선교적 지도력 양성 프로그램 소개

배경 및 연혁

Wycliffe Bible Translators International의 지도자 양성 프로그램으로 사용되던 Townsend Institute를 1995년부터 일반 용도로 수정하여 Confident Communicators라는 명칭으로 사용하다가 수년 전부터 내용과 방식을 대폭 향상시키고 International Training Alliance(ITA)과 연계하여 Leadership Matters Course(LMC)로 새롭게 출범하였다.

필자는 GMF의 지도자 양성 프로그램을 구축하여 운영하기 위한 전초작업을 위해 몇몇 GMF 지도자들과 함께 1998년에 이 프로그램을 참석하여 큰 유익을 얻었고, 그 후 LMC trainer로 훈련 받아 다른 선교단체 지도자들을 양성하는 일에 틈틈이 참여하고 있다.

참가 대상

� People who have a personal desire to attend.The course is not meant to be for people who are told to participate in it, more or less against their own will. Such people will lack the right attitude to fully enjoy the benefits of the training and they will be a hindrance to a good learning spirit in the group.

� Staff belonging to the hosting organization.

� Staff belonging to other organizations that the hosting organization is linked with. In such cases the hosting organization should know about the organization and endorse the participation of its staff.

� Staff belonging to any of the ITA partner organizations.

� People who are or will soon be in leadership positions, such as department heads or team-leaders.

� People who may not have large responsibilities over other people but who have functions in one of the four areas of 1) Public Relations, 2) Training, 3) Communication and or ministry or 4) Management.

� CEO’s may already be very experienced leaders who may not learn a lot of new material in a LMC. Yet they are encouraged to participate as well, as it is felt that in their position they should know what the LMC training is about. That insight and understanding will enable them to detect who from their organization should be encouraged to participate in future courses.

핵심가치

1. 실제적이고 적절한 프로그램 (Practical & relevant)The training is practical and relevant. Therefore skills are developed through interactive participation, rather than just imparting knowledge.

2. 신뢰할만한 훈련 팀 (Credible trainers)Trainers have credibility from a diverse life and ministry background and express the training material in their own lives and ministries.

3. 선교 초점 (Mission focus)The focus is on the development of leaders in missions and national church-leaders, aiming at helping to fulfil the great commission.

4. 성경적 기초 (Biblically based)The training in the areas such as management, building relationships, Public Relations and communication is founded on sound Biblical principles.

5. 투철한 헌신 (High commitment)A high level of commitment and accountability is required from both trainers and participants during the training.

6. 다양한 참석 (Diverse participation)The aim of the training is to bless the whole body of Christ. ITA is supported by a wide and varied partnership of organizations and in most courses there is a wide variety of organizations, cultures and churches represented.

7. 개인적 코치 (Personal coaching)A high level of personal coaching requires each course to have a limited number of participants and a relatively big team of trainers. Ideally one trainer for three participants.

8. 총체적 접근 (Holistic approach)The training gives practical leadership tools, but also deals with spiritual, character and life planning issues and is holistic in its approach.

9. 긍정적 분위기 (Affirming climate)The training is carried out in a climate of encouragement and affirmation.

10. 탁월성 (Excellence)

A professional approach and a striving for excellence are pursued in all that is provided, produced and done.

미래 비전 (LMC & ITA)

1. 선교지도자 겨냥 (Aiming at mission leaders)

The aim is the training of leaders and potential leaders for the mission fields around the world, meaning both the missionary workers and the national church leaders, especially those working in the developing, non-western world.

2. 프로그램 빈도 증가 (Further growth in the number of courses)

After the year 2010 ITA wants to be able to deliver eight to twelve courses per year, allowing every year three to four hundred leaders and potential leaders to be further developed with this training. Needless to say that all this will only happen by the grace of God. During the Council meeting in 2006 it was recognized that already over eight hundred church and mission leaders had participated since 1995, with a very high level of appreciation expressed by the participants.

