However, there is a staggering lack of women in leadership positions in field contexts and mission organizations. Depending on multiple factors such as societal biases, theological stances, and personal convictions, women leaders who are trying to carry out their vision can often feel like they are trying to navigate a minefield.

This series is for women who want to grow in their personal development as leaders. These articles define the most common barriers that women leaders face with suggestions for how to navigate those obstacles and grow. The “Men and Women Leading Together” series highlights ways that men and women can co-labor together in a way that maximizes each person’s gifting and strengths.

Women in Leadership
I. Women in Leadership
II. Women in Leadership – Internal Barriers (Part 1)
III. Women in Leadership – Internal Barriers (Part 2)
IV. Women in Leadership – External Barriers
V. Podcast: Impostor Syndrome + Belonging
VI. Quick Reads: Developing Female Leaders

Men and Women Leading Together
VII. Men and Women Leading Together
VIII. Men and Women Leading Together (Part 2)
IX. Husbands and Wives Leading Together
X. Men Leading Women

If you’d like some coaching around being a woman leader or for husbands and wives leading together, we’d be happy to help! Jenn also facilitates a Women’s Leadership Development cohort regularly for women aspiring to or serving in a leadership role on the field. Learn more and contact us at yieldleadership.org.

And let us consider how we may spur one another on toward love and good deeds, not giving up meeting together, as some are in the habit of doing, but encouraging one another—and all the more as you see the Day approaching.”

As a team leader, I had eyes on everyone’s problems – from our sending organization, to teammates, to our national partners – and I felt compelled to fix them. I would spend many sleepless nights trying to come up with solutions and many hours crafting the “perfect message” that would move everyone forward. I wanted to come off as decisive and expert, without offending or feeding into existing issues. I hoped the person would read it, and decide to gladly receive my feedback and their problems would disappear! 

I now realize that so many of those hours were wasted. What most people needed was not the perfect message, but simply a word of encouragement that communicated that they were valued, seen, and making an impact. In fact, it was often the encouragement that allowed those we led to become more responsive to our feedback and help!

 Proverbs 16 says that “Gracious words are like a honeycomb, sweetness to the soul and health to the body.” For our words to be equated with actual healing is an incredible power! Yet I have seen leaders struggle to find the right words, to have the boldness to speak words of affirmation, or even downplay encouragement as being too soft and unproductive.

Why Encourage?

Encouragement is not simply the ability to say “good job”. The Bible is filled with words of encouragement meant to inspire hope, courage, steadfastness, and obedience. Jesus consistently encouraged his disciples with promises of his love, his presence, and his provision.

Paul commands the churches to not neglect encouraging one another in order to spur one another on toward love and good deeds. Paul understood that pioneering work, which involves suffering and perseverance, can become wearisome. But a timely word spoken from a friend or a leader has the ability to literally inspire courage and hope that allows someone to keep going! 

It makes sense that Paul puts this level of emphasis on the ability to encourage considering that he was discipled and empowered by Barnabas, a man who was called “son of encouragement.” I wonder what Barnabas said to Paul that was able to temper the zealot who killed Christians into the Apostle who led so many to faith and who wrote so many of the rich promises of scripture. How did Barnabas address the shame Paul felt at the sins of his old life? What did Barnabas say to the apostles who feared Paul as he vouched for him? What words did Barnabas use to spur Paul onward into his calling and mission to the gentiles? 

As we try to “be Barnabas” and partner with national apostolic visionaries in our own contexts, it is absolutely necessary that we learn how to become sons and daughters of encouragement ourselves! 

Apart from being a biblical command to obey, we also have seen how encouragement increases the effectiveness of those we lead. Pioneering movements is hard work with high highs and low lows, and hopefulness for the work tends to leak over time. What our teammates often need in those times is not a better strategy or feedback, but an intentional and specific word to motivate their hearts toward hope again. Even better, a proactive and consistent infusion of encouragement often serves as a preventative for burnout and its ensuing consequences.

Guidelines for Encouraging Others

One of the main obstacles that keeps leaders from encouraging their people is that sometimes we just have no idea what to say or even how to say it! Below, I’ve detailed out some guidelines for how to encourage others for real. 

Pray and Listen for Your People

Oftentimes, our encouragement can feel canned or disingenuous because we haven’t taken the time to be thoughtful or prayerful beforehand. We can easily throw out some words without meaning them. Make it a habit before you meet up with someone to take a couple minutes to pray for them. Ask God, “what do you want me to say to this person?” Inquire of God how he sees them and whether there are specific promises or words that would bolster their souls. Thankfully, we have the whole of scripture to draw from for words of encouragement. And whatever you hear from God, make it a point to tell that person! 

For encouragement to be received as authentic, it’s important that you actually feel and believe the words you are speaking. But by saying the words that come from your times with the Lord, or from the Bible, you can speak these things with genuineness because you are just reflecting His heart.

It’s incredibly uplifting for someone to know that they have a leader who regularly prays for them and listens on their behalf. 

Often, in Time, and Specific to the Situation

Multiple studies show that negative experiences and difficult conversations tend to stay in someone’s memory far longer than an encouraging word. We are quick to forget the good things as we fixate on the bad, which means that the impact of our encouragement can fade quickly. 

