Developing Others as Leaders

5.1 Devotion. Assignment Paul and Timothy

Getting Started

Organizational success rests on leaders equipping other leaders to take over for them. While Paul was visiting the early churches, he came across a reputable young man, Timothy. Paul knew he must train a successor to continue the ministry of carrying the gospel message. After Paul asked Timothy to join him in ministry, he mentored Timothy. Paul prepared Timothy by equipping him through hands-on training, giving him feedback, and providing a challenging work environment.

Author Stacy E. Hoehl said this of Paul and Timothy’s mentor relationship:

In the New Testament, the apostle Paul exemplifies a successful mentor relationship with Timothy. Throughout the duration of this relationship, Paul ensures that Timothy is the right person for the job, equips him for ministerial tasks, empowers him for success, employs him in a challenging environment to develop effectiveness, and communicates to Timothy the value of their relationship. Paul’s approach to mentoring can be applied to contemporary leadership challenges as well. By implementing Paul’s mentoring strategies, leaders can develop followers who are committed, motivated, and personally satisfied by their work, and who are prepared to face the leadership challenges of the future. (Hoehl, 2011, para. 3)

Today’s leaders can look to Paul’s example of a loving mentor who prepared Timothy to take over his ministry as they consider how they equip others to take over the helm of leadership. Take a few minutes to consider how identifying the right people, equipping them for leadership, empowering them, and giving them challenging assignments might contribute to leadership succession.

References

Hoehl, S., (2011). The mentor relationship: An exploration of Paul as loving mentor to Timothy and the application of this relationship to contemporary leadership challenges. Journal of Biblical Perspectives in Leadership, 3(2). https://www.regent.edu/journal/journal-of-biblical-perspectives-in-leadership/paul-and-timothy/

Upon successful completion of this assignment, you will be able to:

· Integrate faith perspectives with personal development and professional practice as a leader. 

Background Information

The biblical text for this devotion comes from Acts 16:1–5 (

Read(new tab)

 or 

Listen(new tab)

).

Timothy Joins Paul and Silas

Paul came to Derbe and then to Lystra, where a disciple named Timothy lived, whose mother was Jewish and a believer but whose father was a Greek. The believers at Lystra and Iconium spoke well of him. Paul wanted to take him along on the journey, so he circumcised him because of the Jews who lived in that area, for they all knew that his father was a Greek. As they traveled from town to town, they delivered the decisions reached by the apostles and elders in Jerusalem for the people to obey. So the churches were strengthened in the faith and grew daily in numbers.

Instructions

1. Review the rubric to make sure you understand the criteria for earning your grade.

2. Review the information in the Getting Started section as this provides background and context to Paul and Timothy’s relationship.

3. You may want to refer to your personal Bible for a preferred translation and to the article listed in the references.

4. Write a half-page reflection paper (Word document) that shares your thoughts on Paul and Timothy’s relationship. What stood out to you about their relationship? How does Paul serve as an example of identifying the right successor, equipping him for the task, empowering him for success? What can you take from this example and apply to your leadership or organization?

5. Reflection papers are to be written in accordance with APA Guidelines (7th ed.) including format guidelines. Papers must be logical, well organized, grammatically correct, and have correct spelling and sentence structure. Write in complete paragraphs.

5.2 Discussion. Leadership Succession

Getting Started

This week’s discussion topic focuses on the topic of leadership succession. Board and Administrator (2019) magazine touched on the practical elements of succession planning during a discussion with Sonia Handhorth-Kome, an executive director of succession planning. According to Handforth-Kome, succession planning includes the continuous development of staff, mentoring of employees, and competitive hiring. During the interview, Handhorth-Kome said she believes “all leaders, at all levels of the organization, should be continually looking for and developing the skills and knowledge of the person or persons in the organization who can replace them,” (Board and Administrator, 2019, para. 13). As leaders, it is crucial to understand how leadership development impacts leadership succession as well as overall organizational health and performance.

References

Explore the complexities of succession planning. (2019). Board & Administrator: For Administrators Only, 36(3), 1–4. https://doi.org/10.1002/ban.30990

Upon successful completion of this discussion, you will be able to:

· Explain how leadership succession links to organizational health and performance.

· Identify how leadership development impacts the organization over multiple leader generations.

