STAFF DEVELOPMENT One Way of Addressing Problems Proactively

Although leadership should not just be about solving problems, reality proves that problem solving is a major task faced by mission leaders. Identifying and handling problems early is often the best approach. But unfortunately, many times problems are not identified until they are big enough to block progress or grind ministry to a halt! By that time, leaders have to solve not only the original problem, but the many effects spawned by the problem.

Rooting out the cause of the problem is often the first step to finding solutions. This requires lots of caring listening and excellent insight. The causes may simply be personal conflict issues primarily involving two people, but sometimes organizational issues have contributed to the conflict. For example unclear policies, unclear job responsibilities, unclear lines of authority, or gaps in assigned responsibilities can all lead to personal conflict between staff members or with leadership. Sometimes the cause can simply be lack of job knowledge or skills. Maybe poor personal responses to differences have helped fuel the fire.

Staff development will not necessarily solve the immediate problem, but a wise leader who perceives root causes and potential reoccurring problems can address key issues through staff training. Someone once said, “Almost every problem can be solved by a few minutes of focused thinking.” Leaders can set aside solitary time to really focus on the problem and possible causes. They can try to predict potential long term consequences for the individual, the team, or the ministry. Finally, they can propose training or teaching that would help prevent similar problems in the future.

For example, maybe a conflict erupted over lost computer files. Careful listening reveals that several team members doing e-mail on the base computer know nothing about computer “filing.” They just know about writing an e-mail and pushing the “send” button. While the leader has to address the issue of short tempers, ugly words, and personal lack of caring confrontation, computer training will prevent further computer problems. The leader might also address godly confrontation by means of teaching, discussion, and role play!

Or maybe a ministry team leader is ready to quit because of two team members who are absolutely frustrating him. All his efforts to handle these “independent young punks” have failed. After some solitude, the base leader realizes that this ministry team leader is not the only one struggling with the same two staff members. He realizes these two “young punks” are full of zeal but lack wisdom in how to carry out their vision, and the staff don’t really understand how to handle these “mavericks.” A bit of teaching on “being a godly maverick” and “handling a ‘maverick’” will help better equip staff for the future, which surely holds promise of more upcoming “mavericks.”

Learning to proactively address problems by means of staff development will go a long way to developing excellent leadership. Personal development will help broaden the leader’s perspectives and his resources for handling problems. A wise proactive leader gives confidence to the whole team.

He who solves the problem gets the job. This is one truth that challenges u

Reactionary problem solving or Proactive problem solving

Stepping back to oversee issues

Long-term causative factors

Long term effects

Broader effects on others

Personal changes required – personal staff development

Organizational changes required – personal staff development

Read how others have handled similar issues

Personalize and contextualize

Identify appropriate changes that could be made

Predict possible responses and possible outcomes

People changes required – staff development

Jesus identified problems quickly, responded in training!

Best example is ongoing bickering amongst disciples

Consistently addressed issue by correction and training, modeling, servant leadership washing of feet best example

Examples of SD to prevent future problems

Ongoing relationship problems: Trust building, godly confrontation, how to handle conflict effectively

Short tempers: handling stress, developing godly disciplines

Money matters – budgeting, integrity in recording, financial planning

Financial struggles – support raising, communicating with churches etc.

Potential source of problems

Mission – unclear, not well defined or clarifies or communicated

Vision – lack of motivation or passion or input

Structural – basic organizational factors that need to be put in place, structures that hinder rather than help facilitate accomplishing mission goals

Get information – ask people involved (not around the problem!)

Evaluate information and determine causative factors

Evaluate long term effects if this goes on, effects on others in org, effects outside of org, effects on people involved

Evaluate changes that could be made – personal leadership changes, structural changes, relationship issues to be address

Identify what staff training could help to address current issues or prevent future occurrence

Expected outcomes of this article:

Examine current situation (Ana)

Identify current problems (Ana)

Identifies causative factors (Ana)

Predicts possible impact of problem (Syn)

Propose needed changes to address cause (Syn)

Search for helpful resources (App)

Propose teaching to prevent future reoccurrence (Syn)

Plan staff development appropriate to address cause or prevention (Syn)