I could use your help.

Before I tell you what I need, let me set the stage by giving you a bit of background on the project I’m working on. Then perhaps my question will make a little more sense.

I’m working on a theory: the leadership skills that are distinctive of successful turnaround pastors can be taught to those who don’t naturally possess those skills.

I’ve run across doctoral level research that identifies the personality profiles and leadership behaviors that are unique to successful turnaround pastors. Each of the dissertations examined different populations and used different inventory systems, but they come to the same conclusions. There is a clear, distinct personality profile of successful turnaround pastors.

The best evidence I’ve been able to find (and it isn’t that solid) suggests that only about 5% of the clergy fit the profile.

I would like to develop a sustainable process that enables the other 95% to acquire and exhibit the leadership behaviors of the 5%. I’m not interested in the nurture/nature debate; I am working from a pragmatic view that leadership is a set of behaviors that enable an organization to achieve its goals.

Thus, for example, I think that a pastor who is high on the Steadiness scale of the DiSC profile can still become an effective turnaround pastor by learning how to engage in the behaviors that come naturally to someone who is high on the Dominance scale. These leadership behaviors would be segmented out into specific domains such as conflict management, setting direction, team work, taking risks in faith and so forth.

So here’s my question: are you aware of anything in the leadership research literature that addresses the question of teaching leadership behaviors that are contrary to one’s basic temperament so that those leadership behaviors are sustainable?