Leadership | Knowable Word

Bible Study Begins With Church Leaders

May 16, 2016 By Ryan Higginbottom

Leaders set the tone. A greedy, money-grabbing CEO will find his employees less than generous. Those who work for a patient, caring boss are likely to follow suit. Like a river into a lake, the culture of an organization flows downhill from the leadership.

Over the past five months, I’ve written about the importance of a Bible study culture within the local church. Today we examine the fount of that culture: the church leaders.

A Call to Prayer

If a healthy Bible study culture begins with church leadership, we should consider this important question: How can we encourage our leaders in their Bible study?

Above all, we should pray. We must plead for our leaders, that they would love God by reading and studying his word.

It’s easy to take this for granted. Surely my pastor studies the Bible; that’s part of his job! But a pastor’s life can quickly fill with meetings, hospital visits, phone calls, and administrative tasks. A pastor can wake up on Friday and realize he’s been “doing ministry” all week without much of a devotional life. Most pastors feel this tension acutely and know their weakness.

Church members can support their pastors by praying! We need our leaders to prize the Bible and give it serious, studious attention. The battle lines are spiritual, and we can pick up arms by folding our hands in prayer.

A Call to Sunday School

Sunday mornings are busy, especially for pastors and elders. But leaders can point to the importance of the Bible by the way they use the Sunday school hour.

Elders are often called to counsel or teach on Sunday morning, and preachers occasionally need before-service time to collect their thoughts. These are important callings.

But, whenever possible, elders should be with their people, learning with and from them. They should participate in the classes, join the discussions, and help people think through and apply God’s word. In this, leaders show they need to learn and that the Bible is as important for them as they say it is for everyone else.

Use the Bible During Elder Meetings

When the elders of the church meet, time is precious. There are events to plan, finances to discuss, requests to consider. Taking 20 minutes to study the Bible might seem like a waste.

It isn’t!! In fact, it might be the best use of your time together.

Studying the Bible brings a purpose and direction that’s hard to match. You see the gospel clearly and you break free from guilt, performance, and a hundred other wrong ideas about relating to God. What could be more important for a leadership meeting than passion for and unity around the most important truths in the world?

Personal Bible Study for Leaders

An elder might attend Sunday school and participate during elder-meeting studies, but what happens at home? Our priorities are revealed in our personal time, so how can we encourage our church leaders to study the Bible in private?

If we know our leaders well enough to converse with them (and we should), the answer is simple: Ask questions and give encouragement.

Ask your elders how you can pray for them. Mention you’d be glad to pray for their devotional life, since consistency and depth can be difficult, especially for leaders. Pray consistently and follow up after a week or two.

Ask your elders what they’re learning in their personal study time. Ask in humility, eager to learn.

Gracious, Christ-like leaders welcome these questions and ask them of each other. They admit to seasons of spiritual dryness and stretches of inattention to the Bible. They are glad for the support, encouragement, and prayers of others in the church.

Persevere in Doing Good

A robust Bible study culture in a church begins with the leaders. With grace, love, and courage, let’s persevere in our prayers and encouragement for them.

Passing the Leadership Baton

March 4, 2016 By Peter Krol

As you raise up a new Bible study leader, the time will come for you to enter the third stage of training: You do, I help. At this point, you hand over the meeting’s leadership and let the apprentice have at it. Because your apprentice has demonstrated much faithfulness and readiness to advance, you may be tempted to jump too quickly to the fourth stage (You do, I watch). Or, you might suddenly feel greater fear of failure and be tempted to clamp back down.

noheadlights (2012), Creative Commons

So this transition needs some delicacy as you hold competing values in tension.

1. Take risks, but don’t be foolish

Face it: You don’t know how the apprentice will do. That’s okay, and that’s the risk of training. It would be simpler to continue leading yourself, but you know it’s not worth it. Handing over leadership is scary and relieving at the same time, so we should prepare for the risk.

