Leadership Class: Leading Others to Overcome Their Fears
 
There is such a joy that comes when we watch others grow in their potential.  In order for us to maximize others growth potential we need to believe for a culture that will cause others to feel free to make mistakes on the way to success.

Setting the Culture
 
Each group, class, work environment etc has its own culture that is a set of shared attitudes, values, goals, and practices that characterizes a company or corporation (Merriam-Webster Dictionary).  As leaders of any such group (including our families) we are responsible for setting the culture and atmosphere.  We can enlarge our vision to enable learners to learn.  With intention we can determine to set up parameters within our groups to help people overcome their fears.
 
Leaders influence groups whether they are actively functioning in that specific position  or not.  For example, let us set up a scenario where Sue is the Worship Team leader.  She is excellent at her job—bringing the church into an atmosphere of expressing their devotion to the Lord during the Sunday morning service.   Mary is new to the church and she was part of the worship team in her last church.  No one knows Mary’s gift, as yet.  Mary watches Sue lead, so she knows that Sue is the worship team leader.  Mary is a bit unsure if she wants to join the team so she watches Sue interact with the team members before and after the service.  She overhears Sue encourage Mike who had missed his lead in drum solo that morning telling him she was sure he would get it right next time (after all new babies can take a lot of getting used to!).  Mary overheard the Linda telling the other singer that she was glad Sue took the time to help her learn her difficult alto part, because she was finally able to “get it”.   Later in the week Mary attended a baby shower and listened while Sue discusses her team with another woman.  Mary heard Sue speaking positive words about her team.  What was Mary discovering?  This worship team was a place where she didn’t have to be perfect.  Where she could expect to be encouraged to grow, but where the whole person was considered, not just their gift.  What Mary was looking for was a safe place to learn.  If Sue had the patience to work with those who were already on the team, then perhaps Mary could risk her patience for a newcomer. Later that week Mary set up an appointment to meet with Sue about joining the Worship Team.
 
Excellent Leaders remember:

• It’s not about them; it’s about God and His kingdom.    
• They used to be novices.
• They had to learn their skills.
• They weren’t skilled at one time.
• Not all people learn at the same rate.
• Communicate in several ways what they expect.
• Communicate early enough the expectations; in case they don’t get it the first time, there is time to make adjustments.
• Communicate in the language level of the people (i.e. if they are new believers translate the “church lingo”)
• It’s important to set an atmosphere of safety: physical, emotional and spiritual
• Conflicts will be resolved according to Biblical pattern
• The people they are leading may grow past their own skills.
• Consistency in attitude, plans and patterns help create safety.  People feel safe when they know what they can expect.
• To incorporate margins of time, money and emotional grace when the group (or  individuals) is learning new things
• To lead in faith, not fear or frustration

Leaders who have learned to apply grace in their own arenas of fear are more easily able to pass that on to their group members. Let’s be courageous leaders and face our fears, walking in liberty and freedom from them on behalf of ourselves and others.