We’ve walked through the nine-box assessment tool and how to develop nine types of leaders within your church: the successor, rockstar, MVP, shareholder, poser or prodigy, tried and true, workhorse, in limbo, and problem child.
Remember that as you evaluate each person’s performance and potential, your evaluation should also include assessments based on competencies within your leadership pipeline. Identifying competency gaps helps you create development plans for each and every individual in your church’s leadership pipeline. Regardless of an individual’s potential, you must always have a plan for development. Gaining competency is a process of growth that is continuous. Deepening in knowledge of the same things over and over again is a big part of development.
Again, I want to emphasize that development is not just reserved for high potential, future leaders. I do not advocate for the development of an elite class of leaders. I advocate for the democratization of leadership development for all volunteers, leaders, coaches, ministry directors, and senior leadership throughout your church. Development is necessary for everyone and it’s vital that you implement at all levels of your leadership pipeline.
You’ve probably heard me say it before, and I’ll say it again. Your legacy is not about the things you do in ministry. Your legacy is about the people you develop.
Now that you understand how to use the nine box and develop all your people, what are you going to do about it?
