As I was researching some leadership development options for use among our staff, I came across a Forbes article from 2012 that argues leadership training should be scrapped in favor of leadership development. The author lists 20 of the primary differences between leadership training and leadership development, and I couldn’t help but see the ways that each of the 20 points carries over into the development of ministry leaders within the local church.
If we are not careful, we buy into cookie cutter approaches to discipleship or leadership training that focus on best or right practices without focusing on the unique and different skills and gifts in every individual. In these models discipleship is not primarily about producing disciples, but checking off a list of boxes (small group? check; accountability, check…). Evangelism can even become about a method rather than a goal (evangelism is only cold call or altar calls).
Below, I’ve copied Mike Myatt’s list of 20 items that highlight the differences between training and development. What connections can you make from this list to your ministry?
- Training blends to a norm – Development occurs beyond the norm.
- Training focuses on technique/content/curriculum – Development focuses on people.
- Training tests patience – Development tests courage.
- Training focuses on the present – Development focuses on the future.
- Training adheres to standards – Development focuses on maximizing potential.
- Training is transactional – Development is transformational.
- Training focuses on maintenance – Development focuses on growth.
- Training focuses on the role – Development focuses on the person.
- Training indoctrinates – Development educates.
- Training maintains status quo – Development catalyzes innovation.
- Training stifles culture – Development enriches culture.
- Training encourages compliance – Development emphasizes performance.
- Training focuses on efficiency – Development focuses on effectiveness.
- Training focuses on problems – Development focuses on solutions.
- Training focuses on reporting lines – Development expands influence.
- Training places people in a box – Development frees them from the box.
- Training is mechanical – Development is intellectual.
- Training focuses on the knowns – Development explores the unknowns.
- Training places people in a comfort zone – Development moves people beyond their comfort zones.
- Training is finite – Development is infinite.
