Ministry Library Leadership Pipeline Webinar June 2026

All right. Hey everyone, my name is Brian.

right. Hey everyone, my name is Brian.

Uh I'm a pastor. I'm an executive pastor at a church just south of Boston. Um I'm

originally from Anchorage, Alaska. Uh

and when I was in fourth grade, I almost got eaten by a bear. Uh that can be a different story for some time. And then

uh I moved to Boston for college. Um and

that's where I um really started to have friends that were not Christians. I kind

of grew up in a um somewhat larger church and kind of in a Christian bubble. Um and yeah, moving out here to

bubble. Um and yeah, moving out here to Boston, I I had friends that did not know Jesus. Um and I got um essentially

know Jesus. Um and I got um essentially called into church planning here in Boston. And so I went home for a summer

Boston. And so I went home for a summer and then I bought a one-way ticket back to Boston. Um I helped start Grace

to Boston. Um I helped start Grace Church um my sophomore year, my junior year. Um, and

that was back in 2005. And then since then, uh, I mean, the big dream for our church was if we could get to 300, maybe one day, um, I mean, we might be one of

the larger churches south of Boston. Um,

and now we're running about 3500 in four locations. And then, uh, our our

locations. And then, uh, our our heartbeat has always been church planting. So, we've planted an

planting. So, we've planted an additional 13 churches out of our church where we have ra raised up people. Um,

we've used this leadership pipeline that I'm going to show you guys. We've used

that pipeline to help send um full leadership teams in those church plants.

Uh, and then me, I I'm just personally passionate about helping busy pastors um find the margin that they need. So,

today I want to share with you this leadership pipeline. Um, and really it's

leadership pipeline. Um, and really it's it's a lot of things that I learned the hard way um over now 20 years of being an executive pastor. Um, so I paid a lot

of stupid tax so that you don't have to.

Um, churches, healthy churches, um, run on three rails. Um, evangelism,

disciplehip, and leadership development.

Um, we're reaching people. We're

teaching the people that we've reached, and we're equipping those people to go out and do ministry. And so,

I want to really focus in on just this leadership development piece today.

um some some uh goals that we have for our our time together. Um we'll talk about the why behind a leadership pipeline, what exactly a leadership pipeline is, what it's not. Um when

should you build it, and then we'll also look at how to build it. That's where

we'll spend the most of our time is in that how. Um just some quick numbers

that how. Um just some quick numbers here. Uh there was a recent study a

here. Uh there was a recent study a couple years ago. Um I believe it was a Bara study on pastors and 71% of pastors

identified that they do not have any plan for leadership development. They

have no systematic way of finding, developing and empowering um leaders in their church. Um um healthy churches

their church. Um um healthy churches usually spend between two and 5% of their budget on leadership development.

Um, if you think about those three tracks, um, you can really put your budget into three different buckets.

Evangelism, disciplehip, and leadership development. Sadly, most churches don't

development. Sadly, most churches don't actually have a leadership development line item. Um, but healthy churches, we

line item. Um, but healthy churches, we found that healthy churches are spending anywhere from 2 to 5% of their budget on developing leaders. And then the

developing leaders. And then the pipeline that I'm going to share with you, I've done multiple talks. Um I've

coached a lot of um churches and then uh I started um um a resource called ministry library uh and that has helped

over 4,000 churches at this point use this particular um use this particular um

pipeline. Um I'm curious what you guys

pipeline. Um I'm curious what you guys um would say that you spend uh on leadership development. go ahead and put

leadership development. go ahead and put that in the chat. I' I'd like to see what uh if anything that you guys are are putting in. Originally, when Grace Church started, we we didn't have anything in leadership development and

we slowly just kept increasing it and now we spend about 8% of our budget um on leadership development between five and 8%.

Um all right, so why does leadership development fail? Usually when I go and

development fail? Usually when I go and I start talking with a pastor, they'll say something like, um, you know, I've tried to develop leaders. It just

doesn't work. Or, you know, yeah, that's great, Brian. I've I've tried it, um,

great, Brian. I've I've tried it, um, several times and it fails each time.

Um, and so here's some common reasons why leadership development fails in churches. One is they um really do

churches. One is they um really do leadership placement, not leadership development. They want God to just

development. They want God to just deliver to them a ready-made leader um that maybe comes from another church that's a mature Christian that can help

them do things. Um but I think God's actually given you what you need. You

just need to develop those leaders. Um

so it's not about placement or hoping that a mature Christian comes and helps you lead. It's about actually finding

you lead. It's about actually finding those people and developing them. Um,

another reason that leadership development fails is because a lot of churches are more reactive than they are proactive.

And so what ends up happening is pastors have a lot of urgent things on their plate. And they don't spend the time in

plate. And they don't spend the time in the important area, they spend it in the urgent area. And so the important things

urgent area. And so the important things kind of get pushed off until they become urgent. And leadership development is

urgent. And leadership development is one of those things that isn't urgent until it is. it's important and so we kind of push it off. We kick the can down the curb and we we wait and then we

end up being reactive and not proactive when it comes to leadership development.

And then the the most common reason is there's no simple system that churches have um to reproduce leaders. Um

complexity will always bring problems. Um complex when complex things break there's a lot of problems but um simple systems are an easy way to scale. And so

the more simple your system is, the easier it's it's um the easier it is for other areas of ministry to implement that system. And you'll start to see um

that system. And you'll start to see um leaders growing in a bunch of different areas in the church.

Um if you I mean you don't have to do leadership development, right? A lot of churches don't, but if you if you don't,

there's a real cost um to it. One is and and most pastors feel this in that same study that said 71% of pastors don't

have a leadership development. I think

it was around uh some high 80% 87% 89% something like that said that they were on they were either burned out or on the edge of burnout. Um and I think that's

because most because they don't have a system for leadership development everything falls on them. They become

the bottleneck. um every decision has to run through them and because they're doing everything, they're getting burnt out. But if you could imagine a scenario

out. But if you could imagine a scenario in which you had 20 different leaders throughout the church that were doing ministry and then you were just focusing

on the things that only you have to do or only the things that you wanted to do. Um that would be incredibly freeing.

do. Um that would be incredibly freeing.

