The Leadership Scale – 如何評斷領導力

In 2013 and 2014, there’s been a lot of talk about leadership, especially around Aroma. We’re growing almost more quickly than we can handle, and so we’re looking for new ways to discover leaders, assess them, train them, encourage them, etc. Dorothy might say we’re not in Kansas anymore. I say Aroma’s not 5 people sitting on a couch trying to find out what God wants next. To be honest, it’s bigger than I can handle, and that’s scary. But, it’s not too big for God to handle, and that’s invigorating.

At Aroma, we’re continually looking for new ways to affirm what God is doing in people’s lives and walk with them as they blossom into all that God’s called them to be. But, we’ve also had a lot of questions about our leadership process. Here’s an outline of how we want to handle the move towards leadership in areas of our coffee shop, church, and missions training center.

Here are different levels of leadership as broken down by coffee shop/church/missions:

  1. Friends/Attendees/Teams: These people show up and do a lot of receiving while here.
  2. Part-Time Workers/Helpers/Interns: These people dive right into helping with different aspects of Aroma.
  3. Workers/Leaders/Residents: These people have an increased responsibility for a particular area of Aroma. They may have part-time workers, helpers, or interns that work under them to get the job done, but they have some planning and preparation that needs to be done pre/post events and some medium, to long-range planning for that area.
  4. Managers/Directors/Assistant Site Coordinators: These people are responsible for a particular department, including short, medium, and long-term planning, budgeting, getting more help, training and growing more leaders from within their area.
  5. CEO/Pastor/Site Coordinator: This person (or people in the future) is ultimately responsible for all of the aspects of the ministry the serve.

In order to have greater degrees of communication and more learning happening interdepartmentally, we have established a “leadership team” that is a conglomeration of people from the coffee shop, church, and missions center. They meet together regularly for fellowship, training, planning and visioning. This group is sometimes referred to as “the team.” This is no way negates what other people are doing. In fact, people who participate in this aspect are asked to give more in two key areas: 1) responsibility, and 2) time.

Ultimately, all leadership at The Aroma is spiritual leadership. We are looking for people who want to be used by God in supernatural ways. It’s super important that you approach leadership at The Aroma as an opportunity to invest in the Kingdom. It doesn’t matter if you’re making a latte or preparing a sermon, all work is spiritual work. That’s why, in the words of Irene, “We need to have Mary’s heart while doing Martha’s work.” To be considered for the leadership team at Aroma, in addition to showing your interest through being a leader, director or pastor and sticking close to what various passages of Scripture (1 Timothy 3, for example) have to say about the topic, there are 5 key components:

  1. Calling (2 Peter 1:10): Is it clear that God is calling you to participate in this ministry holding a position of leadership? This goes for managing the coffee shop in the same way that it does for leading a short-term missions team. This can be clarified in a number of ways.
  2. Character (Galatians 5:22-23): Are you living a life that is in line with the Truth of Scripture and committed to being led by the Holy Spirit? Do you regularly participate in discipleship, accountability, mentoring and personal growth? Are you willing to submit yourself to leadership?
  3. Competence (2 Corinthians 3:5-6): Do you show a capacity in your area as well as a willingness to focus in that area for the purpose of growing your skills?
  4. Commitment (Philippians 2:4): Have you demonstrated through your time, talents, and finances that you’re committed to the vision of what Aroma is doing? Are you willing to sacrifice some of your own endeavors so that you can serve more wholeheartedly at Aroma?
  5. Conversation (1 Timothy 4:14): Are you in conversation with current leadership about your aspirations? Perhaps, they’ve approached you. Or maybe you’re approaching them. Either way, opening yourself to having the difficult conversation of putting yourself out there, examining areas of your life, and committing to participating moving forward is an important step! You’ll be continually in conversation.  We value accountability for all levels of leadership.  That means, we work together to figure out what you’re going to do.  And if you say you’re going to do it, then you do it.  We hold each other to it.  Not so that we boss each other around, but so that we do things with excellence.  And when we make mistakes, we’re not afraid to have another conversation.  We could almost add “communication” as a 6th step, but we’ll just leave it at conversation.

