Younger Staff:
Get in mind one person you are currently leading/discipling. What do you think they currently need in some area of ministry skill or responsibility to strengthen their foundation in order to serve with greater effectiveness? For example, John needs to learn how to plan, organize, and run a meeting while learning to deal with all the unplanned challenges. Or, Judy is ready to pioneer a work in a new location. Now, consider how you can help this person grow through their current stage of learning. What understanding do they need and what activities should they experience for solid growth to take place? What direction, coaching or support should they have as they progress? When/how will you know that this person is ready to transition to the next stage? What is a realistic time frame for this person to be launched on his or her own as a peak performer in this arena of ministry?
Older Staff:
People tend to train the way they were trained unless they intentionally work at making adjustments. Think of a time or situation when you experienced growth through all four learning stages. Now think of a time when you were delegated responsibility prematurely. What are some advantages and disadvantages of both methods?
There is a critical transition from being a learner to being a contributor. State why you think that many people do not make this transition well. Think of a person you are currently serving in stage 2 where they are learning and you are coaching. How can you encourage this person to not give up? What else do they need to learn before they can go to the next stage? How can you prepare them to navigate well the crucial transition where many disillusioned learners never become effective contributors or peak performers? How will you need to alter your leadership style to provide the kind of support needed for this transition?
Supervisor:
Jack has been around your ministry for over six months now. He has observed you do ministry and you have even nudged him into participating at times. He seems to have learned the essentials so you are eager to “push him out of the nest” so to speak and allow him to fly on his own. After all, this is how you were trained and you survived the push! So, you tell him he has your full support to go and do likewise.
Thinking over the four learning stages, how could you as the supervisor better help Jack than with the “sink or swim” method? How can you best provide the coaching and support he might need? What can you model for Jack that is worthy of his reproducing in others so that future staff development is nurtured better than most of us have experienced?