Um the other um cost of not doing anything is the church becomes stuck.

Um, if there's no leaders, then there's only so much ministry that a church can do, and churches end up um, plateauing

and stalling out because there's just not enough people to carry it forward.

Um, there's a couple of biblical models that we can look at um, for leadership development. obviously um Moses uh where

development. obviously um Moses uh where where Jethro told Moses um how to break up um the nation uh Nehemiah uh you know

we always go back to that um for leadership lessons on vision casting and organization if you zoom out on Jesus's ministry um and kind of do a a meta

narrative of what's happening you'll see that Jesus used this I call it the 4T method but he used this method of training and development where he would

teach something um then he would then he would talk about it with his disciples, right? So he would teach something, he

right? So he would teach something, he would have a group discussion, they'd talk about it, they'd go and apply it and then they'd come back and tell him what happened. And so you see this a lot

what happened. And so you see this a lot in in the ministry of Jesus where he would he would teach something, he would pull the disciples aside. What do you think about this? What are they saying about that? They would have this

about that? They would have this discussion. He'd send them out. He sent

discussion. He'd send them out. He sent

the 72. He did that two different times.

Um then they would come back and he would say, "How did it go?" And he said, "Well, we couldn't cast out these demons. We we don't know why." Then

demons. We we don't know why." Then

Jesus would use that. It's a loop. He

would use that and then say, "Well, some things um can only happen through prayer and fasting." Um another example of this

and fasting." Um another example of this biblical model of leadership development and multiplication that a lot of people don't necessarily connect right away to

leadership is the the parable of the talents. Um sadly most pastors have um

talents. Um sadly most pastors have um flipped the script in that parable. In

that parable um there were three servants. Um one he had five talents,

servants. Um one he had five talents, two talents and one talent. The two um the the two servants that were called faithful were the ones that went out and

multiplied. They doubled what the master

multiplied. They doubled what the master had had given them. They went out and they risked something to multiply what God had already given them. And then God

calls them the faithful servants. But

sadly, most pastors have flipped that.

And most pastors have a mentality of sitting on what God gave them just so they don't lose any more people. And

that's the servant that God actually called wicked and slothful. Um the one that didn't go out and multiply what what they had.

All right. So what is a leadership pipeline? Um, a leadership pipeline is a

pipeline? Um, a leadership pipeline is a simple system for you to identify potential leaders. Um, how to spot them

potential leaders. Um, how to spot them and and we can go into the details of this in a little bit, but how you spot them, what you're looking for. It's a

systematic uh way to invest in them. So,

you're going to find them, you're going to start investing in them, developing them, and then it's a again a simple system for delegating meaningful ministry. Um, so it's not just about

ministry. Um, so it's not just about developing people to do small tasks. The

goal is to hand off ministry responsibility, ministry weight to other people to carry so that more ministry can get done. Um, what a leadership

pipeline is not a a leadership pipeline is not disciplehip. Um, but it's not just leadership. Okay? And it's and it's

just leadership. Okay? And it's and it's not a quick fix. What I mean by it's not disciplehip is you can be a growing

disciple of Jesus getting more spiritually mature and not climb the leadership ladder. Um those two things

leadership ladder. Um those two things are separate. A lot of pastors will um

are separate. A lot of pastors will um incorrectly merge those two things together and will say in order to become a better disciple

you should start leading people. But you

don't see that in the life of Jesus.

There's lots of people that followed Jesus that were Christians. The woman at the well, um the naked demon-possessed guy in the tombs, um he actually wanted to come with Jesus on the boat. And

Jesus said no. Was that guy not a Christian? He was. He just wasn't a

Christian? He was. He just wasn't a disciple. The disciples were the the the

disciple. The disciples were the the the leaders that Jesus was developing. Um

and so it's not disciplehip. Um, a great example of that is we have someone on our elder team who's a member of the church, but is he's serving, but he's

not a leader in any service team. He's

an elder. He's very spiritually mature.

He's radically generous with his time and his money. He's wise. I I get um personal mentoring from him, but he's actually in no leadership position in

any of our ministry teams. Does that mean that Carlos is not a mature Christian? No, not at all. So, uh,

Christian? No, not at all. So, uh,

leadership and disciplehip are very different. I I really like how Larry

different. I I really like how Larry Osborne puts it. He says, you know, we've we've kind of, uh, made disciplehip super complex. Disciplehip

is really just what's your next step of obedience, right? Just what's the next step of

right? Just what's the next step of obedience? That's a disciple. Where

obedience? That's a disciple. Where

leadership is what's our next step of sacrifice? We give up certain things to

sacrifice? We give up certain things to lead. We stop doing some things and we

lead. We stop doing some things and we start doing other things. Um so that's what a leadership pipeline is not. Um a

lot of questions I'll get um wrapped around leadership pipeline is like when should I start a leadership pipeline? So

I know what a leadership pipeline is. Um

in a little bit we'll go through the the specifics of things but like when do I actually start it? When's the best time?

Um well the best time was you know years ago. Um because it takes time to develop

ago. Um because it takes time to develop leaders. And so um the second best time

leaders. And so um the second best time would be today. Um, and if you feel any of these three things that I listed on this slide, if you feel any of those or

something like that in your church, then I mean a leadership pipeline is what you should be working on, right? If your

team is stretched too thin, you you either you or um people on your team are feeling burned out, um, then it's definitely time to start a leadership

pipeline. That's that's a symptom of too

pipeline. That's that's a symptom of too few people doing too many things, right?

