The Church Revitalization Podcast – Episode 242

In last week’s article, we explored the crucial role that a leadership pipeline plays in the health and growth of a church. We discussed the biblical basis for leadership development, the need for intentional leadership development, and the benefits of having a clear pathway for identifying, developing, and deploying leaders at all levels of the church.

However, to effectively implement a leadership pipeline, it’s essential to have a clear understanding of what leadership is and how it manifests at different levels within the church. Without a shared definition and framework for leadership, it can be challenging to create consistent expectations, training, and support for leaders as they grow and mature.

In this article, we’ll dive deeper into the concept of leadership levels and explore how defining these levels is foundational to building a robust leadership pipeline. We’ll examine the five key levels of leadership within a church context, the core competencies needed for leadership, and the importance of developing these competencies in a purposeful way.

By the end of this article, you’ll have a clearer understanding of how to lay the groundwork for a successful leadership pipeline by defining leadership and establishing a framework for growth and development. Let’s get started by exploring why having clearly defined levels of leadership is so important for churches today.

The Need for Levels of Leadership

In many churches, leadership roles and responsibilities can be complex and varied. From volunteer positions to staff roles, from ministry teams to elder boards, there are numerous ways in which individuals can serve and lead within the church. However, without a clear understanding of how these roles fit together and how they differ in terms of scope and responsibility, it can be challenging to create a cohesive and effective leadership development strategy.

This is where the concept of leadership levels comes in. By defining distinct levels of leadership, each with its own set of expectations and competencies, churches can create a more structured and intentional approach to leadership development. Rather than viewing leadership as a singular concept, a level-based approach recognizes that leadership skills and responsibilities vary depending on the scope and complexity of the role.

There are several key benefits to adopting a level-based approach to leadership development within the church:

1. Clarity: Defining leadership levels helps to clarify expectations and responsibilities for each role, reducing confusion and ambiguity.
2. Consistency: With clearly defined levels, churches can create consistent training, support, and evaluation processes for leaders at each stage of development.
3. Progression: Leadership levels provide a clear pathway for growth and advancement, helping individuals to understand what skills and competencies they need to develop in order to move to the next level.
4. Alignment: By aligning leadership levels with the overall mission and vision of the church, leaders at all levels can work together more effectively towards common goals.

In the Leadership Pipeline Design process, we introduce a framework of five key leadership levels within the church. These levels are:

1. Level 1: Leading Self
2. Level 2: Leading Others
3. Level 3: Leading Leaders
4. Level 4: Leading Departments
5. Level 5: Leading the Organization

Each of these levels represents a distinct stage of leadership development, with its own set of challenges, responsibilities, and competencies. By understanding these levels and how they build upon one another, churches can create a more effective and sustainable leadership pipeline.

In the following sections, we’ll explore each of these levels in more detail, examining the key characteristics and competencies associated with each stage of leadership development. We’ll also look at examples of how these levels might manifest within a typical church context, and discuss strategies for developing leaders at each level.

Level 1 Leadership: Leading Self

The first level of leadership in the pipeline is Leading Self. At this stage, individuals are just beginning their leadership journey and are primarily focused on developing their own character, skills, and habits. While they may not yet be leading others in a formal capacity, they are learning to take responsibility for their own growth and development.

Some key aspects of Level 1 leadership include:

1. Faithfulness: Level 1 leaders are committed to their own spiritual growth and are desiring to develop a relationship with Jesus.
2. Teachability: They are open to feedback and willing to learn from others, recognizing that they still have much to learn.
3. Servanthood: They are eager to serve others and are willing to take on tasks and responsibilities as needed, even if they are not in a formal leadership role.
4. Integrity: They are developing a reputation for honesty, reliability, and trustworthiness, and are learning to align their actions with their values.

Examples of Level 1 leadership roles within the church might include:

• Greeters who welcome people as they arrive for services
• Ushers who help to seat people and distribute materials
• Setup team members who prepare the church facilities for events and services

At this level, the focus is on developing personal discipline, self-awareness, and basic ministry skills. Level 1 leaders are learning to manage their time effectively, to prioritize their spiritual growth, and to serve others with humility and enthusiasm.

To support the development of Level 1 leaders, churches can provide opportunities for personal growth and discipleship, such as Bible studies, general leadership training, and good communication. They can also encourage Level 1 leaders to take on small tasks and responsibilities within the church, helping them to build confidence and develop basic leadership skills.

As Level 1 leaders continue to grow and mature, they will begin to take on more responsibility and may feel called to step into Level 2 leadership roles, where they will begin to lead and influence others directly. However, the foundation of character and discipline developed at Level 1 will continue to serve them well throughout their leadership journey.

Level 2 Leadership: Leading Others

As individuals progress in the pipeline, they will begin to take on roles that involve directly leading and influencing others. This is the essence of Level 2 leadership: the ability to guide, support, and motivate a team towards a common goal.

