Overview
Many leadership programs approach leadership training from one of two perspectives. Some mainly emphasize the theories behind leadership while others simply offer "experiences" and call that "leadership training".

In LDP we have a far more encompassing approach. Instruction on leadership issues is continually intermixed with many practical, real leadership opportunities followed up with lots of feedback.

1. Instruction
2. Practical leadership opportunity
3. Feedback
4. Repeat

Each cycle of this repetition allows recent learning to be applied to the next practical leadership opportunity.

It is an amazing way to learn!

What does this practically look like?

1. Instruction - Continued input from Medeba staff, guest instructors and LDP participants

Some examples include:

• Taking profiles and assessments
  
  
• Exploring a variety of leadership theories
  
  
• Drafting your own personal mission statement
  
  
• Writing your philosophy of leadership based on the life of Jesus
  

2. Practical Leadership Opportunities- On a rotational basis each participant in LDP assumes important, real-life leadership opportunities.

The responsibilities of leaders include:

Being "Leaders of the Week"

• On a rotational basis, over 10 months, participants assume the roles of "Leader of the Week" and "Assistant Leader of the Week". This provides many opportunities to lead.
  
  
• Leaders of the Week assume overall responsibility for everything that happens for the week from planning and scheduling to running and follow up. This emphasized effective time management and the ability to multi-task. At the same time Medeba staff members serve as a "safety net" and ensure that the overall goals of LDP are accomplished.
  
  
• Leaders of the Week may even change the schedule providing they think through and understand the overall implications. It is difficult to try to explain just how much authority that the Leaders of the Week have in LDP but it is significant.
  
  
• Leaders of the Week are given overall responsibility for everything that happens within the program. In doing this we fully realize that mistakes will be made. We choose to view mistakes as something good and not as something bad. This often takes some adjustment but, once embraced, can be a powerful learning tool. They are opportunities to learn, as real consequences are experienced within an safe environment.
  
  
• Leaders of the Week run daily P.L.A.I.D. meetings. PLAID is an acronym for Prayer, Leadership thought of the day, Announcements, Interact and Devotional.

Leading Trips and Expeditions

• Some of the most significant leadership learning happens within the context of leading trips and expeditions. More than any other type of leadership opportunity, trips and expeditions provide an amazing backdrop for learning leadership. Leaders are responsible for the entire trip planning and leading process.
  

Leading School Groups

• Numerous leadership opportunities are also designed within the context of facilitating school groups. Here, LDP plan and deliver our adventure programs to school groups.

Leading in Community

• The overall context of LDP is within a caring Christian community that emphasizes teamwork. It is within this context that additional real-life leadership opportunites exist. These include scheduling, menu planning, cooking, and all other aspects of normal family life. Leaders of the week also facilitate "family meetings" as needed to ensure ongoing community health.

3. Feedback - LDP is a feedback rich environment where we continually talk about how we are all doing and how we could improve. All of this takes place within a caring and loving context. When everyone in the program has this prospective a powerful learning environment is created. Feedback is the main way we affirm what is good and gently encourage change in areas that need improvement. Both giving and receiving feedback helps develop strong communication skills.

Some examples include:

• L.E.D. is an acronym for Leadership, Evaluation and Debrief. This is a meeting that takes place at the end of each week where

• Onging spontaneous feedback is also an important part of the process. Various tools are used to encourage this.
  
  

• Each person in LDP is formally assigned to a Medeba Leadership Partner as a key component in their personal growth process. Leadership partners help provide accountability, advice and perspective.