7 Tips for Godly Leadership

by R. A. Weigel

When God puts you in a leadership position, he does it for a very specific reason and there will be times when things are going to be difficult because there won’t be many who will initially appreciate your sacrifice of service. What… Service? Yes, service, because godly leadership begins and ends with a servant’s heart.

• Mark 9:35 (NLT) – He sat down, called the twelve disciples over to him, and said, “Whoever wants to be first must take last place and be the servant of everyone else.”

Leadership is first a spiritual matter of the heart. Whenever you have an opportunity to influence other people’s thinking and behavior, you first need to decide whether to act out of self-interest or to benefit those you are leading. Simply put, the heart question is this: Are you a serving leader or a self-serving leader? – Blanchard, Ken; Hodges, Phil. Lead Like Jesus Revisited: Lessons from the Greatest Leadership Role Model of All Time (p. 36).

Godly leadership requires humility, sacrifice, and a servant’s heart. That’s the basis for establishing how you can look after each other so that not one person fails to find God’s best blessing. (Hebrews 12:15) As a godly leader you may not be able to save every person under your authority, but it’s still your job to try.

Godly leadership is a calling, a ministry, and it takes incredible courage. Godly leaders are expected to keep learning how to lead the way God has directed his leaders to behave. It’s not about simply doing what’s easy or following how the world has always done things. Godly leadership is different, requiring a lifelong expectation of learning, reflecting, and improving.  No matter how much you know today, it’s not enough for the spiritual challenges you’re going to face tomorrow. There is no point in time when it’s alright for a godly leader to diminish God’s call to leadership and acquiesce or compromise to the world’s way of doing things.

As a Christian leadership and leadership coach, I’ve had the privilege to work with hundreds of leaders over the years. During that time I’ve found there is always something important to review, to discuss, and to work toward because godly leadership is never stagnant. As we begin the year 2025, I’ve listed seven leadership topics that have, at different times, come up for discussion. Perhaps one or more of these topics will be important to you. So, take a moment to review these ideas and consider how reading it over might help you to become more of the leader that the Lord has called you to be.

1. What is a godly leader?

Romans 12:8 (NLT) – If your gift is to encourage others, be encouraging. If it is giving, give generously. If God has given you leadership ability, take the responsibility seriously. And if you have a gift for showing kindness to others, do it gladly.

In truth… the only true leaders in this world

are the men and women that God has given leadership ability.

A leader is someone who others choose to follow because those people recognize the spiritual truth that certain people have been called by God to lead. Godly leadership is most effectively defined not by position or title, but by the skills and attributes that accompany their responsibilities along with the spiritual strength that they exhibit. For example, godly leaders set a vision with clear achievable goals and strategies to reach those goals and move toward that vision. Godly leaders are not afraid to make tough choices in difficult times. They are effective communicators. They leverage the unique strengths of the people on their team. They are patient, professional, responsible, and inspirational. They apply critical thinking and are unafraid of competing in order to improve their organization. They plan and create a productive workplace culture. They unite their team around common goals. They influence others. They are transparent with what they are doing and where they want to go. They encourage risk-taking and innovation. They model morality, integrity, virtue, and accountability. They act decisively and demonstrate resilience.

Leaders have a clear idea of what they want to do — personally and professionally. Leaders have the strength to persist in the face of setbacks, even failures. They know where they are going and why. ~ Warren Bennis

2. Godly leaders model their expectations for their followers.

1 John 2:6 (NLT) – Those who say they live in God should live their lives as Jesus did.

The first person a godly leader must lead… is themselves.

1. Keep God first at all times.
2. Listen to insights from the Holy Spirit.
3. Develop and follow your priorities.
4. Make a goal to have a disciplined lifestyle.
5. Challenge your excuses.
6. Expect and model a moral life
7. Determine when the job is done.
8. Establish a Christian culture.
9. Stay focused on results.

You are to lead by example. Don’t be a hypocrite by saying one thing and doing another. Be an example of what it means to be a godly leader including the following basics.

• What time you get to work and what time you leave.
• How you dress and carry yourself.
• How, what, and where you eat and with who.
• How you speak to others including how you write and communicate.
• What work you do and what work you give others to do.
• Who you spend time with and who you avoid.
• What you set as the vision, mission, and goals for yourself and the organization.
• How you treat your spouse, children, and others in your immediate circle.
• How you pray for others and for your organization.

