Description & Rationale

The primarily function of this gift in the Body is to acquire and live with wisdom. While the obvious focus is the teaching of Scriptures a holistic approach means that it must include life transformation and daily application; discipleship is at its core. Leaders who have proficiency in the teaching gift are those committed to equipping all believers come to maturity and the fullness of Christ. This competency focuses on the skills necessary in order to grow and mature in this foundational equipping gift in order to best serve the Body of Christ.

Resources

Download the Materials for Competency 8.50 Teaching Capacity

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

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Syllabus: 8.50 Teaching Capacity

8.51 Syllabus

Description and Rationale

The primarily function of this gift in the Body is to acquire and live with wisdom. While the obvious focus is the teaching of Scriptures a holistic approach means that it must include life transformation and daily application; discipleship is at its core. Leaders who have proficiency in the teaching gift are those committed to equipping all believers come to maturity and the fullness of Christ. This competency focuses on the skills necessary in order to grow and mature in this foundational equipping gift in order to best serve the Body of Christ.

Objectives

Upon completion of this Competency the candidate should:

• Gain a better understanding of the teaching gift and a balanced New Testament application within the Body of Christ.
• Become more aware of the skills required in order to function in this equipping gift as a servant leader.
• Have an accountability partner or mentor who can provide feedback from their own experiences as to the need of this gifting in the Church today and how to function with this equipping gift.

Core Requirements

• The candidate will complete the following readings:

“Equipping Gifts Capacity” selection in Christian Ministry Reading Guide

Selected Reading as determined by MCNet Network Coach/mentor

• The candidate will complete the Teaching Capacity Assessment and be prepared to discuss this with their mentor.

• The candidate will also complete a 4-5 page summary paper.

Mentoring Goals

• To help the candidate better understand the importance and role of this equipping gift within the Body of Christ.

• Assist the candidate in recognizing their particular gifting in this area and the skills that are required to express this gift in a healthy mature manner.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how the candidate can increase their capacity to function in this ministry gift.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in the equipping gifting mix that best expresses their role and calling.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

One of the key functions of the church in to be a witness of the Good News to the world; each member is to be messengers of the Gospel of the Kingdom. Leaders who have proficiency in the evangelistic gift are those who are uniquely equipped and called to help the church engage in this important task. While all believers are witnesses, those with evangelistic calling have the unique ability to equip them to do so. This competency focuses on the skills necessary in order to grow and mature in this foundational equipping gift in order to best serve the Body of Christ.

Resources

Download the Materials for Competency 8.40 Pastoral Capacity

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

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To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 8.40 Pastoral Capacity

8.41 Syllabus

Description and Rationale

The pastoral function of the church is a more obvious one as it reflects the ministry of the Great Shepherd. The focus is to nurture community through care, the Word, healing, worship and fellowship. Leaders who have proficiency in the pastoral gift are those who are empathetic and seek to create and maintain a healthy community by defending from threats and encouraging maturity. This competency focuses on the skills necessary in order to grow and mature in this foundational equipping gift in order to best serve the Body of Christ.

Objectives

Upon completion of this Competency the candidate should:

• Gain a better understanding of the pastoral gift and a balanced New Testament application within the Body of Christ.
• Become more aware of the skills required in order to function in this equipping gift as a servant leader.
• Have an accountability partner or mentor who can provide feedback from their own experiences as to the need of this gifting in the Church today and how to function with this equipping gift.

Core Requirements

• The candidate will complete the following readings:

“Equipping Gifts Capacity” selection in Christian Ministry Reading Guide

Selected Reading as determined by MCNet Network Coach/mentor

The candidate will complete the Pastoral Capacity Assessment and be prepared to discuss their responses with their mentor.

• The candidate will also complete a 4-5 page reflective summary paper.

Mentoring Goals

• To help the candidate better understand the importance and role of this equipping gift within the Body of Christ.

• Assist the candidate in recognizing their particular gifting in this area and the skills that are required to express this gift in a healthy mature manner.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how the candidate can increase their capacity to function in this ministry gift.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in the equipping gifting mix that best expresses their role and calling.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

One of the key functions of the church in to be a witness of the Good News to the world; each member is to be messengers of the Gospel of the Kingdom. Leaders who have proficiency in the evangelistic gift are those who are uniquely equipped and called to help the church engage in this important task. While all believers are witnesses, those with evangelistic calling have the unique ability to equip them to do so. This competency focuses on the skills necessary in order to grow and mature in this foundational equipping gift in order to best serve the Body of Christ.

Resources

Download the Materials for Competency 8.30 Evangelistic Capacity

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 8.30 Evangelistic Capacity

8.31 Syllabus

Description and Rationale

One of the key functions of the church in to be a witness of the Good News to the world; each member is to be messengers of the Gospel of the Kingdom. Leaders who have proficiency in the evangelistic gift are those who are uniquely equipped and called to help the church engage in this important task. While all believers are witnesses, those with evangelistic calling have the unique ability to equip them to do so. This competency focuses on the skills necessary in order to grow and mature in this foundational equipping gift in order to best serve the Body of Christ.

Objectives

Upon completion of this Competency the candidate should:

• Gain a better understanding of the evangelistic gift and a balanced New Testament application within the Body of Christ.
• Become more aware of the skills required in order to function in this equipping gift as a servant leader.
• Have an accountability partner or mentor who can provide feedback from their own experiences as to the need of this gifting in the Church today and how to function with this equipping gift.

Core Requirements

• The candidate will complete the following readings:

“Equipping Gifts Capacity” selection in Christian Ministry Reading Guide

Selected Reading as determined by MCNet Network Coach/mentor

• The candidate will complete the Evangelistic Capacity Assessment and be prepared to discuss their responses with their mentor.

• The candidate will also complete a 4-5 page reflective summary paper.

Mentoring Goals

• To help the candidate better understand the importance and role of this equipping gift within the Body of Christ.

• Assist the candidate in recognizing their particular gifting in this area and the skills that are required to express this gift in a healthy mature manner.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how the candidate can increase their capacity to function in this ministry gift.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in the equipping gifting mix that best expresses their role and calling.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

As a prophetic community, the church has a twofold function of keeping the focus on its covenant with God as well as its relationship with others, based on covenant love rather than covenant duties. Leaders who have proficiency in a New Testament prophetic gift are those who direct the church to God as well as outward in the community championing justice and providing a call to righteousness. They provide a balance between the vertical and horizontal engagement of the church. This competency focuses on the skills necessary in order to grow and mature in this foundational equipping gift in order to best serve the Body of Christ.

Resources

Download the Materials for Competency 8.20 Prophetic Capacity

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 8.20 Prophetic Capacity

8.21 Syllabus

Description and Rationale

As a prophetic community, the church has a twofold function of keeping the focus on its covenant with God as well as its relationship with others, based on covenant love rather than covenant duties. Leaders who have proficiency in a New Testament prophetic gift are those who direct the church to God as well as outward in the community championing justice and providing a call to righteousness. They provide a balance between the vertical and horizontal engagement of the church. This competency focuses on the skills necessary in order to grow and mature in this foundational equipping gift in order to best serve the Body of Christ.

Objectives

Upon completion of this competency the candidate should:

• Gain a better understanding of the prophetic gift and a balanced New Testament application within the Body of Christ.
• Become more aware of the skills required in order to function in this gift as a servant leader.
• Have an accountability partner or mentor who can provide feedback from their own experiences as to the need of this gifting in the Church today and how to function with this equipping gift.

Core Requirements

• The candidate will complete the following readings:

                “Equipping Gifts Capacity” selection in Christian Ministry Reading Guide

Selected Reading as determined by MCNet Network Coach/mentor

• The candidate will complete the Prophetic Capacity Assessment and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 4-5 page reflective summary paper.

Mentoring Goals

• To help the candidate better understand the importance and role of this equipping gift within the Body of Christ.

• Assist the candidate in recognizing their particular gifting in this area and the skills that are required to express this gift in a healthy mature manner.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how the candidate can increase their capacity to function in this ministry gift.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in the equipping gifting mix that best expresses their role and calling.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

This is the key function of the church in maintaining its core mission. It involves creating innovative structures in order to maintain the church’s relevance in the culture. It is always outward looking with an emphasis of expanding the Gospel through establishing new communities of believers. Leaders who have proficiency in the apostolic gift are those who are engaged in keeping the church/organization focused on the big picture and keeping the wineskins of ministry flexible in order to fulfill this function. This competency focuses on the skills necessary in order to grow and mature in this foundational equipping gift in order to best serve the Body of Christ.

Resources

Download the Materials for Competency 8.10 Apostolic Capacity

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 8.10 Apostolic Capacity

8.11 Syllabus

Description and Rationale

This is the key function of the church in maintaining its core mission. It involves creating innovative structures in order to maintain the church’s relevance in the culture. It is always outward looking with an emphasis of expanding the Gospel through establishing new communities of believers. Leaders who have proficiency in the apostolic gift are those who are engaged in keeping the church/organization focused on the big picture and keeping the wineskins of ministry flexible in order to fulfill this function. This competency focuses on the skills necessary in order to grow and mature in this foundational equipping gift in order to best serve the Body of Christ.

Objectives

Upon completion of this Competency the candidate should:

• Gain a better understanding of the apostolic gift and a balanced New Testament application within the Body of Christ.
• Become more aware of the skills required in order to function in this gift as a servant leader.
• Have an accountability partner or mentor who can provide feedback from their own experiences as to the need of this gifting in the Church today and how to function with this equipping gift.

Core Requirements

• The candidate will complete the following readings:

“Equipping Gifts Capacity” selection in Christian Ministry Reading Guide

Selected Reading as determined by MCNet Network Coach/mentor

• The candidate will complete the Apostolic Capacity Assessment as well as follow up questions and be prepared to discuss their responses with their mentor.

• The candidate will also complete a 4-5 page reflective summary paper.

Mentoring Goals

• To help the candidate better understand the importance and role of this gift within the Body of Christ.

• Assist the candidate in recognizing their particular gifting in this area and the skills that are required to express this gift in a healthy mature manner.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how the candidate can increase their capacity to function in this ministry gift.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in the equipping gifting mix that best expresses their role and calling.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

This competency focuses on the missional mindset of the candidate and their capacity for initiating and multiplying ministries. This will include some missional conceptual knowledge but will focus more on the practical skills necessary to begin a church. While the assessment is for church planters, these principles and skills are also necessary for the beginning of any ministry. The goal is to instill in the candidate a missional approach to one’s ministry that focuses on multiplication.

Resources

Download the Materials for Competency 7.30 Multiplication

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 7.30 Multiplication

7.31 Syllabus

Description and Rationale

This competency focuses on the missional mindset of the candidate and their capacity for initiating and multiplying ministries. This will include some missional conceptual knowledge but will focus more on the practical skills necessary to begin a church. While the assessment is for church planters, these principles and skills are also necessary for the beginning of any ministry. The goal is to instill in the candidate a missional approach to one’s ministry that focuses on multiplication.

