From STAFF-DRIVEN to LEADER-MULTIPLYING with Brent Minter
Episode Summary
Is your church’s leadership pipeline multiplying or just maintaining? In this episode of Reinventing Church, Derek and Danielle sit down with Brent Minter, Lead Pastor of Keystone Church, to talk about making the critical shift from staff-driven ministry to leader-multiplying culture.
For many churches, staff carry the weight of execution while volunteers fill gaps. But what if the future of discipleship requires more than centralized execution? What if everyday people were equipped and empowered to own the mission?
Brent shares Keystone’s journey of moving beyond “doer” staff roles into developer roles, where leaders intentionally raise up others. You’ll hear practical steps for creating pathways that move volunteers from participation to ownership, and discover how multiplication isn’t just for church planting, it’s essential for sustainable discipleship.
Along the way, Derek and Danielle reflect on their own experiences, the messy but rewarding process of giving ministry away, and the hope of building a culture where leaders multiply leaders. If your church is longing to break free from staff dependency and unleash the full potential of your people, this conversation will spark ideas and give you language for the next steps.
LINKS & RESOURCES
SHOW NOTES
Key Insights from Shane Stacey (Clarity House)
- Jesus’ greatest joy came from multiplying others (Luke 10:21). He rejoiced when the 72 returned doing the same ministry He had done.
- Doers multiply activity; developers multiply impact.
- Five reasons this shift matters:
- Multiplication beats addition, one developer impacts hundreds.
- Prevents burnout, expands capacity of both leader and church.
- Builds ownership, Ephesians 4 leaders equip saints; ministry is not a spectator sport.
- Extends influence, equipped people carry ministry into workplaces, homes, and neighborhoods.
- Cuts through over-programming, fewer events, more investment in people.
- Most pastors agree leadership development is vital (92%) but only 25% have a plan. Start with a plan, not a wish.
- Common barriers: fear of dispensability, measuring output not impact, searching for “proven” leaders instead of developing potential.
- Without a development plan, leadership stays trapped in church programs instead of reaching everyday spaces.
- Practical rhythm: bake development into normal life – staff meetings = mini-labs, 1-on-1s = “who are you developing?” check-ins.
- Celebrate multipliers publicly and evaluate staff on people-development, not just program management.
- Legacy question: If you left tomorrow, would ministry stop, or thrive because you developed others?
Key Insights from Brent Minter (Keystone Church: Ankeny, Iowa)
- Staffing principle: residents > hires, train future leaders, even those who won’t stay on staff.
- Job-description rule: “Lead less than 50 % of the time, develop others the rest.” Leadership is measured by multiplication.
- Model it: senior pastor preaches ≤ 50 % of Sundays to demonstrate shared ministry.
- Redefine success: the most honored person is the one who develops others, not the most talented performer.
- Shift from “helpers” to “leaders.” Don’t delegate tasks, give authority. Involve people early in decisions so they own the mission.
- Giving authority means letting someone decide differently than you would and cheering them on anyway.
- Delegating is not developing: the former lightens your load; the latter multiplies impact.
- Raising leaders requires imagination, believe God can use unlikely people (the special-needs student story).
- Control kills calling. Over-controlling leaders cause gifted people to give up. Great leaders fan into flame others’ gifts (2 Tim. 1:6).
- Salt Network model: college students who are given real responsibility become leaders fast, proof that believing in young leaders unlocks multiplication.
- Rhythms of development:
- Document everything you do so others can repeat it (E-Myth principle).
- Include young leaders in hiring, planning, and decision-making as training grounds.
- Build an elder pipeline – connection group → aspiring leader cohort → elder training.
- Measure leadership health by who you raise, not what you run.
- To small-church pastors: give away authority before people are ready; someone believing in you too soon might change your life.
Practical Takeaways for Church Leaders
- Re-write job descriptions to require leader multiplication.
- Track “who are you developing?” in every staff review.
- Celebrate developers in staff meetings and weekend stories.
- Audit your schedule for space to train people, not just run programs.
- Give someone authority this week over a decision you’d normally make.
- Start small: add a development question to your next meeting agenda.
Behind the Curtain (What Happened This Week at Grace)
Grace refreshed its Untapped culture with a 3–4 hour all-staff training, re-centering on Ephesians 4 equipping and re-building the muscle of leader multiplication post-COVID turnover. The team practiced a training (not just teaching)approach, using cohorts, role plays, and real stories from long-tenured staff, to model giving meaningful authority to volunteers and ensuring our staff majority remains unpaid, empowered ministers.
Tips & Tools
We released a practical tool: “10 Barriers to Inviting High-Capacity Volunteers.” It helps staff name what’s holding them back and act. Sample barriers include the Energy Barrier (“training feels like more work”), the Role Barrier (“this job is too important for a volunteer”), the Commitment Barrier (fear they’ll quit), and the Guilt Barrier (“I shouldn’t burden people”). Each barrier includes what to do next so teams can quickly move from hesitation to equipping and entrusting. (Grab it via Derek’s newsletter.)
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