If you’ve been in ministry long enough, you’ve probably faced this scenario: you hire someone who looks like “the right person,” only to discover they aren’t the “right fit.” Or maybe you don’t have the budget or the pool to recruit a perfect candidate. Instead, you find yourself working with the people God has already brought into your church. On the surface, that may feel like settling. But developing the leaders you need can actually become one of the most life-giving parts of ministry.
The Challenge of Developing Others
Let’s be honest. Developing people takes time and effort. Sometimes those you’re working with don’t have the right personality or skills for the role. Many are already balancing other jobs and commitments. And leadership development is far from instant; it requires patience, intentionality, and a willingness to let people stumble and learn along the way.
It often feels easier to keep doing things yourself than to invest the time to raise up someone else. But easier in the short term almost always costs more in the long run.
The Opportunity in Developing Others
When you develop the people God has entrusted to you, you’re doing more than filling a role, you’re shepherding souls. You get to invest in people and watch them grow into who God designed them to be. One bonus is that developing others means working with people who already believe in your mission, understand your culture, and are invested in the life of your church.
There’s deep joy in seeing someone move from hesitant volunteer to confident leader. It’s one of the most tangible ways you can multiply your ministry.
A Few Caveats
While developing others is essential, there are some pitfalls to watch for. Avoiding these pitfalls requires intentionality, but it will save you and your leaders frustration down the road.
Need-based placement
Need-based placement is when you put people into roles just because a slot needs filling, rather than discerning their gifts and callings. People see through need-based placement and rightfully interpret it as being used. This is a sure fire road to losing leaders. They might step back from leadership or leave the church all together. Be sure you are investing in people for the sake of seeing them thrive, not just to fill the church’s needs.
Unclear expectations
Unclear expectations often surface when someone is asked to “step up” without a clear picture of what that actually means. Maybe you invite them to lead a ministry or oversee a team, but you don’t define what success looks like, what decisions they can make, or how their role connects to the bigger mission. The result is confusion and frustration: they work hard but never know if they’re hitting the mark. Some withdraw, some over-step, and others drift in their own direction. Without clarity, development stalls.
Lack of follow-through
Lack of follow-through happens when you start strong with a new leader, casting vision, offering encouragement, maybe even some initial training, but then step back and never check in again. Without ongoing feedback and support, people are left wondering if they’re doing well or if anyone even notices their effort. Over time, enthusiasm fades, mistakes go uncorrected, and potential leaders feel abandoned rather than developed. Consistent follow-through is what turns an assignment into genuine growth.
Mentoring instead of coaching
Mentoring instead of coaching can stunt development because it keeps the focus on your experiences rather than theirs. Mentoring often says, “Here’s how I would do it,” while coaching asks, “How do you think you could approach this?” When you default to mentoring, people may learn to copy your style but never discover their own. This leads to burnout. Coaching, on the other hand, draws out their gifts, encourages ownership, and helps them develop confidence as leaders in their own right.
Developing the Leaders You Need
Developing others isn’t optional, it’s core to the mission of the church. Jesus built His ministry by pouring into a few, who then multiplied and carried the mission forward. When you do the same, you’re not just delegating tasks; you’re equipping saints for the work of ministry.
It may be slower than hiring the “perfect fit,” but in the long run, developing people creates a stronger, more sustainable church.
If you’re ready to take the next step in developing people but aren’t sure where to start, the Leadership Skills Guides offer practical, step-by-step tools for building leadership skills in others. Everyone comes to you with skills they have and skills they need. No two will be alike. It’s frustrating to have someone try to teach you something you already know. That is why linear leadership development programs fail. This curriculum serves as a choose-your-own-adventure to help you meet people where they are at and help them grow the relevant skills they need.