leadership pipeline Archives - Passion for Planting

One Step Your Church Should Accomplish Before Looking Ahead

Sean Cronin — Fri, 26 Mar 2021 09:00:00 +0000

Home > Blog > One Step Your Church Should Accomplish Before Looking Ahead

One Step Your Church Should Accomplish Before Looking Ahead

By Todd Adkins

In my early days of ministry, you would have found me guilty of viewing the people of our congregation as vessels to be filled instead of torches to be lit. May that never be said again of me or you as a church leader.

But today, we have a tremendous opportunity to build an army, not just an audience, in the wake of COVID-19, but it will not be easy.

The greatest obstacle that stands in our way of emerging from this crisis with a stronger church body faithfully engaged in using their gifts in service to Christ is clarity in the midst of chaos.

Every leader is leading through the uncertainty of the day but can’t afford to allow that lack of certainty to manifest itself and become a lack of clarity.

Your staff and congregation will follow you through uncertainty, but they can’t follow you if you’re unclear about where your church is going and where they fit into the process.

Remember, there are often more people ready to volunteer, serve, and sacrifice in crisis times. But we need to be sure we’re clear and compelling when we ask them to do so.

We will need to consider new or modified strategies, structures, systems, and skills as we adjust our ministry programming and practices to reopen our churches and find a new normal.

It is easy to stay in the denial stage and avoid addressing how this will change existing volunteer roles and add new roles to the table, but that is what we must do as church leaders.

When I look at the latest statistics from the Centers for Disease Control and Prevention (CDC), I don’t like what I see for many of our churches.

The data from the CDC shows that 91% of deaths related to COVID-19 have occurred among people who are 55 or older.

Consider how many of your leaders and volunteers are in that age bracket and add that number to those who are considered as vulnerable populations.

This also includes individuals with serious underlying health conditions, including high blood pressure, chronic lung disease, diabetes, obesity, asthma, and those whose immune systems are compromised.

In many churches, this means that over half of their volunteers and leaders are at risk.

There are also plenty of people who don’t fall into one of those categories but live with someone who does, and they want to opt out of serving as well.

This means we will have to recruit, vet, onboard, and train a new army of church volunteers and leaders quickly.

Perhaps the most undervalued and underused tool that we have at our disposal is a clean and clear role profile.

A strong role profile should give a brief summary of the role, how it relates to your church’s vision, and a list of key competencies, responsibilities, and requirements.

Role profiles are important not only for staff but for volunteers and leaders as well.

There are multiple benefits for doing this work in advance. Role profiles:

Assist in making sure the duties of the role align with your church’s vision and set boundaries.
Allow you to further delegate authority and placement decisions by developing recruiting strategies that clearly outline the role and the responsibilities.
Clarify the interview process by providing the foundation of interview questions for the role.
Can be used to assess competencies and address training and development needs when expectations or requirements are not being met.
With defined competencies ensure a standardization of responsibility and qualification for the same volunteer levels across the organization.
Provide clarity for individuals of what they are getting into and ensures they don’t feel dumped on or tricked into something.
Provide succession planning and ongoing organizational development for your leadership pipeline.

A template for role profiles should be standardized across your church as most of your volunteers and leaders serve in multiple roles. Doing so reduces confusion and frustration.

Also, consider standardizing the competencies and qualifications required for different levels of leadership throughout the organization for similar reasons.

This is especially helpful during a crisis as you can quickly understand the competencies of different volunteers and how they might be able to be redeployed into new or other critical roles.

Some new roles are emerging during this session, so we need new role profiles created. Other profiles may be adaptations of existing roles that need to be adjusted now.

Be sure to get free access to 25 new and adapted critical role profiles for churches during COVID-19.