3. 영어 이외의 언어로 프로그램 제공 (In more languages than English only)

Because of requests received, ITA wants to see the course given not just in English, but also in Spanish, French and Mandarin. Wholehearted support will be given to other translation initiatives as well.At the moment of writing this vision statement ITA is in the process of translating all the course materials and the trainer manual into Spanish and French. The key need in this process however is the development of Spanish and French-speaking leaders to be prepared to become future trainers. This really is the bigger challenge!

It is recognized that this will be a long process, possibly taking six or seven years in every language. A step-by-step process was developed, from the beginning till the launching of a language committee, resulting in autonomy for their programmes and with an interdependent relationship with the ITA Council.

The end result is seen to be an organization with a high level of autonomy, able to conduct courses in the relevant language and able to train and develop other new trainers in that particular language. An agreement should be signed with the ITA Council in order to guarantee an ongoing commitment to the philosophy of training, the delivery, process and standards of the training in compliance with accepted practise in ITA.

4. 훈련자 양성 초점 (Special emphasis on the training of trainers)

ITA recognizes the development of more experienced and capable trainers as the key to the desired growth in the number of courses given per year. These trainers need to be leaders with life experience in the areas they give training in, to assure the integrity of the course.Trainer Development Courses and Advanced Trainer Courses will be scheduled on a regular basis. The aim is to train those who are designated to further develop their training skills. ITA is committed to have such a course at least every two years. The opportunity will be taken as well at each course to consciously mentor the training team. Special attention and priority will be given to developing trainers in the languages the course will be conducted in.

Ways will be developed in which trainers can be involved in ITA, through the development of more regional teams of trainers, rotation of jobs in the international management, development of language teams, a continuation to work with larger teams in courses, a structured development of training trainers, involvement in the raising of funds and the representation of ITA to other mission agencies.

5. 참가단체들 간의 네트워크 (A growing network of participating organizations)

At the moment of writing this vision statement seven organizations have officially signed the ITA partnership agreement: Tentmakers, Caleb-Australia, Caleb-New-Zealand, the Christian and Missionary Alliance, Operation Mobilisation, the board of International Missions of the Free Will Baptists and World Horizons. Wycliffe is a much-involved affiliated organization. By the year 2015 we want to see the number of full partners raised to fifteen or twenty.

The expectation is that participating organizations will be involved in releasing members of their staff to become trainers and in sharing the administrative costs for providing these courses at a reasonable price. The detailed conditions of the partnership agreement are outlined in a separate document.ITA realizes that such a development takes much time. There is excitement however that the courses already had participants from more than fifteen other organizations such as MMM, Horizons, Trans World Radio, WEC and Interserve, national church leaders and others.

With this big vision for the future and with more than eight hundred former LMC participants, already ninety trainers and trainers to be, an ever-growing number of partners and related leaders the need for good communication is obvious. For this reason a professional monthly E-newsletter will be circulated after the summer of 2006 in order to strengthen the ITA family bonds, encourage prayer and financial support, give stimulating ideas and tips with regards to leadership and inform everyone of important developments.

한어 LMC를 꿈꾸며

It will take eventually to form an organization able to conduct LMC in Korean, with a high level of autonomy. Such an organization must be able to conduct courses in Korean and able to develop their own new trainers so that an independent continuation and growth can be guaranteed. 

The linking to the ITA network will be necessary in order to create an environment where different language groups can learn from each others experiences, to receive, advise and possibly be ‘rescued’ when the going gets touch at times. It should also result in mutual encouragement, in benefiting from the ITA trainer development courses in English for those who are bilingual and in sharing in any available financial support.

Each language group should be part of ITA atCouncil level and despite of a high level of autonomy still be recognizable as part of ITA. For that reason an agreement will need to be signed with the ITA Council in order to guarantee an ongoing commitment to the philosophy of training, the delivery, the process and the standards of the training in compliance with accepted practise in ITA.

한어LMC 구축단계

(방콕포럼에서 이 일의 타당성 및 후속조치에 대한 논의가 필요합니다.)

