We have all seen it happen: the leader of a vibrant institution steps down, and a few years later, what once was flourishing begins to decline. In congregations, this downward slide is not only the result of senior pastor transitions. It may happen when a critical mass of key lay leaders moves away or discerns that it is time for them to use their time and talents differently. Attrition does not usually occur all at once, but even if it takes place slowly over several years, the cumulative impact of individual losses can make forward progress exceedingly difficult.
Is there anything organizations can do about this?
The resources highlighted in this week’s issue say “yes.” To the extent that institutional decline is influenced by a shrinking pool of new leaders, mentoring can be a key strategy for institutional sustainability. How might your congregation implement intentional practices of mentoring for new leaders?
Mentoring connects to the scriptural emphasis on stewardship. Good stewardship involves managing one’s resources to serve others. Stewardship goes beyond sharing our financial gifts and time. Stewardship is about sharing our knowledge, experience, wisdom and history with others so they can continue doing good work. Therefore, being a mentor is an act of stewardship. We take what we have learned as a leader and share it with others to the glory of God.
Every church needs more leaders and new leaders. Maybe it’s time to measure leadership success by the number of people we prepared to replace us rather than the number of years we served. Long-tenured leaders who do not prepare others often have good intentions, but the best results happen when we intentionally invest in others.