So, we need to broaden the base of leadership. Um, if you're consistently

leadership. Um, if you're consistently trying to fill the same roles like um the back door is just as wide open as the front door for leadership development. So, as you're getting more

development. So, as you're getting more volunteers or more leaders in your system, more people are falling out, right? They're they're not being

right? They're they're not being developed. They're not catching the

developed. They're not catching the vision. Um, so you would need a

vision. Um, so you would need a leadership pipeline to make sure that you kind of um plug the holes in that leaky bucket. And if you don't have a

leaky bucket. And if you don't have a clear path to grow leaders, then definitely a leadership pipeline is what you need. Um, all right. So, how do we

you need. Um, all right. So, how do we build a leadership pipeline? Um, we're

going to spend the majority of our time on this. Um, I'm going to put in the

on this. Um, I'm going to put in the chat.

Um, a link to this graphic here. Um,

this graphic. You can print it off. So,

I just put the link in the chat. You can

print this off. Um, and think of this.

Uh, a lot of you have probably done uh Financial Peace University. My my wife and I um have led Financial Peace University for years. And one of the

things that um Dave Ramsey says with when doing the budget is you do the budget on paper first. Every dollar has to have a place. And then when you get done with it, you probably didn't do it

right. So you're you're going to end up

right. So you're you're going to end up the expectation is you're probably going to sit down and do the budget when you do it the first time. You might end up doing it like 10 different times until you figure out the budget that works for you. It's the same thing with this

you. It's the same thing with this leadership pipeline. Go ahead and print

leadership pipeline. Go ahead and print off 10 copies of this paper. You're

going to fill it out multiple times until you feel like, oh man, this is the one that that really fits. Or you'll

you'll fill it out and you'll tweak some things here or there. Um so the first thing on how to build a budget is you build it on paper first.

um fill in the blanks, figure out what works, build it. You'll build it actually you'll fill it in from the top down. So you'll fill it from level six

down. So you'll fill it from level six and then you'll fill in all the blanks until you get to the bottom. Um

the next thing here is well there you go. You fill it from uh you so two

go. You fill it from uh you so two things. I know I I sound like I just um

things. I know I I sound like I just um contradict myself. When you fill it out

contradict myself. When you fill it out on paper, you design it from the top down. When you actually go to fill up

down. When you actually go to fill up the pipeline with people, you do it from the bottom up. You start to bring people at the bottom level and you start to

bring them to the next rung and then you bring those people to the next rung. Um,

so that's what I mean by fill it from the bottom. not fill in the blanks, but

the bottom. not fill in the blanks, but you would actually design it from the top down and then fill it from the bottom up.

Um, next thing here is you're going to put your name on every single level um until you identify or train someone. Um,

when we first built this out, um, we took we we did it as a team. Um, there's

actually a book called Leadership Pipeline from Ram Chiron. Um, and it's a business book. You don't have to read

business book. You don't have to read it. I read it for you. And this is

it. I read it for you. And this is almost everything that's in this is is from that book, but it reads like a textbook. And um, what he would actually

textbook. And um, what he would actually say is um, that there's seven levels of leadership, but he's talking about like multinational uh, corporations and stuff. In here,

there's six.

The bottom one would be like your volunteers and the top one would be like the lead pastor or um depending on how you're structured, you may have an elder team

or something that sits at the ve at the very top. Um but what you want to do is

very top. Um but what you want to do is like we filled ours out um using that book and some other resources. We filled

our our pipeline out um as a leadership team in about two days. Um, but then it took us three years to fill it up. Does

that make sense? So, we built it in a few days. It took us a few years to fill

few days. It took us a few years to fill it up. And literally, I wrote my name on

it up. And literally, I wrote my name on every level. I'm not the lead pastor.

every level. I'm not the lead pastor.

I'm the executive pastor. So, starting

at level five, I wrote my name at level five, four, three, two, and one. And so

as more volunteers got added to the team, I was able to raise up a team leader, that level two um spot. And so

then I I kind of backed myself out of all of these levels. And it took us um in some some areas we were able to fill it a lot faster, other areas we were

not. And so it took us about

not. And so it took us about some some we were able to fill up in about a year and a half maybe. And the

longest one I think took us about four years to actually fill up the pipeline from the bottom up. Literally

identifying people, training them to the next level, letting them um do a really good job at that, and then raising them to the next level, letting them do a good job at that, raising them to the next level. And so now all four of our

next level. And so now all four of our locations have a fully functioning leadership pipeline from level one to level six across all locations, across all ministries. And then when we're able

all ministries. And then when we're able to plant churches, we plant them with a full leadership pipeline as well.

Um, next one. Uh, and this is important.

As you start to fill it, you're going to want you're going to feel the tension of wanting to let people skip the line. Um,

you're going to feel the tension of, do I really have to to pull them from level one to level two? Can I just start them at level three? Um, you can do that. I'm

I'm telling you from personal experience. We tried that and it blew up

experience. We tried that and it blew up in our face. Um by not um letting them go through the process, you end up shortcutting some of their development.

Um they miss some of the vision. They

miss some of the specific trainings that they would get and they miss the reason why those levels are important. And so

what ends up happening is it feels good to you because you check things off the box and your name is not on a certain level anymore. But then what ends up

level anymore. But then what ends up happening is a year or two down the road that person's area of ministry just blows up because they've they've short

you've shortcuted their development process. Um and so that happened in two

process. Um and so that happened in two of our locations actually. um one of our directors um which is what we call a level four um leader uh shortcuted that

process um and moved people from level one to level three. Um and a year later they all quit and she was um you know

stressing out major because she had uh let them jump the line essentially and they were doing too much. They didn't

develop other people. Oh, they they missed a whole key area of what it means to be a level three leader because they hadn't gone through the process.

Um, another thing that you'll see here on this um on this print out is there's there's the six levels and each level needs a name. Um, and that name should

be consistent across all um areas of ministry, right? So if if in um one area

ministry, right? So if if in um one area of ministry it's called um a team leader but in another area of ministry you call them a team captain and then another

area of ministry you call them coordinators, it gets really hard um especially as your church starts to grow to have uh the ability to communicate

about leadership development. And so you want consistent naming across all um ministries and all levels. But the other thing you'll notice is on this printout

on the right hand side there's this grayed out kind of thing over here by the title. This is the role um the role

the title. This is the role um the role of a level one leader. Whatever it is that you call them, their role is to lead themselves well. They're not

leading anyone else, but they need to lead themselves well. Um, the role of a level two leader is to lead others.

