Leadership Development Plan
Aaron T. Hamer
LEAD 510: Biblical Foundations of Leadership
June 2023
1
Introduction
Leadership development plans are designed to identify knowledge, skill sets, and
equipment specific to a mission that can be implemented so individuals become effective leaders
inside the organization. When designed for church leadership, it needs to center on equipping
individuals with the spiritual skills and practical application of those skills. There may be
necessary to create several templates to have in place for each individual role type across the
organization.
No matter what role the plan is centered on, it should involve opportunities to improve
those currently in leadership positions and identify individuals with leadership potential.
“Leadership is a responsibility of the many, not a privilege of the few.”1 It must involve the
assessment of each person’s strengths and weaknesses. Once these are compiled as part of their
profile, the goal is to provide coaching, counseling, and training opportunities that will support
their leadership growth. Although each leadership role may be different, they all require
common areas of beginner and intermediate training in areas such as planning, communication
skills, conflict resolution, course of action development, team dynamics, and decision-making.
The most important piece of developing plans for leaders is to tailor them to the mission
and goals of the church. They need to capitalize on the strengths of the individual leaders. Also,
exploiting a person’s interests as part of a plan can increase their motivation. Building well-
designed individual leadership plans fortifies the team in a centric-focused effort toward
established goals. This promotes a culture of positivity where people have a desire to learn and
grow. Ultimately, the entire effort of developing leaders enhances the ability of the church to
____________________
1 Rune Todnem. Leadership: In Pursuit of Purpose. Journal of Change Management,
Volume 21, Issue 1. (January 8, 2021).
fulfill its mission and maintain a steady vision of expansion.
3
Theology
These bible verses can be pulled together from across different books to build the footing
for spiritual doctrine as part of a leadership plan. It must first be established that the leader must
be called by the Lord. Then, it must be confirmed that “the leader should have a firm conviction
that God has placed him into leadership.” 2 They are deliberately in the order below to depict
them as building blocks for a newly established leader. One leads to the other in a logical way to
that a servant paradigm can be established at the outset of a leader’s journey. The primary focus
is to strive for Godly leadership.
"But among you, it will be different. Whoever wants to be a leader among you must be
your servant." (Mark 10:43) Mark’s first of back-to-back verses regarding servant leadership.
Mark introduces the concept to his audience. You must understand what it is to serve people
before you request that anyone assist you or provide service to you. “Every day we have to
confront our own ego issues that can get us off purpose and affect the leader-follower
relationship.”3 As the leader, you must take this initial step in humility.
"And whoever would be first among you must be slave of all." (Mark 10:44) In this
passage, Mark provides a foundational tenet for the development of a servant leadership style.
His emphasis is on the basics of leading. As stated, he makes it clear that to stand out as an
effective leader, your wants and desires are to be pursued only after the needs of your followers
____________________
2 Forrest, Benjamin K. and Roden, Chet. Biblical Leadership: Theology for the Everyday
Leader, Grand Rapids, MI: Kregel Publications, 2017. pp 492.
3 Ken Blanchard, Phil Hodges, and Phyllis Hendry. Lead Like Jesus Revisited: Lessons
from the Greatest Leadership Role Model of All Time. (Nashville, TN: W. Publishing, 2016) pp.
205.
are met. This, however, does not translate to you “putting yourself down; it is lifting up others.”4
4
"Be shepherds of God’s flock that is under your care, watching over them—not because
you must, but because you are willing, as God wants you to be; not pursuing dishonest gain, but
eager to serve." (1 Peter 5:2) The first part of the passage is where Peter emphasizes to leaders
that they must care for their followers. He follows through and concludes the thought by setting
the tone that leaders are to avoid selfish motives.
"If anyone sets his heart on being an overseer, he desires a noble task." (1 Timothy 3:1)
Timothy identifies one of the key components of a personal leadership plan that is expounded
upon further along in these writings. The writer connects how important it is to engage those
within your influence with leadership aspirations. As part of an organization remaining fresh, it
is important to have new people assume vacant roles. Research has shown a direct relationship
between self-esteem and leadership effectiveness. 5 Leaders need to build up the self-esteem of
the meek and mild-mannered. These people can bring new ideas and initiatives to an
organization to keep it from becoming stagnant. It is also vital to allow those that have led for a
time to take a break from those duties so that they may reflect on what good they have done for
their community.
