Where do you find leaders within your organization?

(This is Part One of my teaching notes from “Developing and Reproducing Leaders” workshop at the Converge Northcentral Thrive Conference, October 30, 2015)

“You have heard me teach things that have been confirmed by many reliable witnesses. Now teach these truths to other trustworthy people who will be able to pass them on to others.” (2 Timothy 2:2)


  1. Look for people, not needs.
    1. So often we look at our needs and then try to find someone to fill the void to meet the need.
      1. i.e. We need more volunteers in the nursery; we need a treasurer; a board member; a youth pastor; etc. Who can we “shoehorn” into the position?
      2. Instead of looking at the needs; look at your people. Who do you have that is ready to take the next step?
    2. Identify the right people then figure out what need they can help meet.
      1. Get them on the bus then figure out their seat.
      2. Good leaders have influence and will help grow your church just by their presence and involvement. Their role will continue to evolve and develop as their leadership capacity and influence grows.
    3. Everybody’s job description changes about every 6 months.
  2. Look for leaders, not workers.
    1. Workers are task-driven. They may get the job done, but they won’t grow the ministry because all they do is what you tell them to.
    2. Leaders are results-driven. They do whatever it takes to accomplish the mission. They invest in and influence others to achieve more which results in exponential growth.
    3. You want people that you have to stop telling to do stuff instead of constantly having to tell them what to do and when to do it.
    4. Look for doers, not thinkers.
      1. It’s easier to educate an activator then to activate the educated.
    5. Good leaders are busy people. They are busy because they get things done.
      1. Your next leader probably isn’t sitting in his parent’s basement playing video games. S/he is busy with work, family, coaching, volunteering in the community, etc.
      2. If they buy into the vision and their part in it, then they will be busy about the things of the Kingdom instead of their own private affairs.
    6. Leadership pipeline: How we use the administrative role as an entry point.
      1. We don’t hire workers. We hire good leaders that are administratively gifted and want on the team, but not yet sure where they fit.
  3. Look for discontented people.
    1. Not angry complainers, but “holy discontent.”
    2. They’re not unhappy, just unsatisfied. They have a nagging feeling that they were made for something more. Anything else seems like a waste of time.
    3. “I’ll do it anyway” even if you don’t pay me.
    4. These people own the vision and can’t stand to not give more time to accomplishing it.
  4. Take chances on people.
    1. Leadership is a pressure-cooker. A person’s true-self is the person he is when under pressure.
      1. Bottom line: You don’t know until you see them in the situation.
      2. You may lose more than you win.
        1. You have to be willing to make hard decisions and have difficult conversations with people.
        2. Be prepared: Losers often leave.
      3. But when you win, you win BIG. That person will help grow your ministry capacity exponentially! The risk is worth the reward.
    2. Minimize risks.
      1. Start small.
      2. Give tasks, not titles.
      3. 90 day trial period.
      4. Failures are not so big, successes are bigger.
    3. Matty to Part-Time – May not like you for it today but they’ll love you for it tomorrow.
  5. What we look for.
    1. Seven C’s
      1. Calling – What is God doing in this person’s life? What has brought them to this point? What are their goals, passions, and vision for the future?
      2. Character – do they have any glaring weaknesses? (above reproach)
      3. Culture – community, church and staff
      4. Chemistry – do they play nice with others?
      5. Conviction – Is their alignment of beliefs and practices? Not just with the non-negotiables, but with what is negotiable.
      6. Competency – giftedness, talents, and skills.
      7. Commitment – How much time and focus can they give?
    2. Culture, chemistry, and character trump competency any day.
      1. Every leader (staff, volunteer, or overseer) at [e]stat has been raised up from within.
        1. They know our culture.
        2. We know their character.
        3. Together we have chemistry.
      2. You can get a lot more done and have a lot more trust (and fun!) if everyone owns the vision and likes each other.

Read Part Two

2 thoughts on “Where do you find leaders within your organization?

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