They're only going to lead maybe five to seven people that are under them, but they need to lead others. Well, um, this level three, we call it a ministry coach, but you could call it um,

whatever. There's lots of different

whatever. There's lots of different names that people call it, but this the role of this um, level is to develop leaders.

Um they are literally coaching and developing these level two leaders. Um

level four, their main role is developing developers. You can kind of

developing developers. You can kind of see what's going on here, right? The

main role of this role is to take care, develop and and um and empower the the ones directly below them. Um it gets a little bit different here where we get

to a level five. Um for our church we we call this a staff pastor or or a location pastor. Um this is building

location pastor. Um this is building systems and then the main role of a lead um pastor or a lead team is to build

culture. Um and so you can kind of see

culture. Um and so you can kind of see this leading leading others developing leaders and developing developers and then you're building systems and you're

building culture. Um so there's these

building culture. Um so there's these six levels we just talked about but you'll see those are the three kind of um phases

leading developing and building. Um what

ends up happening is these first two levels um the um the the value that you are bringing

and the um appreciation that you're receiving is mainly based on what you're doing. the tasks that you are doing.

doing. the tasks that you are doing.

When you get to this level, that switches from this is more task based and now you're more relationshipbased.

In this second phase, you're developing people. Um you are now managing multiple

people. Um you are now managing multiple people who are managing people. Um

there's a lot of um relational conflict that comes in here, conflict resolution that ends up happening in here. Um so

this this phase is identified um as leading through relationships. Um down

here is leading through example, leading through tasks. This here is your leading

through tasks. This here is your leading through relationships. When you get up

through relationships. When you get up to here now you're leading through the systems that you're building. Um, and

this pipeline could actually be you could map this pipeline to where churches get stuck because if a pastor were to put their um name on all of

these levels and if a pastor is not leading themselves well, the church is going to be capped at a at a lower level. If they start to lead others

level. If they start to lead others well, but they're not developing leaders, that church is going to be capped at at another level. If they're

developing leaders, but they're not they're not really in that multiplication phase of leaders. Again,

that's going to cause a church to cap out if their main leader is not multiplying. You can start to multiply,

multiplying. You can start to multiply, but if you're not building good systems for that, you're going to end up stalling out at another um level. So,

you can kind of see how this pipeline would map to where churches get stuck and what part of the pipeline they're stuck at. Um pipelines get clogged in

stuck at. Um pipelines get clogged in these transitions, right? They don't

pipelines don't get clogged in the straightaways. They get clogged in these

straightaways. They get clogged in these transitions. Um so those are the six

transitions. Um so those are the six levels and the six phases.

Um this transition uh like I said this is where it gets clogged. So you're going to actually

clogged. So you're going to actually it's called train to the transition. And

so this transition from level one to level two when you identify who you might want to raise up here, you'll

you'll train them to that transition. Um

there's um this CC is is for core competencies. We won't have time to

competencies. We won't have time to really cover this too much in depth. Um

but the core competency is something that you would say if this person has this um thought process or this mindset about something then um I can train

everything else around them whatever it means for your church to be a team leader or a level two leader I can train them to do that but if they don't have this core competency there's no amount

of training that really is going to um help them you know do a great job. I'll

give you a really common core competency for this level one leading yourself level one core competency a lot of churches choose is time management

because if you can't show up on time to your ministry obligations there's really nothing else that I can train you right like if you're working in the parking lot or if you're a greeter or you're in

the kids ministry and you can't show up um 20 minutes early for our church we show up 20 minutes early for a huddle if you can't show up 20 minutes early, I really can't train you to do anything

else. If you if you work in the parking

else. If you if you work in the parking lot and you come 15 minutes late to service every week, I can't It doesn't matter the amount of training that I I do for you. It just doesn't work. If

you're uh a Sunday school teacher and you're you're showing up 30 minutes late every week, there's no amount of teaching or training that I could do.

You you're you just will not succeed at this level. So, that's what a core

this level. So, that's what a core competency would be. And so um you're going to look for those core competencies in the level below you and

then train to that transition. Now a

common question would be you know what do you what uh well we'll cover this in a second to recap these three phases um

the leading developing and building.

There's two tough transitions and you'll see this on the printout. These darker

transitions right here are the two toughest transitions. This one right

toughest transitions. This one right here is the toughest. Um, you're going from taskoriented leadership, exampleoriented leadership

to relational leadership. It's just a different skill set and quite often we end up promoting people too fast. This

was this idea of letting people skip the levels. They we let them skip this

levels. They we let them skip this level. This was uh the example I'm

level. This was uh the example I'm thinking of was specifically in kids ministry. They were a great team member

ministry. They were a great team member and so we made them a coach and we skipped this. They went from you're

skipped this. They went from you're doing really good individually contributing but now I need you to lead um two or three different teams and each team has three or four people in it.

That's just a completely different skill set and we set that person up to fail.

Um because this is the single hardest transition to go from a good doer of things to a good leader of people. Um,

you know, to take the church out of this, if if you've ever worked outside the church, you've probably seen this a lot where a manager gets promoted above what they're actually able to do and it kind of falls apart. In Ram Chiron's

book, he actually talks about this. He

uses the example of a like a coder, a software developer where let's say Kenny is a great software developer and he writes really great code. And so we go,

man, Kenny's really good. We should make him a leader of a team. He should have a team of five to seven coders with him.