However, we’re not jumping off a cliff, blind-folded. If the apprentice is not ready, don’t do it. If a moral failure or clear incompetence comes to light, deal with it. Riskiness may sometimes feel like idiocy, but the two are as different as Jacob and Esau.

2. Be present, but don’t take over

You’re not turning the whole thing over just yet; your apprentice needs you to continue attending the meetings. And as you attend, people will still see you as the leader. And when people see you as the leader, they’ll continue treating you as the leader. And when they treat you as the leader, you’ll fall back into that role like a recovering alcoholic in a liquor store.

You must resist this urge. If someone directs a question at you, deflect it over to the apprentice. As people make eye contact with you, turn your gaze toward the apprentice. Don’t make too many suggestions, even if the apprentice clearly misses what to do next.

Don’t be awkward, of course. You should take part in the discussion just as much as anyone else. Just as much, that is, and no more.

3. Empower, but don’t enable

Make sure the apprentice knows who is holding the baton. Clarify your role: That you will take part in the discussion, but you won’t set the direction. The apprentice has real authority to conduct this orchestra. The apprentice may make different choices than you have made with this group. The apprentice will receive credit for the orchestra’s performance. And the apprentice will be held responsible for anything out of tune.

And if the apprentice offends everyone in the room with an unforeseen lack of discernment, don’t make excuses in the name of delegation. Deal with issues as they arise.

4. Plan and evaluate, but don’t execute

Continue meeting with the apprentice to discuss each meeting. Evaluate the last one, and plan for the next one. Clarify the goals for each meeting, and possibly for each group member. Study the next Bible passage together to develop a main point and some possible applications.

But then let the apprentice pull it off. Be a coach, not a lifeguard. You might call the plays, but you’re not allowed on the field. You can’t jump in for the rescue when things go wrong.

In short, if you keep your grip while passing the baton, you’ll never finish the race.

5 Signs They’re Ready to Lead

February 19, 2016 By Peter Krol

As you train a new Bible study leader, how do you know when the person is ready to start leading? When should you move an apprentice from the “I do, you help” to the “You do, I help” stage of training? If we advance people too quickly, they may burn out and give up. If we move them too slowly, the training could become stagnant and lifeless. What are the signs of a good balance?

1. When they ask for more

Jim Gillooly/PEI (2008), Creative Commons

I made this point when I wrote of the prior transition between stages, and I repeat it now. High commitment + low motivation = small chance of long-term perseverance. But when your apprentice is motivated to take more responsibility, it’s worth it to consider giving it.

2. When they can communicate God’s word

By “communicate,” I mean more than “teach.” Of course they should be able to study the word and teach its main points. But potential leaders should also live out the word and habitually apply it to themselves. They handle the word well and allow it to handle them. Because Jesus said those who abide in his word show themselves his true disciples (John 8:31), this expectation marks a baseline for those who also want to make disciples.

3. When they have deep compassion for the people in the group

Jesus gave more signs of true disciples, one of which is love for one another (John 13:35). Jesus spoke and served out of deep compassion (Mark 6:34, 8:2), and his undershepherds are similarly motivated (1 Thess 2:8, 2:17-3:13). Is your apprentice driven more by the flock’s needs than by personal gain? Does the apprentice want a platform from which to speak, or is there an observable propensity to listen? Do group members trust the apprentice to have their best interests at heart?

4. When they have made sacrifices for the group and its members

If discipleship is costly (Luke 14:25-33), ministry is even more so. Those who will lead people must invest themselves in those people. Your apprentice prepares for leadership by making regular sacrifices for others, such as helping you to lead, coordinating activities, or getting together with group members outside the regular meeting. If you see these sacrifices taking place, without resentment or complaining, your apprentice may be ready to lead.

5. When group members trust them enough to follow them

Jesus’ final sign of true discipleship—bearing much fruit (John 15:8)—can be controversial, because we’re not sure how to hold people accountable to something over which they have no control. Even the best leaders can face widespread rejection and seasons of wilderness; they might have no control over people’s responses to their leadership. Just think of Moses (Exodus 2:11-15, 3:1), Elijah (1 Kings 19:1-18), and Paul (2 Tim 1:15). We can even think of Jesus himself (Mark 14:50, 15:34)—the one who could have controlled responses if he wanted to.

