Earlier this year, I participated in a series of roundtable discussions with several prominent pastors. Despite stories of ministry success, one concern dominated the conversation: a lack of young leaders.

These pastors had staff members, strategies, and budgets, but they were struggling to pass the ministry baton to the next generation.

I felt a knot in my chest. At the time, I was concluding doctoral research on the topic. My studies confirmed what these leaders were saying. The crisis is real, and it threatens the future of the American Church.

My interest in this issue arose from personal experience. After planting Lifehouse Church (Assemblies of God) 20 years ago in Hagerstown, Maryland, I soon realized the supply of leaders lagged behind our vision and the congregation’s growth.

Our team decided to develop new leaders instead of trying to fill positions from outside the church. We committed to a slow, relational process, assigning real responsibility, mentoring through wins and failures, and fostering a leadership culture.

Over time, Lifehouse developed a pipeline for moving individuals from the pews into leadership positions. We have since planted 10 congregations, mentored and invested in more than 75 church plants, and sent out hundreds of leaders into these works.

Most of our staff members started as a new believer or volunteer in one of the churches we planted. As a pastor, one of my greatest joys has been watching these leaders train and send others to launch new ministries across our region and beyond.

Foundation of Faith

Developing leaders requires time, resources, and patience. It’s not easy, but it’s also not optional. The continuation of ministry depends on a steady, faithful commitment to training workers.

The Church has understood this principle from the beginning. In the Book of Acts, leaders mentored, empowered, and released others to spread the gospel.

Barnabas invested in Paul. In turn, Paul mentored others, including Timothy and Titus.

Unfortunately, the Church has drifted from this pattern. Too few pastors today are actively mentoring younger leaders.

Many congregations are no longer inspiring, equipping, and sending new ministers. They have trouble filling open pastoral positions within their own ranks because they have not prepared leaders in advance.

Without a sustainable, intentional leadership pipeline, the next generation of leaders will remain untapped and undeveloped, and local churches will not reach their ministry potential.

Following that roundtable discussion, I was more convinced than ever that a church’s long-term impact does not depend on better branding or trendier programming, but relentless discipleship.

Passing on faith to the next generation is not just an organizational best practice. It is a biblical mandate — a through line of Scripture.

Psalm 145:4 says, “One generation commends your works to another; they tell of your mighty acts.”

In the Book of Acts, Jesus gave His followers power to serve as witnesses of the gospel. This testimony would reach the ends of the earth and span generations (Acts 1:8; 2:39).

Every revival, movement, and ministry stands on a foundation of faith laid down by those who came before. We must not fail to continue this work today.

Family Model

Leadership development often begins in the home. Many believers point to a family member’s role in shaping their faith early in life.

The apostle Paul acknowledged the spiritual influence of family, telling Timothy, “I am reminded of your sincere faith, which first lived in your grandmother Lois and in your mother Eunice and, I am persuaded, now lives in you also” (2 Timothy 1:5).

A church’s long-
term impact does
not depend on
better branding
or trendier programming,
but relentless discipleship.

Paul followed a relational and familial model of discipleship, referring to Timothy and others as his children in the faith (1 Corinthians 4:17; Galatians 4:19; Philippians 2:22; 2 Timothy 2:1; Titus 1:4; Philemon 10).

Indeed, biblical principles for instilling faith at home are applicable to spiritual sons and daughters.

As you disciple the next generation of leaders, share testimonies of God’s faithfulness (Exodus 12:26–27; 13:8–10,14–16; Joshua 4:1–7); teach the Word (Deuteronomy 4:9–10; 6:6–9; 11:18–21; 31:9–13; Psalm 78:5–8); and provide loving guidance (1 Corinthians 4:14–16).

Invite emerging leaders into mentoring experiences that include meaningful opportunities for ministry.

Cultivate missional awareness by highlighting needs, celebrating those who serve, and offering memorable experiences, such as missions trips.

Approach leadership development as discipleship — with a focus on character, not just competence.

A leadership pipeline is not about filling job openings, but raising up spiritual sons and daughters. It is about equipping disciples to continue and multiply the mission for generations to come — both in the local congregation and the broader Church.

This is the model the Early Church followed. Consider Paul’s charge to Timothy:  “You then, my son, be strong in the grace that is in Christ Jesus. And the things you have heard me say in the presence of many witnesses entrust to reliable people who will also be qualified to teach others” (2 Timothy 2:2).

From his own ministry to the “others” yet to receive discipleship, Paul covers four generations in a single sentence. It’s a blueprint for any church longing to invest in emerging leaders and yield lasting impact.

