As I have observed over the years, the needs of people change as they mature.
About fifteen years ago, many of our staff members depended on me for guidance. They often came to me for advice about their future, ministry direction, and personal growth. At that stage, they needed coaching, counseling, encouragement, and clear direction.
Today, however, the situation is very different. Those same staff members have grown into mature leaders. They no longer need me to solve their problems or tell them what to do. My role has changed. More often than not, I simply listen, encourage, and celebrate their progress.
The same is true at PACE International School. Our teachers, staff members, and even the principal have matured. They understand the ministry, know their responsibilities, and can make wise decisions without depending on my constant guidance.
I believe the same change is taking place in today’s congregations. Christians today are different from those of previous generations. Many desire continual growth. They want to develop their gifts, discover new challenges, and find fresh opportunities to serve. If they feel that they are no longer growing, they can easily lose interest and may even leave the ministry.
This is not necessarily a sign of disloyalty. It is part of human nature. People naturally long to grow. Rather than resisting this reality, leaders should understand it and respond wisely.
Dr. Melvin J. Steinbron addressed this subject in his monograph Motivating Lay Pastors. He explained that Jesus was the greatest motivator. Jesus inspired people, stimulated their spirits, renewed their commitment, moved them to action, restored their vision, and, in the words of the Apostle Paul, helped them “fan into flame the gift of God” (2 Timothy 1:6).
Without motivation, ministry cannot move forward. Therefore, one of the essential responsibilities of every leader is to motivate those who serve.
Dr. Steinbron distinguished between two kinds of motivation: extrinsic motivation and intrinsic motivation.
Extrinsic motivation comes from outside influences—encouragement, recognition, rewards, appreciation, vision casting, coaching, and accountability. These are especially valuable for new believers, new volunteers, and developing leaders. When people are just beginning their ministry journey, external encouragement can give them the confidence and energy to continue.
But intrinsic motivation comes from within. It is driven by personal calling, convictions, values, purpose, and, ultimately, one’s relationship with God. People who possess strong intrinsic motivation do not serve simply because someone tells them to. They serve because they believe in the mission and have personally embraced it.
Daniel H. Pink, in his book Drive, also emphasizes the importance of internal motivation. He identifies three important elements: autonomy, mastery, and purpose. People are more deeply motivated when they have freedom to take ownership, opportunities to grow and improve, and a sense that they are contributing to something greater than themselves.
This raises an important question for ministry leaders:
If mature believers already have the potential for intrinsic motivation, what should we do?
Our role must change as people mature.
When people are young in faith or ministry, we may need to direct them. As they grow, we should increasingly coach them. But when they become mature, our role should be to release them.
We should not try to control mature people. Instead, we should cultivate an environment where their inner motivation can flourish. Rather than giving them all the answers, we can help them discover God’s calling for themselves. Rather than creating dependence, we should encourage ownership. Rather than simply assigning tasks, we should provide opportunities for growth. And rather than focusing only on results, we should affirm their progress and remind them that their ministry is ultimately for Christ.
This is an important transition in leadership:
From dependence to ownership.
From external motivation to internal motivation.
From being led to becoming a leader.
Great leadership is not measured by how many people depend on us. In fact, if people always need us, we may not have helped them become mature.
Great leadership is measured by how many people become self-motivated, mature disciples who continue serving faithfully even when no one is watching.
The goal of leadership is not to create followers who constantly need motivation. The goal is to develop mature leaders whose hearts are continually motivated by God’s calling from within.
A mature leader does not need someone standing behind them to push them forward. They have discovered something within them that keeps them moving forward—God’s calling, God’s purpose, and God’s grace.