And yet we consider each of these leaders a hero. Though they experienced seasons of anguish, loneliness, and death, those seeds eventually sprouted into abundant fruit (John 12:24-26). That’s why the New Testament expects leadership candidates to experience seasons of testing (1 Tim 3:10) and accountability to things they can’t ultimately control (1 Tim 3:4-7).

Be ready to take risks on people who aren’t yet perfect. But also maintain high standards, and look for evidence of effective leadership. Look for the fruit of trusting, eager followers.

Find the Courage to Let Them Try

February 5, 2016 By Peter Krol

Two of my daughters are 18 months apart in age. And Little Sis wants to try everything Big Sis does. Big Sis reads a book; Little Sis wants to read the same book. Big Sis plays a sport; Little Sis wants to try the same sport. Papa hurls Big Sis into the air during a playful tussle; Little Sis demands fellowship in behurlment.

Little Sis spouts her “Can I try?” mantra like a doll with a pull string, and her repetitive, invasive pushiness tempts most of her siblings past the brink of annoyance. Honestly, I’m tempted to be annoyed by it…until I remember how biblical it is.

The Risk of Dumb Ideas

The second stage of training a Bible study apprentice is “I do; you help.” In this stage, you invite the apprentice not only to watch you lead but also to lead along with you. You give the apprentice real responsibility, which is hard to do.

AlmazUK (2009), Creative Commons

But as you let that leash out, you run the risk of the apprentice coming up with ideas. And the apprentice may want to carry out some of those ideas. And some of those ideas will be dumb.

Let’s say you are God in the flesh, and you can master the elements of nature however you see fit. You are special, and there is nobody on earth like you. Though most human leaders feel indispensable, only you truly are indispensable. You can do things nobody else can do. In fact, you must do things nobody else can do.

So you go about your business, proving you are the Son of God and preparing to die for the sin of the world. And one night, during the fourth watch, you do the impossible, striding across the sea as though it were a stage for one of your grandest pronouncements: “Take heart; it is I.”

And suddenly, from the cheap seats, a pipsqueak chirps: “Lord, if it is you, command me to come to you on the water.” Yeah, he’s your top guy. Yeah, you’re training him for leadership in great things. You’ve let him begin to help with your ministry. But he’s still a pipsqueak, and it’s still a dumb idea. Shoot it down. Now.

“Come.” (Matt 14:25-33). What?!

Find a Leader’s True Courage

My point is that none of us can out-risk Jesus. Unlike us, he would have succeeded by letting the world revolve around him. Of course, he did exactly that, after a fashion (Col 1:16-17). But unlike us, he quickly drew others in and relied on them to assist in the work. He had the courage to set them loose and let them try things.

He wouldn’t let them exact vengeance (Luke 9:51-56), and he never tolerated idleness (John 4:27, 35-38). But he constantly let them try things.

“You give them something to eat.”
“How many loaves do you have?”
“Go into the villages.”
“I will make you fishers of men.”
“Go and make disciples of all nations.”

Jesus knew he was in control and could turn their mistakes into something beautiful. Our hope is the same: Jesus is in control and can turn mistakes into something beautiful. His resurrection guarantees his plan to make all things new, so we don’t have to fear failure on the part of immature or inexperienced apprentices. When we believe this good news, we’ll find the courage to let them try, and occasionally fail.

Why It’s Hard to Delegate Responsibility

January 29, 2016 By Peter Krol

Peter Rasmussen (2014), Creative Commons

In family life, we call them helicopter parents, because they hover close and swoop in when their wards need rescue. They keep younglings caged and well-padded. They argue over grades with college professors. They sit in on job interviews. They expect daily phone calls and pre-decision consultations.

