No, Can’t be done. It’s so difficult. The two concepts are at two ends of the spectrum: Deeply and loosely. If the love is deep, it can’t be loosely held. If the connection is loosely held, the love can’t be deep.
In the story of the prodigal son, the father allowed his son to leave the home without much conflict (Luke 15:11-32). in spite of the fact that this son dishonored the father and his entire family, he was allowed to leave the home with the inheritance. The father could have rightfully and legally blocked this entire effort, but he didn’t.
Yet there is no doubt that the father loved his son deeply. When he returned from his time away, he was welcomed with open arms and without any reservations. He loved his son deeply but his grip on him wasn’t too tight. It was loose enough to allow him freedom to explore, fall, fail, and to return.
Yes. It can be done. We can love deeply and hold loosely.
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These are people who return the work unfinished with some excuses. “Too complicated.” “Don’t know how to do this.” “Nobody’s interested.”
I gave it to you because I’m confident you can finish it. You have the skills, stamina, and the relational equity to be able to successfully bring it to completion.
So what’s the problem? Fear? Fear of failure, opposition, ridicule or the negative response of others? Or, is it just plain insecurity?
Take the task you’re given and clarify all the details first. Then plunge into it with full force. Come back to me anytime with questions or request for help. then go back and get it done before time.
Whatever you do, don’t push it back to me. I’m not interested in Volleyball.
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“What if they make mistakes?” This is one of the greatest fears of those who attempt to empower others. If you empower without holding people accountable, then you have reason to fear failure.
Accountability can come in various forms. It can be done more effectively by creating a culture of accountability. Though a weekly review meeting, every assignment and expectation can be reviewed in a non-threatening manner as part of a group. (For some this can be threatening, but it can be made easier by the group).
The more formal means would be through a planned quarterly or annual review done by the primary leader. Possibly a combination of the two methods would be ideal.
Without accountability, fear rules. But clear consistent, and affirming accountability is key to empowering others.
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So we make no distinction between age, gender, race, financial status, etc. yes everyone gets to play. We do our best to remove barriers and limitations. We allow everyone to be involved and do the works of the kingdom.
Now what about a sinful lifestyle? God forgives sins and we must forgive. But what about persistent unrepentant sin? We must persistently forgive and accept the sinner just as Jesus did.
But we see that Jesus made a clear distinction as to who are truly his disciples. He said that the only ones who make it into his kingdom are the ones who do the will of the father (Matt 7: 21). Then he also demanded that they take up their own cross (Matt 16:24). They must be willing to die for the cause of Christ. So we have obedience to the Father with a life and death commitment.
How about saying that every disciple gets to play?
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A teachable moment opens the mind and heart. Their need, pain, or their wants cause an openness that otherwise would not be there. Once they are open, they are receptive, and willing to change.
People also experience teachable seasons. These are broader periods of time that may last from months to years. These larger periods are also caused by needs, but of greater magnitude than the needs which cause a teachable moment.
Don’t be in a hurry. Wait for a teachable moment. It’s even better if it’s a teachable season. Till then, stay connected and be generous.
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Sometimes they’re just not ready. Then the timing is too early. They’re not going to find any significance in your words – not yet.
The late timing is also a problem. They were ready at one time, but you didn’t make the move or take the initiative. Maybe you didn’t realize they were ready or you were too busy with your daily tasks.
But when the timing is right, their hearts are ready and responsive. You’ll have their whole hearted involvement. They’ll catch the vision and make it their own. That’s the best way.
Watch that timing!
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When you speak with a focus on your long-term vision, your words will have more depth. They’ll be less reactionary and more tactful.
Rather than producing a fear of doom, it ignites hope. Take it seriously that your words can either create fear or hope in people.
When you work with faith, you’ll attempt the impossible. You will step out into the water – whether it’s the Jordan or the Sea of Galilee. Maybe its the waters of your confusion. But let your words inspired by faith be your driving force, not fear.
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When you trust people, it creates in them a sense of responsibility. We don’t want bondage where obligation binds the person to the leader. That’s not healthy in the long run.
Trust inspires confidence in people to live out God’s purposes for their lives. It is better to have someone working faithfully just because God created them to fulfill a purpose in life – rather than working out of obligation.
Have faith in people. Don’t create dependency and obligation. Trust them to live out the purpose for which God created them.
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What is it that moves people from just being a participant to being a leader? As a participant, they enjoy all the benefits of the gathering. They identify with the organization in every way. But to move them from there to leadership requires a nudge. Sometimes life situations may nudge them, Otherwise, one of the existing leaders may need to do that.

For some, they seamlessly move into leadership if the environment is conducive. But for others, they require a gentle nudge. Once the nudge is administered, the person feels comfortable to step up and get involved.

Do you have any ideas to “nudge” someone into leadership? Share in the comments below.

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Actually, its better to cut the flab. More may seem to be better, but in the long run, it will drain you of energy and reduce your effectiveness.
The more you expand, the more you expend. Then quality begins to suffer. At first you don’t realize it because all your time is consumed with the business.
It’s usually too late before you realize your dwindling quality.
So the choice is yours. More with less quality or less with more quality.
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