Previously in this series, we talked about:
In this article, we explore the leadership lessons from the selection process of the seven deacons in Acts 6. Recall that the Grecians had complained about the unfair treatment meted out to their widows by the Jew-speaking welfare officers. The Apostles, on hearing that, swung into action.
Once the apostles defined their core, it was now time to know who would fit into the role of table servers (food distributors). Despite the complaint of the Grecians and the urgency needed, the selection process wasn’t less rigorous. It was both a spiritual and physically delicate matter that required that the choice fall on the heads of people who wouldn’t repeat the mistakes of the past appointees, restore the confidence of the Grecian people, not tamper with the trust of the Hebrews, and earn the trust of the twelve apostles such that they can focus on the Word without distractions.
Looking at the above, it became necessary that certain criteria be put in place to narrow the aspirants down to a few who would meet them. The role the disciples would perform determined the qualities sought in them.
So, here are a few leadership lessons from the selection process of these seven deacons.
1. Internal Selection
The choice was among the disciples, not externals. The first place a solution should be sort for is within. Some leaders prefer to look outside whenever they want to change things in their organisation. The truth is that you end up crippling the talents/skills of your internal resources as well as causing disaffection among your people as they feel that they aren’t valued.
Except in the case where the internal resources have failed or none has the qualities required(in which case, an external solution should be sought), an internal who has imbibed the culture of the organisation should be selected to handle the roles. It encourages others to know that they can aim for higher roles when opportunities open up.
The constant search for external solution providers is proof that you have not devoted enough resources to train those within. Therefore, focus on raising people in your organisation, and when there is a need, appoint some to take up higher responsibilities. The stairs or elevator of your organisation should be open and active
2. Encourage Responsibility and Accountability
Also, the disciples had to CHOOSE by themselves, among themselves — responsibility. So, the choice had to be made by the disciples, and the people chosen were disciples as well. The people that made the selection, chose the best. And the people that were chosen had to remain accountable, not only to the apostles but to the assembly that selected them. So, it encouraged responsibility and accountability.
Any person who was chosen understood that he was responsible for the success of the organisation and was answerable for any failures in that sector. So, selecting among the disciples instead of outsourcing the problem encouraged responsibility. Also, the twelve apostles wouldn’t have known every single person in the congregation, for there were thousands, but there was a chance that the disciples knew more people and their lifestyle seeing they were in constant interaction among themselves.
3. Choose more than one man
Seven men were chosen, not one because that could be Grecian or Hebrew, and that wouldn’t resolve the conflict. Not two, because we are not just talking about equality between Greeks and Hebrews, after all, there are other nationalities from other gentile nations who have become converts. So, if you want equality, you’d choose from every country. They had to choose seven, not just because it was a perfect number, but because the service was too much and required seven hands.
Also, choosing seven men meant that the decision on food distribution rested on seven shoulders instead of one. The apostles must have learnt from Jesus not to exalt one person above the rest, who with time may think himself to be a god. In a group of seven, individual biases and deficiencies are best addressed.
Furthermore, the numerosity should be proportional to the degree of problem they have to solve. As a leader, you don’t want to choose too few or too many, just the appropriate number to satisfy the need and also allow the appointees time to grow in their faith just like the people they are serving. We see that Stephen was serving food and still serving great wonders and miracles. So, his welfare ministerial engagement did not hinder his spiritual growth nor stop him from exercising his spiritual gift.
Service – whether in the spiritual or business arm of the Church – shouldn’t be a reason to fall out of faith or become stunted in growth. The primary purpose of being in the Church is to grow in Christ and be found worthy at His appearing. Serving others in any capacity is only to maintain the smooth running of the assembly of Christ.
4. Honest report
Verifiable honesty, not self-acclaimed honesty. Honesty that has been proven – that the people around the camp who knew such people can attest to. Although honesty is an inner quality, it is expressed outside, seen by those around the persons to be selected.
They shouldn’t be men with scandals but blameless. Men of unquestionable integrity. Dishonest men would steal the money meant to buy things, embezzle the food items meant for the congregation or continue in the partial ways of their predecessors.