While some people are naturally effusive with compliments, others need to set goals to say something encouraging consistently. If you see or notice something that someone has done well, then try to give that positive feedback in time! Even if it feels awkward, it’s better to say something than to miss an opportunity to lift up your people. Don’t wait for a regularly planned one-on-one to give those words.

Most importantly, make sure your encouragement is specific to the situation. It is nice to hear a “good job” from a leader. But it is better to hear them call out your actual contribution, noting the impact of your effort and the effort you put in. Or consider who they are as a person – share with them what you observe about how God has wired them uniquely and what you might admire about them. This makes an affirmation feel like an intentional choice, instead of just a checked box.

When you are proactive, specific, and in time with encouragement, those you lead and partner with feel seen and appreciated. This builds a culture of safety and allows your people to follow your example by continuing to affirm others around them too.

Specific to Who They Are 

I am a terrible gift giver. After years of watching Steven (reluctantly) return the gifts I gave him, he finally gave me this piece of feedback. “Jenn, you give people gifts that are things you would like to receive. But you need to think about that person – who they are and what they like – and buy what they would want!” It feels so simple, but we all have a tendency to cut out the step of putting ourselves in the shoes of others. But what ends up happening is that you end up giving something that someone doesn’t want or need. 

Consider the person who you want to encourage. What types of things, words, or activities tend to lift their spirits? What obstacles are they currently facing? What are lies that they tend to believe? What are the promises of scripture that address these lies or obstacles? 

Taking the time to consider their situation and current obstacles allows your words to cut to the heart and to be truly received. 

Back Up Your Words With Your Actions  

When we consider the encouragement of Barnabas to Paul, we don’t see the specific words he used. But what we do see is his actions. Over the course of years, Barnabas goes out of his way to seek out and find Paul, puts his own credibility on the line by vouching for him to the apostles, disciples Paul in his faith, journeys with Paul, and eventually fades into the background and allows Paul to take “center stage.” 

Without action to back up our encouragement, our words are empty. Take actions that would uplift your people – some examples might be creating space in meetings for them to speak, bringing them to high level meetings, giving them uninterrupted time with you, or supplying resources that would help them in their development.

A handy tool is to consider the person you’re encouraging through the lens of love languages. Some people are truly encouraged by words, but others might prefer time spent together doing something fun or just a big hug. For example, I’m someone who truly values words of affirmation. Steven soon noticed I would thank him for a gift but display full enthusiasm for the card that came with it. And so he adjusted accordingly.

How to Encourage: Meaning Making

We are constantly interpreting the events in our lives and assigning meaning to what happens to us. Much of this happens subconsciously. We experience an event, make an interpretation about what it means, and then respond based on that interpretation. But sometimes the meaning we assign to a situation is shaped by our fears, insecurities, or limited perspective. As leaders, we can help our teammates slow down and examine the story they are telling themselves, then create space for them to consider a different perspective.

One way to do this is by asking a few simple questions. As the person you’re trying to encourage shares how they are perceiving their experiences, try to reorient their perspective to other potential meanings. Below is an example of how a conversation could go:

Go and Do It!

Early in our ministry, we had split our team into two subteams. Each subteam had its own leaders and strategy – our hope was that in diversifying our approaches, we could better figure out what was the most effective strategy for reaching Thais. Very quickly, one of the subteams saw “success”, new believers and baptisms, traction. The other subteam struggled – their approach was questioned by their national partners and visible fruit was slow to emerge. The leader of this second team was discouraged, blamed herself for lacking giftedness, and felt like a failure before God. 

One day, I felt the Spirit prompting me to encourage her with Isaiah 30. To that point, I had never studied that passage. The Holy Spirit highlighted a unique promise I had never noticed.

In repentance and rest is your salvation,
    in quietness and trust is your strength,
    but you would have none of it.

…Although the Lord gives you the bread of adversity and the water of affliction, your teachers will be hidden no more; with your own eyes you will see them. Whether you turn to the right or to the left, your ears will hear a voice behind you, saying, “This is the way; walk in it.”

Isaiah 30:15, 20-21

I asked this leader to read the passage with me with a focus on verse 20. Adversity and affliction are described as bread and water, vital things a person needs to survive! Perhaps the failure she was experiencing was actually the “food” she needed in order to hear God’s voice clearly, as promised in v. 21. As this leader heard those words she began to reframe her “failure” as sustenance that he was using for her good. 

A decade later, this leader remains on the mission field as a team leader. She has seen God bear much fruit through her disciples and continues to carry the vision for multiplying movements in Thailand. And she still points to that conversation as one of many turning points that kept her going.

We often have no idea how much weight our words carry in someone else’s life. We may think we are simply offering a few words that fall on deaf ears. But God may use those words to give someone courage to keep going, to see their circumstances differently, or to remember that He is with them.

So when the Spirit prompts you to encourage someone, don’t wait for the perfect words or the perfect moment. Go and do it! Your encouragement may be more timely—and more significant—than you realize.

