Leadership Development - Jesus Taught the Crowds & Instructed the Apostles

 

  This is Chuck Rapp with Multiply, a podcast to provide a word of encouragement for village church planters and leaders. 

Our topic for 2026 is Leadership Development. In my previous podcast, we looked at the way Jesus spent time with His apostles, and how this impacted their leadership development. Today, we want to explore this in greater detail. 

Jesus taught the masses, and He provided greater explanation and instruction to the apostles. One such instance is the Parable of the Sower found in Mark 4, where we read in verses 1 and 2 that “the crowd that gathered around him was so large that he got into a boat and sat in it out on the lake, while all the people were along the shore at the water’s edge. He taught them many things by parables …”

Later in the chapter, we see in verse 10, “When he was alone, the Twelve and the others around him asked him about the parables.” Jesus then took the next 10 verses to explain the parable and to instruct the Twelve. Later in Mark 4, Jesus shares the parable of the Mustard Seed, and the account concludes in verses 33 and 34. ”With many similar parables Jesus spoke the word to them, as much as they could understand. He did not say anything to them without using a parable. But when he was alone with his own disciples, he explained everything.” [emphasis added]

Elsewhere in Matthew 13, Jesus taught using the Parable of the Weeds.  In verse 36, we read, “Then he left the crowd and went into the house. His disciples came to him and said, “Explain to us the parable of the weeds in the field.” 

As we apply Jesus’ method to our approach to leadership development, the principle that I want to draw out is that while Jesus taught the crowds broadly, he explained his parables to his closest circle. Often it is the same with church and VCP leaders today. Information can, and should, be shared broadly, but the explanation about the thought process and all the considerations that went into that decision are frequently reserved for insiders. 

This also applies as we assist emerging leaders in their development. As we make decisions that impact them, it is often very helpful to have a conversation with them, explaining our thought process. This can help them sharpen their own analytical thinking and decision-making skills and prepare them for greater responsibility in the future.      

This has been a word of encouragement for Village Church Planters and leaders.

Leadership Development - Jesus Spent Time with His Apostles

 

This is Chuck Rapp with Multiply, a podcast that provides a word of encouragement for village church planters and leaders.

Our topic for 2026 is Leadership Development. In my last podcast, I began to explore Jesus’s approach to leadership development. We observed that when it was time to appoint his 12 apostles, he did so prayerfully. Related to this, his call was selective.

Today we want to look at the way Jesus spent time with His apostles, and how this impacted their leadership development.

Mark 6:32 tells us that “they [Jesus and the apostles] went away by themselves in a boat to a solitary place.”

Matthew 10:1 says, “Jesus called his twelve disciples to him and gave them authority to drive out impure spirits and to heal every disease and sickness.” We will return to this scripture in a future podcast.

As the time approached for Jesus’ time on earth to conclude, he prepared the apostles for what was to occur. We read the following in Matthew 20:17-19. Now Jesus was going up to Jerusalem. On the way, he took the Twelve aside [emphasis added] and said to them, “We are going up to Jerusalem, and the Son of Man will be delivered over to the chief priests and the teachers of the law. They will condemn him to death and will hand him over to the Gentiles to be mocked and flogged and crucified. On the third day he will be raised to life!””

Jesus spent time with his followers and much time with the 12 Apostles. I find it quite interesting in the Gospel of Luke that it is not until chapter 6 that Jesus selected the Twelve. By this time, he knew his followers well. As leaders, if we are going to invest in emerging leaders, we must spend quality time with them. While books, conferences, or other resources can assist a young leader’s development, these cannot substitute for spending substantial time with them. Where distance is a challenge, frequent calls are a good starting point. Personally, I have regular 1:1 calls (monthly or more frequently) with five leaders or emerging leaders.

Personally, these calls (and face-to-face meetings when possible) are a blend of mentoring and coaching. In some situations, as I mentor, emerging leaders may need my assistance in things like time management or in leading a team, and I share (or I tell) some ideas that have worked well for me. In coaching, by contrast, I ask. I ask questions that help the emerging leader think through situations to arrive at their own conclusions.

