Designed to Lead

1. The Church is designed to be a leadership locus

Your church should be, must be, a leadership locus.

Divine design. The Church is uniquely positioned by God to develop and deploy leaders for His glory and the advancement of the gospel. This is not just a good idea, but a divine mandate. The Church is called to create leaders for all spheres of life, not just within its walls.

Biblical foundation. Throughout Scripture, we see examples of leaders developing others: Moses and Joshua, Elijah and Elisha, Paul and Timothy. Jesus Himself spent three years intensively developing His disciples. This pattern of leadership development is woven into the fabric of God's plan for His people.

Broader impact. When the Church fulfills its role as a leadership locus, it impacts not only its own community but also society at large. Leaders developed in the Church can bring godly influence to businesses, schools, governments, and other sectors, extending the Kingdom's reach far beyond Sunday services.

2. Leadership development is inseparable from discipleship

Jesus did not divorce leadership development from discipleship.

Holistic approach. Leadership development in the Church should not be viewed as a separate program from discipleship. Rather, it is an integral part of the process of helping believers grow in Christlikeness. As disciples mature, they naturally develop leadership qualities.

Jesus' model. Christ's approach to developing His disciples was comprehensive. He taught them (knowledge), involved them in ministry (experience), and provided feedback and guidance (coaching). This model demonstrates that leadership development is not just about imparting skills, but about shaping character and worldview.

Beyond consumption. Many churches have drifted towards a consumption model, where attendees merely receive information. True discipleship, however, involves active participation and transformation. Leadership development pushes believers beyond passive consumption to active engagement in God's mission.

3. Conviction, culture, and constructs are essential for developing leaders

Without conviction, culture, and constructs, leadership development will not occur.

Conviction. A deep-seated belief in the importance of developing leaders is crucial. Without this conviction, efforts will be half-hearted and easily abandoned when challenges arise.

Culture. The church's shared beliefs and values must support leadership development. This includes celebrating growth, providing opportunities for service, and valuing the contributions of all members.

Constructs. Practical systems and processes are necessary to implement leadership development consistently. This includes:

• Clear pathways for growth
• Structured training programs
• Mentoring relationships
• Regular evaluation and feedback

4. Leadership in God's image reflects, replicates, and cultivates

God's people were the first to be given leadership and we were told to reproduce more!

Reflect God's glory. Christian leaders are called to embody the character and nature of God in their own lives. This means leading with integrity, compassion, and wisdom.

Replicate. Leaders in God's image are not content to lead alone but actively work to reproduce themselves in others. This multiplication mindset is essential for the growth and spread of the gospel.

Cultivate. Christian leadership aims to create environments where others can flourish according to God's design. This involves:

• Nurturing the gifts and talents of others
• Creating opportunities for growth and service
• Fostering a culture of grace and encouragement

5. Developing leaders requires knowledge, experiences, and coaching

The sweet spot of leadership development is the intersection of knowledge, experiences, and coaching.

Knowledge. Leaders need a solid foundation of biblical and practical knowledge. This includes:

• Theological understanding
• Leadership principles
• Ministry-specific skills

Experiences. Practical application of knowledge is crucial for growth. Churches should provide:

• Opportunities to serve in various capacities
• Gradually increasing responsibilities
• Chances to lead projects or teams

Coaching. Ongoing guidance and feedback from experienced leaders is essential. This involves:

• Regular one-on-one meetings
• Constructive feedback on performance
• Help in processing challenges and victories

6. A leadership pipeline provides clarity and enables ministry expansion

As more leaders are developed, the influence of the ministry is exponentially expanded.

Structured development. A leadership pipeline provides a clear path for growth and advancement within the church. It outlines the steps from new believer to mature leader, helping individuals understand their current position and next steps.

Succession planning. A well-designed pipeline ensures that there are always leaders being prepared for future roles. This prevents leadership gaps and enables smooth transitions.

Ministry multiplication. As more leaders are developed, the church's capacity for ministry increases exponentially. This allows for:

• New ministries to be launched
• Existing programs to be expanded
• More people to be reached and served

7. Idolatry hinders leadership development in the Church

Just as we don't drift into a pursuit of holiness, we won't drift into developing and deploying leaders.

Common idols. Four idols often hinder leadership development:

1. Control: Unwillingness to delegate or trust others
2. Approval: Fear of others surpassing or replacing you
3. Power: Desire to maintain personal influence
4. Comfort: Reluctance to engage in the hard work of development

Self-examination. Leaders must continually examine their hearts for these idols and repent when they surface. This requires honesty, humility, and a commitment to personal growth.

Overcoming idolatry. The antidote to these idols is a renewed focus on Christ and His mission. As leaders find their identity and purpose in Him, they become more willing to invest in others and share leadership responsibilities.

8. Church culture must be continually managed to foster leadership growth

Managing culture is not something that is done just once; culture must be continually shaped.

Intentional cultivation. Church leaders must actively work to create and maintain a culture that values leadership development. This isn't a one-time effort but requires ongoing attention and adjustment.

Alignment with values. The church's culture should reflect its stated beliefs and values. When there's a disconnect, the lived culture will always win out over stated ideals.

Cultural indicators. Leaders can assess and shape culture by paying attention to:

• What is celebrated and rewarded
• The stories that are told and retold
• How challenges and failures are handled
• The language and metaphors commonly used

Last updated: November 9, 2024