And these “helicopter parents” run rampant also in Christian ministry. I confess: I am prone to be one of them. But by way of contrast, let me tell a few stories.

Eighteen Months

I know one guy who served the Lord in a previously unreached part of the world. This community tolerated monotheism, and some folks had been influenced by Jewish ideas. But they had never heard of Jesus or his saving work until this man arrived. His ministry got kicked out of its meeting place several times. He made a remarkable number of enemies. He was even abducted and brought before the local judge on charges of anarchy (thankfully, he was acquitted). But he stayed there for a total of 18 months, preaching and making disciples. When God called him elsewhere, he left a thriving church with regular worship services, a reputation for strong teaching, and a group of pastors and elders to shepherd them.

Did you hear that? This guy trained and launched leaders from unbelief, through conversion, and into competent shepherding in 18 months! If someone new came to my Bible study, I might not even let them lead a prayer time in 18 months. I care too much to allow such reckless indiscretion.

On-the-Job Training

Another fellow in my acquaintance focused on itinerant ministry. He gathered a few trainees about him and poured himself into them, while he hit the preaching circuit. I was amazed by his ability to turn absolutely anything into an object lesson. He coached, explained things, served people, and let his apprentices participate and practice. Within a few years, he began booking his apprentices to preach on his behalf.

While I appreciated the multiplying ministry, I also had significant concerns here. A few of these apprentices didn’t yet have a clear Christology (doctrine of Christ). They hadn’t gone to seminary or received any other formal theological training. But this missionary was convinced their syllabus for learning needed a good proportion of teaching to help them progress faster in their training. It was pretty risky and almost created a disaster.

What Holds Us Back

Why is it so hard for me (and perhaps for you) to let people go, to send them out and let them try their hand at ministry? Why do we hover, hang on to responsibility, and pass things off with stalwart reluctance?

Of course, there are many possible answers. But the main reason for me is that I fear failure. It’s the same reason I hated group projects as a student. It’s why I carry burdens I don’t need to carry. It’s why I find it easiest to do something myself.

Can you relate?

Do you ever feel like an unskilled apprentice would reflect negatively on your leadership?
Do you think the stakes are too high for the people you minister to, for a newbie to make mistakes in caring for them?
Do you believe you’re caring for weaker brothers or sisters when you cushion their fall?

One of the best ways people learn is by feeling the pain of their mistakes. If we are serious about training others to lead Bible studies (or do any other kind of ministry), we must take risks. We must launch apprentices quickly, bring them back to debrief, and send them out to try it again. We need to give them real authority to try things. We must be okay with imperfection. We have to make peace with some people’s needs going unmet while the apprentice figures out how to meet them. We can’t jump in and fix it.

We should be okay with mistakes in the Bible study, mistakes in the small group, mistakes in the pulpit. We should never hammer ministry apprentices for trying and failing, though we might need to admonish them for not really trying.

I was not ready to lead my first Bible study, but I needed that first one so the second one could be better. Someone trusted me enough to let me try it. If I were that leader, training up that younger me, I might not have taken the risk. But I praise God for the courageous leaders in my life, and I want to be more like them.

Postscript: I want my argument to be biblical and not merely anecdotal, so allow me to introduce my two missionary friends from the case studies above. You may find them in Acts 18:1-18 and Luke 10:1-24.

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Let Them See You Do It

December 4, 2015 By Peter Krol

My grandfather used to do a magic trick for children where he would remove half of his finger and make it float in mid-air. I thought he was a wizard, until he showed me how to do it. His revelation inspired me to perform the same trick whenever I’m around young children, and I now think I’m destined to become like my Pop-pop: a crazy old feller who gets his kicks off making children laugh at him.

Did you catch the turning point in my tale? He showed me how to do it. Training a new Bible study leader works the same way.

Following Jesus’ Example

Jesus got his first disciples on John the Baptist’s recommendation. John’s men trusted him when he told them to behold the Lamb of God (John 1:35-36). They went to check Jesus out, and Jesus didn’t commit too quickly. He merely invited them to “Come and see” (John 1:38-39). (Presumably, it was sometime after this that Jesus called them to make a clean break with their life direction and follow him – Mark 1:16-20.)