Source: One Step Your Church Should Accomplish Before Looking Ahead

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Succeeding in Church Planting

Sean Cronin — Thu, 28 Jan 2021 10:00:00 +0000

Home > Blog > Succeeding in Church Planting

January 20, 2021

Succeeding in Church Planting

By New Churches Team

Setting Your Priorities

Most church planters are not successful because they lead the opposite of Jesus. In the Gospels, we see Jesus often trying to get away from large groups of people. He would actively seek out smaller groups of leaders. Church planters, on the other hand, often try to get away from leaders to instead be with the crowd. As a church planter, it is important for you to prioritize your time so that you are spending it in ways that provide the highest kingdom return on investment.

Jesus didn’t make himself available to everyone all the time. He was intentional about developing a few, leading himself, and nurturing himself then he made himself available to the masses. There is an order to that sequence, and church planters should apply it to their own calendars. If you don’t plan your day and week, your week and day will plan you. So be proactive in setting your priorities and planning your calendar around them. You should be initiating ministry, not reacting to ministry.

Create Process-Oriented Goals

You should set process-oriented goals. Those are habit-oriented goals. The great thing about process-oriented goals is that you can feel successful regardless of what the scoreboard is doing, if you are being faithful to the process. Live according to your priorities, maximize your time, and do things with excellence. The numbers may ebb and flow, but as long as you are being faithful to the process, you will find success. If you are doing your part of the process, you can leave the rest to the Holy Spirit.

Raising Up Leaders

When raising up leaders, you need to always look at the four Cs. We get in trouble when we overemphasize one of these at the neglect of the others. You must evaluate your leaders in all four areas.

Character – Are they coachable? How do they respond to being told no?

To read the remainder of the article, and to watch the full video, click here.

This video is part of Plus Membership. To get full access to it, and much more, I encourage you to become a Plus Member. Click here to see all the benefits of becoming a Plus Member.

Source: Succeeding in Church Planting

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Episode 551: How to Staff for a New Church Plant in a COVID-19 Era

Sean Cronin — Fri, 18 Dec 2020 10:00:33 +0000

By NewChurches.com: In Episode 551 of the NewChurches Q&A Podcast, Daniel and Ed continue to discuss how COVID-19 has affected church planting.

In This Episode, You’ll Discover:

Why now may be the time to empower volunteers
How much caution is needed for staffing decisions

Shareable Quotes (#NewChurches):

“For all the new church plants, the question is should we staff differently?” – @danielsangi
“We are seeing a hesitation among many to step into a new hire experience.” – @edstetzer
“Let’s not rush to a higher level of staffing, let’s see how long we can go without adding additional staff.” – @edstetzer
“Times like this, you are going to find more and more people are going to be not even staffing themselves as a staff member.” – @edstetzer
“This is an opportunity to see just how much of an equipping leader you really are.” – @edstetzer
“If you don’t have a leadership pipeline, now is the best time to develop one.” – @danielsangi
“Right now the advice I am giving churches is to be a little more cautious about how they are staffing.” – @edstetzer

Recommended Resources:

Listen to Episode 547: What It Means to Be the Church in a COVID-19 Era, Part 1
Listen to Episode 549: What It Means to Be the Church in a COVID-19 Era, Part 2
Read Planting Missional Churches by Ed Stetzer and Daniel Im
Take the Breaking the 200 Barrier course by Ed Stetzer

Help us Multiply the Mission:

Please subscribe
Leave a rating and review on iTunes
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If you’re on a phone or a tablet, then go to www.speakpipe.com/newchurches to download the app and record your message
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The post Episode 551: How to Staff for a New Church Plant in a COVID-19 Era appeared first on NewChurches.com – Church Planting, Multisite, and Multiplication.

Source: Episode 551: How to Staff for a New Church Plant in a COVID-19 Era

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Leadership Development in Your Church

Sean Cronin — Sun, 25 Oct 2020 09:00:00 +0000

Home > Blog > Leadership Development in Your Church

Leadership Development in Your Church

By New Churches Team

Everyone is doing leadership development in some fashion. We approach development in the way we have been developed. Some people are doing an apprenticeship model. Some are using a classroom model. Whatever it is that you are doing from a leadership development standpoint make sure it aligns with your vision and values.

