After serving in church ministry for years, I realized that something crucial was amiss.

That something became evident during election seasons, when I saw the same people rotating in and out of leadership positions. I realized that my church had a glaring absence of fresh faces, young leaders eager to step into roles of influence.

A revelation struck me: I had not been intentionally developing leaders.

This awakening marked the beginning of a transformative journey that spanned five years—a journey characterized by listening, learning, and an unwavering commitment to nurture leaders within the confines of my church.

Along the way, I learned some valuable lessons. I hope these lessons will ignite your passion for cultivating leaders in your own congregation.

1. Don’t cling to all authority and leadership.

Relinquish control. This is one of the most profound lessons I learned. I had to shift my mindset from being the sole decision-maker to empowering others to lead and make choices independently. This meant entrusting people with the authority to make decisions, even if those decisions differed from my preferences.

In doing so, I communicated my trust in people, echoing the wisdom of Moses’s father-in-law:

“You and these people who are with you will surely wear yourselves out. For this thing is too much for you; you are not able to perform it by yourself…Select from all the people able men…They will bear the burden with you, …then you will be able to endure” (Exodus 18:13–27).

2. Ask for people’s best.

Many people hold back, fearing they can’t perform perfectly. I realized the significance of setting a new standard of service at my church. That new standard focused on people doing their best within their spiritual journeys and with the wisdom God was cultivating in them. Asking for people’s best is about guiding and empowering people to make sound decisions and relying on the leading and wisdom of the Holy Spirit.

By lowering the bar of leadership expectations, my church made leadership accessible to a broader spectrum of people in the congregation.

3. Celebrate wins.

Rather than highlighting problems or failures, I discovered the power of celebrating success. Acknowledging and rejoicing in the achievements of emerging leaders encouraged them and boosted their confidence to continue in their roles.

4. Hold regular meetings for nurturing.

To further nurture emerging leaders, I initiated regular meetings. We prayed together and delved into leadership principles that directly impacted our church and ministries. These gatherings served as a platform for budding leaders to apply these principles to their roles and to seek guidance from me in a structured way.

5. Model Christlike leadership.

As I met with emerging leaders, I realized they had been keenly watching my leadership style, as they asked how I had handled various situations. This realization inspired me and served as a reminder of my responsibility to model Christlike leadership, because they were closely observing and learning from my actions.

6. Offer resources.

Recognizing the hunger for growth in some emerging leaders, I offered and recommended resources. I pointed people toward books and podcasts that would nourish their desire for personal and spiritual development.

7. Pray for God to develop leaders.

As a leadership team, we acknowledged the scarcity of leaders and fervently prayed for God to raise up and develop leaders in our congregation. Our prayers encompassed not only people’s future roles in the church but also their leadership in their homes, understanding the profound impact that home life would have on our church.

8. You get what you honor.

Our leadership team realized that what our church honored indicated what was important to the congregation. By predominantly honoring longevity and gray-haired wisdom, we inadvertently communicated to emerging leaders that they were not good enough.

We needed to shift our focus—we needed to honor those who were diligently pursuing Christ and setting an example for others to follow.

9. Be patient.

Embracing patience was one of our most challenging lessons. By the time the leaders we invested in took the helm, five years had passed. Developing leaders is an enduring process, demanding considerable time and steadfast commitment.

10. Look for people’s pursuit of Christ.

In hindsight, I recognize that I often erred by seeking specific age groups, backgrounds, or giftedness when investing in emerging leaders. I now understand that the key to developing leaders is investing in people who wholeheartedly pursue Christ.

Those who live out Christ’s greatest commandments are the ones truly prepared to humbly lead people.

Brian Cederquist is lead pastor of Good News Baptist Church, Grand Rapids, Michigan, and a Council of 18 member for Regular Baptist Ministries. He holds degrees from Faith Baptist Theological Seminary (MDiv) and Trinity Evangelical Divinity School (DMin) and is a certified Biblical counselor with the Association of Certified Biblical Counselors. He blogs at shepherdthoughts.com.