Jesus took these disciples along when he performed his first miracle (John 1:2) and cleared out the temple (John 1:22). He had them watch for a little while (Mark 3:13-6:6) before he gave them much to do themselves (Mark 6:7-8:30).

Jesus knew they wouldn’t know what to do unless they first saw him do it.

What to Show Them

As you begin training new Bible study leaders, first let them in and then let them see you do it. But what should we show them?

Show them how you study the Bible. Practice Bible study together. Work through the observation, interpretation, and application as a team. Label things as you go so they can see why you’re doing what you’re doing.
Show them how you prepare to lead a Bible study. Doing it and leading it are different skills. The former begins with a blank notebook and a clean text, the latter begins with a main point and suggested applications. Some people will intuit the difference; others need to be shown.
Show them how you think about caring for the Bible study’s members. Meet with your apprentice and discuss how people are doing. Share your insights about how to encourage and challenge these folks.
Show them how you set up the meeting. Talk about the schedule, room set up, greetings, and dismissal. Don’t just make these decisions yourself or feel your way through it. Let your apprentice know why you’ve made the choices you’ve made.
Show them how you pray. If you need the Lord’s mercy for the Bible study to succeed (and you do), your apprentice should see you begging for this mercy. Don’t be too respectable to beg.

If you had a mentor who showed you these things, you understand how helpful it was. If you didn’t have such a mentor, you can help others avoid the mistakes you made. This will get them farther faster.

The first phase of training apprentices is “I do, you watch.” This involves letting them in and letting them see you do it. Don’t just tell them how to do it; show them.

Choosing Good Bible Study Material for Women’s Groups

October 14, 2015 By Peter Krol

Mary Willson has a very good article with 5 Questions for choosing Bible study material for women’s groups. Her questions:

Will this material equip women by encouraging them to study and teach the Bible for themselves?
Will this material equip women by demonstrating the centrality of Christ and his gospel?
Will this material equip women by applying God’s Word to real life, showing the Scriptures’ relevance and power to transform hearts?
Will this material equip women by supporting the overall discipleship strategy I’ve prayerfully developed for this group?
Will this material equip women by coming under the teaching ministry of my pastor(s) and elders? Does it align with my church’s vision and doctrinal convictions?

Willson has very helpful things to say on each point, and I recommend you check out her article.

And I can’t help but ask a few questions: Why do we assume we must choose good Bible study material? Why can’t we just have good Bible studies? “This year’s women’s study will use Luke.” Would we not inspire people with deeper confidence to study God’s word, if we showed them how to do it? If every study uses another resource, another study guide, or another workbook, don’t we perpetually reinforce the idea that they need the experts to do the Bible study for them? Thus we might unintentionally undermine the first question Willson asks.

Imagine a women’s group (or men’s group, or co-ed group) that sat down with their Bibles, read their Bibles, and discussed what they read. Of course they’d want to reference supplemental materials from time to time to help with the thorniest parts. But what if they helped each other simply to open, read, and discuss? Soon enough, they’d each be able to do it on their own. Then they’d teach others who would teach others. And something truly amazing would take place in our churches and communities.

4 Reasons to Train a New Bible Study Leader

October 9, 2015 By Peter Krol

This is bigger than you. There’s no need to be a bottleneck, decelerating the growth of God’s work in your community.

We’ve explored at length how to study the Bible and how to lead a Bible study. My compadre Ryan has reflected on how to be a helpful small group member. It’s time for the next step. With this post, I launch a new series on how to train a new Bible study leader. Why should we do this?

Jöran Maaswinkel (2012), Creative Commons

1. So your ministry will multiply

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. (2 Timothy 2:1-2)

When grace strengthens you, you might feel about to explode. You’ve got to share it. And one of the best ways to share grace is to entrust it to another person who will be able to teach others also. Now there’s not just one teacher, but two. Not just one Bible study, but two. If you do it well, two eventually becomes four. And four becomes eight.

