Slow-cooked Urban Leader Development
By
B H (United States) | December 14, 2008
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A "slow-cooked" 5C-4D urban model at a glance -- developing leaders in a hyper-busy society.
If leaders are built slowly, over time, leader to leader, then how can it be done in our modern world? In the urban setting we may not have much time each week or month, but we will likely have a good number of years to build into a person. So, the answer is slow-cooking -- that is building them more slowly over a period of years.
The following introduces the foundation year # 1.
The senior leader commits to building four emerging leaders over the period of a year. The senior leader rotates each week to one of four home groups led by one of the younger leaders.
The emerging leader commits to being built, receiving feedback from his or her home group, meeting with his mentors, and to completing a monthly challenging learning experience, and to preaching a short message at church each month. There are quarterly spiritual life retreats, and evaluation at the start and end of the process.
12 Monthly learning experiences will be posted under the section of learning experiences.
Details in brief:
* 1 leader.
* 4 emerging leaders.
* 4 groups to form the primary care community.
* 1 larger congregation.
* Each emerging leader has at least four people who influence
him or her, and a home group that is involved in the process: spiritual mother/father/intercessor; ministry coach; accountability partner, and the existing church leader.
* Each week the emerging leader:
-- meets with his senior leader, prayer, sharing, meal.
-- leads a home group ministry/co-leading with -- works on his learning experiences,
-- has some responsibility at Sunday worship services
-- he or she determines how often to meet with coaches,
Intercessors, accountability partners, etc.
* Each month he or she preaches a short message.
* Quarterly Spiritual Life retreats as a cohort.
* Personal study of Biblical books, listening to teachings, and
memorizing scriptures.
* The senior leader’s role is one of personal influence, prayer, and
designing challenging assignments for the emerging leaders.
* Evaluation is done at the beginning and end of the process.
The senior leader oversees this process.
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