If the Apostles had chosen men with questionable character, the complaint would have intensified. Not just complaints from the people who knew them but complaints that would arise from their dishonest attitude in the food-sharing process.
Dishonest people who have not repented and turned from that evil way are likely to continue their dishonest ways when given a higher position. Higher offices do not take care of character defects, rather they expose them. And guess how many people their dishonesty affects? Yes, the entire assembly. No wonder one of the qualities that Jethro listed in the choice of judges was people who hate dishonest gain (Exodus 12:21).
5. Full of the Holy Spirit
The welfare department, hospitality department or kitchen department is an important arm in spreading the gospel. So, the people who should manage it must be spirit-filled. The Bible tells us in 1 Corinthians 12:12 that the entire Church is one body. So, just as every part of the body is important, every arm of the Church is important.
The Ministry of the Word will not accomplish its results if the Ministry of Food lags. The demands of the human stomach (hunger and thirst) are one of the most, primordial, or not, effective ways Satan uses to lure people into temptation, sin and scatter an assembly. Had the twelve apostles not resolved this, they’d have soon discovered the power of hunger. Esau forsook his birthright because of it. It was hunger that drove Naomi and her family from their land of Bethlehem in Judah. Even our Lord Jesus had to cater for the needs of the digestive system when he fed five thousand and four thousand. So, the stomach ministry cannot be overlooked.
Being full of the Holy Spirit signified that the men who were chosen possessed the gifts of the Holy Ghost. They were all baptised by the same Spirit that was at work in the Apostles. Jesus had told the apostles to tarry in the upper room until they were endued with power from on high. So, there was no way the apostles would choose people who had not received the same Holy Spirit baptism as they had.
However, being full of the Holy Ghost also meant that the people who were to be chosen manifested the fruits of the Holy Spirit. One cannot be said to be full of the Holy Spirit when the character outline in Galatians 5:22-23 is lacking.
As a leader, this must be part of the criteria for selecting people to serve in any capacity. The same spirit that is at work in you must be the same spirit at work in them, else there will be a lot of rifts. God had to baptise every one of the elders with the same spirit that was in Moses. Working together to accomplish God-given assignments demands physical and spiritual understanding, which can only come by the same Holy Spirit working in all the components of the group.
6. Full of wisdom
The choice of people to get into roles in the Church must have discretion and the ability to perform at its basis. Some people have sound character and good Christian qualities but lack the wisdom to discharge a particular duty.
It is no sin to be born again without adequate knowledge of an area of Church administration. You have to be knowledgeable in something, but you don’t have to be knowledgeable in all things. Such people can be directed to their area of competence, but not in this area.
Table service was not limited to sharing food but also had to do with budgeting, calculations, estimations, and other things that go on before the food is cooked and after it is served. Such planning procedure needed people who were honest, full of the Holy Ghost and full of wisdom as well.
Leaders must do well to select the most competent after the other character and spiritual qualities have been met. The most competent may not be the most spiritual, and many times, the most spiritual may not be the most competent. So, you either train the most spiritual to become competent or groom the most competent to attain a certain spiritual level before you appoint him.
Administrative qualities must not be detached from spiritual qualities, as the Church is a spiritual entity operating in a human-directed administrative world. Therefore, a leader must be balanced when selecting officers who oversee the arms of the ministry – don’t be too skill-oriented that you trample on the spiritual, and don’t be too spiritual that you neglect skills.
Results of resolving the complaint of the Grecians
The results of such a resolution are found in Acts 6 verse 7. They are as follows:
1. The apostles focused on the word and prayers. They were now focused on their core and gave their best without unnecessary distractions.
2. The word of God increased. What you focus on is what will increase. As the apostles gave more attention to the word, the message of Christ spread more and more.
3. The number of the disciples multiplied greatly in Jerusalem. The spreading of the word brought more believers and disciples who were ready to die for what they believed. When you dedicate time to the Word and prayers, you’re able to raise men and women who know what they believe and are willing to give their all for it.
4. Jewish priests received the word and became obedient to the faith. This is also consequent upon the teaching of the Word and prayers.
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