Developing the Leaders Around You: Week Four

Pastor Ashley Evans   -   December 9, 2024

DEVELOPING LEADERS WHO MULTIPLY: THE JESUS MODEL

Too many organizations focus on finding doers—those who tick boxes and know how to do jobs. All very important, however, while this approach gets immediate results, it doesn’t go beyond the immediate.  Developing the leaders around you is about getting people to go from doing to thinking and then leading.  It’s a 3 step process that we need to internalize to intuitively know where people are at.  

I want you to analyze the people in your dream team, and your work team. 

Who are the 

  1. Doers
  2. Thinkers and creators 
  3. Leaders 

The Bible gives a clear template that the proper development of people creates a sustainable impact for 4 generations.  

In 2 Timothy 2:2, Paul teaches:

“And the things you have heard me say in the presence of many witnesses entrust to reliable people who will also be qualified to teach others.”

In this one verse, Paul reveals a four-generation model of leadership:

  • Paul
  • Timothy
  • Reliable People
  • Others

That’s not just addition—that’s multiplication. Paul wasn’t just looking for people who could get things done ie Doers; he was looking for people who could be developed to develop others. It’s a principle rooted in Scripture and modeled by Jesus, Moses, and Elijah.

 

THE FOUR STAGES OF LEADERSHIP DEVELOPMENT

STAGE 1: COME AND SEE

Jesus’s first words to His disciples were simple: “Come and see” (John 1:39). This stage isn’t about commitment—it’s about exposure. Jesus invited people to observe Him: how He led, how He handled situations, and how He lived. It was an open door to see leadership in action.

Biblical Example:

Moses invited Joshua to come and see as he led Israel. Joshua observed battles, went up Mount Sinai, and watched how Moses sought God’s direction. This exposure prepared Joshua for future leadership.

Business Parallel: Goldman Sachs

New analysts spend their first six months observing senior leaders. Like Jesus’s disciples, they start by watching and learning the culture.

Application:

  • Let potential leaders observe your decision-making.
  • Be transparent about your successes and failures.
  • Create opportunities for them to watch without pressure.

 

Note:  this isn’t just about potential leaders who are new to the organization, it’s for leaders who you want to promote in the future. 

Eg:  I let into my meetings young leaders so they can watch and experience the exposure of deal-making, negotiations, etc.

This stage is about exposure, not expectation.

STAGE 2: COME AND FOLLOW ME

Jesus transitioned His disciples from observation to participation: “Follow me, and I will make you fishers of men” (Mark 1:17). He didn’t just teach them rules; He invited them into a relationship. This stage is about teaching skills and sharing the “why” behind what you do.

Biblical Example:

Elijah called Elisha to follow him. Elisha left everything behind to learn from Elijah. Over time, Elijah taught him the skills and faith needed to continue the prophetic ministry.

Application:

  • Assign small, manageable tasks to new leaders.
  • Explain not just what to do, but focus on the why.  Tell stories to make your point 
  • Provide safe environments for trial and error.

This stage is about learning through relationship.

STAGE 3: COME AND BE WITH ME

Jesus invited His disciples to deeper proximity: “He appointed twelve that they might be with Him” (Mark 3:14). This stage focuses on doing life together. The disciples didn’t just learn skills; they saw Jesus’s character, decision-making, and resilience up close.

Biblical Example:

Moses and Joshua exemplified this stage. Joshua didn’t just assist Moses—he lived alongside him, learning how to lead with wisdom and courage.

Application:

  • Invest deeply in a few leaders through mentoring.
  • Walk with them through challenges, teaching them how to navigate tough situations.
  • Focus on character development, not just skill-building.

This stage is about transformation through proximity.

Stage 4: GO DO IT AND REPORT BACK TO ME FOR A DEBRIEF

In the discipleship process, Jesus emphasized the practical application of His teachings. He sent His disciples out in pairs to preach the kingdom of God and heal the sick, as recorded in Luke 9:1-6. This mission allowed them to exercise the authority and power He had bestowed upon them.

Upon their return, the disciples reported their experiences to Jesus. In Mark 6:30, it is noted, “The apostles gathered around Jesus and reported to him all they had done and taught.” This debriefing session was crucial for several reasons:

  1. Reflection and Learning: Sharing their experiences allowed the disciples to reflect on their actions and teachings, reinforcing the lessons learned during their mission.
  2. Addressing Challenges: It provided an opportunity to discuss any difficulties they encountered, enabling Jesus to offer guidance and clarification.
  3. Spiritual Growth: This process deepened their understanding of their mission and reliance on God’s provision and power.

