One of the most common frustrations among church leaders is the feeling of being “stuck”. In church after church, leader after leader experiences a gap between what they know needs to be done and what actually gets done. It can be frustrating, demoralizing and even exhausting. So many leaders get paralyzed right here. They have great ideas and good intentions. Their teams, their department or their organization looks really great on paper. Unfortunately, their ideas never seem to get traction in real life. This can leave the leader feeling stuck.
Turn Your Intentions Into Actions
Until the leader turns intentions in to actions they will be frustrated because their dreams will remain something that only they can see. At the end of the day, what leaders need to keep in mind is that what impacts people, and consequently what is most important are your actions. The first step in turning your intentions into actions is to identify the problem. It’s usually pretty easy to discover. Here are the most common reasons leaders feel stuck
- Leaders either don’t know what to do next or
- They know what needs to be done, but they don’t know how to do it… or
- They know what needs to be done, they know how to do it but they lack the resources to pull it off (time, money, personnel, etc.)
The Same Answer
Once you’ve identified the problem you can begin to move forward again. Ironically, the solution to each of these problems is the same. Build a great team. Leaders need to be intentional about developing the leaders around them. Here are just a few reasons:
- Those closest to the leader will determine the leaders level of success.
- Potential (future) leaders help to carry the load.
- Your leadership team is sounding board for you.
- They can help you problem-solve and help implement solutions or change.
- Leaders will attract other leaders.
- Leaders who invest in potential leaders multiply their effectiveness.
- Developed leaders lighten your load and enhance the future of your organization.
- The more people you lead, the more leaders you need.
Ultimately, a leaders success will be defined, not by what they are able to do, but by what they are able to do through others. Begin developing leaders for your team. Start today. Be intentional. Be consistent. Below are some questions that are designed to get you started. You may want to consider working these questions into your weekly calendar to help with follow through.
- Watch the video together or invite someone to summarize the topic.
- What is your initial reaction to this video? Do you disagree with any of it? What jumped out at you?
- How can I take a genuine interest in one of my team leaders this week?
- Who can I give feedback, correction, coaching or training to this week?
- Who can I reward, recognize or thank this week?
- Who can I share the vision with this week?
- How can I increase the autonomy, freedom, or responsibility for someone this week?
- What can I do this week to make my team more relationally connected?
- Where can I add some fun this week?
- What does my team need to see me model this week?
- Write a personal action step based on this conversation.