"Keep watch over yourselves and all the flock of which the Holy Spirit has made you
overseers. Be shepherds of the church of God, which he bought with his own blood." (Acts
20:28) Coming immediately off Timothy’s passage, the sacred responsibility must be brought to
____________________
4 Blanchard, Hodges, and Hendry. Lead Like Jesus Revisited: Lessons from the Greatest
Leadership Role Model of All Time, 80.
5 Christopher Mason, Karen Mason, and Alice Matthews. Aspiring to Lead: An
Investigation into the Interactions Between Self-Esteem, Patriarchal Attitudes, Gender, and
Christian Leadership. Journal of Psychology and Theology, Volume 44. Issue 3. Fall 2016.
the forefront of the mindset of those who choose to step into a leadership position. It must be
understood that there are people that have the utmost confidence in the leaders’ fidelities and
5
abilities to care for them. This is not limited to the original physical overwatch of the sheep. It
is deeper now. A vital task of religious leadership is providing spiritual counseling to the flock
where the religious and spiritual dimensions are weaved.6 With these responsibilities at hand, the
leader can then recognize that they must always remain alert and vigilant to protect those in their
charge.
"For God is not unjust; he will not forget your work and the love you have shown him as
you have helped his people and continue to help them." (Hebrews 6:10) Lastly, it can be
determined that a true servant leader will be rewarded by the Lord when they reach Heaven.
Their reward for the good deeds they do will not be material things, but rather their salvation.
Philosophy
There are fourteen leadership traits utilized by the armed forces that have been proven
over time: Bearing, Courage, Decisiveness, Dependability, Endurance, Enthusiasm, Initiative,
Integrity, Judgment, Justice, Knowledge, Loyalty, Tact, and Unselfishness. Those qualities can
be applied effectively to any leadership situation. The armed forces then derived their own set of
leadership principles around this part of their professional leadership doctrine. Leadership
principles, however, need to be molded around the circumstances of the leadership position and
organization. Including the following six principles as the backbone of a well-defined
____________________
6 Jennifer Shepard Payne. The Influence of Secular and Theological Education on
Pastors’ Depression Intervention Decisions. Journal of Religion and Health, Volume 53, Number
5. October 2014.
philosophy will enable leaders, both aspiring and those long in the tooth, to lead with purpose.
Humility
6
"Whoever exalts himself will be humbled, and whoever humbles himself will be exalted."
(Matthew 23:12) Leaders inspire humility with humility. This is the first attribute of a heart that
Exalts God Only.”7 If they lead with this demeanor, it is hard for others to not see the joy and
positivity that comes with it. To establish authority, the leader must accept it rather than take it
and, ultimately, recognize and remind others that all authority is only God’s to grant.
Servitude
"For even the Son of Man did not come to be served, but to serve, and to give his life as a
ransom for many." (Mark 10:45) Once a leader embraces their humility, it naturally leads them to
servitude. “This new sense of servitude opened by faith frees the Christian for appropriate
relations to others that was not available prior to faith.” 8 Mark accentuates the significance of
service in leadership. This idea is reinforced by pointing to the greatest leader and His
willingness to stop at no cost to Himself in his sacrifice for God’s children.
Integrity
"The integrity of the upright guides them, but the unfaithful are destroyed by their
____________________
7 Blanchard, Hodges, and Hendry. Lead Like Jesus Revisited: Lessons from the Greatest
Leadership Role Model of All Time, 79.
8 Nik Byle. Freedom and Servitude in Heidegger’s Dasein and Luther’s Christian.
Parkville, Volume 58, Issue 2. June 2019.
duplicity." (Proverbs 11:3) One of the most important principles for leaders is that of honor
through honesty. Without this, it is difficult to imagine why anyone would want to follow a
person unless it was for self-service and even possibly the purpose of doing evil to others. “We
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cannot lead like Jesus without following Jesus.”9 Leaders must be above reproach in all their
actions as this will determine the effectiveness of their leadership.
