In life and leadership, a time inevitably comes when personal interests collide with organizational goals. Chris Argyris, a renowned management expert, described this as a natural phase for any psychologically mature adult. Whether in churches, businesses, or politics, this tension often arises when individuals begin to question their roles and rewards within a system.
Take, for instance, a pastor who has spent decades building branches without owning a home or securing his family’s future. At some point, he will ask, like Jacob in the Bible, “Is it not time for me to have my own?” This conflict is not unique to the church; it applies across all organizations.
The Iron Law of the Oligarchy
As organizations grow, power and privileges tend to concentrate among the elite. This phenomenon, known as the Iron Law of the Oligarchy, creates barriers that exclude others from joining the ranks of the privileged. In churches, businesses, and even political systems, this dynamic will lead to organizational cracks in the coming years.
For churches in particular, the aging of founding leaders and the maturation of their children will create a generational shift. Loyal followers who once defended these leaders will begin to question their sacrifices, especially when they see leaders’ families thriving abroad while their own families struggle. This wave of dissatisfaction will bring challenges and demands for change.
Strategies for Leaders: Grow and Let Go
To address these inevitable challenges, leaders must adopt a mindset of growth and release.
Invest in People
Empower those who work under you. Give them opportunities to grow and succeed. As I’ve done with my former principal, personal assistant, and others, ensure they develop through education, mentorship, and exposure. Help them reach their potential, even if it means they eventually outgrow your system.Share the Rewards
Provide tangible incentives to retain loyalty. Whether through shares in a company or other benefits, make it worthwhile for people to stay committed.Let Them Go When the Time Comes
When people have overgrown a system, don’t hold them back. Release them to conquer their own territories. This approach not only strengthens the bond between mentor and mentee but also ensures the sustainability of your legacy.
Advice for Mentees: Plan Your Exit Without Bitterness
If you’re working under someone, develop a solid exit plan. Use the “Five Es” to prepare yourself:
- Education: Continuously learn and upgrade your skills.
- Employment: Gain meaningful experience.
- Exposure: Expand your worldview.
- Enthusiasm: Maintain a positive attitude.
- Enterprising Nature: Cultivate creativity and initiative.
When the time comes to leave, do so honorably. Avoid resentment or attempts to undermine the system you once praised.
Avoid the Monkey Trap
In Brazil, hunters catch monkeys by placing peanuts inside a jar. The monkey grabs the peanuts but refuses to release them, trapping itself. Similarly, leaders and mentees must learn to let go—whether it’s control, resentment, or outdated expectations.
Final Thoughts
The challenges ahead in churches, businesses, and politics demand wisdom and adaptability. Leaders must focus on empowering others and sharing their success, while followers must prepare for their own independence without bitterness.
Together, let’s build a future rooted in growth, empowerment, and mutual respect.
God bless you.
