NAIROBI PENTECOSTAL

BIBLE COLLEGE

NAME : DERRICK MUSOHERE

PHONE : 0713242434

COURSE : CHRISTIAN LEADERSHIP

LECTURER : REV. JAMES NG’ANG’A

KAMAU

CENTRE : KAWANGWARE

DATE : 22/04/2023
LESSON ONE
INTRODUCTION TO LEADERSHIP
1. How would you advise people who call themselves leaders but do not have
anybody following them?
a. It’s very important for this people to do elf reflection and ask themselves why
they don’t have any followers, i.e. they lack clear vision or purpose, their
communication skills are poor etc.
b. They need to spend most of their time researching and understand who they
want to lead and what their needs and desires are, 1 Timothy 5:17.
c. They should have credibility and trust from their followers by demonstrating
expertise, integrity and consistency in their actions and words. They should
visit where the events are and speak to people, publish articles and even
volunteering in their community
d. They should be people who learn to take action and make things happen, they
should start a small project to demonstrate their leadership skills by taking
action and making progress towards their goals to attract followers.
e. Also they need to seek feedback from others on their leadership skills mostly
from their friends to improve themselves and help them become leaders to
attract more followers in the long run.
f. They should learn to improve and motivate others, remain to be accountable
to others
LESSON TWO
BIBLICAL FOUNDATION FOR LEADERSHIP
1. Among the leadership characteristics of Nehemiah and Apostle Paul, which
ones do you think that today’s church leaders lack?
a. Some of the critical leadership characteristics that today’s church may lack is
the ability to inspire and mobilize people towards a shared vision, Nehemiah
and apostle Paul were both able to rally people behind a common goal and
inspire them to take action. They also lack empathy and boldness
b. Today’s church leaders struggle in adapting to change and embracing
innovation, Nehemiah and apostle Paul were both innovative thinkers, were
not afraid to challenge the status quo and take risk. Many church leaders are
resistant to change which can hinder their ability to adapt to new challenges
and opportunities.
c. Today’s church leaders also struggle with the ability to communicate
effectively with diverse audiences. Apostle Paul and Nehemiah were both
skilled communicators who could connect with people from different
backgrounds and cultures.
 2. Why do you think that Christ’s leadership model amongst other models is
the best one to emulate as far as leadership is concerned?
a) Christ’s model of influence is the standard measure that today’s church
leaders should imitate because it was founded on the principle of servant
leadership which emphasizes the importance of putting the needs of others
ahead of one’s own. I.e. Jesus demonstrated this by serving others and
sacrificing himself for the sake of humanity. Mathews 14:13-21
b) Jesus Christ’s leadership model also incorporated on transformational
leadership principles which flows on inspiring and empowering followers to
achieve their full potential. Luke 9:1-6. He inspired his disciples to become
leaders in their own right and to spread his message throughout the world.
c) His leadership model was also characterized by authenticity and
transparency. Jesus Christ was honest and straight forward with his followers
and his actions consistently aligned with his words.
d) Christ’s leadership model emphasized the importance of building meaningful
relationships with his followers which fostered a sense of community and
belonging. He showed compassion, empathy and understanding which helped
to build trust and respect among his followers.
e) Christ’s leadership model was founded on a clear vision and purpose. He had
a compelling vision for a better world and inspired his followers to work
towards that vision with purpose and determination.

LESSON THREE
THE CHARACTER OF A LEADER
1. Based on this lesson in a paragraph each or more and citing scriptural
references, justify the following statements
a) A Christian leader should have a heart for God
 A leader whose heart is in the hand of the Lord Gives life to the team he leads.
God blesses his organization with decisions and actions that are directed by truth,
wisdom, justice, productivity (1 Peter 5:5-6 humble under God’s powerful hand
then he will lift you up when the right time comes. Col 3:16, Let the word of God
to dwell in you richly.)
b) A Christian leader should have a heart for people.
 Leadership is not about status, it’s about serving others for the greater good.
Even Jesus Christ came not to be served but to serve others and to give his life as
a ransom for many. Mathews 20:25-28, A leader with a heart for people
cultivates a world that allows others to flourish and thrive. Jesus made the
 ultimate sacrifice and paid the highest price when He died on the cross. 1
Timothy 4:7-10, Such a leader is always accommodative. 2 Corinth 12:15, That is
being a leader for all people without selecting, loving to unlovable. Paul was a
person for all, he would mourn with all and even laugh with all. Mathew 20:25-
28. So we should serve others with a pure heart, free of pride and arrogance.
Proverbs 29:2, when good people run things, everyone is glad, but when the ruler
is bad, everyone groans.