And over time, we see that Kenny's team just creates, you know, amazing pieces of software, mostly because Kenny's a rockstar coder. The team is great, yes,

rockstar coder. The team is great, yes, but Kenny is a really good doer. So, we

say, man, we should promote Kenny to be over all of our development teams. What happens then is Kenny stops coding and he starts leading through people and now

you've lost the thing that actually was what caught your eye with Kenny because you didn't recognize the transition from example leadership to relational leadership and then what ends up

happening is 6 months 8 months down the road everything's falling apart and you're like why you know why is this not working? I thought Kenny was a great

working? I thought Kenny was a great coder. He is a great coder. He's just

coder. He is a great coder. He's just

not a good leader. he needs to be trained to lead through other people.

Um, so those are the two tough tough transitions. The other one is you're

transitions. The other one is you're going from relational leadership to systematic leadership. Um, and again,

systematic leadership. Um, and again, that's just a different mindset on how to do those things. Um, you'll also see that this S and E here, these are for

skills and expectations. Every level has this title, it has a core competency, and it has a skill and expectations.

Skills are things that you can train to.

You can actually have a training about this thing. Expectations are things that

this thing. Expectations are things that um you either have or you don't have.

There's no um there's no wiggle room. Um

so um I think a good example of skills and expectations for this level one this team leader a skill would be um let's

say for uh our kids ministry a skill for for our check-in team. A a skill might be that you know how to operate our check-in um iPads, right? That's a

skill. I can train you on how to run this check-in area.

An expectation would be that you can show up 20 minutes early. I can't really train you on how

early. I can't really train you on how to do that. That's an expectation. Um,

another expectation that comes up a lot in questions people will ask, "Well, where does membership fall um in a leadership pipeline?" Um, for Grace

leadership pipeline?" Um, for Grace Church, we put um a membership as an expectation here at level two. So our

thought process is if you are going to be leading other people then you need to be a member of our church. That's an

expectation. I can't train you. Here's a

training on how to become a member of Grace Church. You can go to a membership

Grace Church. You can go to a membership class, but I I can't like train you how to do that. That's something you either want to do or you don't want to do. Um

and then the those skills and expectations build on each other, right?

So, the skills that you would need for a level two, you should have the skills of level one and level two. So, they start to build on each other. Um,

oh, that was it. The skills and expectations. Um, I'll I'll do one more

expectations. Um, I'll I'll do one more thing on these skills and expectations.

The imagine these skills and expectations as like an upside down pyramid. There should be less skills and

pyramid. There should be less skills and expectations at the bottom and more skills and expectations as you go up the leadership pipeline. And the reason for

leadership pipeline. And the reason for that, this was a another um stupid tax that we had was we put a lot of skills and expectations lower um early in our

pipeline. And what we found was there

pipeline. And what we found was there was a long lag time between when someone said, "I would like to volunteer." and

then when they could actually be on the team because there were so many skills and expectations that they had to jump through in order to get on the team. So

really think about this as what's the minimum skills and expectations that they need to join the team. So for like kids ministry, we do have policies on

bathrooms and emergencies, you know, if the fire alarm goes off, we do have policies for those, but you don't have to know those day one. You can learn

those as you go. But a skill to join the team is almost nothing. Like

really passing a background check is about all we have as skills or expectations for any team at that lower level because we want people to get on the team as fast as possible. Um so

that's how to build a leadership pipeline. Um so we can go to some Q&A

pipeline. Um so we can go to some Q&A here. Um, I have not been paying

here. Um, I have not been paying attention to the chat. So, maybe Kenny can jump in here and and catch me up here. We've got I think

we've got everything covered except for this one last one. Um, we did list the link to the worksheet. If you need it, uh, let me know and we can, um, publish it again. In fact, I'm just going to put

it again. In fact, I'm just going to put this back into the chat just in case you guys want to download and use this.

Oops, that's not it. Um, you want to use this link again to actually use with your team. There it

goes. So, you can print this out and then you can actually um go through it with this actual webinar replay. So,

again, we the number one call is to start those conversations internally.

Uh, if you have any questions about those stages, phases, all the tiers, um, let us know. um the the level system I think is very very critical in terms of

your worldview of how you approach um the structure of your organization. Also

um I'm going to go to Peter's question that's a little bit of a transition Brian and he says thank you. Do you have a curriculum for the training required to move leaders from one level to the next? like how would I accomplish that

next? like how would I accomplish that if I'm a pastor and I buy into the system that you're talking about that you've installed at your church and others have um across the country. What

what does that process look like? Could

you just talk that through? Yeah. Um so

there's a couple of things. One is um on the pipeline the lower um levels of the pipeline there's two there's two types

of development that you're doing and there's two types of trainings. So the

the lower levels are using mostly um actual trainings, right? Whether it's

books, blogs, um whatever, every church is unique. So those skills that you

is unique. So those skills that you would need to train to that transition, especially in each ministry, um are going to be unique. Um but then you also

have um onboarding training, which most churches have, but they they don't do really well. And then almost no church

really well. And then almost no church that I've talked to has what I call ongoing training. So just because they

ongoing training. So just because they join the team, what are you training them to do now? Um and so like I said, every church is going to be unique. Um

and every ministry is going to be unique. If I can go back um

unique. If I can go back um um this dotted line right here that you see here, um this is called the 9010

rule. um everything below this dotted

rule. um everything below this dotted line. So these first two levels, 90% of

line. So these first two levels, 90% of the skills and expectations will be unique to every ministry.

Um when you get above this line, you are now getting into relational leadership.

90% will be the same above that line.

And so you can imagine the skills and expectations required for the parking lot for a team member or a team leader are very different than what kids ministry needs

and is very different than what life group leaders or small group leaders need and is very different than special needs ministry and is very different than your men's ministry and is very

different than the cafe. So all those things are very different. So all that to say, we do have a a a set of um

trainings, but they are geared towards this level three and up because this level one and level two are very um

unique to every church and every ministry in that church. Even at Grace Church, we have four locations. Some of

those things are unique to a location in a ministry, especially kids ministry.

some of the trainings and policies on um emergency evacuations and what to do when are are dictated by how the space is designed um and the breakup of the

classrooms. So even some of those skills and expectations down there are unique um from location to location for Grace Church. So, I don't know if that

Church. So, I don't know if that answered the question or not, but we do have uh ministry library does have a set

of um of uh what we call leadership workshops that will help you um identify um and train these different skills um

in the leadership pipeline. Again, each

church is unique. Um so ministry library at this point has a little over 160 of those leadership workshops to help um in

that training of um those higher level leaders down here. You're doing a lot of of actual trainings above this line.