Objectives

Upon completion of this Competency the candidate should:

• Have a greater understanding of the skills and attributes required to plant a church or start a new ministry.
• Be able to do a self-analysis of their own particular strengths and weakness and consequently the skills that other team members need to complement their own.
• Be aware of the need for a missional approach that focuses on multiplication for every ministry in which they are involved.
• Have an accountability partner or mentor who can guide them as they implement these tools in their church and ministry.

Core Requirements

• The candidate will complete the following readings:

Mentoring thru Intentional Relationships, Guide 2 Chapter 4.3 pp. 147-168.

                Coaching Guide, Section 5, pp. 43-46; 70-78.

                “Having a Multiplication Mindset” in Christian Ministry Reading Guide

• The candidate will complete the Church Planter’s and Leader’s Competency Assessment (CPLC) and Reflective questions.
• The candidate will also complete a 3-4 page reflective summary paper.

Mentoring Goals

• Assist the candidate have a fuller appreciation of the necessary skills to plant a church or begin a ministry.

• To help the candidate become aware of their own strengths and weaknesses and what type of team members will be required for them to succeed in their own calling.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate to develop the skills necessary to be a multiplier in the Church.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding their understanding and implementation of ministry models within their particular context.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate implement the principles from this competency.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

With a basic understanding of Cultural Intelligence from the previous chapter, as well as practical skills that are necessary for the leader to be effective within an increasingly multicultural global ministry context. In this competency we will discuss more specifically how to share the Gospel in a relevant way in specific cultures with the goal of transforming and redeeming culture rather than “destroying” culture. Proficiency in this competency will be achieved as the candidate learns specific skills necessary to bridge cultures and subcultures with the Gospel message.

Resources

Download the Materials for Competency 7.20 Bridging Cultures

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 7.20 Bridging Cultures

7.21 Syllabus

Description and Rationale

With a basic understanding of Cultural Intelligence from the previous chapter, as well as practical skills that are necessary for the leader to be effective within an increasingly multicultural global ministry context. In this competency we will discuss more specifically how to share the Gospel in a relevant way in specific cultures with the goal of transforming and redeeming culture rather than “destroying” culture. Proficiency in this competency will be achieved as the candidate learns specific skills necessary to bridge cultures and subcultures with the Gospel message.

Objectives

Upon completion of this competency the candidate should:

• Have a greater understanding of culture and the skills required to be a messenger of the Gospel between cultures.
• Learn the skills necessary in order to be a messenger of a Gospel that can transform and redeem cultures.
• Be able to design ministries that will be culturally relevant, able to reach beyond cultures/subcultures.
• Have an accountability partner or mentor who can provide guidance and input as the candidate begins to experiment with methods to reach into different cultures and subcultures within their own sphere of influence.

Core Requirements

• The candidate will complete the following readings:

                Discipling thru Intentional Relationships, Guide 2, Chapter 12.0 pp. 123-139.

                Mentoring thru Intentional Relationships, Guide 2, Chapter 4.2 pp. 125-146.

• The candidate will complete the Bridging Cultures Assessment.
• The candidate will also write a reflective 4-5 page summary paper based on the Assessment and the FOUR ways of viewing your community (Discipling thru Intentional Relationships, pp. 134-135) and steps you can take to bridge each of these.

Mentoring Goals

The goal of the mentor is to:

• Guide the candidate in their understanding of the need to bridge cultures and ways that they can learn to do this.

• Assist the candidate in developing the skills necessary to apply the skills necessary to bridge the Gospel between various cultures and subcultures.
• Using the Assessment Evaluations, the mentor will design a Development Plan for the candidate to better understand their role as a leader in sharing the Gospel across cultures as well as guiding others to bridge cultures in their ministries.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how the candidate’s can take this new knowledge and implement it in their ministry.

Development Plan

• Based on the Evaluation, a Development Plan will be designed to help the candidate increase their skill set in learning to bridge various cultures.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

As with Emotional Intelligence and Mentoring Intelligence, Cultural Intelligence is a skill that the effective leaders needs to grow into. As with the other “quotients,” these are not necessary skills the leaders is born with but rather must learn the skills and implement them in their lives and ministry. This competency chapters focuses on defining Cultural Intelligence and then how this skill then is applicable within ethnically diverse settings as well as within subcultures within similar cultures.

Resources

Download the Materials for Competency 7.10 Cultural Intelligence

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 7.10 Cultural Intelligence

7.11 Syllabus

Description and Rationale

As with Emotional Intelligence and Mentoring Intelligence, Cultural Intelligence is a skill that the effective leaders needs to grow into. As with the other “quotients,” these are not necessary skills the leaders is born with but rather must learn the skills and implement them in their lives and ministry. This competency chapters focuses on defining Cultural Intelligence and then how this skill then is applicable within ethnically diverse settings as well as within subcultures within similar cultures.

Objectives

Upon completion of this Competency the candidate should:

• Gain a better conceptual knowledge of Cultural Intelligence and how it can impact one’s ministry.
• Be able to use the tools provided to increase their own cultural intelligence and begin to implement this knowledge within their own team.
• Have an accountability partner or mentor who can provide feedback from their own experience and how a greater cultural intelligence has impacted their lives and ministry.

Core Requirements

• The candidate will complete the following readings:

MultiCultural Team Building Chap. 1-5.

                Mentoring Intelligence, Jeske, Chapter 1

• The candidate will complete the Comprehensive Assessment and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 3-5 page reflective summary paper comparing and contrasting their cultural default with their overall cultural intelligence in dealing with others.

Mentoring Goals

• To help the candidate better understand the importance of Cultural Intelligence and how this can impact their ministry.

• Assist the candidate implement skills that will increase their own cultural intelligence.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how the candidate can increase their organizational cultural awareness.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in their own cultural intelligence.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

This final competency in this module focuses on applying what has been learned into the real life of Body. This begins by understanding basic organizational theory and how new wineskins or forms are needed in order implement new functions. By viewing various structures of ministry in light of Jesus’ ministry, the candidate will appreciate the genius of the fivefold functions. The next step will be to use two practical tools, the Organizational Flow Chart and Organizational Life Cycle, in order to apply these principles into the life of the Church and their particular ministry.

Resources

Download the Materials for Competency 6.30 Fivefold Ministry

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 6.30 Fivefold Ministry

6.31 Syllabus

Description and Rationale

This final competency in this module focuses on applying what has been learned into the real life of Body. This begins by understanding basic organizational theory and how new wineskins or forms are needed in order implement new functions. By viewing various structures of ministry in light of Jesus’ ministry, the candidate will appreciate the genius of the fivefold functions. The next step will be to use two practical tools, the Organizational Flow Chart and Organizational Life Cycle, in order to apply these principles into the life of the Church and their particular ministry.

Objectives

Upon completion of this Competency the candidate should:

• Have a greater understanding of the Christology of the fivefold functions and a balanced approach to implementing all five in ministry.
• Understand key concepts of organizational theory and implications for the fivefold approach in church.
• Have confidence in using the Flow Chart and Life Cycle tools in their church/organization.
• Have an accountability partner or mentor who can guide them as they implement these tools in their church and ministry.

Core Requirements

• The candidate will complete the following readings:

The Fivefold Ministry, Chapter 3, Jeske pp. 39-60.

• The candidate will complete the Organizational Flow Chart and Life Cycle Assessments and Reflective questions.
• The candidate will also complete a 2-3 page reflective summary paper.

Mentoring Goals

• Assist the candidate have a fuller appreciation of Jesus’ fivefold ministry and how this Christological approach can impact their own ministry.

• To help the candidate become aware of the importance of looking at their ministry as a system and understanding the natural forces acting upon the wineskin that solidifies structures.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate to become proficient in using the Flow Chart and Life Cycle in their ministry.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding their understanding and implementation of ministry models within their particular context.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate implement the principles from this competency.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

This competency will begin to apply the biblical foundation laid in the previous competency into the life of the leader as well as their team. The fivefold gifts will be described as “functions” and discussed in relation to a leader’s attributes, personality, calling, leadership role, and ministry. These fivefold functions will then be viewed from the perspective of both the leader as well as the church (organization). The goal of this study is to help the leader understand their own personal fivefold gifting mix, but also to begin to appreciate how they need to be integrated with the Church’s ministry as a whole. In order to not fall into historic extremes (Reductionism or Hierarchicalism), it is essential to see how teams need to have all five gifts functioning.

Resources

Download the Materials for Competency 6.20 Fivefold Leadership

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 6.20 Fivefold Leadership

6.21 Syllabus

Description and Rationale

This competency will begin to apply the biblical foundation laid in the previous competency into the life of the leader as well as their team. The fivefold gifts will be described as “functions” and discussed in relation to a leader’s attributes, personality, calling, leadership role, and ministry. These fivefold functions will then be viewed from the perspective of both the leader as well as the church (organization). The goal of this study is to help the leader understand their own personal fivefold gifting mix, but also to begin to appreciate how they need to be integrated with the Church’s ministry as a whole. In order to not fall into historic extremes (Reductionism or Hierarchicalism), it is essential to see how teams need to have all five gifts functioning.

Objectives

Upon completion of this competency the candidate should:

• View the fivefold functions a based in the Godhead and with this perspective gain a wider appreciation and application of them in their life and ministry.
• Gain a greater understanding of how the expression of the fivefold functions are impacted by their personality, calling, giftings, and role.
• Begin to appreciate the importance for the Church to have a fivefold approach to ministry.
• Have an accountability partner or mentor who can provide guidance and input as the candidate begins to view these fivefold gifts from a broader new perspective in both their lives and the life of the church.

Core Requirements

• The candidate will complete the following readings:

                The Fivefold Ministry, Chapter 2, pp. 21-37.

• The candidate will complete the Leadership Personal Assessment and the Team Unity Assessment as well as have a colleague/mentor complete the Third Party Assessment.
• The candidate will also write a reflective 2-3 page summary paper discussing what they have learned about themselves and their team with regards to their role and the fivefold functions.

Mentoring Goals

The goal of the mentor is to:

• Guide the candidate in their understanding of their own fivefold function mix and how this relates to their current role in the Church.

• Help the candidate understand the importance of the Church functioning from a fivefold approach and identifying any deficiencies of these on their ministry team and changes necessary.
• Using the Assessment Evaluations, the mentor will design a Development Plan for the candidate to better understand their role in light of their fivefold functions as well as that of their team.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how the candidate’s can take this new knowledge and implement it in their ministry.

Development Plan

• Based on the Personal and Third Party Assessment, a Development Plan will be designed to help the candidate function within their fivefold gifting mix and help develop their team to do the same.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

The premise each of the competencies in this module is that the fivefold functions of Ephesians are still to be expressed in the Body of Christ today and that the Church is best served if they are functioning in balance on ministry teams. This competency will lay a biblical foundation and historical context of these gifts as functions, based on a Christological framework. In addition, the theology of servant leadership and how this influences the exercise of these gifts will be discussed. This will be foundational for the other two competencies in this module.