Background Information

As you get started this week, take some time to review McClement’s (2017) work “

How to Build the Pipeline for Executive Succession(new tab)

” and Hansen’s (2013) “

Seven Steps for Effective Leadership Development(new tab)

.” You may want to keep these articles handy as you prepare for your scholarly paper on succession later in this workshop.

References

Hansen, J. (2013). Seven steps for effective leadership development. Human Resources Magazine, 18(5), 14–17. https://search.ebscohost.com/login.aspx?direct=true&AuthType=sso&db=bth&AN=126380262&authtype=shib&site=eds-live&scope=site&custid=s8876267&profile=edsocls&scope=site 

McClements, L. (2017). How to build the pipeline for executive succession. Governance Directions, 69(10), 616–618. https://search.ebscohost.com/login.aspx?direct=true&AuthType=sso&db=bth&AN=93307351&authtype=shib&site=eds-live&scope=site&custid=s8876267&profile=edsocls&scope=site

Instructions

1. Review the rubric to make sure you understand the criteria for earning your grade.

2. Review the information in the Getting Started and Background Information sections.

3. In your initial discussion post (250-300 words), based upon your reading and review, consider how a leader can contribute to their organization by reproducing generations of leaders.

a. Why is developing others important for organizational health and performance?

b. How does leadership development impact the organization over multiple leader generations? 

c. What do leaders need to consider when they are preparing others to take over for them?

4. Post your initial posting no later than Day 4 of the workshop week.

5. Respond to at least two others’ postings (150-200 words each) on two different days (starting the day after your initial post through the end of the workshop week). Simply responding with a sentence that reflects agreement with others’ postings is not an acceptable response. Instead, be sure to advance the discussion based on the assigned material or credible resources you have found elsewhere. In other words, build upon what has been posted so that our collective learning is enriched.

6. Be sure to incorporate at least two additional sources beyond assigned material in this course.

7. All postings should be thoughtful, but succinct. Please remember to cite your work where appropriate (

APA, 7th ed.(new tab)

).

6.3 Assignment. Team Member Development Plan

Getting Started

This course culminates with this assignment that will add one more tool to your toolkit. Here’s the scenario:

Your organizational leaders are considering you for a promotion with expanded leadership. During your last review, you mentioned to your organization’s leaders a bit of what you have learned about leadership development in this course, specifically about the impact of leadership development plans. They are quite intrigued and have asked you to show them a sample of a leadership development plan that spans 12-months. You believe that your promotion is resting on the outcome of this sample development plan.

Your task is to create a leadership development plan for one of your employees for the coming year. You can use a tool or assessment that we have discussed in this course (e.g., a strengths-based approach) or use Maxwell’s (1995) book (e.g., IDEA personal growth plan in Chapter 6) as guide. You should organize your thinking around the key concepts of this course as you create this development plan.

As you develop your sample plan, you will want to provide an example of “assessment results,” your interpretations, as well as your recommendations. You do not have to actually meet with a follower or a direct report in your organization for this assignment. You can utilize a friend, family worker or any other person willing to complete the assignment and “pretend” to be one of your followers or direct reports. Please provide a detailed description as to what assessment you “used”, what the results were, how you addressed the results, and summarize the key themes and your recommendations.

While you have the freedom to present the plan as you like, be sure to review the assignment instructions for the required components.

An important thing for you to keep in mind. The developmental plan is NOT about you. It should be a follower-focused, developmental-focused approach. A helpful image for your role may be that of “guide.”

Following the guidance from Maxwell’s (1995) book, be specific in your recommendations for development areas and offer suggestions as to how the future leader may develop themselves further. Make sure to mention potential pitfalls as well as the metrics you will use to determine if the development plan is successful. Your assignment should take the form of report (Word document; could also contain charts) and should be no longer than 3 pages (including charts).

Upon successful completion of this assignment, you will be able to:

· Use an assessment tool to analyze a person’s strengths and development areas.

· Apply training and development knowledge to foster growth through development assessment.

· Describe how one might coach or mentor the individual used for the course project.

Background Information

In preparation for this assignment, read the Saunderson (2020) article “

Are you sinking or swimming with leadership development?(new tab)

”, review the video entitled 

“How to Develop Your People”(new tab)

, and review any/all appropriate resources covered in this course. You may want to refer to Rath and Conchie’s (2008) book, 

Strengths-based leadership(new tab)

. Rath and Conchie’s (2008) book provides hundreds of strategies for applying strengths and with an accompanying website for an online assessment to discover your top 5 talents.

