I’ve learned over the years that people’s behaviors flow from their assumptions. Even if these assumptions are false or foolish it doesn’t matter, they will still behave according to these beliefs. Each of us has a set of core assumptions that are deeply ingrained in our minds and influence the way we lead. Part of a leaders job is to challenge and shape the assumptions of their people. And one of the best ways to do this is by asking tough questions.
Here are a few questions you can ask your team that will help challenge any assumptions that are hindering the development of leaders in your organization.
- Who will do your job if you are suddenly unable to continue in your role?
- Who are the three rising stars in your area that we need to invest in developing for the future? What are the next steps in their developmental process?
- What will the organizational chart in your area of responsibility look like if our organization doubled over the next 90 days?
- How many leaders would you like to reproduce yourself in over the next 3 years? Toward what end?
- What is the process in your department for developing someone to serve in an entry level role? What is the process for developing someone to lead at the next levels in your department? What is the process for developing someone to take your role? (Leadership development doesn’t happen by accident, create intentional processes)
- If I told you your only responsibility was to develop leaders how would that change your weekly schedule?
- What would the impact be on your area of ministry if you didn’t develop any new leaders over the next 12 months?
Add to this list of tough questions then create a safe environment and work through these as a team.