When you think about ways to roll out development that’s more systemized it can go one of two ways: department focused or a leadership pipeline strategy.

Department Focused Training

Many churches use this technique for training in which every ministry area trains in their own way and only trains their volunteers. But the larger you get, the more you begin thinking you need to centralize it. This leads to more and more classes and trainings that people need to attend. They are all taught by different leaders in the church. Volunteers who are serving in more than one area get inundated with training requirements. In many cases, ministry areas become very siloed which creates redundancies in volunteer training including multiple applications, data repositories, and expectations.

A Leadership Pipeline Strategy

What you want to do is provide clarity in your leadership development program. Getting down to one application, with addendum when necessary, means you can keep one data repository. When a person moves horizontally across ministries, they’ve already been through the application process.

Providing role descriptions that use the same template up and down the organization provides clarity. The core competencies are all the same for each level in the pipeline, no matter what ministry area they are serving in. This means that volunteers don’t need all new training when they move to a different ministry area. Across all departments what makes someone successful is 60-70% the same. Centralized training on that 60-70% can be done online then they can process the training information they received with other volunteers in their ministry area.

Development is for everybody, no matter where they are in the pipeline. Clarity on where you are going and taking people is important. The people in your pipeline will not develop without clarity.

Adapted from the New Churches Q&A Podcast Episode 466: How to Develop a Plan for Leadership in Your Church for 2020. Click here to listen to more to church planting, multisite, and multiplication tips.

Source: Leadership Development in Your Church

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Episode 532: Staffing for Planting a Church or Campus During COVID-19

Sean Cronin — Sun, 11 Oct 2020 09:00:04 +0000

by NewChurches.com: In Episode 531 of the NewChurches Q&A Podcast, Daniel and Todd discuss staffing a new church plant or a new church campus during COVID.

“When you think about a campus launch, and you want to launch during COVID, what does a staffing configuration look like? How much of it should be bivocational/covocational in light of the meeting restrictions or do you launch in the same way you might have pre-COVID?

In This Episode, You’ll Discover:

Why it is important to staff for competencies
Different considerations for a planned church plant

Shareable Quotes (#NewChurches):

“One of the things COVID reveals is the weight of the work of ministry and what is being done by whom, where, when, why.” – @toddadkins
“As a church plant, you can focus only on what is essential and you don’t have that burden of the large launch strategy that is pervasive right now in the church planting space. You get to rewrite the book.” – @toddadkins
“This is why staffing for competencies rather than felt needs is so important.” – @danielsangi
“The competency and the profile of who you would want as a campus pastor is the same COVID or no COVID, if you are staffing for competency.” – @danielsangi
“The thing that changes is the amount of time you might hire them for and the amount of hours that you are going to put into a new campus.” – @danielsangi
“I would still say if you have the systems and you have the person, then launch campuses during COVID, but don’t put the same amount of staffing hours into it. Instead consider that person more as a community or neighborhood pastor.” – @danielsangi
“It’s all about having a committed, competent core, and you can get that during this time.” – @toddadkins

Recommended Resources:

Listen to NewChurches Q&A Episode 530: Should I Launch Fully Online?

Help us Multiply the Mission:

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Source: Episode 532: Staffing for Planting a Church or Campus During COVID-19

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Episode 518: Leadership Pipeline and Core Competencies

Esther Ritchey — Mon, 24 Aug 2020 09:00:00 +0000

By: New Churches

In Episode 518 of the NewChurches Q&A Podcast, Daniel and Todd discuss leadership pipeline and the core competencies for leaders.

