As I prepare for my new ministry, one of the things that I am looking forward to most is having the opportunity to pour into the lives of young men and women, particularly those who will go on to serve in ministry. Here is a post from Ron Edmondson dealing with ways to help foster growth in young leaders.
Posted by Ron Edmondson on his blog on March 12, 2012
I talk to pastors and leaders my age and older who want to see a new generation of leaders, but either don’t know how or can’t seem to find them. Frankly, some pastors I talk with are frustrated with what they see as a lack of leadership among the newer generations.
I’m frequently asked how we have managed to find so many talented young leaders at Grace Community Church. Much of the work God has done among us has been done through the leadership efforts of people 10, 15, and 20 years younger than me. I’m not the oldest guy on staff anymore, but I’m definitely outside the mode, mean, or median average.
Here are 7 ways to raise up young leaders:
Give them opportunities – That sounds simple, but it’s not. Many leaders are afraid to hand off real responsibility to leaders half their age. I understand, because I made some huge mistakes as a young leader, but at the same time, that’s how I learned. Younger leaders want authority and a seat at the table now, not when they reach an expected age. Is it risky? Of course, but it awesome has the potential for awesomeness to occur.
Share experiences– Young leaders are open to learning from a mature leader’s successes and failures. They enjoy hearing stories of what worked and what didn’t. That’s actually one of the beauties of the newer generations. The young leaders on my team actually seek out my personal experience. They will still want the chance to learn on their own, but they are ready to glean from the wisdom of those who have gone before them, especially in the context of relationships.
Allow for failure– People of all ages will make mistakes in leadership, regardless of their years of experience. For some reason that seems magnified for the younger leaders, which is one reason older leaders sometimes shy away from them. An atmosphere which embraces failure as a part of the growth process, invites younger leaders to take chances, risking failure and exploring possible genius discoveries.
Be open to change– More than likely, younger leaders will do things differently than the older leaders did things. They want more flexible hours, different work environments, and opportunities to work as a team. It may seem unnatural at first, but let their process take shape and you’ll have a better chance of leadership development occurring.
Set high expectations– Having different working methods shouldn’t lower standards or quality expectations. The good thing is the younger leaders, from my experience, aren’t looking for a free ride, just a seat on the bus. Hold them accountable to clearly identified goals and objectives. Applaud them for good work and challenge them to continually improve. It’s part of their growth process.
Provide encouragement- Younger leaders need feedback. They seem to want to know how they are doing far more often than the annual review system of the past afforded. They are looking to meet the approval of senior leadership and the organization. Keep them encouraged and they’ll keep aiming higher.
Give constructive feedback- Again, younger leaders appear more interested in knowing they are meeting the expectations of senior leadership, so acknowledge that fact by helping them learn as they grow. Don’t simply share “good” or “bad” feedback. Rather, with the goal of helping them grow as leaders, give them concrete and constructive reviews of their performance. Help them understand not only what they did right or wrong, but practical ways they can get better in their work and leadership abilities.
Raising up younger leaders is crucial to a growing and maintaining healthy organizations and churches. We must be intentional and diligent about investing in the next generation, understanding their differences, and working within their culture to grow new leaders.
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