Church Development Institute. Readiness Factors Self readiness (maturity, conflict skills,...
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Transcript of Church Development Institute. Readiness Factors Self readiness (maturity, conflict skills,...
ADAPTIVE LEADERSHIP
Church Development Institute
ADAPTING TO MISSIONAL CULTURE
Readiness Factors Self readiness (maturity, conflict skills,
courage, trust) People readiness (creates missional
thinking, cultivates growth, enables change, coalitions)
Congregation readiness (integration, missional culture & practices, missional theology)
Community readiness (understanding, engagement, missional future, Biblical foundation)
MISSIONAL CULTURE
Inward
Outward
Prayerful Emergen
t
Adaptive
Culture
Formation Engage
d
Imaginative
Grounded
DEFINING ADAPTIVE LEADERSHIP
Adaptive leadership is the practice of mobilizing people to tackle tough challenges and thrive, and has three characteristics: Preserves essential congregational culture
(DNA) Discards the parts of the congregational
culture (DNA) that no longer serves Creates congregational cultural (DNA)
arrangements for the ability to flourish
ADAPTIVE CHALLENGES
Leading the Church in rapidly changing times
Shifting Church culture to stay relevant Building an Adaptive Culture
Naming elephants in the room Shared responsibility for the congregation Independent judgment is expected Develop leadership capacity Continuous learning institutionalized
LEADERSHIP VS. AUTHORITY
Authority relationships: power entrusted for service
Leadership challenges some expectations and creates an environment where the system can adapt.
LEADERSHIP & AUTHORITY TASKS
Task Authority Leadership
Direction Provide problem definition and solution
Identify the adaptive challenges and frame the key questions
Protection Protect from external threats
Disclose external threats
Order Orient people to current roles
Restore order
Maintain norms
Disorient current roles; resist orienting people to new roles too quicklyExpose conflict or let it emergeChallenge norms or let them be challenged
ADAPTIVE LEADERSHIP PROCESS
observe
interpret
intervene
OBSERVE THE DATA
Data to diagnose the adaptive challenge Core frameworks, organizational diagnosis
lens, survey feedback, cultural analysis, trust
Some common adaptive challenges Gap between espoused values & behavior Competing commitments Speaking the unspeakable Work avoidance
SHIFT IN INTERPRETATION
Technical Adaptive
Benign Conflictual
Individual Systemic
EFFECTIVE INTERVENTIONS
Balcony view (patterns, action/reflection) Readiness of the congregation (resistance,
disequilibrium) Leadership demands (situational leadership) Managing anxiety (differentiation,
triangulation, anxiety binders) Leveraging the political landscape (negotiating
vision) Keep adaptive work central to people’s
attention
RESISTANCE
Equilibrium Strength – people like things the way they are
Known is more acceptable than the unknown
External and internal forces, values, narratives at work in the system
LIVING IN DISEQUILIBRIUM
Manage yourself Help people tolerate the discomfort Keep everyone in the productive zone
of disequilibrium
Productive Zone
Tolerance limit
Threshold of change
SITUATIONAL LEADERSHIP
Group Assessment1. unable, unwilling, insecure2. unable but willing or confident3. able but unwilling or insecure4. able and willing or confident
Leadership Style1. Define and tell
2. Clarify
3. Involve – team participation4. Empower – facilitate as needed
DIFFERENTIATION
Balances Individuality and Togetherness
Emotional Fusion Emotional Cut Off
Enmeshment Disengagement
Undifferentiated ResponseReactive, Automatic, Instinctual
Calm, ReflectiveObjective
Responsive
TRIANGULATION
Dyad relationally too intenseTriangle – less intense and natural, negative triangles – high
anxiety
Rescuer
Persecutor Victim
De-triangulate – get all parties together, focus on process, work with healthiest parties, identify the primary triangle
EXPAND YOUR INFORMAL AUTHORITY Strengthen your relationships Score some early wins Address interests unconnected to the
adaptive challenge Sell small pieces of your idea, plan,
intervention Negotiate vision/read political
landscape
WORK COLLABORATIVELY
Gather a network of support and feedback Adaptive change takes time and ripples
through the system Discern vital behavioral changes and
cultural changes with others Create a climate for imagination and
experimentation Work toward gathering critical mass of
support