Knowable Word

Helping ordinary people learn to study the Bible

Copyright © 2012–2024 DiscipleMakers, except guest articles (copyright author). Used by permission.

You are here: Home / Archives for Discipleship

Teaching the Bible to Teenagers

By

This is a guest post by Mark Fodale. Mark loves to influence the next generation, and he has served over 30 years in full-time campus ministry. He also loves teaching and studying God’s word, and he serves as a Teaching Elder in the Presbyterian Church in America. He and his wife Shannon have 4 children. If you’d like to write a guest post for Knowable Word, please see our guidelines.

Though never appearing in the Bible, the word “teenager” can elicit waves of anxious worry in even the most faithful parent or teacher. And too often, this formative time of life gets described as “rebellious,” “uncontrolled,” “distant,” and “exhausting.”

But amazingly, King Solomon viewed the teenage season as one of great opportunity and promise. As his father David had taught him, so he taught his son (Prov 4:3-9) and imparted wisdom to a generation of youths about to assume their roles in society. To borrow a phrase from Paul David Tripp, the teen years are an Age of Opportunity.

What can we glean from Solomon’s wisdom to help us shepherd our teens and spur them to know and love God’s Word?

Yo tampoco (2011), Creative Commons

Yo tampoco (2011), Creative Commons

1. Lead With Your Life

Avoid the temptation to coerce your child into spiritual disciplines. Threats, power plays, guilt manipulation, comparison with other people’s children, and even shouting may seem to work at getting your teen into God’s word. But they don’t really work.

A gentle answer turns away wrath, but a harsh word stirs up anger. (Prov 15:1)

Lead with your life. In other words, use the power of imitation rather than the threat of intimidation.

What does this look like?

  • You study the Word, regularly, passionately, personally.
  • You listen diligently to sermons as they are preached, or to Bible studies as they are taught. You take notes. You make clear applications to your life.
  • You share what God has been teaching you in His word, not to manipulate your teen into engaging with the Bible, but to honor Christ in your life.

Your teens are watching and (believe it or not) listening to you. And what they hear and watch at this stage is not primarily your words but your life. Are you giving them an example to emulate? Are you leading with your life?

2. Persuade With Vision

In the early chapters of Proverbs, Solomon tells of wisdom’s beauty and promise:

If you turn at my reproof, behold, I will pour out my spirit to you; I will make my words known to you. (Prov 1:23)

Blessed is the one who finds wisdom, and the one who gets understanding, for the gain from her is better than the gain from silver and her profit better than gold. (Prov 3:13-14)

The beginning of wisdom is this: Get wisdom, and whatever you get, get insight. Prize her highly, and she will exalt you; she will honor you if you embrace her. (Prov 4:7-8)

Solomon persuades with a picture of the future—the overwhelming beauty of wisdom, the unsurpassed joy and benefit in gaining wisdom, and the devastating cost of rejecting wisdom. As you interact with your teenagers, talk about life. Life, both in the here-and-now and in the future. Show them the benefits to be gained then from studying God’s word now.

As I interacted with my teens, I often asked, “What kind of man (or woman) do you want to be someday? What kind of a parent or spouse do you long to become?” As they voiced their dreams with wide eyes, I would then say, “What you do now with God’s word will either help you or cripple you in that pursuit.”

Paul David Tripp says it well:

Keep conversations interesting and to the point … Make the moments of wisdom and correction interactions rather than lectures. Some of us carry invisible portable lecterns with us, which we are ready to set up in a moment. Leave them in the closet. Instead, ask stimulating questions that will cause the teen to examine his actions, his assumptions, his desires, and his choices. Help him shine the light of the word on them. Surprise him with truth. Let wisdom sparkle before his eyes … Engage your teenager in a stimulating conversation that doesn’t flash your authority or the right you have to tell him what to do. Rather, talk to him in a way that lifts up truth and points out its beauty.

3. Seize the Opportunity

The teenage years are a time of transition: from childhood to adulthood, from immaturity to maturity, from irresponsibility to great responsibility, and from more parental oversight to less overt control.

Do you see these transitions as overwhelming threats, or tremendous opportunities?

My son, do not forget my teaching, but let your heart keep my commandments. (Prov 3:1)

The season before you, as you consider your teenager, is one of unparalleled opportunity—the opportunity to walk with your teen as he or she transitions into adulthood. The opportunity build depth into a relationship that will reap benefits in the years to come.