In This Episode, You’ll Discover:

What the 6 core competencies are for church leaders
If core competencies have changed in the new reality

Shareable Quotes (#NewChurches):

“In light of how the world has changed, I wonder if some of these competencies have to change in light of the new reality we are in?” – @danielsangi
“When it gets into the actual training of how that competence is delivered, there may be some nuances to consider.” – @toddadkins
“Role based competencies have definitely changed.” – @toddadkins
“If there is a sneaky 7th competency during this time, it would be agility.” – @toddadkins
“You have to know yourself, your vision, your mission, your church, really well in order for you to be flexible.” – @toddadkins
“The biggest thing we offer churches is clarity around what’s the story, strategy, structure, systems, skills, and style.” – @toddadkins
“I think there is a way for adaptability to be a thread through all the core competencies.” – @danielsangi

Recommended Resources:

Listen to Episode 514: Firing Someone You Don’t Want to Fire
Listen to Episode 516: Hiring Practices During COVID-19

Help us Multiply the Mission:

The post Episode 518: Leadership Pipeline and Core Competencies appeared first on NewChurches.com – Church Planting, Multisite, and Multiplication.

Source: Episode 518: Leadership Pipeline and Core Competencies

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Redeploying Staff or High-Level Leaders During COVID-19

Esther Ritchey — Wed, 08 Jul 2020 09:00:57 +0000

Home > Blog > Redeploying Staff or High-Level Leaders During COVID-19

Redeploying Staff or High-Level Leaders During COVID-19

By New Churches Team

COVID-19 has meant lots of change for your church. One issue you may be facing is redeploying staff. So, how do you reassign and redeploy staff and high-level leaders who can no longer do the job they were previously assigned?

Effective and Essential Ministry

Right now you have to identify and categorize what needs to be realigned in your church. And you have to be able to navigate different phases of ministry to a new normal. Here is a tool you can use again and again as you cycle through the coming changes.

Consider these two areas:

Essential. Why does your church exist? What is the essential ministry of your church? In a time like this, we don’t need fourteen different ministries vying for resources to do one essential ministry. Focus on one or two ministries that do the work best during this season and realign staff within those essential ministries.
Effective. If the ministry is not considered an essential ministry of the church and it’s not effective, stop doing it. If the ministry is not essential, but it is effective, you can consider shifting resources away from it to what is more strategic. If the ministry is essential, but it is not yet effective, you have to strategize around it and realign your people and resources to stabilize it. If your ministry is not effective and not essential, it is time to cut this ministry.

Learn more about this tool and how to create a plan that is specific to your church in A Complete COVID-19 Guide to Lead Your Church Toward a New Normal.

Specific

It’s important for you to create a plan that works specifically for your church. You are the leader for your church. No one knows it as well as you do. Everyone has their own legal rules and issues to deal with in their own situations. Your plan will work best for your church. Do your due diligence and create a plan that works specifically for your church.

As a leader, walk through this process with your team. Leverage your teams to know what is best for their area. Most of what you do in your church can be broadly categorized as part of a Leadership Pipeline and a Discipleship Pathway. They are your core engines of strategy to get you to your vision. Use this opportunity when you aren’t meeting to make sure your Discipleship Pathway is forming disciples that Jesus would be happy with. Does your Leadership Pipeline need to be addressed? Is your staff equipping saints for the work of the ministry or holding on to all the ministry themselves? Look at these core engines and your ministries. As you are redeploying staff and high-level leaders, best position yourself to thrive when your new normal arrives.

Adapted from the New Churches Q&A Podcast Episode 496: Redploying Staff. Click here to listen to more to church planting, multisite, and multiplication tips.

Source: Redeploying Staff or High-Level Leaders During COVID-19

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Episode 466: How to Develop a Plan for Leadership in Your Church for 2020

Sean Cronin — Sat, 22 Feb 2020 10:00:25 +0000

by NewChurches.com: In Episode 466 of the NewChurches Q&A Podcast, Daniel and Todd discuss developing plans for leadership in your church.

