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Many leaders do not understand that when they agree to lead, manage or supervise others they are entering into an implicit contract. That contract or expectation is that they will lead from personal health, create a healthy culture, empower those they lead, provide clarity and alignment and deal with the barriers (people or otherwise) that prevent their staff from becoming all they can be.
This implicit contract means that our highest priority must be our team and what it will take for the team to be successful. Our own priorities come after this priority. It is no longer about me but it is now about us. When leaders do not understand the implicit leadership contract and attend to it, their leadership suffers and eventually they lose the confidence of their team and their job is at risk. It is one of the reasons some pastors are eventually moved on by their board. The leadership contract was forgotten or ignored.
A key component of that contract is that we will lead from personal health: Spiritual, emotional and relational. Our health or dishealth in these areas will invariably spill over into our professional lives and leadership. How healthy I am as an individual has a very real impact on my staff and my leadership - and yours.
Another component of that contract is that we will help the team accomplish something of significance for the Kingdom. No one wants to waste their lives or squander their gifts. All too often, good staff move on because their leader has not brokered a vision worth pursuing, brought the team into alignment around common purposes or ensured that we are going somewhere significant together. None of this is easy and it is often ignored but when it is, the leadership contract has been broken.
That contract includes giving our staff a voice in matters, leading in a collegial and collaborative style, helping staff get into their sweet spot and lane and creating a transformational staff culture. When ministry staff live and work in a toxic culture or one with significant dysfunction the contract is not being fulfilled.
If we lead anyone you have a leadership contract, spoken or unspoken and those we lead have expectations that matter. We do not deserve to lead if we are unwilling to fulfill that contract. On the other hand, when we do we earn the respect and appreciation of staff who desire to become all that they can be and accomplish something of significance.
All of T.J. Addington's books including his latest, Deep Influence, are available from the author for the lowest prices and a $2.00 per book discount on orders of ten or more.
This implicit contract means that our highest priority must be our team and what it will take for the team to be successful. Our own priorities come after this priority. It is no longer about me but it is now about us. When leaders do not understand the implicit leadership contract and attend to it, their leadership suffers and eventually they lose the confidence of their team and their job is at risk. It is one of the reasons some pastors are eventually moved on by their board. The leadership contract was forgotten or ignored.
A key component of that contract is that we will lead from personal health: Spiritual, emotional and relational. Our health or dishealth in these areas will invariably spill over into our professional lives and leadership. How healthy I am as an individual has a very real impact on my staff and my leadership - and yours.
Another component of that contract is that we will help the team accomplish something of significance for the Kingdom. No one wants to waste their lives or squander their gifts. All too often, good staff move on because their leader has not brokered a vision worth pursuing, brought the team into alignment around common purposes or ensured that we are going somewhere significant together. None of this is easy and it is often ignored but when it is, the leadership contract has been broken.
That contract includes giving our staff a voice in matters, leading in a collegial and collaborative style, helping staff get into their sweet spot and lane and creating a transformational staff culture. When ministry staff live and work in a toxic culture or one with significant dysfunction the contract is not being fulfilled.
If we lead anyone you have a leadership contract, spoken or unspoken and those we lead have expectations that matter. We do not deserve to lead if we are unwilling to fulfill that contract. On the other hand, when we do we earn the respect and appreciation of staff who desire to become all that they can be and accomplish something of significance.
All of T.J. Addington's books including his latest, Deep Influence, are available from the author for the lowest prices and a $2.00 per book discount on orders of ten or more.
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About Us
TJ Addington
Addington Consulting
847 Hampstead Ln
Murfreesboro, TN 37129
- 6158401676