Marc Estes

In our last post, we discussed the process that Jesus used to develop leaders. I had mentioned that his process was built on biblically-based purpose-driven relationship which then expanded into a four-fold strategy. Those steps were; define the leader, discern the leader, develop the leader and lastly deploy the leader.

In this post, I would like to discuss the first step of the process, “Defining the Leader.”  There are four areas to consider in defining the leader that you desire to build.

1.    Knowledge – What they should know.

Knowledge defined is the sum of what has been discovered and learned. The state of knowing information about a specific subject or area. Knowledge is an important part of a leader’s life. What they know is important in fulfilling the ministry they have been called to.

More importantly, our “knowing what they should know” is even more important that what they personally know. We know what they should know. Identifying these components are critical to the discipleship process. Experience is not enough. Character is not enough. Skills are not enough. You need them all. As you begin the process of building leaders you must define the knowledge they need to be successful in the area in which they will serve. 

Here are some knowledge areas you should consider in defining your leader:

• Bible Knowledge - check out PBC as a great training option for your leaders.
• Church vision and values - for a copy of CBC vision and values, email me.
• Leadership Culture and Principles
• Specialized Training
• Personal Role and Responsibilities
• Community Standards

2.    Experience – What should they have done.

Experience defined is the active participation in events or activities, leading to the accumulation of knowledge or skill. Nothing can replace experience. You can have all the training in world and still be greatly handicapped because of no real practical experience. You need knowledge, but you also need experience. 

Different levels of experience are needed for different levels of positions.

Although working in ministry will give them experience, we need to make sure that we discern what level of experience is needed in an area of ministry before setting them into that area of ministry.

Here are some areas of experience you should consider in defining your leaders:

• Ministry Experience
• Work/Career Experience
• Community Experience
• Life Experience

3.    Skill – What should they be able to do.

Skill defined is a developed gift, talent or ability. There are certain skills that are critical to performing any area of ministry. Overlooking the skills that are needed can be disasterous. Identifying those skills and insuring that you are focused on recognizing and/or developing those in your leader will help you to build the right kind of leader.

Here are some skills you might consider in identifying the goal of your leader:

• Proper Blend of Pastoral (Heart), Leadership (Head), and Adminstration (Hands).
• Spiritual Gifts – (see What Now  book for complete list of Spiritual Gifts and a personal Gift assessement test)
• Natural Talents and Abilities
• Technical Skills
• Specialized skills

4.   Maturity – Who they should be

Maturity defined is the state or quality of being fully grown and developed; naturally or spiritually.  Depending on the level of ministry where one will serve will determine the level of maturity needed in the person you are building. Taking time to define these areas, specifically is a critical part of the defining process.

There are certain levels of maturity that should be defined as to what you are expecting

• Christian Foundations – Salvation, water baptism, HS baptism, etc. (see Foundations of Christian Doctrine)
• Spiritual Disciplines – Prayer, bible, weekly attendance, tithing, small group, serving, etc.
• Character – Attitude, behavior, speech, habits, etc.
• Wisdom – decision making, problem solving, handling people, building the church.
• Availability – Amount of time, days of the week, time of day, etc.

Once you have defined exactly what you are attempting to build by using these four areas as an outline, only then can you begin to move forward in the discernment process.

My next post will deal with, “Discerning the Leader.” (See Developing a Leadership Pipeline – Discerning the Leader: Part 3)