Resources

Download the Materials for Competency 6.10 Fivefold Functions

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Syllabus: 6.10 Fivefold Functions

6.11 Syllabus

Description and Rationale

The premise each of the competencies in this module is that the fivefold functions of Ephesians are still to be expressed in the Body of Christ today and that the Church is best served if they are functioning in balance on ministry teams. This competency will lay a biblical foundation and historical context of these gifts as functions, based on a Christological framework. In addition, the theology of servant leadership and how this influences the exercise of these gifts will be discussed. This will be foundational for the other two competencies in this module.

Objectives

Upon completion of this Competency the candidate should:

• Gain a better conceptual knowledge of the historic context of how the fivefold gifts have been viewed and review a theology of servant leadership and true authority in the Body of Christ
• Have a great understanding of the biblical text of Ephesians 4, having completed an in depth study of the context and application of the fivefold gifts from a fresh perspective.
• Have an accountability partner or mentor who can provide feedback from their own experience and understanding of the fivefold functions in the Church.

Core Requirements

• The candidate will complete the following readings:

The Fivefold Ministry, Chapter 1, Jeske, pp. 1-20.

• The candidate will complete the Comprehensive Assessment and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 2-3 page reflective summary paper.

Mentoring Goals

• To help the candidate better understand the importance the Fivefold approach to ministry life and leadership that is based on a servanthood model.

• Assist the candidate in looking at Eph. 4 in a fresh, new way that is informed more by the text and New Testament practice than church tradition.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how the candidate can increase their organizational cultural awareness.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in identify and change organizational culture.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

The goal of leadership is not to create a position or function that will last forever, but to develop and equip others so that they may be able to continue the work that was started. Releasing others does not diminish the leader’s effectiveness or sphere of influence but rather enhances an increases it. The very nature of servant leadership is to pass the baton of leadership to others while still in one’s prime. The art and practice of leadership succession is a competency that results in healthy organizations that fulfill their purpose beyond just the founder, charismatic leader or one generation.

Resources

Download the Materials for Competency 5.80 Leadership Transition

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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Syllabus: 5.80 Leadership Transition

5.81 Syllabus

Description and Rationale

The goal of leadership is not to create a position or function that will last forever, but to develop and equip others so that they may be able to continue the work that was started. Releasing others does not diminish the leader’s effectiveness or sphere of influence but rather enhances an increases it. The very nature of servant leadership is to pass the baton of leadership to others while still in one’s prime. The art and practice of leadership succession is a competency that results in healthy organizations that fulfill their purpose beyond just the founder, charismatic leader or one generation.

Objectives

Upon completion of this Competency the candidate should:

• Become more aware of the need to be preparing to pass on leadership to others at every stage of life.
• Have completed the “Leadership Succession Assessment” to determine their level of commitment to this principle.
• Have the tools to begin to mentor others so that the organization continues to fulfill its purpose.
• Have an accountability partner or mentor who can help them in the process of succession or at least being sensitized to the need for this at some point in their ministry lives.

Core Requirements

• The candidate will complete the following readings:

Coaching Guide, Section 4: Transitional Ministry, pages 37-41.
Between Pastors by Cam Taylor & Alan Simpson, “Section 1: The Transitional Ministry,” pages 5-28.

• The candidate will complete the “Leadership Succession Assessment” and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 3-4 page reflective summary paper.

Mentoring Goals

• To help the candidate appreciate the critical need of developing others in preparing for a succession plan.
• Through the assessment, help the candidate identify their current appreciation of this principles and steps they can take to prepare for its reality.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve greater competency in this area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding what lifestyle changes need to be made by the candidate in order to prepare for succession one day.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate increase in the knowledge and practice of a personal and organizational succession plan.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

The long term health of an organization is directly related to the ability of the organization to develop its own leaders. Without increasing its capacity in this regard, the organization remains vulnerable to external influences for its own human resource capacity. Being able to grow one’s own leadership means that the organization is sustainable and able to reproduce itself and its vision. However, though individual leaders may have the value of mentoring the next generation, there are organizational factors that can work against these good intentions. It is the leader’s responsibility to develop a climate that fosters leadership development.

Resources

Download the Materials for Competency 5.70 Leadership Development

To download the Mentoring Guide to assist you in mentoring others.

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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Syllabus: 5.70 Leadership Development

5.71 Syllabus

Description and Rationale

The long term health of an organization is directly related to the ability of the organization to develop its own leaders. Without increasing its capacity in this regard, the organization remains vulnerable to external influences for its own human resource capacity. Being able to grow one’s own leadership means that the organization is sustainable and able to reproduce itself and its vision. However, though individual leaders may have the value of mentoring the next generation, there are organizational factors that can work against these good intentions. It is the leader’s responsibility to develop a climate that fosters leadership development.

Objectives

Upon completion of this Competency the candidate should:

• Grow in their appreciation and ability to mentor others as they personally develop others.
• Become aware of the need to create an organizational climate that fosters mentoring and learn strategies that accomplish this.
• Continue to increase their own leadership MQ as well as the MQ of their organization and team.
• Have had opportunity to continue to be mentor by a leader who is a advocate for mentoring in their own ministry and organization.

Core Requirements

• The candidate will complete the following readings:

Mentoring thru Intentional Relationships – Guide 2, Chapter 3.3, pp. 85-105.
Ministry Guide – The Essentials, “Developing Others 2,” pp. 17-22.

• The candidate will complete the Leadership Development Assessment as well as MQ for Organizations Assessment and be prepared to discuss this with their mentor.
• The candidate will also complete the two Reflective Summary writing assignments.

Mentoring Goals

• To help the candidate fully understand and appreciate the importance of mentoring as the process for leadership development.
• To help the candidate fully understand and appreciate the role of leadership in creating a cultural climate in the organization that fosters leadership development through mentoring.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in begin to practise these principles as a lifestyle.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding ways they can mentor and create a climate that others in their organization can mentor others.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate become a more effective mentor and advocate of mentoring in their organization.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

A strategic plan cannot be successful without a realistic assessment of the organization’s available resources (human resources, finances, buildings and other physical assets). In this regard, not all visions are attainable at any given time, if the organization’s capacity is not developed and increased. The function of leadership is to provide the means to assess current resources and then increase the capacity of the organization so that it can increase its vision and fulfill its purpose. As there is always limited resource and competing resources, it is imperative that leadership factor this in their overall strategic plan.

Resources

Download the Materials for Competency 5.60 Resource Management

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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Syllabus: 5.60 Resource Management

5.61 Syllabus

Description and Rationale

A strategic plan cannot be successful without a realistic assessment of the organization’s available resources (human resources, finances, buildings and other physical assets). In this regard, not all visions are attainable at any given time, if the organization’s capacity is not developed and increased. The function of leadership is to provide the means to assess current resources and then increase the capacity of the organization so that it can increase its vision and fulfill its purpose. As there is always limited resource and competing resources, it is imperative that leadership factor this in their overall strategic plan.

Objectives

Upon completion of this Competency the candidate should:

• Have a clearer understanding of the importance of resources in the fulfillment of an organization’s goals.
• Have a working knowledge of how to assess an organization’s resources and learn strategies to increase the organization’s capacity.
• Be aware of the challenges of lack of resources and learn how to mobilize and motivate others.
• Have spent time with an accountability partner or mentor who has greater experience in organizational planning and can provide guidance.

Core Requirements

• The candidate will complete the following readings:

Mission-Based Management by Peter C. Brinckerhoff, chapter 3 (pages 31-37) and chapter 5 (pages 55-71).

• The candidate will complete the Resource Management Assessment and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 2-3 page paper reflecting on the Assessment questions, discussing areas in which they need to grow in this area.

Mentoring Goals

• To help the candidate fully understand the importance of evaluated resources in fulfilling the purposes of the organization.
• Assist the candidate with strategies to motivate others and mobilize the organization to increase its capacity.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding servant leadership and ways the candidate can grow in their servanthood.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in their ability to manage an organization’s resources.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

In order for an organization or ministry to reach its potential in fulfilling its purpose leaders need to be proactive in assessing where the organization is at, what obstacles are in the way and then guide a renewal process that includes recasting the vision, setting realistic goals, making a plan to achieve those goals and then taking the steps to implement these changes. This process is not a one-time event, but an ongoing process for leadership and the organizations which they lead. Without a working knowledge of how to design and implement a strategic plan, leaders and their organizations will flounder and never reach their potential.

Resources

Download the Materials for Competency 5.50 Strategic Planning

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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Syllabus: 5.50 Strategic Planning

5.51 Syllabus

Description and Rationale

In order for an organization or ministry to reach its potential in fulfilling its purpose leaders need to be proactive in assessing where the organization is at, what obstacles are in the way and then guide a renewal process that includes recasting the vision, setting realistic goals, making a plan to achieve those goals and then taking the steps to implement these changes. This process is not a one-time event, but an ongoing process for leadership and the organizations which they lead. Without a working knowledge of how to design and implement a strategic plan, leaders and their organizations will flounder and never reach their potential.

Objectives

Upon completion of this Competency the candidate should:

• Have a greater appreciation for need for strategic planning and learn the steps to accomplish this.
• Have discovered tools that will help them in implementing a plan with their organization.
• Understand the pitfalls and obstacles in strategic planning and ways to mitigate their negative impacts on their organization.
• Have an accountability partner or mentor with more experience who can guide them through the process..

Core Requirements

• The candidate will complete the following readings:

Organization Planning Guide (OPG), Friesen/Jeske pp. 1-29.

• The candidate will complete the Strategic Planning Assessment and be prepared to discuss this with their mentor.
• The candidate will also complete a 3-5 page summary regarding the key components of a strategic plan as well as how they plan to proceed to implement this within their organization.

Mentoring Goals

• To help the candidate better understand the need for strategic planning and learning the steps to do so.
• From their own experience, the mentor will guide the candidate in how they do strategic planning and help them do the same in their organization.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve proficiency in this competency.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding both the theory and practices of strategic planning in an organization.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in their capacity as a leader to guide others through a strategic planning process.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

In order to keep the wineskin or structure of a ministry relevant and flexible change is inevitable and ongoing. One of the greatest challenges of the leader is to continue to change themselves, and then be a catalyst to bring about change in their organization and ministry. If the organization does not have a process for continued renewal and change it will eventually die, which is defined as no longer fulfilling its purpose. Yet how to bring about organizational church is not easy and at times seems to even require actions that are not necessary “common sense.” Therefore the leader needs to learn the skills necessary to bring about such change in order to keep their ministry and organization healthy and reproducing.