With each of my teens, I scheduled a season of weekly breakfasts to discuss a key issue in their lives. For one, it was a pattern of unbridled anger. For another, the fear of man vs. the fear of the Lord. At these breakfasts we studied the word intentionally and with specific application. And we reaped a harvest of trust, accountability, and tangible growth in Christ.

So, seize the opportunity. Again, Paul David Tripp:

Pursue your teenager. Daily express your love. Don’t ask questions that can be answered with a yes or no. Ask questions that require description, explanation, and self-disclosure. Don’t just relate to them during times of correction. Don’t only catch them doing something wrong; catch them doing something right and encourage them … Enter the world of your teenager and stay there. Don’t ever let them view you as being outside their functional world. Teenagers will reject grenades of wisdom and correction lobbed from afar by someone who has not been on site for quite a while.

“A word fitly spoken is like apples of gold in a setting of silver” (Prov 25:11). Spend time. Craft special outings. Let them into your life. Listen eagerly and humbly. And pray. Pray for apples of gold from God’s word. And pray for settings of silver in which to place them.

We are called to labor with a vision for launching our teens into God’s world. By God’s grace, they can become men and women who know and cherish God through his word, and who seek to obey him in all things.

7 Ways to Grow in Studying and Teaching Scripture Without Seminary

By

Nancy Guthrie has some really good advice for anyone and everyone who wants to grow at studying and teaching Scripture. She frames her article as 7 ideas for women, but anyone who cares to improve should consider these things:

  1. Keep your passionate heart and inquiring mind engaged with your Bible.
  2. Read some books about interpreting and communicating the Scriptures.
  3. Spend some time studying the geography of the Bible.
  4. Study sound teachers.
  5. Seek out mentors as well as companions for the journey.
  6. Seek feedback on your teaching or leading.
  7. Consider taking online courses from a trusted source.

We neglect such practices to our peril. Even if you’ve been to seminary, your need for growth has not yet come to an end. For more explanation, check it out!

Keep in Touch

By

When we train apprentices or delegate tasks, sometimes we’re too slow to hand things off. I’ve written about this danger over the last few weeks, but we must consider another danger as well: being too quick to hand things off.

Yee Leng (2009), Creative Commons

Yee Leng (2009), Creative Commons

When we hit stage 4 for training new Bible study leaders (“You do; I watch”), we may feel tempted to simply send them out and commend their souls to God. We might even be relieved to have someone to take on some of our responsibility. We have complete trust in the person to serve and full confidence in God to work. But sending out new leaders must not flick like a standard light switch, on or off. It should transition more like a dimmer switch with increasing shades of brightness.

So when you send out your apprentice to lead a new group, you’re not yet finished as a trainer. You still should check in with that person from time to time to see how things are going. You’ll want to encourage the leader with evidence of God’s grace. You’ll want to expose areas of potential blindness. You’ll want to stimulate the leader’s thinking about ways to excel. And you’ll want to make sure the new leader considers finding his or her own apprentice to train and launch.

We can see this approach in the Apostle Paul’s ministry to the Gentiles. Paul’s chief aim on his first missionary journey was to appoint and train leaders for fledgling churches: “And when they had appointed elders for them in every church, with prayer and fasting they committed them to the Lord in whom they had believed” (Acts 14:23). But he didn’t merely set them up and forget about them. Notice the impetus behind his second missionary journey: “And after some days Paul said to Barnabas, “Let us return and visit the brothers in every city where we proclaimed the word of the Lord, and see how they are” (Acts 15:36). That second trip covered the same ground before going farther and deeper into Rome’s empire. His third trip then revisited the same places as the second trip.

He kept visiting the same places to strengthen and correct the leaders. He didn’t control them or take those churches back over. He let the leaders lead, but he made sure to check in and offer help. There’s much for us to learn from this approach.

First, don’t forget your apprentices, even after they’ve gone to lead their own groups.

Second, you don’t need a curriculum or detailed training agenda. Just visit occasionally to “see how they are.” You might want to ask about what’s going well and what could be better. You may also want to make your own observations.

Third, decrease your involvement as they continue to develop.

Fourth, make sure your former apprentices take note of potential new apprentices they can train.

Fifth, rejoice in the Lord, who is multiplying your ministry and your influence before your eyes. Keep those eyes fixed on Christ so you can represent him well.

The 3 Laws of Launching New Leaders

By

Fighter Jet LaunchIn the life of every Bible study apprentice, there comes a time for independence. A time when trails must be blazed and sunsets must be ridden off into. New small groups must be formed, and new leaders must be set loose to form them. And when this time comes, three laws will inevitably take effect.

