Delegating Responsibility to Create Maturity
One of the most impactful things a small group leader can do is delegate responsibility. While it may feel easier to handle everything yourself, giving group members ownership over different roles helps them grow in their faith and maturity. It stretches them, challenges them, and allows them to rise to the occasion. Simply put — when you give people a role to play, they take ownership.
Ownership Changes Everything
Think of the difference between renting and owning a home. When you rent, you might not worry much about the small leak in the sink or the weeds in the yard. It’s someone else’s problem. But when you own the home, you care about the details. You recognize that small issues can become big problems, so you step up to maintain and improve the space. The same principle applies in a small group. When members are simply attending, they may not feel a deep sense of responsibility. But when they are given leadership roles — whether small or large — they start to see the group as “theirs.” They show up differently. They invest more deeply.
What Keeps Us From Delegating?
If we know that delegating responsibility creates maturity, why do we struggle to do it? Here are a few common reasons:
Perfectionism – We want things done a certain way, and we fear that if we delegate, it won’t be done “right.” The problem with this mindset is that it limits growth — not just for others, but for us as leaders too. If we insist on doing everything ourselves, we become the bottleneck that stifles the development of those around us. The truth is, people may not do things exactly the way we would, but that doesn’t mean it’s wrong. In fact, they might bring a fresh perspective or even improve the process in ways we wouldn’t have imagined.
Pride – We may believe we’re the only ones who can do the job well, which limits others from growing. This often comes from an inflated sense of our own ability or a subconscious desire to be needed. But leadership isn’t about making ourselves indispensable — it’s about raising up others. When we refuse to delegate because we think we’re the best person for the job, we create an unhealthy dependence on ourselves and rob others of the chance to develop their gifts.
Lack of Vision – We don’t always see the potential in others, so we hesitate to give them opportunities. It’s easy to assume that people aren’t ready, but growth doesn’t happen in isolation — it happens through experience. The best way to help someone step into their potential is to give them real opportunities to lead, even in small ways. If we wait until people are fully “ready” before giving them responsibility, we may be waiting forever.
Fear of Inconvenience – Training someone takes time. It can feel easier to just do it ourselves. But while doing it ourselves may be quicker in the short term, it’s unsustainable in the long run. Investing in others requires patience, but it pays off exponentially. A leader’s goal isn’t just to accomplish tasks — it’s to develop people. By taking the time to train and mentor others, we multiply leadership within the group rather than keeping it all on our shoulders.
Fear of Losing Control – Delegating means trusting others, and that can feel risky. What if they don’t follow through? What if they don’t meet expectations? These are real concerns, but leadership is about empowerment, not micromanagement. Trusting others to take on responsibilities creates an environment where people feel valued and capable. Yes, mistakes may happen, but that’s part of growth. A leader’s role is to guide and support, not to control every outcome.
Each of these barriers can keep us from delegating responsibility, but when we recognize them and push past them, we open the door for greater maturity — both in ourselves and in those we lead. But if we don’t release responsibility, we not only burn ourselves out — we also rob others of the opportunity to develop their gifts.
Practical Ways to Delegate
So, how do we start giving responsibility away? Here are some simple ways to let others take ownership in your small group:
Let someone lead a discussion – Give them a question or a passage of scripture to guide the conversation.
Assign small tasks – Have someone be in charge of bringing snacks, taking attendance, or communicating group details.
Encourage participation in scripture reading – Ask someone to read and prepare thoughts on a passage before the group meets.
Let someone facilitate an icebreaker – This is a light responsibility that helps build confidence in leading.
Rotate responsibilities – Instead of doing everything yourself, share the load so that different people get involved.
I remember one of the first times I was given a small responsibility in a group. The topic was fatherhood — how we were fathered and how that shaped us. My job was simple: share about my experience with my dad and connect it to scripture. It was only a 3-5 minute moment, but I spent hours preparing. I wanted to take it seriously. And in doing so, something changed in me. That small task gave me a hunger to grow in leadership.
The same will happen for those in your group. A small responsibility today can turn into a lifelong calling tomorrow. So don’t hold back — delegate, invest, and watch maturity take root.