Let us follow Jesus’ example and intentionally invest time in the lives and development of new leaders.

This has been a word of encouragement for Village Church Planters and leaders.

Leadership Development - Jesus’ Prayerful Selection and Selective Call

 

This is Chuck Rapp with Multiply, a podcast to provide a word of encouragement for village church planters and leaders.

Our topic for 2026 is Leadership Development. In my past several podcasts, I shared insights regarding leadership development from VCP Director Claude, Assistant VCP Director Peter, and Fidélité, our Supervisor for Dynamic Women in Africa.

Today and in a series of podcasts to follow, I want to explore Jesus’s approach to leadership development. We begin with the observation that when it was time to appoint his 12 apostles, he did so prayerfully. Related to this, his call was selective.

In Luke 6:12-13, we read, “One of those days Jesus went out to a mountainside to pray, and spent the night praying to God. When morning came, he called his disciples to him and chose twelve of them, whom he also designated apostles.”

The selection of Jesus’ 12 apostles was an extremely important decision for Christ. These were the men with whom he would spend the next three years, the men who would be entrusted to carry on His work after His return to heaven. It should be emphasized that Jesus was fully God and fully human during His time on earth. And before selecting these 12 leaders, the Scripture tells us that he prayed all night.

The principle here is that, as leaders, we must be prayerful in selecting emerging leaders who will be invited to join the work. Over the years, too often I have seen these decisions in the church taken too casually. A person is needed to fill a ministry role, and a “warm body” (this is an idiom meaning someone who just happens to be available) is found and placed into the position without prayerful consideration. Such a selection process almost never works out well.  

Related to prayerful selection, a second principle is that Jesus made a selective call. The context in verse 13 is that Jesus was with a group of his disciples (or followers). From this larger group, Jesus selected 12 to be his apostles.

The leadership development principle that I see here is that as we consider the choice of emerging leaders, we must be selective. I refer here to my 24 April podcast in which I summarized some characteristics that I look for in potential leaders. You may have a list that is somewhat different; the key point is that we are selective based upon important qualities we desire in future leaders.

* An Identity firmly rooted in Christ  

* Humility

* Their history or track record 

* Areas of aptitude or competency

* Take Initiative

* A Strong desire to learn and grow

* A Teachable spirit

* Pleasant to be around

* Their reputation both inside the church and with outsiders

* A strong, Christ-centered marriage

This has been a word of encouragement for Village Church Planters and leaders.

Leadership Development - Model, Assist, Watch, and Leave

  

     This is Chuck Rapp with Multiply, a podcast to provide a word of encouragement for village church planters and leaders.

Our topic for 2026 is Leadership Development. In my two previous podcasts, I spoke with VCP Assistant Director Peter Baraka and his wife Fidélité Ramla, the Dynamic Women Supervisor for Africa. During the course of our conversation, Fidélité mentioned a leadership development methodology frequently spoken of in VCP.  

Model, Assist, Watch and Leave. This is not unique to VCP. It is not a new approach; rather, we see this method used by Jesus Christ and the Apostle Paul. I would suggest that the MAWL model is necessary for generational church planting. Apostolic leaders do not settle down in comfort. They empower and equip others to extend the work, and they trust the Holy Spirit to lead and guide the next generation of leaders.

Model – We show how things are done. Paul said, “Follow me as I follow Christ.” (1 Corinthians 11:1) We demonstrate the skill, process, or behavior in a real-world context. Leaders lead by example, explaining their thought process as they go. Let me repeat this; as we develop leaders, we not only show them how things are done; we also explain our thought processes. Paul had a long list of mentees that he was preparing for leadership, including Silas, Timothy, Titus, Luke, and others.

VCP leader, what emerging leaders are you mentoring?

Assist – The next step is to do things together. We work alongside the learner. We offer real-time feedback, answer questions, and provide the support they need to build both confidence and competence. Barnabas mentored Paul in their early days working together. We read in Acts 11:25-26 that “Barnabas went to Tarsus to look for Saul, and when he found him, he brought him to Antioch. So for a whole year Barnabas and Saul met with the church and taught great numbers of people.”

