Whatever Spills Out of My Fingers

In my teacher’s alternative certification classes, we’ve been discussing what they call the “1st Year Roller Coaster” and it reminded me of some of the things I learned in my “Christian Leadership” studies at CBS. I thought it was worth RePosting. Also called “Situational Leadership,” this model is intended to help managers/leaders guide new employees/volunteers through the “Roller Coaster” by offering different styles of leadership to them throughout the process. It also helps in understanding the “Roller Coaster” and why everyone feels similar things when starting something new. Anyway, below is the description I originally wrote.

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This leadership model is grounded in the idea that different people need to be led in different ways. Let me explain the basics.



Commitment and Competence – Development Stages
Development stage 1 (D1) – People are usually highly committed to a new project, but have low competence since they’ve never done it before.

Development stage 2 (D2) – When the honeymoon is over commitment levels typically drop and competence remains pretty much the same. (This is where people most often quit.)

D3 – If they persevere both commitment and competence rise again.

D4 – The longer someone does something the better they get. Both commitment and competence continue to rise.

Directive and Supportive Behaviors
All leadership breaks down to these two kinds of behaviors.

Directive = *goal setting, action planning, clarifying roles, *showing and telling, time lines, evaluations, priorities, etc.

Supportive = *listening, praise/encouragement, info sharing about organization or self, *problem solving, asking for input, rationale (explaining the whys), etc.

* = most critical behaviors.

Putting it all Together

A “D1″ (high commitment and low competence) needs an “S1″ Leadership Style – S1 = Low Support/High Direction (leader decides) This is sometimes referred to as a “Directing” style of leadership. Motto is “Leader decides.”

A “D2″ (low commitment and low competence) needs high direction and high support since they are in the “quitting” stage. This is “S2″ style is a “Coaching” style. The motto is “Let’s talk, leader decides.”

A “D3″ whose commitment and competence have increased needs a “Supportive” style of leadership with high support and low direction. Motto – “Let’s talk, you decide.”

And finally a “D4″ (high commitment and competence) needs a “delegating” style. The “S4″ is a low direction/low support style which empowers others to “run with it.” Motto is “You decide.”

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OK -in my opinion, most of these behaviors come pretty naturally if you truly care about those you are leading. If you’ve developed a relationship with them, then you can sense a lot of this stuff. It’s certainly a good model to understand and having this knowledge will give you a way to evaluate your efforts, but it really all comes down to relationship.

This understanding of leadership could also be beneficial to parenting. Kids need to have a different type of relationship with their parents as they develop. In the first few years (1-5years) a lot of directing is needed. Between the ages of 6-12, they probably need more of a coaching-style of relationship with their parents. The parents still make the decisions, but begin having discussions to help their children understand why they are making those choices. As teenagers (if parents have done well with the other steps), parents could begin to play a more supportive role where they allow kids to make some decisions based upon the talks they have together. It’s important to recognize that this stage has “low” direction not “no” direction. In certain cases, the leader/parent must still make the decisions. By the time they leave home, (like it or not) kids will be responsible (or not) for their own actions. If a parent has been successful in leading his children as God would call him to, he would probably be comfortable delegation or even with sending his child out on his own.

Prayer: Lord, help me to be the leader and parent that You’ve called me to be. Allow me a special ability to discern where people are so that I can lead them in the way that will most benefit them. Help me to be more intentional about training others so they can lead. Grant me favor in the eyes of those I lead so that I can grow deeper relationships with them in order to bring them to new places and to understand what challenges they need or what support they need. Give me a vision which is worthy of commitment – one which honors You at every turn. Glorify your name through my life and my influence upon others. AMEN.

Risk is essential if we are going to call ourselves Christians. In Psalm 127:4-5, God describes our children as “arrows” in our quiver. That means we’ve gotta be willing to send our children (and ourselves since we are God’s children – the arrows in His quiver.) out of the safety/comfort zones and into enemy territory to take ground for the Kingdom of God. Sometimes the greater risk is to risk nothing at all. Only in risk do we discover how great our own need for Jesus is and realize His power and love for us.

Here’s a great video I saw on Donald Miller’s blog from Francis Chan talking about risk.

Seth Godin had a great post about marketing based upon some ideas from a book about comic books by Scott McCloud.

In comic books, the action takes place “between the frames” and the reader ends up telling the story in his imagination as much or more than the author/illustrator. The reader moves the story from one frame to the next inventing the action as he goes.

Godin goes on to explain that marketing works the same way. Marketers worry about the frames (commercials, print media, customer “touches,” etc.) when the action that really matters takes place between the frames. It’s not the TV ad, but what my neighbor tells me about the product that matters. It’s not when the waitress is at your table; what matters is what you overhear the other employees say behind the counter.

Anyway, I think this applies to the church too. I’ve worked for pastors who believe that the greatest thing a staff person can do is to make your Sunday morning worship experiences exceptional – that the majority of focus should be on what happens on Sunday mornings. I’m not saying a good worship service is bad. It’s just that there’s so much more. A focus on Sunday morning worship is like focusing on the frames. The “action,” the part that matters, takes place between the frames. It’s the conversations in the parking lot after church – or the invitations to lunch. It’s the smiles shared by one church member to another when they see each other in the mall. It’s the informal gatherings of friends in each others homes. It’s the prayers that are lifted up during the week for a hurting friend – the donations given to someone in need. Real marketing isn’t organized and produced, it’s a natural expression of who we are.

How can we infuse churches with this sort of “between the frames” kind of thinking? What does it take to influence a church culture to become a “comic book culture” with it’s members creating the action between the frames?

Anyway, all this is to say. I’m striving to a “between frames” kind of guy. I pray that God (by His Spirit) will lead my imagination and help me create the story which will move the action to the place where He wants the next frame to be.