A challenge for most religious institutions is that our processes for filling leadership roles privilege those who were formed in our institutions -- not those outside, unlikely candidates more likely to lead transformative change -- writes a managing director of Leadership Education at Duke Divinity.
Hiring & supervising staff
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For the greatest impact, leaders must identify their greatest gifts and apply them to an institution’s most pressing challenges, writes the executive director of Leadership Education at Duke Divinity.
Courageous institutional leaders work to hire and develop the next generation of leaders -- even knowing that those leaders likely will leave to work somewhere else, writes a managing director of Leadership Education at Duke Divinity.
Many leaders think they don’t have the time to help others understand their work within the larger mission of an organization. But they do, and they should, writes a managing director at Leadership Education at Duke Divinity.
Churches today may have as many as five generations among their members. Differences between people of different ages can be a source of friction and also an opportunity for growth.
In churches, as in the workplace, generational differences are a challenge. Understanding those differences helps congregations ask the right questions, says the author of two books on generational issues.
Deciding how many staff positions to have is not first a budget decision. Such discernment requires imagination regarding the possibilities, discernment about the consequences and clear expectations about the outcomes.