According to Clinton's (2012) 'Leadership Emergence Theory', God shapes a leader spiritually, ministerially, and strategically over a lifetime to bring about His purposes and resulting ultimate contribution (Clinton, 2012). The Leadership emergence theory can be stated in relatively simple terms: God develops a leader over a lifetime. That development is a function of using events and people to impress leadership lessons upon a leader (processing), time, and response. We discuss this theory because it is vital for any leader to master what he is expected to do while linking with what God intentionally used to bring them to the spot they are in. Clinton brings this theory out in four phases (Clinton, 2012, pp. 31-33).
Here, we consider the various phases based on Clinton’s leadership emergence theory, which one may follow while emerging as a leader in the Christian ministry.
Getting the basics
This phase involves the foundational items that impact the leader's life depending on the Christian maturity stage. This may include being introduced to the faith by registering or attending church, which inherently starts impacting one's life with the doctrine and the word of God. The activities enhance a good relationship with God, a deep understanding of the scriptures, and a great prayer life. One is introduced to fellowship, discipleship, service, evangelism, and Christian teachings, which form a significant basis for the next phase.
Early service in ministry
The early service in ministry represents the general work as per Clinton's (2012) 'Leadership Emergence Theory. This could be represented by the various activities one undertakes in the early years of ministry. Many persons in the Holy Ministry can trace various activities for instance, of service in the Christian unions in primary and secondary school or higher education institutions, service in local churches, and various other ministries. A significant service in witnessing the Love of Christ at all levels and being involved in prayers. This phase could provide life-changing encounters and increase the impetus for the person to grow spiritually.
The training
The third phase (focused work) entails the leader commencing ministry while getting further training. In this phase, one enrolls in courses teaching the biblical basis for lay ministry. At the same time, other opportunities provide on-the-job training and mentorship from predecessors, who instill ministry ownership by delegating duties. Conversely, peer support is significantly exploited in attaining the training in this phase. Peer support is an organizational behavior involving offering colleagues help and providing constructive feedback (Yaghi et al., 2008, p. 244). The phase is characterized by an increase in faith and the impartation of character (or lack thereof), which qualifies one to be able to minister and determines at what level one will minister (Psalm 11:3). Other emerging training formats include e-training, e-leadership, work-life balance, and work motivation, which have a positive effect on minister's performance.
Stepping into the Ministry
As per Clinton (2012), this phase is known as the Convergent life, where leaders discern, identify, and use their gifts with power. Here, the leader is moved by God to the role that matches the gift and experience. This phase is primarily the current phase, which is dynamic while one is involved in the ministry in a big way. Depending on the channel and context one utilizes to engage in the holy ministry, this phase may include several transitions from eldership, evangelist, and other roles to a minister or pastor and other ministerial roles. God places one in spaces where one's experience in the previous phases and gifts are aligned.
Conclusion
For any leader, these phases could be traced in the life story if well thought through and investigated. However, several questions come to mind. Is there one phase that a leader can specifically identify that retains significant influence in shaping him as a leader? What other factors negatively or positively impact the leader's processing, time, and response?
References
- Clinton, R. (2012). The Making of a Leader: Recognizing the Lessons and Stages of Leadership Development (Second). NAVPRESS.
- Yaghi, A., Goodman, D., Holton, E. and Bates, R. (2008), ‘Validation of the Learning Transfer System Inventory: A study of supervisors in the public sector in Jordan’, Human Resource Development Quarterly, 19, 3, 241–62.
- Yaghi, A., Holton, E. and Bates, R. (2012), ‘Utilizing path analysis to examine the expectancy model in training transfer in human resource management’, Arab Journal of Administrative Sciences, 19, 1, 107–25.