Resources

Download the Materials for Competency 5.40 Organizational Change

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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Syllabus: 5.40 Organizational Change

5.41 Syllabus

Description and Rationale

In order to keep the wineskin or structure of a ministry relevant and flexible change is inevitable and ongoing. One of the greatest challenges of the leader is to continue to change themselves, and then be a catalyst to bring about change in their organization and ministry. If the organization does not have a process for continued renewal and change it will eventually die, which is defined as no longer fulfilling its purpose. Yet how to bring about organizational church is not easy and at times seems to even require actions that are not necessary “common sense.” Therefore the leader needs to learn the skills necessary to bring about such change in order to keep their ministry and organization healthy and reproducing.

Objectives

Upon completion of this Competency the candidate should:

• Better understand the process of change and how they as a leader can facilitate such change.
• Have completed the Organizational Change Assessment and discuss with mentor.
• Have been introduced to the Life Cycle and know how to implement this in their team and organization.
• Have an accountability partner or mentor who can guide them as they implement change in their organizations.

Core Requirements

• The candidate will complete the following readings:

The Ministry Guide, “Change Dynamics,” pp. 33-42.
The Coaching Guide, “Chapter 4 & 6,” pp. 23-26; 29-34.

• The candidate will complete the Organizational Change Assessment and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 2-3 page reflective summary of what they have learned about the need and implementation of change within an organization.

Mentoring Goals

• To help the candidate appreciate the need to always be changing as a leader and how this is crucial in order to bring change system wide in an organization.
• To guide the candidate in understanding and utilizing the Life Cycle within their organization.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate to be more proficient as a catalyst of change for their team and organization.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding the candidate’s attitude towards change and ability to facilitate change system wide.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate increase their change capacity and skill.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

Having the appropriate structure or form in order to accomplish ministry goals is essential. While these forms (like wineskins) need to always remain flexible, the “how” of ministry is as important as the “what.” The key is to align the values of the leaders and members of the organization with the models of ministry that will best fulfill the purpose of the organization. Misunderstanding the importance of utilizing appropriate models will lead to frustration in the leadership and a lack of purpose in the organization. Consequently, it is critical for the effective leader to be able to evaluate ministry models in the context of the values and purpose of the organization.

Resources

Download the Materials for Competency 5.30 Ministry Models

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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Syllabus: 5.30 Ministry Models

5.31 Syllabus

Description and Rationale

Having the appropriate structure or form in order to accomplish ministry goals is essential. While these forms (like wineskins) need to always remain flexible, the “how” of ministry is as important as the “what.” The key is to align the values of the leaders and members of the organization with the models of ministry that will best fulfill the purpose of the organization. Misunderstanding the importance of utilizing appropriate models will lead to frustration in the leadership and a lack of purpose in the organization. Consequently, it is critical for the effective leader to be able to evaluate ministry models in the context of the values and purpose of the organization.

Objectives

Upon completion of this Competency the candidate should:

• Have a greater understanding and appreciation of various ministry models and how they can best be used to fulfill common ministry purposes.
• Be able to communicate with their team these concepts and be able to lead them in determining the best models for their ministry.
• Have begun to introduce the Flow Chart to their organization and implement their findings.
• Have an accountability partner or mentor who can guide them as they implement changes.

Core Requirements

• The candidate will complete the following readings:

Mentoring thru Intentional Relationships, Guide 2, Chapter 4.3, pp. 147-168; 209-215.
Discipling thru Intentional Relationships, Guide 1, Chapter 4.0, pp. 73-87.

• The candidate will complete the Ministry Models Assessment questions and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 2-3 page reflective summary and proposal paper.

Mentoring Goals

• To help the candidate become aware of the broad ministry models and apply this to their own ministry context.
• To guide the candidate in the implementation of any changes that may need to occur in their ministry as a result of this chapter.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve greater competency in understanding and implementing ministry models.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding their understanding and implementation of ministry models within their particular context.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate implement the principles from this competency.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

In order for the “new wine” not to be wasted on the ground, it is important that the “wineskin” remains flexible and adaptable. This “wineskin” can be described as the “structure” or form of the organization. An organization is a system with many parts and leaders need to learn how to analyze each part but also how changes in one area will affect the whole organism. System analysis is a learned skill set which as a discipline helps the leader determine if the organization is fulfilling its purpose and what changes need to be made in order for it to be a healthy reproducing organism.

Resources

Download the Materials for Competency 5.20 System Analysis

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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Syllabus: 5.20 System Analysis

5.21 Syllabus

Description and Rationale

In order for the “new wine” not to be wasted on the ground, it is important that the “wineskin” remains flexible and adaptable. This “wineskin” can be described as the “structure” or form of the organization. An organization is a system with many parts and leaders need to learn how to analyze each part but also how changes in one area will affect the whole organism. System analysis is a learned skill set which as a discipline helps the leader determine if the organization is fulfilling its purpose and what changes need to be made in order for it to be a healthy reproducing organism.

Objectives

Upon completion of this competency the candidate should:

• Begin to appreciate the importance of looking at the organization as a system and be able to identify tools to help them accomplish this.
• Be aware of how the life cycle of an organization impacts its use of resources and ability to fulfill its purpose and possible interventions that can bring health back to an organization.
• Have an understanding of practical tools to help analyze an organization and begin to take steps to do so within their own organization, team, and ministry.
• Have an accountability partner or mentor who can provide guidance and input as the candidate begins to learn a system’s approach to organizational development.

Core Requirements

• The candidate will complete the following readings:

The Coaching Guide, pp. 11-19.
The Coach as Consultant (unpublished) Jeske, pp. 16-19.

• The candidate will complete the System Analysis Assessment.
• The candidate will also write a reflective 2-3 page summary paper discussing what they have learned from the System Analysis Assessment, which they should also be prepared to discussed with the mentor.

Mentoring Goals

The goal of the mentor is to:

• Assist the candidate appreciate the importance of a system wide approach to organizational development and its applicability to Christian organizations and churches.
• Help the candidate take the first steps in analyzing the organization which they lead or are a part of, particularly Senge’s Eleven Laws of a System and the Seven Step Evaluation approach.
• Using the Assessment Evaluation and other resources provided, the mentor will design a Development Plan for the candidate learn to view organizations from a systems perspective.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how the candidate’s can take this new knowledge and implement it in their ministry.

Development Plan

• Based on the System Analysis Assessment and the Evaluation of that Assessment, a Development Plan will be designed to help the candidate become a better team leader.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

Understanding organizational culture is essential if the leader is going to be able to understand what is happening within their organizational ministry and then be able to assess if the actions and purposes of the organization are aligned with its values. Culture can be easiest defined as “the way things are done around here,” and each group of people who are joined to fulfill a purpose (an organization), develops a certain culture. However, if leadership is not aware of how this culture is affecting the whole organization’s purpose and values then they will be controlled by this culture rather than being able to manage it.

Resources

Download the Materials for Competency 5.10 Organizational Culture

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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Syllabus: 5.10 Organizational Culture

5.11 Syllabus

Description and Rationale

Understanding organizational culture is essential if the leader is going to be able to understand what is happening within their organizational ministry and then be able to assess if the actions and purposes of the organization are aligned with its values. Culture can be easiest defined as “the way things are done around here,” and each group of people who are joined to fulfill a purpose (an organization), develops a certain culture. However, if leadership is not aware of how this culture is affecting the whole organization’s purpose and values then they will be controlled by this culture rather than being able to manage it.

Objectives

Upon completion of this Competency the candidate should:

• Gain a better conceptual knowledge of how the culture of an organization impacts its ability to fulfill its purpose.
• Become more aware of the influence of leadership on culture and how they can learn to manage what at times may see irrational behavior of those in the organization.
• Have an accountability partner or mentor who can provide feedback from their own experiences within the organization in which they serve and  what they have learned in dealing with this.

Core Requirements

• The candidate will complete the following readings:

The Coaching Guide, pp. 1-10.
The Coach as Consultant (unpublished) Jeske, pp. 13-16.
Organizational Planning Guide, p. 9.

• The candidate will complete the Organizational Culture Assessment as well as follow up questions and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 3-4 page reflective summary paper.

Mentoring Goals

• To help the candidate better understand the importance of understanding organizational culture, particularly as it impacts the candidate’s ability to equip others using their gifts.
• Assist the candidate in learning to recognize the factors that indicate that an organization’s activities are not congruent with their values.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how the candidate can increase their organizational cultural awareness.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in identify and change organizational culture.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

The discipline of studying Christian theology has limited value if it is not understood in terms of how it shapes understanding of personal spiritual growth, cultural issues, ethics, morality, relational dynamics, as well as organizational applications. Christian leaders not only need to know and understand theological content, they also need to be able to apply this knowledge to their own lives as well as to those they serve.

Resources

Download the Materials for Competency 4.30 Applied Theology

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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To view other leadership resources available as downloads.

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Syllabus: 4.30 Applied Theology

4.31 Syllabus

Description and Rationale

The discipline of studying Christian theology has limited value if it is not understood in terms of how it shapes understanding of personal spiritual growth, cultural issues, ethics, morality, relational dynamics, as well as organizational applications. Christian leaders not only need to know and understand theological content, they also need to be able to apply this knowledge to their own lives as well as to those they serve.

Objectives

Upon completion of this competency the candidate should:

• Be able to identify the key questions which are essentially theological in nature and how to address them.
• Be aware of issues which require an empathetic theological response and gauge one’s own practical experience in addressing these.
• Learn how to identify, through the questions of others, the theological issue which requires addressing.
• Have an accountability partner or mentor who can provide feedback as to how the candidate is growing in this area and ways they have implemented this in their lives and ministry.

Core Requirements

• The candidate will complete the following readings:

How to Think Theologically, by Howard W. Stone and James O. Duke, Fortress Pres, OR
Chapter 25 of The Portable Seminary, (theportableseminary.com) Christian Ethics, David Horton, general editor, Bethany House OR locally approved substitute.

• The candidate will complete the Applied Theology Self-Evaluation.
• The candidate will write a reflective 3-5 page summary paper discussing what they have learned from the Applied Theology Self-Evaluation, which they should also be prepared to discuss with the mentor.
• Based on the reading, the candidate will also write a 3-5 pages discussing how theological belief shapes a person’s worldview, ethics, decision making and understanding of Christian ministry.

Mentoring Goals

The goal of the mentor is to:

• Assist the candidate in appreciating the importance of having a theological method to ministry and provide practical tools to help them develop in this area.
• Help the candidate with the development of their own theological method and providing constructive feedback as to how the candidate can better apply theology to the issues of their day and culture.
• Using the Assessment Evaluation and other resources provided, the mentor will design a Development Plan so candidate can apply theology within their own ministry and life.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how the candidate can apply theology within their own ministry and life.

Development Plan

• Based on the Applied Theology Assessment and the Evaluation of that Assessment, a Development Plan will be designed to help the candidate apply theology in their lives in a practical way.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

As a Christian leader, the candidate’s view of the world should be shaped by their theology rather than their theology shaped by the world. Leaders in a Christian ministry are front line theologians; communicating truth to those influenced by their leadership. The following will evaluate the candidate’s understanding of theological concepts and language.