Leaders must model the behaviors and expectations they have for others. They should not place blame or make excuses when things don’t go the way they want. Instead of complaining about challenges or setbacks, they model behaviors for developing solutions, solving problems, leveraging assets, building relationships, and using the resources to get the job done. Their own egos must take a back seat to the vision, mission, and goals. Above all, they must believe that God answers prayer, and they pray for the people who follow them.

3. Godly leaders need to have the tough conversations

Matthew 10:19 (NLT) -When you are arrested, don’t worry about how to respond or what to say. God will give you the right words at the right time.

There will always be times when a godly leader needs to have a difficult conversation. Most leaders prefer to shy away from those difficult or tough conversations, but godly leaders have the ability look at those tough conversations as a means to building unity, clarity, and stronger relationships.

The first key to a difficult conversation is to get all the relevant information out in the open. Beating around the bush or trying to “sugar coat” an issue is something that most people can quickly see through and brings a negative feel. Start any difficult conversation with asking the other person to openly and honestly express their opinion, feelings, or ideas even if they are unpopular. As a godly leader you do not react, get emotional, or go into a fight or flight mode.

When Paul wrote to the Corinthians, many of whom were falsely accusing him, he said, “Now I, Paul, myself urge you by the meekness and gentleness of Christ” (2 Corinthians 10:1). Here the word “gentleness” is the same basic word Paul used in the list of qualities in his letter to Timothy.

If you read Paul’s additional comments, however, he didn’t mince words with the Corinthian Christians. He pointed out their sins, defended his apostleship, and exhorted them to become mature Christians. Paul was a gracious, sensitive, and fair-minded man, but he would not compromise Christian truth amid false accusations. He defended himself without being defensive. People could push him only so far.

In this sense, Paul demonstrated the meekness and gentleness of Jesus Christ. Our Lord, who often turned the other cheek, did not hesitate to overturn the money changers’ tables and to make a whip of cords to drive the animals from the Temple court

Getz, Gene A. The Measure of a Man: Twenty Attributes of a Godly Man (pp. 158-159).

Before you enter a difficult conversation, decide in advance what you want. What do you want for yourself? What do you want for the other person? What do you want for the relationship? What do you want for the organization? Be clear on those items because they always have an impact and will come up later.

You need to make it safe for the other person to speak and always be a good listener. In any difficult conversation, the one person you can fully control is yourself. Keep observing the other person to make sure they feel they are being heard. Keep looking for mutual purpose. Model respect. Apologize when appropriate.

If there is any misunderstanding, then clarify what it is you want for yourself, the other person, the relationship, and the organization. Commit to the other person to seek mutual purpose and if needed, invent the mutual purpose.

Control your emotions. Nobody can really make you mad… only you can do that. The best dialogue is when you can accurately reflect and act on their emotions. Help them to think out why they feel the way they feel. Allow the other person to tell their story. After they tell their story, then you can tell your story. Get past the emotions by recognizing them. Don’t play the victim or the villain. Empathize but don’t legitimize emotions.

Now you get to the facts as you know them. Ask the other person for their facts if they are different or the same. Ask:

• What are your thoughts on those facts?
• How can those facts help us to come up with a mutual perspective?
• What might be done to move us forward from this point?
• What commitments can each of us make to help us build for the future?

4. Godly leadership and respect

Philippians 2:3 (NLT) – Don’t be selfish; don’t try to impress others. Be humble, thinking of others as better than yourselves.

Godly leaders respect the other person first and they tell them that they respect them. You need to find something in the other person that you find important and then tell them why that “something” is important to you. I.e., “I’ve always appreciated how you effectively plan. You bring a sense or importance to the work we are doing. It’s always good to know that you’re going to be part of the team working on that project.”

“People respect a leader who keeps their interests in mind. If your focus is on what you can put into people rather than what you can get out of them, they’ll love and respect you—and these create a great foundation for building relationships.” — The 21 Indispensable Qualities of a Leader: Becoming the Person Others Will Want to Follow by John C. Maxwell

Godly leaders set the example of what respect is. You ask for input when it’s appropriate and explain how you make their decisions. Don’t tell people that you’ll make your decisions by consensus because not everyone will see consensus the same way you do. Make your thinking clear by telling people that you respect their contribution even if your decisions are not the same as they would prefer.