Accountability
"Obey your leaders and submit to their authority. They keep watch over you as men who
must give an account. Obey them so that their work will be a joy, not a burden, for that would be
of no advantage to you." (Hebrews 13:17) A leader being held accountable for their actions by
their followers is important. As followers, it is equally important that we respect the direction of
those that were sent by God to lead us to His kingdom. However, it is imperative that you follow
through with your responsibilities as you are ultimately accountable to the Lord as He grants you
authority in your position. It is to a leader’s advantage that they openly request that they are held
accountable for leading their followers “to a higher level.”10
Wisdom
"The wise in heart are called discerning, and gracious words promote instruction."
(Proverbs 16:21) Acumen is a requirement of any leadership position. Leaders use their good
____________________
9 Blanchard, Hodges, and Hendry. Lead Like Jesus Revisited: Lessons from the Greatest
Leadership Role Model of All Time, 209.
10 Ibid, 241.
judgment to then build upon successes while considering their failures. We need to be able to
forgive and judge as required and use our wisdom in doing those because they are opposite of
each other. We must be wise not to judge quickly as it portrays that we are “pointing out a fault
with a view to condemnation.” 11 Wisdom provides us with a clear path toward grace through
God. This then provides leaders with the ability to communicate their vision clearly and
persuasively.
8
Vision
"Where there is no vision, the people perish: but he that keeps the law, happy is he."
(Proverbs 29:18) As occurs when the tribes of Israel are split north and south in the Book of
Kings, people become lost, and 10 tribes ultimately perish. Rehoboam, being less than his father
Solomon made compromises in the established law and the common people felt marginalized.
Instead of their leadership having a clear vision of their future as His chosen people, they
become directionless. The people then have a meaningless existence and become lost as they
turn and are led (as so many before them) to false idols and, ultimately, the collapse of their
existence. 12 Leaders must visualize the future of their role, their followers, their organization,
and those that they influence outside of their spiritual community. It is the leader’s responsibility
to grow the church. In this role, they need to realize the current potential of their sphere of
influence, determine an end state (that can always be revisited), and build a plan that is
____________________
11 Blanchard, Hodges, and Hendry. Lead Like Jesus Revisited: Lessons from the Greatest
Leadership Role Model of All Time, 224.
12 Prince E. Peters, Malachy I. Okwueze, and Agbo O. Paulinus. ‘To your tents, O
Nigeria’: An exegetical study of 1 Kings 12:1-16. Verbum Et Ecclesia, Volume 43, Number 1.
October 2022.
shared with their followers. The vision is not only what the leader can see as the future. The
vision is the entirety of the organization understanding and embracing the leader’s foresight as
well.
Methods and Models
Due to the nature of leadership plans, it is not a “one size fits all” model solution when
considering development. It is best to begin planning from the ecological perspective of how we
9
live as part of “God’s creative masterpiece, we discover that we live in a physically
interconnected universe.” 13 Using this as an initial model, one can build an organization’s
leadership development plan from the greater perspective of the organizational level and build
downward to the individual level.
Authentic Leadership
It is logical to outline the overall authentic leadership model of the organization. “The
conceptual definition of authentic leadership clearly states that it encompasses leader behavior
drawn from positive psychological capacities (hope, optimism, resilience, and efficacy) and a
developed organizational context which fosters positive self-development of followers.” 14 This
____________________
13 Stephen D. Lowe and Mary E. Lowe. Ecologies of Faith in a Digital Age: Spiritual
Growth through Online Education. (Downer’s Grove, IL: IVP Academic, 2018) pp.11.
14 Shahid, Sehrish and Muchiri, Michael K. Positivity in the Workplace: Conceptualizing
the Relationships Between Authentic Leadership, Psychological Capital, Organizational
Virtuousness, Thriving, and Job Performance. International Journal of Organizational
Analysis. July 8, 2019).
can be the focus of the pastor. Being true to oneself is the crux of an authentic leadership model.