LESSON FOUR
THE CALL TO LEADERSHIP
1. What would happen when people perceive leadership as a job rather than a
calling or ministry?
a) It may cause or make one to lack passion and commitment towards the role. Without
a sense of calling or purpose, a leader may not be as motivated to go above and
beyond their basic job responsibilities.
b) When leadership is seen as a job, leaders may adopt a more transactional approach,
focusing primarily on exchange of tasks and rewards rather than building a
meaningful relationships to a personal growth.
c) A job oriented perspective may encourage a leader to prioritize a short term and
immediate gains or personal advancement which may hinder the growth of the
organization and long term success.
d) Such leaders stick to established routines and resist change.
e) Leaders who approach their role as a job rather than a calling may struggle to engage
and inspire their employees leading to reduced morale and lower levels of employee
engagement leading to poor performance.

LESSON FIVE
THE NATURE OF LEADERSHIP
1. Write your personal vision for life or ministry including the aspect
discussed in the lesson.
 My vision is to lead a purpose driven and empowered individuals to reach their
full potential make a positive impact to the community and contribute to the
greater good of the society.
 In my leadership, I will strive to embody authenticity, integrity and empathy
fostering an environment of trust. I believe in the power f servant leadership,
where I prioritize the needs and development of others; recognizing their unique
talents and encouraging their personal and professional growth.
  I strive in becoming a visionary leader who embraces innovation and change,
while remaining grounded in timeless values and principles.
 I am committed to lifelong learning and personal development, continually
seeking knowledge, insights and wisdom that can enhance my leadership
capabilities. By staying curious, humble and open to feedback.
 I hope to inspire and equip future leadership to carry forward the torch of servant
leadership; nurturing a world where compassion, collaboration and collective
progress thrive. John 11:1-6, Eph 4:11-12.
 In conclusion reading the word of God, praying always with the help of the Holy
Spirit will help me achieve my goals. Luke 6:12-13
2.
a) Discuss at least five possible causes of conflict within people who have been
working together as a team.
i. Differences in objectives i.e. team members may have divergent views on what the team
should be achieving or what the priorities should be achieving or what the priorities
should be. So if there is lack of clarity regarding goals, conflicts can arise.
ii. Poor or lack of communication can lead to misunderstandings which in turn can create
conflicts. When team members fail to effectively convey their thoughts, feelings or
expectations it can lead to tension and conflict within the team
iii. Differences in working styles. Each team member may have their own preferred way of
working and these differences can clash, i.e. one team member may be more focused on
details while another may prefer a faster paced and flexible approach, this could lead to
conflict if not managed well.
iv. Personal clashes, people with different working styles, attitudes, and communication
preferences can create friction and lead to conflicts amongst themselves.
v. Power struggle: in some cases conflicts arise when team members vie for power, control
or recognition. When there is a perceived or actual power imbalance within the team.
b) How can they be resolved?
 It is very important for teams to recognize and address conflicts whenever they
arise early because unresolved conflicts can damage team dynamics, productivity
and morale. Open communication, active listening, fostering a positive team
culture and utilizing resolution strategies can help the team navigate and resolve
conflicts effectively.
3.
a) Explain three factors that make some leaders not able to do delegate duties
in an organization
i. Lack of clear communication: effective delegation requires clear communication of
expectations, responsibilities and desired outcomes. Leaders who struggle with
delegating duties often fail to provide sufficient guidance and instructions to their team
members which results in misunderstandings, confusions and lead to poor performance.
ii. Time constraints and workload: some leaders may feel overwhelmed by their own
workload and find it challenging to delegate tasks or duties effectively. They may believe
that it takes more time to explain a task to someone else than to do it themselves.
Leaders who have limited time available may prioritize immediate tasks and neglect the
important but non-urgent task of delegating.
iii. Lack of confidence within the team members: some leaders may lack confidence in their
team member’s skills, experiences or commitment. To another extent they may feel that
it is easier and more efficient to do the work themselves rather than risk delegating to
someone they perceive as incapable. This lack of confidence can be as a result of poor
hiring practices and inadequate training.
b) How would you advise such leaders?
 To overcome the above, I would advise the leaders to recognize the importance of
delegation, to try and develop trust in their team members, to improve their
communication skills and focus on the long-term benefits of empowering others.
By delegating effectively, leaders can free up their own time, foster employee
growth and development and enhance overall organization production.