1. Definition:

    1. One who leads.

    2. Giving leadership to aid others for achievement of common goals - co-ordination.

    3. One who helps others develop their ministry.

    4. Maintenance of ministries in the church (Tit. 3:14).

    5. Meets functional needs.

  2. A ruler/organizer must: (Rom. 12:14)

    1. Bless those who curse them.

    2. Do whatever he can to make their life happy and spiritually prosperous - curse not.

  3. Weaknesses of ruler/organizer motive:

    1. Greatest weakness - resentment.

    2. Need to understand suffering - causes the organizer to be sensitive to others.

  4. Traits:

    1. Work:

      1. Can see over all picture - plans for long range goals - visionary.

      2. Likes to distinguish major objectives and help those around him to visualize them.

      3. Makes job look easy by breaking task down into achievable goals.

      4. Able to be decisive - make quick evaluations on request and situations - firm decisions.

      5. Organizes his responsibilities.

      6. Very alert to details which are essential to complete task.

      7. Tends to remove himself from distracting details to focus on the goal.

      8. Knows what is available to complete the task.

      9. Sees task as completed and what it will take to complete it.

      10. Likes to use charts and diagrams to illustrate job parts and pieces.

      11. Job not finished until all pieces are in place again.

      12. Doesn't matter if others appreciate job if completed according to plans.

      13. Wants to complete work quickly - highly motivated to complete task.

      14. Begins before start of project by checking out and securing needed resources.

      15. Knows what can and cannot be given to others to do.

      16. Ability to delegate - can sense which workers will need more assistance.

      17. Able to maintain accountability with workers.

      18. Likes to see others working together to get the job done.

      19. Needs to know who and what his resources are.

      20. Needs loyalty in workers - rather have a few can count on than more can't count on - his efficiency depends on his workers.

      21. Likes to have another task when present job is finished.

      22. Must make provision for maintenance of the completed task.

      23. Never content with jobs he has not completed.

    2. Attitudes:

      1. Stands on the side until asked to take over.

      2. Will assume authority if no one else does.

      3. Will take reactions from workers to get the job done.

      4. Can endure opposition from insiders or outsiders.

      5. Knows that without continued pressure the final goal will not happen.

      6. Will inspire and encourage workers to finish job by approval, praise, reproof, and challenges.

  5. Dangers and misunderstandings:

    1. Work:

      1. Using people to accomplish his goals rather than meeting their needs.

      2. Can misuse abilities of persuasion and decisiveness by manipulating for his own personal ambition.

      3. Building loyalty with favoritism - may single out people whom he thinks are essential and important to his goals and show favoritism and partiality.

      4. Overlooking major character faults in those who are useful to reaching his goals.

      5. Appoints workers based on their ability to get job done not on their character - infers approval of character causing reactions or imitation.

      6. Delegating of responsibilities may appear as lazy - his authority or others may react to his irresponsibility.

      7. May delegate his own responsibilities escaping character training.

      8. Wanting job done fast he may ignore tiredness or priorities or time schedules of workers.

      9. Puts projects before people - can be very insensitive to workers.

      10. May react to inefficiency and disorganization in others - damaging important relationships.

      11. Neglects to tell people how or why they fit into the big picture.

      12. Gives instructions without explanations.

      13. If does not praise or show appreciation to workers - they feel like a number to him.

    2. Attitudes:

      1. Being proud of his power.

      2. Must be disciplined by his authority or he builds attitudes of resentment and pride.

      3. May sow seeds of disharmony by frustration if not in charge.

      4. Enduring reactions of workers may appear as callousness.

      5. Being unresponsive to appeals results in pressures causing him to become harsh and to resign.

      6. Tends to view people as resources - making the project more important than people.

      7. Tends to make suggestions and react when his suggestions are not followed - must earn the right to be heard and patiently explain his steps to completion.

      8. Often has difficulty with attitudes towards authority - resenting his authority while demanding respect from those under him.


BACK TO: Perfecting of the Saints; Giftings; EFI; THE EDIFIER
For the perfecting of the saints, for the work of the ministry, for the edifying of the body of Christ, Ephesians 4:12

© 1981, Jacqueline L. Davis
WWW © 1999, EFI
Created: 7/9/99
Updated: 5/28/2011