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Vineyard Church North Phoenix | Developing Leaders in the Church

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Developing Leaders in the Church

June 22, 2008
VCNP Leadership Meeting June 2008
Speaker: Brian T. Anderson

Download Notes (PDF)

  1. Introduction
  2. Leaders are made, (trained), not born !
    1. Mark 3:13-15 (NLT) 13Afterward Jesus went up on a mountain and called the ones he wanted to go with him. And they came to him. 14Then he selected twelve of them to be his regular companions, calling them apostles. He sent them out to preach,15and he gave them authority to cast out demons.
      1. Jesus was with them, He trained them, and He changed the world by investing in them.
    2. If we can find a way to multiply leadership , there’s no limit to how far our church can go. But, if leaders are not multiplied and developed, the limit of our church is found very quickly.
      1. We must all perceive the local church as one large unit that is broken up into lots of small units (groups, ministries, etc.) and each of these small units are led by leaders.
      2. Each of these leaders must raise up new leaders!
      3. We must always be thinking about how we can multiply our small groups, ministries, etc.
        1. The more leaders we have, the more we can grow, the more people we can minister to! If we’re limited in groups or ministries (because of lack of leaders) we won’t be able to keep reaching more people for Jesus Christ.
  3. Five things that keep leaders from raising up new leaders:
    1. Insecurity
      1. We’re afraid that if we train up other leaders, they may be better than we are.
        1. Insecurity
    2. We are overwhelmed with the immediate tasks around us.
      1. It seems like there is no time available to invest in leaders (recruiting and training them).
      2. That is very short-sighted !
        1. If you have to continue to do all the ministry yourself , your ministry will never expand!
        2. A goal we have: Never do any ministry without bringing someone with you to learn!
      3. Hospital visits, casting out demons, counseling, praying for the sick, etc.
    3. A deep desire for calm .
      1. Almost everyone likes to minimize chaos in their life. You will always live in a state of (at least partial) chaos when you’re involved in ministry!
      2. “Growth inevitably leads to chaos. I don’t mean the kind of chaos caused by weak administration or poor planning. I mean the turmoil that accompanies action, the disruption that results from change and the problems that surface from incorporating new workers into a ministry. An organization without this kind of chaos probably isn’t making much of a mark. I’ll take chaos--with impact--any time over a calm lack of fruitfulness.” (by Don Cousins, Mastering Church Management, pg. 113)
      3. All of us need to occasionally ask ourselves the question, “How much of what I’m doing is just keeping the status quo running smoothly and how much of it is moving us forward (getting us ready for what comes next)?
        1. If you want to be an effective leader, at least some of your time needs to be spent on moving forward .
          1. There will always be a time tension--some spent on keeping things running smoothly and some spent on the future.
        2. Realize that being in leadership means you will always be in the middle of “ messes .”
          1. Jesus and the disciples.
          2. VCNP is in a constant state of chaos!
        3. Even if new ministries aren’t starting, we must constantly be training new leaders because of the normal attrition rate of current leaders (5% - 20%). (People are constantly moving, getting married, having babies, getting sick, taking a break, job change, etc.)
    4. No vision for the future.
      1. Most leaders are just trying to survive what’s going on right now! They’re not thinking about what’s coming down the road.
        1. Reactive vs. Proactive.
      2. Great leaders must constantly be thinking about the future !
        1. “How can we be ready for what God wants to do in us and through us two years from now?”
      3. Every person in any ministry must raise up someone to take their place- -always looking to the future!
    5. Failure or disappointment with the process.
      1. Betrayal, failure, etc.
      2. Jesus and His disciples.
      3. There will be times when it doesn’t work out. There will be people you invest in that don’t pan out. Press on!
        1. Failure and disappointment is part and parcel of doing anything.
  4. The model that leaders are best developed in:
    1. The Educational Model vs. the Apprentice Model.
      1. The educational model is helpful, but it is not nearly as effective in developing leaders as the apprentice model.
        1. Prayer, healing, casting out demons, counseling, hospital visits, etc.
      2. Leadership is more caught than taught !
      3. Start by giving potential leaders simple, limited responsibilities. As their proficiency in those things develop, give them more and more responsibilities.
  5. All current leaders must be responsible for replicating themselves.
    1. Geometric progression vs. Arithmetic progression.
    2. All leaders must have an apprentice!
      1. Barnabas – Paul.
      2. Paul – Silas & Timothy.
        1. II Tim. 2:2 (NASB) The things which you have heard from me in the presence of many witnesses, entrust these to faithful men who will be able to teach others also.
  6. Basic steps in developing others into leaders.
    1. Identify potential leaders.
      1. The first and most important step in identifying leaders is to pray and ask God to show you who He has for the job!
        1. Luke 6:12-13 (NASB) 12It was at this time that He went off to the mountain to pray, and He spent the whole night in prayer to God. 13And when day came, He called His disciples to Him and chose twelve of them, whom He also named as apostles .
        2. Prayer is so important in this process because no one, except God, really knows what is in the heart of a person. What you see on the surface can be very deceptive.
        3. I Sam. 16:7b (NASB) For God sees not as man sees, for man looks at the outward appearance, but the LORD looks at the heart.”
      2. Always choose people with character over and against gifting.
        1. Character in leaders cannot be compromised.
        2. How do you assess a person’s character?
      3. Do they lead their own life effectively?
        1. I Cor. 9:27 (NASB) But I discipline my body and make it my slave, so that, after I have preached to others, I myself will not be disqualified.
        2. Weak character will manifest itself in a lack of self-management; poor self-discipline, tardiness with/-appointments, incomplete work, being controlled by outside circumstances, or even moral lapses.
      4. What are their interpersonal skills like?
        1. Do they get along will with others?
        2. Humility, courtesy, patience, self-control.
      5. Spiritual authenticity.
        1. Have they made a mature, consistent commitment to Christ? Does the Word of God impact their daily lives? Do they pray? Are they submitted to the Holy Spirit?
        2. b. Leaders must practice the fundamentals! They can’t effectively promote the product of spirituality unless they’re involved in the daily practice of spirituality!
      6. Availability
        1. There are season in people’s lives!
      7. Faithfulness (To God, VCNP, and you).
      8. Ability.
      9. Calling
    2. Recruit .
      1. Recruiting is not equal to volunteerism !
      2. Steps of recruiting:
        1. “I believe in you. I think you can do this.”
        2. Outline the job specifically (so there’s no confusion about what the job entails [use a written job description]).
        3. Give the job a time limit. (Beginning and ending date)
        4. Ask for a commitment.
    3. Train .
      1. The amount of training depends upon the job.
        1. When possible, model what you want the person to do.
          1. Watching a proficient person is the best and easiest way to learn.
          2. We are constantly modeling ministry to others.
        2. Give people confidence in themselves that they can do the job well.
        3. Is there a “ track ” they need to run on?
    4. Deploy .
      1. Delegation is sharing responsibility and authority , not abdication!
      2. Authority and limits must be defined.
    5. Monitor .
      1. Young and developing leaders and workers need supervision . They need someone to report problems and victories to; someone to encourage them; and someone to “reward” them.
        1. A lot of their “ reward ” is time with you!
        2. Recognition is another reward.
      2. Loving Confrontation is always a part of monitoring.
    6. Nurture .
      1. You have to love and care for them beyond their tasks!
        1. We need to find out how people are doing personally rather than just how their ministry is doing.
        2. People are always more important than the task!
  7. Conclusion
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