Fishing for True Small-Group Leaders

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Here's what it takes to reel in the kind of leader you really want.

Tom Bandy | posted 7/02/2008

Topics:	Launching, Leadership requirements, Recruiting leaders, Starting groups
Filters:	Coach, Pastor, Train
Purpose:	Discipleship
References:	2 Timothy 2:2
Date Added:	July 02, 2008

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Note: This article has been excerpted from the SmallGroups.com training tool called Recruiting New Small-Group Leaders.

The biggest problem churches face in recruiting small-group leaders is that they are confused about what they are looking for. It is as if they go fishing for trout using the tackle designed for walleye. They either don't catch anything at all, or they catch the wrong kind of fish. Their confusion is caused by their own lack of clarity about purpose.

Small-group leaders are found through eye contact, not pulpit appeals. They want to be part of something big, participate in an opportunity for their own personal growth, and make the world a better place. They are not looking for a job description, but a lifestyle expectation.

The Cast

So here you are, maverick church, standing alone in a very cold stream, casting a bold vision for life-changing small groups. Notice the repetitive movement. Be patient. Keep casting. If occasionally your line gets tangled in a tree or an ecclesiastical board meeting, don't lose your temper and don't be sidetracked. Keep on casting that vision of serious, profound, spiritual growth and maturity in Christ.

Since that actual "cast" will take the form of a one-to-one, eye-to-eye, conversation with potential leaders, you need a short list of people to approach. If your church uses spiritual gift assessments, look for people strong in the gifts of hospitality, evangelism, or counseling. However, inventories are often too generic to be effective. Use the characteristics below to put together a customized profile of your church's ideal small-group leader:

Deep, daily spirituality. The leader has a clearly focused faith that pervades both personal and professional life.
Intentional confidentiality. The leader invites immediate trust and gives reliable guarantees to preserve secrets.
Unswerving fidelity. The leader demonstrates loyalty in personal relationships with no hint of sexual exploitation, or flirtatious or abusive behavior.
Commitment to equality. The leader avoids stereotypes of race, gender, generation, or lifestyle. He or she encourages respect and treats others with fairness.
Personal humility. The leader is always eager to learn and grow. He or she does not fear ambiguity or paradox.
Self-directed, self-disciplined. The leader works hard toward clear goals, with an internalized motivation for excellence.
Habitual patience. The leader waits and prays for the work of the Holy Spirit and does not rush people or prematurely resolve differences.
Gentleness. The leader is kind and sympathetic; he or she recognizes and assists others to overcome obstacles.
Courageous perception. The leader sees the point in situations and faces contradiction; he or she identifies the crux of decision-making.
People focus. The leader prioritizes people above issues, dialogue above agendas, and growth above success.
Inclusive behavior. The leader is sensitive to silence, invites people to participate, and is alert to the fringes of groups.

Once you've got a customized profile of your ideal group leader, share it with others in worship, congregational gatherings, boardrooms, and any other gathering. Ask people to write down three names that come to mind when reflecting on that profile. (Make sure they do not give their own name.) Gather all the responses and look for the names that come up over and over again. You now have a short list.

The Hook

Once you have a short list, invite each person on the list to lunch. This is the "eye contact" part of the process. Wait for coffee and dessert, then ask these four questions:

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