Intentionally Developing Younger Leaders
We face a looming crisis in the Pentecostal Assemblies of Canada with a large percentage of pastors and ministry leaders in the upper ages of their lives. Meaning that there is a shortage of younger leaders – leaders who are ready to and willing to take the mantel of leadership in churches and ministries. This is reflected in the current reality that it takes between 10-16 months to find a lead pastor when there is a transition. I am increasingly concerned about the lack of confidence in our younger leaders about stepping into a senior leadership position.
What can be done?
Intentional leadership development is the only solution.
Intentional leadership development needs to be a priority.
Let’s face it, most leaders are consumed with the daily tasks of leading the organization. They are too busy to consider how the younger leaders in the organization are being developed to lead one day. If the focus is on younger leaders, it is usually on their performance in their roles not in their development. Priority needs to be given to developing young leaders and placing them in roles and positions where they are point leaders and time is given to debrief and provide guidance and support. If a leader doesn’t get experience in leading, they will not fully develop their confidence as leaders. The only way to develop confidence is to do it. This is why senior leaders must place leadership development as a priority.
Intentional leadership development must include mentorship.
We can’t just put people in roles and then let them figure it out. We need to build in opportunities for discussion, reflection, guidance, and support. Senior leaders must schedule weekly times with younger leaders to mentor them in ministry. When you have a “call me if you need me” mentality, that often results in drifting apart and only coming together when things have gotten way off track. However, if there is a consistent meeting with a view to help and support and improve, a mentoring relationship should take place naturally. Senior leaders should treat their leaders like “guided missiles” in which they provide coaching and support on an ongoing basis.
Intentional leadership development creates organizational growth.
There used to be a piece of advice for pastors that stated, “work yourself out of a job”. The intention here was to encourage pastors to raise up people who can do the job. While the intention is good, this advice has had adverse effects on pastors as it tends to make them think, “well, then what job am I going to have?” The truth is, if you develop leaders, you will have a new and greater job – to develop more leaders and to manage the growth that will come in the organization. You will not lose your job. When you develop younger leaders, you will see an increase in your role and an opportunity for a greater impact on others.
John Maxwell asks, “Have we poured enough into those around us so that when we’re not around, they do well?” This is a great question to remind us all that, one day, we will not be around. We need to set up younger leaders for success.
Jeremiah works as an Effectiveness Coach with the ABNWT District of the PAOC. He is a passionate and creative leader who believes that the church is the hope of the world. He uses collaboration, innovation, and inspiration to challenge churches and their leadership to engage in the only mission Jesus ever sent his church on: making disciples.