The Apprentice Will Not Be Ready

Nobody perfects a skill without first trying and failing. And an apprentice who stays close to the trainer, who is eager and capable to correct every misstep, can’t really fail. The goal, of course, is not merely to fail, but to fail in the right direction. Like major league sluggers, we need to be okay with high volumes of strikeouts. Each one teaches something about timing, bat speed, or pitch count expectations. Few apprentices will ever feel ready to lead their own groups, but that shouldn’t stop them from trying.

The Trainer Will Not Be Ready

Nobody likes to see a protege struggle. No decent Bible teacher wants a short-term decrease in ministry effectiveness. But eyes of faith see dormant glory. This mustard seed will become the greatest of all garden plants. This bit of leaven will penetrate the doughy lump. This jar of clay proclaims the surpassing power of God to grow his church. And this frail limb may eventually become a mighty oak of righteousness.

The World Will Not Be Ready

Do you remember how Hebrews speaks of our faith heroes, that the world was not worthy of them (Heb 11:38)? Then remember also that those folks, though commended, didn’t receive what was promised. God provided something better for us: Jesus, seated at God’s right hand (Heb 12:1-2). But before he took his seat, Jesus committed to sending his Spirit to empower his followers to do greater works than Jesus himself had done (John 14:12-14). So we ought to expect generation upon generation of new heroes who proclaim faith in Christ and trust in no other. The world cannot handle such titans.

In training your Bible study apprentice, perhaps you had a part in shaping one of these heroes.

Passing the Leadership Baton

By

As you raise up a new Bible study leader, the time will come for you to enter the third stage of training: You do, I help. At this point, you hand over the meeting’s leadership and let the apprentice have at it. Because your apprentice has demonstrated much faithfulness and readiness to advance, you may be tempted to jump too quickly to the fourth stage (You do, I watch). Or, you might suddenly feel greater fear of failure and be tempted to clamp back down.

noheadlights (2012), Creative Commons

noheadlights (2012), Creative Commons

So this transition needs some delicacy as you hold competing values in tension.

1. Take risks, but don’t be foolish

Face it: You don’t know how the apprentice will do. That’s okay, and that’s the risk of training. It would be simpler to continue leading yourself, but you know it’s not worth it. Handing over leadership is scary and relieving at the same time, so we should prepare for the risk.

However, we’re not jumping off a cliff, blind-folded. If the apprentice is not ready, don’t do it. If a moral failure or clear incompetence comes to light, deal with it. Riskiness may sometimes feel like idiocy, but the two are as different as Jacob and Esau.

2. Be present, but don’t take over

You’re not turning the whole thing over just yet; your apprentice needs you to continue attending the meetings. And as you attend, people will still see you as the leader. And when people see you as the leader, they’ll continue treating you as the leader. And when they treat you as the leader, you’ll fall back into that role like a recovering alcoholic in a liquor store.

You must resist this urge. If someone directs a question at you, deflect it over to the apprentice. As people make eye contact with you, turn your gaze toward the apprentice. Don’t make too many suggestions, even if the apprentice clearly misses what to do next.

Don’t be awkward, of course. You should take part in the discussion just as much as anyone else. Just as much, that is, and no more.

3. Empower, but don’t enable

Make sure the apprentice knows who is holding the baton. Clarify your role: That you will take part in the discussion, but you won’t set the direction. The apprentice has real authority to conduct this orchestra. The apprentice may make different choices than you have made with this group. The apprentice will receive credit for the orchestra’s performance. And the apprentice will be held responsible for anything out of tune.

And if the apprentice offends everyone in the room with an unforeseen lack of discernment, don’t make excuses in the name of delegation. Deal with issues as they arise.

4. Plan and evaluate, but don’t execute

Continue meeting with the apprentice to discuss each meeting. Evaluate the last one, and plan for the next one. Clarify the goals for each meeting, and possibly for each group member. Study the next Bible passage together to develop a main point and some possible applications.

But then let the apprentice pull it off. Be a coach, not a lifeguard. You might call the plays, but you’re not allowed on the field. You can’t jump in for the rescue when things go wrong.

In short, if you keep your grip while passing the baton, you’ll never finish the race.

When to Suspend an Apprentice’s Training

By

Though Canaan would later hold about 2 million Israelites, Abraham released Lot, his heir and protege, on the younger man’s excuse that “the land could not support both of them” (Gen 13:5-6).1

The prophet Elisha sent his servant Gehazi out of his presence (2 Kings 5:27). Paul chose rather to split from his partner Barnabas than continue training John Mark (Acts 15:37-40). And though Jesus trained many disciples, there were also many he could not or would not train (Luke 9:57-62, Mark 5:18-20, 10:21-22, John 6:66).

