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Paul Reich, of Living Faith Bible College, led an interactive session on leadership development at the 2012 FCA Canada Convention, prompting discussion on strategies to better equip current leaders for greater ministry effectiveness. Recognizing that leadership is a lifelong process, members shared ideas on how to better equip leaders not just to sustain, but to grow and expand the Kingdom within FCA and beyond.
About UsThe Fellowship of Christian Assemblies is a family of ministers and ministries connecting to advance God's Kingdom by the power of the Holy Spirit through the local church. The articles on this blog are meant to help equip and empower ministers to advance God’s Kingdom in leadership, ministry, and missions. To begin discussions on how the WSA leadership development programcan enable your Top Management team, contact WSA today.
By improving leadership skills and applying them to specific organizational change challenges, WSA has been able to achieve an exceptionally high rate of success in assisting organizations to achieve successful implementation of improvement in organizational competence and performance.
An organizational change challenge needed as lab work for application of the skills taught in the leadership development program. The energy, focus and leadership of your top management are critical success factors for successful organizational change. WSA has been offering this unique approach to Leadership Development for more than twenty-five years with thousands of managers and leaders across the globe. The program typically includes seven formal one-day modules offered over seven months, along with a wide variety of supporting informal learning activities and on-the-job applications between the instructional modules. Companies sponsor this program when they have a cadre of leaders that they wish to develop, and would also like their development to be immediately applied in the work environment, addressing organizational needs. The business and economic climate is more challenging today than ever before and not likely to get any easier. Knowledge workers require a different way of being managed, and respond to a different type of leadership. Leadership and management skills are among the most critical resources for facing these challenges. This program has been designed for individuals who have significant management or leadership responsibilities. For smaller organizations, the program is best suited to Presidents, Vice Presidents and Directors. Availability of one-on-one personal mentoring or coaching for any participants in need of extra support.
Develop leadership and management skills to complement the technical competence of your organization. Increase the leadership bench strength your organization will need to continue its success in the future. Solve some of your company’s persistent problems as program participants apply the program elements to real-time company situations under the guidance of the group consultant. Develop strong learning teams (functional or cross-functional team building) for companies that choose to send a learning team. Give your next generation of leaders the skills they need to help prepare your company for the challenges that lie ahead.
This program contains a number of elements designed to provide fully integrated, self-reinforcing learning experiences.
The integrating vehicle for the program are the seven one-day facilitated sessions delivered in an action learning (workshop) style. The sessions evolve in complexity as the leadership model is developed through the program. To ensure that learning is highly interactive, a maximum of 30 participants may be enrolled in a program. In addition to the highly developed program content, each group applies the content through real-time organizational issues and problems. In addition to the information required for the workshops, other related materials are included as well for reference.

