{"id":31728,"date":"2022-09-10T15:41:44","date_gmt":"2022-09-10T20:41:44","guid":{"rendered":"https:\/\/www.biblia.work\/sermons\/5-steps-to-expand-your-influence-while-empowering-others\/"},"modified":"2022-09-10T15:41:44","modified_gmt":"2022-09-10T20:41:44","slug":"5-steps-to-expand-your-influence-while-empowering-others","status":"publish","type":"post","link":"https:\/\/www.biblia.work\/sermons\/5-steps-to-expand-your-influence-while-empowering-others\/","title":{"rendered":"5 Steps to Expand Your Influence While Empowering Others"},"content":{"rendered":"
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youssef naddam photo – Unsplash<\/div>\n

By Chuck Peters<\/em><\/p>\n

Delegation is an art that many leaders struggle to master. Many who lead in small to midsize organizations\u2014and certainly those leading start-ups\u2014tend to default to leading from an entrepreneurial posture.<\/p>\n

In these settings the top-level leader does much of the work him\/herself and is involved in every decision, no matter how small. In many cases there\u2019s no one to whom they can<\/em> delegate.<\/p>\n

The CEO or senior pastor is the sole possessor of the vision required to execute with any measure of accuracy and excellence.<\/p>\n

While this DIY approach is essential when organizations are new and small, it\u2019s necessary for one\u2019s leadership style to adapt as the organization expands.<\/p>\n

Problems occur and organizational growth is stunted if the leader is unwilling or unable to transfer his\/her values to capable persons and hand off delegable tasks and empowering them to act.<\/p>\n

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In larger organizations or churches, leaders may be tempted to hold on to tasks in an effort to protect and preserve their positions. \u201cIf someone else can do my work, am I really needed?\u201d The answer is emphatically, yes!<\/p>\n

The best leaders do more than complete tasks. Great leaders create<\/em> leaders.<\/p>\n

Here\u2019s a simple five-step strategy to help you empower others so you can grow your ministry role.<\/p>\n

Step 1: Initiate Goals<\/strong><\/h3>\n

Leaders need to identify and establish clear goals for their team(s), including which tasks that leader must retain and which he\/she should hand off to a capable teammate.<\/p>\n

It\u2019s the leader\u2019s job to keep important tasks and initiatives front and center. Set priorities. Raise the bar. Clear the way. All delegation must begin with the leader initiating action.<\/p>\n

It\u2019s important to note that a leader cannot delegate important tasks to unqualified persons. The leader must delegate appropriate tasks to people who are qualified to handle them.<\/p>\n

Step 2: Formulate Strategy<\/strong><\/h3>\n

Leaders need to work with their team(s) to lay out a roadmap that frames and names success.<\/p>\n

Identify sequences, action steps, milestones, and landmarks for the team that helps them know whether they\u2019re on the right track.<\/p>\n

This may include documenting and explaining processes and providing detailed checklists to make sure the delegate understands everything necessary to complete the task.<\/p>\n

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See also  The Power of the Ordinary Moments<\/div>\n<\/div>\n<\/div>\n
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Step 3: Communicate Expectations<\/strong><\/h3>\n

Leaders need to articulate expectations for the team. Speed, quality, cost, reporting\/communication, accountability, and deliverables need to be clearly defined and understood.<\/p>\n

Communicating expectations is the onus of the leader. Make them realistic, attainable and sustainable. Include the expectation of communication.<\/p>\n

It\u2019s important to build in a feedback loop so that problems and progress are regularly reported upline so you know what\u2019s happening.<\/p>\n

Step 4: Delegate Responsibility<\/strong><\/h3>\n

Leaders need to authorize and empower qualified people to own projects, take action, and make decisions without encumbrance.<\/p>\n

The purpose of delegation is for leaders to release work to others so that tasks can be accomplished without the constant, direct, personal involvement of the leader.<\/p>\n

Letting go is one of the most difficult things for self-made, hands-on, entrepreneurial leaders to do, but it is absolutely necessary to grow an organization.<\/p>\n

Step 5: Elevate Thinking<\/strong><\/h3>\n

Once a task or project has been delegated, the leader has to repurpose his\/her time in a way that allows them to function at a higher level. Delegation enables leaders to raise their thinking.<\/p>\n

One of the goals for the top-level leader is to stop functioning in the urgent\/immediate (a mode often characterized as reactive panic) and start functioning in the important\/future (characterized by proactive planning) so they can continually look ahead to identify new vision and direction.<\/p>\n

Delegation is for the purpose of replication, multiplication, and expansion. As leaders we must always strive to see and think and operate on increasingly higher levels.<\/p>\n

The secret to scaling any organization, no matter what the size, is for leaders to develop the discipline that allows them to continually delegate and elevate.<\/p>\n

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CHUCK PETERS<\/strong><\/h2>\n

@_chuckpeters<\/strong><\/p>\n

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Chuck is director of operations for <\/em>Lifeway Kids<\/em>. He is a graduate of Columbia Bible College and lives outside Nashville with his wife and four kids.<\/em><\/p>\n<\/div>\n