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Leadership Practices. A Global and Biblical Perspective

Leadership Practices. A Global and Biblical Perspective

Widza Bryant | 2020

Abstract

The term leadership has been the dominant trend for decades, and countless definitions have evolved as a result. Many scholars have dedicated their time in an attempt to invent the most appropriate meaning over the years. Scholars’ interpretations of leadership have led to countless definitions and explanations. However, despite the work by many over the years to define leadership in ways consistent to God’s intended purposes, misrepresentative applications, variation in viewpoints often overshadow its originality resulting in continued quests to harmonizing leadership definition, intent, and practices.

Could the inexorable quests to define leadership and align its practices be the cause of man’s biased applications from the origin of Biblical intended purpose? A trend that commenced before humanity existed – the rebellion of Lucifer, according to Isaiah 14:12-15 against God: “How you have fallen from heaven, O morning star, son of the dawn! You have been cast down to the earth, you who once laid low the nations! You said in your heart; I will ascend to heaven; I will raise my throne above the stars of God; I will sit enthroned on the mount of assembly, on the utmost heights of the sacred mountain. I will make myself like the Most-High. But you are brought down to the grave, to the depths of the pit.”

Humanity is impacted due to the one-sided nature of our understanding of leadership as influenced by dominance for most of the earth’s history” (Stanley, 2017). Beginning with Adam and Eve disobedience that followed Satan’s successful effort to turn the first family from the will of the Maker and Giver of life. Humanity’s mockery to God’s purpose continues throughout Biblical history, which often leads to harmful consequences. “The narrative of Matthew 20:20-24 reveals the degree to which even Jesus’ disciples were impacted by self-ascendant and dominance tendencies. The mother of James and John sought to persuade Jesus to honor her sons with high positions in his kingdom, and the jealousy and anger among the other disciples reveal that unhealthy ambition lurked just below the surface among them” (Stanley, 2017). Glaring evidence of the quest for self-seeking glory dominated Biblical stories and continues to be detrimental today in leadership practices.

Both the New and the Old Testament fundamental element of leadership captures a globalized and inclusive aspect of God’s intention for leadership. One that is rooted in deep obedience to the inerrancy of His Word beginning with Genesis 1:1, with a controversial yet straightforward and troublesome statement: “In the beginning, God created the heavens and the earth.”

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Never Settle: Transforming the Leader in You

Never Settle: Transforming the Leader in You

Sheba L. Wilburn | 2021

Abstract

Many leaders have found themselves in dead-end pursuits at one point or another in their careers. In these instances, they feel undervalued, unfulfilled, unhappy, and begin underperforming due to a toxic organizational culture.

Never Settle: Transforming the Leader in You transpired out of a need for change. Every leader requires some form of change to grow, develop, and transform. We were first leaders at our respective homes, in school, and on various teams externally before growing and becoming leaders in the workplace or ministry.

This manuscript serves as encouragement for those stuck in dead-end jobs or positions with no hope. The person who is “stuck” in life will also benefit from this text. It will inspire individuals to transition from pointlessness to purpose. Each individual can take hold of the leader within and know they do not have to settle personally nor professionally. To gain something extraordinary, one must part ways with mediocre and complacent comfort zones. Mediocrity is a mindset that requires a shift from average to excellence.

This manuscript walks the reader through a complete transformation progression. It provides tools to lead effectively, whether from a seat or in the boardroom. Leadership is a process. It is a beautiful journey that requires vision, knowledge, discipline, balance, practice, and a winning attitude. The reader will discover the power in their purpose. They will understand how to create winning strategies for themselves and share them with and impact others.

Never Settle: Transforming the Leader in You takes a Kingdom principled and neuroscience approach to help individuals begin living their absolute best lives. It speaks to anyone who deems themselves leaders. This piece is not about religion. Instead, it is about incorporating practical principles that work. The prospects may be managers, executives, CEOs, church leaders, or those who lead from their “seats.” This manuscript reminds individuals they do not have to settle for less than their greatest potential.