Emphasis is placed on leaders at the highest levels to maintain their values and create a positive
environment for those in their charge. This can be done by projecting transparency of all
decisions and inner workings. “Authenticity has a substantial influence on how one lives one’s
life; moreover, authenticity not only impacts leaders’ own well-being but also influences their
followers’ well-being and self-concept.” 15 If this is executed properly, then trust will come
naturally. Trust builds strong bonds. Trust brings people together. Trust in God grows the
church.
Transformational Leadership
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The next level below the pastor would be a transformational leadership model that would
be established for the staff and special staff or counsel. These leaders are charged with various
roles that support the overall community. In this model, they will support those they oversee
with tasks and then follow through with clear direction and coaching as required. “Our
participation in reciprocal exchanges with others, empowered by the Holy Spirit, instigates
continued growth and transformation.” 16 This method will enable followers to develop into
future leaders.
____________________
15 Fariborz Rahimnia and Mohammed Sadegh Sharifirad. Authentic Leadership and
Employee Well-Being: The Mediating Role of Attachment Insecurity. Journal of Business Ethics,
Volume 132, Issue 2. December 2015.
16 Stephen D. Lowe and Mary E. Lowe. Ecologies of Faith in a Digital Age: Spiritual
Growth through Online Education, 119.
Servant Leadership
The lowest level of leadership is grounded in the servant leadership method and begins
with individual and group leadership. These junior leaders develop the spiritual ecosystem’s
leadership through their servitude and example. Here we can refer to the many times Jesus used
the analogy of the slave of the house doing the master’s bidding. 17 As such, they will teach
others how to lead by serving those around them. This builds camaraderie and fellowship that is
the glue of the people.
Ultimately any of the above methods and be utilized solely or in combination when
establishing an organization. They can also be brought to bear when revisiting an organization’s
current construct. Determining the best method or model depends on the mission at hand and the
spiritual ecology of the situation. The goal is to meet goals set, establish new goals, and reach
every follower so that they grow independently and as part of the whole.
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Culture
Culture and climate can either define or destroy an organization. Along with a strong
leadership model, a culture that remains open to the members will develop strong connections. A
strong leader will also manage external pressures on the organizational culture. Different
organizations react differently to the same level of external pressures, so management of these
____________________
17 Don. N. Howell, Jr. Servants of the Servant: A Biblical Theology of Leadership.
(Eugene, OR: Wipf & Stock Publishers, 2003) pp. 11
pressures by leadership are crucial to maintaining a healthy environment. 18 This will in turn bond
the members in a positive environment where everyone can learn and grow. Positivity will
encourage individuals to have the courage to reach out to others, speak ideas freely, and
contribute to the mission.
Mission
The mission statement, with a clear and concise purpose and goals, drives everyone in the
same direction. It is critical that the mission statement focuses on the organization’s ecumenical
identity. 19 Leadership supports then supports the mission statement with values founded and
exemplified in their actions. What needs to be established through these efforts is the alignment
of efforts that builds an ecosystem with a shared purpose.
Collaboration
12
The free flow of ideas and collaboration to explore those ideas must be encouraged. Paul’s
____________________
18 Rameshwar Dubey. Examining the Effect of External Pressures and Organizational
Culture on Shaping Performance Measurement Systems (PMS) for Sustainability Benchmarking:
Some Empirical Findings. International Journal of Production Economics, Volume 193.
November 2017.
19 Andy Lord. Postdenominational Missionology: Developing and Ecumenical Renewalist
Approach. Transformation: An International Journal of Holistic Mission Studies,
Volume 34, Issue 4. 2019.
favorite verb is “encourage.” 20 This provides a sense of comfort for the community to work as a
group and learn from those around them. People will then realize that their servitude supports
the growth and development of strong teams. Development continues with
the exploration of resources that build and strengthen knowledge and skill sets that promote
success. Doing this will realize the importance of each role on the team. As people feel more
comfortable in their roles, they are willing to try new things and even accept some risks in their
actions.
