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

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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.