A Simple Way to Develop Emerging Leaders (part 5)

Well...we are here! This 5-part blog series is coming to an end, and although there are many barriers and pitfalls (common mistakes) along the way, perhaps we can discuss those in a different blog. One thing is for sure: if it were as easy as what I have said to date, and everyone did it, then we wouldn't be in a leadership drought as we speak. But the reality is that it is as simple as I have said in this 5-part blog! (If you haven't read any, then start here)But that's where the misdemeanour stands,

Simple doesn't mean easy

because if it did, we would never have any issues anywhere. We often think that because something is simple, it must be easy...but that's just not the case. Something can be simple, and be really hard...and something can be complex, yet end up being incredibly easy.

So, as we jump straight into the final step in this leadership development process, I want to encourage you,

don't over-complicate it, keep it simple!

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Leave:

As you can see in the image on the side, we have modelled the skills and character (lifestyle) that we are trying to multiply ('become what you want to multiply'); we have assisted them in their development and given them the opportunity to practice what they are learning while scaffolding them throughout this phase; we have stepped back and watched them as they practice their skills without us intervening, but rather supporting, encouraging and coaching; and so now we are ready to leave them.

At this stage, we are handing roles and responsibilities over to the leaders we have developed, fully trusting that the ministry will continue to thrive under their leadership. So here

team members practice skills on their own, and have full authority to execute as they see fit.

ouch...this can hurt...this can be exciting...this can bring up emotions and feelings that we didn't realise we had placed in this spot...why? Because you are letting go. If you have started this ministry from the ground up, or developed it and grown it to what it is, then you can feel like you are handing over your baby to someone else. Be aware that this may happen to you, and if it does, don't hide it, run away from it, or try and take back what was yours. But for many of us, what this stage will actually look like is creating space for them to take ownership over part of the ministry, or creating/launching a new ministry with them. Perhaps, for some, it could be deciding the kids or youth group into a junior and senior group. Or perhaps it is launching a school's ministry or empowering them as a chaplain in a local school or sports club. It could be any number of things,

the key is to ensure that you have created the space for them to authentically lead in their own right!

You also have an important role to play here, you are to make yourself available for consulting, answering questions they may have but mostly coaching as required and needed...do not, and I repeat, do not interfere or step in as this will erode all their development as a leader, make them second guess themselves, and develop reliability by them on you which is unhealthy for all.

Interestingly enough, we actually see Jesus do this exact thing. Yes, the easy thing to point out is that Jesus left and ascended to his rightful place next to the Father...but he didn't leave straight away. We actually have a 40-day period where Jesus was still engaging with his key disciples. In today's terms, I'd say that he was making himself available to consult, answer questions (and they had a lot), encourage and coach. And more than this, when Jesus did actually go, he told his leaders to wait...wait for what? The Holy Spirit, the counsellor, one just like me (Jesus), who would come and be with them.

This is what we are also to do: let those whom you have developed to lead, develop those who have not yet developed, and ensure that you have a clear pathway and process for doing this.

The one thing that I will finish with that we have not touched on, but is wrapped around this entire process of developing leaders.

It is relationally driven and takes time!

There are no shortcuts, it won't just happen, and there is no silver bullet approach. Whether using this process that we have been exploring, or any other that is out there, if it is not built on the foundation of relationship and if you do not take the time, then it will be found wanting, as will any leaders that you develop.

Of the acronym MAWL, which did you find most difficult to implement in your context?

• Model
• Assist
• Watch
• Leave

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

Published by The Emerging Leaders Program, 2025.