Resources

Download the Materials for Competency 4.20 Basic Theology

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 4.20 Basic Theology

4.21 Syllabus

Description and Rationale

As a Christian leader, the candidate’s view of the world should be shaped by their theology rather than their theology shaped by the world. Leaders in a Christian ministry are front line theologians; communicating truth to those influenced by their leadership. The following will evaluate the candidate’s understanding of theological concepts and language.

Objectives

Upon completion of this Competency the candidate should:

• Gain a better conceptual knowledge of Basic Theology and how it relates to their leadership.
• Become more self aware of areas where they are lacking in their theological understanding and steps they can take to improve in these areas.
• Have an accountability partner or mentor who can provide them with feedback regarding their theological understanding and share any discrepancies between their understanding and practice.

Core Requirements

• The candidate will complete the following readings:

Discipling thru Intentional Relationships Guide 1, Chapters 1.0 and 6.0.
Discipling thru Intentional Relationships Guide 2, Chapters 7.0; 8.0, 9.0, and 11.0.

• The candidate will provide written responses to the questions in each of the chapters assigned from Discipling thru Intentional Relationships Guides 1 and 2.
• The candidate will complete the Basic Theology Assessment as well as follow up questions and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 3-4 page reflective summary paper.

Mentoring Goals

• To help the candidate appreciate the importance of theology, particularly as it relates to Christian leadership.
• Assist the candidate in becoming more self-aware of their own theological understanding  and discuss ways to increase their knowledge in weak areas.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this important area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding what areas of theology the candidate needs to grow in order to be an effective leader.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in their theological understanding.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

Each generation builds upon previous ones and so it is important to know one’s own particular historic context. This is important in every area of life and particularly important for the Christian leader in their understanding of theology. This competency provides a historical context for our theological roots and the era and setting in which they were developed. It is important to understand this historical context in order to not repeat errors of past generations. Those who do not know history are doomed to repeat it.

Resources

Download the Materials for Competency 4.10 Historical Theology

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 4.10 Historical Theology

4.11 Syllabus

Description and Rationale

Each generation builds upon previous ones and so it is important to know one’s own particular historic context. This is important in every area of life and particularly important for the Christian leader in their understanding of theology. This competency provides a historical context for our theological roots and the era and setting in which they were developed. It is important to understand this historical context in order to not repeat errors of past generations. Those who do not know history are doomed to repeat it.

Objectives

Upon completion of this Competency the candidate should:

• Have a greater understanding and appreciation of how Christian theology developed over the last two thousand years.
• Become aware of the historical context that various theological concepts were forged and how these contexts impacted not only how they developed but how they have influenced the leader today.
• Begin to take practical steps to increase their understanding of either personal blind spots from history or areas they need to focus on.
• Have an accountability partner or mentor who can help them on this journey.

Core Requirements

• The candidate will complete the following readings:

A Brief History of Christianity, by Douglas Friesen [included in CL Reading Guide] The Mission of the Church, by Dr. Jeske [included in CL Reading Guide]

• The candidate will complete the Historical Theology Assessment and be prepared to discuss their responses with their mentor.
• The candidate will also complete all written assignments.

Mentoring Goals

• To help the candidate determine their level of knowledge of the history of the mission of the Church over the last two thousand years.
• To assist the candidate grow in both knowledge as well as understanding as to how this history affects their own application of theology in their lives and ministry.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve greater competency in applying theology in their generation and cultural context.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding what areas of historical theology that the candidate sill needs greater understanding.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate gain insight from history as to the important and need to have a practical, coherent theology.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

In addition to having a good understanding of the content of Scripture, as well as skill in interpretation and application, it is important for a Christian leader to be able to communicate biblical truth to those they influence. This competency will focus on the ability of the candidate to prepare and deliver biblical knowledge effectively in various contexts.

Resources

Download the Materials for Competency 3.30 Biblical Communication

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 3.30 Biblical Communication

3.31 Syllabus

Description and Rationale

In addition to having a good understanding of the content of Scripture, as well as skill in interpretation and application, it is important for a Christian leader to be able to communicate biblical truth to those they influence. This competency will focus on the ability of the candidate to prepare and deliver biblical knowledge effectively in various contexts.

Objectives

Upon completion of this Competency the candidate should:

• Have a greater understanding and appreciation of the need to develop the skills necessary for effective communication.
• Become aware of areas of growth needed through the various Assessments and reflective questions.
• Begin to take practical steps in order to grow in their ability to communicate effectively in their personal and professional relationships.
• Have an accountability partner or mentor who can help them on this journey.

Core Requirements

• The candidate will complete the following readings: A book on communicating biblical truth (homelitics)  written in their own language.
• The candidate will write a brief (one paragraph) summary of each chapter or section of the assigned reading focusing on the main teaching point and how it applies to their skill as a communicator of biblical truth.
• The candidate will complete the Communication Skills Self-Assessment as well as the Communication Skills Third-party Assessment and be prepared to discuss their responses with their mentor.

Mentoring Goals

• To help the candidate assess the level of effectiveness of their current communication skills  and areas they need to grow and develop.
• To assist the candidate to develop new communication skills and become more self aware of their communication style and how it affects others.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve greater competency as a communicator.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding what areas of communication that the candidate sill needs to grow.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in their effectiveness as a communicator.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

It is essential for all believers, and particularly those who share the Word with others to equip them for service, to be able to study and know how to interpret the Scriptures. This process of Biblical Interpretation includes getting to the original meaning of the text (exegesis) and then applying this in the “here and now” in whatever culture they are ministering within (hermeneutics). The competency will provide the basic tools to help the minister of the Word be able to handle the Scriptures in a way that brings life to others.

Resources

Download the Materials for Competency 3.20 Biblical Interpretation

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 3.20 Biblical Interpretation

3.21 Syllabus

Description and Rationale

It is essential for all believers, and particularly those who share the Word with others to equip them for service, to be able to study and know how to interpret the Scriptures. This process of Biblical Interpretation includes getting to the original meaning of the text (exegesis) and then applying this in the “here and now” in whatever culture they are ministering within (hermeneutics). The competency will provide the basic tools to help the minister of the Word be able to handle the Scriptures in a way that brings life to others.

Objectives

Upon completion of this competency the candidate should:

• Be able to understand the various tools required to engage in both interpretation process.
• Be more skilled in the exegesis of Scripture and how to come to the main, original meaning of the text.
• Also be able to then properly apply the Scripture to their current cultural, ecclesiological context.
• Have an accountability partner or mentor who can provide feedback as engage in the hermeneutical process and guide them in the effective practise of equipping others to then do the same.

Core Requirements

• The candidate will complete the following readings:

Discipling thru Intentional Relationships – Guide 2, Chapter 9, pp. 72-80.
MCNet “Biblical Foundations” Workshop Notes    

• The candidate will complete the Biblical Interpretation Assessments.
• The candidate will also write a reflective 3-5 page summary paper discussing what they have learned from the readings and be prepared to discussed with the mentor.

Mentoring Goals

The goal of the mentor is to:

• Assist the candidate in appreciating the importance of a disciplined approach to biblical interpretation and help the candidate learn practical tools to help them in their exegesis and hermeneutics of Scripture.
• Help the candidate engage with various Scriptures in order to practically apply interpretative principles and be able to observe their process and conclusions.
• Using the Assessment Evaluation and other resources provided, the mentor will design a Development Plan for the candidate to be a more effective team leader.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how well the candidate is applying their knowledge of biblical interpretation in their ministry.

Development Plan

• Based on the Assessment and the Evaluation of that Assessment, a Development Plan will be designed to help the candidate become a better handler of the Word and be able to equip others.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

Having a firm grasp of the content of the Bible is crucial for the leader who feels called to serve the body of Christ. They must be able to faithfully handle the word of truth in order to help others do the same. While this competency focuses on the actual biblical content, as other competencies have already assessed, it is important for the candidate to also internalize and “live” this Word if they are going to be effective leaders within the church. Factual knowledge is important, but only a starting point. The Word of Truth needs to become experiential knowledge as well.

Resources

Download the Materials for Competency 3.10 Biblical Knowledge

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 3.10 Biblical Knowledge

3.11 Syllabus

Description and Rationale

Having a firm grasp of the content of the Bible is crucial for the leader who feels called to serve the body of Christ. They must be able to faithfully handle the word of truth in order to help others do the same. While this competency focuses on the actual biblical content, as other competencies have already assessed, it is important for the candidate to also internalize and “live” this Word if they are going to be effective leaders within the church. Factual knowledge is important, but only a starting point. The Word of Truth needs to become experiential knowledge as well.

Objectives

Upon completion of this Competency the candidate should:

• Gain a better understanding regarding their own level of biblical knowledge and the need to continually be growing in their understanding of the biblical narrative or redemptive storyline.
• Become more self aware of areas of biblical content in which they are weak or deficient and be committed to taking steps to improve in these areas.
• Have an accountability partner or mentor who can provide them with feedback regarding their level of biblical understanding and provide tools to help them improve in weak areas.

Core Requirements

• Depending upon the candidate’s assessment they will be required to fulfill various readings from the following books:

Encountering the New Testament, by Walter A. Elwell & Robert W. Yarbrough.
IVP Introduction to the Bible,  Edited by Philip S. Johnston
Encountering the Old Testament, by Bill T. Arnold and Bryan E. Beyer
Online Resource: www.bibleproject.com

• The candidate will complete all Bible Knowledge Assessments to determine their level of knowledge in each biblical genre.
• The candidate will also complete a 5 page summary paper of the unifying redemptive narrative from Genesis to Revelation.

Mentoring Goals

• To help the candidate appreciate the importance growing their biblical knowledge, particularly as it relates to understanding and communicating the unifying redemptive narrative of the Bible.
• Assist the candidate in becoming more aware of their strengths and weaknesses with regards to their understanding of the Scriptures.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this important area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). In each genre of Scripture, the candidate will be assessed and then provided with a  personal plan for development.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in their biblical knowledge and understanding.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

Cultural Intelligence, is an indicator of one’s capacity to adapt to others cultures and work with those from other cultures to accomplish common goals. This may be across diverse ethnic cultures in other countries or one’s own passport country, as well as with cultural subgroups within a homogeneous ethnic society. As with the other “Intelligent Quotients” (EQ – Emotional Intelligence; and MQ – Mentoring Intelligence) this is a learned skill and the leader can increase their capacity in this area. This skill, coupled together with a better understanding of generational differences is critical in becoming an effective leader in an increasingly globalized world.

Resources

Download the Materials for Competency 2.70 Cultural & Generational Intelligence

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 2.70 Cultural & Generational Intelligence

2.71 Syllabus

Description and Rationale

Cultural Intelligence, is an indicator of one’s capacity to adapt to others cultures and work with those from other cultures to accomplish common goals. This may be across diverse ethnic cultures in other countries or one’s own passport country, as well as with cultural subgroups within a homogeneous ethnic society. As with the other “Intelligent Quotients” (EQ – Emotional Intelligence; and MQ – Mentoring Intelligence) this is a learned skill and the leader can increase their capacity in this area. This skill, coupled together with a better understanding of generational differences is critical in becoming an effective leader in an increasingly globalized world.