You show you respect others by listening to them. I’ve found that one good way to do that is to take notes when people are talking. If I missed something, I ask them to repeat it. At times you can read back what they’ve said and ask if you’ve accurately captured what they said. Everyone likes to have someone who truly listens and godly leaders – truly know how to listen.

Anyone who is determining their response when someone is still talking, that person is not really listening. That’s something you see throughout the world as people interrupt or talk over each other. It’s quite difficult to really listen if everyone is talking at the same time. Everyone has a huge need to be heard and showing that you’re hearing them is a key toward showing and then gaining respect.

Some additional thoughts on respect include the following.

• Treat people with courtesy, politeness, and kindness.
• Encourage coworkers to express their opinions and ideas.
• Listen to what others have to say before expressing your viewpoint.
• Never speak over or interrupt another person.
• Pay attention to nonverbal communication.
• Practice transparency.
• Recognize the strengths and accomplishments of others.
• Value the time and workloads of others.
• Delegate meaningful work.
• Prevent bias – (even implicit bias).
• Boost collaboration and teamwork by planning brainstorming sessions.
• Use roleplaying exercises, team building activities, and coaching.

5. Godly leadership communication requirements

Ephesians 4:29 (NLT) – Don’t use foul or abusive language. Let everything you say be good and helpful, so that your words will be an encouragement to those who hear them.

The best communication that is not already written… begins with good questions. Instead of telling or proclaiming, you’re going to help more people if you can frame the right questions. The right questions will always get the best answers. The best answers are then… effective communication.

There is a spiritual side to how someone answers a question that you ask. You may be speaking or giving instructions, and it seems that the other person is listening, but you’re not sure. Take the time to ask them what they heard. Initially they may be offended but you will find that only by having them repeat what you said can you guarantee that what you said is what they heard.

Watch and listen to determine if what you are saying is getting through. If not, then say it again. Then… write it again. The apostle Peter had to remind people with an addendum, even after he gave a very clear memo. As a godly leader you will have to remind people too… and remember to add purpose in your memo.

• Job 33:14 (EXB) – God does speak—sometimes one way and sometimes another [or once and sometimes twice]—even though people may not understand [perceive] it.

Leaders should put their instructions in writing. Some leaders only give verbal instructions and that is not best. Written instructions force you to be clear and forces accountability. The Bible is a written instruction book. Can you imagine what would it be like if everything in the Bible was only verbal instructions? Knowing the game of telephone, it certainly would not be long before God’s word would be nothing but rumor. Write down your instructions.

• Jeremiah 30:2 – The Lord God of Israel says: Write down for the record all that I have said to you.

I always advise, “Write it down.” Anyone who would be offended that you want a written agreement would be even more offended by misunderstandings over a verbal one! Plus, interestingly enough, I am a visual, rather than a verbal, person. I remember what I read far better than what I hear. The very process of writing something down does two things for me: it slows me down and it triggers my visual memory. For me, writing down any and all commitments is essential. — Business by the Book: The Complete Guide of Biblical Principles for the Workplace by Larry Burkett

Peter wrote his second letter with some of the same instructions he had in his first letter, but he also added additional insights. You might call it an addendum. Peter’s second letter is an encouragement and push to not give up or to weaken in the face of adversity. Your addendums should be encouraging and pushing too. Don’t start a blame game after you’ve communicated once, and things did not happen the way you wanted. People need reminders, repeats, and addendums. That is especially true in today’s world that is filled with its plethora of distractions.

Some additional skills are:

• Use different communication methods for different people. Not everyone hears or understands in the same way.
• Practice active listening. Learn to take notes and repeat what you hear other says so they know you’ve heard them. Do not practice your response while people are talking.
• Practice transparency as much as it fits the situation. Most people want to know you’re thinking behind the things you say.
• Clarity means different things to different people. Consider your words. Consider how quickly you talk, the timbre, the volume, and that emphasis.
• Prepare your mind in advance with some empathy. Consider the time of day, location, what has gone on previously, and how people are feeling.
• Watch your body language. “People hear what your body is telling them before they hear your words.”
• When appropriate, engage some type of feedback loop. That may be having an accountability partner who gives you feedback, or it may be a written response.