Leadership begins with creativity, a pruning process, and a blossoming influence that inspires others to act. Leaders can transform every area of life if they are willing to do the work. Ultimately, transformation ensues holistically, producing powerful outcomes and successful wins. Leadership is a pivotal paradigm in transformation. This manuscript urges leaders to seek out their highest levels of potential and start living at those levels. They will encounter a leadership transformation and learn to enjoy the journey.

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Envision: Preparing for 2030 and a Time of Coming Disruption

Envision: Preparing for 2030 and a Time of Coming Disruption

Rodney Woods | 2021

Abstract

It is one thing to start and lead a company, but it is another thing to find and maintain “True North” during times of disruptive change. Today’s leaders, no matter the industry, confront a VUCA situation; in other words, unprecedented volatility, uncertainty, chaos, and ambiguity. Lost in the tumultuous winds of disruption, their companies, to paraphrase T.S. Elliott, tend not to compete with a bang but a whimper.

The Envision dissertation uncovered the reality that leaders tend to fall into the trap of conforming to the latest “rules and tools” packaged neatly at a conference or peddled in the marketplace by consultants. These leaders, according to Grant (2016), “conform to the codified rules of established games, rather than inventing their own rules or their own games” (p. 9). Envision explores how today’s leaders can learn to become forward-looking and grapple systematically and effectively with an environment that is becoming increasingly turbulent.

This ‘Envision’ approach requires an adaptive strategy and culture skillfully led by an adaptive leader to compete confidently in a future of VUCA-driven challenges. Organizations must expect change as the business world grows in complexity and the impact of disruption increases. Academia is replete with information on various world trends. However, there is a dearth of academic literature on unpredictable disrupters poised to wreak havoc on predictable megatrends in the global marketplace. As yet, there is no foundational primer on how to deal with these megatrends and disrupters.

Change is a harbinger of both risk and opportunity. The opportunities lie in adapting to disruption, and the risks lie in fearful resistance due to a lack of preparation. This analysis is the premise of the Envision dissertation. It suggests that the best way to adapt to VUCA is by revisioning the turbulence as an exciting Age of Adaptability. Leaders are unable to stop the acceleration of globalization and the emerging economic and demographic trends. They must be able to adjust to the changing market in order to thrive. A mere acknowledgment of trends is insufficient because their speed and scale will leave leaders and organizations scrambling to catch up. There is little hope of trying to get ahead. The only solution is to adapt by learning new ways of being and failing fast whenever necessary. This approach is where Envision’s framework guides adaptive leaders to lead an adaptive culture to execute an adaptive strategy. This approach ultimately becomes the trifecta of success for leaders seeking to thrive in a VUCA-driven business environment.

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Consistent-Centric Leadership: Consistency in a World of Compromise

Consistent-Centric Leadership: Consistency in a World of Compromise

Frank Armato | 2020

Abstract

Consistency serves as the cornerstone and foundation for success to living a life of excellence. Consistency comes with a determined and disciplined mindset, not succumbing to its preying nemesis known as compromise. Living in a world of compromise and not being transformed by the patterns of this world entails equipping ourselves with the full armor of God.

Consistency must serve as a core tenant that resonates when modeling to others, building teams, casting vision, creating strategy, directing energy, and framing expectations to achieve successful outcomes. Consistency aligns with a firm commitment to excellence, along with anchors and differentiates extraordinary leaders within the core pillars of their personal and professional spheres of influence.

Within this manuscript, I would like to introduce a new leadership model called Consistent-Centric Leadership. This model suggests that consistency is a catalyst that enables all positive traits, behaviors, and features of various leadership theories and styles. The Ten Pillars of Consistent-Centric Leadership is the foundation of this new leadership modeland are outlined within this manuscript. Each pillar provides a blueprint for execution and a proactive call to action. The ten foundational pillars include: Character, Accountability, Authenticity, Integrity, Humility, Trust, Persistence, Determination, Wisdom and Listening.

Consistent-Centric Leadership exemplifies a holistic approach to leadership, demonstrating a commitment to excellence within each facet of life, both personal and professional. It showcases disciplined obedience to follow through the words you speak, to deliver on your word with actions, and always exemplify excellence in all that you model.