You're doing what's called apprenticing.

And so this takes a little bit more time. And it it really uses that that

time. And it it really uses that that model that Jesus has with the four T's.

You're you're going to show um a video.

this is how our workshops work. You'll

show a video. Um then there's a 45minute discussion that is um clearly focused on how to apply the one thing that you just learned about together. Um and then

you'll let them go try it for a month and then it um we what we recommend is having a monthly rhythm of these leadership development meetings where you're using a workshop every single

month. And then what we've done is we've

month. And then what we've done is we've put those workshops into what we call a road map. So you can um choose different

road map. So you can um choose different road maps anywhere from 6 months to nine months long that give you a development path to help train and apprentice these

different leaders at different levels.

I think you're muted, Kenny.

Uh Zoom loves to mute me all the time.

Uh so Paul is asking, "Is it possible to get a copy of a completed worksheet for reference? Like what does it look like?"

reference? Like what does it look like?"

I think inside Ministry Library um you're able to get that type of thing, right? Maybe we transition to the next

right? Maybe we transition to the next slide to move to to answer that question. Yeah. So, so that is probably

question. Yeah. So, so that is probably the number one question that I get asked. Um and my answer you're not going

asked. Um and my answer you're not going to like Paul is every church is unique.

And so as soon as you see something from another church, it's very hard for you to come up with something creative on your own. But every church culture um

your own. But every church culture um the staffing that you have currently, the gifts that are present in the leadership team are all different. And

so skills, expectations, names, core competencies, all those things will be very unique to a church. But um we do

have um I'll go here like these leadership um pipelines that or these um workshops that we have will help you

identify those um specifically um yeah so this you could build it out on your own this the leadership pipeline um with that fill-in-theblank um you know paper

that we have and you can define all the stages and um get buyin from different leaders and get feedback um then you can start to create your own training

content. Um, lots of people will use um

content. Um, lots of people will use um books, blog posts, podcasts, TED talks um or even um write some of their own

things um for trainings. Um but it does take a long time and it took us a long time uh for Grace Church to build this stuff out. And so what what ministry

stuff out. And so what what ministry library was born out of this idea of helping churches with this leadership pipeline. And so we have um over 160 of

pipeline. And so we have um over 160 of these um workshops led by a lot of different people. Um Carrie Duhof, Klay

different people. Um Carrie Duhof, Klay Scragggins, Rich Burch um may have heard of some some of these other people. Um

and like I said, it's a it's a 15-minute video teaching along with a 45minute guide um that will help you um learn

together. Um these are some of the uh

together. Um these are some of the uh workshops that we have. Um so effective ways to recruit volunteers.

Um how to see hidden growth barriers. Um

what do you do um when you need to build a healthy culture. Um Jenny Katherine, one of the most popular ones is is this one, how to lead through chaos. Um

that's a really good discussion where um she gives you some really practical things and then the discussion guide actually um leads your team through

identifying the last five um uh crisis that your church went through and then how to make an action plan to lead through those crisis. Um we had Tyler from text and church um talk through

what's the ideal follow-up sequence for your for your church for first-time guests. Um how to develop the people who

guests. Um how to develop the people who are developing leaders. So this is just a um you know a little bit of um the workshops that uh ministry library has.

And Brian just again how many workshops are there total? I think there's 167 the last so you can almost go through one every other day seven days a week throughout the entire year. So you're

not you're going to be able to go in cherrypick um and curate your own journey for your own staff members.

Right. Well yeah and if you think about it I mean they're kind of weighty. So,

if you think about that one with the crisis, identifying the five um most recent crisis that your church went through, creating this um playbook essentially for how to lead through

those things, you you can't do that stuff every week. So, that's why we say it's best to get in a rhythm of doing it once a month. So, if you did it once a

month, you're talking about 167 months worth of leadership workshops before you would exhaust everything. Um, and that would assume that we we don't add anything else. But, um, but yeah, so

anything else. But, um, but yeah, so this is Dave uh Robertson. He uh is a longtime um uh ministry library uh member and his biggest thing is it's just winning back

time, right? He's a busy pastor. Um he

time, right? He's a busy pastor. Um he

knows that he should be developing leaders, but again, it's one of those things. It's not falling on the urgent,

things. It's not falling on the urgent, it's important. And so, um, Ministry

it's important. And so, um, Ministry Library gives him that solution, um, to help him as a busy pastor, train the people that he knows he should be investing in and training, but also not

taking up a ton of time. Um, so, uh, I've never done this before with with Ministry Library. Um, I'm I'm bundling a

Ministry Library. Um, I'm I'm bundling a bunch of stuff together and given like a huge discount. Um so the the workshop

huge discount. Um so the the workshop library that we have like I said that's 167 um uh workshops that you can use and we

have road maps that uh group these um different uh workshops together in useful um ways so that um you can literally just pick one and start your

journey of leading your teams. That's normally $348 a year. Um, and so, uh, we're going to give a a pretty big discount. I was talking with Kenny

discount. I was talking with Kenny before the, um, before the webinar, and he was kind of shocked at the discount of this, but we're not we're not only going to do, um, I

thought you were going to come and just do like a 10% discount or something.