I confess it’s not a pleasant topic, but it’s one we must grapple with. Not all apprentices will complete their training and lead their own Bible studies. Some will pull themselves out of the training, and others will need to be pulled out. How do leaders make such decisions?

John Douglas (2008), Creative Commons

John Douglas (2008), Creative Commons

Clear Guidance from Jesus

In the Sermon on the Mount, Jesus spoke to his disciples—within earshot of the crowds (Matt 5:1-2)—about what sort of people make up the citizenry of the kingdom of heaven (Matt 5:3, 10, 20, etc.). After explaining how such citizens can perfectly fulfill the law (Matt 5:17-48), find reward from their Father in heaven (Matt 6:1-18), and treasure this kingdom above all else (Matt 6:19-34), Jesus ends on a sober note.

Not content merely to define the kingdom’s citizens, he wants those citizens to be able to identify those who look like kingdom citizens but truly are not (Matt 7:1-6). Brothers and dogs are not the same species, and they require different tactics. In fact, Jesus urges his disciples to ask for discernment to see the difference between the two (Matt 7:7-12).

Then, assuming they do in fact want this discernment, Jesus concludes his sermon with a series of contrasts meant to sharpen the distinction (Matt 7:13-27). These contrasts will help us decide when to suspend an apprentice’s training.

Please note: I am not suggesting that every apprentice who drops out—or must be kicked out—of Bible study training is necessarily a dog, an outsider to Christ’s kingdom. For example, John Mark eventually turned around and became useful to Paul for ministry (2 Tim 4:11). And some who rejected Jesus later believed (John 7:5, 1 Cor 9:5, James 1:1, Jude 1:1).

I am merely suggesting that if someone currently shows the signs that one outside the kingdom would show, you may want to reconsider whether further leadership training is a good investment. You may honor the Lord by giving this person time to grow, and by finding someone else heading in the same direction you are.

What to Expect

Jesus’ first contrast has mostly to do with expectations (Matt 7:13-14):

Enter by the narrow gate. For the gate is wide and the way is easy that leads to destruction, and those who enter by it are many. For the gate is narrow and the way is hard that leads to life, and those who find it are few.

As you train new leaders, remember that few find the way to life. Many—even among those who confess Jesus as Lord (Matt 7:21)—keep themselves on the wide, easy way, the one with destruction, not life, at its end.

So set your expectations appropriately. Many people you meet will not be interested in Jesus. Many people interested in Jesus will not be interested in Bible study. Many people interested in Bible study will not make good leadership candidates. And not many leadership candidates will become good leaders.

It’s a sad fact of life on a fallen planet. But knowing this fact, you’ll be more effective as a trainer. When you find the right people, you will go farther faster than if you keep dragging the wrong people along with you.

Test #1: Bearing Fruit

Jesus’ second contrast tells us what to look for (Matt 7:15-23):

Beware of false prophets, who come to you in sheep’s clothing but inwardly are ravenous wolves. You will recognize them by their fruits…Thus you will recognize them by their fruits. Not everyone who says to me ‘Lord, Lord,’ will enter the kingdom of heaven…

When training your apprentices, look for fruit. And in particular, the fruit you’re looking for is not merely a confession of Christ (Matt 7:21). False prophets will look just like sheep: attending, serving, listening, learning, engaging with the community. The fruit is also not ministry success.  Some false prophets will claim to speak in God’s name. Some will cast out demons and truly help people. Others will do many mighty works in Jesus’ name (Matt 7:22).

But the only fruit that matters is the fruit of doing the Father’s will (Matt 7:21). And Jesus already made clear: The Father’s will has to do with character: spiritual poverty, mourning, meekness, thirsting for righteousness, mercy, purity, peacemaking, endurance (Matt 5:3-12).

Test #2: Hearing and Doing

Jesus’ final contrast has to do with openness to instruction (Matt 7:24-27):

Everyone then who hears these words of mine and does them will be like a wise man who built his house on the rock…And everyone who hears these words of mine and does not do them will be like a foolish man who built his house on the sand…

As you train your apprentices, you will instruct them. And I hope you instruct them with Jesus’ words from Scripture. As you do, pay attention to how the apprentices respond.