Consistent-Centric Leadership aligns top-tiered values, behaviors, characteristics, and traits to a leadership model that best exemplifies a leader’s authentic self. A Consistent-Centric person entails a deliberate plan and structure that needs to be strategic in thought and executed with a determined focus.

Consistent-Centric Leadership entails a deliberate plan and structure that needs to be strategic in thought and executed with a determined focus. To exhibit a disciplined commitment entails exemplifying a high level of persistence, accountability, focus, and consistency.

Throughout this manuscript, you will find questions at the end of each chapter. Each question will be thought-provoking, challenging, and may conjure up some obvert emotions. This is a good thing! They will be instrumental in the new journey you’re embarking on; to commit to a life of excellence through a consistent-centric mindset. There will also be a “Personal Call to Action” following the questions to assist you navigate a step by step process on this journey of consistency.

It’s up to you to make a conscious decision for a new beginning and reaching your God-given potential. This manuscript, soon to be book, will help you get there!

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Keep the Lights On: Lessons Learned from the Pregnancy Help Movement

Keep the Lights On: Lessons Learned from the Pregnancy Help Movement

Joddi-Jay Babcock | 2020

Abstract

We live in a society where women’s reproductive choice is a fundamental issue. The Pregnancy Help Movement arose out of concern for women facing unexpected pregnancies. The Pregnancy Help Center (PHC) is a foundational part of the movement. Each PHC serves women and families in their local community, providing alternatives to abortion. The teachings of the Bible affirm the sacredness of human life from conception to natural death. Amid the often volatile and divisive viewpoints of the right to abortion versus the belief in the sacredness of human life from conception to natural death, PHC leaders must faithfully shine the light and truth of Jesus Christ.

This manuscript examines essential leadership lessons for servant leaders involved in pregnancy center work. Intended for PHC leaders and other servant leaders, the practice of these lessons advance the excellence of care for clients and followers alike. Love for God and others is foundational. Leadership is influence; the foundation of influence must be love. In addition, the PHC invests in relationships and identifies, understands, and addresses the social barriers that clients encounter. Finally, servant leaders must diligently tend to their lamps (symbolizing spiritual renewal) by practicing spiritual disciplines. Intimacy with Jesus is the primary antecedent to impacting clients and building community with followers. The servant leader must be prepared and keep the light on.

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Challenges to Healthcare Access Among the Zimbabwean Rural Communities

Challenges to Healthcare Access Among the Zimbabwean Rural Communities

Edward Bawa | 2020

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Access to health care is a fundamental human right as enshrined in the universal health coverage goals and the United Nations Sustainable Development Goals (SDGs). Efforts and attempts have been made to achieve these goals, but literature and primary research investigations indicate that access to universal health care remains a far-fetched dream and aspiration. Disparity to health care access is highly evident between developed and developing countries. A study of health care access in Zimbabwe as per this research has further revealed access to health care disparities between the rural and urban populace in Zimbabwe. This study established that rural communities have remained marginalized in terms of access to health care. There are various factors documented from primary research carried out from 45 health care consumers and ten health care workers (49% males and 51% females) in five rural areas in Zimbabwe, which are Kwekwe, Goromonzi, Seke Communal, Mazowe, and Gwanda. From the analytical findings, 80% of medical conditions being handled in rural areas are of primary health care, the demand for health care stood at 73%, but only 49% perceived medical clinics as the place for treatment.

Keywords: access to health care, primary health care, leadership, workforce, rebranding

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Leadership Conference: Developing leadership capacity for greater results

Leadership Conference: Developing leadership capacity for greater results

Frederick Shumba | 2021

Abstract

The 2020 World Harvest Ministries leadership conference under the theme “Developing leadership capacity for greater results” was necessitated by the need to build quality leaders, enhance the leadership abilities, provide nourishment for growth, and facilitating a platform for networking. Areas covered during the conference included nurturing transformational leaders, charismatic leaders, and servant leaders. The major aim was to create an environment that would cultivate leaders for the development of World Harvest Ministries church.

