Do our organizational and individual processes coordinate well together to effectively meet both individual and organizational needs?
We promote several effective organizational processes that focus primarily on the movement’s growth and development and on accomplishing movement goals. We also provide excellent individual processes that primarily focus on the growth and development of individuals and the achievement of the individual goals of our movement members. Both are crucial to fulfilling our God-given Mission, and both work best when used together. Unfortunately, the weak link is often our miscalculating the need for ongoing career and leadership conversations to serve as a linking bridge.
Recently, we conducted Career Path Planning Learning Cohorts with 24 participants from 22 countries. Career Path Planning is an individual process designed to help a person 알도록 their God-given design and desires, 분별하며, their best contribution, and 계획 for their growth and development to achieve greater fruitfulness in both current and future roles. Since the decision about whether someone is considered or accepted for a ministry role ultimately lies with the organization, it is essential to use career and leadership conversations to link the fulfillment of the organization’s God-given mission to the fulfillment of the individual member’s personal God-given mission.
For example, generating leaders for the movement is supported by at least two essential processes: the Leadership Pipeline, which helps us identify our leadership needs, assess who we have that might meet those needs, and develop potential leaders to fill those needs; and the Career Path Planning process, which helps individuals discern God’s leading. For the Leadership Pipeline to work well, we need a clear understanding of potential leadership candidates so we can discern who might be the best fit.
But too often, we lack sufficient ongoing career and leadership conversations to connect the organization’s needs with how God may be leading an individual. Similarly, individuals may not be aware of current—or potential—ministry opportunities they can consider as they discern where they can make their best contribution.
One of our best opportunities to provide ongoing career and leadership conversations is the Position Focus (Staff Development Cycle) conversations. Especially the third conversation, when we zoom in to assess how the member has done in achieving their current objectives, then zoom out to consider potential role adjustments or changes.
If we are already having these Position Focus conversations each year, we can use that time to discuss career and leadership topics that help link our organizational needs with individual gifts and calling for greater effectiveness.
You can find more information about these helpful conversations on the Leadership Pipeline, 경력 경로, or 포지션 포커스(Position Focus) (Staff Development Cycle) pages on ldhr.org. You might also find the Where Next? (global job board) helpful for your conversations. And you can always write the LDHR Llama with any questions you might have.
We’d like to learn from you…
When do you have career and leadership conversations in your country?
What are you doing well? In what areas would you like to improve (please share in the comments)?
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