Advanced Pastoral Training

A more effective way to minister to others is to train people to lead a ministry. This is what Jesus did so well. As he discipled the 12, he also prepared them to become leaders.

To increase the ministry capacity of your church plant, the leadership capacity must increase. You must learn to shepherd leaders as well as the congregation.

Jesus used three models to lead leaders:

• Apprenticing
• Mentoring
• Coaching

These models overlap, but there is enough nuance to differentiate them.

SKILL 1: Apprenticing – The Action Model

Apprenticing is the process of demonstrating to leaders how to do ministry. It’s on-the-job training. It’s an excellent way for developing someone to lead in a very specific context or task.

Example: Train an Elder to “Pray for the People” during the worship service.

There are four steps:

• Step 1: Leaders watch you do a specific task.

• Step 2: Leaders help you with a task, then debrief. Use two affirmations for every correction.

• Step 3: You watch leaders do a specific task, then debrief. Allow them once or twice if you are not being present to take the pressure off of them.

• Step 4: Empower them to lead without your presence. Continue to support and challenge them.

Which ministries would immediately benefit from an apprentice?

Who have you discovered would be ready to take over a specific task?

SKILL 2: Mentoring – The Guiding Model

Mentoring is the process of pouring into people. Pastors do this well. Mentoring encourages people in their spiritual growth, in changing behaviors, or in learning how-tos. It’s about helping a leader learn what needs to be known and develop a holistic and healthy perspective on life and leading.

Examples: Mentor a leader on his devotional life, resolving anger, or how to become a better dad.

• Establish a desired outcome. Always. No exceptions.

• Pour into your leaders where they want to get better.
  • Pass along to them the knowledge you have acquired.
  • Show them the skills you have developed.
  • Share with them the experience you have gained.
  • Share with them the wisdom you have earned.

• A mentoring relationship is flexible.
  • It can be done Individually or in groups.
  • It can be frequent or infrequent.
  • It can be formal or informal.

Who are you mentoring now?

SKILL 3: Coaching – A Responsive or Directive Model

Coaching is the process of pulling the best out of a person. They help leaders actualize their God-given potential. Coaching works best for those who have specific ministry assignments. Coaches are known to ask a lot of questions and listen.

Emerging leaders who are catalytic need guardrails. In this case, the coach acts as a sounding board and wise voice. Catalytic people will often come to their coach when they need help, but would otherwise like to be left alone. Coaches respond.

Emerging leaders who are pastoral need direction. Their coaches will point them in the right direction, and many times tell them what to do, and support them with more oversight. Coaches direct.

In either case, you need to know who you are leading so you can appropriately challenge and deeply support them.

• Use the GROW model when coaching.

• • What is your Goal? Use this to focus your conversation.

• • What is your Reality? Use this to clarify the situation.

• • What Options do you have? Use this to brainstorm actions or alternatives.

• • What Will you do? Use this to narrow the decision.

• Employ the seven habits for good coaches.

• • Listen – God gave you two ears and one mouth.

• • Care – Support your leader through thick and thin.

• • Celebrate – the good stuff.

• • Strategize – be a sounding board for effectiveness.

• • Train – Connect the leader with training where needed.

• • Disciple – stay centered on developing the whole life of the leader.

• • Challenge – help actualize your leader’s God-given potential and pull it out of him.

Next Sample: Identify Indicators Where Competing Values Stymie Growth