If they regularly argue with you or fight the instruction, watch out. If they blame people in the group for their mistakes, watch out. If they make excuses for everything you bring up, watch out. If they withdraw, get touchy, or are difficult to approach—watch out. If they point out everything you’ve done wrong, listen and learn. And then watch out.

But if they take the instruction to heart and do it—you’ve found something rare and precious.

Two gates, two fruit trees, and two builders. These three contrasts will help you know whether to suspend an apprentice’s training or continue moving forward.

————

1 Some may object that I’m quoting the narrator and not Lot. Yet I would argue from the flow of the story that, on this point, the narrator tells the tale from Lot’s perspective and not as an objective observer.

How Leaders Read the Bible

By

I’ve written before about how we must learn from the Bible before we’re qualified to teach it. Seminary professor Dan Doriani has similar thoughts. He writes to pastors, but his words apply equally to Bible study leaders, Sunday school teachers, and parents.

I especially appreciate the section where Doriani explains the stages of a ministry leader’s devotional life:

  1. Naive and devotional – new Christian, or new to the Bible, and excited about every word.
  2. Sophisticated and devotional – learning basic principles of Bible study, reading in context, etc.
  3. Technical – becoming an expert in language and interpretive techniques.
  4. Technical and functional – expert interpreter who considers how to communicate these truths to others.
  5. Technical and devotional – expert interpreter who considers applying these truths to himself or herself.

As we spend more time in ministry, we’ll be tempted to separate our study from our own application. We must not do this. We must keep pushing ourselves into that fifth stage.

Doriani’s article is worth reading for anyone who feels the tension between “ministry prep” Bible study time and “personal devotions” Bible study time.

Check it out!

How to Train Someone in a Task

By

Training is the process by which someone matures from learning to leading, from participating to performing. It is a process we regularly underestimate but can’t go without.

Some self-disciplined, intuitive types can train themselves in a skill by merely observing and imitating successful people. But there are masses of people who, to make progress, need rigorous coaching and instruction. This is why athletes, entrepreneurs, and executive teams hire personal trainers or outside consultants. Classes and books may help with communicating information, but effective skills-training rarely takes place without close contact, personal investment, and frequent feedback.

Living Fitness (2013), Creative Commons

Living Fitness (2013), Creative Commons

The world gives many names to such training: mentoring, coaching, supervising, parenting, tutoring, consulting, counseling. The Bible calls it “making disciples.” And when we use this fitting label, we’ll quickly realize the Bible has much to say about how to go about doing it.

While I write this post as part of a series about how to train someone to lead a Bible study, the process I outline1 can be applied to almost any skill. Since it describes how God works in the world, we should expect it to work as we follow his example.

  1. I do, you watch; aka “Come and see” (John 1:39). Invite this person to become your official assistant leader. Meet with your assistant before the group meeting to go over the passage. Teach that person how to do OIA Bible study. Practice it with that person over the course of a few months.
  2. I do, you help; aka “Come and follow me” (Mark 1:17). Ask your assistant to evaluate your leadership and make suggestions for improvement. Give assignments for your assistant to carry out during the meeting. “Please help me to draw out the silent person.” “Please feel free to ask a key question if you think the discussion is lagging.” “Please come early and be ready to help welcome people.” “Please let me know what you hear that will enable me to make the next study more relevant to them.”
  3. You do, I help; aka “Go out and come back” (Luke 10:1-24). Let your assistant lead one of the meetings, and then meet to give that person feedback on how it went. You now play the support role during the meeting, helping with difficult situations or participants. Encourage your assistant with what went well and offer suggestions for improvement. Avoid correcting every minor mistake; focus on broad patterns that might hold back this person’s leadership ability.
  4. You do, I watch; aka “Go and make disciples” (Matthew 28:18-20). Right when your assistant starts being truly effective, you’ll need to send that person out to start a new group without you. This is painful, because it will feel like your own group is moving backwards. You’ll lose the momentum and excitement of visible progress. But where there had been one group, now there are two. This is worth it.

The beauty of this process is that it’s neither time-sensitive nor dependent on factors like capacity, competence, education, or learning style. Because it’s merely a framework to guide the discipleship of an individual, we can tailor the process to all the different kinds of people we train.

If, after delegating the task fully (step 4), you suspect the person is struggling to succeed, that’s okay. Most trainees need to make their own mistakes and find their own style before they find competency. But perpetual floundering may also reveal that you moved too quickly through the steps and should return to one of them.

For the rest of this series, I’ll walk through these four steps in detail, explaining how we can use them to train people to lead their own Bible studies.