In This Episode, You’ll Discover:

Why a leadership pipeline is helpful
How to provide effective training to the entire church

Shareable Quotes (#NewChurches):

“Whatever you are going to do, make sure it aligns with your vision and values.” – @toddadkins
“The fruit of a volunteer is another volunteer. The fruit of a leader is another leader.” – @toddadkins
“When you get to the systems portion of pipeline, it is administratively heavy and the wheels fall off.” – @toddadkins
“Getting down to one application, with addendum where necessary, means that we can keep one data repository and when a person moves horizontally they have already filled out an application.” – @toddadkins
“Talk to one or two of your leaders and ask them where they think you are being unclear with them in expectations or information.” – @toddadkins
“Where you need to start is developing an equipping culture.” – @danielsangi
“Across all departments, 60-70% of what makes a leader effective at every level is the same.” – @danielsangi

Recommended Resources:

Watch the free course on leadership pipeline on Ministry Grid
Attend a Leadership Pipeline Coaching event
Listen to more episode of the New Churches Q&A podcast
Listen to the 5 Leadership Questions podcast

Help us Multiply the Mission:

The post Episode 466: How to Develop a Plan for Leadership in Your Church for 2020 appeared first on NewChurches.com – Church Planting, Multisite, and Multiplication.

Source: Episode 466: How to Develop a Plan for Leadership in Your Church for 2020

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How To Stack Your Leadership Pipeline With The Best Volunteers and Team Members

Sean Cronin — Mon, 08 Apr 2019 09:00:53 +0000

by Carey Nieuwhof: Wherever I talk to leaders, they tell me one of the their top challenges is finding enough people for their teams, particularly volunteers.

Then—usually within minutes—they tell me an even bigger challenge is to find the right people—people who can lead, inspire, mobilize and accomplish things, and that they don’t have nearly enough young leaders ready to move the mission forward and reach the next generation. (If it’s helpful to you, here are some keys to working with and leading Millennials.)

Regardless of age, though, this is a challenge in staffing that cuts across every demographic, and it’s an even bigger challenge for churches and organizations that use volunteers.

Churches will almost always have 50-100 times as many volunteers as you do staff. And, by definition, you can’t incentivize volunteers with attractive salaries and benefits.

For all those reasons and more, most churches struggle to get enough volunteers, and almost all churches struggle to find the right volunteers. And everyone leading teams struggles to get great people.

And here’s what’s at stake. Your church or organization will never grow unless you master the art of leadership development.

Why? Because your church will only grow as large as your team enables it. Perpetually small teams create perpetually small churches. But grow your team, and you open the path to growing your church.

The question is, how do you do that?

Despite all the talk over the last few years about developing a leadership pipeline, most leaders are struggling to figure out how to do it.

So today, let me show you a simple short cut I’ve found to stacking your pipeline with the best new volunteers and team members.

Here we go.

Perpetually small teams create perpetually small churches. But grow your team, and you open the path to growing your church.Click To Tweet

There Are Two Kinds of Team Members

So let’s start with a simple reality. There are essentially two kinds of people: leaders and doers.

Leaders gladly rise to a challenge and can take others with them.

Doers, on the other hand, prefer to do what you tell them and little more.

Effective organizations build teams of leaders, not just teams of doers.

Effective churches build teams of leaders, not just teams of doers.Click To Tweet

So many leaders told me they felt like they have a volunteer core of doers and hardly any leaders. Or at least if there are leaders present, they can’t seem to find them.

Why is it so important to make this shift from doers to leaders?

Because doing doesn’t scale. Leadership does.

If you really want to reach the full potential of your mission, developing a culture of leadership will take you there in a sustainable way.

You will always need doers, but you’ll also need a solid group of leaders in place to lead and manage the doers.

Which raises a big question: How can you tell if a potential team member is a leader or a doer?

Here are 5 ways to tell whether the volunteer you’re looking at is truly a leader, not just a doer.