Objectives

Upon completion of this Competency the candidate should:

• Become more aware of the need to be self aware of one’s own cultural values and how these affect others from different values and generations.
• Also have completed the “Six Contrasting Cultural Values Assessment” increasing their understanding and behaviors in dealing with those from other cultures.
• Have the tools to begin to form teams from diverse cultures and generations and see the value of such teams in fulfilling their calling to serve others.
• Have an accountability partner or mentor who can help them process these issues and guide them in implementing changes in their attitude in behavior that may be necessary to be effective.

Core Requirements

• The candidate will complete the following readings:

Mentoring Intelligence, Chapter 1, pp. 13-42 (in CL Reading Guide).
MultiCultural Team Building, Chapter 1-3, pp. 1-24.

• The candidate will complete the “Six Contrasting Cultural Values Assessment” and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 3-5 page reflective summary paper.

Mentoring Goals

• To help the candidate appreciate the value of working with those from different generations and cultures/subcultures.
• Through the assessment, help the candidate identify their values acquired through their culture as well as steps that may be necessary to increase their own CQ.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve greater competency in this area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding what disciplines still need to be developed in order for the candidate to prepare to be a learning throughout their personal and ministerial life.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in the disciplines that foster lifelong learning.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

The leader’s marriage and family is foundation to all that a leader does in ministry. It is impossible to build strong teams in ministry without first having a strong marriage team (The First Team). The key components covered in this competency relate to the health of the leader’s marriage, which includes necessary discussions about the biblical role of men and women, personality differences, communication, boundaries, finances, intimacy as well as specific issues those married go through in ministry.

Resources

Download the Materials for Competency 2.60 Marriage and Family

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Download the First Team Manual (includes all Assessments and Supplemental materials).

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 2.60 Marriage and Family

2.61 Syllabus

Description and Rationale

The leader’s marriage and family is foundation to all that a leader does in ministry. It is impossible to build strong teams in ministry without first having a strong marriage team (The First Team). The key components covered in this competency relate to the health of the leader’s marriage, which includes necessary discussions about the biblical role of men and women, personality differences, communication, boundaries, finances, intimacy as well as specific issues those married go through in ministry.

Objectives

Upon completion of this Competency the candidate should:

• Understand the importance of a healthy, strong marriage to be effective long term in the ministry.
• Be able to identify those areas of weakness in their own marriage and be willing and able to take steps to improve their marriage relationship.
• Begin to develop skills to be able to help others in their marriage relationships.
• Have had opportunity to discuss marriage issues with an accountability partner or mentor.

Core Requirements

• The candidate will complete the following readings:

The First Team marriage manual.

• The candidate will complete the First Team Marriage Assessment and be prepared to discuss this with their mentor.
• The candidate will also complete the questions included in the Assessment and discuss these with their spouse and mentoring couple if possible.

Mentoring Goals

• To help the candidate appreciate the importance of taking the time and developing the skills to have and maintain a healthy marriage.

• Provide the tools necessary for the candidate to have a healthy marriage as well as show them how to use these tools to help others within their ministries develop strong marriages.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to improve their marriage (or prepare to be married).

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding marriage and ways the candidate can improve their marriage.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in their marriage as well as in their ability to help others with their marriages.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

Leaders invest a lot of time developing the obvious leadership skills of vision, strategy, executing a plan and motivating people. While these skills, among others, are important the skill that influences all the others is the ability to establish healthy personal relationships. After all, what is a leader if they have no one to work with? This section will examine interpersonal health by focusing on the importance of healthy personal boundaries in the life of a leader.

Resources

Download the Materials for Competency 2.50 Interpersonal Health

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 2.50 Interpersonal Health

2.51 Syllabus

Description and Rationale

Leaders invest a lot of time developing the obvious leadership skills of vision, strategy, executing a plan and motivating people. While these skills, among others, are important the skill that influences all the others is the ability to establish healthy personal relationships. After all, what is a leader if they have no one to work with? This section will examine interpersonal health by focusing on the importance of healthy personal boundaries in the life of a leader.

Objectives

Upon completion of this Competency the candidate should:

• Have a clearer understanding of the importance of healthy relationships in leadership practice.
• Have a greater awareness of healthy personal boundaries and how to develop and practice them lead to healthy personal relationships.
• Have started to take the necessary steps to grow in their areas of healthy personal relationships.
• Have had opportunity to articulate with an accountability partner or mentor their understanding of the importance of personal boundaries leading to effective leadership.

Core Requirements

• The candidate will complete the following readings:

The Ten Laws of Boundaries, by Henry Cloud and John Townsend. This can be accessed as a free PDF at www.boundariesbooks.com. (It is also chapter 5 of Boundaries by Cloud and Townsend.) OR your mentor or Regional Network Coach can provide a substitute in your language.

• The candidate will complete the Interpersonal Health Self-Assessment.
• The candidate will also complete a 3-5 page discussing what they learned from the assessment questionnaire and the importance of healthy personal boundaries for leaders.

Mentoring Goals

• To help the candidate become more self aware as to the nature of their personal relationships and how having healthy personal boundaries can help.
• From their own experience, the mentor will guide the candidate to identify any potential weaknesses and how to serve from a place of health and not personal need.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this foundational area of interpersonal relationships.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding interpersonal relationships personal calling and how the candidate can become a more effective servant leader.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in their particular sphere of influence.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

Mentoring Intelligence is a person’s capacity and ability to develop others. As with EQ (Emotional Intelligence or Quotient), MQ is a learned skill, not something the leader is born with. Mentoring is a process by which, through a personal relationship, one leader helps another person reach their God-given goals. To be effective in passing on leadership, an individual needs to be intentional for this to occur and then learn the skills to implement this in their daily lifestyle. Mentoring others is essential in fulfilling God’s calling in the leader’s life, for without this it will be unlikely that they will finish well in ministry.

Resources

Download the Materials for Competency 2.40 Mentoring Intelligence

Download additional mentoring materials.

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 2.40 Mentoring Intelligence

2.41 Syllabus

Description and Rationale

Mentoring Intelligence is a person’s capacity and ability to develop others. As with EQ (Emotional Intelligence or Quotient), MQ is a learned skill, not something the leader is born with. Mentoring is a process by which, through a personal relationship, one leader helps another person reach their God-given goals. To be effective in passing on leadership, an individual needs to be intentional for this to occur and then learn the skills to implement this in their daily lifestyle. Mentoring others is essential in fulfilling God’s calling in the leader’s life, for without this it will be unlikely that they will finish well in ministry.

Objectives

Upon completion of this Competency the candidate should:

• Have a clear understanding of mentoring and be motivated to make mentoring a key part of their life and ministry.
• Have completed the Mentoring Assessment for Individuals and discuss with mentor.
• Initiate a mentoring relationship with another person using the tools provided in this program.
• Have an accountability partner or mentor who can guide them as they begin to mentor others.

Core Requirements

• The candidate will complete the following readings:

Mentoring thru Intentional Relationships, Guide 1 pp. 1-48.
Ministry Guide – The Essentials, “Developing Others 1,” pp. 1-16.

• The candidate will complete the Mentoring Intelligence Assessment (for Leaders) and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 3-5 page reflective summary of what they have learned about their own MQ and steps they can take to begin mentoring.

Mentoring Goals

• To help the candidate recognize the importance of mentoring for their life and ministry.
• Provide tools to the candidate to assist them as they begin to mentor others; coaching them as they take the initiate a mentoring relationship.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to help them become an effective mentor of others.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding the candidate’s gifts and how they can be more effective in the future.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate increase their mentoring quotient (MQ).
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

Communication is the indispensable skill required for every leader. However, few are born with the skills required for good communication and need to learn these skills. The skills of communication include speaking, listening and responding, as well as reading and writing. It is important to recognize that each of these skills is influenced by the leader’s experience, awareness, focus, personality, emotional intelligence, degree of sincerity and level of respect for others. This competency focuses on personal communication and how this is reflected in conversation.

Resources

Download the Materials for Competency 2.30 Communication

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

If you find the content of this episode useful, it would really help us reach more people if you click the Like and Subscribe for this episode on Youtube.

To view our other leadership video series, visit our LEADERSHIPmatters Podcast page.

Syllabus: 2.30 Communication

2.31 Syllabus

Description and Rationale

Communication is the indispensable skill required for every leader. However, few are born with the skills required for good communication and need to learn these skills. The skills of communication include speaking, listening and responding, as well as reading and writing. It is important to recognize that each of these skills is influenced by the leader’s experience, awareness, focus, personality, emotional intelligence, degree of sincerity and level of respect for others. This competency focuses on personal communication and how this is reflected in conversation.

Objectives

Upon completion of this Competency the candidate should:

• Have a greater understanding and appreciation of the need to develop the skills necessary for effective communication.
• Become aware of areas of growth needed through the various Assessments and reflective questions.
• Begin to take practical steps in order to grow in their ability to communicate effectively in their personal and professional relationships.
• Have an accountability partner or mentor who can help them on this journey.

Core Requirements

• The candidate will complete the following readings:

Overview of Communication Skills and Competencies

• The candidate will complete the Communication Skills Self-Assessment as well as the Communication Skills Third-party Assessment and be prepared to discuss their responses with their mentor.
• The candidate will also complete all written requirements included in the Overview of Communication Skills and Competencies.

Mentoring Goals

• To help the candidate assess the level of effectiveness of their current communication skills  and areas they need to grow and develop.
• To assist the candidate to develop new communication skills and become more self aware of their communication style and how it affects others.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve greater competency as a communicator.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding what areas of communication that the candidate sill needs to grow.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in their effectiveness as a communicator.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

This competency measures the ability to build cohesive groups (combining diverse people into an effective group which fulfills a common purpose), identify and empower others in their gifts and skills, and communicate in such a way that others gain a strong sense of ownership and responsibility for a common vision. This is a critical competency for a leader’s expanding influence and is best achieved by expanding the leadership base of an organization. The New Testament shows us (first through Jesus then through the Apostle Paul) that ministry success is seen in developing others and working together in Kingdom ministry.

Resources

Download the Materials for Competency 2.20 Team Dynamics

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Syllabus: 2.20 Team Dynamics

2.21 Syllabus

Description and Rationale

This competency measures the ability to build cohesive groups (combining diverse people into an effective group which fulfills a common purpose), identify and empower others in their gifts and skills, and communicate in such a way that others gain a strong sense of ownership and responsibility for a common vision. This is a critical competency for a leader’s expanding influence and is best achieved by expanding the leadership base of an organization. The New Testament shows us (first through Jesus then through the Apostle Paul) that ministry success is seen in developing others and working together in Kingdom ministry.

