What it takes to let leaders lead
We all have high hopes for our small groups. We want to see people growing closer to God and each other. We want to see this growth translate into the fruit of character, good works, and new people coming to faith in Jesus. Unfortunately, our desire for change and growth doesn't mean we'll see them.While there are many factors that contribute to healthy and impactful groups, one key is having capable leaders who are given the freedom to lead. Conversely, one thing sure to stifle group health and impact is micro-managing a leader. Real leaders want to lead. When they're merely puppets, they'll become frustrated and irritated. When leaders are micromanaged, your ministry's most effective leaders will quit taking leadership positions.
To create an environment where leaders are given the freedom to lead and leaders are aligned with the mission of the church, coaches and staff must do four essential things.
Be clear about the things that are important for your church.
Creating an environment where leaders are given the freedom to lead begins long before they start leading a group. However your church has communicated what's truly important (whether you call it your mission, purpose, or DNA), you should communicate it so well that everyone in the church understands-not just your leaders. Then by the time people are ready to lead, they already understand what your church is about, and their group members have the same understanding without any additional teaching.
It's not enough, though, simply to communicate what your church is about. You need to make sure that people moving toward leadership are, in fact, aligned with your church. You don't have to give them a multiple-choice test, but you should at least have a conversation that clarifies their understanding and agreement with the core values of the church.
You'll never feel comfortable giving away leadership to someone unless you believe you're on the same page. A basketball coach wouldn't put a player on the court who couldn't articulate the play. In the same way, we can't put people into leadership positions if they can't articulate how our church has chosen to pursue the mission of Jesus together.
When you're confident someone understands this and is prepared to lead within your church's framework, it becomes much easier to let them lead.
Have a good method for selecting and training leaders.
At our church, this process is pretty organic. We don't have a 10-step process for leadership selection, but we have identified characteristics we look for in small-group leaders. Depending on the ethos of your church, this process may look like a series of conversations or a leadership class people need to complete. There is no one right way to select and train leaders, but there is a wrong way.
Here's what the wrong way looks like:
"Hey, small groups start up in two weeks and we need to offer a couple more groups."
"Okay, umm, what should we do?"
"Well, I just thought we could make an announcement on Sunday and see if anyone volunteers. If they don't, we could call people until we
find someone."
Your small groups are too important to throw just anyone into leadership! In a smaller church like ours, we can pretty easily watch people's behavior and get a good idea of who would be capable of leading. We also identify people who aren't prepared to lead right now but show many characteristics that would make them good leaders in the future. Then someone from our Leadership Team intentionally connects with them to help them develop. Larger churches may need a more delineated process for identifying and developing future leaders.
When you're confident in a person's character and abilities, it frees you to take your hands off and let them lead. On the flipside, if you believe a leader is untrustworthy or incompetent you will naturally be looking over his or her shoulder.
Cred: Trevor Lee of smallgroups