Watch – At this point, we take a step back and observe. We allow the learner to take the lead while we monitor their performance. We also offer constructive feedback afterward, focusing on refining their skills and reinforcing their strengths.

The Assist and Watch steps are an iterative process as multiple opportunities to work together and to observe the mentee are often required in their leadership growth process.

Leave – Finally, when the emerging leader is ready, it is time to step away and to empower their independence. We must be willing to transition full responsibility to the learner, ensuring they have the tools, knowledge, and confidence to succeed without our direct involvement. However, we must remain available for occasional consultation, and our ongoing encouragement is vital to their continued growth and success.

Stepping away, or leaving, is often difficult yet it is necessary for their full growth.

I very much appreciate Peter’s and Fidélité’s leadership and their willingness to share these thoughts with us.

This has been a word of encouragement for Village Church Planters and leaders

Leadership Development - A Promotion Story

 

   This is Chuck Rapp with Multiply, a podcast to provide a word of encouragement for village church planters and leaders. 

Our topic for 2026 is Leadership Development. In my previous podcast, I spoke with VCP Assistant Director Peter Baraka and his wife Fidélité Ramla, Dynamic Women Supervisor for Africa, to obtain their perspective on Leadership Development.  During the course of our conversation, they shared with me a very inspiring story that demonstrates the principles of Matthew 25:14-30. We read in verses 21 and 23, 'Well done, good and faithful servant! You have been faithful with a few things; I will put you in charge of many things.”

I first met Robert about 7 years ago when I was on a CMF trip with Peter and Fidélité. At the time, he was a volunteer (or unpaid) trainer. Over time, he proved himself to be faithful and competent. Over a period of several years, our VCP Supervisor and Coordinator (Peter and Fidélité) told me that they watched him carefully. 

Fidélité mentioned that at times he even used his own funds for VCP ministry which demonstrated his commitment and passion for the work. She commented, “even if the grant isn’t there, do they still work?” During these years, Robert was trustworthy in assignments, including managing well some chickens that were given to him. Peter and Fidélité told me that he often asked for guidance; he desired to become more effective in his role as a trainer. (To reference earlier podcasts this year, he was manifesting a “strong desire to learn and grow” and also a “teachable spirit.”)  

Peter and Fidélité also shared with me that their relationship with this man – and others whom they lead – is not “all about work.”  They also take time to talk about life, developing friendships while also serving in a pastoral role with them.  

As I close, I return to Robert’s story. When Fidélité recently accepted the role as Dynamic Women Supervisor for Africa, the need arose for a new VCP coordinator in Uganda.  Trainer Robert was the obvious choice for promotion because he had been faithful in his previous roles.  When they offered the new role to him, they did so in a meeting with Robert and his wife. They asked if she agreed as the additional responsibilities will impact her as well. Fortunately, both of them agreed to the promotion.  

May each of us be faithful in the responsibilities entrusted to us. As we do so, we qualify ourselves for promotion and greater responsibility. 

I very much appreciate Peter’s and Fidélité’s leadership and their willingness to share these thoughts with us. 

This has been a word of encouragement for Village Church Planters and leaders.

Leadership Development - Thoughts from Peter and Fidélité

 

      This is Chuck Rapp with Multiply, a podcast to provide a word of encouragement for village church planters and leaders.

Our topic for 2026 is Leadership Development. In my previous three podcasts, I shared VCP Director Claude’s thoughts about the process of leadership development.

During our recent VCP Supervisor meeting in Nairobi, I invited VCP Assistant Director Peter Baraka and his wife Fidélité Ramla, Dynamic Women Supervisor for Africa, to share their thoughts on leadership development with me as it is very important for me to understand and communicate an African perspective.

We began with some characteristics or qualifications for leadership. The first things mentioned were “are they humble? Do they lead with love? And are they honest?”

At this point, we transitioned to some conversation about the leadership development process, and Peter made two very important points. He teaches those whom he is preparing for leadership “according to the program,” and he watches them to see if they follow instructions.

