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Of all the wonderful ways Moses expressed his leadership, the most strategic had to be his training of Joshua. This successful “leadership reproduction” resulted from both Moses’ example and equipping as well as from Joshua’s hunger and giftedness. Moses gave Joshua his time, insight, a learning environment, and opportunity to prove himself and a strong belief in his future.
Let’s take a closer look at Moses’ Mentoring Process:
1. Moses empowered Joshua and gave him authority (Num. 27:20)
At the right time, Moses laid his hands on Joshua and publicly commissioned him. He gave Joshua part of his authority (Num. 27:15-23). After Moses died, no one questioned Joshua’s leadership.
2. Moses gave Joshua experience and opportunities for application (Num. 27:21-22)
Moses and Joshua did more than talk over coffee; the apprenticeship involved hands-on experience. Moses shared his life and his responsibilities with Joshua by allowing him to prove his leadership as a spy, as a military commander, and as his personal assistant.
3. Moses gave Joshua encouragement and affirmation (Num. 27:23)
Moses repeatedly affirmed his young protégé by taking him along on exclusive excursions. Moses encouraged his apprentice both through his words and his time.
The Needs of Next-Generation Leaders
Reproducing leaders is not a quick, simple process. It closely resembles parenting. It requires time, emotional investment, and sacrifice.
As you develop your next-generation leaders, recognize they will need:
1. From themselves: Conviction, courage, and obedience
Only emerging leaders themselves can provide certain things. You cannot give them the right attitude or the will to learn and obey. As you look for people to mentor, seek those who possess qualities similar to those Joshua displayed:
- A conviction to follow God;
- The courage to fight for his beliefs; and
- The willingness to obey both God and his mentor.
2. From their mentor: Equipping
As the mentor, you bear the responsibility for providing emerging leaders with things they cannot get on their own. Maybe these guidelines will help:
- P-Purpose: Don’t merely spend time with emerging leaders; be strategic. Consider your interaction as an investment.
- A-Assessment: Give protégés honest feedback. If you don’t let them know how they’re doing, who will?
- R-Relationship: Your relationship is the glue that holds you & your protégés together during the mentoring process. The greater the challenges, the more solid the relationship must be.
- E-Encouragement: Protégés will make mistakes and fail; count on that. Your positive words may offer the only things of value they can count on during their most difficult times. Without encouragement, they may lack the will to persevere and move forward.
- N-Navigation: The less experienced the emerging leaders, the more help they will need to navigate the obstacle course of life—and they more help they’ll need learning how to make good leadership decisions.
- T-Tools: Protégés need skills and resources only a more experienced person can provide.
Above all, as you equip your protégés, approach them as you would dearly loved children: with patience, perspective, and a positive attitude.
3. From God: Vision
No one can borrow vision. Ask God to bless individuals you mentor with godly vision that will sustain them, as they become leaders in their own right.
4. From the people: Buy-In
Without support and participation of the people, the individuals you mentor can’t make the difficult transition from protégé to leader. So far as it is in your power to do so, publicly invest your authority in your protégés once they appear ready for the responsibility.
May you use these tips well to Reproduce Other Leaders, as you & they shoot for the stars!