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Developing Leaders from Within Nonpr...

Ronk, Christopher Lyn,

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Developing Leaders from Within Nonprofit Ministry Organizations Through a Culture of Succession Planning /

Record Type:	Electronic resources : Monograph/item
Title/Author:	Developing Leaders from Within Nonprofit Ministry Organizations Through a Culture of Succession Planning // Christopher Lyn Ronk.
Author:	Ronk, Christopher Lyn,
Description:	1 electronic resource (112 pages)
Notes:	Source: Dissertations Abstracts International, Volume: 82-05, Section: A.
Contained By:	Dissertations Abstracts International82-05A.
Subject:	Clergy. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27830319
ISBN:	9798678169594

Developing Leaders from Within Nonprofit Ministry Organizations Through a Culture of Succession Planning /
Ronk, Christopher Lyn,

Developing Leaders from Within Nonprofit Ministry Organizations Through a Culture of Succession Planning /Christopher Lyn Ronk. - 1 electronic resource (112 pages)

Source: Dissertations Abstracts International, Volume: 82-05, Section: A.

Nonprofit ministry organizations often lack a formal process of selecting and grooming future leaders despite the growing need for leaders in this sector. This problem was examined using a basic qualitative research approach. The sample consisted of seven experienced ministry leaders who had working knowledge of multiple successions within the ministry context. Participants were asked to share their experiences and perceptions related to the central research question: What do nonprofit ministry leaders believe to be the most effective ways to select and develop new (future) leaders from within their organizations? The study followed a conceptual framework that combined the culture of succession management theory with the skills approach theory of leadership. A qualitative coding strategy was used to identify themes from the participant responses which were used to develop rich descriptions related to the central research question as well as the subquestions. The findings revealed that succession planning should be embedded into an organization's culture in order to maximize the copious benefits of succession-related activities. The study also confirmed that numerous barriers exist that prevent most nonprofit ministry organizations from actively engaging in succession planning. Participants identified key skills necessary for ministry leadership and believed that ministries should strategically develop internal candidates with these skills so they will be prepared for future promotions. Based on participant responses and existing literature, best practices for producing this form of leadership pipeline include mentoring, job rotations, hands-on experiences, and individualized development plans.

English

ISBN: 9798678169594Subjects--Topical Terms:

2144876
Clergy.
Subjects--Index Terms:

Internal recruitment

Developing Leaders from Within Nonprofit Ministry Organizations Through a Culture of Succession Planning /
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520 $a Nonprofit ministry organizations often lack a formal process of selecting and grooming future leaders despite the growing need for leaders in this sector. This problem was examined using a basic qualitative research approach. The sample consisted of seven experienced ministry leaders who had working knowledge of multiple successions within the ministry context. Participants were asked to share their experiences and perceptions related to the central research question: What do nonprofit ministry leaders believe to be the most effective ways to select and develop new (future) leaders from within their organizations? The study followed a conceptual framework that combined the culture of succession management theory with the skills approach theory of leadership. A qualitative coding strategy was used to identify themes from the participant responses which were used to develop rich descriptions related to the central research question as well as the subquestions. The findings revealed that succession planning should be embedded into an organization's culture in order to maximize the copious benefits of succession-related activities. The study also confirmed that numerous barriers exist that prevent most nonprofit ministry organizations from actively engaging in succession planning. Participants identified key skills necessary for ministry leadership and believed that ministries should strategically develop internal candidates with these skills so they will be prepared for future promotions. Based on participant responses and existing literature, best practices for producing this form of leadership pipeline include mentoring, job rotations, hands-on experiences, and individualized development plans.
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