Paul cared deeply about his young protégé. But the apostle’s relational investment was not just for Timothy’s sake. Paul had a long-term vision for the continuation of ministry through an ever-growing family of gospel witnesses.

Effective leaders plan for future ministry. They identify potential early — even in overlooked or unexpected places — and create environments where gifts can take root and grow. They provide time and space for skills to develop and character to mature, entrusting responsibilities gradually and guiding mentees with both grace and truth.

Broken Pipelines

During my research, I identified five factors that contribute to the breakdown of leadership pipelines.

1. Congregations are plugging holes instead of building future leaders. Many churches look for workers only as needs arise, neglecting ongoing leadership development.

2. Development of leaders is episodic, not systematic. Occasional seminars and recruitment programs inspire but rarely create steady pipelines. Without an intentional process for discipling and equipping the next generation, the leadership pool will dry up.

3. Generational ministries remain siloed. Many students and young adults stay in subgroups with other young people, experiencing little interaction with the rest of the congregation. Such isolation can become a barrier to leadership.

4. Pastoral succession is reactive. Most churches have no succession plans. Only when a pastor leaves or burns out does a serious search begin. This can result in a loss of culture, continuity, and stability.

5. There is a lack of long-term investment in the next generation. Beyond youth group, there are few structures in place at the congregational level to help young adults develop as leaders.

Consequently, ministers are missing opportunities to build intergenerational relationships, provide mentoring, and create successful leadership pipelines.

Four Practices

It doesn’t have to be this way. By strategically preparing young leaders for gospel proclamation, we can see a fresh infusion of Kingdom workers and spiritual renewal that will ripple across the generations.

There are four practices every congregation can implement now to create a lasting leadership pipeline.

1. Create space for the next generation to serve. Young people who are eager to make a difference often have little access to meaningful ministry opportunities in the local church.

Congregations can become more intentional about entrusting ministry to young adults, students, and even children. Early serving experiences open hearts to God’s mission and calling.

Provide volunteer training for believers of all ages. Make the church’s leadership pipeline visible, accessible, and celebrated.

Serving is an important part of faith formation. More than just a bridge to future leadership, it is a first step toward a lifelong ministry mindset.

Offer small-group discipleship for students who are interested in leadership.

Empower and equip young adults to lead prayer teams and other volunteer ministries.

Remind staff members to look for potential and invite people to get involved.

Create volunteer opportunities for kids, such as leading worship during children’s church or praying with peers.

Serving is an important part of faith formation. More than just a bridge to future leadership, it is a first step toward a lifelong ministry mindset.

Despite Timothy’s youth, Paul encouraged him to embrace his ministry calling (1 Timothy 4:12). We must do the same with this generation of young people.

2. Form mentoring relationships. True transformation happens in the context of relationship.

Jesus chose disciples not because they were fully ready, but so they could “be with Him” (Mark 3:14). His investment wasn’t transactional but deeply relational. Jesus walked with the Twelve, giving them opportunities to watch and share in His life and ministry.

This pattern continued with leaders like Barnabas and Paul, who poured into others through ongoing relationship and shared experiences.

From my experience and research, every multiplying leader had a mentor who invested consistently and patiently in his or her development. These leaders first observed ministry, then experienced it with a mentor, then repeated it independently.

At Lifehouse, mentoring and coaching are integral to every ministry team. Seasoned leaders apprentice those who are just beginning the leadership journey.

Mentoring happens over coffee, amid times of prayer, through studies and book discussions, and during hands-on ministry. A relational context allows space for airing doubts, celebrating progress, and recovering from failures.

Growth happens as a mentor walks alongside an emerging leader, rather than just filling out an evaluation form or critiquing performance.

Invite, equip, and empower leaders to become mentors. Provide resources and training for potential mentors. Plan gatherings where mentors can collaborate, discuss challenges, and pray together.

During staff meetings, make a point of asking, “How are you investing in the next generation of leaders?”

Before stepping into leadership, young people require more than information. They need relational access to healthy leaders who will say, like Paul, “Follow my example, as I follow the example of Christ” (1 Corinthians 11:1).

3. Build structures for leadership development. Paul did not merely recruit capable individuals. He poured his life into mentoring and equipping emerging leaders over extended seasons, providing a roadmap for sustainable leadership.

Barnabas similarly modeled relational apprenticeship, nurturing Paul early in his ministry and working alongside him (Acts 9:26–27; 11:22–26).

These relationships included shared ministry, vulnerability, correction, and mutual growth.

