EVERY LEADER NEEDS A DEVELOPMENT PLAN THAT WORKS
Key Takeaways
• Every leader should be able to clearly communicate who they are and what they do
• Leadership development starts with identifying people who already influence others
• Multiplication happens when you invest in people who invest in people
• Growth requires entrusting responsibility, not just holding control
Here’s something that I don’t think is talked about enough in our churches: Leadership development isn’t complicated, but it is intentional.
Sonia and I have recognized that God has gifted us to be people who develop high-capacity leaders and equip them to run effective, thriving teams.
“Leadership Development Isn’t Complicated, But It Is Intentional”
Over the years, Sonia and I have landed on a simple three-phase process that we’ve learned works anywhere. It doesn’t matter if it’s church, corporate office, a nonprofit, or a Wednesday night youth group, this framework translates across environments because leadership is leadership no matter what arena you happen to find it in.
So, let’s dive into what we’ve learned to do consistently no matter where God places us.
Phase 1: Identify Emerging Leaders
The first step is to simply identify emerging leaders.
Now, are there specific traits we look for? Absolutely, and I could go deeper on that another time. But at a high level, we’re looking for people who have a natural ability to influence others to do something or go somewhere with them.
You’ll notice these people because others tend to follow them. They don’t need a title to lead, as leadership is already showing up in how they interact with the people around them.
And here’s something important to understand. That influence can be used for good or bad, but either way, it’s a signal. When you see someone consistently influencing others, that’s someone you may want to spend some time with and start having conversations to see if they are open to stepping into Phase 2.
Phase 2: Develop Them Intentionally
Once you identify them, the next step is development, and we need you to know that this kind of development takes time.
So, start setting up times to grab coffee, go to lunch, sit in real conversations, and start bringing them into what you do. Let them shadow you, ask questions, and even challenge how they think by asking them questions in return.
You want to show them everything, not just the polished version. Show them the good, the bad, and the ugly. And don’t forget to talk about the things that continue to challenge you as a leader in that role. Your job is to get them ready to not be surprised by the things they will face once they are taking on the responsibility that you currently carry. Because real leadership development happens in real environments.
Be Strategic With Your Time
Now let me say something that not everybody likes, but it’s necessary. You can’t meet with everybody.
If you’ve got one hour, you have to decide where that hour goes. Is it going to the person who is going to pour into ten other people after they leave you, or the person who is going home to binge watch Netflix?
I’m really being serious. And I need you to understand that this is not you being harsh, this is actually called stewardship. If you mess this piece up, you will end up spending a lot of time with the kinds of people who will drain you as opposed to multiplying your knowledge and effectiveness across the organization.
Sonia and I say it like this: we spend time with people who spend time with people. Because if I invest in someone who multiplies, I didn’t just reach one person, I reached everyone they touch.
And listen, not everyone will like that. Some people will be frustrated when you say no, and that’s totally okay.
“Spend Time With People Who Spend Time With People”
Please remember that there is absolutely nothing wrong with protecting your time so you can maximize your impact.
Phase 3: Entrust Them With Responsibility
After you’ve identified and developed someone, the final step is to entrust them with something they can mess up!
And this is where a lot of leaders get stuck. Because it’s one thing to train someone, but it’s another thing entirely to let go and watch someone else do it.
Here’s the thing about this, though, if you never give people responsibility, how will they ever grow?
As a leader, looking to develop other leaders who develop other leaders, you have to set the example and give them something to do, something they can own, something they might even cause you some problems with. Because that’s where the real development happens.
I love that Craig Groeschel says, “If someone can do it 60% as well as you, give it to them.”
That other 40%? They’ll learn it as they go. They’ll learn it as you walk alongside of them. They’ll learn it as they make mistakes that teach them how to be more effective.
And here’s the bonus. While they’re growing, you’re gaining time. In this phase, you move from doing everything to guiding, to answering questions, and ultimately to only stepping in when needed.
This is how leaders multiply themselves.
The Goal Is Multiplication
At the end of the day, leadership is not about how much you can do. It’s about how many people you can develop who can do it with you. Because when you build people who build people, your impact doesn’t just grow, it multiplies.
And that’s the kind of leadership that actually changes environments, organizations, and communities over time.
A Question Worth Considering
Are you spending most of your time doing the work… or developing people who can carry the work with you?
Continue the Journey
If this kind of leadership resonates with you, this is exactly what we continue to unpack inside the Plain English Academy.
Because strong leaders don’t just lead well, they develop others who can lead well too. And when that happens, everything changes.
For more leadership and faith-based teaching like this, explore the resources available inside the Plain English Academy. You can also learn more about the mission behind Plain English on the About page or read additional articles on the Plain English Blog.
Churches and organizations interested in leadership or spiritual development training can also book Pastor Jay to speak.
Continue the Conversation
If this article resonated with you and you want to keep growing in the areas of Marriage, Leadership, and the Five-Fold, we’d love to invite you to join us inside the Plain English Academy.
You can start by joining our free Plain English Academy Community on Facebook, or explore the in-depth courses and hands-on training available through the Academy with Pastor Jay and Pastor Sonia.
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