36 min
Calling the Next Gen to Leadership: Insights on Empowering Emerging Changemakers with Brad Dreibelbis unSeminary Podcast
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- Christianity
Thanks for tuning in to the unSeminary podcast. We’re talking with Brad Dreibelbis, Next Gen and Operations Pastor at The Journey, a church in Delaware.
How do you identify and find high caliber leaders, particularly from the next generation? Too many churches wait for young leaders to be trained in other places instead of raising them up from within their church. Listen as Brad shares how The Journey is raising up young leaders and providing opportunities for them to develop both character and competency.
* Take risks on young leaders. // No church ever feels they have enough leaders, and at The Journey they’ve taken a proactive approach to this issue by investing in students and young adults. Think of it like Moses turning over the reins to Joshua and Caleb and leaving that legacy to the next generation. Help people early in their faith to grow in their character and calling to support what God is doing in their leadership.
* Focus on the next generation. // The target demographic of who The Journey is trying to reach is framed through the lens of an 18 to 30 year old man. It’s important to have on-ramps for older followers too and remind them they are important in the church, but investing in and taking risks on the next generation ensures that you are building for the future.
* Make disciples. // Brad’s team completes monthly reports that include identifying an 18-30 year old who could move into their leadership pipeline. Talking about potential leaders as a team adds a layer of accountability and encourages the staff to bring others alongside them and make disciples. It’s important to give young leaders opportunities even though it will be messy at times.
* Play the long game. // Don’t neglect that your kids and student ministries are your best feeder for young leaders because they’ve already been baked into your culture. Start investing in them when they’re young children. Teach them biblical principles and give them chances to lead as they grow.
* 90-day contracted internships. // There aren’t always open staff positions at The Journey so they have created 90-day contracted internships for young people in the church who have potential. The interns are paid as employees for 90 days and are in charge of a particular ministry or objective. This short-term opportunity offers young leaders a chance to grow and build skills while allowing staff to evaluate their character. After the 90 days, some interns may stay on for more growth opportunities or be offered a staff position.
* Ministry boot camp. // The Journey runs a ministry boot camp for 10 weeks during the summer for students and young adults—anyone who has finished eighth grade through 30 years old. The camp is a 20-hour-a-week commitment to help young leaders grow in their relationship with God while learning practical ministry. Participants commit to attending 12 hours during the week on Tuesday and Thursday mornings, and then serving during weekend gatherings so they gain ministry experience while interacting with people.
* Learn to listen. // All of us are wired by God for a calling, even if it may not be in paid ministry. Help young people at your church to hear from God and create enough space to prioritize their faith. In The Journey’s ministry boot camp, the first hour is spent sitting and listening to Him—a new experience for some of the participants.
* Monthly focus. // Every month The Journey sets a different goal as part of their monthly focus strategy. This strategy sets a vision area that the whole church should be focused on, defines a vehicle to achieve it, and establishes measurable goals.
Thanks for tuning in to the unSeminary podcast. We’re talking with Brad Dreibelbis, Next Gen and Operations Pastor at The Journey, a church in Delaware.
How do you identify and find high caliber leaders, particularly from the next generation? Too many churches wait for young leaders to be trained in other places instead of raising them up from within their church. Listen as Brad shares how The Journey is raising up young leaders and providing opportunities for them to develop both character and competency.
* Take risks on young leaders. // No church ever feels they have enough leaders, and at The Journey they’ve taken a proactive approach to this issue by investing in students and young adults. Think of it like Moses turning over the reins to Joshua and Caleb and leaving that legacy to the next generation. Help people early in their faith to grow in their character and calling to support what God is doing in their leadership.
* Focus on the next generation. // The target demographic of who The Journey is trying to reach is framed through the lens of an 18 to 30 year old man. It’s important to have on-ramps for older followers too and remind them they are important in the church, but investing in and taking risks on the next generation ensures that you are building for the future.
* Make disciples. // Brad’s team completes monthly reports that include identifying an 18-30 year old who could move into their leadership pipeline. Talking about potential leaders as a team adds a layer of accountability and encourages the staff to bring others alongside them and make disciples. It’s important to give young leaders opportunities even though it will be messy at times.
* Play the long game. // Don’t neglect that your kids and student ministries are your best feeder for young leaders because they’ve already been baked into your culture. Start investing in them when they’re young children. Teach them biblical principles and give them chances to lead as they grow.
* 90-day contracted internships. // There aren’t always open staff positions at The Journey so they have created 90-day contracted internships for young people in the church who have potential. The interns are paid as employees for 90 days and are in charge of a particular ministry or objective. This short-term opportunity offers young leaders a chance to grow and build skills while allowing staff to evaluate their character. After the 90 days, some interns may stay on for more growth opportunities or be offered a staff position.
* Ministry boot camp. // The Journey runs a ministry boot camp for 10 weeks during the summer for students and young adults—anyone who has finished eighth grade through 30 years old. The camp is a 20-hour-a-week commitment to help young leaders grow in their relationship with God while learning practical ministry. Participants commit to attending 12 hours during the week on Tuesday and Thursday mornings, and then serving during weekend gatherings so they gain ministry experience while interacting with people.
* Learn to listen. // All of us are wired by God for a calling, even if it may not be in paid ministry. Help young people at your church to hear from God and create enough space to prioritize their faith. In The Journey’s ministry boot camp, the first hour is spent sitting and listening to Him—a new experience for some of the participants.
* Monthly focus. // Every month The Journey sets a different goal as part of their monthly focus strategy. This strategy sets a vision area that the whole church should be focused on, defines a vehicle to achieve it, and establishes measurable goals.
36 min