Prague, Czech
Republic, March 2006
Leaders are in the unique and critical position of helping others develop their own leadership potential. Christ himself trained others and sent them out. As the Apostle Paul continued his missionary journeys he paid particular attention to Timothy and Titus. This session focuses upon the role of mentoring others toward leadership roles. The principles presented here are transferable to other organizations and roles.
Desired Outcomes
·
Define “Mentoring” and identify biblical and
organizational mentors
·
Focus upon and learn from Paul’s story of mentoring
Timothy and Titus
·
Diagnose “development” issues using a basic model of
motivation
·
Analyze how “Mentor/Leader style” makes a difference
·
Describe “accountability” relationships
I. “Mentoring” Defined
A.
Greek legend – Mentor was the wise and trusted
counselor to whom odysses trusted the education of his son
B.
Biblical concept of “Discipleship” - equipping and
moving believers into ministry (Eph. 4: 11-13)
C.
Growth and change for both individuals comes from the
experience
David Timothy
Paul Titus
D.
Character and example of the mentor (Titus 2:7-8)
·
Do what is good – for individual and organization
·
Show integrity
·
About reproach
E.
Jesus Christ as a mentor (Luke 10: 1-2)
·
Lord appoints, develops, organized and sends out
Harvest is
plentiful workers are few
·
Result: Disciples return joyfully successful
F.
Note: Emerging fields of “Human Resource Development”
and “Executive coaching”
II. Understanding a Basic Model of Motivation
A.
Motivation is energizing, directing, sustaining, and
rewarding the behavior of yourself or other
B.
Basic Model of Motivation
Key Element Application
·
Effort is the relationship of “drive” and
“ability”
·
Performance is the out come of effort which
is measured
as “quantity” and “quality”
·
Reward is the benefit of
performance. Types
of reward
include “internal” and “external”
·
Satisfaction is the indication that the rewards
did or did not meet
the
individual’s performance. Expectations and results these reactions
can have
positive or negative impact on effort.
·
Reinforcing feedback has constructive,
Defensive
or destructive consequences
D.
Examples
·
Biblical
·
Organizational
·
Personal
III. Mentor / Leader style makes a difference
A.
Mentor must be a diagnostician
B.
Paul’s Example
·
To Timothy – Encouragement
·
To Titus – Instruction
C.
Mentor needs to know the maturity level regarding
·
Task (Knowledge, Experience, Organizational Goal)
·
Psychological (Acceptance of Responsibility,
Commitment)
D.
Matching mentor’s preferred leadership appropriately
·
Decision Process
·
Examples
IV. Summary