Some key aspects of Level 2 leadership include:

1. Communication: Level 2 leaders are able to clearly articulate truth about God’s Word and facilitate discussion within a group and amongst their team members.
2. Ownership: They begin to take accountability for their area of responsibility, and spend the necessary time to increase their skills and knowledge to be more effective.
3. Initiative: Whereas Level 1 leaders may notice problems, Level 2 leaders take the initiative to solve problems as they arise.
4. Care for others: Level 2 leaders are attentive to the needs and concerns of the people they serve within their area of ministry, and are able to offer support and encouragement as needed.

Examples of Level 2 leadership roles within the church might include:

• Small group leaders who facilitate discussion and provide pastoral care for group members
• Children’s ministry teachers who lead and instruct children in their faith journey
• Worship team members who use their musical abilities to lead others in worship

At this level, leaders are developing key skills such as emotional intelligence, conflict resolution, and the ability to motivate and inspire others. They are learning to balance the needs of individual team members with the overall goals and vision of the ministry.

To support the development of Level 2 leaders, churches can provide training in areas such as group dynamics, communication skills, and pastoral care. They can also offer opportunities for Level 2 leaders to connect with one another for support and encouragement, such as regular team meetings or leadership retreats.

As Level 2 leaders continue to grow and develop, they may begin to take on additional responsibilities, such as coaching or mentoring other leaders. This marks the transition into Level 3 leadership, where the focus shifts from leading individual contributors to developing and empowering other leaders.

The skills and experience gained at Level 2 are critical for this transition, as leaders must learn to balance the needs of their team with the broader goals of the ministry. By investing in the development of Level 2 leaders, churches can create a strong foundation for future growth and impact.

Level 3 Leadership: Leading Leaders

As leaders continue to grow and mature, they may be called to take on roles that involve leading and developing other leaders. This is the focus of Level 3 leadership: the ability to multiply one’s impact by investing in and empowering other leaders.

Some key characteristics of Level 3 leaders include:

1. Coaching: Level 3 leaders are skilled at providing guidance and support to other leaders, helping them to identify their strengths and areas for growth.
2. Empowerment: They are able to delegate authority and responsibility effectively, trusting other leaders to make decisions and take ownership of their areas of ministry.
3. Management: Level 3 leaders are skilled at management; a key function involves volunteer scheduling and coordinating communication within the team. 
4. Team Development: They are committed to identifying and developing future leaders, creating a culture of leadership multiplication.

Examples of Level 3 leadership roles within the church might include:

• Ministry directors who oversee a team of volunteers and leaders
• Coaches who provide ongoing support and development for small group leaders
• Committee or team chairpersons who oversee key functions

At this level, leaders are developing key skills such as team management, coaching ability, and the ability to develop and empower other leaders. They are learning to balance the needs of individual leaders with the broader goals and vision of the church.

To support the development of Level 3 leaders, churches can provide opportunities for peer-to-peer learning and collaboration, such as leadership cohorts or mentoring relationships. They can also offer training in areas such as coaching skills and team development.

The Level 3 “coaching” role is particularly important, as it represents the key link between Level 2 and Level 4 leadership. By investing in and empowering Level 2 leaders, Level 3 coaches help to create a pipeline of future leaders who are equipped to take on higher levels of responsibility.

As Level 3 leaders continue to grow and develop, they may be called to take on Level 4 roles, where they will be responsible for overseeing entire departments or ministries. The ability to lead and develop other leaders is critical for success at this level, as Level 4 leaders must be able to create a vision and strategy that engages and empowers others.

Level 4 Leadership: Leading Departments

As leaders continue to grow and develop, they may be called to take on roles that involve overseeing entire departments or ministries within the church. This is the focus of Level 4 leadership: the ability to lead and manage complex, multi-faceted areas of responsibility.

Some key aspects of Level 4 leadership include:

1. Vision Casting: Level 4 leaders are able to articulate a clear and compelling vision for their department or ministry, aligning it with the overall mission and values of the church.
2. Strategic Planning: They are skilled at developing and implementing strategic plans that guide the work of their department or ministry over the long term.
3. Resource Management: Level 4 leaders are able to effectively manage financial, human, and physical resources, ensuring that they are allocated in a way that maximizes impact and efficiency.
4. Problem Solving: They are able to navigate complex challenges and obstacles, finding creative solutions that enable their department or ministry to thrive.

Examples of Level 4 leadership roles within the church might include:

• Pastoral staff members who oversee specific ministries such as worship, discipleship, or outreach
• Executive pastors who oversee the day-to-day operations and administration of the church 
• Department directors who lead large teams of staff and volunteers in areas such as children’s ministry or small group ministry

At this level, leaders are developing key competencies such as organizational leadership, change management, and the ability to develop and implement complex strategies. They are learning to balance the needs of their department or ministry with the broader goals and vision of the church as a whole.