By engaging in these conversations, Jesus ensured that His disciples’ practical experiences were integrated with His teachings, fostering their development as effective ministers of the Gospel.

STAGE 5: YOU ARE ON YOUR OWN SO GO AND DEVELOP OTHERS 

Jesus’s final instruction to His disciples was: “Go and make disciples of all nations” (Matthew 28:19). This is where multiplication happens. Leaders are released to lead and develop others, but they don’t go unsupported. Jesus promised the Holy Spirit would guide them.

Biblical Example:

Elijah passed his mantle to Elisha, symbolizing his authority. Elisha then stepped into leadership, performing even greater works than Elijah, demonstrating the power of a legacy handed down well.

Application:

  • Release leaders with real authority, not just tasks.
  • Support them from a distance, offering guidance as needed.
  • Celebrate their unique leadership style and growth.

This stage is about multiplication through release.

IN ORDER TO SUCCEED AT DEVELOPING YOU MUST CREATE THE FOLLOWING EMOTIONAL QUALITIES IN YOUR LEADERS.  

  1. CARE DEEPLY ABOUT PEOPLE’S DESTINY

You must invest emotionally if you want to be a developer of the leaders around you.   Emotional investment is the biggest key.  

The question I always ask in catch-ups. If God gave you a blank check and said you could write your future, what would write?  

Let me share insights about the impact of emotional investment in team members on their development:

ACTIVE INTEREST

ACTIVE LISTENING

  1. Psychological Safety Research

Edmondson’s studies at Google and Harvard show that teams with strong emotional bonds and psychological safety demonstrate:

– 76% higher engagement

– 50% more productivity 

– 74% less stress

– Significantly higher rates of innovation

  1. 2. Gallup’s Research on Manager Relationships

Their extensive workplace studies found:

– Employees who feel their manager cares about them as a person are 3x more likely to be engaged

– Teams with emotionally invested managers show 59% lower turnover

– Performance increases by up to 27% when employees feel emotionally supported

  1. Mentorship Impact Studies

Meta-analyses of mentoring relationships show:

– Career mentoring with emotional investment leads to 25% higher salaries

– Personal growth rates increase 2-3x with emotionally invested mentors

– Skill acquisition happens 40% faster when learners feel emotionally safe

  1. Developmental Network Theory

Research shows that having multiple emotionally invested supporters:

– Accelerates career progression by 65%

– Increases likelihood of promotion by 82%

– Leads to 2.5x more innovative solutions

  1. Neuroscience Perspective

Brain imaging studies demonstrate:

– Learning capacity increases by up to 300% in emotionally secure environments

– Stress hormones decrease by 70% when working with trusted mentors

– Neural plasticity (ability to form new connections) increases significantly

  1. TRUST AND BELONGING IS THE RESULT OF EMOTIONAL INVESTMENT 

Leadership development begins with trust. Imagine a bridge with two sides: one where you stand, and the other where your potential leader stands. Too often, leaders expect others to cross the bridge to their side. But trust is built when you take the first step, walking across the bridge to meet them where they are.

Crossing the Bridge:

  • Walk in their shoes. Understand their challenges, perspectives, and aspirations.
  • Spend intentional time listening before offering advice.
  • Build empathy and connection before setting expectations.

Once trust is established, you can invite them to cross the bridge back with you, stepping into growth, vision, and leadership.

UNDERSTAND THE POWER OF CELEBRATION IN BUILDING TRUST 

When we actively celebrate our past achievements and revisit our accomplishments in detail, we’re doing more than just acknowledging success—we’re building and reinforcing neural pathways of trust in the minds of those who hear and participate in the celebration. By highlighting what we’ve achieved, we stimulate positive emotions and reinforce associations with reliability and integrity. This isn’t just about making people feel good in the moment; it’s about creating lasting impressions that shape how they perceive us.

Neuroscience tells us that our brains are wired to recognize patterns and form connections based on repeated experiences. When we deliver on our promises and then take the time to acknowledge those successes, it creates a positive feedback loop. The act of celebration releases neurotransmitters like dopamine, which enhance feelings of satisfaction and trust. These chemical responses strengthen the neural connections associated with our credibility.

As these neural pathways become more established, trust becomes almost instinctual. People begin to associate our past reliability with future expectations. This deep-seated trust makes them more receptive and open to the new visions we cast. They’re not just hearing our plans; they’re mentally and emotionally invested because their brains have been conditioned to expect positive outcomes from us.

In essence, celebrating past achievements doesn’t just honor what we’ve done—it actively shapes the mindset of our audience. It paves the way for greater engagement and commitment to future goals by physically altering the neural landscape of trust in their minds. By repeatedly affirming our accomplishments, we make it easier for others to believe in and support the visions we have yet to realize.

