
Christian Leadership Institute (CLI): Competency 5.70 – Leadership Development
$15.00
Douglas E. Friesen
Phillip T. Jeske (PhD)
Complete competency syllabus and all reading materials
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.
Description
CLI – Christian Leadership Institute: Module 5.0 Organizational Life
The competencies in this module all reflect the understanding and skills a leader requires to deal with the bigger picture of their particular ministry context. In essence, organizations have characteristics of organisms and leaders need to understand how the culture of their context either encourages or discourages the shared values and goals of the individuals making up the organization as well as the organization as a whole, as an organism. Being able to analyze these factors and learn the basics of organizational development are critical for the leader to serve the organization by helping it achieve its intended purpose.
Competency 5.70 Leadership Development: 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.
The Authors
Doug Friesen is a pastor, teacher, church planter, mentor, ministry coach, and director of CLIMB, an organization that facilitates innovative ministries in Canada. Phil Jeske (PhD) is a missionary teacher, author, ministry coach and president of ICM, an international mission organization. They are both specialists in their field of leadership development and travel internationally coaching teams within the Ministry Coaching Network (MCNet). They have a passion to mentor the next generation of servant leaders and help ministry teams start innovative ministries that will impact their nations. Both they and their wives live near Vancouver, Canada with their grown children and grandchildren.
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