The 5 Cs of Leadership: A Practical Guide for Identifying Lay Leaders

By Matt Purdom

Every church needs more leaders. That’s not a complaint—it’s an opportunity.

Healthy churches grow when leaders multiply. But too often, we either wait for volunteers to self-identify or rush to fill holes with the nearest willing body. What if we had a better way to identify, affirm, and equip the right people to lead?

Over the years, I’ve found a simple framework that helps bring clarity to the process. It’s called the 5 Cs of Leadership, and it’s shaped the way I evaluate and develop lay leaders across our campuses.

Whether you’re overseeing a small group ministry, a missions team, or a kids’ check-in crew, this framework can help you spot and steward the leadership potential God has placed in your people.

Why This Matters

Ephesians 4 tells us that pastors and teachers are called to equip the saints for the work of ministry. That means our job isn’t to do all the ministry ourselves—it’s to develop others to do it. But you can’t develop what you don’t identify.

And that’s where the 5 Cs come in.

The 5 Cs of Leadership

These five qualities—Character, Competency, Calling, Commitment, and Culture—offer a practical lens for evaluating potential leaders in your church. You don’t need a full HR department to do this. You just need discernment, intentionality, and a few good questions.

1. Character: Who Are They Becoming?

Leadership in the church is a call to spiritual influence. That starts with integrity.

We’re not looking for perfect people—but we are looking for spiritually maturing ones. Are they trustworthy? Humble? Accountable? Do they show fruit of the Spirit?

Reflection Questions:

• Are they known for honesty, follow-through, and personal integrity?
• Do they display humility and teachability?
• Are they growing in godliness both inside and outside the church?

2. Competency: Can They Do the Work?

This isn’t about being the most skilled person in the room. It’s about having the ability—or potential—to fulfill the role well.

Some leaders bring experience. Others bring raw potential and a teachable spirit. Either is valuable if they’re coachable and committed to growth.

Reflection Questions:

• Do they demonstrate ability or aptitude for the role?
• Have they handled similar responsibilities before?
• Are they eager to learn and grow?

3. Calling: Do They Feel Led to This?

Some people serve out of obligation. Others serve out of obedience. You want leaders who sense a calling—not necessarily to full-time ministry, but to steward their gifts for God’s purposes.

This can often be affirmed by others before it’s felt internally. That’s why “I see this in you” conversations are so powerful.

Reflection Questions:

• Have they expressed a desire to serve in this capacity?
• Do others affirm this gift or calling in them?
• Are they prayerfully considering what God is asking of them?

4. Commitment: Will They Show Up?

Every ministry needs reliable people. That doesn’t mean saying yes to everything—but it does mean saying yes on purpose.

Look for leaders who understand what they’re committing to and are willing to show up consistently.

Reflection Questions:

• Do they follow through on what they’ve agreed to?
• Are they willing to grow in areas that require sacrifice?
• Do they understand the expectations of the role?

5. Culture: Do They Fit the DNA?

Every church has a unique culture—values, tone, rhythms, and ways of working together. A great leader with the wrong cultural fit can create confusion or even division.

This category is often overlooked, but it’s critical. You want leaders who strengthen your culture, not stretch it out of shape.

Reflection Questions:

• Do they embody our church’s values and vision?
• Do they work well with staff, volunteers, and others?
• Do they model our preferred leadership style (humble, team-based, people-first)?

Comparison: 5 Cs vs. Lencioni’s Ideal Team Player

Patrick Lencioni’s “Ideal Team Player” model offers another helpful lens. It focuses on three traits: Humble, Hungry, and People Smart. Here’s how these ideas overlap:

They’re different tools, but they complement each other well. If you want to build healthy, multiplying teams, use both. Look for those who are godly, gifted, and growing in all the right ways.

What To Do With This: Try It Out

You don’t need to overcomplicate this. Here’s how you can start using the 5 Cs in your ministry:

Step 1: Choose a few people you’re currently discipling or observing.
Think about group leaders, volunteers, or faithful attenders who may be ready for more.

Step 2: Walk through the 5 Cs for each one.
Use the reflection questions. You can even print the worksheet below and fill it out with a trusted staff member or ministry coach.

Step 3: Start a conversation.
Once someone rises to the top of your list, have an “I see this in you” conversation. Invite them into a development opportunity, not just a role.

Final Encouragement: Be Bold. Be Patient.

Identifying leaders isn’t a one-time task—it’s an ongoing rhythm. It requires prayer, observation, and a willingness to take relational risks.

Not everyone will say yes. And not everyone will be ready the first time you ask. But the effort is worth it.

Because when you develop leaders, you don’t just grow a team—you expand the reach of the gospel.

And that’s why we do what we do.

Dr. Matt Purdom serves as the Associate Executive Pastor at Brentwood Baptist Church, where he has faithfully led in discipleship and groups ministry for over a decade. Matt holds a DMin in Biblical Spirituality from Southern Seminary and is pursuing a PhD in Biblical Studies from Midwestern Baptist Theological Seminary. He is also an Adjunct Professor of Biblical Languages at Williamson College and a former U.S. Army Chaplain. Matt is passionate about developing lay leaders and helping the church multiply its impact. He and his wife, Carey, have four children.