On the Job Development

Managers are more involved in the how-to, the short term, and the bottom line, while leaders must have vision, mission, strategic intent and dreams.

There are many ways and opportunities to help people develop their career.  These actions can be divided into five broad categories and each category is a distinctive leadership role that corresponds to a different stage of the career development process.  These roles are facilitator, appraiser, forecaster, adviser, and enabler.  Caela Farren shared these and I have summarized some of what those roles look like below:

•  facilitator: helps people identify their gifts and passion, understand their personality type and relate their gifts to calling and ministry
• appraiser: provides candid feedback on performance and reputation; clarifies standards and expectations; listens to people's self-assessment, frustrations and hopes; relates performance to goals; suggests specific actions to improve
• forecaster: points out emerging trends and new developments, provides new opportunities, indicates new directions, understands cultural and spiritual realities
• advisor: identifies possibilities in relation to the individual's gifts, experience and performance; points out obstacles; provides support
• enabler: develops detailed plans, arranges useful contacts, establishes networks, identifies resources

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