If you train another leader, you’ll end up reaching far more people than you could ever reach on your own.

2. So others can surpass you in effectiveness

When Paul was in Corinth, he met and trained a man named Aquila and his wife Priscilla. They moved on to Ephesus together, and Paul left them there when he set sail for his home in Antioch.

Now a Jew named Apollos, a native of Alexandria, came to Ephesus. He was an eloquent man, competent in the Scriptures. He had been instructed in the way of the Lord…though he knew only the baptism of John. He began to speak boldly in the synagogue, but when Priscilla and Aquila heard him, they took him and explained to him the way of God more accurately…When he arrived [at Corinth], he greatly helped those who through grace had believed, for he powerfully refuted the Jews in public, showing by the Scriptures that the Christ was Jesus. (Acts 18:24-28)

Paul trains Aquila & Priscilla, who eventually return to Rome to lead a house church (Rom 16:3-5). Priscilla & Aquila train Apollos, who rivals Paul for influence in Corinth (1 Cor 1:12). And the point is not that Apollos sought to compete with Paul, but that Apollos acquired an exceptional effectiveness for the Lord Jesus.

We love to be loved, and we often need to be needed. But how much better it is for Christ’s kingdom when we’re willing to get out of the way so others can carry on the work! This means we must not put ourselves at the center of the ministry. We make poor high priests for those we serve. And we can actively train others to succeed in ways we ourselves have not. If it’s not finally about us, the success of others is a real delight to witness.

3. So the word of God may not be reviled

Older women…are to teach what is good, and so train the young women to love their husbands and children, to be self-controlled, pure, working at home, kind, and submissive to their own husbands, that the word of God may not be reviled. (Titus 2:3-5)

Ministry training is not just for church officers, nor even for men. Women must also train and be trained. And lest you think the content of this training limited to homemaking activities and genteel feminine ethics, remember that a woman cannot love her husband without also speaking truth to him (Eph 4:13-16, Prov 31:26). Nor can she love her children without teaching them to read and study God’s word for themselves (Prov 1:8, 2 Tim 1:5, 3:14).

If women (and men, of course) don’t learn to study the Bible, or to train others in how to study the Bible, then we don’t really believe these Scriptures are useful for teaching, reproof, correction, or training in righteousness (2 Tim 3:16). And then why would we trust these Scriptures to reveal the good news about Jesus, which is the power of God for salvation (Rom 1:16)? And if we don’t functionally believe these things (as demonstrated by our failure to teach and train others), then the world should consider us hypocrites, and they’ll deem these Scriptures not to actually be the word of God.

Let’s prove the lie of such reviling by drawing this sword and unleashing its power, training others to wield it with expert care.

4. So you don’t wear out yourself and your people

Moses had two million people to shepherd. He had been appointed to this task by none other than God himself. Remember the burning bush thing? And yet…

What you are doing is not good. You and the people with you will certainly wear yourselves out, for the thing is too heavy for you. You are not able to do it alone. (Exodus 18:17-18)

Sometimes fathers-in-law know how to hit that nail’s head. Training a new leader takes time and effort. It slows us down in the short term. But a long-term perspective reminds us that it’s worth it.

I heard someone say that in one year we’ll never accomplish what we hope, but in five years we can accomplish more than we expect. I’ve seen the truth of this statement in the lives of trainees.

The Best Way to Grow Your Bible Study Group

March 6, 2015 By Peter Krol

I don’t lead Bible studies just to make myself feel better; if that were the case, I could find many other ways to spend my time. No, I do it to help grow the kingdom of God. I want God to use me to influence others and draw them closer to him. If you’re leading a Bible study, I imagine you have similar motives.

So if we want to influence others to know God through Christ, we’ll want to have this influence on as many people as possible, right? That means we’ll want the group to grow. If we’re content with the group and never want it to change, perhaps we should reconsider our motives for having the group in the first place.

