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Administrative Leaders
Some effective leaders would be called administrative or operational leaders.
These people are often effective at several things.
- They seem to intuitively select the right people. These leaders have a gift at selecting, training and releasing the right people to do ministry.
- They tend to build good systems. Administrative leaders build systems with clear guidelines and expectations. They set necessary accountability to make sure there is proper follow through.
- They cover the details. While a visionary leader may overlook details, administrative leaders dot the “I’s and cross the “T’s”.
Some of the challenges administrative leaders occasionally have include:
- Focusing on the task more than people. These leaders often believe the end goal is no matter the relational cost.
- Micro-managing others. Because these leaders care so much about the end product, they often hover over others and frustrate those they work with.
- Forget the relational end of ministry. Without meaning to, administrative leaders can obsess details and overlook caring for people.
What are your thoughts?
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Do the areas that you have covered in this section on leadership this week cross pollinate? That is to say is someone definitely one thing or another or do we have variants of each area? Just wonder thoughts because I see pieces of myself in a couple of these areas.
well now, what does it mean that i am def a relational leader but I have the positive tendencies of an admin leader? I guess I am maybe more balanced because of my relational bent. That’s a weird mix. I am officially odd.
Three things that I believe to be so key to overall success of an organization are captured here: selecting the right people, a good system, and covering the details. With a combination of this and that of a visionary leader, the sky is the limit. However, I’m not disregarding the other types (all have the ability for greatness). Craig, what is a good leadership book that captures the skills of an administrative leader? Thanks for your time.
Sometimes I wish I were more of an administrative leader, I guess I need to find one to work with me!
Heady, while theoretically you are right about the sky being the limit with a combination of visionary and administrative, very often that combination will lead to a huge wake of devastation. Usually 2,3 leaders will be most effective when they reach 50-60 because of the temperance, consistency, and wisdom they gain. (usually at the cost of those around them previously and unintentionally.) I am a 30 year old that fits the 2,3 mould. I often have people that are so excited to have me in get involved with their ministry but then get frustrated that I want to push the envelope. I have learned that this is my problem not theirs, and realize that in the end of it all, this is all about the glory of God, and that He really doesn’t need me, but it’s for my benefit that He does.
Shoot Nyxll, I think you’re my twin separated at birth (only I’m older). I’d like to hear more about your situation.
Thanks Nyxll for the feedback.
I am so encouraged and challenged by the humility of so many posters - willing to admit faults and see ministry life from other perspectives.
we each have our “filter” that we screw onto our “lense” about life and ministry, and it effects the way we see every person, process, principle and priority. we have to choose if we will be critical of others with different filters or if we will invite them to come alongside us, inspect our perspective and provide a broader array of understanding to our leadership.
for instance, as primarily a relational visionary, I can either criticize those with “administrative” filters as being too task-oriented and not caring about people or I can invite them to help me carry out the details of the vision God has given us with attention to details and a pursuit of excellence.
Craig’s first two sets of 10 questions from early September provide a great framework to put on a particular filter. the “general” questions provide a “visionary filter” and the “staff” questions help you put on a “relational filter”
craig - that makes me wonder if you could come up with two more sets of 10 questions - one that helps us take an “administrative” look at things and the other for an “innovative” perspective. maybe your readers could help you develop the lists (I wouldn’t want to be guilty of giving you work to do!)
I work for the described leader above. Your observations are right on. I actually like working along side this style of leader because my leadership is just the opposite. I am the relational leader. I see the big picture, but end up missing or not even noticing some of the details because I am busy taking care of the needs of the people and bringing them along in the vision.
So, I must say that it is not a bad thing at all having different styles of leadership on your team. Although at times my inattention to detail can drive him crazy, my attention to relationships makes up for his drive. The opposite is just as true.
This is so not me in so many ways but I do want to be better in this area
Thank the Lord you wrote this! I just realized I’ve been people pleasing and people-fearing by not setting clear guidelines…i’ve just feared pushing them away. But oh that’s a problem. I’m soo glad i’ve been shown that!