In a world that is constantly changing, one of the few things that remains the same is our need for deeply spiritual and highly competent leaders to whom we can entrust the churches of the future.

Ministries that have sought to address this need have sometimes focused on identifying “high potential” leaders and then giving them specialized training so they can be raised up as quickly as possible and take on important positions within the churches and ministry organizations.

It is certainly true that Jesus focused on a “few,” giving considerable attention to their development before entrusting His future church to them. So, it is certainly appropriate for us to have specific strategies and programs in place to identify and build key emerging leaders.

But there are several potential downsides to this approach if it is our only strategy for leader development:

• • If our definitions of “leadership potential” are unclear or too narrow, then we will end up excluding some significant future leaders from our training programs. This will result in fewer leaders overall and we will miss some of the many emerging leaders God has given us.
  • Choosing high potential emerging leaders is, at best, a highly subjective proposition with a significant risk of choosing the wrong ones and neglecting the right ones.
  • When existing leaders are asked to identify emerging leaders, they will often choose someone like themselves. As a result, people who don’t look like current leaders may not be recognized as “high potential” and the status quo ‒ with all its deficiencies ‒ will be endlessly perpetuated.
  • If we place too high an importance on a few emerging leaders, we may set an impossible standard for those few, expecting them to solve all the greatest challenges the ministry faces. This pressure may end up defeating and perhaps even destroying them.
  • If we give all of our best attention to a few, we will inevitably overlook many others who actually do have leadership potential that we simply have not yet recognized. For many, the opportunity to demonstrate leadership may be just around the corner. But if it appears they have been neglected and won’t be given the chance to grow or assume any meaningful responsibility, they may become disheartened, disengaged and passive.
  • It’s extremely difficult to anticipate exactly what changes are coming in the future; consequently, it is equally difficult to predict the specific leadership competencies that will be necessary in the future and should therefore be included in our current leader development programs. We run the risk of development that is too limited in scope.

For these reasons, rather than only having tightly-defined training programs for a few, it is important to nurture a broad culture of leader development across the life of our churches and ministries. We might even think of this as a culture of “people development” so that our thinking is not limited to those who are clearly and currently “high potential emerging leaders.”

If we nurture a broad culture of people development, then we will have leaders naturally rising up when we need them, and they will be more likely to have the necessary capacities to think and act and lead in the specific context and time they are needed.

This is a considerably more expansive approach to leader development than is followed in most churches and ministries. Generally speaking, the few churches that do give attention to building the next generation focus only on a few (usually academically-gifted) individuals while treating the rest of the generation as needy objects of ministry.

We must recognize the rich potential of the entire next generation – not only those few who meet our limited criteria for “leadership.” We need to build life across our churches and ministries. This was Paul’s vision for the church:

“… speaking the truth in love, we will grow to become in every respect the mature body of Him who is the head, that is, Christ. From Him the whole body, joined and held together by every supporting ligament, grows and builds itself up in love, as each part does its work.” (Eph. 4:15-16)

This is an enormous paradigm shift and will require a deep change of thinking across our churches and ministry organizations.

While not everyone will be an organizational leader, in reality every follower of Jesus is a “high-potential” person! Every disciple needs to be built, to be challenged, to be trusted, to be mentored, to be taught, to be inspired to rise up to change their city and their nation.

In this kind of organizational culture, our need for leaders will not go unmet. In fact, we will have no lack of leaders; they will rise up naturally and organically in every corner of the ministry! Moreover, our leader development programs will not suffer either. Those programs will be greatly enhanced by the constant and pervasive “life-building” all around them; every emerging leader will be both giving and receiving life nurture within the community.

Just as Jesus (Mark 3:13-18) and Paul (Acts 19:9-10; 2 Tim. 3:10-17) gave special attention to building a few key leaders, so also must we. But such programs need to be integrated into the life and ministry of the local churches, and must not represent the entirety of our strategy to build the next generation of leaders.