한국교회 변혁을 위한 새로운 리더십 시각에 대한 연구
A Study of New Conceptualization of Leadership for Transforming
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이 연구의 목적은 한국교회 변혁을 위해서 전통적인 리더십의 한계에 대한 대안으로 새로운 리더십 시각을 제시하는데 있다. 전통적인 리더십의 한계는 네 가지로 설명할 수 있다. 일대일 관계에 치중한 부분, 한명의 영웅적 리더(leader)에만 초점을 맞춘 부분, 팔로워(follower)에 대한 리더의 일방향적 영향만을 강조한 부분, 그리고 감정과 환경적 요인과 같은 부분에 대한 관심 부족을 말할 수 있다. 첫째, 대부분의 리더십에 대한 연구는 리더와 팔로워 사이의 일대일 관계성에 초점을 맞출 때가 많았다. 그러나 한국교회의 변화를 위해서는 일대일의 영향 관계에만 초점을 맞춘 것이 아니라 조직전체를 살필 수 있는 시스템적 사고가 필요하다. 둘째, 아직까지의 리더십 연구는 한명의 영웅적 리더에 초점을 맞출 때가 많았다. 따라서 전통적인 리더십에서 리더는 팔로워들이 자기희생적인 노력을 하도록 영향을 끼쳐왔다. 그러나 영웅적 리더에 대한 강조는 한국교회내의 권위주의적 문화 때문에 성도들로 하여금 교회의 질서에 무조건적 복종을 강요하게 된다. 따라서 한명의 영웅적 리더에 대한 강조 보다는 교회 성도 각자가 올바른 정체성을 가질 수 있도록 돕는 리더십에 대한 시각이 필요하다. 셋째, 전통적인 리더십은 리더가 팔로워에게 끼치는 영향만을 강조하는 리더십이었다. 그러나 리더의 영향을 팔로워가 받아들이지 않을 경우 리더십은 그 의미를 상실하게 된다. 한국교회에서 젊은 세대가 어른 세대의 영향력을 받아들이지 않으려고 할 때 소통과 신뢰의 어려움을 초래하게 된다. 따라서 리더가 팔로워에게 미치는 영향과 더불어 팔로워가 리더에게 미치는 양방향 영향관계를 살펴보는 것이 중요하다. 마지막으로 일대일 관계에 대한 강조는 자연적으로 환경과 감정과 같은 요인의 간과로 나타난다. 리더십에서 환경적 요인은 어떤 리더십이 효과가 있을지를 결정하는 요인이 되고, 감정적 요인에 대한 강조는 성도들의 영적성장과 인격의 변화에 중요한 역할을 할 것이다.
Abstract
This article introduces different ways of conceptualizing leadership perspectives which attempt to avoid some of the biases and limitations in the more traditional transformational leadership conceptions that are widely used in Korean churches. These biases include an over-emphasis on dyadic processes, focus on a single heroic leader and that leader’s influence on followers, and a lack of attention to context and emotion. Most research on leadership effectiveness takes a dyadic-level perspective that emphasizes the influence processes between a leader and a single follower. A systems approach to organizational change that understands leadership not only as an interpersonal influence process, but also as an essential organizational process, will help Korean churches to conceptualize and practice effective leadership by examining persons within the context of their relationships. Secondly, much previous research and theory on leadership focused upon a single, heroic leader. It is rarely possible to understand why an organization is effective by studying only a single, heroic leader. It is a basic postulate of transformational leadership that an effective leader will influence followers to make sacrifices and exert exceptional effort, yet this can become problematic in an authoritarian power structure which emphasizes the single leader. When an emphasis on heroic leadership meets the hierarchical and Confucian understanding of the self, a culture is created in which church members obey (or pretend to obey) hierarchical church orders while confusing Christian faith with the Confucian hierarchical notion of the self. Thirdly, transformational leadership theories are still leader-centered, and they emphasize the influence of the leader on followers. Although leader influence on individual followers is important, it is not sufficient. Churches are complex organizations of patterned interactions among people, and more attention needs to be focused on reciprocal influence processes and mutual influence among followers. This is particularly important for Korean churches, where communication problems lead to misunderstandings and distrust between the younger generation and the older generation occupying the top levels of leadership (board and session) of the church. The theories, and the churches, would be strengthened by a better explanation of how leaders enhance mutual trust and cooperation, empowerment, and collective identification as a key determinant of reciprocal influence. Finally, the over-emphasis on dyadic leadership processes in Korean church can be viewed as an example of the disregard for context and emotion. Context is important because it can determine what types of leadership are relevant and how much impact leaders are likely to have. New leadership perspectives have to also focus on feeling and emotion because feelings are central to spiritual formation and character change. Spiritual formation in Christ is naturally expressed in an outer life which flows of the individual’s unique character. A leader’s identity and self-concept involves awareness of thoughts, beliefs, and values, as well as the emotions that shape decisions and motivate behaviors. Christian leaders seeking lasting change need to provide clear direction, engage people's emotions, and pay careful attention to context..
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