That was Yeah. No. Yeah. And then I I talked to Michael, too, and he he thought this was kind of crazy, but we're we're also going to throw in the pipeline master class. Um the master

class um this was just literally not even scratching the surface of the leadership pipeline. We have a

leadership pipeline. We have a leadership pip what's called a master class. It's it's um it's eight

class. It's it's um it's eight sessions. Um each session is about 20

sessions. Um each session is about 20 minutes and then there's a group um uh a facilitator's guide. So it's actually

facilitator's guide. So it's actually meant to be like a uh in-house conference. So instead of um you know

conference. So instead of um you know going to a conference, you can host your own conference. And churches are doing

own conference. And churches are doing this every month with ministry library content. They're hosting their own mini

content. They're hosting their own mini conference for their leaders. And this

specific one has eight sessions, eight main sessions and application guides.

And it gives you the pastor facilitator guide on how to run this um full day training. Um and by the end of the day,

training. Um and by the end of the day, we will walk through every single thing you need. um to fill out that leadership

you need. um to fill out that leadership pipeline. Um we'll go way more into

pipeline. Um we'll go way more into depth. We'll give more examples. We'll

depth. We'll give more examples. We'll

cover core competencies more um roles, titles. We'll give specific skills. And

titles. We'll give specific skills. And

then we have other experts in different areas that will talk about each level of the leadership pipeline in depth. Um

that's that's normally $197, but we're going to throw that one in as well um to this webinar bonus. I've never done a webinar, so I don't know. Maybe maybe

it's too much. Um but we also have um something in ministry library that we started last year. Um and it's this uh book summaries. So we have over a

book summaries. So we have over a hundred different book summaries for pastors that take um ministry books and business leadership books um and and

strategy books and and we um distill all the best information and give it to you in about a 10-page PDF. Um and so we'll throw all of that stuff in. Normally

that would be a total of $644.

Um with this being a recurring um yearly membership. Um but uh I was talking with

membership. Um but uh I was talking with Kenny, we're we're going to do it for the webinar for $2.99. Um so it ends up being like a 50 something% discount.

More than 50% off. Again, I thought you were doing 10% 50% off today. That's

what we originally were expecting and then you showed up. I think and again I will say this um I respect Brian a lot.

I think his heart really is he's trying to help literally thousands of churches.

How do we get this um leadership pipeline concept to be actually installed? The more ministries that

installed? The more ministries that adopt this, you can just see the more ministries are going to have success and impact across their entire community.

And um so Brian, thank you so much for being generous um with everybody that's showing up here today. Yeah, I just put the link um to that um page for the

discount um in the chat. Um but ministry library.com webinar checkout. Um I I also wanted to

webinar checkout. Um I I also wanted to show you guys a little bit um kind of peak behind the curtain on what some of these things are.

Um so like this is what our booknotes um look like, the book summaries. Um when

you go to that page, it's literally just a library of books. Um some are Christian, some are not. Um and then this is a uh like the front page of of

one of the um book summaries um on the working genius by Patrick Lencion. I

believe it has some discussion questions also in your book summaries, right?

Yeah. So it we give you the big idea which is here we go into major um themes of the book. Um then we go to um

practical takeaways. Um and then we end

practical takeaways. Um and then we end it with um usually about 20 to 25 application questions. Um so one of the

application questions. Um so one of the like um mantras or guiding principles that I have um in my life, my my own personal

life, but then you know I um infuse this into what ministry library does is I feel like pastors take notes all the time. like we take notes about things

time. like we take notes about things all the time but notes don't change anything. Um so I always say like stop

anything. Um so I always say like stop taking notes and start taking action and so all of our applica all of our stuff is leading to application not just it's

good to know stuff but like these six working geniuses okay now that you know this how can you apply these six working geniuses to your staff to help your

staff do more and accomplish more. Um,

so yeah, application over just just knowledge. So this is our our booknotes.

knowledge. So this is our our booknotes.

Um, and I think I think there's like 110 booknotes and we're we're adding more.

Um, I love them. This is this is an uh an example of one of our road maps. Um,

so this is a six-month road map about building great culture. Um, it starts with Jenny Catatherine, building great culture. Um then we have um one from

culture. Um then we have um one from Sean Lovejoy about how to foster a healthy team culture which is different than building a healthy church culture.

Um we then do one on the four uh disciplines that create organizational health. Um te team cohesiveness,

health. Um te team cohesiveness, clarity communication.

Um we also do five uh keys to creating a great team culture. So this again is Jenny Katherine. She talks a lot about

Jenny Katherine. She talks a lot about culture. um creating a culture of

culture. um creating a culture of leadership development and then how do we build a culture of generosity. So we

go through how to build good um you know uh culture as a church but then how do we actually build team culture and then how do we get some of these um cultures

to the church specifically of leadership development um uh getting more volunteers what that looks like and a culture of generosity. Um, so that's just one of our road mapaps. And this if

if you did all of these, this would take you six months. Um, to watch one, apply it, come back, watch the next one, apply it, come back. So that's a six-month road map on on building a great culture.

But that's just one of our our road maps. Um, and then this is what the uh

maps. Um, and then this is what the uh master class would look like. Um, so we have a facilitator's guide that will actually walk you through how to have that one-day um kind of training session

or kind of mini conference. Um then the discussion guides that you can print off um and hand out to your teams. And it goes through different group activities that you'll be doing in between these

different sessions. And then it gives

different sessions. And then it gives you some tips on brainstorming on how to lead some of those um uh kind of creative or active learning um group uh

exercises. And then these are the

exercises. And then these are the different um uh sessions that we have.

So um how to build a leadership pipeline, the essentials of a leadership pipeline, leading yourself well, leading others well. So now we're going through

others well. So now we're going through the actual um roles of each of those levels, right? Leading yourself well,

levels, right? Leading yourself well, leading others well, developing leaders, developing people who develop leaders, building healthy systems, building healthy culture, right? So you can see

how um this is just a way uh in-depth way um to build this pipeline much more than what you know we were able to cover in this in this webinar.

Awesome. Um so let me just I just want to say one thing because I've been inside the ministry library those um basically

um can you go back to the one with Jenny Katherine on culture I want to make sure this is not just a library of videos right but this is an actual curriculum

that has been curated so it's not all these random topics it is meant for the pastor to remove the work of having to curate and pull together all the lessons and resources and and things like that

for each of the meetings. So, it's

almost like you can set and forget it.

