that it is key to the local church’s long-term health and sustainability. By the time we conclude this session I am believing that every pastor who accesses this material will leave with a sense of urgency and begin the important steps of implementing or strengthening your church’s succession plan. As we go through the material you will need to have your workbook to review your notes from the seminar. This is also a great opportunity for you to fill in any of the blanks that you missed in the summary statement. With that said let’s get started. [mouse click]
- The disposition of church leaders must be that succession planning is an absolute priority. An effective succession planning and leadership strategy must be comprehensive and strategic, providing for the development of strong, moral leaders who are capable of leading the church both now and into the future. This kind of leadership development will require positive interaction between leaders and followers as exemplified in scripture. Senior pastor involvement is a key factor in creating an environment for the development, implementation and practice of succession planning in ministry. Without it, succession planning efforts will fail. The church cannot afford to let this happen. The leadership of the local church in the world must continue. Planning for succession and leadership continuity in ministry ensures that it will.As many of you know, leading the local church is not for the faint in heart. However, regardless of how challenging this may be the rewards are great as we see souls saved and lives changed through the ministry of the local church.Summary Comments:1. [mouse click] The local church is central to God’s plan for redemption and discipleship2. [mouse click] The local church has a dualnature and must be lead giving careful attention to both.3. [mouse click] The church’s spiritual challenges must be met with spiritualleadership.4. [mouse click] The church’s organizational challenges must be met with organizationalleadership.FINAL REFLECTIONS: how would you lead the church forward?
- Summary Comments:[mouse click] 1. Visionary leadership can only occur in the context of positiveinteraction between a leader and follower(s)[mouse click] 2. Visionary leadership shares both vision and values with followers[mouse click] 3.Visionary leadership is future-oriented and strategic.[mouse click] 4. Visionary leadership leads to sustainable and enduring success.FINAL REFLECTIONS:Has the vision for your ministry changed overtime and if so, in what ways? What were some of the contributing factors that necessitated the need for you to change?[mouse click]
- Summary Comments:[mouse click] Succession Planning is not just about replacing people. [mouse click] Central to all good succession plans is the development of leaders.[mouse click] Succession Planning involves any and many efforts aimed at ensuring leadershipcontinuitynow and in the futureFINAL REFLECTIONS:How has your understanding of succession planning changed? Are there some things that you already know that you want to do differently or expand in the area succession planning in your church? [mouse click]
- [mouse click]It is and has always been the responsibility of Christian leaders to develop others for Christian leadership2. [mouse click] The scripture demonstrates that the development of Christianleaders takes place in the context of relationship between leaders and followers which is demonstrated through love, opportunity to serve and communication which is both instructive and corrective.FINAL REFLECTIONS:Is leadership development a primary focus in your church? Do you believe that the leaders in your church are fully capable of leading your church into the future?[mouse click]
- Many churches have been forced to close their doors or are facing the struggle of keeping the doors open with less and less people to fill the pews. Statistics show that people are leaving their traditional places of worship seeking other alternatives. Tickle (2007) argues that the postmodern generation has left their inherited churches and has no means or desire to return to them. The times are perilous and the opposition and competition facing the church is great. However, the stakes are too high for the local church in communities throughout the world to fail. The church has been given the mission and mandate to be salt and light to a hurting and dying world. The leadership of the church must continue.FINAL REFLECTIONS:Can you think of some examples or situations that you have observed when there was not a qualified leader or leader to succeed a predecessor? What were some of the outcomes? What are some challenges that you are facing right now in your ministry demonstrate the need for succession planning? [mouse click]
- Summary Comments[mouse click] The SeniorPastor is the most powerfulagent for change in the local church and must advocatesuccessionplanning as a top ministry priority in order for it to be successful. This is done by ensuring that leadershipdevelopment is an essential part of the church’s organizationalculture.[mouse click]
- Summary CommentsIf the Senior Pastor does not champion the cause of succession planning in the church it will fail.ASSESSMENT – RATING YOUR SENIOR PASTOR’S ROLE IN SUCCESSION PLANNINGFINAL REFLECTIONS:What are some of the factors that causes pastors not to buy in to succession planning? Do you have any concerns or hesitations about succession planning? If so, what are they? [mouse click]
- Summary Comments[mouse click] Churches that want to increase their ministry effectiveness and experience enduring success, must be willing to design and redesign themselves.[mouse click] A good succession plan will be incorporated into every aspect of the church’s design to include its strategy, structure and systems.[mouse click] A church’s design should emphasize the development of leaders not positions and titles to be most effective.Unfortunately, some church leaders may not be up to the challenge of making changes to church’s design when needed and are more inclined to maintain the status quo.In the book Transforming congregations for the future, LorenMead states it this way, “Our current church structures are strangling us, but we love them. More than that, they feel holy to us. To change them feels like disloyalty to God—even though we know it's just a chair, just an organizational arrangement, just a leadership position”. Mead, L. B. (1994). Bethesda: Alban Institute. p. 27. FINAL REFLECTIONS:What areas of your church’s organizational design do you think you will re-visit after the seminar; which aspects of your strategy, structure or systems? When was the last time you made significant changes to any one of these areas? [mouse click]
