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Motivating Leaders

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Motivating Leaders

  1. 1. LEADERS MOTIVATING
  2. 2. The Potential Around You Adding value to those you serve motivating leaders: interview
  3. 3. Why It’s Difficult to Develop Leaders <ul><li>Leaders are often over-committed in other areas </li></ul><ul><li>Leaders usually are strong-willed and have personal agendas </li></ul><ul><li>Leaders are often enticed with opportunities that look more exciting and meaningful </li></ul>
  4. 4. How to Add Value to a Potential Leader <ul><li>Ask the person to be a part of the vision </li></ul><ul><li>Treat people as your greatest asset </li></ul><ul><li>Listen to people; know their hearts </li></ul><ul><li>Equip them according to their gifts and desires </li></ul>
  5. 5. Discuss <ul><li>How are we actively looking for potential leaders? </li></ul><ul><li>What training systems for leaders do we have in place? </li></ul><ul><li>How often do we ask God to raise up leaders in our church? </li></ul><ul><li>What does 2 Timothy 2 say about leadership development? </li></ul>
  6. 6. Finding Your Leadership Style 10 ways to lead God’s people motivating leaders: assessment
  7. 7. Leadership Styles <ul><li>Visionary </li></ul><ul><ul><li>Has a clear picture of what should happen. Future-oriented, idealistic, and full of faith </li></ul></ul><ul><li>Strategic </li></ul><ul><ul><li>Breaks vision into achievable steps, forming a game plan that everyone can participate in </li></ul></ul>
  8. 8. Leadership Styles <ul><li>Motivational </li></ul><ul><ul><li>Sees who needs a challenge, more training, some recognition, an encouraging word, a day off </li></ul></ul><ul><li>Team-building </li></ul><ul><ul><li>Finds leaders and places them in the right positions to produce the right results </li></ul></ul>
  9. 9. <ul><li>“ I’m aware that some of us take our leadership role a bit more seriously than others …” </li></ul>
  10. 10. Leadership Styles <ul><li>Entrepreneurial </li></ul><ul><ul><li>Has vision, energy, and a risk-taking spirit. Functions best in a start-up operation </li></ul></ul><ul><li>Bridge-building </li></ul><ul><ul><li>Brings a variety of people together to help a complex organization achieve its mission </li></ul></ul>
  11. 11. Leadership Styles <ul><li>Directional </li></ul><ul><ul><li>Assesses mission, strengths, weaknesses, resources, and then points organization in the right direction </li></ul></ul><ul><li>Managing </li></ul><ul><ul><li>Establishes markers on the way to a destination, then organizes people, process, and resources to achieve mission </li></ul></ul>
  12. 12. Leadership Styles <ul><li>Shepherding </li></ul><ul><ul><li>Loves, supports and prays for team members so diligently that mission is achieved </li></ul></ul><ul><li>Re-engineering </li></ul><ul><ul><li>Thrives in a situation that has lost focus. Sees what the mission was and what it must be now </li></ul></ul>
  13. 13. What Is My Leadership Style? <ul><li>Visionary </li></ul><ul><li>Bridge-builder </li></ul><ul><li>Directional </li></ul><ul><li>Managing </li></ul><ul><li>Shepherding </li></ul><ul><li>Re-engineering </li></ul>Strategic Motivational Team-builder Entrepreneurial Me! Not me!
  14. 14. 3 Key Positions on a Winning Team Putting people in the right place motivating leaders: assessment
  15. 15. “ Believe me, fellows, everyone from the Pharaoh on down is an equally valued member of the team.”
  16. 16. Key Positions on a Winning Team <ul><li>Influencers </li></ul><ul><ul><li>Get others excited about an idea </li></ul></ul><ul><ul><li>Convince doubters they can do a mission bigger than themselves </li></ul></ul><ul><li>Contributors </li></ul><ul><ul><li>Get the work done </li></ul></ul><ul><ul><li>Deliver ministry so lives are touched </li></ul></ul><ul><li>Managers </li></ul><ul><ul><li>Provide what contributors need for success </li></ul></ul><ul><ul><li>Coordinate, plan, and troubleshoot </li></ul></ul>
  17. 17. From Setback to Solution Discouragement needn’t be terminal motivating leaders: case study
  18. 18. The Situation <ul><li>A board member resigns because the church does not have an adequate youth program for his son. The board member and his family plan to join a larger church nearby. The church knows it needs a youth pastor but is reluctant to pay another salary. </li></ul><ul><li>What would you do? </li></ul>
