How often do we bemoan the time it takes to really acquire certain skills or abilities? Years ago when my wife and I first married, my father-in-law gave me two gifts for Christmas – a timing light and a tachometer. He had great skills at working on and repairing his own cars. He assumed that with the right tools that his new son-in-law would also develop those same abilities. This was one of the few times that he was wrong. I just don’t have the patience to search out my car’s problem and then get in contorted positions to reach a bolt that requires dynamite to loosen. I would rather spend my time working on my computer or reading a book while a genuine certified mechanic repairs my car. (I know that some people save money working on their own cars, but that would not be me. I save money by taking my car to a mechanic who repairs the one broken part rather than the three I would have broken repairing the one.)

Just as an auto mechanic must continually learn and acquire new skills as new models of cars are built and new engine technologies are developed, a leader of people must also be willing to spend the time it takes to develop and improve his or her leadership skills. This is particularly true in the lives of church leaders. While the leader must be willing to commit much time to his or her personal leadership development, the church must also recognize the

benefit for the church and provide both time and encouragement to the leaders for continual development.
The following are some suggestions that offer a leader the opportunity to improve as a leader and are workable in any size congregation:

1. Read books on leadership – this is one of the least expensive and best methods for ongoing development. Access of books ranges from major book stores, online services, libraries, or sharing or borrowing from a friend. For the novice, some of Ken Blanchard’s books (The One-Minute Manager) offer key insights in an easy to read format.
2. Dialogue with other leaders – an accountability group, a learning group, or some type of best practices group of church leaders in similar settings can stimulate thinking and result in new approaches. This might be a monthly or quarterly meeting. The Leaders’ Roundtable through our association meets 4 -6 times per year and offers peer learning on a variety of topics. A more intensive variation of this would be a mentoring relationship or coaching relationship with one person. This might involve a fee.
3. Leadership conferences – several prominent churches or church leaders offer major conferences annually with well-known speakers and breakout sessions. One of the best is The Global Leadership Summit that is being hosted as a satellite
   

location at Valley Ranch Baptist Church in Coppell on August 5-6. You can register through the DBA website at www.dentonbaptist.org

4. Sabbatical or study leave - several churches, as well as our association, have found the great benefit of giving pastors and staff an extended time off after 5 or 7 years of service. This time might range from one month to three months. Usually the leader submits a plan that includes both rest and relaxation, and study or training.
   

Three ways that a church can help their leaders in this area are to:

• encourage their leaders to be ongoing learners;
• provide time for their leaders to use in personal leadership development;
• if possible, budget money that can be used to cover the expenses of books, conferences, and other leadership development opportunities.
  

Concluding Thought:
- Leaders, your continued development in leadership skills and abilities require your intentional effort and priority of time.
- Churches, the extra benefits you give to the leaders in time and encouragement will reap great rewards for the church and for the Kingdom. Leadership development requires both of you working together to make a difference. This summer is a good time to begin!