To help ensure application of the concepts and skills developed in the program, learning teams are formed to reinforce personal action plans and on-the-job applications. Learning teams may represent existing segments of the organization, or they may be designed as cross-functional teams. If learning teams are not pre-set, then the group will be divided into different teams each module, to further reinforce the cross-functional learning opportunities presented through the program design. Before, during and after the program feedback sessions are offered to the managers of the participants and to the senior executives of the sponsoring organization. Because this program is conducted over seven months with multiple experiences to tie the learning together the program can focus on real-time action learning and implementation issues. First, each participant maintains a personal Action Planner that serves as the glue between the sessions. Second, learning teams are created and used to identify and apply real-time work issues through collective action. Third, assignments are given to both individuals and learning teams for real-time work applications between the learning sessions. The team development module builds universal team building competence, and may also be designed around specific real-time teams under development or in need of enhancement. To begin discussions on how the WSA leadership development program can enable your Top Management team, Click Here to Contact WSA Today. The Kay Leadership Academy works to build solid people engagement, self-development and leadership skills in budding everyday leaders.
1) Systematically break-down the leadership skill sets that are required to effectively deal with people. 2) We will bring you the mindset of others and show you that most people have very similar fears and apprehensions of leading teams. 3) Having brought to you an understanding of leadership skills and the apprehensions of other people, we will then provide you with tools, tips and techniques that will slowly help build your own capabilities and confidence. 4) Lastly, we will continue to engage with you to see how your development is coming along. What is your church currently doing to develop leaders in the areas of grassroots leaders, overseers and supervisors, vocational leadership, regional leadership, national leadership?
What strategies do you currently use for raising up emerging leaders (include relational (mentoring, coaching, etc.), experiential (internships, opportunities for ministry experience) and instructional ( skill training, courses, etc.) strategies? If spiritual leadership is “bringing people onto God’s agenda, what spiritual traits principles, practices, and skills are essential for emerging leaders to develop in order to do that effectively?
What leadership and management knowledge and skills are essential for vocational Christian leaders? What other knowledge and skills do you believe are essential for vocational Christian leaders? To be more strategic and effective in reaching our nation and world for Christ, what new knowledge and skills would current and emerging leaders need to develop? What types of strategic partnerships within the fellowship would greatly increase our effectiveness for intentionally developing emerging leaders (between churches, church-based discipleship schools, Living Faith Bible College, other organizations, etc.)? How can Living Faith Bible College better help the local church with leadership development? What additional insights or suggestions do you have that would benefit leadership development in the FCA? Specific, targeted organizational change challenges create the learning lab for application of the skills being taught. A well developed leadership development program acts as a catalytic force to drive the success of any leadership team wishing to achieve substantial improvements in organizational performance.
Validated in use by small and large companies alike, the program enhances the skills of active leaders and managers while developing organizational competence through the real-time problem-solving exercises built into the program design.
While the overall content is based on a validated development model, both content and application are customized to meet the unique needs of your organization.

This model is particularly effective during times of organizational growth, organizational change, or in response to significant shifts in the external market or business environment. This may include functional (departmental) management responsibilities, cross-functional team responsibilities or other similar leadership roles. The following is a brief description the core program elements included in this total learning experience. These sessions are typically held one month apart, and are all conducted personally by Seasoned WSA consultants. A detailed description of the program content is provided in subsequent sections of this brochure.
The participants receive a valuable set of resource materials that can be used in many aspects of their work. Sometimes they are selected to address a particular organizational challenge, or address common customer issues.
Individuals may call for personal discussion or coaching, or share materials for feedback via fax or email.
These sessions include ways to enhance the learning and application of each of the participants, and also provide feedback regarding any organizational issues or opportunities that are identified in the program. This action planner is used to record both personal notes and plans at key points in every workshop session. The class becomes a fully integrated real-work action laboratory in which ideas and activities are developed in the workshop, tried out on-the-job, and feedback is provided both between sessions and in the next formal workshop experience. Recent research has validated the primal nature of emotional intelligence as fundamental to successful leadership. Performance management has been proven to be the single most highly leveraged system for increasing individual productivity and organizational performance. Leadership skills in developing a vision, setting strategy and guiding large scale organizational change to achieve that vision are included in this higher level segment of the program.
At Kay, your leadership development capabilities will be systematically guided.  This will be done through materials strategically dripped into your e-mailbox, which you can browse at your own pace. We do this by sending you articles, stories and related current news that will gradually help you internalize leadership concepts.
You will have the opportunity to present to us your progress, ask questions and interact with others who are also in the program. WSA has developed the program and implemented it successfully with executives at all levels throughout North and South America, Europe and the Middle East. Examples have included performance management systems, continuous improvement systems, development of organizational culture, customer feedback and satisfaction systems, implementation of major change initiatives, implementation of enterprise-wide software systems, etc.
They have been validated and continuously refined over a twenty-five year period, applied with more than five hundred corporations throughout North America and Europe, and used directly by more than 20,000 managers and leaders. This section helps the participants examine their personal and interpersonal leadership styles and develop additional skills and tools for their leadership roles.
Content in these modules includes setting expectations, developing performance measures, providing feedback, coaching and counseling, and conducting reviews that enhance performance.
Other topics may also include project management, continuous improvement, or creating a customer-focused organizational culture.
In this phase it all comes together circle and you can fine tune the skills that you have developed.
Regardless of the specific content, the flow of the modules reflects the expanding circles of competence required by managers and leaders.

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leadership development conference 2013

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