There is a giant gap between leadership and management.  This truth is ever more important as it pertains to the church.  The main difference between a church leader and manager is that a leader has people follow them, while managers have people who work for them.  I have had personal experience with both.  The very nature of the person that would be person up front can well be defined as having one of these two styles.  The issue is there are few that would characterize themselves as leaders and in doing so their influence in making positive change is severely limited. The primal cause of this situation is the church, in its efforts to be relevant in today’s society is trying to emulate the societies norms.  Managers are good enough. Any church, no matter how large or small must find and build up leaders; managers are not enough to make a real lasting difference in the church.  It is a good thing if the person of influence holds both characteristics if leadership and management, but settling for the latter is a shame.

Leadership is about getting people to understand and believe in a vision and to work with the people to achieve visionary goals while managing is more about administering and making sure the day-to-day things are happening as they should.

I know that a plethora of materials and data exist on personality assessments and characteristics.  And I have discovered many great sources.  There is a common tread to most of them.  There are some distinctive traits that make up a strong leader.

1. Leaders believe they are leaders: I have seen leadership become management just because of the lack of self-confidence. It is easier to minimize risk than to take one.  It is easier to do a thing right than to do the right thing.  It is easier to be reactive than proactive. It is easier to set plans around constraints, than to set direction and lead toward that direction.  Leaders have an inward confidence in what they are and what they can accomplish.
2. Leaders make a difference through vision. Leaders have a vision, believe in that vision, and know that vision will make a positive impact. Leaders know where the church is and where the leader wants the church to be.   A leader goes out and enrolls the body in charting a path for the future. The capacity to imagine and articulate exciting future possibilities is a defining competence of a leader.   If the church can’t see a leader’s vision, there is little hope in them following. The leader must be confident in himself.  A leader must believe in leadership.
3. Honesty & Integrity: are crucial to move people to believe you and buy in to the journey you are taking them on. What does it take for others to believe in a leader?    It has been said many times, and it bears repeating again.  In these times when even those in the church are becoming more and more cynical about leadership and institutions, it has never been a more important than the character of the leader is believable.  The church must know what the leader has committed himself to do and be.  They must know and see what the leader values.  If the leader of a church values only that the bills are paid and the grass is mowed, there is little value to the larger picture or the greater vision. Either lead by example or don’t lead at all.  Leaders have to keep their promises and become role models for their vision, values and actions.
4. Inspiration: The church needs to be stirred. A leader no matter how well trained and gifted, no leader ever accomplished anything extraordinary without the talent and support of others. Going out on a great visionary journey without others is nothing more than walk around the block.  Leadership is a team sport and for your team to be all they can be each must understand their role in the bigger picture.   They have to be inspired in more than just a destination but are enthused by their part in the journey. Managers are all about work to be done, leaders only about leading people through vision.
5. Trust: If you can’t do it alone and rely on others, what is needed to make the vision happen?   Trust is the social glue that holds individuals and groups together. It is directly proportional between the level of trust and influence.  A leader has to earn trust of any one is to follow.  The leader must give trust before expecting any in return. A large part of this trust is based upon honest and complete communication. Keeping the team informed of the journey, where you are, where you are heading and share any roadblocks you may encounter along the way is the best way to earn trust.
6. Challenge: Exemplary leaders, the kind of which people want to follow, are always associated with changing the status quo. Great achievements don’t happen when things are kept the same.  Change invariable involves challenge, and challenge test everyone.  Change introduces everyone in the church to examine themselves inwardly.  It brings each member face to face with their personal level of commitment.  It forces each to dig deep into personal values and belief. Change changes everyone.  The goal of a manager is toward stability and for a leader is change.
7. It is a matter of the heart: Leaders who love their followers are great leaders. Leaders that have empathy for follower’s pain are followed. Leaders make others feel important and are gracious in showing appreciation. Love is the motivation that energizes leaders to give so much to the vision and those following the vision.  Managers see the flock as subordinates and leaders as fellow followers of the vision. Managers are motivated by the head and a leader by the heart. The wonder of it all is that leadership, great leadership, driven by first and last by love.

What do you think?  Add a comment.