Paul Handley's article on the as yet unpublished report: Talent Management for Future Leaders and Leadership Development for Bishops and Deans: A new approach, tells me that it promises a 'culture change for the leadership of the Church' as it seeks to train up and develop the senior staff by means of a mandatory university level management training programme with modules like:
Building healthy organisations,
Leading growth, and
Reinventing the ministry.
Being church the training will be supported by theological reflection, prayer, and 'a spiritual retreat' (yeeha!).
Having done courses such a these in formal settings during the course of my previous work life, and having experienced senior church staff in action*, I have to say that this might not be a bad thing. Exposure to Herzburg, Maslow and Mayo might just transform some of the exceedingly nice (yet just a little inept) people in the top echelons of Church (and I'm sure they know who they are).
Thinking back to the hours spent in seminars reading case studies and in syndicates refining skills that shaped my thinking and honed skills that were never fully engaged with by the organisation - as good as it all sounds (and would be) - there is a need for more than change within the senior management's skill set; but it is a start and a such should be applauded.
Then comes something which might be regarded by some as something a little less positive - but I won't let that tarnish this piece so will save it for another post in the 'talent' series of which this is but 'part the first'
* and inaction!