Over the last year, I’ve quickly discovered that leadership training has become something close to an obsession for this decade. In September, 2001, the Alban Institute published a special report: The Leadership Situation Facing American Congregations. This report identified 3 major crises facing the North American Church – two of which addressed issues of leadership development. The first was the general shortage of ministers available to the church. In essence, the annual attrition rate of pastoral leaders was beginning to exceed the replenishment rate leaving the church with either a declining or static rate of available ministers. The second crisis was related to the first. It identified the "burnout statistics," a crisis of concern for the quality and health of those in ministry.
Along with those finding, I discovered a number of dynamics that were beginning to emerge as a response to this "leadership crisis." One of the most telling was the emergence of "homegrown" ministers. According to the Rainer Report, in 1994, 4% of people in ministry were "homegrown." In other words, these were people whose service had proven so valuable to their local congregation that they were being employed as staff ministers. In 1999, that number had doubled to 8% . Estimates now indicate that by 2010, over 30% of ministers will have been "homegrown."
The combined impact of these findings can be seen in the tools being produced to train leaders. Over the year, I reviewed 45 different programs designed to train leaders. Some, from church and denominational efforts.others by separate professional agencies. 45 programs.and there even more to be discovered. The effort is there and the resources are being developed. But behind the scenes, several critical questions have to be raised:
What does it mean to be a "leader"? How does this training relate to followership and servanthood? Does this training recognize the process of spiritual development? Does it define ministry as a natural expression of mature discipleship?
Where is the emphasis of training focused? Is it to produce leaders who are able to do ministry – or on leaders who are able to be ministers? Or does that really matter?
What does this training mean to church when it comes to roles in leadership? Does it relate to a sense of "higher calling" and is there a sense of place and respect for those who would be called as ministers?
What are the critical elements that are required for training? Is there a healthy interaction between the individual and the community? Is there a forum required for deeper reflection? Are there relationships of mentoring and accountability and affirmation built into the process? Are important relationships – spousal impact – addressed through the process?
What culture does the program identify as the necessary environment for the leader to grow? Does this reflect God’s choice for the ecology of leadership development? I ponder these questions as we begin to build a foundation for a leadership model.