Health and Well-Being
Developing, projecting, and maintaining a healthy culture is accomplished by prioritizing
those serving the needs of others. Habits come in the way of a fit culture as they can become
addictions, which then can result in us pushing God out of our lives and creating false idols such
as money, belongings, and power. 21 So that they may do this, the leadership must establish
balance. People are willing to work hard if they know that someone will ensure their and their
family’s well-being. If they fall on trying times, then teamwork and support go a long way
toward keeping them on task.
13
____________________
20 Don. N. Howell, Jr. Servants of the Servant: A Biblical Theology of Leadership. pp. 11.
21 Blanchard, Hodges, and Hendry. Lead Like Jesus Revisited: Lessons from the Greatest
Leadership Role Model of All Time, 50.
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Finally, time must be taken to stop and celebrate the successes of the team. Individual actions
that are part of those successes should be acknowledged – and publicly if possible. An
organization is most successful when each member has pride in ownership. People are more
willing to learn from both successes and failures and continue preserving the mission.
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My Plan
Mission Statement
Crucial to planning is the establishment of a mission statement. What are we really
trying to do here? As I lead people toward a new or deeper life in Christ, it is imperative that
what they are working towards is concise and very clear to them. It needs to be something
understandable by everyone, and tangible enough for them to grab onto. The mission statement
would read as:
“Our mission is to empower the individuals in our community to become
willful and wise servant leaders that are rooted in the principles of God’s
commandments, interconnection, and service. We will develop each other
through an established plan that cultivates the power of knowledge, skills, and
positive self-esteem that is necessary for healing our own, transforming those that
come to us, and promoting peace and harmony around us and beyond.”
Leadership Philosophy
With a mission statement published, the next piece that I would provide to those that I
join as their servant leader is my leadership philosophy:
“I assume this position with the utmost humility and with no agenda or
focus on personal gain. I am committed to serving you and our community. I
want you to know that I recognize the worth of each member of our spiritual
ecosystem and I will always treat you with dignity and respect.
We will continue to establish connections with new people and foster our
already strong sense of community. I encourage each of you to strive for your
own personal growth as a person and as a child of God. As a member of our
community, I will lead by example and continue my own personal journey in
Christ and continue to grow personally and in the capacity of my role here.
Finally, I believe that our work as Christians is never finished. In this life,
we never stop moving along in the footsteps of the Lord. We must always remain
grounded in our values and ethics. We must serve as role models for not only
those growing in our organization, but for all to see. If we lead genuine and
meaningful lives in Christ, there are no limits to what we can accomplish
together.”
Leading from the Front
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My development of leaders where Christ places me will not only focus on the current
leaders of the organization. It will start with establishing a development track for me to follow
personally and adjust over time. To make this successful, I will need to seek out a mentor for
myself as I navigate my responsibilities. Mentorship is a proven path to success. “Fourteen of
the twenty-seven books of the New Testament were written by men helped on their way by
Barnabas.” 22 I will require advice, guidance, and a “hard truth teller” so that I may continually
improve my own leadership which then will impact my position in the organization.
As a brand-new religious leader connecting myself to an already established organization
with its own structure, existing schedule, personalities, and vision, I must be sensitive to my
approach to becoming a serving member. Establishing my own example of a Godly life is the
best way to allow those I will serve a view into who I am as a spiritual leader and human being.
Leading by example with transparency will make them more comfortable with my arrival and
installation at my job.
Building Competency
The next step in plan development will be to ascertain the leadership competency level of
the organization’s:
Liturgy leaders
Support staff leaders
Groups (i.e., prayer groups, youth groups, men, and women groups)
____________________
22 Don. N. Howell, Jr. Servants of the Servant: A Biblical Theology of Leadership. pp.
237.
After analyzing the overall results, I will then work toward the development and
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implementation of an educational plan for current and aspirational leaders. This will include
reviewing what may already be in place, what is available locally, what is available through
online resources, and what may be available through other churches and organizations outside of
our own.
An example of where I would build competency is lessons on exegetical hermeneutics.
