Christian Leaders as Mentors: The Challenge of Emerging Leaders

Strategies for the development of Christian leaders in cross-cultural ministry tend to focus on communicating essential knowledge and skills, yet the need to facilitate growth in godly character is arguably of greater importance. Throughout his writings the Apostle Paul regularly presents himself as a model to be imitated by his readers. Careful consideration of his use of imitation reveals an invaluable approach to the development of core gospel values in emerging leaders today. In cross-cultural leadership development this will require contextualization of both the developmental relationship and the expression of these gospel values. The cultural dimensions of power distance and individualism/collectivism are specifically considered for their impact. It is suggested that the intentional use of imitation by living consistently with and teaching these core gospel values will greatly enhance cross-cultural leadership development.

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Seeing the Forest from the Trees: Emerging Leaders in Tasks Groups

PsycEXTRA Dataset ◽

10.1037/e416902005-674 ◽

2003 ◽

Author(s):

Melanie A. Gottschalk ◽

Amanda M. Christisen

Keyword(s):

Emerging Leaders

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How the Bible Feels

Postscripts The Journal of Sacred Texts and Contemporary Worlds ◽

10.1558/post.32589 ◽

2017 ◽

Vol 8 (1-2) ◽

pp. 27-37 ◽

Cited By ~ 3

Author(s):

Dorina Miller Parmenter

Keyword(s):

Affect Theory ◽

Material Object ◽

Bodily Harm ◽

The Bible ◽

History Of ◽

The Senses ◽

Christian Leaders ◽

Christian History

Despite Christian leaders’ insistence that what is important about the Bible are the messages of the text, throughout Christian history the Bible as a material object, engaged by the senses, frequently has been perceived to be an effective object able to protect its users from bodily harm. This paper explores several examples where Christians view their Bibles as protective shields, and will situate those interpretations within the history of the material uses of the Bible. It will also explore how recent studies in affect theory might add to the understanding of what is communicated through sensory engagement with the Bible.

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The Transformation Of The Ministry Leadership Team Of College Heights Baptist Church, Elyria, Ohio From A Planning/Administrative Body Into A Team That Models Maturity And Ministry And Mentors Emerging Leaders

10.2986/tren.054-0237 ◽

2006 ◽

Author(s):

Darrell D. DEER

Keyword(s):

Leadership Team ◽

Baptist Church ◽

Emerging Leaders ◽

Ministry Leadership ◽

Administrative Body

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Onward Christian Soldiers

10.1093/oso/9780190867577.003.0005 ◽

2018 ◽

Author(s):

Michael Ruse

Keyword(s):

First World War ◽

The Other ◽

Bertrand Russell ◽

World War ◽

Moral Purpose ◽

The First World War ◽

Fellowship Of Reconciliation ◽

Christian Leaders ◽

First World ◽

Religious War

In 1914, Europe went to war, because of German expansionism, but without a central moral purpose as in 1939. Christian leaders had to scramble to find justification, which they soon located in our sinful nature, and most particularly the sinful nature of the opponents. In major respects, therefore, the First World War was a religious war, battling against the infidel. Anglican leaders, like the Bishop of London, Arthur F. Winnington Ingram, urged the necessity of killing Germans; and Lutheran leaders on the other side, like Adolf von Harnack, were no less bloodthirsty. There was an often-despised pacifist minority. In England, this included the philosopher Bertrand Russell, who was very much not a Christian, and members of the “Fellowship of Reconciliation,” who very much were Christians. In America, the Episcopalian bishop of Utah, Paul Jones, got the sack because of his pacifism, and the Catholic Ben Salmon was sent to jail and refused communion by his church.

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Christian Radicalism and the Enactment of Secular Theology

10.1093/oso/9780198827009.003.0003 ◽

2018 ◽

Author(s):

Sam Brewitt-Taylor

Keyword(s):

Social Transformation ◽

Religious Organization ◽

Secular Theology ◽

The World ◽

The 1950S ◽

The 1960S ◽

Student Christian Movement ◽

Christian Leaders ◽

The Church

This chapter outlines three examples of how secular theology was put into practice in the 1960s: Nick Stacey’s innovations in the parish of Woolwich; the radicalization of the ‘Parish and People’ organization; and the radicalization of Britain’s Student Christian Movement, which during the 1950s was the largest student religious organization in the country. The chapter argues that secular theology contained an inherent dynamic of ever-increasing radicalization, which irresistibly propelled its adherents from the ecclesiastical radicalism of the early 1960s to the more secular Christian radicalism of the late 1960s. Secular theology promised that the reunification of the church and the world would produce nothing less than the transformative healing of society. As the 1960s went on, this vision pushed radical Christian leaders to sacrifice more and more of their ecclesiastical culture as they pursued their goal of social transformation.

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St Gregory of Nyssa

10.1093/oso/9780198826422.003.0002 ◽

2018 ◽

Author(s):

John Anthony McGuckin

Keyword(s):

Historical Context ◽

Family Members ◽

General Outline ◽

Gregory Of Nyssa ◽

Christian Leaders ◽

Close Family

Chapter 1 gives Biographical background and studies the historical context(s) of Gregory of Nyssa and his close family members, situating them as aristocratic and long-established Christian leaders of the Cappadocian area. It offers along with the course of Gregory’s Vita a general outline of the main philosophical and religious controversies of his era, particularly his ecclesiastical involvement in the Neo-Nicene apologetical movement associated with the leadership of his brother Basil (of Caesarea), which he himself inherited in Cappadocia, with imperial approval, after 380. It concludes with a review of Gregory’s significance as author: in terms of his style as a writer, his work as an exegete, his body of spiritual teaching, and lastly, the manner in which his reputation waxed and waned from antiquity to the present.