Instructions

1. Review the rubric to make sure you understand the criteria for earning your grade.

2. Review the 

Saunderson (2020)(new tab)

 article as well as any/all appropriate resources covered in this class.

3. Based on the scenario in the Getting Started section, create a leadership development plan (Word document) that demonstrates your ability to identify areas of strength and development, make appropriate recommendations, provide resources, and identify metrics for success.

4. Please make sure to include the following:

a. A general statement of your leadership development plan. What are its key features, tools, processes, and components? Consider this to be an executive summary.

b. An assessment and description of the person’s strengths (e.g., Chart with Employee A’s strengths include….)

c. Identify any potential challenges or weaknesses (e.g., Chart with Employee A’s potential challenge areas include…)

d. The person’s personal organizational goals (i.e., What 2–4 goals would Employee A like to accomplish in the next 12 months?)

e. Your recommendations of specific steps this person will take to accomplish each of their goals (e.g., To accomplish X, Employee A will….)

f. Potential resources needed to accomplish goals (e.g., trainings, books, mentoring relationships, conferences, etc.)

g. How developmental progress will be measured (i.e., metrics – how will you know that development has occurred)

h. A timeline for progress and benchmarks (i.e., how often you will meet to assess progress)

i. Finally, please include how you will support this employee during this development time (e.g., a short paragraph or chart with this information)

5. You are encouraged to use graphics/ Excel charts (within Word) to enhance visual appeal.

6. The plan should be long enough to present the information, but not excessive in length. Please keep the length to no longer than three (3) pages (including charts and graphics), Most plans are two pages.

7. Naming Convention: Use the following format for naming the (Word document) files that contain your assignment: 

a. Part 1 – Initial of first name

b. Part 2 – Last name

c. Part 3 – Assignment name

d. Part 4 – Date: Using numbers in the order of month, day, and year.

e. Example of the file name: SmithJ_Leader_Dev_Paper_020122

6.2 Discussion. Growth in Leadership Development

Getting Started

We’ve covered quite a bit of ground in six weeks – training, development, coaching, mentoring, strengths-based approaches, delegation, empowerment, trust, and leadership succession. Each of you interviewed a leader about their practices and processes for developing other leaders, and you examined how your values and virtues impact your approach to leadership development. As you have learned about developing other leaders, you have continued to evolve as a leader yourself.

“People development is life-changing for everyone involved” (Maxwell, 1995, p. 171).

This week, you have the opportunity to learn from each other through your summaries of your Leader2Leader talks and take a deeper dive at how values and virtues impact your motivation and capacity to develop others. As a final assignment, you will get to practice developing a leadership development plan.

Upon successful completion of this discussion, you will be able to:

· Reflect on Leader2Leader insights

· Synthesize key learning from the course material.

Background Information

In preparation for this week’s discussion, post your Leader-Talk Report in the discussion forum, and read the 

Saunderson (2020) article(new tab)

 as well as review the resources covered in this course.

Instructions

1. Review the rubric to make sure you understand the criteria for earning your grade.

2. Review the information in the Getting Started and Background Information sections.

3. Create an initial discussion post (250-300 words), based upon the following prompts:

a. What were the two most important things you learned in the Leader2Leader Dialogue experience for this course?

b. Consider the past six weeks. How has your understanding of developing others changed through what you have learned through this course? What are the two most important insights you have gained? How will you put them into practice “right away?”

c. As a leader, how would you articulate your responsibility to develop others?

5.3 Assignment: Scholarly Paper

Getting Started

This assignment involves integrating what you have learned about leadership development and how it impacts the organization through succession. Every leader will eventually be replaced by another. This assignment will challenge you to consider how delegation and empowerment impact leadership development and, ultimately, succession. As you reflect on your own cultural perspectives, you will explore how leadership development might foster openness to the perspectives of other cultures. You will also consider how integrating values and spiritual perspectives impact leadership development. For example, if you hold a value of authenticity, how does that impact how you develop others? What if you hold a value of spiritual stewardship? Or a virtue of integrity? How might your personal values and virtues impact your development of others?

This assignment will provide you with the opportunity to build upon the skills you have acquired in previous courses by enhancing your familiarity with 

Online Campus Library Services(new tab)

 (OCLS). Continuing to learn how to navigate OCLS will be a foundational skill for your continued studies. Through that excellent resource, as well as your assigned course materials, you have access to a wealth of information and research that will assist you in writing a scholarly paper on the topic of leadership development.

