A biblical model of how to train successor leaders: a Latin American perspective

David Munguia

Etd

A biblical model of how to train successor leaders: a Latin American perspective

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MLA citation style (9th ed.)

David Munguia. A Biblical Model of How to Train Successor Leaders: a Latin American Perspective. Asbury Theological Seminary. rim.ir.atla.com/concern/etds/b2e1271c-615e-49df-85e0-c7e2a6eb7580.

APA citation style (7th ed.)

D. Munguia. A biblical model of how to train successor leaders: a Latin American perspective. https://rim.ir.atla.com/concern/etds/b2e1271c-615e-49df-85e0-c7e2a6eb7580

Chicago citation style (CMOS 17, author-date)

David Munguia. A Biblical Model of How to Train Successor Leaders: a Latin American Perspective. Asbury Theological Seminary. https://rim.ir.atla.com/concern/etds/b2e1271c-615e-49df-85e0-c7e2a6eb7580.

Note: These citations are programmatically generated and may be incomplete.

Creator

David Munguia

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In Copyright

Alternative Title

Biblical model for one-on-one and small group training of successor leader

Abstract

The purpose of this research has been to evaluate the impact of a mentoring program for the training of successors to leaders at all levels of ministry in the Full Gospel Church of God (Cleveland, TN) of Guatemala. All mentors were pastors of local churches of the Church of God. All mentoree participants attend local churches of the Church of God. The program included thirteen lectures, continuous laboratory experiences, and a weekly or biweekly report from mentors and mentorees. This research is an evaluative study utilizing pre and posttest questionnaires, as well as essays. These were designed to emphasize qualities that relate specifically to leadership needs of the Church of God. During the nine months between the pretest and the posttest significant positive changes were observed that can be attributed to the program's impact on both mentors and mentorees. The mentors' leadership is evidently the most influential factor on mentorees. The intervening variables of gender, age, race, and ministries did not adequately account for the observed changes. A positive relationship exists between intentional leadership training and succession of leadership. The findings of this study suggest that intentional leadership training is strengthened by a mentoring program designed for successor leaders. Indirect evidence suggests that the duration of such a program be at least six months. This successful program employed lectures, laboratory experiences, and extensive opportunities for direct involvement in ministry.

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