Therefore encourage one another and build one another up, just as you are doing.

1 Thessalonians 5:11

In this episode, Jenn shares practical lessons learned from years of facilitating discovery bible groups among both believers and nonbelievers in Thailand. She gives an explanation of the tool, including how DBG can be used as a pathway toward planting house churches, responds to common concerns, and shares practical tips and tricks.

Life and leadership on the mission field can be incredibly lonely. For singles on the field who long for a partner, the loneliness is acute. For leaders, the responsibilities and weightiness of leadership can be isolating. It is hard to find others who can empathize with our experiences.

If anyone can speak on loneliness, it is Elisabeth Elliot. In this book, she shares the lessons God taught her through being widowed twice, and lays out a path and example for us to follow. Though this path seems painful and weighty, it hinges on the absolute goodness of God and his good desires for us. In surrender, we receive his gifts for us in seasons of loneliness.

For me, this is required reading for anyone joining our team in their first term, and a great resource for those experiencing seasons of loneliness.

God has promised to supply our needs. What we don’t have now we don’t need now.

Our loneliness cannot always be fixed, but it can always be accepted as the very will of God for now, and that turns into something beautiful. Perhaps it is like the field wherein lies the valuable treasure. We must buy the field. It is no sun drenched meadow embroidered with wildflowers. It is a bleak and empty place, but once we know it contains a jewel the whole picture changes.

In my case, “selling everything” meant giving up the self-pity and the bitter questions. I do not mean we are to go out looking for chances to be as lonely as possible. I am talking about acceptance of the inevitable. And when, through a willed act we receive this thing we did not want, then Loneliness, the name of the field nobody wants, is transformed into a place of hidden treasure.

Can we give up all for the love of God? When the surrender of ourselves seems too much to ask, it is first of all because our thoughts about God Himself are paltry…We ask …how much He will demand from us, how high is the price we must pay before He is placated.

If we had the least notion of His loving-kindness and tender mercy, His fatherly care for His poor children, His generosity, His beautiful plans for us; if we knew how patiently He waits for our turning to Him, how gently He means to lead us to green pastures and still waters…if we had any inkling of all this, could we be reluctant to let go of…whatever we clutch so fiercely in our sweaty little hands?

If with courage and joy we pour ourselves out for Him and for others for His sake, it is not possible to lose, in any final sense, anything worth keeping. We will lose ourselves and our selfishness. We will gain everything worth having.

In this podcast, Jenn shares her personal experience with impostor syndrome as a new leader, offers tools to resist insecurity, comparison, and pride in leadership, and casts vision for more women to boldly respond to God’s leadership calling on their lives in order to complete the great commission!

Jenn also introduces Yield Leadership Coaching and gives details how to join a cohort designed to help women leaders grow in both their thriving and in their personal leadership. This podcast is available both on Spotify and Apple Podcast.

If you are a woman leader who desires to grow in your leadership with a likeminded community, consider joining a Women’s Leadership Development Cohort!

In our last few posts, we’ve talked about why men and women leading together on the field is important, best practices to do that, and specifics for husband and wife leadership teams. In this post, we’ll bring some guidelines for men leading women in missions settings.

We think the ideal situation is when there can be a man and a woman co-leading together, taking advantage of all the diversity of gifts and perspectives to lead a healthy and effective team. From what we have observed, the ideal is rarely available on the mission field and it may be the case that the only qualified leader currently available is a man who is leading other women. 

In my experience talking to men in this situation, these leaders deeply value their female teammates and strongly desire to see the women under their leadership thrive and flourish. But oftentimes, these leaders also don’t know what they don’t know, and unfortunately their intuitive leadership style may not end up being the most conducive or helpful when leading women.

In this scenario, we’ve laid out a few tips that we’d encourage male leaders to consider in order to best lead, empower, and appropriately care for the women on your team.

Aim to Develop

Generally speaking, men will feel most comfortable working with people who are most like them – namely other men. They may be aware that leading women is different from leading men but aren’t sure how to approach things differently. Consequently, women can get overlooked when it comes to intentional development and opportunities for growth. In all likelihood, the women on your team have already had a deficit of development opportunities to this point. We believe a missions team is strongest when all members of the team are empowered, developed, and thriving in their best role. Here are some suggestions for how to best develop your female teammates.

Solicit and Give Feedback – Make an effort to regularly and proactively solicit the opinions and feedback of your female teammates about what they are processing about themselves, about your leadership, about the team, and about the ministry work. Women are encouraged to not make waves and will not always volunteer their perspectives, especially if their opinion contradicts that of the group. Because women are generally more collaborative and risk-averse by nature, women may sometimes need more time and space to process information. While this might feel like you are being forced to slow down, creating this venue for women to share creates safety and brings in perspectives that will most likely reap dividends down the line. Practically, it could be as simple as asking a female teammate during a meeting, “What do you think?” Or, if a female teammate hasn’t spoken much during a meeting, pulling them aside after the meeting is over and asking for their feedback.