Time was taken to also address the financial crisis bedeviling WHM and solutions were provided. The leadership conference was an event that sought to nurture and develop a sound leadership for World Harvest Ministries church. All sessions grafted essential elements that would facilitate the growth of a different breed of leaders committed, loyal, and disciplined enough to the development of the church.

References

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Givens, R. (2008). Transformational leadership: The impact on organizational and personal outcomes. Emerging Leadership Journeys, 1 (1), 4-24.

Greenleaf, R. K. (1977). Servant Leadership: A Journey into the Nature of Legitimate Power and Greatness. New York: Paulist Press.

Hughes, T. (2014). Idealized, Inspirational, and Intellectual Leaders in the Social Sector: Transformational Leadership in the Social Sector. 1-70.

Jervis, L. 2002. “All for Jesus: the cause, character and role of discipleship suffering in Q.“ Pro Ecclesia 11, no. 1: 41-56.

Kouzes, J. M. and Posner, B. Z. (1987). The leadership challenge: How to get extraordinary things done in organizations. San Francisco: Jossey-Bass, p. 123.

Norris, S. (2008). An examination of self-leadership. Emerging Leadership Journeys, 1 (2), 43-61.

Northouse, P.G. (2013). Leadership: Theory & Practice. 6th Edition, Thousand Oaks, CA: Sage.

O’Sullivan, A. & Sheffrin, S. (2003). Economics: Principles in Action. Pearson Prentice Hall, Upper Saddle River, New Jersey.

Piovanelli, P. (2005). “Jesus’ charismatic authority: on the historical applicability of a sociological model.” Journal of the American academy of religion 73, no. 2: 395-427

Sachs, J. & Warner, A. (2011). “Natural Resource Abundance and Economic Growth,” Development Discussion Paper no. 517a (Cambridge: Harvard Institute for International Development.

Weber, M. (1968). On charisma and institution building. Chicago: University of Chicago Press.

Yukl, Gary. A. (1994). Leadership in organizations, 3rd ed. Upper Saddle River, N.J.: Prentice Hall, p. 207.

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Resilience Housing Initiative

Resilience Housing Initiative

D’Oshnie Smith | 2021

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The Resilience Housing Initiative focuses on creating a transitional housing program that enables and equips single mothers and their children with the skills and opportunities needed to be successful as a family unit. Our agenda will create sustainable results that allow single mothers to be self-sufficient and thrive instead of struggling to maintain and survive. Some challenges that plague the single mother family unit are unemployment, financial literacy, housing, poverty, and substantial food and nutrition. The housing options and many of the programs that offer assistance for single mothers provide temporary relief or solutions that don’t elevate the single mother units, creating lasting change or impact that ensure lasting better quality of life for the family. It is the equivalent of providing a band-aid for a wound that requires surgical intervention. Our solution combines principles of social welfare programs, Biblical principles, and elements of the rehabilitation program’s rules and structure to provide a safe and secure housing environment where growth and lasting transition can occur. Our comprehensive program’s services include:

Counseling.
Hands-on life skills training.
Housing assistance.
Career skill enhancement.
Financial literacy development.
Child-rearing support.
Stress management training.
Leadership training.

Program participants will have required milestones to help document their progress and results. These milestones included but are not limited to:

Attend required training and classes.
Met set goal dates established by individual and case manager.
Respect and uphold housing and program rules.
Demonstrate independence as oversight and follow-ups decrease while in the program.
Reduce or eliminate debt.
Meet savings goals.
Reach career and education goals.
Meet required income to expense ratio.

We plan to offer extended support to program graduates. When possible, we will incorporate graduates into our volunteer force or even hire them as staff in some cases. If graduates face hardships, we will partner them with the right resources to maintain stability. A mentoring program comprised of volunteers and, eventually, graduates will work with candidates in the program and individuals who transition out. Refresher training and courses available for mothers who go through our program, reduced to no fee depending on the materials and subject matter covered.

