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In many churches, the call for help often sounds like, “We just need someone to run the slides,” or “Can you fill in at kids’ check-in this week?” While these tasks are important, a church focusing solely on filling roles risks missing a far more critical mission: raising up leaders who can shepherd others, multiply ministry impact, and carry the vision forward.
There is a distinct difference between placing volunteers and developing leaders. Volunteers help get things done and often serve without long-term investment. Leaders, however, carry responsibility with vision, commitment, and influence. Volunteers fill gaps, but leaders invest now for the sake of tomorrow. As a church leader, don’t settle for temporary task coverage when you’re called to equip the saints for the work of ministry (Eph. 4:11-13).
In this article, we will explore how you can better raise up leaders, not just fill volunteer roles.
Defining Leadership vs. Volunteering
There are a few key differences between volunteers and leaders.
Volunteers:
Short-term, task-based, and doers. Volunteers fill the gaps and often complete “one and done” tasks like passing out bulletins, stacking chairs, or preparing meals.
Leaders:
Relational, spiritual, and strategic. Leaders are not just doers, they’re developers. They take ownership of ministry areas, disciple others, and help advance the church’s mission. It's important to note that a leader is not necessarily a paid staff position, but these roles do have a higher responsibility level than the typical volunteer.
When churches confuse these roles, they risk reducing people to functions rather than equipping them for transformation.
Theological Foundations for Leadership Development
Leadership is a spiritual calling.
Scripture is full of examples of leaders developing leaders: Moses invested in Joshua, Jesus invested in the disciples, Paul invested in Timothy…
To what purpose? Ephesians 4:11-13 emphasizes that Christ gave leaders to the church “to equip the saints for the work of ministry, for building up the body of Christ.” Leadership development isn’t a program, it’s discipleship. It’s not just functional, it’s formational and essential for the health and growth of your church.
Identifying Leadership Potential in Congregants
So, where do you start? A great first step is to identify potential.
This isn’t always about charisma or public speaking skills, it’s about character, spiritual maturity, teachability, and a heart for service. Look for individuals who take initiative, shepherd others informally, and ask insightful questions. Consider using spiritual gifts assessments, observation, and mentorship programs to surface emerging leaders. Sometimes the best leaders are quietly serving behind the scenes, waiting to be invited into more.
Developing a Leadership Pipeline
Next, work to outline a step-by-step process to transition members from volunteering to leading. This pipeline might look like:
- Discipleship: Ground people in biblical foundations and personal spiritual disciplines.
- Apprenticeship: Pair them with a leader to observe and assist.
- Ownership: Give them increasing responsibility in small group settings.
- Multiplication: Equip them to lead their own teams or ministries with the goal of discipling others.
In each stage, be sure to set clear expectations, offer training, and provide spiritual oversight.
Training, Mentorship, and Accountability
Keep in mind that even the most gifted leaders need development.
Because of this, it’s essential to provide regular theological and practical training. This may involve pairing emerging leaders with seasoned mentors who can encourage, challenge, and pray for them. Ultimately, the goal is to create a culture of accountability where leaders are expected to model Christlike character, align with church values, and grow in their leadership capacity.
Remember, leadership is not a one-time appointment; it's an ongoing process.
Measuring Leadership Growth Over Time
As with anything, it’s wise to measure growth over time. Not only will this help you determine if your leadership development efforts are working, but it can also help your team make informed decisions and celebrate progress along the way. A few key performance indicators (KPI’s) might include:
- Number of new leaders trained and serving
- Leader retention and engagement rates
- Spiritual growth benchmarks (e.g., leading Bible studies, mentoring others)
- Ministry effectiveness (e.g., small group multiplication, outreach impact)
Common Pitfalls: Filling Gaps vs. Forming Leaders
Lastly, as you work to raise up leaders, be on guard against one of the most common pitfalls: simply filling gaps vs. actually forming leaders. It’s the difference between being reactive and being proactive.
A Reactive Leader
Places people out of desperation rather than discernment. It’s more about filling empty spots on a schedule rather than thinking long-term. Eventually, this will lead to burnout, turnover, and a drift away from your mission.
A Proactive Leader
Cultivates leaders before there’s a need. The goal is sustainability, growth, ownership, and belonging. This leader knows that forming leaders is discipleship, which is the work of the church. As such, it’s never wasted.
Next Steps
Ultimately, leadership development is a stewardship responsibility. When churches prioritize forming leaders over filling positions, they become healthier, more resilient, and missionally focused. It’s an opportunity to shift your culture from consumption to multiplication.
However, leadership development takes unity and work. Don’t do it alone! To streamline administrative tasks, communication, tracking, and more, consider using church management software like Ministry Brands Amplify. It can help you organize mentorship programs, track discipleship journeys, manage leadership pipelines, set measurable goals for leadership growth, and more. Try your free demo here.
Let’s not just fill roles. Let’s form leaders.