It is recognised that the road leading up to this point will take possibly five to seven years for any language other than English. The following stages need to be considered:

Stage 1: Target on getting the right participants in courses

(Bangkok Forum을 통해 적절한 참석자들이 확인되고 LMC에 참여할 수 있기 바란다.)

ITA will endeavour to have a few Leadership Matters Courses in locations where a reasonable number of participants can be expected who are able to speak both English and Korean that ITA has targeted as a language it wants to have the course in.

The purpose of this first stage is to create a breeding ground for the identification of possible future trainers and for other needed helpers. In this first stage ITA will be pro-active in getting Korean participants into the LMC.

Stage 2: Identify and develop key people

In this second stage ITA will continue what it started in stage 1. At the same time potential bi-lingual trainers will be identified and further developed in their training skills (in English). If necessary they will be given priority in this process over others, leading them through a faster track. During stage 2 efforts will also be made to ensure that the organizations to which the identified trainers belong, will begin to buy into the vision for getting the LMC into Korean. It is obvious that stage 1 and 2 need to happen somewhat at the same time and that they continue through stage 3 and 4 as well.

Stage 3: Establish a language committee

A language committee of at least three Korean leaders will be established, working under the supervision of the ITA language coordinator or his designate and with a stated agreement to follow the process outlined in this document. This language committee will give leadership to the whole process, including the development of trainers in close cooperation with the trainer developer in the ITA management team. This committee will also be involved in giving oversight to the work of the translation committee in stage 4.

The committee will make a plan of action for the continuation of the process as outlined under the following stages 5 and 6 and develop a vision for the future.

The members will all need to be recognised and respected amongst the broad spectrum of Korean evangelicals. At best they also represent organizations that have shown an interest in the training.

Meanwhile the work to build good bilingual trainers out of leaders with the background and the potential will continue.

Stage 4: Establish a translation committee

Thenext step is to identify potential trainers with an interest in translating the course into Korean. They will be asked to serve on a translation committee and start the translation work, while identifying and solving the cultural obstacles.

They will needto agree in writing to adhere to the principles established by ITA for transforming the course content, the training and the philosophy into other languages. The ITA translation coordinator in the ITA management team will assign someone to oversee and lead the group in this important translation work.

Stage 5: Field testing in Korean

In this stage some good trainers are already being developed, a language committee is already providing leadership and the materials have already been translated. Now it is time for the language committee to field-test some of the trainers and the materials in Korean. This will be done in small pilot projects in Korean, like a weekend "Relationship matters course"or a weekend "Life Management Plan Course".

Also in some courses with a reasonable number of Korean participants, one of the trainers can give a limited number of workshops straight in Korean during split session. (Between English and Korean.)

Meanwhile the work of building good trainers is continued and (if needed) the translation work will be finalized.

Stage 6: Test the full LMC in Korean

In this stage at least three times a full course will need to take place in Korean. From this experience the language committee will need to learn and apply lessons learned.

During this stage the ITA language coordinator or his designate continues to advise the language committee to help iron out some of the problems encountered along the way.

Stage 7: Develop a Korean organization

Now the time has come for the signing of a partnership agreement between Korean organizationswith a keen interest in the training. There needs to be a stated commitment to guarantee that the values and the philosophy of training will be guarded. Also the link to ITA needs to be clearly and firmly established, with a representation on the ITA Council.

The signatures of the partnership agreement will then give oversight to the formation of a full management team with more or less the same functions as the ITA management team.

Together they will choose a fitting name for the training that will serve them well in Korean.

나가며

현재까지 한인으로 LMC에 참석한 사람은 총 18인이며, trainer로 양성된 사람은 필자 외에는 없는 것으로 안다. 방콕포럼을 통해 basic course를 받는 사람의 수가 더 늘어나고, 그들 중 은사와 성향이 맞는 이들이 trainer course를 밟는다면 금명간 한어 LMC가 시작되어 한국 선교지도력 양성에 큰 역할을 감당할 수 있을 것으로 기대된다. 자세한 정보는 website(www.leadershipmatters.ws)를 참조하라.