————

1I’m grateful to Dave Kieffer for introducing this model to our Team Leaders in DiscipleMakers.

The Best Way to Grow Your Bible Study Group

By

I don’t lead Bible studies just to make myself feel better; if that were the case, I could find many other ways to spend my time. No, I do it to help grow the kingdom of God. I want God to use me to influence others and draw them closer to him. If you’re leading a Bible study, I imagine you have similar motives.

So if we want to influence others to know God through Christ, we’ll want to have this influence on as many people as possible, right? That means we’ll want the group to grow. If we’re content with the group and never want it to change, perhaps we should reconsider our motives for having the group in the first place.

Grisel D'An (2015), Creative Commons

Grisel D’An (2015), Creative Commons

But this leads us to ask a valuable question: How do we grow the Bible study?

I could answer this question in many ways, depending on your cultural background, environment, unique strengths and weaknesses, and the makeup of your current group. But this post will highlight what is certainly the most important technique you must master if you want to expand your reach for the Lord’s sake.

You then, my child, be strengthened by the grace that is in Christ Jesus, and what you have heard from me in the presence of many witnesses entrust to faithful men who will be able to teach others also. (2 Tim 2:1-2)

Before you can master this technique, you must be strengthened by the grace that is in Christ Jesus (2 Tim 2:1). You will always feel unworthy for what you’re about to do. Except for those times when you feel eminently worthy for this task, at which times it’s even more urgent that you be strengthened by the grace of Jesus. Draw your sustenance and power from the lavish mercy and free forgiveness of your Master and King. You are approved to study the Bible. And you are approved to lead others to study the Bible.

And what is this most important technique for growing your Bible study? “What you have heard from me in the presence of many witnesses entrust to faithful men who will be able to teach others also” (2 Tim 2:2). Take what you’ve learned and teach it to someone else.

Pick someone with godly character in your group to be your assistant leader. Give that person some responsibility in the group. Follow a plan for progressively entrusting both the good deposit of the gospel and the skills of leadership to your assistant. Your plan could look like this:

  1. Come and see (John 1:39), aka “I do, you watch.” Invite this person to become your official assistant leader. Meet with your assistant before the group meeting to go over the passage. Teach that person how to do OIA Bible study. Practice it with that person over the course of a few months.
  2. Come and follow me (Mark 1:17), aka “I do, you help.” Ask your assistant to evaluate your leadership and make suggestions for improvement. Give your assistant particular assignments to carry out during the meeting. “Please help me to draw out the silent person.” “Please feel free to ask a key question if you think the discussion is lagging.” “Please come early and be ready to help welcome people.” “Please let me know what you hear that will enable me to make the next study more relevant to them.”
  3. Go out and come back (Luke 10:1-24), aka “You do, I help.” Let your assistant lead one of the meetings, and then meet to give that person feedback on how it went. You now play the support role during the meeting, helping with difficult situations or participants. Encourage your assistant with what went well and offer suggestions for improvement. Avoid correcting every minor mistake; focus on broad patterns that might hold back this person’s leadership ability.
  4. Go and make disciples (Matthew 28:18-20), aka “You do, I watch.” Right when your assistant starts being truly effective, you’ll need to send that person out to start a new group without you. This is painful, because it will feel like your own group is moving backwards. You’ll lose the momentum and excitement of forward movement. But where there had been one group, now there are two. This is worth it.

After your assistant starts a new group, you’ll probably want to continue meeting for a time. You’ll want to discuss how the meeting goes as it gets off the ground. You’ll discuss the new challenges and opportunities faced by this fledgling leader. But most of all, you’ll want to make sure the new leader wastes no time in looking for a new assistant to train. And you’ll be looking for another assistant yourself. And before you know it, you’ll have four groups going.

I didn’t invent this model for growth. Jesus instituted it from the start of his ministry, and it has been changing the world ever since. It’s not flashy,  and you’ll rarely be able to wow people with your dramatic growth figures. (“I trained one new person this year!”) But the power of multiplication is like a silent infection, wreaking havoc on the forces of darkness. Don’t neglect this best way to grow your Bible study group.

Don’t Mistake the Support for the Mainframe

By

I appreciate the reflections in this article about the centrality of the Word in discipleship. When someone comes to you with a struggle, is your first recommendation to offer them a Christian book on a topic? Or are you steeped enough in Scripture that you can take them directly to that which will offer the most help?

This Christmas, may we remember the greatest gift God has given us: himself. And may our passions be renewed to know him as he has revealed himself: through his word.

Check it out!