Doing doesn’t scale. Leading does.Click To Tweet

1. Check To See If They Have Followers

Simply put, leaders have followers. Doers, not so much.

Look beyond your church or organization to see whether a new volunteer functions like a leader in the community or more like a doer.

Sure, they’re not leading at your church, but if they’re really a leader I promise you they’re leading somewhere. A leader might be running a shift at the local coffee shop and doing it well.

Or your new volunteer may be a mom who is pretty much running her neighborhood—the play groups, the book clubs. She’s a leader.

Maybe your new volunteer is a young adult running a small business or a music studio.

Or, let’s say they’re still in school, true leaders will already be volunteering as president of a club or leading trips or teams or doing something meaningful that they don’t have to do.

Bottom line: look for people who are already leading something somewhere. You can spot a leader because they’re already leading and they already have people following them.

If they’re leading well in their life and they believe in your mission, there’s a good chance that they are going to lead well on your team.

Leaders have followers. Doers don’t.Click To Tweet

2. Study Their Influence

The simplest definition of leadership I know is from John Maxwell: leadership is influence.

Influence doesn’t depend on position. You don’t have to be at the top of an org chart to have influence. In fact, if the only influence you have comes from your title, you’re not a leader.

If the only influence you have comes from your title, you’re not a leader.Click To Tweet

Conversely, there are interns who cultivate tremendous influence in organizations because they’re so great at what they do and have figured out how to lead others.

Watch for the influence people have both in your church (everyone listens when she talks) and in the community.

It’s a sign they may be a leader, not a doer.

Conversely, people who don’t naturally cultivate influence won’t necessarily gain any influence just because you put them in charge.

People who don’t naturally cultivate influence won’t gain any just because you put them in charge.Click To Tweet

3. See If They Make Things Happen

Doers respond to what’s happening. Leaders make things happen.

Doers can take direction and execute someone else’s vision, but they will require energy and follow-up that a leader doesn’t require.

A leader is a catalyst— creating change, momentum, and progress. You want to build your teams around people who make things happen.

Doers respond to what’s happening. Leaders make things happen.Click To Tweet

4. Watch How They Respond to Responsibility

Leaders love responsibility. Doers get overwhelmed by it.

Often church leaders are hesitant to give volunteers real responsibility and authority. We’re worried they’ll think it’s too much, because, after all, we tell ourselves, ‘they’re just a volunteer.’

But paradoxically, true leaders are energized by responsibility. They love a challenge.

You’ll find a leader constantly asking, “What else can I do?” Even better, a leader will proactively pursue more responsibility.

To be fair, jumping into responsibility and challenge can be a sign of dysfunctional behavior. Usually, it’s not. But occasionally, it is. Here are 6 signs that will tell you whether the eager volunteer you’re talking to is toxic.

Still, healthy leaders rise to the occasion. It’s the way God made them.

Leaders love responsibility. Doers get overwhelmed by it.Click To Tweet

5. Give Them a Challenge

Finally, leaders love a challenge. Doers don’t.

In the same way doers get overwhelmed by responsibility, they find a challenge to be too much.

When you have a big vision for something new and you cast that vision to a leader, true leaders will be energized and excited.

They’ll even add their own ideas and begin envisioning whom they’ll invite along with them.

Leaders with big gifting love big challenges. So give people a significant challenge and see who steps up (and who doesn’t). That will show you where the leaders are.

Leaders with big gifting love big challenges.Click To Tweet

By the way, even though this post is primarily about finding volunteers, these 5 criteria also work beautifully for staff hires.

More On Finding and Deploying the Best Leaders to Help Your Church Grow

What most leaders don’t realize is that the barrier to growth in churches isn’t always spiritual. I mean some times, for sure it is.

But I see so many leaders who love God, love people, are faithful, attract some new worshippers, but never seem to grow. What’s up with that?

Well, pop open the hood and you soon realize their problem isn’t spiritual, it’s structural.

The bottom line is you need to structure bigger to grow bigger.

