The Slow Work of Intentional Leadership

“The plans of the diligent lead to profit as surely as haste leads to poverty.”
— Proverbs 21:5

When we think about lasting impact in leadership, intentionality is often the hidden engine driving it forward. In a recent article, Dan Spino unpacked three essential components that make intentional leadership possible: integrity, excellence, and sustainability.

Integrity reminds us that effective leadership requires a holistic approach, where every decision is connected to the bigger picture. Excellence encourages us to see our work not as a pursuit of perfection or recognition, but as an offering of worship—crafted with care and beauty, like a sculptor putting the finishing touches on a masterpiece. Sustainability challenges us to resist cutting corners for quick results, building instead for strength and endurance over time.

Each of these pieces works together to produce leadership that lasts, leadership that matters.

But what does intentionality look like in real life? Let me share a story from my own experience that shows how these principles can take root and bear fruit.

From Frustration to Formation: A Story of Elder Development

Seven years ago, when I arrived at the church I serve, I inherited a loving and effective elder board. However, many of the elders had served faithfully for years and were ready to step down. Others were worn out after a serving through a season of pastoral transition. As we looked for new candidates, it became increasingly clear that the pool of qualified men was shrinking.

Over time, the frustration of this situation grew. That frustration eventually pushed me to reflect more deeply: What makes someone a great elder? After much thought, four key qualities emerged:

• A tremendous heart for the Lord, demonstrated in a maturity that fulfilled biblical qualifications
• Availability and involvement in the life of the church
• A passion for our church’s unique culture and personality
• The ability to serve well on a team

As I reviewed this list, I realized the problem wasn’t just a shortage of candidates—it was a lack of intentional development. We had been noticing the gaps but doing little to address them. We needed a different approach.

Of course, intentionality requires time. There was no quick fix, no two-month crash course before the next elder selection process. This would take years. And it did.

The process began relationally. I started by inviting ten men to grab chicken wings every other month. No agenda, no teaching points—just space to build friendships and trust. Over time, that group formed strong bonds. Two years in, we invited several to join a focused leadership development study designed to nurture the four characteristics we needed most.

And then it happened. Shortly after we completed the leadership study, the nominating committee met to discuss potential candidates to serve on the board. Without hesitation, everyone listed one individual. It was a name that brought great joy to my heart. He was a man who went through the leadership study, a man I spent 3 years getting to know over wings. He was a man full of Christian character, highly involved in serving, deeply passionate about what God was doing at our church, and able to work wonderfully in a team setting.

He is the first, but I am confident that others from that group will also be called to serve. Recently, another staff member started a second “wing group” because the first had grown too large. We now have 50 guys going for wings (the local restaurants love us). Our staff team will joke about how God is going to take one of the teens who seems to rebel the most and turn Him into an elder after a dozen wings.

It wasn’t the wings, of course. It was the God-led intentionality—the slow, steady work of investing in people, allowing relationships and character to form over time.

It took integrity as we tried to account for the whole process from beginning to end and be honest about what wasn’t working. It took excellence to produce leadership material that would call people to servant leadership. It took sustainability as we weren’t just filling positions, but developing leaders. All three pieces were present and at work.

Where Could Your Church Use More Intentionality?

You may not need a better elder board pool, but the principles we followed in elder development apply to almost any area of ministry. Here are a few examples to consider:

• Ministry and Staff Interconnectivity: How well do your ministries work together toward a shared mission?
• Change Process: Are you leading your people through change in ways that create understanding and trust?
• Hiring Process: Are you proactively developing leaders, or rushing decisions when needs arise?

Wherever things aren’t working well, there’s usually an opportunity for greater intentionality.

How to Spot Areas Needing More Intentionality

• You keep having the same frustrating conversations without resolution
• Breakdowns happen in multiple areas connected by a single weak link
• Urgency drives decisions rather than thoughtful planning
• Multiple ministries or tasks receive minimal, distracted attention
• Responsibility for certain ministries feels vague or absent
• Rushed decisions disengage your people

Intentionality slows the process down, but it ultimately moves the mission forward faster, with greater strength and unity.

Questions for Reflection

• What is one area in our ministry that could benefit from greater intentionality?
• How might slowing down now help us move forward more effectively later?
• What would a long-term plan for sustainable change in that area look like?
• What sacrifices will intentionality require from us?

Intentional leadership isn’t about making big moves quickly — it’s about faithfully doing the slow, steady work of building something that will last. As you reflect on these questions, remember that meaningful change often begins with small, thoughtful steps taken over time.