What do the following people have in common?

• Elvis Presley
• Henry Ford
• Leonardo Di Vinci

If you guessed they were all apprentices at one time, you’d be correct. Elvis was an apprentice electrician, and Henry Ford was a machinist apprentice. And of course, Di Vinci was an apprentice painter for a time – he probably cleaned a lot of paintbrushes for his mentor.

The development of apprentices has been a time-honored practice, necessary if societies are to have the professionals they need to produce a wide range of products and services. Without them, the needs of societies would go unmet. “Apprenticeship has a long history dating back to early Egypt and Babylon. Apprentices were developed so that skills could be passed down from one craftsman to another, ensuring that there were always enough artisans to serve the needs of society” (Breakthrough, p. 47).

Churches need apprentices, too. Without them, new groups won’t be started, nor will current group leaders have someone to replace them when they decide to take a sabbatical or transition out of the group. By following 6 steps, the church can apprentice leaders to carry on the important work of making disciples.

Step 1: IDENTIFY – This is the first and perhaps most important step. Group leaders must constantly and conscientiously identify people who have potential to be in leadership. What qualities should they look for in potential apprentices? Dependability and consistency would be good for starters. Apprentices are often not flashy, but they are faithful. Humility and consistency are valuable traits in any apprentice.

Step 2: INVITE – Once identified, the potential apprentice must be invited to become the group’s apprentice. This should be done privately, allowing time for questions; the potential apprentice should be given time to pray and consider the request. Any conversation should also focus on the vision for the position, not just the job description. By focusing on the vision, the focus stays where it should be – on the real potential of the position to help fulfill the Great Commission. To focus on the vision for the apprentice position, remind the potential apprentice how the role will help the group multiply and reach new people, and how their example will encourage others to do the same.

Step 3: INTRODUCE – After your candidate agrees to become the group’s apprentice leader, introduce that person to the group. Publicly announcing the person’s new role, and your desire to start a new group with them as the leader, will help the group maintain an outward focus. Public affirmation gives credibility to the new leader, and it instills confidence in that person on the part of the group members. But best of all, the entire process fights against the idea of “permanence.” Too many groups settle in and settle down, and they expect very little to change over time. An apprentice leader signals that the group will not be together forever, and that there will be a “holy separation” at some time in the future. Healthy things grow, and growing things change. An apprentice reminds the group that permanence is the enemy of most groups.

Step 4: INVEST – Over the next six months, the group leader must spend time with the apprentice. Investing time to give feedback, advice, and impromptu training that will be crucial to the development of the apprentice. The investment stage takes place out of view of the group members.

Step 5: INVOLVE – Throughout the entire preparation period, the apprentice provides varying levels of leadership to the group. Unlike the Invest stage, the Involve stage happens in front of the group members. The apprentice teaches the group and leads in other ways. This is the public side of the apprentice’s preparation.

Step 6: INITIATE – At the end of the process, it is time to remind the group that one goal of developing the apprentice has been to initiate a new group with the apprentice as the leader. Ask group members to pray about supporting a new group by becoming founding members along with the apprentice. When the apprentice and a small core group leave to start the new group, it’s time to enlist a new apprentice and begin the process all over again.

The world would be a different place had Elvis, Henry Ford, and Leonardo Di Vinci had not been apprentices. Your church will be a different place if you commit to developing apprentices, too. They are the future of your church’s group ministry.

To learn more about developing an apprentice, pick up a copy of my book, Breakthrough: Creating a New Scorecard for Group Ministry Success. There’s an entire chapter on how to develop an apprentice, things every apprentice needs, and more!