Leadership course recap handout

TCBC Work Sunday School– Leadership Styles

Type	Slogan	Leader’s modus operandi	Underlying aspect of EQ	Works best when…
Commanding	“Do what I tell you”	Demands immediate compliance	Drive to achieve Initiative Self-Control Change catalyst	In a crisis, for a turnaround, with problem employees
Authoritative	“Come with me.”	Mobilizes people toward a vision	Self-confidence Empathy Change catalyst	When change requires a new vision, or when clear direction is lack
Affiliative	“People come first.”	Creates harmony and builds emotional bonds	Empathy Building relationships Transparency	To heal rifts in a team or motivate people in stressful situations
Democratic	“What do you think?”	Forges consensus through participation	Teamwork Collaboration Building bonds Conflict management	To attain buy-in, consensus, get input from stakeholders
Pacesetting	“Do as I do, now.”	Sets high standards for performance	Drive to achieve Optimism Service	To get quick results from a highly competent and motivated team
Coaching	“Try this.”	Develops people for the future	Developing others Empathy Self-awareness	To help people improve or develop long-term strengths

Type	Slogan	Exemplars	Strengths & Weaknesses
Commanding	“Do what I tell you.”
Authoritative	“Come with me.”
Affiliative	“People come first.”
Democratic	“What do you think?”
Pacesetting	“Do as I do, now.”
Coaching	“Try this.”

Case Study: The Youth Pastor, the Senior Pastor, and the Deacons

A youth pastor (authoritative preference) has come up with some creative but untested ideas to grow his youth group. If these ideas were to be carried out, not only would it lead to tremendous/holistic growth to the youth group, it may even bring a paradigm shift to the whole church. He was eager to share his ideas with his senior pastor, the rest of the pastoral team, and the deacon board. He booked 20 minutes during the next deacon board meeting to share his ideas with the whole group. The night before the meeting he was too excited to sleep. All he could do was to imagine what God would do through these ideas.

During the meeting, his senior pastor (pacesetting preference), and others (which include all preferences) listened to the youth pastor’s hopeful, energetic, spontaneous, and at times sporadic presentation. He truly believed without a doubt that the new ideas would multiply the youth group and also the church exponentially.

After his presentation, he was greeted with questions after questions:

- What are the logical steps in carrying out these ideas?

- How do these ideas link to the overall mission/vision of the church?

- How much resource would these ideas take up?

- How would the youth/congregation feel about all these?

- Etc.

Divide into groups:

Group 1: Outsider’s perspective (impartial observers who do not know preference types)

1. How would you describe the interaction between the two pastors?
2. Is this a typical/unusual situation for most churches?
3. What are possible solutions for this case study?

Group 2: from the youth pastor’s perspective (authoritative preference)

1. How would the youth pastor feel/think after the meeting? Why?
2. How might he present his ideas in order to ensure a better response?
3. What other people in the board (type preferences) could potentially be an ally to him in this?
4. What important ingredients does the youth pastor’s preference type bring to his church?

Group 3: From the senior pastor’s perspective (pacesetting preference)

1. What might the senior pastor feel/think about this presentation? Why?
2. How might the senior pastor help the youth pastor in the presentation?
3. What important ingredients does the senior pastor’s preference type bring to his church?

Group 4: From the deacon’s perspective (all preferences)

1. How would the deacons feel/think about this presentation? Why?
2. Which deacon would relate more to which pastor in this case study?
3. As non-staff leaders, how do the varying preference types of deacons contribute to the church?

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