Conversely, and just as important, give gentle but direct feedback to the women you lead. I have observed that in ministry spaces, women, and especially mothers, can sometimes “get the pass” because of not wanting to hurt feelings or not wanting to pile on pressure. But when feedback is withheld, a woman’s ability to learn and develop is undercut, and the whole team suffers. If you have feedback you would give to a man, then the women on your team deserve the same benefit.

Keep in mind that when you give feedback, women might respond differently than men! You should aim to create a safe space for women to freely and safely express their emotions. Ask about their feelings concerning a situation. Sometimes, there may be a response like tears or frustration – don’t be afraid to engage with emotional responses. (Steven says to keep the tissues nearby!) In some situations, high emotions are an appropriate response and sometimes they are not. Let the emotion be a jumping off point for further questions and dialogue into understanding their experience before continuing to discuss the topic at hand.

For women that you lead, it can be comforting to see that not only do you respect and seek out their inputs, but you also respect them enough as peers and teammates that you would say the hard thing for their development. It becomes that much easier to trust and follow your leadership. 

Find a Woman Mentor or Coach – While I had a male supervisor in our organization, I credit much of my growth and development to the female mentors he encouraged me to find. I respected my male colleagues, but would always be curious about, “how would a woman approach this topic?” 

These topics could include personal development issues, family and marriage counseling, or ministry coaching. You, as a male leader, are not going to have all the answers and will definitely not carry a woman’s perspective. But you can network and find women with experience and credibility to connect with the women on your team. These mentors could come from your organization’s member care staff, your wife, a more experienced worker, or another female leader in a different context. And it doesn’t only have to be one woman mentor that can address everything – find the appropriate coach for the areas that your women teammates need input. Help the women you lead build an ecosystem of support that includes you as the leader, and also female mentors and coaches who can speak into their specific needs. 

Create an Empowering Culture

It’s important to very intentionally create a culture that is empowering to women. This may take some outside-the-box thinking as most systems and structures, whether from business or ministry contexts, will generally be more accommodating for men. For more information on this topic, you can reference our blog post on external barriers that women in leadership face.

Clearly Define What You Believe – As theologians and denominations continue to wrestle with defining women’s roles and parameters for women’s leadership, ministry can be a very confusing place for women. Most women in ministry will understand that there is a “line” that they shouldn’t cross, but that line can feel very nebulous and arbitrary. Without this level of clarity, women who want to respect you as a leader will tend to draw far back from where they assume the “line” is. 

If you are a man leading women, it’s important that your theological position and work expectations are clearly communicated to both the men and women on your team. Can a woman hold a leadership role? What about teaching or preaching? Can women work with male team members? Can women lead men? What kind of communication and accountability expectations do you have for women on the team? 

In addition, be clear about any personal boundaries that you have when working with women. When should husbands be looped in and for what kinds of topics? Are there topics that you will not discuss with women that you lead? Can you text, call, or email one on one with a woman or do you prefer to communicate in a group? What are spaces that you feel comfortable meeting a woman in? 

Create space for dialogue, where women you lead can ask questions, push back, and offer feedback. After there is buy-in on both sides, help the women on your team find their ideal roles within the theological stance of the team. If it is helpful, write these things down, possibly in an MOU, as a reference point for the whole team.

Even if the conversation feels awkward, remember that this clarity is kindness. This prevents the women on your team from wasting time guessing about the validity of their actions and allows them to joyfully pursue their work within agreed upon parameters. When men on the team are clear about what is expected, they are better able to champion their female co-laborers and advocate for them.

Check Your Own Biases – We all have biases, whether we realize it or not. The goal is not to necessarily get rid of all your biases, but to recognize them and realize where they may be disempowering. Oftentimes, when Steven and I are both part of a meeting, it is assumed that I am there to take notes. Until I am introduced as a peer, I rarely receive eye contact from the men in the room or might be ushered toward the tables where the wives sit. 

Are there certain roles that you naturally assume a woman would occupy? Notetakers, secretaries, event planners, administrative assistants, children ministry leaders, and mothers who stay home are all roles that “make sense” for women to occupy. And while these roles are incredibly important, not every woman you lead will want to be lumped into these categories.

Take the time to talk with the women that you lead about their passions, giftings, and opportunities for development and growth. Cast vision and help them brainstorm roles that align with their giftings to contribute to the team and ministry, and discuss how you can help them get there. 

Create Environments Welcoming for Women – Culture is often set in those in-between spaces between official meetings and team functions. Much is revealed in how welcome women are in these informal gatherings and hangouts where people are less buttoned up. In my old organization, there was a tradition for leaders to sit around a campfire late-night with a glass of bourbon to relate to one another, process decisions made in the organization, and enjoy fellowship. While women were “welcome”, they weren’t ever explicitly invited. For many single gals, drinking late at night didn’t feel like a safe environment to let loose, while mothers with little kids had to opt out due to the late hour. An alternative we suggested was meeting in someone’s living room with both wine and bourbon options. As you consider your team culture, are relational spaces accessible to everyone? Do women feel invited to partake in the unofficial activities related to your team? Is there anyone who needs to be extended a specific invitation?

Navigating Unique Gender Dynamics

There are certain relational dynamics that must be considered in cross-gender leadership. Creating clarity and buy-in around these things first will prevent a world of confusion.

