Today I want to talk to you about how to design steps of development. So, let’s take a look.
Often, when we think about development of a new leader, it seems like a monumental task. Both to us and to the leader. After all, this is more like a giant leap and in the past we may have trained in such a way that we are putting a wall in front of people and asking them to do a pull-up in order to stand up on top of mastery.
However, if we think of development as incremental steps it becomes much more attainable. New leaders have tangible next steps they can follow and they can see progress as it leads to mastery and development. There may be five steps or ten steps depending on the level of complexity, but the point is to break down the development experience into smaller, actionable steps.
For example, you may be developing a new small group leader and the first step is simply to observe a seasoned leader. In step two, that seasoned leader may now invite that person to show up to group with an ice breaker or a question or two that they have for the group. In step three, the seasoned leader and the new leader share in the leading small group experience. Then in step four, the new leader may lead most of the meeting and the old seasoned leader steps in occasionally. In step five, the new leader takes on the full role and the seasoned leader just observes. They are there to give feedback once it’s over. Now this person has attained some new level of mastery and competency in leading a group.
Now that you know how to design the steps of development. What are you going to do about it?