Whom should you apprentice? What qualifies a person to be an apprentice? Where do I find an apprentice?
Pray
Who do you know in your current sphere(s) of influence that has untapped leadership potential? Who has demonstrated they may be ready for greater leadership roles? Ask other leaders that you know if they have any suggestions.
Target
Instead of simply keeping your head focused on your tasks, lift your head up and look around. Whom do you see that has leadership potential? This could be a person you could develop for a new leadership role or develop leadership competencies within them that would allow them to take the next step on the Leader Path.
Invite
“ICNU” conversations or a tap on the shoulder are the principles of an effective invitation to a leader-apprentice relationship. An ICNU conversation is speaking truth and vision into the apprentice of the potential you see in them, with specific examples of why you see this potential. Because you see this potential, you get to communicate that you would like to personally invest and walk relationally with that apprentice to see this potential become reality. ICNU exercises the power of speaking directly into a person’s life. The invitation is not to join a program but to be part of an exciting vision for growth and leadership that will enable that person to fulfill their divine destiny for this life! Sell the vision of what could be that you already see in him or her! (See also ICNU Best Practices.)
Pathway
Define the pathway for the relationship including areas of focus, needs of the apprentice, expectation, experiences, and goals. Establish a time frame and meeting frequency. It is recommended to establish that the apprentice relationship last for at least 9-12 coaching/feedback sessions while walking through the apprenticing steps (i.e. I do, you watch, we talk, etc). Re-evaluate at the end of the agreed upon term to decide how long to extend your apprenticeship or if you are ready to conclude.