  19. 19. What Happened <ul><li>Pastor meets with key leaders </li></ul><ul><li>Leaders talk to others about youth work </li></ul><ul><li>Volunteers are asked to help with youth </li></ul><ul><li>Task force writes steps for hiring a youth minister </li></ul><ul><li>Finance committee evaluates cost </li></ul>The Result In 6 months, church approves hiring a part-time youth minister. In one year, the position becomes full-time
  20. 20. Discuss <ul><li>How can setbacks energize us to find new solutions? </li></ul><ul><li>How did the action plan of this church build consensus? </li></ul><ul><li>What current situations are requiring us to look for creative solutions? </li></ul>
  21. 21. Ministry’s Fuel Mark 12:30–31 Love must be our primary motivation motivating leaders: devotional
  22. 22. What Motivates You to Lead <ul><li>Love for God </li></ul><ul><ul><li>This is the primary fuel that drives everything else </li></ul></ul><ul><ul><li>It involves all of me: heart, soul, mind, strength </li></ul></ul><ul><ul><li>Service is the natural overflow of this </li></ul></ul><ul><li>Love for people </li></ul><ul><ul><li>I see their hurt and hunger </li></ul></ul><ul><ul><li>I am concerned about the need </li></ul></ul><ul><ul><li>I am compelled to help </li></ul></ul>
  23. 23. Discuss <ul><li>How does love for God compel you to serve as a leader? </li></ul><ul><li>What motivates you to give time and energy to church? </li></ul><ul><li>What signals do we get that our love for God is waning? </li></ul><ul><li>How can we rekindle our love for people? </li></ul>
  24. 24. Strength for Difficult Days 2 Corinthians 4:16–18 Set your affections on things above motivating leaders: devotional
  25. 25. What Causes Loss of Motivation <ul><li>Time and schedule pressures </li></ul><ul><li>Difficulties or conflicts with people </li></ul><ul><li>Disorganization </li></ul><ul><li>Few results </li></ul><ul><li>Lack of training </li></ul><ul><li>Sense of incompetence </li></ul>
  26. 26. Discuss <ul><li>How do we manage people, property, and responsibilities in a way that maintains eternal focus? </li></ul><ul><li>What helps you focus on eternal things? </li></ul><ul><li>What turns your focus to earthly things? To God? </li></ul>
  27. 27. Sparks That Ignite into Flame Philippians 3:12–14; Proverbs 27:17 Motivation for the tough tasks motivating leaders: how-to
  28. 28. Ways to Stay Motivated <ul><li>Invest in an affirmative outlook </li></ul><ul><li>Fuel the fire with like-mindedness </li></ul><ul><li>Clear up conflicts quickly </li></ul><ul><li>Do not “deficit motivate” </li></ul><ul><li>Get involved in front-line issues </li></ul>
  29. 29. Discuss <ul><li>What are some ways to keep a healthy desire to serve from becoming over-commitment? </li></ul><ul><li>Besides guilt and anger, what are other deficit motivators? </li></ul><ul><li>After their term is up, do most of our leaders say, “Never again,” or are they eager to re-enlist? What’s the difference? </li></ul>
  30. 30. Motivation or Manipulation? Hebrews 13:17–18; 2 Timothy 2:15 Bringing out the best in people motivating leaders: how-to
  31. 31. To Bring Out the Best in People <ul><li>Offer a friendly atmosphere </li></ul><ul><li>Enjoy their uniqueness </li></ul><ul><li>Know their abilities </li></ul><ul><li>Know how much they can take on </li></ul><ul><li>Give them a reputation to uphold </li></ul><ul><li>Enjoy your work and let it show </li></ul><ul><li>Look for mutual benefits </li></ul>
  32. 33. Discuss <ul><li>Do our volunteers enjoy their work? How do we know? </li></ul><ul><li>Are our volunteers challenged to grow in their skills? </li></ul><ul><li>Which volunteers could take on more responsibility? </li></ul><ul><li>How do we reward enthusiasm in our volunteers? </li></ul>
  33. 35. Final thoughts <ul><li>In our church, what enormous tasks do we assume will scare people away? </li></ul><ul><li>How can we present these tasks in a way that will motivate leaders among us? </li></ul><ul><li>What one thing would make the biggest difference in how we motivate our leaders? </li></ul>

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