Objectives

Upon completion of this competency the candidate should:

• Be able to identify the components of building effective teams and explain their importance in accomplishing common goals.
• Be more aware of their strengths and weaknesses in building cohesive groups; promoting the gifts of others and creating ownership of ministry.
• Have a better understanding of how to build a strong team and begin to implement this within the teams that they lead and are a part of.
• Have an accountability partner or mentor who can provide feedback as they implement these changes, as well as visiting their teams and providing constructive input.

ore Requirements

• The candidate will complete the following readings:

                Ministry Guide – The Essentials, TeamBuilding, pp. 23-28.
                Multi-Cultural Team Building (Jeske), pp. 19-24; 28-32.

• The candidate will complete the Team Dynamics Assessment as well as have a mentor or colleague complete it as a Third Party Assessment.
• The candidate will also write a reflective 2-3 page summary paper discussing what they have learned from the Team Dynamic Assessment, which they should also be prepared to discussed with the mentor.

Mentoring Goals

The goal of the mentor is to:

• Assist the candidate in appreciating the importance of a team approach to ministry and provide practical tools to help them develop strong teams.
• Help the candidate with the development of their team by spending time together with the team and providing constructive feedback as to how the candidate can improve.
• Using the Assessment Evaluation and other resources provided, the mentor will design a Development Plan for the candidate to be a more effective team leader.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how congruent the candidate’s life and ministry is with their core values.

Development Plan

• Based on the Team Dynamics Assessment and the Evaluation of that Assessment, a Development Plan will be designed to help the candidate become a better team leader.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

Emotional intelligence is the ability to recognize and understand your emotions and how they positively or negatively affect your responses to circumstances and people as well as recognizing your emotional impact on others and how they respond to you. It is also the ability to recognize the emotional state of others and what emotions are evoked in your reaction to them. Leaders often work in stressful or potentially stressful circumstances associated with demanding situations and people, as well as carrying the responsibility of the organization. High emotional intelligence enables the leader to manage their emotions and work well under pressure.

Resources

Download the Materials for Competency 2.10 Emotional Intelligence

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

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Syllabus: 2.10 Emotional Intelligence

2.11 Syllabus

Description and Rationale

Emotional intelligence is the ability to recognize and understand your emotions and how they positively or negatively affect your responses to circumstances and people as well as recognizing your emotional impact on others and how they respond to you. It is also the ability to recognize the emotional state of others and what emotions are evoked in your reaction to them. Leaders often work in stressful or potentially stressful circumstances associated with demanding situations and people, as well as carrying the responsibility of the organization. High emotional intelligence enables the leader to manage their emotions and work well under pressure.

Objectives

Upon completion of this Competency the candidate should:

• Gain a better conceptual knowledge of Emotional Intelligence and how it relates to their leadership.
• Become more self aware of areas where they are lacking in emotional intelligence and steps they can take to improve in these areas.
• Have an accountability partner or mentor who can provide them with feedback regarding their emotional intelligence and share any discrepancies between their own self awareness and how others perceive them.

Core Requirements

• The candidate will view the four part video series “Emotional Intelligence for Pastors” presented by the Pursue God Network at www.pursuegodnetwork.org/emotional-intelligence-for-pastors-series/ OR an equivalent assignment in your language if not available.
• The candidate will complete the following reading and exercise:

Four Quadrants of Leadership Relationships (included in this chapter).

• The candidate will complete the Emotional Intelligent Assessment as well as follow up questions and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 3-4 page reflective summary paper.

Mentoring Goals

• To help the candidate appreciate the importance of emotional intelligence, particularly as it relates to Christian leadership.
• Assist the candidate in becoming more self-aware of their own emotional intelligence quotient and discuss ways to increase their quotient in weak areas.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this important area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding what areas of emotional intelligence the candidate needs to grow in order to be an effective leader.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in their emotional intelligence.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

Lifelong learning is an attitude that drives a leader toward continual development in leadership/ministry understanding and skills. Characteristics common to this attitude include, curiosity, catalytic thinking, resource awareness, a learning perspective, and a reflective approach. Lifelong learning is a necessary leadership practice that is important for continued growth, adapting to change, dealing with challenges, and perseverance over the marathon of ministry.

Resources

Download the Materials for Competency 1.80 Lifelong Learning

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

Check out our full list of Christian Leadership Institute videos.

To view other leadership resources available as downloads.

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Syllabus: 1.80 Lifelong Learning

1.81 Syllabus

Description and Rationale

Lifelong learning is an attitude that drives a leader toward continual development in leadership/ministry understanding and skills. Characteristics common to this attitude include, curiosity, catalytic thinking, resource awareness, a learning perspective, and a reflective approach. Lifelong learning is a necessary leadership practice that is important for continued growth, adapting to change, dealing with challenges, and perseverance over the marathon of ministry.

Objectives

Upon completion of this Competency the candidate should:

• Have a great appreciation of the need to be a lifelong learner to be an effective leader.
• Also have completed a Lifelong Learning exercise to assess their own dedication to lifelong learning.
• Have begun to take steps to develop several disciples that will ensure they form habits for continual learning throughout their lifetime.
• Have an accountability partner or mentor who can help them from their own experience.

Core Requirements

• The candidate will complete the following readings:

Discipling thru Intentional Relationships, Guide 2, Chapter 10, pp. 97-98.
Mentoring thru Intentional Relationships, Guide 1, Chapter 2.1, pp. 110-112.

• The candidate will complete the Lifelong Learning Assessment and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 2-3 page reflective summary paper.

Mentoring Goals

• To help the candidate appreciate the importance of being dedicated to lifelong learning.
• Through the assessment, help the candidate identify missing components in their strategy to be a lifelong learner, using their own experience as motivation and context.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this important area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding what disciplines still need to be developed in order for the candidate to prepare to be a learning throughout their personal and ministerial life.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in the disciplines that foster lifelong learning.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

Leadership Capacity is having a realistic understanding of leadership capability and function based on skill development and experience while taking into consideration issues of character, gifts, motivation and growth potential. Being aware of leadership capacity helps a leader have an accurate view of their capability which can guide them through times of transition and making decisions regarding personal goal setting and opportunities that may present themselves.

Resources

Download the Materials for Competency 1.70 Leadership Capacity

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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To view other leadership resources available as downloads.

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Syllabus: 1.70 Leadership Capacity

1.71 Syllabus

Description and Rationale

Leadership Capacity is having a realistic understanding of leadership capability and function based on skill development and experience while taking into consideration issues of character, gifts, motivation and growth potential. Being aware of leadership capacity helps a leader have an accurate view of their capability which can guide them through times of transition and making decisions regarding personal goal setting and opportunities that may present themselves.

Objectives

Upon completion of this Competency the candidate should:

• Have a better understanding of the importance of building leadership capacity in their lives.
• Be able to identify those areas which are hindering their ability to increase their leadership capacity.
• Have skills to implement strategies to mitigate hindrances to developing leadership capacity in their lives.
• Have had opportunity to discuss this competency with an accountability partner or mentor.

Core Requirements

• The candidate will complete the following readings:

Mentoring thru Intentional Relationships, Guide 2, Chapter 3.2, pp. 65-84.
Mentoring thru Intentional Relationships, Guide 2, Chapter 3.3, pp. 85-105.

• The candidate will complete the Leadership Capacity Assessment and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 1-2 page paper reflecting on the Assessment questions, as well as a three to four page paper discussing how leadership capacity integrates with the following: godly character, spiritual disciplines, spiritual gifts, ministry calling, as well as understanding phases of leadership.

Mentoring Goals

• To guide the candidate in understanding leadership capacity and helping them become more self-aware of their own particular capacity.
• Assist the candidate identify areas which may be hindering their leadership capacity and life strategies that can help them mitigate hindering habits and behaviors.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency as they grow in their leadership capacity.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding leadership capacity and ways the candidate can increase it in their lives.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in their leadership capacity.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

A Philosophy of Leadership is the integration of a leader’s understanding and practice of godly character, core values, personality, gifts and overall calling and role within a biblical model of servanthood, which leads to a clear understanding as to how and why one should serve the Body of Christ and what ultimately defines success in ministry. A leader’s philosophy of leadership based upon a biblical model of servanthood will influence every decision the leader makes and how congruent their activities are with their values and identity.

Resources

Download the Materials for Competency 1.60 Leadership Philosophy

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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To view other leadership resources available as downloads.

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Syllabus: 1.60 Leadership Philosophy

1.61 Syllabus

Description and Rationale

A Philosophy of Leadership is the integration of a leader’s understanding and practice of godly character, core values, personality, gifts and overall calling and role within a biblical model of servanthood, which leads to a clear understanding as to how and why one should serve the Body of Christ and what ultimately defines success in ministry. A leader’s philosophy of leadership based upon a biblical model of servanthood will influence every decision the leader makes and how congruent their activities are with their values and identity.

Objectives

Upon completion of this Competency the candidate should:

• Have a clear understanding Jesus model of servant leadership and how this impacts their own ministry.
• Have a comprehensive framework, based on the previous chapters and this one, as to how their character, personality, gifts, and calling impact who they are as a servant leader.
• Begin to make changes in any of their ministry activities that contradict a servant leader model.
• Have spent time with an accountability partner or mentor who can help them better understand servant leadership and how this is reflected in their calling.

Core Requirements

• The candidate will complete the following readings:

Ministry Guide – The Essentials, Developing Others 1, pp. 1-7.
Mentoring thru Intentional Relationships, Guide 2, Chapter 3.1, pp. 49-63.
Mentoring thru Intentional Relationships, Guide 2, Chapter 4.1, pp. 107-123.

• The candidate will complete the Servant Leadership Assessment and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 1-2 page paper reflecting on the Assessment questions and address areas they scored low in, as well as a five page paper integrating each of the previous competencies into their role as a servant leader in the Body of Christ.

Mentoring Goals

• To help the candidate fully understand the importance of servanthood as a foundation for all service and ministry.
• Assist the candidate identify areas where their philosophy of ministry is not reflected in how they function in their role in the Body of Christ.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this foundational area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding servant leadership and ways the candidate can grow in their servanthood.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow as a servant leader.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

All believers have been called to be ministers of reconciliation in a fallen world (2 Cor. 5:18). This calling is not limited to a few believers but is for all; we are all a chosen people and a royal priesthood (I Peter 2:5, 9-10). However, according to our gifts, some have been given the opportunity and responsibility to have a role of equipping other believers in the Body of Christ. This sphere of influence or “ministry” is not so much a position as it is an avenue of service to others. This study focuses on this sphere of leadership and so it is crucial for the leader to fully comprehend the purpose of God in their life in order to be effective.

Resources

Download the Materials for Competency 1.50 Ministry Calling

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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To view other leadership resources available as downloads.

