5 Actions That Will Drive Continual Growth with Young Leaders

by Kristin Miller, Director of Resident Development

Excerpts of First Thursday Webinar 09/07/23 on Continual Growth. An interview of Brittany Crimmel with Guest Host Rich Birch.

Continual Growth is one of 20 of Leadership Pathway’s **Core20 Soft Skills that provide a framework for coaching of young leaders as they begin a church leadership residency.

Brittany Crimmel is a 20-something Production Manager at Saddleback Church’s Lake Forest Campus in southern CA. As an impressive as that might be, it’s really her passion to grow, helping others meet Jesus all along the way that is inspiring, especially as you take a closer look into the path that got her where she is today and what the future might hold 5 or 10 years from now.

From her own experience,Brittany admits that continuous growth has a chance when...

// Leadership Development is owned from the top of the organization. This made all the difference for her while serving as an intern/resident at a church in Baltimore, MD. The lead pastor shared and oozed this vision, and it was a high value to their staff and church culture.

//Matchmaking is worth considering in placing your resident. This particularly rings true when a resident follows a leader (not just the organization or the location). It is essential that the coach or supervisor clicks with this potential resident in that interview!

That was certainly Brittany’s story. She selected this church because of the leader. There was an alignment she recognized with passion and the opportunity. She identified her as being someone she’d want to be years down the road and therefore, wanted to learn from consistently.

// There is an expectation that tumultuous times are going to happen. Navigating these with those youngest and newest among us is that much more critical and necessary.

Staff turnover or other difficult ministry or staff situations are likely to occur. Brittany speaks from her own time, having had 3 different bosses in 3 years’ time. Helping ease this transition is needed, especially with younger and newer leaders. Not all leaders of residents are natural developers, so keeping accountability high and expectations clear for those church leaders early on may help avoid their residents falling through the cracks or quitting altogether.

// We over-communicate to our team about context and change regarding the intern/resident. For example, when he or she gets hired full-time, what changes next Monday?

Sometimes this transition is awkward and even painful. The young resident is now a peer or possibly even a boss. Recognizing gifting and submitting to leadership of this now full-timer is not always readily accepted by others on the team. Communication with crystal clear expectations from those higher up prior to and during this transition could likely alleviate this elephant in the room.

// This can come full circle. What Brittany learned in those first couple of years, she’s now helping others navigate in their times as interns/residents.

According to Brittany, better leaders are immensely needed in the church, and it’s way too important for finding and equipping new leaders to be an afterthought! 

She’s committed to helping others on this path, not unlike her own. After starting her internship at the Baltimore church, leading worship at some campus sites, then hosting on the weekend some, she began taking on scheduling and communicating values and coaching, and finally started to lead their Programming Team meetings, which, in essence, is the nature of what she now does at Saddleback. 

For her, the right leader and opportunity were key. This can ring true for your church, too, no matter the size or location.

Want to see what’s happening at the next First Thursday Webinar? GO HERE.

They are live. They are not recorded.

Get a free chapter & tools from our Coaching Guidebook on Continual Growth by clicking HERE.

**Want to learn about more of Lp’s 20 Soft Skills? GO HERE