We are all about raising up lifelong laborers. In my experience, leaders are developed, not typically waiting to be found. For the next few weeks, I will focus on developing leaders.
Different doesn’t mean wrong…necessarily. Sometimes, different…is just different.
Consider different personalities in leadership development. For illustration purposes, I’ll use the DiSC assessment. Its four personalities make it a bit easier to see, as opposed to 16 different combinations in the Myers-Briggs, or even the 34 talents of StrengthFinders.
Scenario 1. You assign two students to buy sound equipment to use at the fall retreat. Suppose one is a D, an initiator toward tasks, and the other is an S, a responder to people.
- The D is bold, takes the bull by the horns, figures out what to do, and is determined and decisive. They make the purchase, checks that off and moves on to the next task.
- The S is your “steady-eddie”, the consummate team player, somewhat deliberate, someone who will research the best options for the best price, will check “Consumer Reports”, so that it will be a good purchase.
Scenario 2. You assign two students to plan a social to watch the big rivalry game this weekend. One is a high I, an initiator toward people, and the other is a C, one compliant to their own standards.
- The I, is thinking about how much fun everyone is going to have, how people will connect, how meaningful the conversations will be. They will keep thinking of people to invite up to the last minute and it will be a great time for everyone.
- The C, will make a list of everything needed for the party, is there enough food for everyone? are all the details thought out? is there something for everyone so that all feel taken care of?
You can draw your own conclusions about how each person’s preferred manner would be an encouragement or a source of frustration to the other. Neither approach is necessarily right or wrong; it just depends on the situation. Again, different isn’t necessarily wrong. Nor is one personality type the proper leadership style for every situation. More often than not, what we think is right is really a matter of personal preference.
Just as there are a variety of leadership styles, there are also a variety of ways that leaders develop. Have you ever had someone ask you to do something? But when you did, they criticized how you did it. In your mind, it seemed like a personality difference, a matter of preference.
Now, criticism is good. Evaluation helps us all to grow and develop. Its always a good rule of thumb to offer 5 positive things for every negative one pointed out.
This brings us back to leadership development. Many of us want to shield our protégé’s from possible motivation deflating circumstances. I think often of a book written a number of years ago, by Erwin Lutzer, Failure: The Backdoor to Success. Most of us learn more through failure than we do through success. Some learn through experience. Some prefer to learn by seeing an example. Some learn by applying principles. Some are motivated by the task.
I don’t think we can say that there is one “Cru way” of leadership development. As you consider those you work with, think about their personality style as well as their preferred learning approach.
Fall Coaching Tips
- Andy Stanley’s Looking for the Uniquely Better.
- Beginning the Year Checklist.
- A tension: Only the interested or every person?
- Next Steps with the Each and the Every.
- Can Incoming Freshmen Launch?
- Caring for our People.
- The Network Map.
- The First Coaching Call.
- Collaborative Discipleship.