As leaders at various levels become stronger in the interpretation of the bible, they learn to not
only regurgitate what they are reading and studying but also learn to interpret the readings and
then guide discussions on where they apply to our daily lives in Christ and community. A
supporting pillar of living a life in Christ is having a deeper understanding of what is written in
the bible. If my staff and group leaders become better at this, then they will almost naturally
change their current way of living into something that pleases our Lord.
Purpose of the Staff
I have seen in organizations large and small where the staff is focused on the mission
statement but does not know what their purpose is in supporting the mission. They toil with little
direction and tend to “make it up as we go along.” People work better as a team and strive for
excellence when they are given a purpose. Although the staff (hopefully) is a cohesive group of
individuals, each member has their own distinct piece with their own responsibilities. The goal
of the staff is to ensure a functional congregation that continues to grow spiritually.
Identifying or modifying current roles within the staff construct would be almost
immediate. I would need to know which staff positions are funded as employees and which are
voluntary. An important piece of voluntary positions is rotating the personnel at definitive times.
This allows for fresh ideas and new people to be involved and it allows those working hard some
deserved respite. Depending on the size of the organization would depend on whether I would
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have associate pastors, administrative personnel, lay leaders, a music director, and other positions
to support our work.
I would identify their overall purpose. It would have a wide range of focus areas. This
would include facility management, finances, information technology (i.e., social media and web
page maintenance), surrounding community outreach efforts, liturgical personnel training,
worship service support, educational programs, pastoral support for those homebound, and care
for congregants as required.
With the purpose of the staff as the backbone of church operations, this allows me to
serve our leaders so that they may serve the congregation. I can focus on liturgical duties and
growing the church.
Support
For staff to improve, they cannot remain stagnant. As they serve the congregation, I must
serve them and develop and implement (or refine if one is in place) a support plan for them that
includes spiritual and personal support. For people to remain engaged and motivated, they need
to feel that what they are doing is important. From my experience, once someone has mastered a
skill or completed a project, they tend to feel as though they are stalled. Their question is, “Well,
now what?” It is imperative that I support their further development of already acquired skills
through personal support of their efforts. I also will need to ensure their spiritual health is a
priority to them and I will do so by demonstrating that it is a priority to me and to the team.
Counseling and Coaching
I will also develop and implement a leadership counseling program that is open to
anyone. This is not to be confused with a mentoring program. Providing regular feedback to
people allows them to see things from an objective position. To assist them in growing and
19
becoming stronger on their own, I will provide coaching that directs them toward positive results
using different tools. I will mentor as requested and as I deem possible so as not to overextend
myself. Offering this assistance to the staff demonstrates my servant leadership as I am helping
them with self-improvement. This will then foster a positive work environment. With a trained
staff that enjoys what they are tasked with, they will then turn to serve in fellowship.
Vision: Building Upon Success
When developing a vision for the future of the church, the congregation will need to
understand and embrace the goals we set forth that support our mission and values. I will look to
God for His direction regarding the purpose of the church, the calling of the church within the
surrounding community, and how we fit into the world. I will then discern a compelling vision
that inspires the staff and congregation toward a goal. I will provide milestones so we can see
collectively that it is possible to accomplish great things in small pieces. All of this will center
around servant leadership and the growth of spiritual leaders from within our ranks. I will
consistently be inviting others that have not yet stepped forward to think about leadership
possibilities. Ultimately, my vision will be the growth of the people, the development of leaders,
and the spreading of God’s word so that we continue to live Christ-like lives and inspire others to
do the same as we serve them.
20
Conclusion
From what has been explored, it can be concluded that a leadership development plan is a
vital part of any organization. Furthermore, if that organization is a church, placing leaders at
different levels and establishing plans for those positions is crucial not only to their success but
to the success of those that they serve. The purpose of developing leaders is not to only make
their efforts fruitful, but to set them up as examples for others to follow.
The continual growth of a church requires a steady stream of spiritual revitalization. This
must be the musical score for the never-ending story of Christ’s love for us through actions that
we do in His name. As leaders, we keep that music on repeat. In other words, what we leaders
do to successfully develop our own leadership knowledge and skills must then be passed on to
those that follow. Lessons that we learn along the way are the “skip in the record.” Once you
know where that skip is, you can avoid it by adjusting the needle so that the music continues as
uninterrupted as possible.