Upon successful completion of this assignment, you will be able to:

· Demonstrate understanding of leadership development and its impact on leadership succession

· Discuss delegation to and empowerment of others

· Integrate spiritual perspective with scholarly content

Instructions

1. Review the rubric to make sure you understand the criteria for earning your grade.

2. Review your course materials for the first four Workshop Weeks.

3. Locate articles using 

OCLS(new tab)

 that will help inform your work on this assignment.

4. Compose a 3 to 4-page paper (not including the title page and reference page) addressing the following prompts:

a. Maxwell (2005) describes some of the differences between nurturing, equipping, and developing others. What role do delegation and empowerment play in leadership development?

b. What responsibility does a leader have to their followers and to their organization to develop their followers?

c. How might leadership development foster openness to the perspectives of other cultures and benefit the organization?

d. How should a view of developing and equipping leaders integrate spiritual perspectives such as values and virtues?

5. Your paper must include a minimum of six (6) references and no more than two (2) may come from your course materials.

6. Your paper must be in 

APA Style(new tab)

 format and include a title page and reference page. Also, include an introduction and conclusion in your paper. Papers must be logical, well organized, grammatically correct, and have correct spelling and sentence structure. Write in complete paragraphs of at least three sentences in length.

. Feel free to utilize 

Academic Writer(new tab)

 (APA formatting resource) and Grammarly (grammar and plagiarism check) on the 

IWU Resources(new tab)

 page.

· Proofread your papers prior to submitting them to ensure the highest quality of presentation.

6.1 Devotion. Assignment Peter

Getting Started

Jesus gave His disciples specific instructions to carry on after His crucifixion and resurrection.

“But what about you?” he asked. “Who do you say I am?”

Simon Peter answered, “You are the Messiah, the Son of the living God.”

Jesus replied, “Blessed are you, Simon son of Jonah, for this was not revealed to you by flesh and blood, but by my Father in heaven. And I tell you that you are Peter, and on this rock I will build my church, and the gates of Hades will not overcome it. I will give you the keys of the kingdom of heaven; whatever you bind on earth will be bound in heaven, and whatever you loose on earth will be loosed in heaven.” Matthew 16:15-19

Matthew 16(new tab)

 describes Jesus calling Peter a rock and stating that He will build His church on Peter. Jesus goes on to tell Peter that He will resource Peter with the keys of the kingdom of heaven and will give him authority both in heaven and on earth. Jesus gives Peter the responsibility, authority, and resources to get the job done.

But somehow, in the chaos of Jesus’s trial and crucifixion, Peter loses sight of what Jesus has asked him to do, denying Jesus three times. After His resurrection, Jesus reinstates Peter in John 21:15-17

When they had finished eating, Jesus said to Simon Peter, “Simon son of John, do you love me more than these?”

“Yes, Lord,” he said, “you know that I love you.”

Jesus said, “Feed my lambs.”

Again Jesus said, “Simon son of John, do you love me?”

He answered, “Yes, Lord, you know that I love you.”

Jesus said, “Take care of my sheep.”

The third time he said to him, “Simon son of John, do you love me?”

Peter was hurt because Jesus asked him the third time, “Do you love me?” He said, “Lord, you know all things; you know that I love you.”

Jesus said, “Feed my sheep.

What we witness in 

John 21(new tab)

, is that it is never too late to start doing the right thing. No matter how you have led in the past, you now know how to lead better, and there is nothing preventing you from doing so. Just as Jesus reinstated Peter as a leader, His call to the Christian leader still stands.

Upon successful completion of this assignment, you will be able to:

· Integrate faith perspectives with personal development and professional practice as a leader.

Instructions

1. Review the rubric to make sure you understand the criteria for earning your grade.

2. Review the information in the Getting Started section.

3. You may want to refer to your personal Bible for a preferred translation.

4. Write a half-page reflection paper (Word document) that shares your insights on the following questions:

a. How might Peter’s example serve as an encouragement to you to start from where you are?

b. How has this devotional series over the past six weeks of this course influenced your understanding of what it means to follow Jesus? Develop others?

c. What did you learn that you didn’t already know or what was unexpected?

d. What, if anything, do you intend to do with any new knowledge that you have gained?