A coaching leader invests in others by encouraging, challenging, and supporting them. It begins with seeing the other person as a capable and gifted. A friend who took a coach approach as a supervisor used his planning sessions with staff members to ask questions like: · “What did you learn from this experience?” · “What can we celebrate about your work?” · “These are great ideas, but what will you have to give up to pursue them?” · “How can I help you to accomplish your goals?” Both supervisors and coaches bear ultimate responsibility for mission execution, but their core postures toward people differ fundamentally. Conventional Supervisor Pastoral Coaching Leader Operates out of fear of failure or reputational risk Views failure as a threshold for reflection and discipleship Maintains s...
So Christ himself gave the apostles, the prophets, the evangelists, the pastors and teachers, to equip his people for works of service, so that the body of Christ may be built up until we all reach unity in the faith and in the knowledge of the Son of God and become mature, attaining to the whole measure of the fullness of Christ. (Ephesians 4:11-13, NIV) If you serve in ministry long enough, you will eventually find yourself moved into administrative oversight. For many lead pastors, this transition comes as an unexpected tension. You were trained to preach, care for souls, and guide a congregation spiritually; now, you find yourself managing staff, directing ministry teams, allocating budgets, and overseeing staff performance. Managing is not an inferior calling. Faithful stewardship requires directing resources to meet kingdom needs and advance ministry goals. Yet the most challenging element of pastoral administration is not mana...