08 Mar Mentoring Your Apprentice

PURPOSE: If you look at any great leader, they take people with them.  Jesus always took His disciples with Him and gave them opportunities to learn and grow as He challenged them and coached them.  Paul had Timothy and always talked to him about ministry and how to take the next step, and as a leader this is our responsibility.  2 Timothy 1:1-2 You then, my child, be strengthened by the grace that is in Christ Jesus, and what you have heard from me in the presence of many witnesses entrust to faithful men, who will be able to teach others also.

Take what you have learned, apply it and teach other reliable men and women who will also be able to teach others.

How Do You Effectively Mentor A Leader?

1. Cast the vision for leadership.

Let your group know right off that this group is not your group, but it is our group.  Allow them to lead with you by giving people the opportunity to bring food, pray or even host your meeting at their home.   Use the ICNU (I see in you).  ICNU a great host/hostess, prayer warrior, cook or facilitator.  This is fundamentally important in identifying your Apprentice.

2. Identify your Apprentice.

• Look around and see who is taking ownership in the group. Who is really motivated, showing up consistently, excited to be there and building relationships with people.
• Examine your relationship. Is this someone who you can relate to, that you have a relationship with? You need to have a friendship with this person as a foundation to build on.
• See potential, remember they don’t have to be a bible scholar, or have had experience as being a Small Group Leader in the past. Some of your best leaders will not be ones

who have been to seminary or led at another church.

• Ask them to be your apprentice.

3. Give them incremental opportunities to lead.

 Invite them to SGL meetings during the apprentice process and use this Apprentice model:

• I do – you watch – we talk (once they agree to apprentice, have them watch everything you do and then talk about it after).
• I do – you help – we talk (next, let them help you lead. Give them part of the guide or have them open in prayer).
• You do – I help – we talk (allow them to lead with you helping them and provide feedback and encouragement).
• You do – I watch – we talk (let them run the whole show and discuss how it went after).
• You do – someone else watches (they are ready to lead when you are not there).

4. Mentoring them through next steps.

• After you and your coach determine the apprentice process has been completed, let the director know to add them to the next training session.
• The leader will be sent an invitation and an SGL Expectation list via email. The expectation list to ensure that they fully understand what is expected of them and bring up any concerns regarding them prior to the training.
• Once they have gone through this training session and signed the SGL Expectation list, the director will send the names to the pastors for a final okay.

5. Release them into leadership.

• It’s time to let them go.
• Celebrate! This is a great moment. Remind the group that this is just the beginning not and ending. We are here for those not yet here.  In multiplying your groups, you are serving the purposes of God. 

There are three ways to transition your apprentice:

1. They can take over your group and you can open your group up for all new members.
2. They can take some of your members and you can both open up your groups for new members.
3. They can open their group up to all new members, not taking any from the original group.

As we grow larger, the leadership of Waters is not going to know everyone, especially from other campuses.  It is up to the small group leader and the coach to be diligent about who you select as your apprentices.  Read and re-read the expectation list yourself, be familiar with what the vision and mission is here.  We go through this process because we need to be selective about who we put in place as leaders.