What to Do with Wives – For men leading married women, there are additional factors to consider and extra communication may be required. One of the first questions to discern is whether the wife of a couple that you lead feels both (1) called to be a part of the ministry work and (2) is willing to follow your leadership and direction for the mission. Do not make assumptions about a wife’s commitment based on simply what her husband is doing or saying. If she does want to be a part of the work, then have conversations with her and her husband about ways you can communicate, set directives, and develop her for her ministry role that are in line with the way their family operates. If you have hesitation about directly leading a married woman, try to loop in her husband into any communication that you might have with her.

On a similar note, if the husband of a couple you lead is also a leader, do not automatically assume that the wife needs to be a leader too. As we mentioned in our blog post on couples leading together, we would recommend that husbands and wives who lead together both need to have a leadership calling from God. It can be dangerous to elevate a wife into leadership when she has not received that level of calling as it places undue pressure on both her and potentially the marriage.

What to Do with Single Women – Single women are a powerful asset to any team, but often have the least influence or voice within a team or organization. Single women also may be boxed into certain roles like babysitting the teams’ kids or notetaking. Without husbands to help advocate for them, single women may withhold their voices instead of trying to speak directly with a male leader. Make sure that you are actively soliciting the opinions of single women and checking in on their needs, concerns, insight, and feedback. Single women may have higher relational needs, and it is important that you are able to resource them with mentors, coaches, and opportunities to meet local female friends.

Just a Little Intentionality…

The first time I publicly spoke in front of a crowd, I was terrified. Steven and I had been invited by our leader to share some of the lessons we had learned from our first term on the field to the rest of our organization’s staff. At that time, I was still wrestling with whether or not the Bible allowed for a woman to even speak publicly, so it was a big honor! 

After I rambled through my part and sat down, a high level male leader in our organization sought me out. He told me, “you were a little shaky in the beginning. But much better when you got up to speed. You’re probably not as strong as a teacher, but you are gifted in exhortation and you need to speak more.” Then, turning to Steven, he told him, “you need to make sure that she gets space to speak.” Even almost ten years later, his direct feedback continues to remind me that I am seen, gifted, and have a contribution. For some reason, I assumed women would encourage me, but to be noticed by a high level male leader whose inner circle I normally wouldn’t be a part of meant something more. By God’s grace, I have continued using my voice to coach individuals, speak to larger groups, and even help co-host a podcast. But I wonder if I would have had the courage to say yes to the next opportunity if this leader hadn’t gone out of his way to give me his feedback and encouragement.

For you men who are leading women and desire to honor them in the highest way, my encouragement to you is that you don’t have to be perfect. But know that just a little bit of intentionality and empowerment from you can go a long way!

Reflection Questions

1. Aim to Develop:
   • Are there areas where you have not yet developed the women on your team?
   • Do you find yourself withholding feedback from the women on your team? If yes, why?
   • Do the women that you lead have access to women mentors and coaches who can help them grow? If no, where can you find these women?
2. Create An Empowering Culture:
   • Do you have personal clarity on your theological stance concerning women in ministry and your personal boundaries in regards to working with women? Have these been clearly communicated?
   • Do you have implicit biases around women’s roles in ministry that might be impacting how you interact with the women that you lead?
   • On a scale from 1-10 (1 being unsafe, 10 being very safe), how welcome do the women on your team feel during both team functions and informal gatherings? How can you increase this number?
3. Navigating Gender Dynamics
   • Are lines of communication and expectations clear with the wives that you lead?
   • Are you regularly checking in on single women that you lead?

This month, Jenn and Cynthia started a new series about Couples Leading Together on the Dare to Multiply podcast.

The series kicks off with Jenn and Steven sharing their story and why it’s important for couples to make disciples and lead together. Stay tuned for the rest of the series, where we will explore how couples can address obstacles to working together, and also give some practical how-tos and tips.

Finally, if you want to learn more, check out our blog posts on men and women leading together:

Men and Women Leading Together

Men and Women Leading Together (Part 2)

Husbands and Wives Leading Together

…every time there has been a spiritual awakening, women are often called up into ministry and spiritual leadership. It’s one of the signs of a revival that isn’t talked about very often.

Dr. Jo Anne Lyon, 181

In Developing Female Leaders, church consultant Kadi Cole addresses how churches and leaders can better develop, empower, and elevate women leaders, with strategies on how to navigate common “minefields” and barriers that women leaders experience.

Cole draws from research from more than 30 executive and high-level female ministry leaders from a variety of settings, survey results from over 1,000 female leaders around the world, and interviews from male church leaders who are actively engaging in this issue. Each chapter outlines a “best practice” for church leaders to follow and ends with discussion questions to work through with a leadership team.

We have found this book incredibly relevant and practical. Kadi Cole’s best practices challenge many common assumptions held about women in ministry leadership, and reveal how those assumptions might actually be holding leaders back! But when women leaders are intentionally developed in a supportive environment, all that stunted potential can be unleashed for the expansion of the kingdom of God!