Peter shared during our conversation that as a VCP Supervisor, he invests much time in the field “inspecting the work.” He likes to ask his coordinators to take him to training centers and to churches that have been planted, and he observes closely if the coordinators know the locations. If they do not, it may be an indication that his coordinators are not visiting the field frequently enough.  

Fidélité talked about the method of Model, Assist, Watch, and Leave as an important part of developing new leaders. This approach is consistent with 1 Corinthians 11:1 where Paul wrote “Follow my example, as I follow the example of Christ.” She commented that she is always preparing someone who can help when she is not around. As a mentor she involves others in training events and other activities so they can see how she does things. As a next step, she invites them to assist her as she leads.  She told me that she initially assigns them to the easier tasks so they can build competence and confidence.

The next step, Watch, is very important in the development of emerging leaders. Fidélité gives her mentees lead, or primary, responsibility for training events or other activities. But she does not watch passively; she provides coaching and feedback. She affirms what was done well and suggestions for improvement.

Lastly it is time to Leave and entrust the responsibility to the new leader, and this can be very difficult. But, it is necessary. We will explain Model, Assist, Watch, and Leave in greater detail in a future podcast.

I very much appreciate Peter’s and Fidélité’s leadership and their willingness to share these thoughts with us.

This has been a word of encouragement for Village Church Planters and leaders.

Leadership Development - Director Claude's Thoughts Regarding the Leadership Development Process - 3

 

This is Chuck Rapp with Multiply, a podcast to provide a word of encouragement for village church planters and leaders.

Our topic for 2026 is Leadership Development. In my previous two podcasts, I shared VCP Director Claude's thoughts about the process of leadership development. Today I want to continue with his insights from that morning.

At this point in the conversation, I asked him a very important question. How do you discern when someone is ready for promotion?

His first response is that he wants to know if someone has an interest in the work. A passion for the work. A sense of God's calling for it. We do not want to promote someone who is only looking for a job.

His next point about readiness is an assessment if they have mastered the key tasks required. In one of my earlier podcasts, I talked about someone's "track record" or their history. This is what Director Claude had in mind with this statement.

At this point, Director Claude also spoke about an assessment that he makes of their leadership ability. You may recall my teaching last year from Matthew 25:21 (and 23). "His master replied, 'Well done, good and faithful servant! You have been faithful with a few things; I will put you in charge of many things..." When someone is being considered for promotion, it is important to know if they have successfully demonstrated effective leadership in the past.

Director Claude next described the importance of an intentional and keen observation of someone's spiritual and emotional maturity over time. Are they growing in their discipleship? Do they treat others well? Do you know how to interact with people in a healthy way?

There is also a very, very important spiritual component to the discernment process involved with knowing when someone is ready for promotion. Director Claude spoke about how someone's name may come to his mind frequently when he is praying. This is firstly a prompting from the Holy Spirit to pray for that individual, and secondly it may indicate that the Lord has something new for this person.

To round out his answer to the question, Director Claude once again returned to his theme of observation. He described to me how it is very important to observe, or assess, someone's capacity. When I asked him to describe "capacity," he spoke about one's spiritual and physical energy level. Will they be able to keep up with the pace of leadership? He also spoke of educational capacity; have they attained a level of formal education that will bring about respect from Church leaders?

I very much appreciate Director Claude's leadership and his willingness to share these thoughts with us.

This has been a word of encouragement for Village Church Planters and leaders.

Leadership Development - Director Claude's Thoughts Regarding the Leadership Development Process - 2

 

   This is Chuck Rapp with Multiply, a podcast to provide a word of encouragement for village church planters and leaders.

Our topic for 2026 is Leadership Development. In my previous podcast, I shared VCP Director Claude's thoughts about the process of leadership development. Today I want to continue with his insights.

I asked Director Claude how he helps new leaders grow as spiritual men. It was not surprising to me that he began with how he observes their personalities and their behaviors. This helps him by providing insight into how to pray for each one. Now, in order to observe someone, we must be in proximity to them; we must be near them. We must spend time with them. While it is most effective to be physically together, when this is not possible, technology can help us.

My next question of Director Claude was how he deals with situations when corrective feedback is needed.

