The Danger of Learning without Growth
In the ever-evolving landscape of ministry and church leadership, the ability to adapt and grow is crucial. As Christian leaders, we're called not just to maintain the status quo, but to continually develop ourselves and our organizations to better serve God's purposes. One powerful concept that can revolutionize our approach to leadership development is the idea of intentional change.
Intentional change goes beyond simply acquiring new information. It involves a deliberate process of transforming our behaviors, attitudes, and ways of thinking. In the context of leadership, intentional change is about consciously deciding to modify our leadership practices and then taking concrete steps to make those changes a reality (Boyatzis, 2008).
The Difference Between Learning and Development
To truly grasp the importance of intentional change, we need to understand the distinction between learning and development:
Learning involves acquiring new information or skills. It's about adding, modifying, or subtracting from our knowledge base.
Development, on the other hand, represents a measurable change in how we assess and respond to situations. It's about transforming our thought processes and behaviors (Abuiyada, 2018; Darling-Hammond et al., 2020).
As Christian leaders, we often focus on learning — attending conferences, reading books, or listening to podcasts. While these are valuable, true leadership growth occurs when we intentionally apply what we've learned to develop new, sustained ways of thinking and acting.
The Role of Intention in Change
Research has shown that individuals can engage in learning activities without any real intention to change their behavior (Boyatzis, 2008). And we know, by experience, that it’s very possible to learn something new without actually changing how we act. We attend a workshop, get excited about new ideas, but then return to our ministries and continue with business as usual. Our behaviors, actions, and approaches to ministry often see no real change and no real growth.
True development, however, requires more than just exposure to new information. It demands a conscious decision to change, followed by intentional effort to implement that change in our leadership practices. It’s possible to take a class, join a lecture, earn a degree and, without an intention to change behavior, see no real growth from the experience (Boyatzis, 2008, p. 301). We may learn new knowledge without developing new, sustained ways of thinking (Boyatzis, 2006; Boyatzis, 2008).
Applying Intentional Change in Christian Leadership
So how can we, as Christian leaders, harness the power of intentional change? Here are some practical steps:
Self-Reflection and Assessment: Begin by honestly assessing your current leadership practices. What are your strengths? Where do you see room for growth? How well do your actions align with biblical principles of leadership? Where do you desire growth?
Set Clear Development Goals: Based on your assessment, set specific, measurable goals for your leadership development. These might include improving your communication skills, developing a more collaborative leadership style, or enhancing your ability to mentor others.
Create an Action Plan: For each goal, create a concrete plan of action. What steps will you take to develop in this area? What resources will you need? How will you measure progress?
Seek Accountability: Share your goals and plans with a trusted friend, colleague, mentor, or leadership team. Ask them to hold you accountable and provide feedback on your progress.
Practice Intentional Application: When you learn new leadership concepts or skills, immediately look for ways to apply them in your ministry context. Don't just file the information away — intentionally put it into practice so that learning can become development.
Reflect and Adjust: Regularly reflect on your progress. What's working well? What challenges are you facing? Be willing to adjust your approach as needed.
A Biblical Perspective on Intentional Change
The concept of intentional change aligns with Biblical teachings. The Apostle Paul exhorts us to "be transformed by the renewing of your mind" (Romans 12:2). This transformation doesn't happen passively — it requires our active participation and intention.
Moreover, throughout Scripture, we see examples of leaders who intentionally changed their practices in response to God's guidance. Moses adapted his leadership style on the advice of his father-in-law (Exodus 18). David continually sought God's direction and adjusted his actions accordingly. Even Jesus, though perfect, demonstrated a process of growth and development in His human nature (Luke 2:52). Each of these moments involved development and not merely learning.
As Christian leaders, we're called to a journey of continual growth and development. By embracing the power of intentional change, we can move beyond merely accumulating knowledge to truly transforming our leadership practices. This not only enhances our effectiveness as leaders but also allows us to more fully reflect Christ's character in our ministries.
References
Abuiyada, R. (2018). Traditional development theories have failed to address the needs of the majority of people at grassroots levels with reference to GAD. International Journal of Business and Social Science, 9(9).
Boyatzis, R. E. (2006). An overview of intentional change from a complexity perspective. Journal of Management Development, 25(7), 607-623.
Boyatzis, R. E. (2008). Leadership development from a complexity perspective. Consulting Psychology Journal: Practice and Research, 60(4), 298-313.
Darling-Hammond, L., Flook, L., Cook-Harvey, C., Barron, B., & Osher, D. (2020). Implications for educational practice of the science of learning and development. Applied Developmental Science, 24(2), 97-140.
Knowles, M. S., Holton, E. F., Swanson, R. A., & Robinson, P. A. (2020). The adult learner: The definitive classic in adult education and human resource development (9th ed.). Routledge.