The more you progress in leadership at the Aroma, the more excited I am about seeing you grow! As such, we will be meeting with you regularly to check up on the five areas as well as helping you set realistic growth goals in your areas of ministry. We utilize aspects of the Balanced Scorecard system which means we will all be working together to ensure that you have learning and growth goals set in place. These will help you accomplish stronger processes within your core areas of ministry, which in turn help you get results that become positive outcomes.

I am very excited about what God is revealing to us about 2014 and beyond. I believe Aroma is going to have a great year, because it’s filled with great people who serve an awesome God. I believe God’s calling you to more of Himself, His presence, His giftings, and His wisdom. Please join us this year as we pursue all He has for us!

Furthermore, I want you to be involved for the long haul in God’s vision for your life. I know for some people that means you’ll be around Aroma for a few days on life-changing short-term trip. For others, you’ll be here for 10 years or more. Regardless, I want you to have a sense that God did something awesome in and through you while you were here. This is my commitment: that you feel empowered and invested in.

Some of this was influenced by Andy Stanley’s “Next Generation Leader.” I highly recommend it. I’ve also been highly influenced by Mark Driscoll’s seminar on being in leadership for the long haul, Bill Johnson’s Face to Face with God, and many other books, blog posts, and conversations.

在2013和2014年,我們花了很多時間在探討領導,特別是在馨香堂。 它成長的速度遠超乎我們所想,幾近無法掌控的程度,而且我們正在找新的方法來找尋領導者,如何評估、訓練、和鼓勵他們,桃樂西可能會說我們又不是在堪薩斯洲(不如往昔),我想說的是馨香堂並不是五個人坐在椅子上,試著去了解上帝下一步想做什麼,老實說有點可怕,因為這根本不是我一個人可以掌控的事,但當我想到這對上帝來說是小事一樁時,我便覺得活力充沛。



  1. 朋友/教友/團隊: 這些人會不時的出現,而且在這學習很多東西。
  2. 兼職者/志工/實習: 這些人願意奮不顧身的幫忙馨香堂各方面的事務。
  3. 正職/領導者/居民: 這些人在馨香堂有更重大的責任,且負責特定的領域,可能需要管理和領導兼職者/幫手/實習生來一起完成工作,不過他們在活動前、活動後需要做些計劃跟準備工作,不僅如此,還需要完成該領域中的中長期計劃。
  4. 經理/主管/場地協調助手: 這些人負責特定的部門,像是短、中、長期計劃、預算分配、尋求更多幫助、訓練更多不同領域的領導者。
  5. 執行長/牧師/場地協調者: 此人或是之後的執行長,必須全方位負責該部門大小事務。



  1. 呼召 (彼得後書 1:10): 上帝是否有呼召你在這事工且當一位領導者,不論是咖啡店的主管還是帶領一個短宣隊,呼召有很多種。
  2. 性格 (加拉太書 5:22): 你是否有活出真理的生命和承諾讓聖靈來帶領你的生命? 你是否時常參與門徒課程、權責訓練、指導別人和個人成長? 你是否願意被人領導?
  3. 稱職 (格林多後書3:5-6): 你是否有足夠的能力? 你是否願意繼續專注於該領域且專精之?
  4. 承諾 (腓立比書 2:4): 你是否願意用時間、才能和金錢,來展現你對於馨香堂異象的支持? 你是否願意犧牲一些自己的抱負,來更全心全心的服事馨香堂。
  5. 對話 (提摩太前書 4:14): 你是否有跟你現在的主管討論你的志向? 也許他們有試著跟你談或是你有找他們談過,別害怕去談人生的志向,重新檢視自己的人生,重要的是承諾會持續成長茁壯下去! 你將會一直與他人溝通。我們重視各領導階層的權責關係,也就是說我們一起討論、設立下一個里程碑,如果我們有共識的話,你就去實行! 我們不互相頤指氣使,但我們努力做到臻至完美,互相扶持成長,且當問題發生時,不畏懼去討論,其實溝通的重要性足以變成第六個元素,不過我們總括在對話裡。







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