Perhaps someone is showing a character flaw in their behavior. Maybe he observed that a task was not completed well. Here is his response.

Claude likes to share feedback informally. Perhaps it will be over a meal. He doesn't like to have these conversations when he is seated across from someone at a big desk. He said that he prefers to do this with both positive and corrective feedback.

I then asked about the timing of sharing corrective feedback, and he told me that when someone does something wrong, most often rather than immediately addressing it, he prefers to wait until there is a natural opportunity. He told me "If you are too strong, they will have fear and hide. The most important thing is that they continue to be open to you." This is great wisdom. "The most important thing is that they continue to be open to you." If someone closes themselves off from us as leaders, then we are no longer able to help them in their development.

Proverbs 27:6 instructs us "Wounds from a friend can be trusted, but an enemy multiplies kisses." When we provide corrective feedback to an emerging leader within the context of relationship or friendship, they realize that while our words may hurt them temporarily, they know that what we are telling them is for their good in the future.

Director Claude continued with his answer by saying that If, however, the mistake is something that can "spoil the work," he addresses it immediately. Two examples that he gave were a poor relationship between a supervisor and a coordinator or the misuse of funds). Most of the time, if it is possible, he addresses the issue in private.

This has been a word of encouragement for Village Church Planters and leaders.

Leadership Development - Director Claude's Thoughts Regarding the Leadership Development Process - 1

 

     This is Chuck Rapp with Multiply, a podcast to provide a word of encouragement for village church planters and leaders.

Our topic for 2026 is Leadership Development. Over the past two months, I shared 10 characteristics that I look for in potential emerging leaders. Today, I want to begin to examine the process of leadership development. To do so, one morning over breakfast together, I asked Director Claude a series of questions.

I began by asking him to explain how he helps potential new leaders. His first comment is that he asks them many questions, and he listens well to how they answer. As he does this, he begins to understand their strengths and their weaknesses. Having this knowledge, he is then able to begin to know what assignments to give them. As they work on those assignments, he observes them carefully.

I asked how he determines the best assignments for emerging leaders. How does he find the right balance between assignments they can complete easily - which builds their confidence - compared with assignments that are more challenging but will help them acquire new skills?

Claude told me that regarding the latter type of assignments he likes to give responsibilities that will be helpful for someone's job or role. He gave the examples of writing a report or some computer-related task. He prefers to provide emerging leaders the opportunity to learn and grow in their skills. Once again, he observes closely how they do with these assignments. If they need help, he will coach them or he will connect them with someone who is able to help them better understand.

At this point, I asked him specifically how he helps the VCP supervisors grow as leaders. He offered three examples of helping them grow both as spiritual leaders and in their skills.

* Director Claude frequently asks the supervisors how well they know their coordinators. Proverbs 27:23 says that leaders are to "Be sure you know the condition of your flocks, give careful attention to your herds..." As leaders, we are like shepherds who must attend to the needs of those who follow us, and in order to do so, we must know how they are doing.

* Director Claude also helps supervisors know how to do important things like submitting receipts. He shares from his experience and encourages them to be attentive to this.

* A third skill he teaches is how to create budgets. This is another practical skill.

As I listened to Director Claude, I observed a common theme in the way that he develops leaders. He listens much, and he observes much. I will say that again. He listens much, and he observes much.

As we are intentional to develop emerging leaders, we must not rush; we must be patient.

This has been a word of encouragement for Village Church Planters and leaders.

Leadership Development - Some additional Characteristics to Look for in Emerging Leaders (3)

 

     This is Chuck Rapp with Multiply, a podcast to provide a word of encouragement for village church planters and leaders. 

Our topic for 2026 is Leadership Development. Over the past two months, I’ve shared 10 characteristics that I look for in potential emerging leaders. Today I want to summarize those traits. Before I do that, I want to reiterate that very few emerging leaders will demonstrate all 10 characteristics. I also acknowledge that this list is not all-inclusive nor absolute. These are simply my thoughts. 