You just schedule the meetings, you show up, you facilitate, and you walk your teams through it. So, I think this is a little bit a unique um differentiator in terms of value for the system and

platform that you guys have built here at Ministry Library. Brian. Um, yeah.

One of the things that I keep hearing from pastors who are using this is um sometimes pastors are uh they know what needs to happen next, but sometimes

their teams don't necessarily agree or maybe they don't um see the pastor as an expert at something. Um what ministry library

something. Um what ministry library allows you to do is you can I mean you can go through one of these road maps obviously and pick those but you can also um kind of do all cart and search

through our library pick something that you know your team needs to work on and now you're showing it as you're bringing

in almost a third a third party expert to come into the room to teach you all how to do something and then you as the pastor can curate that um group

discussion to really lead the team exactly where you know they should be going, but it's just a much more um I guess collaborative way to learn. Um

because you're learning together um and then you're you're applying together. Um

so that's like just a a really cool piece of feedback we keep getting from people. Dave um just put the link in the

people. Dave um just put the link in the uh chat. I asked or Dave asked I put the

uh chat. I asked or Dave asked I put the link in the chat so that you can get this. This is not a public page. It's a

this. This is not a public page. It's a

specific um page made for all of our webinar attendees that you can get the library, the pipelines, uh the book summaries, all that together. And so you

can check out on that page. And just to let you know again, I think um in terms of the way Brian has positioned this for churches, he's building this because

he's used all these things in his own church um that he's even offering a 100% money back guarantee. it's on that page, you can read it. Um, and so there's

really no risk. I I think the the number one thing that we're trying to do with uh platforming these resources and partners with these this ongoing series

of webinars is we're trying to make it dead simple for you to try new things that we find effective and best practices to really grow your church and

and create more impact. And so I think the combination of making this affordable, which um if you divide that by 12 months, what is that? It's 24

something. It's under 25 bucks a month.

Um so if you went out and treated your uh staff to one meeting um a month and you dropped $25, uh this would be the equivalent of that. Um that is

affordable because you you it's more than one meeting's worth. you get tons of this stuff both for you personally as well as um you know your staff etc. Um

can we pay monthly is a question Brian how does that work is how does payments work? Um this is only yearly um so no

work? Um this is only yearly um so no monthly options but a one-time um or not a it's a $2.99 a year. Yeah.

Yeah. And again, I think the the that's the point like you can go in and try it.

If you don't like it, uh you can get out and then request a refund. Um and

Brian's and his team will actually refund that. So this is my number one

refund that. So this is my number one suggestion is if there's anything of value in the resources that he previewed and um that's outside of just that

pipeline worksheet that he talked to you about and all that pip the master class on that. If there all these other

on that. If there all these other things, um, if anything of you intrigues you, I would go ahead and get it because it's 100% money back guarantee. We've

removed all the risk. Um, that's what Brian has told us coming into this thing. So, we want you to try it out and

thing. So, we want you to try it out and then give us feedback. Um, we'd love to hear on on my side. I'd love to hear what do you like about it? What's the

strength of it? I know Diane uh above said that um she loved the the book summaries. uh that was valuable to her.

summaries. uh that was valuable to her.

Um yeah, uh Diane says, "Oh, you haven't gone into the summary. You're just

excited looking over the topics." Um

yeah, I think you're going to be you're going to be quite surprised. It's

different than other executive book summary services. And I think the the

summary services. And I think the the other part is that because they're written in a way that is it knows the context of your church leader and that you might have a book club or do

something with your staff, there discussion guides. the way that it

discussion guides. the way that it breaks it down um over the multiple pages for each book is quite different than just a sterile book summary. Um

again, this is all with leadership development in mind. Um okay, we're going to round out this webinar. Any

other questions? We've got still about uh couple dozen people on the line here.

any what other questions do you have for Brian specifically about the pipeline stuff that he shared today or uh this resource uh that this treasure chest of the ministry library? What questions do

you have? Leave it in the chat and we'll

you have? Leave it in the chat and we'll take care of it for you today. Um again

um copy down this link and make sure you take care of it. It's uh the the the offer will expire so it's not permanent.

So again I just encourage you to try it out today. there is no risk involved at

out today. there is no risk involved at all. Um, and on my side, uh, Brian,

all. Um, and on my side, uh, Brian, thank you so much for being with us today. I think we need to have you back

today. I think we need to have you back again to dive into some of these other topics across leadership development. I

think you have so many great methodologies and approaches to actually managing teams, managing ministries, growth. Um, and and we'll have to tap

growth. Um, and and we'll have to tap your uh, wisdom in a future session if that's okay with you. Yeah, I would love that. Um the deadline right now um I

that. Um the deadline right now um I think it's to the what Brian is it to the end of next week when or is it the end of this week? I think it's Yeah.

Next Friday I think is what you guys said. Yeah. Um so I I think you you want

said. Yeah. Um so I I think you you want to get in there. You don't want to lose this discount. He's never done this

this discount. He's never done this discount before. This actually uh Yeah.

discount before. This actually uh Yeah.

I mean you would even think 50% was the max, but you went you went beyond 50% off which I that still shocking to me.

Um, so you're not going to see this offer publicly out there. So anyway, uh, thank you for joining us. Um, my my email address is kenny@ministrylink.com

if you want to give me feedback and also what are the topics you want Brian to go into if we have him next or other topics in general in terms of church leadership, church growth, church

development. uh we would love to hear

development. uh we would love to hear what's of interest to you, what would be of value uh for our next webinar and our next training for you guys. Um but till then, thank you so much for joining us

and we'll see you online. We will send out an email with a recap with the recording and the worksheet and um hopefully you'll take advantage of the offer and we'll see you inside Ministry

Library. Thank you everybody.

Library. Thank you everybody.