Five Qualities of Generational Leadership

08Debt-Slave-Debt-Slavery-Debt-Bondage-Debt-Chains-Public-Domain-460x259To give something which is in someone a legitimate place to flourish, it has to be seen, identified, valued, nurtured and released. A breakdown in any of those necessary steps results in stagnant organizational development and will ultimately foster high turnover. Individuals will not remain connected corporately where they are not valued personally.

There are gifts in each of us that are intended to fit within the corporate whole for purposes that exceed what any of us are capable of on our own. Those gifts need a place and that place requires risk as well as release. To cultivate a culture that avoids the malpractice of the false, religious gates of qualification, leaders must:

  • See – Jesus “saw” people for their heart and their design and He’ll show us, as well. Leaders need to see the eternal design in others beyond their temporal flaws.
  • Call out – The identification of eternal gifts in another should prompt affirmation which can often awaken even dormant design. People need to be invited by those that are entrusted with their oversight.
  • Value – Every person has a place at the table and every gift is critical in supplementing the others. This is a team sport which requires specialization; there are no superstars that can carry the entire load.
  • Nurture – Even following the identification, affirmation and invitation, there is a process through which the gifts in a person are becoming a skill. We all mess up along the way and need grace to continue despite our flaws.
  • Release – Nurturing gives way to trust and there is a release for the individual to operate in their place in the way that they are designed. They are not parrots of the leader, but free to be a unique application of their particular design.

None of this will happen by default. In fact, by default the expertise of the top leader will continue to be the driving force in an organization. Long-term sustainability of an organization and talent retention will suffer from short-term dependence on a single skill set. The purpose of the organization will have become the personal accomplishment of a leader at the expense of a Kingdom mix of diverse gifts.

Where you are gifted, you will eventually lead. If you are unable to transition from gifted practitioner to transformative leader, the potential of legacy will fade along with the original gift.

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