Did You Earn Your Pulpit or Just Fill It?

"Leadership is not about being in charge. It is about taking care of those in your charge." - Simon Sinek

What if the most qualified person to lead your struggling congregation isn't the seminary graduate with impressive credentials, but the faithful volunteer who's been quietly serving for years? The one who knows every family's story, understands the church's unique culture, and has already earned the community's trust through consistent service? If you're feeling the weight of leading a church that doesn't seem to respond to your vision or strategies, perhaps the issue isn't your calling—it's the pathway you took to get there.

Traditional models of pastoral placement often overlook a powerful truth: effective leadership grows from relationship, not just education. The most impactful church leaders aren't always those who arrive with the best résumé, but those who've invested time, built trust, and demonstrated their commitment through seasons of faithful service. For emerging pastors struggling to connect with plateaued congregations, understanding this organic approach to leadership development could be the key to unlocking both personal effectiveness and church revitalization.

The Power of Growing From Within

Ryan Burge's provocative Substack article, "The Many Roles of a Religious Leader," The National Survey of Religious Leaders reveals a fascinating pattern that challenges our assumptions about how pastoral leadership develops. Rather than the common narrative of an external candidate being called to lead a congregation, the data shows that many successful church leaders actually grew into their roles from within the community itself.

(Note: Ryan puts out great stuff. If you're in ministry, you need to subscribe to his Substack or, at the very least, get on his email list).

According to the survey findings:

• 25% of senior clergy previously served on staff at the same congregation before becoming the primary leader

• 20% started as active lay members of the congregation they now lead

• Many worked their way up through various roles, often beginning in youth ministry or other associate positions

This internal development model is particularly common in "low church" traditions that prioritize relational connection and proven character over formal theological credentials alone. These churches understand something crucial: leadership effectiveness isn't just about what you know, but about who knows and trusts you.

For emerging pastors, this data offers both encouragement and insight. If you're struggling to gain traction in your current role, it might not be a reflection of your abilities or calling. Instead, it could highlight the importance of relational foundation in effective ministry leadership. The most successful pastors often spent months or years building trust, understanding congregational culture, and proving their commitment before taking on senior leadership responsibilities.

Why Relationships Trump Credentials

Leading a plateaued or declining church requires more than good preaching and sound theology—it demands the ability to navigate complex relational dynamics, understand unspoken cultural norms, and build consensus for difficult changes. These skills are best developed through sustained engagement with a community, not learned in a classroom or acquired through external appointment.

Consider the advantages that internally-developed leaders possess:

Deep Cultural Understanding: They know the church's history, traditions, and unspoken rules. They understand which changes will be embraced and which will create unnecessary conflict. This knowledge allows them to lead with wisdom rather than stumbling through cultural landmines.

Established Trust: Trust is the currency of leadership, and it's earned through consistent presence during both good times and crises. When someone has walked alongside congregation members through seasons of joy and sorrow, their leadership carries weight that credentials alone cannot provide.

Proven Character: The community has observed their integrity, work ethic, and spiritual maturity over time. There's no question about whether they'll stick around when things get difficult or whether their faith is authentic.

Natural Authority: Their influence flows from relationship and respect rather than position and title. This makes them more effective at motivating volunteers, navigating conflicts, and inspiring others to embrace their vision for growth.

Investment in Success: They're not just managing someone else's church—they're fighting for their spiritual home. This personal investment creates a level of commitment and passion that's difficult to replicate when someone arrives from outside.

The Modern Challenge of Time and Trust

For emerging pastors in today's church landscape, the internal development model presents both opportunities and challenges. Many churches are facing financial constraints that make the gradual development of internal leadership more attractive than hiring expensive external candidates. At the same time, the pressure for immediate results can make the slow work of relationship-building feel like a luxury rather than a necessity.

The key is recognizing that authentic relationship-building isn't separate from effective ministry—it is effective ministry. Every conversation with a long-time member, every committee meeting attended, every hospital visit made is an investment in your leadership capital. These interactions provide the foundation upon which transformational leadership is built.

However, this approach requires patience and humility—qualities that can be challenging for ambitious young pastors eager to implement their vision for change. The temptation is to push harder when resistance appears, rather than taking time to understand the sources of that resistance and build bridges of trust that make change possible.

Building Your Leadership From the Ground Up

Whether you're already serving in a congregation or looking to enter ministry, the principles of organic leadership development can transform your effectiveness. This isn't about abandoning your education or downplaying your qualifications—it's about understanding that sustainable leadership requires both competence and connection.

The most successful emerging pastors combine their theological training with intentional relationship-building, creating a leadership foundation that can support significant organizational change. They recognize that their master's degree gives them tools for ministry, but their relationships with people give them the authority to use those tools effectively.

This approach is particularly powerful for collaborative leaders who value cultural awareness and want to prioritize work-life balance. Instead of fighting against congregational culture, you learn to work within it while gradually introducing positive changes. Instead of trying to prove your worth through frantic activity, you build influence through consistent presence and genuine care.

Here's what you can do to put this into action:

1. Conduct Relationship Mapping: Create a visual map of your congregation's key relationships and influence networks. Identify the unofficial leaders—the people others turn to for advice, the families with deep roots, the volunteers everyone depends on. Make intentional plans to build genuine relationships with these individuals over the next six months. This isn't manipulation; it's pastoral care that happens to strengthen your leadership foundation.

2. Implement the "Story-Collecting Strategy": Dedicate time each week to learning the personal and congregational history from long-time members. Ask about pivotal moments in the church's past, beloved former pastors, and changes they've witnessed over the years. Document these stories and look for patterns that reveal the congregation's values and identity. This knowledge will inform your leadership decisions and help you speak the church's "heart language."

3. Practice "Servant Leadership Visibility": Instead of trying to lead from the front immediately, look for opportunities to serve alongside congregation members in less visible roles. Help with setup for events, participate in work days, join committees as a contributing member rather than just the pastoral voice. This demonstrates your commitment to the community and allows people to see your character in action, building the trust necessary for future leadership initiatives.