LEADERSHIP DEVELOPMENT & ACCOUNTABILITY
CLARITY
Competency frameworks
A competency framework is a clear description of what good looks like in each role. Leaders and supervisors can use it to set expectations and plan training.
LEADERSHIP DEVELOPMENT & ACCOUNTABILITY
Give leaders the support to grow.
Good staff leave. Roles are unclear. Feedback never happens. People get promoted without training. We help faith-based nonprofits and congregations give leaders clear expectations, honest feedback, and practical growth plans—tools your team can keep using.
WHAT IT IS
A clear path for leaders to grow.
People grow when they know what is expected, hear useful feedback, and have support to take the next step. We help you put those basics in place and make time to review them every quarter.
FEEDBACK
360 reviews
A 360 review gathers feedback from the people a leader works with. We help turn it into a clear plan for building on strengths and working on gaps.
VISIBILITY
Development dashboards
A dashboard is a simple place to see each leader’s goals, progress, and support needs. It helps you have a useful conversation, not just tick boxes.
FOLLOW-THROUGH
Quarterly growth rhythms
Regular check-ins every quarter give leaders time to talk about progress, ask for help, and agree on what comes next.
WAYS TO ENGAGE
Start with what your team needs.
We agree on the work during a discovery call. We start with your leaders, what you already have, and where clearer expectations or better support would help most.
ENTRY
Leadership audit
We look at roles, expectations, training, and follow-through to see where leaders need clearer guidance or better support.
BUILD
Pipeline install
We build clear role expectations, useful feedback tools, and step-by-step growth plans so your team knows how to develop leaders.
RHYTHM
Ongoing accountability rhythm
Every quarter, we help you review progress, adjust growth plans, and follow up on what leaders agreed to do.
DELIVERABLES
Tools your leaders can use.
You leave with tools for setting expectations, giving feedback, and checking progress—not just a training presentation.
01
Role-based competency framework
A clear description of what good looks like in each key role, so leaders know what is expected.
02
360 review process
Questions and steps for gathering feedback from the people a leader works with, then agreeing on a growth plan.
03
Development dashboard
A simple view of each leader’s goals, progress, support needs, and next steps.
04
Quarterly growth rhythm
An agenda for check-ins every quarter, so growth stays part of the work all year.
WHO IT FITS
For faith-based organizations ready to develop leaders on purpose.
For faith-based nonprofits and congregations that want to grow new leaders, clarify staff or ministry roles, give better feedback, or make regular check-ins part of the work.
LEADERSHIP TRAINING
Training that informs the work
Trained in StrengthsFinder, Altitude training, Stephen Covey leadership development, and 360 evaluations.
ORGANIZATIONAL TRAINING
Thirteen years of practice
Thirteen years of leadership development and trauma-informed care training for organizations, including TBRI and the Sanctuary Model.
FORMATION
Transformation Prayer Ministry
Training in Transformation Prayer Ministry also informs the approach to leadership development.
THE AIM
Support people can count on
Clear expectations, honest feedback, and regular conversations make developing leaders part of everyday work.