6. Godly leaders get input

1 Chronicles 16:11 (NLT) – Search for the LORD and for his strength; continually seek him.

Seeking the guidance of the Holy Spirit is your first responsibility to making better decisions.

• Proverbs 16:3 (KJV) – Commit thy works unto the Lord, and thy thoughts shall be established.

While getting input is essential, you also need a good filter in order to make godly decisions. A quick way to destroy an organization is to get input from people, of any age, whose life revolves around their comfort. Jesus did not waste his time to get input from the religious leaders or the wealthy and political people of his time. They lusted for money and power. Instead, Jesus taught and listened to his followers. He also established the values for the work that had to be don and told his followers how to move forward with what needed to be done.

• Luke 18:22-23 – “There is still one thing you lack,” Jesus said. “Sell all you have and give the money to the poor—it will become treasure for you in heaven—and come, follow me.” But when the man heard this he went sadly away, for he was very rich.

If you want to make quality leadership decisions, surround yourself with other Christians. You can get input from everyone in your organization but if you have a cadre of Christians you can get input from, they’re going to give you your best input. By the way… if you want to learn at a faster pace, surround yourself with believers who want to learn with you. If you want a better life and grow as a godly leader, you need a Christian Coach.

A leader is one who knows the way, goes the way, and shows the way. ~ John Maxwell

False leadership seems to always be looking for consensus. That’s not true leadership. Godly leaders must make the difficult decisions. They must set the tone, attitude, and reason for getting input from others. Godly leaders cannot lead vision by consensus. You can’t set goals by consensus. You certainly want to get input from others at the right time and for the right reasons, but you must always be careful to tell people in advance what you’re seeking and why you are seeking it. Asking for input is very different from asking someone to help you make a decision. Asking for input is very different from having everyone feel that they have to agree with you.

Consider the following sequence to help you get input from others.

1. Admit you’re unclear and you need more information. Admit you’re missing something and until you have the clarity you need you can’t really move forward.
2. Recognize that you don’t always see things the way others see them. Tell your team you may not have the curiosity on a topic that someone else has, you may constrained by time, or you’ve a bias that keeps you from seeing something they way others see it.
3. Ask for input for “Plans go wrong for lack of advice; many advisers bring success.” (Proverbs 15:22) There are many good sources of wise counsel including your spouse, your coach, your colleagues, industry peers, and people on your team.
4. Process the feedback you get. Don’t listen and make a quick decision, but take the time, reflect, pray, and write down your thoughts. Then, review your thinking with the Christian colleagues you trust or your Christian coach.
5. Get moving on something. Knowing the way the Holy Spirit works for godly leaders; you’ll find that you need to take an action even if it’s not fully explored. As you begin moving, that’s when the Holy Spirit will give you more information.

Finally, use some protocols. (See me if you need to get any of these protocols.) There is the “tuning protocol” that can be modified to fit almost any situation. The “consultancy” can be used if you’re completely stuck and don’t know where to go. The “how/how” protocol can put details to something – giving everyone a chance to give input. Of course there is the “chalk talk” collaborative brainstorming” and “gallery walk.” Sometimes the best input comes from you when your coach keeps asking you questions.

7. Godly leadership accountability

Galatians 6:1-5 (NLT) – Brethren, even if anyone is caught in any trespass, you who are spiritual, restore such a one in a spirit of gentleness; each one looking to yourself, so that you too will not be tempted. Bear one another’s burdens and thereby fulfill the law of Christ. For if anyone thinks he is something when he is nothing, he deceives himself. But each one must examine his own work, and then he will have reason for boasting in regard to himself alone, and not in regard to another. For each one will bear his own load.

Whenever you make movement or take actions, it’s imperative that you ask the person or team taking the action, “How do you want to be held accountable.” Listen carefully to what they say and if necessary, give them an idea of how they can become accountable. Also, write it down.

