1. Strengthening Christian Schools November 2014 Dr. Erik Hoekstra

3. If we start with a simple definition of a ‘leader’ as “someone with followers”—what are the characteristics which a follower might want to see in a leader?   

4.  The dominant paradigm in leadership has not been ‘humility friendly’ in the past 50 years  Humility has a definitional problem  Humility doesn’t ‘sell well’ at least not as a pickup line  Servant Leadership, Level 5 Leadership, Transformational Leadership are all concepts with relatively strong doses of ‘humility’ thrown in  It is a sad commentary on Christian leadership theory that we haven’t made a differentiated leadership theory based on appropriate humility in leadership

6.  It is very difficult to get at humility directly  Organizational hierarchy has a gravitational pull away from the conditions which make humility grow  It is like brain surgery—very difficult to do it yourself  It is like making diamonds—small doses of pressure consistently over many years is the best method  It is most needed by those who find it the most difficult to develop it  In settings with individual senior administrators (and volunteer boards) the refinement process for humility can be very challenging

7. An appropriate self-awareness that avoids thinking too highly of ourselves, blended with a healthy self-respect that avoids thinking too little of ourselves—allowing us to realistically assess our own accomplishments while continuing the pursuit of our own personal development.

8.  Recognition—”I make mistakes”  Response—”I need your patience”  Result—Authenticity  Why is this difficult?  What happens when it is missing?

9.  Recognition—“I was wrong”  Response— ”I need your forgiveness” I am sorry, will you forgive me?  Result—Reconciliation  Why is this difficult?  What happens when it is missing?

10.  Recognition—”I don’t know”  Response—”I need your ideas”  Result—Innovation  Why is this difficult?  What happens when it is missing?

11.  Recognition—”I can’t do it all”  Response—”I need your talents”  Result—Work/Life Balance  Why is this difficult?  What happens when it is missing?

12.  Recognition—”I’m not here for me”  Response—”I need your collaboration”  Result—Talent Development  Why is this difficult?  What happens when it is missing?

13.  Commitment to Growth & Development ◦ Journaling  Accountability ◦ Personal Board of Directors ◦ Spouse, Peers, Outsiders ◦ Culture of Accountability  Feedback ◦ 360 ̊ survey instruments (developmental, non-evaluative) ◦ Safe environment for informal feedback ◦ Trolling for Feedback  Importance of Questions & Listening

14. Philippians 2: 1 – 7 So if there is any encouragement in Christ, any comfort from love, any participation in the Spirit, any affection and sympathy, complete my joy by being of the same mind, having the same love, being in full accord and of one mind. Do nothing from selfish ambition or conceit, but in humility count others more significant than yourselves. Let each of you look not only to his own interests, but also to the interests of others. Have this mind among yourselves, which is yours in Christ Jesus, who, though he was in the form of God, did not count equality with God a thing to be grasped, but emptied himself, by taking the form of a servant, being born in the likeness of men.