Grisel D’An (2015), Creative Commons

But this leads us to ask a valuable question: How do we grow the Bible study?

I could answer this question in many ways, depending on your cultural background, environment, unique strengths and weaknesses, and the makeup of your current group. But this post will highlight what is certainly the most important technique you must master if you want to expand your reach for the Lord’s sake.

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. (2 Tim 2:1-2)

Before you can master this technique, you must be strengthened by the grace that is in Christ Jesus (2 Tim 2:1). You will always feel unworthy for what you’re about to do. Except for those times when you feel eminently worthy for this task, at which times it’s even more urgent that you be strengthened by the grace of Jesus. Draw your sustenance and power from the lavish mercy and free forgiveness of your Master and King. You are approved to study the Bible. And you are approved to lead others to study the Bible.

And what is this most important technique for growing your Bible study? “What you have heard from me in the presence of many witnesses entrust to faithful men who will be able to teach others also” (2 Tim 2:2). Take what you’ve learned and teach it to someone else.

Pick someone with godly character in your group to be your assistant leader. Give that person some responsibility in the group. Follow a plan for progressively entrusting both the good deposit of the gospel and the skills of leadership to your assistant. Your plan could look like this:

Come and see (John 1:39), aka “I do, you watch.” Invite this person to become your official assistant leader. Meet with your assistant before the group meeting to go over the passage. Teach that person how to do OIA Bible study. Practice it with that person over the course of a few months.
Come and follow me (Mark 1:17), aka “I do, you help.” Ask your assistant to evaluate your leadership and make suggestions for improvement. Give your assistant particular assignments to carry out during the meeting. “Please help me to draw out the silent person.” “Please feel free to ask a key question if you think the discussion is lagging.” “Please come early and be ready to help welcome people.” “Please let me know what you hear that will enable me to make the next study more relevant to them.”
Go out and come back (Luke 10:1-24), aka “You do, I help.” Let your assistant lead one of the meetings, and then meet to give that person feedback on how it went. You now play the support role during the meeting, helping with difficult situations or participants. Encourage your assistant with what went well and offer suggestions for improvement. Avoid correcting every minor mistake; focus on broad patterns that might hold back this person’s leadership ability.
Go and make disciples (Matthew 28:18-20), aka “You do, I watch.” Right when your assistant starts being truly effective, you’ll need to send that person out to start a new group without you. This is painful, because it will feel like your own group is moving backwards. You’ll lose the momentum and excitement of forward movement. But where there had been one group, now there are two. This is worth it.

After your assistant starts a new group, you’ll probably want to continue meeting for a time. You’ll want to discuss how the meeting goes as it gets off the ground. You’ll discuss the new challenges and opportunities faced by this fledgling leader. But most of all, you’ll want to make sure the new leader wastes no time in looking for a new assistant to train. And you’ll be looking for another assistant yourself. And before you know it, you’ll have four groups going.

I didn’t invent this model for growth. Jesus instituted it from the start of his ministry, and it has been changing the world ever since. It’s not flashy, and you’ll rarely be able to wow people with your dramatic growth figures. (“I trained one new person this year!”) But the power of multiplication is like a silent infection, wreaking havoc on the forces of darkness. Don’t neglect this best way to grow your Bible study group.

5 Common Small Group Myths

December 17, 2014 By Peter Krol

At the Gospel Coalition, Steven Lee writes about “5 Common Small Group Myths (and the Truth to Help Transform Your Group).” He expands on the following 5 myths:

Myth #1: A successful small group will not be relationally messy.
Myth #2: Small groups exist for others to meet my needs.
Myth #3: Trust and transparency take many years to cultivate in a small group.
Myth #4: Small group members should become best friends.
Myth #5: Small groups should focus only on Bible study, not sharing sins or engaging in outreach.

I certainly struggle with #3, and I feel pretty guilty if #4 doesn’t take place. Can you relate with any of them?

The full article is worth reading. Check it out!

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