I devote two sessions of my Breaking 200 Without Breaking You Course to the issue of identifying and developing volunteer leaders in your church, an essential step in moving past the 200 attendance barrier.

This course has now helped over 1000 churches tackle their growth barriers, helping them grow break the 100, 200, 300 and even in some cases, 500 or 1000 attendance barrier by helping them clear the structural barriers that stood in the way of their growth.

You can see a list of all the subjects I cover in the eight session course here. You can take the course personally as a senior leader, but each course comes with 12 licenses so you can actually go through it with your team and board, which is the best way to make progress.

My heart behind the course is to help every church work through the changes you need to make to experience sustained growth well beyond the 200 attendance mark.

So – whether your church has an attendance of 50, 150, 250 (or any size up to 1000), the principles will help you gain the insight you need to break the barrier more than 85% of churches can’t break.

Plus, there’s a 30 day money back guarantee. You have nothing to lose, and everything to gain by tackling the barriers you’re facing.

Click here to get instant access.

What Helps You?

What helps you tell whether a volunteer is a leader or a doer?

Scroll down and leave a comment!

The post How To Stack Your Leadership Pipeline With The Best Volunteers and Team Members appeared first on CareyNieuwhof.com.

Source: How To Stack Your Leadership Pipeline With The Best Volunteers and Team Members

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Five Steps of Leadership Pipeline Development for Multiplication Catalysts

Patrick Bradley — Fri, 10 Aug 2018 09:00:07 +0000

By Todd Adkins: Churches and pastors would be wise to intentionally develop a leadership pipeline that recruits, trains, equips, mentors, coaches, and releases leaders empowering them to fulfill their calling. Here arefive steps for developing a leadership pipeline for leaders who will serve as multiplication catalysts, whether they are multiplying disciples, ministries, campuses, or churches.

1. Teach them core convictions.

Developing leaders without core convictions is like raising children with no boundaries. Usually, if parents raise children with no boundaries or no moral compass, they grow up to be wild and chaotic with morals and a lifestyle that are all over the map. If the church is to build an army and not an audience, it will need to develop leaders whose lives are built upon a gospel- centered theology. This lays a solid theological footing for the other four steps of leadership development.

2. Concentrate on developing character.

Character takes you where competency cannot. John Maxwell wisely notes, “Character creates a foundation upon which the structure of your talent and life can build. If there are cracks in that foundation, you cannot build much.”

Given that character is paramount to leadership development, we can be guilty of prematurely promoting competent people for ministry positions when their character is lacking. If the goal of leadership development is leaders who develop leaders and pour into others, we need to monitor what they are becoming and what they are pouring out.

3. Train them in core competencies.

If developing character is teaching leaders who they should become, training them in core competencies is teaching them what they should do. The important part here is understanding what you want them to do.

4. Cultivate a relationship with them.

Cultivating a relationship makes leadership development personal and communal, not just informational and mechanical. Aside from the Spirit of God working within individuals, the cultivation of a relationship that includes teaching core convictions, developing character, and training in core competencies aids in the transformation of individuals. This coincides with the understanding that transformation happens relationally and communally.

5. Serve as a coach for their continuous development.

As we release people to lead, we must have a structure in place for their continuous development. In other words, we should serve as coaches who not only give people ministry and tasks, but also provide them feedback and a sounding board as they seek to fulfill their ministry and tasks.

Leaders who tend to micro-manage probably do so because they (for whatever reason) haven’t developed a leadership pipeline that serves to empower people for ministry. By developing a mechanism to empower and release leaders capable of multiplication, churches are in a better position to progress towards movemental Christianity and become a Level Five church.

*This article is an excerpt fromMultiplication Today, Movements Tomorrow by Ed Stetzer and Daniel Im. Download the e-book for free or purchase hard copies of this book here.

Source: Five Steps of Leadership Pipeline Development for Multiplication Catalysts

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