The third item on Steve Moore’s list caught my attention. It reminded me of an essay by Reidy Associates on Encouraging Reluctant Leaders that explored the reasons leaders don’t step up, blaming the “hero myth” for a lot of the damage. Reidy starts with a quote from Jerry Garcia:

“Somebody has to do something and it’s incredibly pathetic that it has to be us.” We don’t have to have all the skills, all the answers. We don’t have to have it figured out better than anyone else. We do need to see something that needs attention and be motivated enough to organize a response.

Let me repeat that last statement, because it’s as good a definition of leadership as I’ve heard in a while: someone who sees something that needs attention and is motivated enough to organize a response. As Reidy points out, many get into leadership out of necessity. “Action occurs when motivation is stronger than resistance or reticence.”

Let me give you a personal example. Over the last ten years, I noticed a number of incredibly-gifted young leaders suddenly decide to leave our organization. These were people that I was looking forward to serving shoulder-to-shoulder with, long into the future, and they were suddenly gone. I realized that if our young leaders didn’t stick around, we wouldn’t have the leadership we needed to see our vision completed.

It certainly wasn’t my responsibility, but someone needed to do something about it. As no one stepped up, my desperation grew. About three years ago, I decided to send out a pact to all the young leaders I knew. It contained four points:

1. We will practice leading. We commit ourselves in community to develop and use that gift where God has placed us. “If God has given you leadership ability, take the responsibility seriously” (Rom 12:8).
2. We will be not be disqualified. We hold ourselves to a high standard of godliness. We will hold each other accountable for our actions. “Otherwise, I fear that after preaching to others I myself might be disqualified” (I Cor 9:27).
3. We will step up. We will develop our gifts by accepting appropriate positions of responsibility and authority. We will encourage each other to consider new challenges. “If someone aspires to be an elder, he desires an honorable position” (I Tim 3:1).
4. We will not give up. Working as younger generations in a Boomer environment, we know we will get discouraged at times. We will not give up without consulting with one or two other colleagues for encouragement and prayer. “Don’t let anyone think less of you because you are young. Be an example to all believers in what you say, in the way you live, in your love, your faith, and your purity” (I Tim 4:12).

We began the Threshing Floor community as a lunch discussion group, and it has since expanded to Facebook. In the three years since we began meeting, I’ve had eight conversations with people who approached me and said, “I promised I’d talk with someone before I did anything…” and then went on to share their frustrations. Only one regular Threshing Floor participant has left the organization.

It’s not just a Wycliffe need. When Steve Moore taught that breakout session on supporting young leaders, he struck a chord. At the end, a young African American lady from another mission was in tears as she said, “I’ve been so hungry for this kind of thing.” She confessed her frustration at being overlooked because of her age and her gender. That was the moment I realized that I’ve only scratched the surface with the breadth of these issues.

Back to the topic at hand. My road to leadership development started three years ago when I saw an unmet need, and I had to do something. The need isn’t gone; if anything, I’m still learning how big that need is.