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Strategic Leader Self-Awareness and Self-Deception

Strategic Leader Self-Awareness and Self-Deception

Stephen J. Songy | 2021

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Self-aware strategic-level leaders create direction, alignment, and organization-wide commitment empowered by their accurate assessment of their capabilities as a leader. Their organizations benefit from their healthy leadership practices, wholesome relationships with peers and followers, and a productive work environment due to exemplary leadership. Self-deceptive strategic-level leaders avoid or hide the truth from themselves to protect their egos or perpetuate selfish objectives. Their organizations suffer because these leaders do not improve. Instead, they seek self-fulfillment at the expense of the organization and their followers.

I investigated and analyzed the elements of self-awareness and self-deception in strategic leaders. Through an extensive literature review supplemented by interviews with practitioners and scholars, I distilled the concepts into findings and practical recommendations. A misrepresentation of reality guides Self-deceptive leaders, and their organizations and their constituents suffer for it. By understanding how and why a strategic leader might self-deceive, leaders can work to be more self-aware and strive to be excellent leaders.

Self-deception is destructive to the practitioner and the organization. These leaders distort their perception of reality, resulting in poor decision-making. Self-aware leaders have a more realistic view of reality and are more ethical people. Organizations should help their strategic leaders by creating less stressful environments. Leaders with access to many diverse sources of feedback about their performance are better equipped to improve as leaders. Self-deception in a leader must be stopped before it becomes too comfortable a practice. Strategic leaders must understand that they are susceptible to cognitive biases and recognize the indicators that they are self-deceiving.

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Servant-Leader Discipleship: Equipping People to Grow in Love for the Work of Service

Servant-Leader Discipleship: Equipping People to Grow in Love for the Work of Service

Juan M. Vallejo | 2021

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This book begins by examining Jesus Christ’s life and ministry as revealed in Scripture, with particular attention to references about God’s love, the incarnation, the great commandment, the great commission, and being, doing, and the fruit of the Spirit. The biblical analysis findings demonstrate significant similarities between Jesus Christ’s disciple-making leadership style and servant-leadership theory. He lived His life on earth as a servant-leader, exemplifying the fruit of the Spirit, Patterson’s seven virtuous constructs of servant-leadership, and Spear’s ten servant-leader characteristics found in Greenleaf’s writings. Jesus reproduced Himself through an infinitely reproducible disciple-making system, which consists of learning to love God, learning to love people, and learning to make servant-leader disciples. He helped people grow into mature servant-leader disciples through a highly relational developmental process that is learner-centric and experience-based. This approach is what the author coins as servant-leader discipleship.

The book also examines the art of making servant-leader disciples by focusing on servant-leadership theory, servant-leader discipleship, and ecclesial leader development. The author highlights servant-leadership principles in Jesus Christ’s disciple-making process to explain servant-leader discipleship. This servant-leader discipleship system involves the Holy Spirit, the servant-leader disciple-maker, and the potential servant-leader disciple. With the Holy Spirit’s help, the disciple-maker equips the potential servant-leader disciple through instruction and modeling, creating “learning by doing” opportunities with a follow-up time of debriefing between them. This five-step process incrementally advances the servant-leader disciple from observer only to practitioner. The servant-leader discipleship system proves to be an excellent approach to disciple-making that equips people to grow in love for the work of service.

The author presents plenty of content that someone can implement within the framework of servant-leader discipleship, including the nine aspects of the fruit of the Spirit, Patterson’s seven virtuous constructs, and Spear’s ten servant-leader characteristics. Each servant-leader disciple-maker or disciple-making organization can integrate them as they see fit. The servant-leader discipleship system offers great flexibility to customize the content according to each servant-leader disciple’s context.

The author recommends a threefold guideline for implementation. First, the person must become a faithful follower of Jesus Christ. Personal conversion is the priority. Second, the person experiences transformational development. The Holy Spirit helps the person become to behave and behave to become. Third, the person makes a missional commitment. The person’s commitment to God’s mission must not become distorted or diluted into a personal mission that hurts people rather than helps them. Christian ministries can apply these steps to produce an ongoing talent pool of servant-leader disciples and servant-leader disciple-makers.

Keywords: Servant-Leader, Discipleship, Servant-Leadership, Servant, Leader, Disciple

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