…there’s always room for one more at God’s table…there will always be more than enough people to love, more than enough people to serve, more than enough people with whom we can share the gospel, and more than enough people who need great leadership. In God’s kingdom, there is more than enough for all of us.

Kadi Cole, 178

Feel free to also directly subscribe to the Dare to Multiply Podcast on whatever application you use for podcast listening!

In this episode, Jenn is introduced as a co-host for Dare to Multiply and gives practical advice around leading teams toward a multiplication vision.

Our first year on the field we established a rhythm of monthly team fellowships. At these fellowship times that Steven and I led, we ate together, worshipped together, and did a quick Bible study. Usually people stuck around afterwards to play board games. Seems simple enough, right?

Except that everybody had a problem with team fellowship. Some didn’t like the food. Some didn’t want to do Bible study. Some wanted more Bible study. Others said – why are we playing games when people are dying without the gospel?! Some didn’t like the game choices. With a team of 13 all storming and adjusting to a new context, there was always someone unhappy. It was frustrating that such a simple thing meant to help our team bond and fellowship was such a source of conflict and disagreement.

Fast forward 5 years to our last team retreat before we expanded into 3 teams and moved to different locations. Every part of this retreat was delegated and divvied up among the team members. Some led worship, and others facilitated prayer times. Our “fun” teammates coordinated a kickball tournament and a coffee tasting activity. Some teammates gifted at administration helped coordinate all the logistics, our teaching-gifted teammates led Bible study parts, and other shepherding-gifted teammates facilitated a time for celebration and remembrance. Steven and I kept the part that we were good at – vision casting for the future – but almost every other part of the retreat was owned and executed by our other teammates. It’s one of our most memorable, enjoyable, and fun times that we’ve had with our team. We left feeling renewed and refocused on the vision. What changed?

I believe that one of the significant reasons for the change in this team retreat, and in the thriving and multiplication of our team, was the valuing and empowering of each person’s spiritual gifts to edify the body. By delegating each part of the retreat to those that were gifted to lead it, each person had more ownership and had the opportunity to exercise their gifts. Steven and I are not fun, we can’t lead worship, we’re bad at logistics, and we’re bad at celebration. Our other teammates are not just good at these things, but gifted by the Spirit to serve others in these ways. And in seeing all the parts of the body use their gifts, our team was able to look more like the body of Christ.

Why Spiritual Gifts Matter on Teams

Just as a body, though one, has many parts, but all its many parts form one body, so it is with Christ. For we were all baptized by one Spirit so as to form one body—whether Jews or Gentiles, slave or free—and we were all given the one Spirit to drink. Even so the body is not made up of one part but of many…

1 Corinthians 12:12-14

In 1 Corinthians 12, Paul lays out some foundational truths about spiritual gifts and how we are to view the giftings in both ourselves and other people. Despite a variety of giftings, believers are one in Christ and are part of one body made of many parts. Contrary to our instincts, diversity of giftings in the body of Christ should lend itself to greater unity and mutual love and concern for one another! And when we display this type of unity on our teams, we present a powerful witness and example of Christ to the world.

Later in 1 Corinthians 14, Paul instructs the early church to seek or to “…try to excel in [spiritual gifts] that build up the church.” For many goers, moving overseas means surrendering many of the spiritual inputs that we consistently used to rely on. Our teams often become our greatest venue for spiritual development and community, and may even become the closest expression we have for church. If gifts are for the edification of the body (Ephesians 4:12-13) and Paul encourages us to seek gifts that build up the church, which is the body of Christ, then we should regularly be using our gifts in our team life.

Using Spiritual Gifts for Team Life

In the last post, Steven already mentioned how different giftings serve and supplement one another in the work of ministry and pioneering. Similarly, when spiritual gifts are turned toward edifying the body, team life can become a source of vibrant community, encouragement, and development.  

Here are some examples of different ways spiritual gifts can be harnessed on a team: 

• Helps and hospitality – A common experience for all goers is tiredness or weariness. We can often feel physically, mentally, and spiritually drained as we pour out for the people we are trying to serve. While our teammates with service oriented giftings like helps or hospitality may not be “front of room” types of people, they are supernaturally able to sense who is discouraged or is feeling need, and meet that need. Those gifted in hospitality have the unique ability to create a space where all feel welcomed, rested, and served. 
  
  I am not gifted in these types of service oriented giftings. On our team, we regularly hosted team fellowships, events, meetings, and gatherings. It feels silly to say that these were some of the times I felt most anxious or drained. Was everyone enjoying themselves? Is the house clean enough? Will I have energy to clean afterwards? But by God’s grace, many of our teammates were gifted these ways. Without being asked, they would come early and stay late to help with cleaning. On hard days, they would ask the incredibly loving question of, “is there anything I can do for you?” And then follow through on what I said! Those with hospitality giftings would take ownership in hosting, leading games, welcoming guests, creating festive settings for holidays, and coordinating logistics. 
  