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Syllabus: 1.50 Ministry Calling

1.51 Syllabus

Description and Rationale

All believers have been called to be ministers of reconciliation in a fallen world (2 Cor. 5:18). This calling is not limited to a few believers but is for all; we are all a chosen people and a royal priesthood (I Peter 2:5, 9-10). However, according to our gifts, some have been given the opportunity and responsibility to have a role of equipping other believers in the Body of Christ. This sphere of influence or “ministry” is not so much a position as it is an avenue of service to others. This study focuses on this sphere of leadership and so it is crucial for the leader to fully comprehend the purpose of God in their life in order to be effective.

Objectives

Upon completion of this Competency the candidate should:

• Have a clearer understanding of their role in the Body of Christ as someone with an equipping gift.
• Have a greater awareness of how their “calling” is influenced by both their personality, giftings and role.
• Have started to take the necessary steps to grow in their areas of influence and calling, mitigating any weak or immature tendencies.
• Have had opportunity to articulate with an accountability partner or mentor their understanding of their role and calling in ministry.

Core Requirements

• The candidate will complete the following readings:

Mentoring thru Intentional Relationships, Guide 1, Chapter 1.3, pp. 83-98; 188-190.
Mentoring thru Intentional Relationships, Guide 2, Chapter 4.1, pp. 107-123.
Mentoring thru Intentional Relationships, Guide 1, Chapter 1.1, 49-64 (Personality Style).

• The candidate will complete the Ministry Calling Survey questions. If they have not previously completed the Personality Style Survey, and Personal Calling Statement, these should also be completed at this time.
• The candidate will also complete a 3-5 page summary paper incorporating observation from each of these requirements.

Mentoring Goals

• To help the candidate become more self aware as to their calling and potential motivations they may have to serve the Body of Christ in this capacity.
• From their own experience, the mentor will guide the candidate to identify any potential weaknesses and how to serve from a place of health and not personal need.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this foundational area of calling.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding personal calling and how the candidate can become a more effective servant leader.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in their particular sphere of influence.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

The Spiritual Gifts are special abilities and qualities given my God to believers in order to fulfill the purpose of his Body here on earth. While it is important for a leader to discover their natural abilities and talents, in order to be most effective in serving the Body of Christ, they need to also identify the gifts that God has given them to serve His people. Together with a leader’s character and values, understanding one’s gifts is essential in fulfilling one’s life and ministry purpose as a leader.

Resources

Download the Materials for Competency 1.40 Spiritual Gifts

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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Syllabus: 1.40 Spiritual Gifts

1.41 Syllabus

Description and Rationale

The Spiritual Gifts are special abilities and qualities given my God to believers in order to fulfill the purpose of his Body here on earth. While it is important for a leader to discover their natural abilities and talents, in order to be most effective in serving the Body of Christ, they need to also identify the gifts that God has given them to serve His people. Together with a leader’s character and values, understanding one’s gifts is essential in fulfilling one’s life and ministry purpose as a leader.

Objectives

Upon completion of this Competency the candidate should:

• Have a clearer biblical understanding of what the gifts are and what some of the gifts they have.
• Have completed the Spiritual Gift Assessment and have a deeper awareness of how God has used them in the past and ways he may want to use them to the serve the Body of Christ in the future.
• Have started to take prayerful, practical steps to not only identify their gifts but identify which gifts they need to be effective in their calling.
• Have an accountability partner or mentor who can provide feedback as to what gifts they see in the candidate’s life and encourage them to exercise them more fully.

Core Requirements

• The candidate will complete the following readings:

Discipling thru Intentional Relationships, Guide 2, Chapter 11, pp. 111-121.
Mentoring thru Intentional Relationships, Guide 1, Chapter 1.2, pp. 65-82.

• The candidate will complete the Gift Survey and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 3-5 page summary of what they have learned.

Mentoring Goals

• To help the candidate identify their current gifts and potential latent gifts.
• Help the candidate learn how they can use their gifts more effectively and how their calling in ministry corresponds to these gifts.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to help them use their gifts more competently.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding the candidate’s gifts and how they can be more effective in the future.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in the use of their gifts.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

The Spiritual Disciplines are specific activities and practices taught throughout Scripture that facilitate a personal relationship with God and leads to a greater understanding and growth in our faith. The spiritual disciplines are not practiced in order to gain God’s favor or out of duty, but rather to maintain a listening heart to the Lord and daily connection with him. This is the source of the leader’s spiritual strength that helps to resist temptation and avoid becoming stagnant in their faith which results in unrealized leadership potential.

Resources

Download the Materials for Competency 1.30 Spiritual Disciplines

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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To view other leadership resources available as downloads.

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Syllabus: 1.30 Spiritual Disciplines

1.31 Syllabus

Description and Rationale

The Spiritual Disciplines are specific activities and practices taught throughout Scripture that facilitate a personal relationship with God and leads to a greater understanding and growth in our faith. The spiritual disciplines are not practiced in order to gain God’s favor or out of duty, but rather to maintain a listening heart to the Lord and daily connection with him. This is the source of the leader’s spiritual strength that helps to resist temptation and avoid becoming stagnant in their faith which results in unrealized leadership potential.

Objectives

Upon completion of this Competency the candidate should:

• Have a greater understanding and appreciation of the spiritual disciplines and how to implement them in their lives with grace rather than in a legalistic way.
• Have completed the reflected questions of the Spiritual Discipline Assessment and receive feedback from their mentor regarding their responses.
• Begin to take steps to implement the spiritual disciplines in their life that fosters a deeper walk with God.
• Have an accountability partner or mentor who can help them on this journey.

Core Requirements

• The candidate will complete the following readings:

Discipling thru Intentional Relationships, Guide 1, Chapter 2.0, pp. 39-53 and Chapter 5.0, pp. 89-104.
Discipling thru Intentional Relationships, Guide 2, Chapter 10, pp. 83-103.
Mentoring thru Intentional Relationships, Guide 1, Chapter 2.1, pp. 99-113.

• The candidate will complete the Spiritual Disciplines Assessment questions and be prepared to discuss their responses with their mentor.
• The candidate will also complete a 2-3 page reflective summary and proposal paper.

Mentoring Goals

• To help the candidate assess the health of their relationship with God and how the Disciplines can help them grow in their faith.
• To encourage the candidate to implement the Disciplines in their life in a greater way, identifying those areas in which they are weak.
• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve greater competency in personal growth.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding what disciplines they still need to grow in so that they maintain a healthy relationship with God throughout their life.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in the spiritual disciplines.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

Core values are the traits, convictions and passions that form the basis for character development and ministry effectiveness. Core values are different from beliefs and assumptions in that values usually are the expression or reflection of these. Having an understanding of, and being able to clearly articulate core values, allows a leader to have congruency between what they are doing and how they are doing it as it relates to ministry emphasis and priority. Using a series of reflective questions this section will provide the opportunity for discussion and reflection, as well as point the candidate to a development plan.

Resources

Download the Materials for Competency 1.20 Core Values

From our Resource Page each of the 40 competencies in the program can be downloaded.Each includes the complete syllabus, assessments and reading materials.

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Syllabus: 1.20 Core Values

1.21 Syllabus

Description and Rationale

Core values are the traits, convictions and passions that form the basis for character development and ministry effectiveness. Core values are different from beliefs and assumptions in that values usually are the expression or reflection of these. Having an understanding of, and being able to clearly articulate core values, allows a leader to have congruency between what they are doing and how they are doing it as it relates to ministry emphasis and priority. Using a series of reflective questions this section will provide the opportunity for discussion and reflection, as well as point the candidate to a development plan.

Objectives

Upon completion of this competency the candidate should:

• Be able to define core values and have a working knowledge of their importance.
• Have completed an introspective analysis of their core values based on the Evaluation Questionnaire.
• Begin to formulate how their core values impact their ministry and eventual impact for the Kingdom.
• Have an accountability partner or mentor who can help them focus their ministry based on their core values.

Core Requirements

• The candidate will complete the following readings:

                Mentoring thru Intentional Relationships, Guide 1, Chapter 1.3, pp. 83-98; 187-188.

• The candidate will complete the Core Values Assessment and be prepared to discuss responses with their mentor. If not done previously, they should also complete their Timeline.
• The candidate will also write a reflective 2-3 page summary paper discussing what they have learned from the questions on core values. This will also then be discussed with the mentor.

Mentoring Goals

The goal of the mentor is to:

• Assist the candidate in appreciating the importance and purpose of identifying core values as well as completing a Timeline.
• Help the candidate bring focus to their core values and see how they apply to their current and future ministry.
• Using the Assessment Evaluation and other resources provided, the mentor will design a Development Plan for the candidate.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how congruent the candidate’s life and ministry is with their core values.

Development Plan

• Based on the Core Values Assessment and the Evaluation of that Assessment, a Development Plan will be designed to help the candidate integrate their core values in their life and ministry.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.

Description & Rationale

The foundational competency of the Christian leader is self-competency in the area of their character. The guideline for this is based on God’s Word, which is the measure of our growth in this area. While ministry is often considered “doing,” according to God’s standards, who we are, our “being” must precede all ministry activities. Even before one’s gifts and skills are assessed, we must consider the degree to which we understand and obey the commands to have Christ’s character within us.

Resources

Download the Materials for Competency 1.10 Godly Character 

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Syllabus: 1.10 Godly Character

1.11 Syllabus

Description and Rationale

The foundational competency of the Christian leader is self-competency in the area of their character. The guideline for this is based on God’s Word, which is the measure of our growth in this area. While ministry is often considered “doing,” according to God’s standards, who we are, our “being” must precede all ministry activities. Even before one’s gifts and skills are assessed, we must consider the degree to which we understand and obey the commands to have Christ’s character within us.

Objectives

Upon completion of this Competency the candidate should:

• Have a biblical understanding of what God requires of those who equip others in the Body.
• Have completed an introspective analysis of their own Character as compared with biblical requirements and Christ’s own character.
• Begin to take steps to work on those weak areas of their character through the spiritual disciplines.
• Have an accountability partner or mentor who can help them on this journey.

Core Requirements

• The candidate will complete the following readings:

Discipling thru Intentional Relationships, Guide 1, Chapter 1.0 & 3.0, pp. 25-37; 55-71

Mentoring thru Intentional Relationships, Guide 1, Chapter 2.2, pp. 115-135.

• The candidate will complete the Character Qualities Assessment (based on I Timothy 3:1-7 & Titus 1:5-9) and be prepared to discuss their responses with their mentor
• The candidate will also complete a 2-3 page reflective summary paper.

Mentoring Goals

• To help the candidate appreciate the need to focus on character before service.
• Assist the candidate identify those weak areas of their character and encourage them to grow in these areas.

• Using the Candidate Evaluation and other resources provided, the mentor will design a development plan for the candidate in order to achieve competency in this important area.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding what areas of character growth are still needed in order for the minister to be effective in their area of service.

Development Plan

• Based upon the Candidate Evaluation, an appropriate development plan will be designed to help the candidate grow in their godly character.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.