Here is my list: 

• Identity firmly rooted in Christ – I place the highest priority on this attribute, as over the years I’ve observed the damage that can be done by insecure leaders. Too often, they have mixed motives in their leadership as they try to build themselves up in others’ opinions of them as opposed to seeking and serving Jesus Christ and His Kingdom. They are self-serving rather than Kingdom-minded. 

• Humility – is closely related to this trait as secure leaders are not driven to promote themselves in the eyes of others. Proverbs 27:2 says this very well.  Let someone else praise you, and not your own mouth; an outsider, and not your own lips.”

• Their history or track record – You may recall that in last year’s series on Steward Leadership, I shared from the parable of the faithful servant to whom Jesus said, ‘Well done, good and faithful servant. You have been faithful over a little; I will set you over much.”  (Matthew 25:21)  

• Areas of aptitude or competency – as we identify and develop new leaders, it is important to evaluate their areas of competency and give them opportunities to lead in assignments that utilize those strengths. 

• Initiative – last month, I defined this as “the ability to assess and initiate things independently.” Emerging leaders do not sit around waiting to be told what to do. They exercise good judgment and take action. 

• Strong desire to learn and grow – potential new leaders are not satisfied with their current level of spiritual maturity, understanding, or skill. 

• Teachable spirit – in order to learn and grow, emerging leaders must be humble and willing to learn from others. 

• Pleasant to be around – I include this trait because unpleasant people are unlikely to attract followers, and one cannot be a leader if no one is following him or her. 

• Their reputation both inside the church and with outsiders – if someone has a poor reputation with those who know them well, that is a strong warning flag for me. 

• A strong, Christ-centered marriage – About 40 years ago, I heard a preacher offer this advice. “If it’s not working at home, don’t export it.” In other words, if one’s marriage is not solid, our priority must be to first repair our relationships at home before attempting to lead others. 

   This has been a word of encouragement for Village Church Planters and leaders.

Leadership Development - Some additional Characteristics to Look for in Emerging Leaders (2)

     This is Chuck Rapp with Multiply, a podcast to provide a word of encouragement for village church planters and leaders.

Our topic for 2026 is Leadership Development. In my past three episodes, I’ve shared some characteristics that I look for in potential emerging leaders. The two that are most important to me are an identity firmly rooted in Jesus Christ and humility.

Today, I want to share some thoughts about three additional qualities I look for in emerging leaders. These are a personality that others enjoy being with, their reputation (both inside the church and with people outside the church), and a strong Christ-centered marriage (if they are married).

This brings us to 10 characteristics that I look for in new or emerging leaders. Now, before moving forward, I want to emphasize that leadership development is an ongoing process and early on it is unrealistic to expect to find someone who is exemplary in all 10 of these traits. I will address this reality in my next podcast.

To elaborate further on these three characteristics, I think you can see that

* Someone who is unpleasant to be around is unlikely to gather followers. So, as I observe people, I like to see if they are the type of person to whom people are attracted or if they tend to drive people away. If it’s the latter, then they are not likely to be a good candidate for leadership. The fruit of the Holy Spirit in Galatians 5:22-23 includes “love, joy, peace, forbearance (or patience), kindness, goodness, faithfulness, gentleness, and self-control.”  Every one of these relates to how a person interacts with others.

* Related to this, I like to learn about their reputation. Are they well-regarded by their spiritual leaders and those in the Church? Do they have good standing with their employer, their supervisor, or community leaders? In 1 Timothy, the apostle Paul gave these qualifications for church leaders. “He must also have a good reputation with outsiders, so that he will not fall into disgrace and into the devil’s trap.” (3:7) Those with a good reputation (or a good track record as I’ve shared in a previous podcast) are less likely to fall into disgrace and negatively impact their church or organization.

* And, finally, do they have a strong, Christ-centered marriage?  Earlier in 1 Timothy 3, Paul said, “Now the overseer is to be above reproach and faithful to his wife…” (3:2)  Whenever possible, I like to visit a prospective leaders’ home or at least spend time with him or her and their family as a lot can be learned by these observations.  

  This has been a word of encouragement for Village Church Planters and leaders.

