FOCUS ON CONTEXT SPECIFIC CORE COMPETENCIES
Context is a critical component of successful leadership. A brilliant leader in one situation does not necessarily perform well in another. Academic studies have shown this, and experience bears it out. Too many training initiatives rest on the assumption that one-size fits all and that the same group of skills or style of leadership is appropriate regardless of the leader, context, strategy, organizational culture, or developmental level of follower. A one-size fits all leadership development initiative inevitably attempts to address a long list of leadership standards, a complex web consisting of an overwhelming number of competencies. In contrast, the 10ES ELP focuses on ministry specific context, concentrating on a small number of competencies that will make a significant difference in leadership performance.
Emotional intelligence and relationships
Organizational culture & values
UNITING OFF-SITE TRAINING and REAL WORLD SCENARIOS
The 10ES ELP in committed to maintain a delicate balance. First, our Cleveland training site represents an off-site opportunity for participants to enjoy a state-of-the-art place, and safeguarded time to step back and escape the pressing demands of ministry. Secondly, we intentionally connect all training directly to real ministry scenarios with a focus on frontline behavioral change. The ability to push training participants to reflect, while also giving them real ministry experiences to apply new insights and hone their skills is a valuable combination concerning our anticipated outcomes.
CHALLENGING MIND-SETS and BEHAVIORAL CHANGE
Becoming a more effective leader often requires changing behavior. Accomplishing this requires an adjustment to underlying mind-sets and mental models; thus addressing the root causes of why leaders act the way they do. This process is designed to stretch participants and can be uncomfortable for some—but if there isn’t a degree of discomfort, the chances are that behavior will not change and leadership outcomes will not be realized. Just as a coach would view an athlete’s muscle pain as a proper response to training, leaders who are stretching themselves should also feel some discomfort as they struggle to reach new levels of leadership performance.
EVALUATING and MEASURING RESULTS
Development programs often pay lip service to the importance of developing leadership skills but have no evidence to quantify the value of their investment. When organizations fail to track and measure changes in leadership performance over time, they increase the odds that improvement initiatives will not be taken seriously. Yet targets can be set and achievement monitored. The 10ES ELP assesses the extent of development and behavioral change through several self and 360-degree instruments— feedback instruments and exercises given prior to the program, throughout the program, and followed by another assessment just before completion of the program. A 360-degree evaluation is a multi-source assessment instrument, designed to intentionally get feedback from members of a participant’s immediate ministry/work circle. Most often, 360-degree feedback includes direct feedback from those who take direction from the participant, colleagues, and supervisor(s), as well as a self-evaluation component. With this information, trainers and participates have valuable participant specific information that helps to reveal and address similarities and gaps between the participant’s and others’ perceptions.
CERTIFICATE OF EXECUTIVE LEADERSHIP
When the program ends, the participant will have completed 100+ hours of exhilarating leadership development. Participants completing the program will receive a Certificate in Executive Leadership and will have embarked on a collective journey of life-long learning.
Those completing the 10ES ELP will receive certification from LeaderLabs and may also earn credit hours towards a degree.