A Simple Way to Develop Emerging Leaders (part 1)

There is a leadership shortage (or draught as some have started calling it) among our churches.

Is it that they do not exist in our churches?

Or that Christians don't have the gift of leadership?

Or perhaps people are unsure 'how' to lead in a Christian organisation or community like the church?

I don't believe that we have a shortage of leadership giftings or the ability to lead in the Church. I also don't believe that we don't have enough leaders in their own right. Still, whichever way you look at it, there seems to be a pressing need in almost every denomination, movement or mission organisation for more leaders...a leadership shortage.

Interestingly, Barna (in the USA) found that over 80% of pastors told them that they prefer lay initiatives to new church programs. This seems primed to train and release leaders...right?

Yet in the same research, they also found that fewer than 10% of pastors feel that their church is good at developing new leaders. In Australia specifically, according to current trends, we will have at least 2000 fewer churches in 2035. And although this is multifaceted,

the reality is that the leadership pipelines and pathways are not even sufficient for our current reality, let alone how we may find the church in 2035.

The latest research I am starting to hear regarding leadership development in Australia is that collectively, we need to equip and launch at least 1000 leaders per year, until 2035, just to keep the current status quo...and unfortunately, we are nowhere near that number.

So what can we, should we, will we do about it?

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Is it just me, or is there some sort of disconnect between what we say and perhaps even desire, and what the reality is when developing and raising leaders? We seem to have found ourselves in a leadership vortex whether by naivety, intentional 'strategic' decisions (and yes I use ' ' as I would suggest that strategy has a long-term perspective and I struggle to reconcile how anyone could think that a strategy of not developing leaders would be a good idea), or perhaps by poor processes, lack of pathways or even dare I say it vision or priorities. Mac Lake said that

"it's not that there is a leadership problem, it's a leadership development problem".

Perhaps we have used the excuse that "it's just easier for me to do it", or "they aren't ready" or "experienced enough" or "mature enough".

I've certainly been guilty of at least one of these excuses in the past...maybe I'm the only one?...

The hard thing is that these all seem relevant and justifiable, especially at the time and when there's a lot going on...but the reality is far from that.

Craig Groschel makes an insightful observation when he tells leaders, "don't just delegate tasks to the next generation. If you delegate tasks, you create followers. Instead, delegate authority to create leaders."

There are almost too many rabbit holes we could go down in this one quote, so I think it's best to leave it as a simple question.

Are you creating followers or leaders?

It's an important question, and the simple way to figure this out is to observe whether they have authority and responsibility, or whether they just have responsibility or 'tasks'. If I am to make a general observation, we have been, for a long time, far better at delegating tasks rather than authority.

(And here comes the thoughts and justifications as to why you have only delegated tasks to the person on your mind and not authority...perhaps some of the reasons mentioned above).

Let's look at a different perspective,

Francis Chan say's that "we can develop leaders only when we structure things in a way that requires others to lead".

Again, too many rabbit holes to jump down, but simply rephrasing it as a question perhaps serves the greatest purpose.

If you are struggling to develop leaders, is your structure the barrier?

Again, cue rationality, justifications, excuses...we could go on, but I think...or perhaps should say, hope, that you understand where this is going.

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Systems Process Theory would suggest that in order to achieve a different outcome, something must be changed in the process. Simply saying that if you, if we have a leadership shortage and are not developing or producing the leaders that we say we need, then we need to change something in the process that has got us to this place in the first instance. So the first step is to have an honest conversation about it.

Let's sit down and evaluate our processes, structures and whether we are stuck only delegating tasks. And then let's take positive steps forward, towards change, adjustment, and partnering with others like The Emerging Leaders Program to help us better develop and raise leaders. This is why we have various ways that we partner with the local church to raise leaders who are called. Our customisable leadership partnerships help local churches and organisations increase their capacity to raise leaders locally by partnering with us to create a custom, local leadership pathway. We are passionate about raising leaders in the context of their calling, and we believe that the local church is the best place for this to occur.

We are a part of the same body, so let's partner together so that the responsibility is shared and doesn't fall on any one person.

What will follow in part 2 of 'A Simple Way to Develop Emerging Leaders', is a framework, process, idea...call it what you will, but a simple way to help develop emerging leaders in your community and context.

If you would like to find out more about how we can partner with you and your church or organisation, we would love to hear from you, and together, raise disciple-making leaders in your context.

This article was written and created by Andrew Hodgson © 2025.

Published by The Emerging Leaders Program, 2025