Australian College of Ministries

Student’s Name: Grant Mitchell

Student’s ID: C9901028

Item Of Work: Assignment A, 2000 words:

Words: 2347

Worth: 50% of subject mark

Date Submitted:

Due Date: Friday 23^rd June 2000

Signed:_____________________________ Date:______________

Table of Contents *

In order to understand how to mentor a youth leader to grow spiritually and become healthy, balanced, and effective in their ministry with young people, we need to understand spiritual growth, and also what is involved in becoming healthy, balanced, and effective before discussing any specifics of mentoring. Firstly, this paper will focus on spiritual development, and then on character development. It is difficult to separate these areas when discussing holistic mentoring, but for the purpose of this paper they are. The final two sections will focus on ministry development, and then the specifics of the mentoring process.

Spiritual development is a key area of focus in the life of a youth leader. It is the relationship a leader has with Jesus that will influence the way they lead. The leadership team must be an environment that provides spiritual nurturing firstly, and then the specifics of a youth program can come later. As Hershey puts it:

Spiritual development will be more relational than administrative (e.g. it will use less inventories, and more conversation). Spiritual development can be facilitated by a process of spiritual direction.

Spiritual direction is the act of guiding an individual to see what God is doing in their life. As Peterson explains:

As Peterson says, this spiritual direction could occur in planned moments, such as team gathering or one-on-one meetings, or in unplanned moments, such as standing around chatting at an event, or a meal. Peterson goes on to give two focus areas of spiritual direction - sin and the work of the Holy Spirit:

This has an implication for the mentor: they need to be knowledgeable in the truths of sin, grace, salvation, atonement, and judgement,[4] but above all they need to be immersed in the pursuit of holiness.[5] It is out of this life that will spring the casual, but "just right" opportunities to recognise God's active work of grace shaping the life of a leader into mature salvation, and the encouragement for that leader to respond to God without using guesswork.

It is not easy to lay down a plan or the content of spiritual direction, for it will depend on the two people involved - the mentor and the leader:

Peterson at least goes on to explain five methods that are not spiritual direction:

1. Theological inquiry;
2. Seeing the person as a consumer of spiritual goods;
3. Dependence on an experienced and reputable leader;
4. Focusing on thinking and believing correctly;
5. Primarily about suggesting what to do.[7]

Spiritual direction will not focus on the mentor - it will orient a leader to recognise and respond more to God's work in their own life.

The health and effectiveness of a leader will come out of who the leader is:

This is the character of a leader: their worth, godliness, integrity, stability and qualities will determine who they are, and also the character of the group they lead.[9]

A leader's worth needs to be determined from God, and not their ministry. A leader who depends on the ministry that they do will fluctuate in their attitude and purpose depending on whether they are doing well or failing in their ministry. Paul points out that we are blessed by, chosen by, holy and blameless in the sight of, loved by, and children of the God and Father of our Lord Jesus Christ:

These are all attributes granted by God (not gained in ministry) that determine our worth!

Growing in the character of Christ, in godliness, will provide foundations for gifting. We need to seek the fruit of the Spirit, affecting our character, as a precursor to seeking the gifts of the Spirit. As Wimber explains:

That is, in other words, the effectiveness of a leader, especially in regard to the outworking of their God-given gifting, is determined by their character. When choosing and training leaders, look for and encourage godliness first, and then gifts second.[11]

A leader's character must have integrity - who they are on the outside must match with who they are on the inside:

This integrity is a prelude to a leader's effectiveness.[13] If a leader determines that they do not like who they are on the inside, and attempt to live a lie on the outside, they will be living a lie, and this will affect the ministry they do, at a physical level and also a spiritual level. If a leader is honest about who they are on the inside, they will determine to develop their character so that they match up on the inside and outside. This may mean that a leader needs to change the ministry they are involved in until they are living a life of integrity. As Chambers puts it:

A leader needs to have stability, that is:

Robbins specifically notes that this is a critical quality for those in youth ministry.

A leader must also live a life of Christian quality. This means that a leader must:

1. Be a dynamic Christian;
2. Be a servant;
3. Be filled, empowered, and gifted by the Holy Spirit;
4. Be well spoken of;
5. Be hard-working and thoughtful;
6. Be orderly and not given to drunkenness;
7. Be gentle, kind, and not given to arguing;
8. Not be money-hungry;
9. Have a well balanced family life;
10. Be hospitable;
11. Be able to impart Christian truth and integrity;
12. Be wise.[16]

With a youth leader's character development will come increased health, balance, and effectiveness in the ministry of that leader.