Staff and junior leaders with renewed energy will work toward accomplishing the
church’s goals with fervor. We can do this because our foundation is the Lord’s teachings from
over two thousand years ago. “Servant leaders are proactive risk takers. You won’t find them
sitting around, waiting for orders.” 23 Along the way, senior leaders serve them through influence
so that they regularly establish new goals. Although some may be more difficult to reach,
serving their needs will allow them to overcome obstacles and gain personal strength as they
realize their abilities may be greater than they initially believed.
While striving to support the mission and accomplish the goals of the church is always at
the forefront of the community’s efforts, it is the leader’s task to ensure that there are regular
intervals to take time to counsel and coach those working hard. As improvement is identified, it
is then the leader’s job to serve them by providing honest, objective, and constructive feedback.
21
While providing feedback is important, it can only be received will by the leader then providing
opportunities for training and education that support personal and spiritual growth.
Building a community as a cohesive unit that is connected on moral, ethical, and spiritual
levels is required to draw out natural leaders and those that have not realized their potential yet.
“Human growth occurs as the result of bonded interconnections and reciprocal interactions
between and among developing persons.”24 Capitalizing on the strengths of leaders and
connecting them with people willing to take that next step will build a unified group that will
care for not only the mission of the church but for their fellow human beings so that they all
share in the joy of serving the Lord. In the end, a tight-knit congregation with leaders that serve
while continuously developing enhances the ability of the church to bring more people to follow
Jesus Christ.
____________________
23 Aubrey Malphurs. Being Leaders: The Nature of Authentic Christian Leadership.
(Grand Rapids, MI: Baker Books, Baker Publishing Company, 2003) pp 44.
24 Stephen D. Lowe and Mary E. Lowe. Ecologies of Faith in a Digital Age: Spiritual
Growth through Online Education, 16.
22
Bibliography
Blanchard, Ken, Hodges, Phil, and Hendry, Phyllis. Lead Like Jesus Revisited: Lessons from the
Greatest Leadership Role Model of All Time, Nashville, TN: W. Publishing, Nashville,
2016.
Byle, Nik. “Freedom and Servitude in Heidegger’s Dasein and Luther’s Christian.” Parkville,
Volume 58, Issue 2. (June 2019).
Dubey, Rameshwar.” Examining the Effect of External Pressures and Organizational Culture on
Shaping Performance Measurement Systems (PMS) for Sustainability Benchmarking:
Some Empirical Findings.” International Journal of Production Economics, Volume 193
(November 2017)..
Forrest, Benjamin K. and Roden, Chet. Biblical Leadership: Theology for the Everyday Leader,
Grand Rapids, MI: Kregel Publications, 2017.
Howell, Jr, Don N. Servants of the Servant: A Biblical Theology of Leadership, Eugene, OR:
Wipf & Stock Publishers, 2003.
Lord, Andy. “Postdenominational Missionology: Developing and Ecumenical Renewalist
Approach.” Transformation: An International Journal of Holistic Mission Studies,
Volume 34, Issue 4 (2019).
Lowe, Stephen D. and Lowe, Mary E. Ecologies of Faith in a Digital Age: Spiritual Growth
through Online Education. Downer’s Grove, IL: IVP Academic, 2018.
Malphurs, Aubrey. Being Leaders: The Nature of Authentic Christian Leadership. Baker Books,
Baker Publishing Company: Grand Rapids, MI, 2003.
Mason, Christopher, Mason, Karen, Matthews, Alice. “Aspiring to Lead: An Investigation
into the Interactions Between Self-Esteem, Patriarchal Attitudes, Gender, and Christian
Leadership.” Journal of Psychology and Theology, Volume 44. Issue 3. (Fall 2016).
Payne, Jennifer Shepard. “The Influence of Secular and Theological Education on Pastors’
Depression Intervention Decisions.” Journal of Religion and Health, Volume 53, Number
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