In order to meet the objectives of its strategic plan, we must place importance on lifelong learning.
This means it is necessary to provide the resources our pastors, staff, and lay leaders to need to develop their God given talents and effectively lead their respective programs. This is particularly important since our leaders are empowered through our shared leadership model to make decisions.
What has been accomplished so far?
Input was obtained through a survey of pastors and staff to understand their desires for professional and leadership development. This became the foundation for our program.
Identifying Needs
We met with the Nominating Committee to understand the skill enhancements needed in lay leaders.
Learning from other Churches
We had conversations with other large churches to gain insights on their development programs.
Equipping Board Members
We updated training material for the board.
Updated Performance Reviews
The annual performance review form used by pastors and staff was updated to include conversations on career planning and skill development.
Created Resource Library
To support professional and leadership development, we created an electronic resource library.
Training Existing Leaders
An offsite leadership development session was held with Elizabeth Foste Ackermann, a member of Good Shepherd and leadership development instructor from the University of Wisconsin.
What remains to be accomplished?
Leadership and Professional Development Opportunities that need to be addressed:
- Move beyond tools and processes to a culture within Good Shepherd of lifelong learning for Pastors, Staff and Lay Leaders.
- Consider the recommendations of the Human Resource Task Force regarding the development of Human Resources Committee. This committee would help support the professional and leadership development of staff.