Foundations of Leadership Development - From the Division to ...

Foundations of Leadership Development: From the Division to the Local Conference Niels-Erik Andreasen, Ph.D. Global Leadership SummitJanuary 28-31, 2014 Cooranbong, NSW, Australia Disclaimer. . . As you know I am a university president, and have never served in a division. So what can I possible suggest concerning division leadership?

Let me begin by showing you how Andrews University is organized: We have three levels and types of leadership. Seek Knowledge. Affirm Faith. Change the World. Andrews University Leadership Pattern Central administration (strategic planning, visioning and inspiration) Schools (operational planning, organization and coordination) Departments (tactical planning, application and

implementation) Seek Knowledge. Affirm Faith. Change the World. Division Leadership Pattern Division/General Conference (strategic planning, visioning and inspiration) Unions (operational planning, organization and coordination) Conferences (tactical planning, application and implementation)

Seek Knowledge. Affirm Faith. Change the World. Conclusion: An effective leadership structure is needed throughout an organization, both university and division. Leadership is not the same, but equally important, at each level. There is strategic, organizational and tactical leadership (to borrow military terms), and all three are essential for a successful engagement. Without one the other two can go astray. Seek Knowledge. Affirm Faith. Change the World.

We will now seek to conceptualize this leadership structure and then look at a couple of examples from the websites of two divisions. Seek Knowledge. Affirm Faith. Change the World. Let us look again at the leadership structure in the Division (or the University) and see how it works: At the Division level: Leadership is strategic and visionary and inspirational. What gifts and skill

sets are needed at that level of leadership? Think of WWII: General Dwight D. Eisenhower The big picture Overall responsibility and accountability People skills and team building Seek Knowledge. Affirm Faith. Change the World.

Let us look again at the leadership structure in the Division (or the University) and see how it works: At the Union level: Leadership is operational organizing and coordinating. What gifts and skill sets are needed here? Think of WWII: Field Marshall Bernard Montgomery Securing the forces

Preparing for action Final instructions Seek Knowledge. Affirm Faith. Change the World. Let us look again at the leadership structure in the Division (or the University) and see how it works: At the Conference level: Leadership is tactical, executing and implementing initiatives. What gifts and skill sets are needed here? Think of WWII: Tank drivers in north Africa

Fuel in tanks Ammunition in hulls Checking the position Attack Seek Knowledge. Affirm Faith. Change the World.

Now let us now look at the relationship between these three levels of leadership: 1. Division level: Where does the inspiring, visionary/strategic leadership come from? (a) From the GC leadership and departments? (b) From the Division planning sessions? (c) From the front lines of foot soldiers Seek Knowledge. Affirm Faith. Change the World. Now let us now look at the relationship between these three levels of leadership:

Conclusion: Strategic, visionary and inspiring leadership begins with listening and imagination. Certainly it includes listening to what comes from the GC, but it also includes the visioning from the foot soldiers at the bottom of the pyramid (cf. Gary Hamel). Leadership at the top level begins with listening, and for Christians, I would add it begins with prayer (listening to God). Seek Knowledge. Affirm Faith. Change the World. Now let us now look at the relationship

between these three levels of leadership: 2. Union level: How does operations leadership begin its work of organization and coordination? (a) Executes visions from above (top down) (b) Gives order to the people at the tactical level (do as I say) (c) In dialogue between vision and implementation. Seek Knowledge. Affirm Faith. Change the World. Now let us now look at the relationship

between these three levels of leadership: Conclusion: Operations leadership works best in dialogue across the levels of leadership from top to bottom and vise versa. Seek Knowledge. Affirm Faith. Change the World. Now let us now look at the relationship between these three levels of leadership: 3. Conference/mission level: How does tactical leadership perform its work of implementation? (a) Carries out orders?

(b) Waits for instructions from above? (c) Invents and envisions new tactics, approaches, then dialogues with operations people (union) and sends them up for inclusion in the vision (or for reconsideration if they do not fit in with the overall organiztional vision). Seek Knowledge. Affirm Faith. Change the World. Now let us now look at the relationship between these three levels of leadership:

Conclusion: Numerous tactical ideas should be developed all the time at the bottom of the pyramid, even if only a few of them turn out to be feasible (what Gary Hamel refers to as the pollen principle). Seek Knowledge. Affirm Faith. Change the World. Example A: TED, as reported on its website recently (a) My division of birth (b) North and east/central European countries

(c) The smallest division with under 100,000 members (d) The most secular and difficult regions to share our faith Here is what the TED web page reported from a Field School of Evangelism, 27 October, 2013. Seek Knowledge. Affirm Faith. Change the World. Example A: Division Leadership (visionary/strategic/inspirational)

"As we prepare the church for this personal engagement, we should remember that we are part of God's great mission to build a relationship with every human being, to eradicate evil from the earth, and to create a new heaven and a new earth. This is big, but God can raise us to the task by his Spirit. (Bertil Wiklander) Key concepts: Relationship building Distinctive Adventist message Visionary in a difficult environment

Seek Knowledge. Affirm Faith. Change the World. Example A: Union Leadership (planning/operational) The focus is on the cities, including London. Projects led 200 people to baptism. New congregations opened in Potters Bar and Uxbridge The evangelistic thrust will continue and the flame will continue to burn brightly across the city of London, and it must happen by relationship building. We need to talk. I. Sweeney (BUC) and S. Davis (SEC).

