Course summary

Well done on completing this course. Here is a summary of the key ideas from the course. We encourage you to discuss what you have learnt with your team.

Critical characteristics of a healthy organisation:

1. Culture of succession

Each generation have these three things and you must address them:

• Responsibilities/Roles- The younger generation has their hands on the work, they are responsible for the daily work. The older generations’ focus is on the next generation who is doing the work, caring for them, coaching them.
• Needs- The older generation need relevance, care, security, opportunities to feel engaged. The younger generation need empowerment, trust, freedom to explore responsibilities.
• Fears- The older generation fear what they have built will be quickly discarded, they are afraid that they will have no meaning, no relevance no identity. The younger generation fear of the older generation not giving up control. They are afraid that they will never be given freedom or trust. They are also afraid that they might fail.

2. Culture of empowerment

Empowerment=Ownership

The seven essentials of sharing power with others are:

• Give power away
• Facilitate decision-making authority
• Develop competence
• Assign critical tasks
• Stretch them
• Offer visible support
• Believe in your people

3. Culture of accountability

Healthy leaders choose accountability. An unaccountable leader is a dangerous leader.
Specific areas of integrity:

• Integrity of word
• Integrity of motive
• Integrity of finance
• Integrity of organisation
• Integrity of doctrine
• Integrity of decisions regarding the community
• Integrity of relationships
• Integrity of accountability

4. Culture of learning and innovation

A healthy organisation keeps up with a constantly changing environment. It values continuous learning, innovation, growth, times of reflection, questions, and challenges. It prioritises prayer, emphasising humility, learn from successes and mistakes and faces the reality about its current relevance and impact.

5. Culture of leader care

A healthy Christian organisation will not only prioritise the development and empowerment of its people, but also their care. And this care must include the leaders themselves!

Leaders guide questions:

• Regarding succession, what responsibilities, needs, and fears need to be addressed in your organisation?
• How will you practically empower the next generation in your organisation?
• What structure do you have in place for accountability? How can this be improved?
• To what extent is your organisation a learning organisation? How can you grow in this area?
• What mechanisms of leader care already exist in your organisation and how can they be strengthened?