• Shepherding / Encouragement – Ministry overseas is often compared to a crucible – hurts, suffering, crises, failure, and discouragement create a constant pressure that bears down on a goer. In this type of environment, wounds can fester and turn into bitterness, crises can turn into long-term trauma, temptation toward sin increases, and it can feel very easy to give up. Shepherds are drawn to people who are hurting and long to see the people of God cared for, restored, and healed. Encouragers, similarly, find joy in speaking uplifting words and truths to help others grow and to keep going in the work. They help those in the crucible of overseas missions find 1 Peter 1:7 type success, the testing and refining of their faith that is revealed to be more precious than gold. Roles that a shepherd or encourager can take include facilitating personal development plans, transition or term debriefing, providing care for teammates, consulting with team leaders about the needs on the team, or (if trained) counseling. 

• Administration / Government – Administrative types excel in things like project and systems management and often serve as foils to open-ended idealists. They are the ones asking, “how are we going to get this done?” Those with administrative giftings are able to understand and manage details, often freeing up leaders from having to think about these things.
  
  Though we can do them, working on logistics and details are not mine or Steven’s strength. Before launching, we invited a couple to join our team specifically for the sake of helping carry the administrative and logistical load. In watching them work, I quickly realized that the power of the Holy Spirit can turn administrative tasks into as supernatural a work as miracles or healings. In their first year on the field, this couple had identified and secured health insurance for our entire team (and later, the organization!) and created and managed our visa platform! They uniquely sharpened Steven and myself, helping us to clarify our often abstract ideas and put things into writing for the benefit of current and future teammates, other workers, and national partners.

• Teaching, Knowledge, Wisdom, Exhortation – Sanctification and growing in holiness is a lifelong process. Those with teaching gifts are able to explain, instruct, and expose biblical truth in understandable ways for other believers. Similarly, the Holy Spirit moves through those gifted in knowledge, wisdom, and exhortation to be able to speak His heart towards certain people at specific times. Teammates with these giftings can be called upon to help develop and instruct other members of the team through things like leading Bible studies, discussions on topics pertaining to ministry, or facilitating worship and prayer times that create space for hearing the Holy Spirit.

Teaming is a Means of Grace

“Accept every humiliation, look upon every fellow-man who tries or vexes you, as a means of grace to humble you. Use every opportunity of humbling yourself before your fellow-man as a help to remain humble before God. It is by the mighty strengthening of His Holy Spirit that God reveals Christ fully in you.”

Andrew Murray, Humility

There is a reason that almost every passage on spiritual gifts is accompanied by instruction towards love and unity. Learning to work with and live in community with people who are different from us is difficult! In our flesh, we like to be right. Our different giftings will cause us to perceive the same situation from completely different perspectives. A shepherd gifted person might view an evangelist as flighty and inconsistent with new believers. A prophetic leader might prioritize speaking truth over caring for the heart. And yet, the picture of 1 Corinthians 12 is that this one body NEEDS all the parts. 

Spiritual gifts are gifts given and allotted by the Holy Spirit. They are gifts that we did not earn. Instead of fixating on differences, we are commanded to be humble and realize what we don’t have so that we can appreciate others with the giftings that we lack. Andrew Murray, in his book Humility, teaches that we should see other believers, especially the ones that vex us, as a means of grace to grow in our character. In this type of community, we are developed into Christ-likeness. This friction with our teammates develops humility, servant-heartedness, and surrender. And as we grow in Christ-like character, we are able to persevere in the work and bear fruit of the spirit along with ministry fruit!

Implications for Leaders

For leaders, knowing about spiritual gifts is critically important not just for yourself but also for those that you lead. 

Many times as leaders we fall into the trap of thinking that we need to carry everything ourselves. We need to lead the ministry, lead and develop a team, solve every conflict, handle every administrative task, and interact with organizational responsibilities. All the while maintaining our own personal abiding, rhythms, and responsibilities to family and friends. Being the answer to everything is a dangerous rut to fall into, and often speeds leaders along a path to burnout. 

Instead of doing it all, we recommend leading out of your giftings while proactively building a team around you, along with structures and rhythms, to supplement your weaknesses. As a leader you will still need a base level of competency in your weaknesses, but having a team with complementary gifts means that you won’t have to forever lead out of your weaknesses alone.

Recruit the Gifts That You Need

Knowledge of our own spiritual gifts helps us understand what kind of leader we are. For example, I am gifted in evangelism and prophecy. The strengths I bring into a team are a focus on the lost and in offering feedback and development to teammates. However, what I lack is shepherding and administrative giftings. With that knowledge in hand, I can keep my mind focused on finding shepherds and administrators while recruiting. For some reason, in our initial team of 13, not a single person had a shepherd gifting! And we saw that while our team excelled in strategy and personal development, we needed help in areas of healing from trauma, debriefing, and care. In those cases, we looked for outside sources – counselors, mentors from our church at home, and professionals – who could help supplement the lack. 

A simple grid you can use is from Ephesians 4:11:

So Christ himself gave the apostles, the prophets, the evangelists, the pastors and teachers, to equip his people for works of service, so that the body of Christ may be built up.

Ephesians 4:11

Generally, leaders in the apostolic / prophetic / evangelist camp will tend to be more outward and ministry-focused. Shepherds and teachers conversely will focus more on inward care and development. As you consider your own giftings and leadership style, where do you feel like you need help? What kind of co-leader, subteam leader, or teammate could you recruit to balance out your own giftings?

