Ministerial and leadership development is a significant component of a change project which seeks to renew and reform the ministry and mission of the Church of England.
The Senior Leadership Development Consultant, will join a small professional team which works with the Head of Senior Leadership Development to shape and deliver the strategy and approach to developing senior leaders in the Church. They will have a particular focus on enabling the ministry and leadership of Cathedral Deans in addition to leading other key learning and development projects. They will also manage a Project Administrator.
In this key role, you will contribute to the whole range of learning projects for senior clergy. Working with the other senior leadership professional and the Head of Senior Leadership Development, you will be part of a team shaping the development agenda across the various client groups supported - bishops, deans and the Strategic Leadership Development programme.
Both senior leadership professionals will lead on specific projects however your post will hold particular responsibility for the shaping of each element of the design, development, implementation and evaluation of the high-quality L&D curriculum for deans and their teams.
An experienced, confident and credible professional, you will be the ‘go to’ L&D specialist for deans, supporting them with development offerings that reflect the contemporary challenges facing cathedrals. You will therefore continually review the learning approach and content to reflect the changing context both within and beyond the Church to ensure that participants are equipped as clerical leaders in a complex secular and church environment.
You will be comfortable engaging with multiple stakeholders including senior leaders and clergy who will review and inject fresh and relevant ideas into the programme design and input to the programme delivery in various ways. You will also be a permanent attendee at the Development and Appointments Group, a group of diocesan and suffragan bishops, deans and others who are charged to progress the senior appointments and development agenda.
Self motivated and flexible, you will be able to work outside of normal office hours if required, attend residential programmes and travel around the English dioceses.
In return we offer a unique environment with opportunities for continuous learning, generous annual leave for work life balance, season ticket loans and a range of benefits including discounted entry to attractions andwhat we feel is a market leading package when it comes to our pension scheme.
*To arrange an informal discussion about this role, please email : email@example.com
Interviews will be held on Wednesday 13th February2019
The Role :
Specific elements of the work with deans will include:
Drive the approach and continual evolution for the Dean’s Programme ensuring the design, development and implementation of a high- quality L&D curriculum for the learning community.
Shape, plan, schedule, implement and evaluate each element of the learning design including residential modules, mentoring, action-learning, senior leadership experiences and learning projects.
Act as the lead facilitator on each module to provide ‘sign-posting’ throughout the agenda plus expert input where relevant.
Build a close working relationship with the Learning Community members through their development journey providing advice and guidance and resources that will help them in their vocational and developmental journey.
Ensure high quality input through the identification, commissioning, briefing, supervision and review of internal and external experts as faculty and facilitators in the modules, or in the provision of mentoring, or learning experiences.
Engagement and supervision of external coaches to provide transition coaching to deans as well as work with them on L&D for their Chapters in the governance and management of cathedrals’ affairs. This will include a close partnership with the Association of English Cathedrals (AEC) in the provision of a suite of programmes around cathedral governance, strategic marketing and finance.
Induction of newly appointed deans through the design and delivery of critical knowledge and skills training, along with mentoring and coaching support.
Support the Ministerial Development Review (MDR) process for deans by supplementing diocesan MDR schemes with tools to enable effective reviews (e.g. 360 feedback processes, the provision of independent reviewers where required and supporting any development needs arising from the MDR).
Collate trends and data from the evaluations and participants to inform future design, and to demonstrate the impact of the programme.
Present at DAG meetings and any other relevant project boards, to consult with and influence senior leaders across the Church.
Manage administrative support which is provided to the Dean’s learning community by a Project Administrator.
Other Projects :
The remit of the Senior L&D Consultant will also include being a strong contributor and sometimes taking the lead on various projects e.g.:
Responsibility for Measurement and Evaluation of the whole L&D team’s work - assessing the contribution of the various learning interventions in building strategic capacity across the Church.
Developing the use of fresh tools (e.g. psychometric tools) to support senior clergy in their development planning and to provide psychometric support to selection processes as required.