To support the development of Level 4 leaders, churches can provide opportunities for ongoing professional development, such as leadership conferences or executive coaching. They can also establish clear performance metrics and accountability structures to help Level 4 leaders stay on track and aligned with the overall mission of the church.

One of the key challenges for Level 4 leaders is the ability to effectively delegate and empower others. With so many responsibilities and priorities to manage, it can be tempting for Level 4 leaders to try to do everything themselves. However, true Level 4 leadership involves the ability to build and lead high-performing teams, delegating authority and responsibility in a way that maximizes the talents and abilities of others.

As Level 4 leaders continue to grow and develop, they may be called to take on Level 5 roles, where they will be responsible for leading the entire organization. The ability to think strategically, cast vision, and develop other leaders is critical for success at this level, as Level 5 leaders must be able to guide the church through seasons of growth, change, and challenge.

Level 5 Leadership: Leading the Organization

At the highest level of church leadership, individuals are responsible for overseeing the entire organization, setting its vision, strategy, and culture. This is the essence of Level 5 leadership: the ability to lead the church as a whole, guiding it towards greater health, growth, and impact.

Some key characteristics of Level 5 leaders include:

1. Visionary Leadership: Level 5 leaders are able to articulate a clear and compelling vision for the future of the church, inspiring others to work towards a common goal.
2. Cultural Influence: They are able to shape the culture of the church, modeling the values and behaviors that define its identity and purpose.
3. Leadership Development: Level 5 leaders are committed to developing and empowering leaders at all levels of the organization, creating a strong pipeline of future leaders.
4. Adaptive Leadership: They are able to navigate complex challenges and changes, adapting the church’s strategy and approach as needed to remain effective and relevant.

Examples of Level 5 leadership roles within the church might include:

• Senior pastors who are responsible for the overall vision, teaching, and leadership of the church
• Executive pastors who work closely with the senior pastor to oversee the church’s operations and strategy
• Elders or board members who provide oversight and governance for the church as a whole

At this level, leaders are developing key competencies such as organizational vision, cultural leadership, and the ability to lead through change and complexity. They are learning to balance the needs of the church as a whole with the needs of individual ministries, departments, and leaders.

To support the development of Level 5 leaders, churches can provide opportunities for peer-to-peer learning and support, such as executive roundtables or leadership retreats. They can also invest in ongoing coaching and mentoring relationships to help Level 5 leaders continue to grow and develop.

One of the unique challenges of Level 5 leadership is the need to balance the inward focus on leadership development and management with the outward focus on vision and impact. Level 5 leaders must be able to cast a compelling vision for the future while also creating the structures, systems, and culture needed to bring that vision to life.

Another key responsibility of Level 5 leaders is succession planning. As the highest level of leadership within the church, Level 5 leaders must be intentional about identifying and developing their own successors, ensuring that the church is well-positioned for long-term health and growth.

Ultimately, the goal of Level 5 leadership is to create a church culture that is healthy, vibrant, and focused on its mission. By modeling the values and behaviors that define the church’s identity, Level 5 leaders set the tone for the entire organization, inspiring others to live out their faith in transformative ways.

Conclusion

In this article, we have explored the importance of defining leadership levels as a foundation for building a strong, sustainable leadership pipeline within the church.

We began by discussing the need for a clear, shared understanding of leadership that goes beyond individual roles and responsibilities. By defining five distinct levels of leadership – leading self, leading others, leading leaders, leading departments, and leading the organization – churches can create a framework for leadership development that is both comprehensive and adaptable to the unique needs and challenges of each level.

We then examined each of these five levels in detail, highlighting the key characteristics, skills, and responsibilities associated with each stage of leadership development. From the personal discipline and self-awareness required at Level 1, to the visionary leadership and cultural influence needed at Level 5, we saw how each level builds upon the previous one, creating a pathway for ongoing growth and development.

As we conclude this article, our hope is that you have gained a clearer, deeper understanding of what it means to be a leader at each level of the church, and how to build a leadership pipeline that is founded on clearly defined levels and competencies. By investing in the intentional, ongoing development of leaders at all levels, churches can create a culture of leadership growth that permeates every aspect of ministry, from the individual contributor to the senior pastor.

But building a leadership pipeline is not a one-time event – it requires consistent effort, attention, and resources over time. It involves not just defining levels and competencies, but also implementing the structures, systems, and processes needed to support leadership development at every stage. So if you’re ready to take your church’s leadership development to the next level, we invite you to explore our Leadership Pipeline Design process. Together, we can build a strong, sustainable pipeline of leaders who are equipped and empowered to lead with excellence, impact, and integrity, for the sake of the church and the world.

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Scott Ball is the Vice President and a Lead Guide with The Malphurs Group. He lives in East Tennessee with his wife and two children. (Email Scott).

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