IMPLEMENTING A LEADERSHIP DEVELOPMENT
PROCESS AT GREATER MOUNT TABOR
CHURCH, CHICAGO, ILLINOIS
Robert Nathan Barnes, D.Min.
The Southern Baptist Theological Seminary, 2015
Faculty Supervisor: Dr. T. Vaughn Walker
This project examines the inherent benefit of implementing and maintaining a
verifiable and functional leadership development process at Greater Mount Tabor Church
in Chicago, Illinois. The lack of appointment-ready candidates to fill vacancies as they
occurred began to cause undue stress on the current leadership staff.
Chapter 1 identifies the stated problem of needing a leadership development
process and proposes a solution to the problem through implementing a four-month
leadership development program. This program initially involved enrolling four to six
qualified candidates during the specified enrollment period and equipping the candidates
through a training/ development process.
Chapter 2 examines the biblical and theological justification of pursuing such
a project through an examination of Numbers 27:15-23, the subject passage, which
confirms the intentional selection component and leadership development of Joshua for
his appointment as the legislative and military commander, a position soon to be vacated
Chapter 3 examines the practical and theoretical implications of implementing
a Leadership Development Process. These implications benefit the church body through
maintaining a permanent pool of candidates equipped for successful integration into
ministry headship. The benefits are that by continuously providing leadership training
and new program evaluation, enhanced program implementation will take place and
elder or pastoral candidates will emerge that consider serving at GMT or outside clerical
headship vacancies as the Lord inspires.
Chapter 4 examines how Greater Mount Tabor Church implemented a
leadership development process based on the biblical texts provided in the appendices.
The process included extensive biblical training utilizing the examples of how biblical
patriarch leadership was formed. Of equal importance the aspirants were required to
satisfactorily complete three ministry service projects as a practical approach to servant
leadership. All of this work was performed under the supervision of pastor-appointed
Chapter 5 evaluates the project. The project’s purpose and the three goals are
examined for their effectiveness. Strengths and weakness of the process are identified.
Evaluations are submitted by all parties involved to assess the strengths and weaknesses
of the process and its practicality in moving forward.||en_US