Leadership Development - Some Additional Characteristics to Look for in Emerging Leaders

 

       This is Chuck Rapp with Multiply, a podcast to provide a word of encouragement for village church planters and leaders.

Our topic for 2026 is Leadership Development. In my past two episodes, I’ve shared some characteristics that I look for in potential emerging leaders. Most important to me are an identity firmly rooted in Jesus Christ and humility. Last time I shared about the importance of someone’s history or track record and the importance of their skills or abilities.

Today, I want to share some thoughts about three additional qualities I look for in emerging leaders. These are initiative, a desire to learn and grow, and a teachable spirit. I think that I can see how these complement each other.

* Initiative is defined as “the ability to assess and initiate things independently.” Those with a leadership mindset do not wait to be told what to do. They do things. Now, a key to this is that they do the “right” thing, and that is where the “assess” part of this definition comes into play. To refer back to my previous podcast, does the person have a history of making accurate assessments and then taking the right action? I’m reminded of the sons of Isaachar in 1 Chronicles 12:32. They were “men who understood the times and knew what Israel should do.”

* Secondly, a strong desire to learn and grow is vital to the development of emerging leaders.  You may have heard it said that “leaders are learners,” and I believe this is quite true. As I am on the lookout for emerging leaders, I pay attention to see which men and women have inquisitive minds and an interest in learning about new subjects or developing new skills. They do not shy away from the hard work and the time required to grow in both their capability and their capacity.

* Closely related to my second point is the importance of new leaders being teachable. Proverbs 1:5 instructs us to “let the wise listen and add to their learning, and let the discerning get guidance.” Young leaders must have the humility (I spoke about this last month) to listen and learn, AND they need to be discerning about the counsel they receive. As I observe and assess new leaders, one of the things I look for is to see who their mentors are. Who is advising them? Do they have good role models to follow?

I will continue my thoughts on characteristics to look for in emerging leaders in my next podcast.  

This has been a word of encouragement for Village Church Planters and leaders.

Leadership Development - Four Characteristics of Emerging Leaders

 

    This is Chuck Rapp with Multiply, a podcast to provide a word of encouragement for village church planters and leaders.

Our topic for 2026 is Leadership Development. In my 23 January episode, I concluded with the encouragement that we as leaders need to be attentive to those around us and to be intentional in identifying and equipping new leaders.

Today, and in episodes to follow, I want to share some thoughts about characteristics that I look for when identifying potential future leaders. Perhaps you have additional attributes that you are keen to observe; if so, please share your thoughts with me. I want to also add this disclaimer. These are my personal thoughts and observations. Others may have different ideas than I do. This is not an exhaustive list; I’m certain there are additional important characteristics of emerging leaders.

First on my list is a personal identity that is firmly rooted in Christ. Colossians 3:3 says, “For you have died, and your life is hidden with Christ in God.” I appreciate the Apostle Paul’s use of the word “hidden,” as the true essence of a believer’s life is that it is secure and protected in Christ.

You may have heard me observe in previous podcasts that one of the most dangerous situations is to have is someone in a position of leadership who is insecure in who he or she is. Conversely, the leader whose security is firmly rooted in Jesus Christ has a confidence in the Lord that enables them to serve others. Philippians 2:4 instructs us that we should not “look to your own interests but each of you to the interests of the others.”

Coupled with this sense of personal identity rooted in Christ is humility. This is an attribute reflected in serving the interests of others. I am very wary of those who demonstrate an attitude that indicates they are “a legend in their own mind.” In the JB Phillips translation, we read this in Romans 12:3. “As your spiritual teacher, I give this piece of advice to each one of you. Don’t cherish exaggerated ideas of yourself or your importance, but try to have a sane estimate of your capabilities …”

What great wisdom and counsel. “Don’t cherish exaggerated ideas of yourself or your importance, but try to have a sane estimate of your capabilities.” One of the significant mentors in my life, Chuck Colson, had this to say. Someone who seeks leadership “because it gratifies his ego is doomed.” It took me many years to learn this crucial lesson.

I will continue my thoughts on characteristics to look for in emerging leaders in my next podcast.

This has been a word of encouragement for Village Church Planters and leaders.