Is there a church in existence that doesn't bemoan the shortage of small-group leaders? Yet there's a solution that is as old as Paul's second letter to Timothy, in which he wrote, "And the things you have heard me say in the presence of many witnesses entrust to reliable men who will also be qualified to teach others."

One of the best ways to train and develop a new small-group leader is to place an apprentice leader with an experienced leader. The modeling and mentoring that takes place in the context of ongoing, life-changing ministry creates a dynamic environment for leadership development.

How do you as a small-group leader find and develop your own apprentice?

Key Ingredients

Small-group leadership involves a unique blending of character and skills. Though some basic skills are necessary (people and facilitation skills, for example), these can be learned and developed over time. More important in selecting an apprentice are qualities of character—teachableness, a servant's heart, integrity, devotion to Christ.

Stages of Development

There are three stages of an apprentice's development: dependence, independence, and interdependence. They mirror the stages of infancy, adolescence, and adulthood.

In the infancy stage, apprentices explore the concept of leadership and test their leadership abilities in the context of group life. They concentrate on learning all they can, observing the experienced leader, developing a servant's heart, and fostering a strong dependence on the group for nurture and support.

As "adolescents," apprentices may begin to believe they can lead the group better than the leader. They may feel that they no longer need the group for their spiritual growth or that the leader is not necessary. The apprentice has learned the leader's role and feels a little cocky about it. But what appears to be arrogance on the part of the apprentice may simply be a sign that the apprentice is almost ready to break out and lead. The small-group leader need not be disgruntled by this behavior, but should view it as an opportunity to delegate more and more leadership responsibilities to the apprentice.

Stage Three is the stage of interdependence or adulthood. In this stage, a mature apprentice will have earned the respect of the group and will have developed a respect for the group. He now understands the importance of mutual dependence and how to facilitate so that group members can carry one another's burdens in the Body of Christ. At this point, the apprentice has learned teamwork with a leader and has combined a servant's heart with the leader's role. And in the process, the apprentice has begun to identify an apprentice of his own.

Moving On

It is now time for the apprentice leader and perhaps one or two other members of the original group to form the nucleus of a new small group. The original group may grieve the loss of two or three members (and experience the challenge of reshaping the original group for a season), but it also has reason to celebrate. Now there are two vibrant, growing small groups where there once was one.

Bill Donahue is responsible for the design and coordination of leadership training for the more than five hundred small groups at Willow Creek Community Church in South Barrington, Illinois.