1. Growing Disciples Developing people for Leadership & Ministry

2. For participants who want to… • Examine Jesus’ method of leadership development • Be introduced to ways of identifying leadership potential • Examine how leaders can be developed in the local church

3. ‘He went up the mountain and called to him those whom he wanted, and they came to him. And he appointed twelve…’(Mk3.13-14a)

4. PATRISTIC FATHERS & ALL THEOLOGIANS THEOLOGICAL REFLECTION EXPERIENTIAL LEARNING OUR TRADITION’S BOOKS OF WORSHIP WORKS OF OTHER TRADITIONS PARISH GROUPS & COMMITTEES LEARNING BY THEORY LEARNING BY EXPERIENCE APPRECIATIVE INQUIRY WRITINGS OF OTHER DISCIPLINES The Disciple as a Learner WHAT IT IS HOW WE LEARN Brain/mind Accelerated learning Sustaining learning Building a learning environment PLANNING YOUR LEARNING JOURNEY What kind of learner are you? How do you learn? Where? When? Why? THE BIBLE THE REFLECTIVE BELIEVER

5. The Original Talent Team Would you have chosen these? What “talent” attributes did they have?

6. Working Together? All very different Shaped people Jesus brought them together

7. ‘Hire for character rather than skills. You can always up-skill someone, but you can’t up-nice them.’

8. Handing On While Still Ahead- Selfless Leadership Mentor Coach Leave part of you to grow In the Church

9. Talent grid- DEFINITIONS Early Promise (4+ years) High Potential (1-3 years) Star Performer (Ready now) High potential with strong initial impact, but new or inexperienced in current role. . This is a transition marking. Individuals in this box would be expected to move across or down the grid within 18 months. Frequently achieves challenging & stretching goals with strong demonstration of potential. Performance continually improving, adaptable to change and acknowledged as a leader. An exceptional performer who stands out from their peers. Realised potential, ready for/will be successful at next level now. Acknowledged as skilled leader & role model. Likely to progress beyond current grade Future Achiever Solid Contributor Strong Performer Either new to post, demonstrating ability but too early to form judgement, or gap in performance compared with expectations. This is a transition marking. Individuals are not expected to remain in this box for more than 12 months. Valued at this level & in this role. Performance is good achieving normal high expectations, and has the potential to keep developing and to deliver more in either scale or complexity. A consistently strong performer, delivering excellent value. Acts as leader & role model. Exhibits some behaviours & competences beyond current level but not all. Could progress beyond current grade Under Performer Satisfactory Contributor Good Performer Performance is inconsistent or not fully effective. Has competency gaps, or behavioural style issues. Meets all performance expectations at this level. Has realised professional & leadership capability. There is an expectation that individuals in this box for more than 2 years will be subject to further review. Highly valued at this level & in current role. A consistently strong performer who is a core team member. Best suited to current grade High Medium Low Inconsistent or incomplete performer Fully effective Exceptional performer

10. DEVELOPMENT INTERVENTIONS

11. Action Plans to Grow Disicples • The Disciple as a Learner and the Church as a learning community – how to make that happen where you are • Taking the 9 box grid back to your Parish to identify your talent • Using your current leaders to coach & mentor your talent

12. Feedback from the Seminar Groups • Administrator • Exemplar – role model (charism – gift) • Delegator • Talent spotter • Finance • Youth/Sunday club/children’s leader • Church warden • Home group leader • Minister • Look for gifts rather than obligation (willing people) • Decisions placed at the right level • Take risks • Make roles time barred • Run events to explain what roles are needed • Share wisdom • Think now and future • Know when to ask – who to ask – but do ask for people to “talent spot” • Lack of money • Time • Availability • How to “let go” • How to stand against experience • Small parishes = many roles held by too few people Key Roles for Succession Planning & Talent Development Challenges & Enablers

13. Feedback - Seminar Group 1 • Realist • Reliability • Strength • Respectfulness • Positivity • Trustworthiness • Nurturing • Loyal • Loving • Gentleness • Zealousness • Organiser • Innovator • Visionary • Collaborator • Listen • Look forward • Communicate • Value • Personal resilience • Use new media & technology • Think “out of the box” • Mentor • Support groups • Actions must match words • Evaluate – fresh approach • Don’t be so “English” Attributes of Discipleship Challenges & Enablers

14. Feedback - Seminar Group 2 • Passion for the Gospel • Story telling • Risk taking • Openness • Curiosity about What God is Doing • Friendship • Commitment – stick to it • Loving & Caring • Fellowship Koine – subsuming one self to the group • Enthusiasm • Name what you are doing • God is among us • Celebrate • Identity & language brings people together • Meeting together • Hospitality during the week • Small group work – inside & outside of church • Don’t be so “English” Attributes of Discipleship Challenges & Enablers