I would describe these leaders as people full of energy, a plethora of ideas, significant vision and often running in many different directions. The energy and ideas often get a church off the ground or a ministry started, and even to a significant size.
However, the larger the organization, the more stability it needs and the very thing that may have helped get them to where they are becomes a liability if the leader cannot modify his or her behaviors to provide stability for the ministry. Small ministries can deal with a fair amount of organizational chaos. The larger it grows the less able it is to do so and the best staff will not put up with an undisciplined or rapidly changing directional environment.
The discipline and intentionality of leaders is a significant issue not
only for their own leadership stewardship but because their intentionality or
lack of it impacts others in either positive or negative ways. Disciplined leaders
provide structure and stability to their organization and staff.
Undisciplined leaders bring uncertainty, instability and even chaos as staff try to figure out where they are going and seek to respond to the changing directions of undisciplined leadership. Eventually leaders and staff get tired of the lack of directional stability which creates tension between the senior leader and the key leadership personnel of the ministry. Often, by this time, it is too late for the senior leader to regain the confidence of the staff and board.
As organizations need to grow and mature, so do the leaders who lead them. When they don't they run a high risk of losing what they have built.
Undisciplined leaders bring uncertainty, instability and even chaos as staff try to figure out where they are going and seek to respond to the changing directions of undisciplined leadership. Eventually leaders and staff get tired of the lack of directional stability which creates tension between the senior leader and the key leadership personnel of the ministry. Often, by this time, it is too late for the senior leader to regain the confidence of the staff and board.
As organizations need to grow and mature, so do the leaders who lead them. When they don't they run a high risk of losing what they have built.
No comments:
Post a Comment