The focus of this online article is the Leader-Member Exchange theory. This leadership theory focuses on the relationship between the leader and those being led. There are two core groups identified in this model. The In-Group consists of those who go beyond what is required of them and actively work to help the leader. The Out-Group consists of those who do only what is required and do not interact much with the leader. Leadership is improved when those in the Out-Group can be grafted into the In-Group. To do this, the leader must determine what is motivating those in the Out-Group. Then, he must he must work to reduce things that hinder motivation. He must then work to build partnering relationships with these members.
This model of leadership has much potential for use in a ministry setting. Indeed, it seems to follow a basic pattern of discipleship, wherein one moves progressively outward to incorporate people into a discipleship network who are not already part of one. Furthermore, within a church setting, it is a matter of fact that there will be those whom a pastor finds more willing to engage with the work of the church and those who are not. Thus, this model provides a good theoretical method for getting this latter group more involved. One potential problem, however, is that there may be those who just do not care to become more involved and embrace the vision of the church. This model seems to assume the ideal, that the leader will just be able to change people’s outlook.
The article makes some valid points by talking about how the leader can work to find out what is hindering the “the out group” in an attempt to bring them into the “in group.” This may be especially helpful if a person is somewhat of an introvert and needs to warm up to a group of people before they start opening up more and sharing ideas. These types of people will often sit quietly and let others take charge without speaking up even if they have some great ideas. We must realize that there are going to be those who do not want to be part of the “in group” and only what to do the bare minimum. I think that being able to discern this will help us to from becoming stressed out when a person does not want to cross that line. So while I think that this model of leadership does offer great benefits, we must also make sure that we are not devoting too much time to a person that has no desire to do any more than the bare minimum. This is not to say that we stop trying to motivate them but rather indicates the importance of knowing the people whom we are leading.
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