Building a leadership team in the church isn’t just about filling positions—it’s about putting the right people in the right roles so they can thrive. It’s one of the most crucial yet challenging aspects of pastoring a growing church.
Pastor Drew Tarwater, Lead Pastor of Forefront Church in Denver, knows this firsthand. With over a decade of experience in corporate HR, Tarwater has spent much of his career helping build and strengthen teams. He’s brought that expertise to his role mentoring pastors as the Director of Church Strengthening for Converge Rocky Mountain. His approach is shaped by both practical leadership strategies and biblical wisdom, and he’s seen how getting the right people in the right seats can transform a church’s impact.
If you’re trying to build a healthy, effective leadership team, Tarwater offers insight into what works, what doesn’t, and how to approach the process with
The Four C’s of Leadership
When evaluating potential leaders—whether staff, elders, or key volunteers—Tarwater leans on a framework called the Four C’s: Character, Competency, Culture, and Chemistry.
- Character – “In ministry, character is non-negotiable,” Tarwater says. “You can train someone in skills, but you can’t train integrity.” A great leader is someone who is trustworthy, humble and committed to biblical values.
- Competency – While character is primary, competency matters. What skills does this person bring to the table? In a small church, leaders often need to be generalists, wearing multiple hats. In a larger church, specialization becomes more important.
- Culture – Every church has its own DNA. If a leader doesn’t align with your church’s mission and values, tension will arise. “They might be a great leader,” Tarwater says, “but if they don’t fit our church’s culture, it’s going to be an uphill battle.”
- Chemistry – Finally, how well does this person work with the rest of the team? Can they collaborate? Do they communicate well? Tarwater has learned that chemistry is often the hardest to predict but one of the most important factors in long-term leadership success.
While churches often focus on character and competency, Tarwater emphasizes that culture and chemistry are just as vital—and often where leadership teams struggle.
The Right Seat on the Bus: Finding Where Leaders Thrive
It’s one thing to find good leaders. It’s another to place them in the right roles where they can thrive. Tarwater references Jim Collins’ book “Good to Great,” which highlights the importance of not just getting the right people on the bus but getting them in the right seats.
“You don’t give up on people too early,” Tarwater explains. “You try to find where they’re strong. But if they don’t fit, you have to be willing to make a change.”
A Real-World Example of Moving Seats
Tarwater shared how, after merging Forefront Church with another congregation, some leaders didn’t quite fit their assigned roles. Rather than throwing the baby out with the bathwater, Tarwater worked with his team to find roles where they could succeed. By rearranging leadership roles to align with their natural strengths, Tarwater saw his team function more effectively and with greater joy. But that process required honest conversations and a willingness to make changes.
Using Tools to Assess Leadership Strengths
To help identify the right roles for his team, Tarwater relies on leadership assessments like:
- The Six Types of Working Genius (Patrick Lencioni) – A tool that identifies strengths in leadership and teamwork.
- Five Voices (Giant OS Worldwide) – Helps leaders understand their communication style and how it affects team dynamics.
- Personality and Spiritual Gifts Assessments – To discover how God has wired each person to lead and serve.
These tools have helped Tarwater place leaders in roles where they can thrive—and avoid misalignment that leads to burnout or frustration.
Hiring vs. Raising Up Leaders
One of the most challenging questions pastors face is whether to hire leaders from outside the church or develop them from within.
Tarwater has learned that slow, intentional leadership development is key.
1. Be Slow to Hire and Promote
“I’ve made the mistake of promoting the most available person instead of the right person,” Tarwater said. Just because someone is eager doesn’t mean they’re the best fit.
Instead, he encourages pastors to:
- Take time to observe volunteers before giving them leadership roles.
- Conduct multiple interviews and reference checks before hiring staff.
- Involve elders or trusted advisors in the hiring process.
2. Prioritize Leadership Development
Strong churches don’t just hire leaders—they raise them up. Tarwater recommends:
- Identifying potential leaders early and mentoring them.
- Encouraging existing leaders to disciple and train their replacements.
- Creating opportunities for people to lead in small ways before stepping into bigger roles.
In smaller churches, this means looking for faithful volunteers who could grow into staff positions. In larger churches, it means having a leadership pipeline in place.
Creating a Culture of Trust and Collaboration
Once the team is in place, how do you build a strong, unified culture?
1. Give Everyone a Voice
Tarwater emphasizes the importance of open communication. “I don’t assume I have all the answers,” he says. “I want my team to challenge me, to bring their ideas to the table.”
To encourage trust, he:
- Holds regular one-on-one meetings with staff.
- Encourages team members to voice concerns early.
- Uses the Five Voices assessment to ensure quieter team members are heard.
2. Build Relationships Outside of Work
“Teams that laugh together work better together,” Tarwater says. He encourages churches to:
- Spend time together outside of ministry (lunches, outings, game nights).
- Foster real friendships so that team members trust each other.
3. Be Clear in Communication
One of the biggest leadership mistakes Tarwater has made? Assuming people understand his expectations.
“Clear is kind,” he says. The more upfront you are about expectations, the healthier your team will be.
Final Encouragement for Pastors
Building a high-functioning leadership team isn’t easy—but it’s worth it.
Tarwater’s biggest takeaway? Be patient, be intentional, and trust the process.
- Take your time hiring and promoting leaders.
- Use tools to understand team dynamics.
- Don’t be afraid to adjust roles if something isn’t working.
- Invest in leadership development as a long-term strategy.
Above all, remember that leadership is about people, not just positions. When you build a team where leaders feel valued, equipped, and empowered, your church will be stronger, healthier, and better positioned to fulfill its mission.
This article was written in collaboration with Drew Tarwater. If you want to continue the conversation, you can contact him directly at drewtarwater@forefrontchurch.tv.
