It would seem that any organization should value the kind of leadership that steps up and solves problems, but that doesn’t guarantee that our overtures are always well received.

In retrospect, I’ve been spoiled in working with Power to Change. My director has provided all the leadership challenges that a young leader would want, as well as the support and encouragement to contribute significantly to finding solutions.

In my experience, at least 4 things are crucial in the building of organizations that raise up young, action-oriented leaders:

1. An organizational culture that values progress and mission more than hierarchy. Are we creating a culture that makes room for young leaders to tackle significant problems?

2. An organizational culture that listens to emerging voices. Not just open to their voices, but creating spaces for those voices to be heard.

3. Training for emerging leaders in the 360 degree leadership. Another helpful talk from Bill Hybels years back helped me understand how to use my leadership influence wisely to influence those below me, but also how to thoughtfully engage my peers and leaders. Not that I’ve always been so thoughtful or sensitive, but the thinking behind this was helpful!

4. Senior leaders who actively look for younger leaders that they can platform through conferences, leadership opportunities, working groups, etc.  Working in Quebec in my first couple years with Power to Change, I’ve loved the opportunities that I’ve had to forge international partnerships, to represent our ministry abroad at conferences and working groups, and to have my voice heard on a variety of subjects (many of which I’m not sure I contributed significantly, but I grew through the engagement).

What about you?  How does your organization encourage or discourage young leaders? What would you add to the list?

ps. Here is a great link to a summary of John Maxwell’s 360 leader book.