Jay Anderson, "Passing the Baton", Small Group Leaders' Handbook, 2009, p136-153
Passing the Baton
Introduction
One of the most important things you can do as a leader is pass along the training you have received to another (potential) leader… If you fail to multiply yourself as a leader – or at the very least replace yourself – the mission of your InterVarsity chapter or your congregation, and the larger mission of the church as a whole, suffers a significant setback…. Any university chapter is only four years away from extinction. If small group leaders don’t replace themselves by the time they graduate, there is a great likelihood that the chapter will decrease in size. (pp.137-138)
If you
If you were to just lead your group and never invest in future leaders,
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If you were to develop one small group leader each year for ten years,
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4 Steps of Building the Small Group Leaders
1. Recognize: The first step is to recognize potential leaders that are in your group.
- Look for “FAT” people; Faithful, Available and Teachable: (1) Faithful people are at small group every week. (2) A student who is involved in many organizations and busy with other ministries is probably not available to take on the significant spiritual responsibility of being a small group leader. Their busyness doesn’t necessarily disqualify them from leadership, but it may suggest that you would have to ask them to consider dropping out of a few activities. Available people are able and willing to make a small group a priority in their schedule. (3) Small groups require humble, teachable, servant-hearted leaders. (pp.139-143)
- Questions: Who can be a potential small group leader in your group? Pray that God may open our eyes, and write their names. Why are they qualified to be a small group leader in three areas (faithful, available, teachable) above?
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2. Invest: The second step is to begin intentionally investing in them.
- Since every potential leader is different, each will require a unique investment of time and energy in order to best develop and grow as a leader. (1) Time: Time is probably the most important thing you can offer an up-and-coming leader in your group. It is noteworthy that Jesus spent three whole years with his disciples… Do the things that you are already doing; just do them with your leader-in-training… Any shared experience is an opportunity to build trust and community, as well as an opportunity for a teachable moment. (2) Affirmation: One of the most powerful things you can do as a leader is call out and affirm those gifts as you see them in your small group members… Most will need to be affirmed in their gifts and abilities, and then shown how they could use those gifts and abilities to lead and to serve others. (3) Opportunity: Delegation is a great way to develop both ownership and future leadership. People who feel like they have an important contribution to make to the small group are much more likely to be committed members. (Luke 16:10) (pp.143-147)
- Questions: What is three things you can offer to a potential leader grow? Make a plan to spend time intentionally with him or her. What passions and gifts do you find in them? What kind of proper roles can you give them to be involved in leading the small group?
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3. Develop: The next step is to develop them as leaders – training them and encouraging them for the role of small group leader.
- Ephesians 4:12 says that it is the role of the leaders of a body of believers to “prepare (or equip) God’s people for works of service, so that the body of Christ may be built up.” (1) Teach: You need to teach them about the things you have learned: how to lead inductive Bible study, how to prepare and lead a good discussion, how to build a sense of community and mobilize small group members for ministry. You have to teach them the importance of identifying and developing future leaders. (2) Demonstrate: Teach them the key elements of a small group, and then clearly model those elements in your next meeting. (3) Observe: Let them lead while you watch and observe. (4) Evaluation and Encouragement: Without good, critical evaluation, a leader will likely persist in bad habits. But without encouragement, they might become disheartened and quit entirely. Good coaches tell you not only what you are doing right, but what you are doing wrong to ensure better results the next time. (pp.147-149)
- Question: Summarize the process of developing the leaders. What are you teaching to the potential leaders? What is needed to be strengthened if you miss something in your teaching? How do you demonstrate what you have already taught? What would be important points when you observe? How do you evaluate and encourage them? How can you grow more in developing leaders?
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4. Invite: The final step is to invite them into a leadership role.
- Most people do not see themselves as leaders and need to be encouraged to take on a spiritual leadership role… Your job as a leader is to invite them and encourage them! … The invitation includes not just affirmation and encouragement but also a clear set of our chapter’s expectations for small group leaders. We ask all our small group leaders to not only commit to the job description we have written up for small group leaders but also to sign on to the covenant that all of our leaders affirm and ascribe to… I have learned the hard way that you are much better off with fewer, highly committed small group leaders than a bunch of leaders who aren’t very committed at all. (p149-153)
- Question: What is needed to invite the students to the leadership role? How can we build up the committed leaders?
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2 Timothy 2:2 “And the things you have heard me say in the presence of many witnesses entrust to reliable people who will also be qualified to teach others.” |
The role you play as small group leader in identifying, investing in and developing future leaders is highly significant. Don’t drop the baton!
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