Honor All the Parts

For those of us who have more visible spiritual gifts that seem more applicable for direct ministry work, it can be tempting to judge or disparage lesser seen giftings. Gifts like helps, hospitality, giving, shepherding, and administration are often most comfortably utilized behind the scenes as supportive roles. Although people with these types of giftings are not “flashy”, the Bible has a special word about them. 

The eye cannot say to the hand, “I have no need of you,” nor again the head to the feet, “I have no need of you.” On the contrary, the parts of the body that seem to be weaker are indispensable, and on those parts of the body that we think less honorable we bestow the greater honor…

1 Corinthians 12:21-23

Paul calls these types of people indispensable to the body and deserving of even greater honor! If not for the faithful servant-types on our teams, our team would never have been able to become a safe space where true and authentic community could form. They set an example of selflessness that is truly Christlike and something to be emulated by all.

As much as you can, cultivate a heart and a team culture that proactively celebrates these humble servants. Speak well of their deeds to others on the team, have celebrations to thank them for their unique contributions, and create space for their voices and perspectives.

Developing Your Team

As you recruit people with different types of spiritual gifts onto your team, it doesn’t necessarily mean that your team is suddenly rounded out. Spiritual gifts are not static things. We are encouraged to practice our giftings and develop them. As leaders, one of our main jobs is to develop the people on our team, both in character and skill. Here are some suggestions for ways you can start developing your team in spiritual gifts.

• Create Opportunities for Exploration – Many of our teammates may have landed on the field without explicit knowledge of or confidence in their spiritual gifts. While assessments can be helpful, teammates may lack the experience in ministry to really answer assessment questions with confidence. After language learning and acculturation, create opportunities for your teammates to explore different types of ministry activities and debrief them regularly. This debrief could include reporting on outward disciple-making ministry, but also potentially about roles within the team. What activities did you most enjoy? Where did you feel energized? Where did you feel discouraged? What is something you uniquely could contribute to the team?
  
  As your teammates dip their toes into these opportunities, it may become obvious what they feel supernaturally empowered to do and where they begin to see supernatural fruitfulness.

• Create Personal Development Plans – As your teammates begin to identify and practice their spiritual gifts, help them to form development plans that will help them to grow in their gifts. The goal is to create a consistent habit or practice that can be tracked over time, and to introduce helpful resources. What are Bible passages, books, mentors with the same gifting, podcasts, etc. that can be used to help supplement your teammate’s growth? We go more into detail on how to create personal development plans here.

• Develop Roles – Finally, we found that our teammates most thrived when they were able to work out of their giftings in the ministry. A task that one person finds taxing might be another teammate’s greatest joy to do! As much as you can, without sacrificing what is necessary for each person to do for the team to effectively pursue its ministry vision, try to work with your teammate to create a job description that fits them and the needs of the ministry best.
  
  In order to figure out everyone’s ideal roles, we had our team run through an activity. Every teammate wrote down on post-it notes every task they did in their role. After writing everything down, we then asked them to categorize each activity/task into “I love to do this”, “I could take it or leave it”, and “I would rather not do this”. Then we compared notes and, for areas where it made sense, divided up responsibilities based on who had giftings for those tasks.
  
  Obviously, some things like maintaining communication with your supporters or language study cannot be passed off, but it can be revealing to see where you can build more synergy on your team according to giftings! For example, leaders on our team tended to dislike logistical work or hosting, and this responsibility was easily given to those who were more service or administrative oriented.
  
  This activity also helped us understand where we could team up people with different giftings. Evangelists struggled with followup and deep discipleship of new believers, while those with more teaching bent were drawn to those types of tasks. Naturally, it made sense to pair them up to have the people-gatherer and the deep relationship builder work together!

Perseverance is a Team Game

Teams can be a pain. And so, the Holy Spirit, out of His great mercy and love, gives us supernaturally empowered spiritual gifts not just to accelerate the ministry, but to edify and strengthen our teams. And these teams are where we can find the deep community, mutual sharpening and development, and encouragement we so desperately need in a ministry so far from home.

In the ten years that our team has existed, we have been afflicted and tested by sicknesses, criticisms, conflicts, and seemingly unending crises. And yet, most of our original teammates have remained on the field and are still faithfully pursuing the vision. People have asked us – why do you think so many of your team are still on the field? The first answer is purely because of God’s grace to sustain us. But the second reason might just be that having a strong community that loves each other and has each other’s back in any situation could be the critical component that has kept most of us on the field. Perseverance can be a team game, where we help one another as different parts of the same body to complete the vision that God has given to us!

Reflection Questions

• How are you feeling about team life? Why? 
• What do you hope team life on your team could look like? What needs to happen to reach that ideal? 
• How do your spiritual gifts affect how you lead your team? 
• Are you seeing teammates contribute their spiritual gifts to team life? Why or why not?  
• What are the spiritual gifts of those you lead? Where do they need to be developed in their giftings? Are they in a role that activates and allows them to live out of their giftings?