Today, I want to talk to you about developing a potential leader. Now I would suggest that you use this model to give the ministry away. It’s four steps to relinquish responsibility and authority. However, your church must clarify a potential leader’s new role before releasing responsibility. Especially in the intentional and guided phases of this process. So, let’s take a look.
First, a potential leader is a disciple, not a leader. They are not even a co-leader. If you are developing someone you are actually equipping them to eventually serve in your role. They are not quite ready yet. So, don’t transfer that ownership and responsibility at the same time you’re just giving them initial training.
Second, a potential leader is an observer, not a decision maker. Sure, you want them to observe and learn decision making processes for the role, but you should not immediately ask them to make decisions while they are still learning. That puts them in a bad spot, both with the people they are serving as well as other leaders in the ministry.
Third, a potential leader is a learner, not a contact for your ministry team. You have to help this person understand how the ministry works before they work on the ministry and before they begin to address ministry challenges and opportunities that are ahead for that particular area. But, you shouldn’t expect them to jump into the deep end without first teaching them how to swim in this ministry.
Remember, this person is a leader in training. And if you follow the model of the four steps to give the ministry away, you’ll clarify what the expectations are each step of the way and that potential leader will gradually take on more of that authority and more of that responsibility.
Now that you understand the role of a potential leader in your organization, what are you going to do about it?
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