Which of the following is NOT part of developing a leadership pipeline in a church-planting effort?

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Multiple Choice

Which of the following is NOT part of developing a leadership pipeline in a church-planting effort?

The main idea here is building a leadership pipeline in a church-planting effort: creating structured paths for developing leaders, along with training, mentorship, and a clear view of the skills needed at each stage. A leadership pipeline works by defining what leadership looks like at different levels, preparing people through targeted training, and guiding them through mentoring as they take on more responsibility. Identifying core competencies helps ensure everyone is developing the same essential capabilities, so leaders are ready for higher roles and expanded ministry. Implementing technology audits does not fit this core focus. A technology audit assesses tech systems, tools, and processes, which is about operational efficiency and infrastructure rather than developing people for leadership. The other options—creating leadership tracks, training and mentoring, and identifying core competencies—directly support growing leaders and ensuring a cohesive path upward in the church-planting effort.

The main idea here is building a leadership pipeline in a church-planting effort: creating structured paths for developing leaders, along with training, mentorship, and a clear view of the skills needed at each stage. A leadership pipeline works by defining what leadership looks like at different levels, preparing people through targeted training, and guiding them through mentoring as they take on more responsibility. Identifying core competencies helps ensure everyone is developing the same essential capabilities, so leaders are ready for higher roles and expanded ministry.

Implementing technology audits does not fit this core focus. A technology audit assesses tech systems, tools, and processes, which is about operational efficiency and infrastructure rather than developing people for leadership. The other options—creating leadership tracks, training and mentoring, and identifying core competencies—directly support growing leaders and ensuring a cohesive path upward in the church-planting effort.

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