Developing a youth leader in ministry is best facilitated by an action-reflection model. The development as opportunity for on-the-job training, and then opportunity to reflect on the action that has occurred, under supervision.

On-the-job training can be broken down into a five step process:

1. I do, You watch;
2. I do, You help;
3. You do, I help;
4. You do, I watch and encourage;
5. You do, and you coach.[17]

With this model a leader will gradually gain more and more responsibility as they learn how a certain program or job is performed to its best. A leader will be given opportunity to try, experiment, and even fail, but at least under the encouraging and supporting influence of the mentor. This process will allow a youth leader to neither have little opportunity to lead, nor throw them into a role they are not ready for.

At each step in this process there will be opportunity for reflection. This supervision has a level of accountability, encouragement, and learning. Bo Boshers explains the method he uses:

This form of evaluation of goals provides meaningful feedback, allowing a youth leader to develop in their ministry.

The specifics of mentoring need to be explained in terms of its form and its structure. The form of mentoring will determine what will occur when mentoring occurs, and the structure of mentoring will determine the how, when, and timing of mentoring.

A mentor firstly needs to be someone who is being mentored themselves. This is so that the mentor understands mentoring from not only a theoretical point of view, but also a practical one. From this, there are many succinct way of defining the process of mentoring, but Stanley's one should suffice:

As he goes on to explain, this will mean five areas of empowerment and sharing:

1. Mentors give to mentorees:

• timely advice [that encourages];
• letters, articles, books, or other literary information that offers perspective;
• finances [to further their ministry];
• freedom to emerge as a leader even beyond the level of the mentor.

1. Mentors risk their own reputation in order to sponsor a mentoree.
2. Mentors model various aspects of leadership functions so as to challenge mentorees to move toward them.
3. Mentors direct mentorees to needed resources that will further develop them.
4. Mentors co-minister with mentorees in order to increase their confidence, status, and credibility.[20]

Mentoring is a process that requires time, patience, and vision:

Mentors will move alongside the development of a youth leader, providing the needed encouragement and support. This form of mentoring is strongly exhibited by Barnabas to Paul in Acts 11:25 and following.[22] Barnabas has God-inspired vision to recognise the potential in Paul, and in so encouraging and supporting Paul he allowed Paul to become a minister of the gospel in ways that we never hear about Barnabas.

Mallison lays out an overall strategy for mentoring:

1. Initial Inquiry;

This is an opportunity to make first contact, to express an interest in mentoring with a person.

2. Assessment Session;

This is the next time a potential mentor and a youth leader meet. It will involve getting acquainted, hearing one another's stories, and investigating whether this is the right relationship and environment for what the leader needs at this time.

If this is seen as the right relationship, then a covenant is formed (see below for more detail on this), and a link to the next meeting.

3. Ongoing Sessions.[23]

Lynette Scarborough expands the above second and third steps with some form of content:

1. Relationship Forming;

The formation of a relationship between the mentor and the youth leader - this involves the sharing of life stories, identifying needs and weaknesses in the leader, and other foundations for a potential relationship.

2. Relationship Building;

The best environment for mentoring is one of trust and care, and this kind of relationship is built over time. The mentoring process will include methods and opportunities to build this kind of relationship.

3. Covenant;

This is an agreement between the mentor and the youth leader concerning the time span over which they will meet, the regularity of meeting, and the commitment from both to put their efforts into the process.

4. Objectives;

A mentor and a youth leader will establish two to three major objectives to work on in a year that are identified weaknesses from the life story of the leader and the ongoing relationship building between the two. This will not mean that the process will not allow for other areas of development as they arise.

5. Inventories;

These are a strategy for listing and identifying strengths and weaknesses, such as character or gifting. This resource should only be a part of mentoring, and never the focus.

6. Sessions.[24]

Above all, it must be remembered that the form and structure of the mentoring is based on a relationship. This relationship will guide the specifics of the mentoring process.

A youth leader will grow spiritually when mentoring allows for working in the life of the leader's spiritual development, specifically through the process of spiritual direction. A youth leader will be healthy and balanced when mentoring allows for working in the life of the leader's character development, especially in worth, godliness, and integrity. A youth leader will be effective in their ministry when mentoring allows for ministry development, specifically through an action-reflection model. All of these areas of development, shaped in a relational process of mentoring tailored to each individual, will provide leaders that will last, leaders that will grow spiritually and remain healthy, balanced, and effective in their ministry with young people.

All Scripture quotations are taken from the Holy Bible: New International Version. Copyright Ó 1973, 1978, 1984 by International Bible Society.