Leading people is hard. A wise pastor once told me that “Ministry will always be messy because people are messy. If it ever stops being messy, you might need to reevaluate whether you are still engaging with the people.”
Raising up teams and shepherding people is no different. But, you can do it, and do well. Jesus made it very clear the importance of loving and discipling people and that must be our focus when raising up teams. It’s not about being the most efficient team or being the most developed team. It’s simply about loving people and leading them. There are five practices that I have found to be key in building my teams. These are by no means the only five or the best five, just five that I have seen work well in my time in ministry.
Take them with you before they are ready.
When you are raising up leaders, it’s important for you to pour into their development. They may not be ready now, but someday they might be. So pour into them now. Take them with you to that conference. Let them sit in on the meeting. Give them an inside look at what it looks like to be on the team, or even leading the team. This does two things, first it shows that you believe in them and see something in them. Second, it provides ground for them to see first hand the role and what they need to grow in before they are ready to step into it.
Say the hard thing in love.
I have done it all too many times. I see something and let it slide. I notice something and stay quiet. Then, six months or a year down the road the problem has only gotten worse and I wish I had course-corrected when I first noticed it. One of the most loving things we can do for our leaders is to tell them the truth when it’s hard. Do it with a loving, shepherd’s heart, but do it.
Give feedback early and often.
Similar to saying the hard thing, leaders need to know how they are doing. They need to know when they do something well. They also need to know when they have room for growth in an area. Don’t wait to give feedback. If it’s something small, do it that same day. Pull them aside or give them a call. If it’s good feedback, do it in front of the team. Whether good or bad, immediate feedback is good feedback. If it’s something more significant, schedule a meeting, but do it quickly. The people we are shepherding need to be receiving frequent feedback from us.
Give them opportunities to grow and take on more.
I think too often, we say “no” for the people we are leading. Although the heart is right, it’s not our “no” to give. I have often said “They already have a lot going” or “This is a big ask.” Give them the opportunity and let them say no if it is too much. I have had many a leader who actually said “no” to other things in order to be able to say “yes” to the big thing I was asking of them because it was what they wanted to grow in.
Walk with them, not for them.
I tell each and every one of my leaders that I will always walk with them, but I will never walk for them. That means we can get through almost anything as long as they are willing to put in the work. I can help, coach, guide, and love them through anything, but they have to be the one determined to put in the work and keep moving forward. I will not do the work for them.
To love the people we are leading well means to put in the work to shepherd them. It means inviting them along, saying the hard thing, giving feedback and opportunities for growth, and walking with them. If we are willing to put in the hard work of leading our people well, you will be amazed at how they rise to the occasion.