- Summary Comments[mouse click] Churches that want to increase their ministry effectiveness and experience enduring success, must be willing to design and redesign themselves.[mouse click] A good succession plan will be incorporated into every aspect of the church’s design to include its strategy, structure and systems.[mouse click] A church’s design should emphasize the development of leaders not positions and titles to be most effective.Unfortunately, some church leaders may not be up to the challenge of making changes to church’s design when needed and are more inclined to maintain the status quo.Mead states it this way, “Our current church structures are strangling us, but we love them. More than that, they feel holy to us. To change them feels like disloyalty to God—even though we know it's just a chair, just an organizational arrangement, just a leadership position”. Mead, L. B. (1994). Transforming congregations for the future. Bethesda: Alban Institute. p. 27. FINAL REFLECTIONS:What areas of your church’s organizational design do you think you will re-visit after the seminar; which aspects of your strategy, structure or systems? When was the last time you made significant changes to any one of these areas? [mouse click]
- Summary CommentsIf the Senior Pastor does not champion the cause of succession planning in the church it will fail. I know that I said it once but the importance of this critical piece in developing and implementing a succession plan makes it worthy of repeating again.Steps in development and implementation: There are 4: 1) assessing the needs; 2) identifying and selecting potential leaders; 3) providing training and development opportunities and 4) Evaluating the plan regularly.The basis of a succession plan is really knowing the present and futureneeds of your church as well as the present capabilities and future potential of your leaders.[mouse click]
- Summary CommentsTo develop your leadershiptalent you must deliberatelyidentify who they are and deliberately provide opportunities for them to grow.Succession Planning only works if you actually doit and evaluate it regularly to ensure its continued effectiveness.Let’s take a closer look at each one of the steps in development and implementation of a succession plan and work through some exercises that will help place what we are learning today in the context of your particular church.[mouse click]
- Summary Comments[mouse click] Succession planning is best done in the context of strategicplanning because having a clear idea of where your church is headed will help you determine the leadership that you need to help you get there.[mouse click] It is important for you to identify your missioncritical roles because this will establish your church’s succession planning focus and ministrypriorities.[mouse click]
- Summary Comments[mouse click] Knowing your church’s benchstrength will help you determine your church’s vulnerabilities as it relates to leadershipcontinuity and help you determine where you need to strengthen your leadership.[mouse click] Measuring your church’s future leadership needs against the currentabilities of possiblesuccessors reveals the leadership developmentalgap in your church. Identifying the developmental gap allows you to provide targeted training and development activities to close the gap.[mouse click]
- Summary Comments:[mouse click] Identifying and selecting potential leaders is a toppriority for visionary leaders. It is important to select leaders based on their character, competence, their alignment with the church’s values, culturalfit and level of commitment to the work of Christ.[mouse click] Potential leaders become your church’s talentpool which gives you the ability to increase your benchstrength by preparing people to fill key leadership roles. You should distinguish your highperformers and your successfulperformers from your general church workers so that you can provide targeteddevelopmentalopportunities for those keypotential leaders.[mouse click]
- Summary Comments:[mouse click] Potential leaders become your church’s talentpool which gives you the ability to increase your benchstrength by preparing people to fill key leadership roles. You should distinguish your highperformers and your successfulperformers from your general church workers so that you can provide targeteddevelopmentalopportunities for those keypotential leaders.[mouse click]
- Summary Comments:3. [mouse click] Avoid the Peter’sPrinciple when placing leaders in key leadership positions. Many people may want to be promoted to higher levels of responsibilities but may not be able to functionwell there.4. [mouse click] Your church’s organizationalperformance is directly linked to the leaders that you have in place and where you place them.[mouse click]
- [mouse click] Whether you chose to have a open or closed succession planning program in your church or some range in between, really depends on your church culture. In either case, it is important to develop leaders for future roles without making promises or giving guarantees.2. [mouse click] Providing a wide range of developmental opportunities to prepare your talent pool for leadership roles will immediately increase your bench strength, helping you respond to any immediate talent gap as well as grow superior talent for the future.[mouse click]
- [mouse click] Whether you chose to have a open or closed succession planning program in your church or some range in between, really depends on your church culture. In either case, it is important to develop leaders for future roles without making promises or giving guarantees.2. [mouse click] Providing a wide range of developmental opportunities to prepare your talent pool for leadership roles will immediately increase your bench strength, helping you respond to any immediate talent gap as well as grow superior talent for the future.[mouse click]
- [mouse click] 3. Broad and flexible job descriptions should be used to clearly identify responsibilities and expectations but should not hinder or limit innovation, initiative or productivity. Job descriptions should include competencies and results standards.[mouse click] 4. Feedback should be provided to leaders who are being developed regularly and should be candid. Performanceappraisals are appropriate in a ministry setting and help measure both performance and potential.[mouse click]