The lack of accountability will always have a terrible impact for individuals, teams, and organizations. A lack of accountability will quickly destroy even the most faithful and ardent Christian. Jesus held people accountable. So did Peter, Paul, and many great leaders in the Old Testament. In truth, God holds you accountable every day to put him first and as Jesus said, you’re to “give up your own way, take up your cross, and follow me.” (Matthew 16:24)

Everyone needs to be accountable. I have helped to set up several accountability groups and would like to share some of the results that have come out of these sessions. The key phrase is accountability to other like-minded men or women. I recall one group of men who decided to hold each other accountable for their relationships with other people, including their own wives. For most businessmen, Christian or otherwise, it would be a sobering experience to be held accountable for how they treat their wives and families. — Business by the Book: The Complete Guide of Biblical Principles for the Workplace by Larry Burkett

Frequently, when you’re working one-on-one or with small groups, you can become their accountability partner. That will enable you to motivate and guide them to make the changes they desire. As their accountability partner you can help them evaluate, change, and restart their action plans if their forward movement stalls. I like to say that “without accountability, leadership has not happened.”

Perhaps nothing is more needed for godly leaders than godly accountability. Worldly leaders tend to surround themselves with people who support their decisions without question. This may seem like an asset initially, but in the long run it becomes a liability because without a system of checks and balances, anyone will eventually drift off course.

King David, the king that God chose, drifted off course when he listened to his generals, who told him he was too valuable to be risking his life in battle. He forgot that God had brought him through many battles without difficulty. David believed the accolades, compliments, and advice of his generals instead of being accountable to God or one of God’s prophets. (By the way, accolades and compliments are easy to believe when you want to hear them!) So, because David was persuaded that he didn’t have to be accountable, he stayed in town while his army fought. The result? That infamous episode with Bathsheba, which ultimately created strife within his household and nearly destroyed his place in history.

2 Samuel 12:11-12 (NLT) – This is what the Lord says: Because of what you have done, I will cause your own household to rebel against you. I will give your wives to another man before your very eyes, and he will go to bed with them in public view. You did it secretly, but I will make this happen to you openly in the sight of all Israel.”

Over and over I have done an exercise called “The Comfort Zone.” In that exercise I ask people questions and tell the team to move to the circle that best fits their response to the question. Each person then moves to their “comfort zone, stretch zone, or danger zone.” After some time I explain that there is no improvement or true growth while sitting in your comfort zone. It’s only when you’re in your stretch zone that you change and improve. Well… there is a second part to that. Nobody truly moves outside their “comfort zone” without some form of accountability that they agree to in advance.

Here are some additional ideas related to accountability.

• Have clear job descriptions and make sure everyone reads them every year.
• Make expectations clear by saying them and writing them down.
• Use some form of tracking tools that people can fill in to show their progress.
• Establish clear goals for every person that you want to hold accountable.
• Link responsibilities to purpose.
• Create a safe space for individual, team, or group growth.
• Lead by example – telling your team what your goals are and how you’re going to be accountable.
• Set achievable goals for your team.
• Determine how often and how you’re going to give feedback on their goals.
• Establish a culture of trust.
• Consistently communicate your expectations and what people have agreed to already.
• Document everyone’s goals and bring them in front of them every so often.

Conclusion

These are seven ideas for godly leadership that may give you some insights on how to improve what you’re currently doing. God did not call you to leadership to be naïve or uninformed on how to lead effectively. It’s okay to be young or immature in God’s Word for a period of time, but not to stay that way. You’ll never become the leader that God has called you to be until you make a concerted effort to no longer be a baby in God’s truth. You cannot play around the edges of this. At some point in time you’re going to have to go All In for God.

• 1 Corinthians 3:2 (NLT) – I had to feed you with milk, not with solid food, because you weren’t ready for anything stronger. And you still aren’t ready.

ABOUT THE AUTHOR: Dr, Richard Wegel, CPLS, CPCC, CPVC and CEO of ProEdCoach, LLC,served as President of CCNI from 2020-June 2024. He is a certified Leadership and Visioneering Coach. He is the author of “Engaging Christian Leaders: A Talent-Based Coaching Workbook:. As CEO of ProEdCoach, LLC he leads teams of educators to provide a new model of education for Christian schools with over 20 years leading school districts.  You can reach out to Dr. Weigell at PROEDCOACH@GMAIL.COM