The Five Steps of Leadership Development

If you haven’t had a chance to read Dave & Jon Ferguson’s book, Exponential: How You and Your Friends Can Start a Missional Church Movement, I recommend you do so this summer. 

In today’s post, I thought I’d share their very simple formula for leadership development. That is, how to train staff and volunteers (or anyone, for that matter) to do whatever it is they need to learn to do in both life and ministry. Don’t let the simplicity of these five steps deceive you. It’s a powerful and effective tool that you want to keep in your back pocket at all times. In fact, the authors of the book even wrote, “If there is one section of this book that I want you to photocopy and send to somebody else, it is this section.”

The Five Steps of Leadership Development

1. I do. You watch. We talk.

As an experienced leader leads a team, an apprentice takes the time to observe him or her. Within a few days the two should meet to discuss what the apprentice has observed. This debriefing time should include three simple questions: (1) “What worked?” (2) “What didn’t work?” and (3) “How can we improve?” This time of debriefing needs to continue throughout the process.

2. I do. You help. We talk.

In this phase of development, the leader gives the apprentice an opportunity to help lead in a particular area. For example, if someone is being developed to lead a student ministry small group, the leader might ask that person to lead the prayer time while the experienced leader leads the remainder of the time together. Again, this experience should be followed up with a one-on-one to talk.

3. You do. I help. We talk.

Now the apprentice transitions from supporting or helping the leader to taking on most of the leadership responsibilities of the team or group. If a person is being apprenticed to lead a team of sound technicians, he or she will operate the sound system and provide leadership for the other sound technicians. The more experienced leader now begins releasing responsibilities to the new, developing leader. As in the previous steps, the leader and apprentice leader should meet regularly to debrief the ministry experience.

4. You do. I watch. We talk.

The apprentice process is almost complete as the new leader grows increasingly more confident in his or her role. Consider how this step might look in a children’s ministry. A children’s group leader, at this point, would give his or her apprentice the opportunity to fulfill all the functions of leadership, with the more experienced leader now looking on and watching the new leader in action.

5. You do. Someone else watches.

This is where the process of reproducing comes full circle. The former apprentice is now leading and begins developing a new apprentice. Ideally, the leader who has developed and released several apprentices will continue to work with those leaders in a coaching capacity.

 
Disclosure of Material Connection: Some of the links in the post above are “affiliate links.” This means if you click on the link and purchase the item, I will receive an affiliate commission. Regardless, I only recommend products or services I use personally and believe will add value to my readers. I am disclosing this in accordance with the Federal Trade Commission’s 16 CFR, Part 255: “Guides Concerning the Use of Endorsements and Testimonials in Advertising.”

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