Contributing to the development and facilitation of bespoke learning interventions for various groups as needs emerge e.g. action-learning groups, development for BAME clergy and Church Traditions, or the design of cross learning community events.
Helping to build and maintain a high-quality pool of external coaches and teaching faculty.
Embedding learning from the various leadership modules though enabling team effectiveness programmes for bishops’ senior teams and cathedral chapters.
Coach senior leaders from any of the leadership programmes as the opportunities arise.
As a key member of the Archbishops' Advisers for Appointments and Development's (AAAD's) senior leadership team, the role holder will participate in its strategic work, which will include:
Presenting at DAG meetings and any other relevant project boards, to consult with senior leaders across the Church and to represent the work of the AAAD in wider change programmes (e.g. Renewal and Reform).
Contributing to writing reports for key bodies when required, including the House of Bishops, the College of Bishops and General Synod if required.
Deputising for the Head of Senior Leadership Development in internal and external meetings.
Serving on discernment panels for the Strategic Leadership Development Programme.
Contributing to the ‘knowledge capital ‘on leadership in the Church and to the organisational learning that arises from the programmes.
Any other duties as required and commensurate with the post.
Key Relationships :
Key internal working relationships within the National Church Institutions (NCIs) and the wider Church: Colleagues in the Archbishops’ Advisors for Appointments and Development (AAAD) team; Members of the Development and Appointments Group (DAG); central strategy team; deans and Cathedral Chapters their diocesan bishops and relevant diocesan officers; departments within the NCIs and Ministry Division.
Key external working relationships: Networks of leadership development consultants, coaches and thought leaders, including the Association of English Cathedrals, international business schools, theological colleges, niche providers and independent practitioners.
Key requirements for the role :
A credible and confident professional, able to both support and challenge leaders as part of a learning programme in a constructive yet stimulating way.
Ability to design and facilitate learning experiences on programmes e.g. at residential modules, experiential learning, with action learning sets as required.
A critical thinker, who has intellectual depth and is comfortable with ambiguity and paradox.
Able to translate strategy and vision into an effective course of action.
Able to work with the big picture and manage detail.
An effective communicator with the ability to produce high quality written documents, learning resources.
Excellent interpersonal and stakeholder management skills - naturally consults with others and takes on board differing views and ideas.
An experienced L&D professional with substantial experience (at least 10 years) developed in an in-house L&D or in a consultancy role, working with senior leaders.
In-depth experience of all elements of L&D; training needs analysis, curriculum design and delivery and evaluation and measurement.
Course Director experience.
Experience of commissioning external providers and selecting and assessing faculty.
Coaching and mentoring experience, including use of psychometrics.
A knowledge and understanding of the Church of England and its mission and operation, its role in national life, or an interest and ability to learn about this.
Comfortable engaging in discussions with senior leaders / clergy to explore fully, the application of learning and development in the context of Christian leadership
Experience of working in large and complex organisations.
A keen research interest in thought leadership and new thinking in the L&D field and how to apply these in a Church context.
Experience of managing large complex programmes and having significant budgetary responsibility.
Experience of influencing people at all levels in an organisation, including senior leaders.
Educated to degree level or equivalent.
An L&D qualification is desirable.
A coaching qualification is desirable.
Qualified, or willing to undertake training, in psychometric assessment.
Self-motivated and flexible with a strong ability to work on their own initiative – someone who focuses on solutions rather than problems.
Comfortable working in an ambiguous and changing environment.
A critical thinker who is intellectually curious and can work at pace in a highly academic / reflective environment.
Resilient – able to thrive in a complex environment where work is subject to scrutiny and critique.
Takes own personal development seriously and looks to make the most of opportunities to develop and learn.
The post holder must be flexible in their work pattern to work outside usual office hours, be present at residential programmes and travel around the English dioceses as required.
We in the National Church Institutions support the mission and ministries of the Church all over England. We work with parishes, dioceses (regional offices), schools, other ministries and our partners at a national and international level.
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