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(1) Establish a Relationship
When it comes to leadership, Maxwell taught Reiland much about the value of relationships. He taught lessons such as, “People don’t care how much you know until they know how much you care… Walk slowly through the crowds so you can pay attention to people… Always add value to everyone you meet.” Reiland notes that Maxwell leads in a way that consistently shows he cares about people. And he adds value to people’s lives.
Leaders, motivated by love, are called to serve others. Good leaders desire to see the people they serve grow in their walk with Christ, and they want as many as possible to become leaders themselves.
As a leader, you need a small group of friends—perhaps three to five—who give you absolute permission to be yourself at all times. If you get “off track” in some way, someone in the group will be there to let you know.
Along the same lines, many leaders are exhausted because they aren’t taking care of themselves. Because of their personal stress, they see people as an added drain on their lives. You have to be “filled up” yourself before you can give to others. Take time to refuel on a regular basis, so you can give yourself away.
(2) Engage a Follower
In his Pulitzer Prize-winning book Leadership, James MacGregor Burns writes, “Much of what passes as leadership—conspicuous position-taking without followers or follow through, posturing on various public stages, manipulation without general purpose, authoritarianism—is no more leadership than the behavior of small boys marching in front of a parade, who continue to strut along main street after the procession has turned down a side street toward the fairgrounds.”
As Paul says in Philippians 2:3, “Do nothing out of selfish ambition or vain conceit but in humility consider others better than yourselves.” Submission prevents a spirit of rebellion, a spirit of arrogance, and a spirit of independence.
Remaining humble and submissive doesn’t mean good leaders stand back in the face of difficult situations. Rather, good leaders are never afraid to confront important issues. But the reception to those difficult talks is usually more positive when the leader is known to be an encouraging, positive, uplifting person. The #1 reason people quit is because they did not receive enough encouragement. John Maxwell said, “Encouragement is 51% of successful leadership.”
Leaders also engage followers to make change. But Reiland says, “Never make change for change’s sake. At 12Stone Church, I say, I’m not looking for something different. I’m looking for something better.” Gerald Brooks, Senior Pastor at Grace Outreach Center in Plano, Texas says, “If you change something and no one gets upset, then you changed something that doesn’t matter.”
Leaders inspire through their ability to organize, clearly state the next steps, and keep things running smoothly. People dislike chaos, poor communication, and unclear goals with a passion. When a leader shows up who can consistently provide clear direction, people are moved to follow. So, being an inspiring leader isn’t about having a big personality. It’s about consistently doing the right things at the right time.
(3) Embrace a Team Member
Reiland notes that when he was younger, he hired for competence first. Now he hires for chemistry. Of course, competence matters, but typically there are many applicants who can do the job. The real questions are, “Will we want to work together, and will we work together well?” If you wouldn’t want to hang out with the people you work with on your day off, you may be missing an important element of chemistry on your team.
When you’re inviting people into meaningful ministry, it’s critical you don’t make them feel like cogs in a wheel. You must connect with their passion, gifts, and desires—especially if you want your team members to stick around for any length of time. When you invite someone to join your team, connect them to a vision for changing lives—not a specific task.
Once they join the team, periodically ask them what fruit (results) and joys they are experiencing in the ministry—they must have both. Results without joy is drudgery, and joy without results may be fun for a while but ultimately it will become frustrating.
(4) Coach an Apprentice
Jesus did not choose people who were perfect. He looked for people with potential and who would help Him fulfill His purpose on the earth. Keep in mind that in both character and competency, you are not looking for someone who has “arrived”.
It’s often practical wisdom combined with an ability to reason that gives leaders the edge. You can discern a great deal about a person’s intelligence by the questions he asks and the solutions he provides. Asking someone to tell you about the last problem he faced and how he solved it will reveal a lot. What your apprentice needs from you is for you to speak real truth, even if it’s uncomfortable in the moment.
Note that you will include some leaders more than others. Jesus did. Remember how close He was to Peter, James, and John? He drew them aside more often than the others. But all the disciples were included. Jesus intentionally gave each of them a chance to get in the game. You must do the same as a developer of leaders. If your leaders aren’t making mistakes, they aren’t leading.
(5) Mentor a New Leader
Good leaders teach others how to lead. Are you investing in any new leaders? The best mentoring leads a person to discover answers for himself.
You may have to work smarter and create more margin in your life, so you can find the time to develop yourself as a leader. This is how you keep your spiritual fire hot. If you don’t fill yourself up with fresh knowledge about leadership, insights into ministry, and revelation from the Holy Spirit, you will have little to give out to those you mentor.
It is helpful to know your strengths and weaknesses, but it is even better to understand your productive strengths and destructive weaknesses. Knowing this will give you greater focus and cause you to make a stronger impact. The same is true for those you mentor.
Here are five steps, describing the “Art of Empowerment”:
- Trust with responsibility: Trust isn’t indiscriminately and automatically given to just anyone. A young or inexperienced leader should not expect a blank check.
- Train for competency: Train with the objective of helping leaders, so they will have God stories (reveal that God still shows up, miracles still happen, and people’s lives are still being changed); Growth stories (specific ways people are growing–from strengthened marriages to stronger prayer lives); and Gift stories (how people are using their spiritual gifts to serve in the body of Christ).
- Unleash with authority: Because leaders care about the people they serve and the results of ministry, and because they have been carrying the responsibility of leadership for some time, releasing authority can be difficult. When it comes to releasing leaders, the level of authority they’re given must equal their responsibility.
- Communicate clear expectations: You will drive your leaders crazy if they don’t know what you want. This starts with you knowing what you want! Write your expectations down—a bulleted one-pager with clear goals that are used as the basis for ongoing communication and discussion. Leadership is an artful combination of vision, direction, and strategy, and it is loaded with expectations.
- Let apprentices know you love and believe in them: When you believe in someone, you make a statement of faith that travels from your heart to theirs. You believe in who they are, and you believe in what they can do.
When you develop people to lead those who serve in ministry, you are adding leaders. When you continue the process, and other leaders you have developed also pour into new leaders, now you are multiplying leaders. The results become exponential!
May you use Amplified Leadership to help your team members shoot for the stars!