Team Management Model

The following is taken from Feeding & Leading by Kenneth O. Gangel, Victor Books, Wheaton, IL, 1989 (Chapter 1: Understanding Administrative Process, pp25-27). The diagrammatical presentation that he titled as “Team Management Model” shows what might be the best approach to the administrative-management-leadership when we take into consideration both “concern for people” (people-oriented) and “concern for production” (task-oriented).

Starting with the left bottom segment, Gangel wrote, “…1,1 or low-low with impoverished management. Here the administrative leader carries out only the minimal effort to do what is absolutely essential to keep the ministry going. He is low in both concern for people…and concern for production….

“Moving along the line to 1,9 the autocratic leader is heavy on authority-obedience. A pastor concerns himself only with what people can give to the church and insists they be there ever time the doors are open. He tends to be legalistic and demanding.

“His counterpart is 9,1, called by the creators of this chart country club management. Picture a pastor who lovingly relates to everyone while forgetting appointments, never preparing for business meetings, and failing to develop lay leadership. People may put up with him because they love him but they understand the church’s goals are not being achieved.

“On this model we don’t want to aim for the middle. To do so is to choose mediocrity. The 5,5 organization man management is probably a step ahead of the other three…but has not achieved the highest point on this chart which is 9,9—team management. Team leadership is the genius of the New Testament. Exemplified first in Jesus and the disciples, it continues in the ministry of the apostles both in the early church and all of the missionary journeys. It creates what Lyle Schaller calls “ownership” in the organization.

(For a brief biography and contributions of Kenneth O Gangel (1935-2009) you can go to the link here.)

Complementary Leadership Style Model

The following is taken from Feeding & Leading by Kenneth O. Gangel, Victor Books, Wheaton, IL, 1989 (Chapter 1: Understanding Administrative Process, pp23-25). The diagrammatical presentation he gives (below) is a great help in understanding various administrative/leadership styles. And how, with understanding, we can pull them together to provide a more balanced and complementary practise of leadership.

Gangel wrote, “Beginning with the lower left quadrant we see the amiable administrative style. Essentially giving a free rein in leadership, the amiable administrator tends to sit back, talk about people and feelings, and openly show reactions and emotions everyone can see. He is warm, approachable, and likeable, but a bit slow to act and undisciplined in time and procedures.

“Moving counterclockwise we find the expressive administrator whose heavy sentiment and empathy make him a feeling personality. He speaks quickly and easily to and about people, generally wants his opinions to be accepted, and appears generally impulsive, approachable, and warm. His major abilities lie in teaching, persuading, arousing enthusiasm, and communicating new ideas.

“The driving style administrator is the intuitive type we often associate with strong, natural leadership. Action-oriented, cool, competitive, and decisive, he wants to give the impression of being in charge an eager to led group process. As the visionary possibility-thinker of the organization, he looks ahead, nudges the group toward things which seem impossible, and furnishes the organization with new ideas.

“Finally we have the analytical or logical administrative style. He speaks slowly, cautiously, and often seems wrapped up in his own logic and argument. He’s interested in research and rarely like to act without a strong supply of facts and data within reach. He helps us to find flaws in group thinking, like to organize and reorganize, holds consistently to the policy handbook, and though no Christian leaders likes to do it, is the most adept t firing people when necessary.

“…Which one is the best? For the participation-oriented Christian leader, a constant pushing from an extreme toward the middle…the balanced middle brings together the best qualities of each style….

“But even more importantly the model shows us how administrative and leadership styles complement one another.”

(For a brief biography and contributions of Kenneth O Gangel (1935-2009) you can go to the link here.)