Part 1 of 4: Zero-Based Competencies in Leadership Development
By Partner Phil Stevenson
This is the first part of a four-part series, being published in subsequent months. Stay tuned for additional articles!
I was participating in an ideation session sponsored by The Barnabas Group of Sacramento (https://www.tbgsac.org/). We were working with Brad Fieldhouse. He is the founder and CEO of City Net (https://www.citynet.org/). This organization is committed to breaking the cycle of homelessness in the communities we serve by connecting neighbors experiencing homelessness to transformative care and innovative solutions that lead to housing.
An aspect of this conversation was workforce development. One of the Barnabas Members asked, “What are the step zero competencies?”
The majority in the room had not heard that phrase before. He clarified. “Step zero is the foundational competencies needed to have effective workforce training.” If step zero doesn’t happen, training will suffer.
The Barnabas Partner shared what his experience had taught him regarding step zero for homeless workforce training. His examples: Be on time. No drugs. Don’t hit your supervisor. These are the basics of the basics.
This got me thinking of leadership.
What are the zero-based competencies leaders need? What is a leader’s step zero? What are the foundational competencies? Competencies, if lacking, make all other training moot.
I have arrived at six zero-based competencies. These are a result of conversations with three other seasoned leaders: Matt Powers (Organizational Consultant), Ray Rood (Founder, The Genysys Group), and Barnabas Partner David Burke (Coach with Standing Stone Ministries). Over the next three months, I’ll unpack these in parts 2-4 of the series, walking through a focused deep-dive on two in each additional briefing.
The Six Zero-Based Competencies Leaders Need:
1. Interpersonal relationships: All leadership begins with the ability to get along with others.
2. The ability to communicate: You have to make yourself clear.
3. Personal development: You must develop yourself before you develop others.
4. Servant-leadership: A leader must fight the temptation to be self-focused and instead be other-oriented.
5. Self-awareness: It is not about you, but you need to know about you.
6. Personal responsibility: Not everything is your fault, but it is still your responsibility.
These are the six foundations for strong leadership development. Build your leadership development process on them. By doing so, you will be a quality leader, investing in quality leaders.
About The Author: Phil Stevenson
Phil retired from ministry leadership within the Wesleyan Church in July 2023. In his 48 years of ministry, he has pastored three churches. He served in various denominational positions, including District Youth President and Director of Church Planting for the Pacific Southwest District, Western Area Youth Director, District Superintendent of the Wisconsin District, and Assistant District Superintendent of the Pacific Southwest District. At retirement, he was serving as District Superintendent.
Phil has an undergraduate degree from San Diego State University in Psychology, a graduate degree from Point Loma Nazarene University in San Diego, California, and a Doctor of Ministry from Talbot School of Theology.
He has written seven books: The I in Team: The Leader’s Impact on Effective Systems (2025), You Can Do More Than You Think You Can (2024), The Ripple Church: Multiplying Churches, Five Things Anyone Can Do To Lead Effectively, Five Things Anyone Can Do To Start a New Church, Five Things Anyone Can Do To Help Their Church Grow, and How to Become a Ripple Church. He co-authored, with Dr. Gary McIntosh, Building the Body: 12 Characteristics of a Fit Church.
He and his wife Joni, live in Roseville. They have three grown kids and 8 grandkids.