COACH LEVEL TRAINING

Module 5: Recruiting New Leaders

Introduction

One of the key responsibilities of a leader of leaders is to identify and recruit new leaders. This requires a deliberate process of recognizing potential, inviting participation, and developing emerging leaders. Great leaders are always building a pipeline of future leaders. In this module we will focus on deepening your passion and developing your competency of recruiting leaders.

Deepen Your Character: Passion

Leaders are filled with a fervent drive toward the cause God has given them

Passion is the fuel that drives leaders to persist through challenges and inspire others to join the mission. Passionate leaders are contagious - their enthusiasm draws others into the work and helps them see the significance of their contribution to God's kingdom.

What aspects of ministry and leadership are you most passionate about? What drives your commitment?

How do others experience your passion? Give specific examples of how your passion has influenced others to get involved.

When has your passion for ministry been tested? How did you maintain or renew your passion?

What happens to a team when the leader lacks passion? How does this impact recruitment?

Develop Your Competency: Recruiting Leaders

Pre-Assessment

Grade yourself on each of these proficiencies A, B, C, D or E. (A+ = model for others, E = no mastery).

Proficiency	Pre-Assessment
I actively look for potential leaders.
I can articulate a compelling vision for leadership.
I make personal invitations to potential leaders.
I help people see how leadership fits their gifts.
I provide clear next steps for new leaders.

Describe your current process for identifying and recruiting new leaders. How systematic is it?

What percentage of your recruitment efforts are successful? What factors contribute to success or failure?

What are the biggest obstacles to recruiting new leaders in your context?

The F.A.I.T.H. Recruitment Process

Five Steps to Effective Recruitment

Find: Identify potential leaders through observation and relationships

Affirm: Recognize and affirm the gifts and potential you see

Invite: Make a personal, compelling invitation to leadership

Train: Provide the necessary training and support

Hold accountable: Create systems for ongoing development and accountability

Which step of the F.A.I.T.H. process do you currently do best? Which needs the most improvement?

Think of a recent successful recruitment. How did you use these steps (even if unconsciously)?

Put It Into Practice

Complete the following assignments to help you practice recruiting new leaders.

1. Potential Leader Inventory: Identify 3-5 people who could potentially become leaders and assess them using the F.A.I.T.H. process.

Person 1 - Name and why you see leadership potential:

Person 2 - Name and why you see leadership potential:

Person 3 - Name and why you see leadership potential:

2. Recruitment Strategy: Choose one person from your list and develop a specific recruitment strategy using the F.A.I.T.H. process.

Find - How did you identify this person's potential?

Affirm - What specific gifts/strengths will you affirm?

Invite - How will you make the invitation compelling?

Train - What training will you provide?

Hold accountable - How will you support their development?

Reflect on Your Learning

What changes do you need to make in your approach to recruiting leaders?

How will you maintain your passion while helping others discover theirs?

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