- [mouse click] 3. Broad and flexible job descriptions should be used to clearly identify responsibilities and expectations but should not hinder or limit innovation, initiative or productivity. Job descriptions should include competencies and results standards.[mouse click] 4. Feedback should be provided to leaders who are being developed regularly and should be candid. Performanceappraisals are appropriate in a ministry setting and help measure both performance and potential.[mouse click]
- http://www.businessperform.com/talent-management/succession_planning_evaluation.htmlIn evaluating the effectiveness of your succession plan ask these key questions? [PROVIDED AS A HANDOUT IN YOUR PACKET]Does your succession planning program consistently produce a slate of qualified candidates for any given leadership position that needs to be filled? Is your organization able to select internal succession candidates when desirable, rather than have to bring in outsiders with “more experience”? Do newly placed (promoted) leaders feel ready and confident about stepping into the new role? Do leaders placed (promoted) as a result of your succession planning process typically succeed in their new roles? Do your leadership candidates typically stay with the organization longer? Are your future leaders aggressively recruited by other organizations? Is your succession planning process reviewed at least annually and any deficiencies corrected or improvements implemented? Is your succession planning process reviewed at least annually and any deficiencies corrected or improvements implemented? Adapted from: http://www.businessperform.com/talent-management/succession_planning_evaluation.html[mouse click]
- “God may bury his man but never his work. The work of the Lord must continue”.My 77 year old father’s wise words as he reflected on his own plans for leadership succession in his church after pastoring for approximately 33 years [mouse click]
- Joshua 1:1-2"Moses My servant is dead; now therefore arise, cross this Jordan, you and all this people…[mouse click] Moses was a visionary leader and understood the importanceof succession planning and soughtGod for direction in implementing one. [mouse click] Moses and Joshua had a genuinerelationship and in the context of that relationship, Moses provided Joshua with a variety of developmentalopportunities which included stretch assignment, mentoring and coaching.[mouse click] When Moses was no longer available to lead, Joshua was prepared to fully step into his new leadership role and God fullyexpected him to do so.[mouse click]
- [mouse click] Moses and Joshua had a genuinerelationship and in the context of that relationship, Moses provided Joshua with a variety of developmentalopportunities which included stretch assignments, mentoring and coaching.[mouse click] When Moses was no longer available to lead, Joshua was prepared to fully step into his new leadership role and God fullyexpected him to do so.[mouse click]
- Another key aspect of the succession plan outcomes in the story of Moses and Joshua is that Joshua is described as having been the servant of Moses. This supports the argument that in most cases the most suitable next leader for a ministry is someone who has been groomed by the predecessor and located from within the organization itself. While this is not an absolute statement and may not be appropriate in every church succession scenario, it is certainly worth consideration. Joshua was more than qualified to lead the Israelites into the future after Moses passing because he had a personal understanding and appreciation of the Israelites unique history, both the positive aspects as well as the negative ones. Therefore, he was able to build on the solid foundation of Moses’ leadership using it as a spring board, as well as forge a new prophetic vision that would allow the Israelites to move forward into their promised land. [mouse click] 4. When an internal successor is not available you must ensure that you have a written leadership contingency plan in place that can direct your church through the succession process and provide interimleadership during the church’s transition. [mouse click] 5. When searching outside of the organization for potential successor, competency, valuesalignment and culturalfit should be some of your primary considerations for selection.[mouse click]
- When we examine the succession of leadership between Moses and Joshua we see continuity of leadership at its best. After all, it would have been impossible for Joshua to lead the Israelites across the Jordan if Moses had not led them across the Red Sea. Joshua needed a Moses to prepare him for leadership. The Israelites needed a Joshua to lead them into the future. God’s wise succession planning and management strategy provided both. Every church leader needs to pause and ask him or herself this question, [mouse click] “have I done everything possible that I can possibly do to ensure the continuity of leadership in my church”. If the answer to this question is “no” then this should be compelling enough to move you to greater action to ensure the enduring success of the Lord’s work that he has placed in your hands.Any questions or comments?[mouse click]
- Pray and ask God for continued direction and guidance for your church’s succession plan Form a Succession Planning Team committed to leading the development and implementation process in your churchUse your workbook and assessmentsUtilize the services of an outside consultant if needed[mouse click]
- Pastors I want you to know that even if we just met, I started PK Anointed with you in my spirit. I have a unique burden for pastors and it is my joy to support them in fulfilling the vision that God has placed in their hearts. I know that I have been called to serve the Body of Christ and every bit of education and experience that I gain is all part of the fulfillment of God’s divine plan for my life. I am committed to using my gifts and abilities to advance the Kingdom of God and bring glory and honor to the name of the Lord.PK Anointed is a vehicle to help me do just that. I grew up as a PK, so my upbringing and all of my collective experiences thus far have uniquely prepared for my role in the Body of Christ.PK Anointed: provides training, coaching, and ministry support to Christian leadershelps Christian leaders, develop and employ strategies for execution of their church’s goalsIf you need us give us call[mouse click]
- Closing Prayer