Key concepts: Build relationships with people Initiatives across London New members and new congregations Seek Knowledge. Affirm Faith. Change the World. Example A: Conference/Local Leadership (practical application/tactical) The "Rock at Wimbledon" combining art and ministry The 'Sabbath Sofa' was a great hit in Oxford

Streeta talking pointan invitation to stop and rest for a while. Seek Knowledge. Affirm Faith. Change the World. Example A: Conference/Local Leadership (practical application/tactical) Key concepts: How does one relate to people on Oxford Street? A startling idea that probably did not start in the Division committee

A local front line or foot soldier concept, silly, but still creative An example of local imagination making its way into the division report of visioning with union coordination. Seek Knowledge. Affirm Faith. Change the World. Example B: SID as observed during several visits and on the web page One of the largest divisions in the developing

world Preaching the gospel is relatively easy in most of SID A young church: 75% of its members are reportedly below 30 years of age. Has the highest number of congregations per pastor (14) Seek Knowledge. Affirm Faith. Change the World. Example B: SID as observed during several visits

and on the web page Has the highest number of members per pastor (1,800) 23,179 baptisms in Angola (Feb 2013) Membership: About 3 millionthe opposite of TED! Seek Knowledge. Affirm Faith. Change the World. Example B: Division Leadership (visionary/strategic) In this rapidly growing division approximately 75%

of the members are under 30 years of age young members who are still in the process of getting an education and finding their way in life. If we do not support them they could become a mob, but if we support them and educate them they will be an army for Christ. (Paul Ratsara) Seek Knowledge. Affirm Faith. Change the World. Example B: Division Leadership (visionary/strategic) Key concepts:

A young church is volatile Our young membership grows faster than our schools Education of our young is central to our church mission Seek Knowledge. Affirm Faith. Change the World. Example B: Union Leadership (planning/organization) The following regions have accredited colleges/universities: South Africa, Zimbabwe,

Madagascar. These have pre-accredited institutions: Malawi, Mozambique, Zambia, Angola. The latter are very much institutions in development. They are union institutions, and are competing for attention by church leadership looking after a large number of primary and secondary schools, each with its own board. Seek Knowledge. Affirm Faith. Change the World. Example B: Union Leadership (planning/organization)

Key concepts: Fulfilling a single education mission with many schools Finding adequate fundingwith lay involvement Collaboration between institutions with division encouragement Meeting the needs of students Seek Knowledge. Affirm Faith. Change the World. Example B: Conference/mission leadership

(practical application/tactical) Lake View University/Malawi Adventist University o Meet Fred Wilson, university builder o Meet the expatriate librarian from Australia managing her tiny library Rusanga Adventist University in Zambia o Meet the campus planner who erected campus street signs before they built the roads o Meet the agricultural business student who was learning to manage his family lands. Key concepts: Educational innovation happens locally

Lay people supporting both education and evangelism Institutional collaboration Seek Knowledge. Affirm Faith. Change the World. Summary and Conclusion Division level: Strategic planningvisioning and inspiration Union level: Operational planningorganization and coordination Conference level: Tactical planningapplication and implementation

Seek Knowledge. Affirm Faith. Change the World. Summary and Conclusion The vision emerges best in conversation with the front line workers. The operational leadership function best in dialogue between vision and implementation. The tactical leadership is always down to earth, in the weeds as it were, where the people live. It works best when there is empowerment to imagine new creative ideas of witness and service.

Seek Knowledge. Affirm Faith. Change the World. Recommendations Church leadership is not esoteric, and should consider the best current principles of leadership available in todays organizations: Strategic visioning, operational organization, tactical implementation with strong and open communication between these three. Church leaders have much to learn from common organizational behavior: Leadership is learning.

Seek Knowledge. Affirm Faith. Change the World. Recommendations Church leadership must be faithful to Christian principles governing the relationship between people and groups: Good leadership is based upon strong Christian ethics, respect for individuals and loyalty to the organizations we serve. Seek Knowledge. Affirm Faith. Change the World.

Recommendations The Christian leader is a servant, and remains humble regardless of the position attained. Pride is the enemy of good leadership. A sense of dependence upon God and the community of believers is the friend of successful leadership. Good leaders listens carefully to fellow leaders and those waiting to be led. Seek Knowledge. Affirm Faith. Change the World. Recommendations

For a Christian leader God is always the ultimate supervisor. Therefore Christian leaders are people of prayer. They welcome the guidance of the Spirit of God. They listen before they speak. They are men and women of God. Seek Knowledge. Affirm Faith. Change the World.

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