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What sorts of things should we be looking for or trying to reproduce in those we are training for leadership? Harry Reeder suggests that there need to be three emphases in the "curriculum for leadership development."
The first of these is character. Reeder views this as of the greatest importance in a leader. Without rock-solid, proven character, a leader will come to nothing. They may lack intellectual brilliance or even, to a degree, functional competence. Yet, if they are humble, faithful and "above reproach", they may still lead effectively by surrounding themselves with others who make up for their weaknesses. But nothing can compensate for basic character flaws. "I have known pastors," Harry Reeder writes, "who could ace any theological examination and blow away anyone else in doctrinal debate. But they destroy every church they are in because they lack character" (p. 132).
The kind of character that pleases God is the fruit of grace. Harry Reeder sums up its qualities well when he writes: "This true character is a product of God's grace that is revealed by absolute dependence upon Christ, wholehearted devotion to Christ, and intentional discipline for Christ. True character develops from the inside out. It is a matter of the heart and soul. It doesn't happen overnight: it is developed over time. True character manifests self-denial, self-control, and self-development" (p. 135).
The second emphasis needed in leadership development is content. Leaders have to know things. In particular, godly church leaders need to know the Scriptures and the doctrines of the faith. One doctrine in particular that they need to know, Harry Reeder stresses, is the doctrine of "divine providence" - God's absolute control over everything. They need this to strengthen them against despair, on the one hand, and pride on the other. "When the fires of revitalization begin to burn in your church, and great things start happening" he writes, "it is important that you and the other leaders know that it is not because you are so wonderful, or even that you are better than the previous leaders. A church goes from embers to a flame because God has mercy on it through the means he ordained. To him belongs all the glory" (p. 139).
Thirdly, potential leaders need skills. "It is not enough for them just to have character and knowledge; they also must have some experience and proven ability in the tasks they will undertake as leaders" (p. 139). Reeder believes that there are three skills that church leaders must develop. First, they must gain ministry skills - they must know how to minister as a shepherd and overseer in the flock of God. Second, they must develop mentoring skills. "Inherent in the role of a church leader is the requirement of reproducing yourself in other leaders. And those other leaders that you train must then reproduce themselves in others, and so on" (p. 140). Thirdly, leaders need management skills. They must firstly develop these in their own lives and in their families. The apostle Paul made it clear that a person was not qualified to manage the church of God without first having gained mastery in his personal and family life (1 Tim. 3:4-5). What is more, Reeder says, "they should be given opportunities to manage prior to being put in that official position" (p. 141).
Leadership development is a must for the health of the church. Harry Reeder's wisdom on the subject is a good starting point for aspiring leaders, and a spur for those already in leadership. Test his words by the Bible, and put into practice whatever rings true.