4. Clearly communicate expectations. It is unfair to hold someone accountable for expectations that have not been clearly communicated to them. As part of the orientation process, make sure new leaders clearly understand:
- precisely what will be expected of them;
- how the results of their work will be measured;
- when the results of their work will be measured;
- and what will be done with the measurement of the results of their work, even if the results are positive (for example, if their work has brought about better than expected results, the leader may challenge them to a greater vision, etc.).
5. Complete pre-launch preparations. Make sure the new leader receives any training that is needed (as simple as how to use the church’s computer software and telephone system, budgeting processes, general operations, or specific material or curriculum being used, etc.) and receives all the supplies he will need to function. This should include having items such as email, voicemail, printed business cards, computer access, and a workspace with basic office supplies available for the new leader on his first day at work. The leader will feel more welcome if you have him added to the leadership information on your church website right away rather than taking months to include him.
Ready, set …
With this orientation complete, it’s time to put the new leader to work. Here are an additional five steps a senior leader can take to lead their leaders to success in their areas of ministry:
1. Get out of the way! Let your leaders lead. Nothing inhibits a new leader’s start more than having his leader always looking over his shoulder or stepping in the way. Give your leaders room to do their work.
2. Keep your leaders positioned for success. Not every ministry will be in the spotlight at the same time. It’s important that a senior leader not let the work of other leaders be lost or diminished when an emphasis is on another area. Additionally, it’s important the senior leader routinely bring to the front what is happening in each ministry to keep that leader and his area connected to the larger church body.
3. Provide real support. Some simple things a senior leader can provide as ongoing support of the leaders they lead include:
- Equipping – Your leaders may need advanced discipleship, additional training, further professional development, ongoing study, etc., in order to be successful in their area.
- Supplying – Make sure your church “supply line” remains adequate for each of your leaders.
- Encouraging – Your leaders will be busy being key sources of encouragement for those they lead. You will want to make sure they are encouraged in their work.
- Example – Don’t just talk the talk. Provide the leaders you lead with a living example of the quality of leadership you expect from them.
- Access – As a senior leader, you’re a primary ministry and leadership resource to the leaders you lead. Make sure each leader you lead has a reasonable avenue of access to you.
4. Routinely measure results. Help your leaders be accountable for their leadership by routinely measuring the results of their work. How and when results are measured, and what is done with the results, should be achieved according to the plan you laid out as part of the orientation for the new leader. The measuring of results is a primary tool for the senior leader to help the leaders he leads stay on mission for ministry success, or identify corrections that need to be made in order to achieve desired outcomes.
5. Celebrate success, correct deficiencies. Emphasize and highlight the successes of your leaders. Express your appreciation for them both publicly and privately. If a leader falls short of the expectations you have previously communicated, work with the leader to develop a plan of correction that can help them achieve the results you’re expecting.
This is not, by any means, a complete list of how senior leaders can help the leaders they lead be successful in the ministry areas they are responsible for. The focus here is on practical steps of leadership basics, without which senior leaders will find their own work hampered by disappointing outcomes from the leaders they are responsible for.
Senior leadership takes real work and real investment in the lives of other leaders that can’t be done from an “ivory tower.”
This article originally appeared here and is used by permission.