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Emerging Leaders Alliance; TMS ICME Implementation Study Update

JOM ◽

10.1007/s11837-012-0488-9 ◽

2012 ◽

Vol 64 (12) ◽

pp. 1370-1372

Keyword(s):

Implementation Study ◽

Emerging Leaders

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Leadership Development in Ophthalmology: Current Impact and Future Needs

Journal of Academic Ophthalmology ◽

10.1055/s-0041-1723001 ◽

2021 ◽

Vol 13 (01) ◽

pp. e32-e39

Author(s):

Sean T. Berkowitz ◽

Janice C. Law ◽

Paul Sternberg ◽

Shriji Patel

Keyword(s):

Leadership Development ◽

Ethnic Diversity ◽

The United States ◽

Outcome Data ◽

Emerging Leaders ◽

Cross Sectional ◽

Leadership Development Programs ◽

Prior Literature ◽

Four Levels ◽

Female Scientists

Abstract Importance There is a lack of peer-reviewed literature on leadership development programs (LDP) in ophthalmology. Research into LDP demographics, outcomes, and methodology is needed. Objective The aim of the study is to evaluate the extent to which LDPs targeting ophthalmologists meet the needs of emerging leaders. Design The design type of the study is cross-sectional analysis. Setting This study involves international setting. Participants The participants involved were ophthalmologists at any career level. Methods Routine internet search was used to identify LDPs targeting ophthalmologists. LDPs identified were categorized by the outcome data available into four levels based on prior literature. Participants were assessed using previously validated software for gender (Gender-API, 2020) and race or ethnicity (NamSor, 2020) Results Nine programs were identified which were classified into LDP generations. The first LDP in ophthalmology was the American Academy of Ophthalmology (AAO) LDP, which served as the nidus for the formation of four multinational LDPs, together forming the Global LDP. These LDPs were similar in size and scope; program size ranging from nine to 30 participants; a length of 1 to 2 years; with similar curricular offerings; with funding primarily derived from cost-sharing with a nominating society. The second generation of ophthalmology LDPs in the United States has targeted female scientists or faculty (Women's LDP by ARVO) and academic ophthalmology leaders (Academic LDP by Association of University Professors of Ophthalmology).The AAO's LDP appears increasingly diverse with approximately 13% women at inception, gradually increasing from 40 to 65% women in the last 5 years (n = 389). There has also been a notable increase in ethnic diversity. Conclusion and Relevance AAO LDP is the preeminent leadership training program for ophthalmologists, and it has influenced the creation of a new generation of LDP offerings. There remains a paucity of LDP evaluation metrics and reported outcomes. Newer iterations are successfully targeting academic leadership and attempting to address known disparities in gender and race or ethnicity. Further expansion of LDPs and related research can ensure equity and diversity in the pipeline.

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A Competency-Based Approach to Addressing the Leadership Gap in the Oil and Gas Industry

10.2118/206302-ms ◽

2021 ◽

Author(s):

C. Susan Howes ◽

Robert W. Taylor

Keyword(s):

Leadership Development ◽

Oil And Gas ◽

Leadership Skills ◽

Development Program ◽

Oil And Gas Industry ◽

Emerging Leaders ◽

Gas Industry ◽

Competency Based ◽

Leadership Development Program ◽

Technical Professionals

Abstract As oil and gas industry technical professionals land their first supervisory roles, gaps in their leadership skills often become apparent. Years of technical education and training have prepared them well for roles as individual technical contributors, but stronger business, management, and leadership skills are needed as they move into emerging leadership roles in which they direct others. Competency assessments of first-level supervisors and mid-career experienced hires are conducted to determine mission-critical leadership gaps. This process is done in alignment with competency-focused job descriptions that enumerate key soft skills needed in each leadership role and build on a sound foundation of technical competency. Bringing emerging leaders together as a group enhances their networking opportunities as they advance through the program; including experienced hires helps them become attuned to the company's management style. Learning opportunities can include face-to-face instruction, webinars, e-learning, online resources, exercises, business simulations, and coaching and mentoring. Building future leaders is key to succession planning. Introducing experienced hires to the leadership styles of the company ensures the successful integration of new talent into the team. A competency-based approach to assessing emerging leaders provides the roadmap for creating a deep bench of candidates for future roles in executive management. Experienced instructors and mentors are crucial to ensuring the leadership program delivery is aligned with the corporate mission, vision and values. The delivery of the leadership development program can be self-sustaining if program graduates and external expert facilitators are incorporated into the delivery of the program to future cohorts. Technical professionals progress through supervisory/management positions on their respective career ladders primarily by ‘learning on the job' rather than through formal training. This paper looks at differences between the current state of supervisory development and what professionals actually need in leadership skills. These are new skills needed for transitioning from supervisor/manager to an effective leader. New methods of digital delivery allow greater interaction between participants and instructors. Building an innovative leadership development program enhances the company's brand and attracts and retains top talent.

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