Application:

  • Show genuine investment in the God-given potential of those you lead.
  • Speak life over their future, even when they fail.
  1. TEACH EMOTIONAL RESILIENCE 

Leadership isn’t just about getting things done; it’s about thriving under pressure. Jesus prepared His disciples for rejection and hardship, reminding them: “In this world, you will have trouble. But take heart! I have overcome the world” (John 16:33).

Application:

  • Provide hands-on opportunities for leaders to practice their skills.
  • Walk them through setbacks, teaching them how to grow emotionally and spiritually.
  1. TEACH TEAMWORK AND COLLABORATION

Leaders must learn how to function within a team. Jesus modeled this by bringing together a diverse group of disciples and teaching them to work as one.

THE INSIDE MAN STRATEGY FOR BUILDING TEAM GLUE 

Biblical Example:

The disciples, despite their differences, learned to collaborate. Jesus sent them out in pairs to minister, emphasizing teamwork and unity.

Application:

  • Create projects that require collaboration.
  • Teach leaders to value others’ strengths and resolve conflicts with grace.  

Learn how to apologize well. 

  1. BE A CONSTANT ENCOURAGER 

People rise to the level of belief you have in them. Encouragement is the fuel that propels leaders forward. Jesus constantly reminded His disciples of the bigger picture: their role in spreading the Gospel to all nations.

Biblical Example:

Barnabas encouraged Paul, standing by him when others doubted his conversion. This belief empowered Paul to become one of history’s greatest leaders.

Application:

  • Speak life over those you lead.
  • Regularly remind them of the mission and their unique role in it.

CONCLUSION 

By investing in leaders as Jesus did, we move from building organizations to launching movements—leaving a legacy that impacts generations.

THE CHURCH’S LEADERSHIP STRUCTURE

  1. 5 fold ministry gifts 
  2. Elders 
  3. Deacons 

GOD’S ORIGINAL DESIGN

Let me show you something powerful in scripture. Paul writes to the Ephesians and gives us an absolutely revolutionary blueprint:

“So Christ himself gave the apostles, the prophets, the evangelists, the pastors and teachers, to equip his people for works of service, so that the body of Christ may be built up” (Ephesians 4:11-12)

Note: Notice it says CHRIST HIMSELF gave these gifts

Note: These aren’t positions you apply for, they’re gifts Christ gives

Note: The purpose isn’t to do the work but to equip others

THE FIVE COLLABORATION GIFTS OF THE CHURCH 

  1. APOSTLES – THE ARCHITECTS

Watch what scripture says:

– “Built on the foundation of the apostles and prophets” (Ephesians 2:20)

– Paul planting churches across regions

– Peter moved between churches strengthening them

What do they do?

– Lay foundations

– Build systems

– Cast vision

– Shape culture

Note: Today’s apostles are often church planters and movement leaders

  1. PROPHETS – THE ANCHORS

Look at how they functioned:

– Agabus warning about famine (Acts 11:28)

– Prophets at Antioch giving direction (Acts 13:1-3)

– Paul’s prophetic warnings to churches

What do they do?

– Provide direction

– Give correction

– Keep churches on course

NEW TESTAMENT PROPHETS MAIN ROLE IS TO PROTECT PURPOSE.

  1. EVANGELISTS – THE ADVANCERS

See them in action:

– Philip in Samaria (Acts 8)

– Paul in Mars Hill (Acts 17)

– Peter at Pentecost (Acts 2)

What do they do?

– Reach the lost

– Train in evangelism

– Build bridges to the community

Note: They don’t just evangelize, they create an evangelistic culture

  1. PASTORS – THE NURTURERS

Biblical example:

– “Be shepherds of God’s flock” (1 Peter 5:2)

– Paul’s pastoral heart to Thessalonians

– Jesus, the Good Shepherd model

What do they do?

– Care for people

– Build community

– Develop relationships

Note: More than counselors – they’re people developers

  1. TEACHERS – THE ANCHORS

Scripture shows:

– Apollos teaching accurately (Acts 18:24-28)

– Paul teaching in Ephesus (Acts 19:9-10)

– Jesus, the master teacher

What do they do?

– Build understanding

– Develop doctrine

Note: They create learning cultures, not just deliver content

In our church, we have the 5 fold ministry gifts leading,  elders teaching, and ruling.  The board functions like biblical deacons. They don’t set the vision, they support it. They don’t lead the ministry, they enable it. They handle the practical so the spiritual can flourish.