5 Proven Steps to Mentor New Leaders Step 5: Trust
I believe the most difficult part of this process is Trust. There simply comes a time when you must turn responsibility over to the other person & surrender control. This can be tough, especially if the project is one you started from scratch. When we birth a project & develop it, we have specific ideas how it should be done. We have to accept the fact, for our idea, our project to continue after we turn it over to someone else, it needs to evolve. Nothing survives in a stagnant environment & this is especially true of ideas. They need to develop & grow over time, having a fresh approach added to the mix in order for them to continue & survive.
Let’s look at the example Jesus set for us. No matter what you believe happened to Jesus after He died, we can all agree, He eventually had to turn things over to His followers & leave. We have a record of the events that followed & not just from the Bible. The apostles took the things they were taught by Jesus & built on them. They organized the church. They created other roles in ministry. They began training new leaders. They wrote down an account of the things they had seen & the things they were doing. They defined the role & responsibilities of the church & the people in the church. The list goes on & on.
The apostles took the lessons Jesus taught them, they took His message, they took the things they learned while studying under Jesus & they expanded on them. Things were changing around them & they adapted & developed with the changes without sacrificing the message or lessons Jesus had taught them. And Jesus had to trust them to continue in His absence. He had to surrender the work to those that followed. And over 2000 years later, the work Jesus began continues, different than it was back then but still the same at its heart.
Mentoring can be a rewarding experience for both the mentor & student. It makes the transition of power on a project or organization smoother & increases the chances of things continuing into the future. Never let your fear of change prevent you from turning the reins over to the next generation of leaders. Insure continuation & growth by choosing & mentoring your replacement. Then relax knowing you have placed things in qualified hands.