We have a passion for integrating these three academic disciplines in our instruction, coaching, and counseling (see the book "Formational Leadership" below):
Leader formation and development at Paraclete Care is designed to provide insights to leaders and to help them apply these new insights in their leadership context. We provide the following services:
- Psycho-educational Workshops
- Leadership Retreats
- Formational Leadership Coaching
We have facilitated several psycho-educational workshops over the years. We offer the following topics for our leader formation workshops:
- Effective Leadership through Strengthening Emotional Intelligence (EQ) (Based on Dr. Kilian’s book Formational Leadership)
- “Leadership & Unity in Diversity:” Developing Cross-Cultural Competence (ethnic, generational, etc.)
- Achieving Work/ Life Balance
- Improving Marital and Family Relationships for Leaders
- Developing Resilience & Preventing Burnout
- “Speaking the Truth in Love:” Conflict Management in the Kingdom of God
For Formational Leadership Coaching we use a three-step model at Paraclete Care ("AFC"):
- Assessment (research-based assessment instruments that focus on personality, EQ, strengths, etc.)
- Feedback (based on assessment results)
- Coaching (helping leaders apply the feedback in their leadership context)
The following leadership models serve as "road maps" for the leadership development process:
Bass’ (1985) Transformational Leadership model includes the following four dimensions (the “Four I’s”):
- Idealized Influence (being a role model for followers, charisma dimension)
- Inspirational Motivation (articulation of a clear and compelling vision, etc.)
- Intellectual stimulation (challenging the status quo and questioning assumptions)
- Individual Consideration (attending and supporting the followers’ developmental needs)
Kouzes & Posner’s (1987) Exemplary Leadership model includes five behaviors:
- Leaders model the way
- Leaders inspire a shared vision
- Leaders challenge the process
- Leaders enable others to act
- Leaders encourage the heart
Sashkin & Sashkin’s (2003) Transformational Leadership model includes four leadership behaviors (the “Four C’s”):
- Communication (effective communication with followers)
- Credibility (being authentic and having integrity)
- Caring (demonstrating concern and respect for followers)
- Creating empowerment opportunities (empowering and encouraging that fosters growth)
And four leadership characteristics:
- Confident Leadership (by also teaching self-confidence)
- Follower-centered Leadership (being good stewards of power, meaning to empower followers, i.e., socialized power orientation)
- Visionary Leadership (designing the future by vision casting and emphasizing a long-term strategy)
- Principled Leadership (developing and supporting shared values, beliefs)
Goleman, Boyatzis, & McKee’s (2002) Primal Leadership model includes the concepts of emotional and social intelligence and consists of two major competency domains:
- Personal Competence (equals emotional intelligence: self-awareness and self-management)
- Social Competence (equals social intelligence: social awareness and relationship management)
George's (2003) Authentic Leadership model includes the following five characteristics:
- Having a purpose
- Possessing strong values
- Establishing trusting relationships
- Self-discipline
- Being passionate about one’s mission (to "act from the heart"- includes compassion)
Kilian's (2018) Formational Leadership Development Model includes the following three components:
- Orthokardia ("Pure Heart"-includes spiritual and emotional maturity)
- Orthodynamis ("Pure Power and Influence Motives"-includes three virtues: Humility, Gratitude, and Compassion)
- Orthopraxis ("Pure and Right Leadership Practices"-includes transformational and authentic leadership behaviors & a social ethics and justice orientation)
Resilient Ministry for Pastoral Leadership
Researchers identified five key areas where pastors should pursue growth (Summit Project-Burns, Chapman, & Guthrie, 2013)
1. Spiritual Formation (Growing relationship with God and accountability to others, etc.) a) What evidences of spiritual growth can you find in your life? b) Who stimulates you to grow spiritually and how can you wisely steward your time with them?
2. Self-Care (emotional and physical health) a) What Scripture passages can you preach truth to yourself about working too much? b) What are bad habits that you would like to replace with new routines toward better emotional and physical health?
3. Emotional and Cultural Intelligence (Manage one’s emotions and adapting to cultural changes, etc.) a) Who could give you honest feedback on how your emotions are showing and how has your emotional intelligence grown or diminished this past year? b) What are methods you use to avoid conflict and how do the signs of conflict avoidance play into your current relationships? c) What are the ethnicities represented in your community and what are their cultural distinctives?
4. Marriage and Family (Prioritize family relationships, maintain boundaries, etc.) a) Who helps you process the challenges of ministry stressors, the need for healthy boundaries, and difficult relationships at work? b) In what ways are common family life challenges being exacerbated by your ministry stressors? c) Who do you and your spouse turn to for support when facing challenges in ministry?
5. Leadership and Management (Handle emotions, building relationships, conflict resolution, etc.) a) How did you go about resolving a recent conflict in your church and what impact did it have on others? b) Where is trust growing and where is trust diminishing in your church? c) What stories of success do you regularly try to live up to?
Source: Burns, B, Chapman, T.D., & Guthrie, D.C. (2013). Resilient Ministry: What Pastors told us about Surviving and Thriving. Downers Grove, IL: IVP.