An organized development pipeline invites continuous recruitment of new and emerging leaders, with existing leaders taking responsibility for their growth. This embeds a culture of ministry apprenticeship.

At Lifehouse, we don’t treat leadership as only for the called few. Instead, we establish both discipleship and leadership pathways with multiple touchpoints for growth, including formal training, real-world ministry experience, and spiritual formation.

Structured programs provide scaffolding where character and competence can develop in tandem.

When entrusting young leaders with significant ministry opportunity, provide space for them to make mistakes and learn from those experiences.

Failure isn’t final. In fact, it can be the training ground for significant spiritual and leadership formation.

Create a safe environment where new and emerging leaders can take risks — and perhaps even manage new projects and resources — so they can develop through struggles and trial runs.

Encourage young leaders to seek formal ministry training. Leverage in-person and online degree programs and continuing education available through AG colleges and universities.

Leadership cultivation is not about rushing or merely filling roles, but shaping servant-hearted leaders who become capable of developing others.

4. Track what you value. Paul’s focus was not on crowd size or personal branding. He preached “Christ crucified” (1 Corinthians 1:23), while investing in next-generation leaders who themselves became multipliers.

Instead of just
counting how
many gather,
rejoice over each
person you equip,
release, and send.

The apostle’s scorecard wasn’t the size of his own following, but the exponential spread of the gospel through leaders he prepared and sent. In his letters, Paul regularly celebrated the faithful who equipped and empowered others.

Paul was not looking for momentary wins, but an enduring harvest.

At Lifehouse, we revised our metrics beyond attendance and offerings to include leader development, volunteer training, apprentices, mentorships, and the sending of ministers and missionaries.

Instead of just counting how many gather, rejoice over each person you equip, release, and send.

Create a dashboard to track participation in your church’s leadership pipeline. Publicly acknowledge those who are taking on new responsibilities, starting mentorships, and moving into full-time ministry. Celebrate not just those you keep, but also — perhaps especially — those you release.

During staff and leadership meetings, include updates on new leaders the church develops and pipeline milestones it reaches. Highlight volunteers who became key leaders and students who are stepping into significant roles.

Make storytelling the fuel for cultural change. Feature testimonies of emerging young leaders during services.

Reinforce at every turn that your church’s legacy depends on preparing people for future ministry.

Winning By Sending

Churches must build timelines that fit the biblical process of slow development.

Allow leaders to serve in obscurity. Resist the urge to fill every need by promoting too early. Nurture deep spiritual formation, so when opportunities arise, the faith and integrity of those serving will be strong.

In Acts 13, the church at Antioch fasted and worshipped, then gave Paul and Barnabas to God’s calling. Paul likewise commissioned and released leaders he developed.

These apostles celebrated sending, trusting that what they’d sown would bear fruit far beyond their borders.

This is the greatest test of your leadership pipeline’s strength: preparing and sending leaders, not just hoarding them.

At Lifehouse, we rejoice when members of the congregation go to plant churches, serve on the mission field, or develop ministries outside of our network.

The measure of a church’s legacy is not about who stays, but who answers the call to go. Celebrate that the fruit of your ministry is growing on another tree.

Build open-handedness into your culture. Affirm God’s calling on the lives of people in your pipeline, whether the Spirit is leading them to serve your congregation or minister elsewhere.

Send out new ministers with fanfare, reminding congregants that developing the next generation is essential and sending is a Kingdom win, not a loss.

Developing a leadership pipeline requires courage, patience, relentless hope, and a willingness to accept mistakes as part of the learning process. Yet the sacrifices, frustrations, and investments of time and resources are well worth it.

Let go of the illusion of control, trust God to lead the next generation just as He has led you, and refuse to measure success only by what’s visible today.

I have watched the Lord turn ordinary, and sometimes unlikely, people into extraordinary leaders, pastors, and church planters. The key wasn’t their charisma or qualifications, but God’s faithfulness and the spiritual community’s obedience.

The ministry leadership baton is always meant to be passed rather than carried endlessly by one generation.

A healthy Church in the future depends on us building intentional leadership pipelines now. This is not glamorous work, and it’s seldom quick. But it is faithful, biblical, and essential.

By creating pathways, coaching through relationships, affirming theological education, and committing to send rather than hoard, churches can ensure a new generation of leaders carries God’s mission.

Stop hoping leaders will appear from somewhere else. Start preparing them right where you are. The Church of tomorrow depends on it.

This article appears in the Fall 2025 issue of Influence magazine.