What ministry leaders should learn from small business owners Day 3

At the EntreLeadership conference this past Friday, I learned that successful small-business owners understand that they are launching pads for the careers of their people. They take their responsibility to build-up talented people seriously, but they also realize that at some point these same people will move on to other companies or even start a company of their own. Competition among ministries is a BIG deal and the stress of competition has a tendency to influence how we hire and train people. When we buy-in to the mentality that reaching more people=more money and resources, the value we place on what we get out of people begins to outweigh what we give. I know, I know Jesus said, "The harvest is plentiful, but the workers are few...so you better get what you can." Okay, that is a slight re-interpretation on my part so put your stone down. My point is that when we hire people in the hopes of getting as much out of them as possible for the gain of the organization, we fail as leaders. Sure, your organization or ministry might benefit for a season but the person you hired leaves tired, bitter, and frustrated. I'm also going to venture out and make a guess that your organization has a high turn-over rate.

Let me use a visual:

When we hire people to get the most out of their talents for our gain, it feels a bit like this-

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"They don't call it the amazing race for nothing."

Or maybe you've heard it this way,"They don't call it hard work for nothing."

When we hire people with the purpose of developing them into great leaders your people feel like this-


Do you see the difference between blasting people and launching people?

Talent will only carry a new hire so far, you know it and they know it. Great leaders invest the time and resources required to build up people. Successful leaders are launching pads for their people. When this happens, not only does your organization benefit but so do your people and the teams of people they will lead in the future.

So, I have to ask. How do people leave your organization and leadership? Bitter and tired or equipped and grateful.

What is your legacy as a leader?