From Solo to 10+ Staff: Leadership Lessons for Church Leaders

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Podcast Notes: Leadership & Scaling from Solo to 10+ Team Members with Jake Gosselin

Overview

Matt interviews Jake Gosselin about growing Churchfront from a one-person YouTube channel into a 10+ person church AVL systems integration company. They talk through leadership growth, hiring, delegation, and how to maintain vision while scaling, with direct parallels to church leadership.

Key Topics & Timestamps

Vision as the Foundation (00:00–05:32)

• Why clear vision needs to come before leadership development

• Churchfront’s mission: “Equip church leaders in spaces with innovative solutions for thriving ministry.”

• The importance of a mission statement, vision statement, and core values

• A two-day workshop at Ramsey to clarify and communicate vision

• Natural progression from YouTube creator to leading a 10-person team

Key Quote: “If there is no clear vision of where you're trying to bring that organization, then everything else that we're about to talk about with leadership development and scaling an organization is kind of irrelevant because nobody knows where you're going.”

The Transition from Hands-On to Hands-Off (03:23–07:54)

• How Jake went from knowing everything to empowering team decision-making

• Building systems so problems get solved without senior leader involvement

• Decision-making frameworks around mission, vision, values, and finances

• When leaders should stay involved vs. when to delegate

• Team members now have authority and clarity to address issues independently

• High-risk or costly decisions still require senior leader involvement

Key Quote: “It's so cool that my brain, even though I can keep up with a lot of things, I can no longer keep up with all of the cool things that are happening in the business and probably some of the headaches.”

Hiring A-Players (07:54–13:04)

Essential hiring criteria:

1. Mission alignment — genuinely excited about equipping church leaders

2. Self-leadership — evidence of personal discipline (health, appearance, habits)

3. Character references — take time to call references and vet thoroughly

4. Working Genius Assessment — using Patrick Lencioni’s framework to build balanced teams

5. Team vetting — multiple team members interview candidates

Churchfront Focus: Churchfront only works with churches (not corporate AV, DJ setups, or other venues). Candidates need to genuinely care about the local church.

Working Genius Details:

• $25 assessment (WIDGET acronym)

• Identifies whether someone leans toward Wonder/Invention vs. Tenacity/Galvanizing traits

• Helps place people into roles that fit their strengths

• Recommended for church staff to understand their “genius zones”

Key Quote: “If you can't lead yourself, you can't lead others very well.”

The Challenge of Letting Go (13:37–16:56)

• Why control is tempting but unsustainable for growth

• Long-term vision motivates delegation

• Media/marketing was Jake’s original specialty and the hardest area for him to delegate to Matt

• Over time, Matt learned Jake’s standards and expectations

• Hiring people who are better than you in specific areas

Real Examples:

• Chris installs, rigs, mounts, and runs cable better than Jake

• Spencer models and drafts 3D spaces faster in Vectorworks

• James creates better schematics

Senior Leader Principle: Leaders should understand all departments without controlling them. Spend a few hours learning the basics so you can make informed decisions about major investments.

Church Application: Senior pastors should take Churchfront courses (a couple half-days) to be more informed than most lead pastors when making major AV decisions.

Key Quote: “I'm motivated by the long-term vision of where this is going and how big the organization has to go that I'm just like, ‘Yeah, I don't need to control everything. I don't want that life where I feel like I have to because I'm just going to be miserable about that.’”

Present Leadership Without Micromanaging (17:46–19:40)

• Weekly team meetings where everyone shares what they’re working on

• Asking: “What did you do last week?” and “What are you working on this week?” (3–10 minutes)

• Five minutes with each team member can make a huge impact

• Being present builds trust across the org chart

• Service businesses succeed based on team health and performance

• Jake shifted from solo productivity to supporting team members

Key Quote: “That five minutes of interaction with one of your team members a week, no matter where they're at in the org chart, goes a long way because they're like, ‘Oh wow, our senior leader knows me. I can trust him.’”

High-Leverage Activities (19:50–23:16)

Definition of leverage: low input, high output—like a tool that multiplies your strength.

What Jake focuses on now:

1. Pre-design client conversations — 2–3 hours per project that sets the trajectory for large-budget projects (using Wonder/Invention/Visionary strengths)

2. Media creation — 30 minutes to a few hours can reach thousands (what built Churchfront over 8–10 years)

3. Leader development — multiplication only happens as the team grows from 10+ toward 20–30

For church leaders:

• Sunday preaching — communication at scale (in-person and online)

• Developing other leaders — especially in areas where you’re less gifted

Key Quote: “What can I put lower input into and gives me high output? That's what a lever or a tool is.”

Leadership Evolution (23:23–25:23)

John Maxwell’s Five Levels of Leadership (applied):

1. Position — title alone (doesn’t get you much)

2. Permission — relationships; people give you permission to lead

3. Productivity — “Follow me because I produce results” (how Churchfront started)

4. Leader development — “Follow me because I’ll equip you to lead others” (current focus)

5. Multiplication — creating leaders who create leaders

Jake’s journey:

• 2016: solo entrepreneur and highly productive individual

• Read leadership books and understood the growth track

• Started with productivity to get things off the ground

• With 10 people (and aiming for 20–30), he must focus on leader development to reach multiplication

Key Insight: Leadership maturity means realizing it’s more people-focused than anything else.

Advice to 2016 Jake (25:44–28:06)

What Jake would tell his younger self:

• “Buy more Bitcoin” (half-joking)

• With what he knows now, he could do in 2–3 years what took 10

• But he wouldn’t rush it—focus on the journey

• Be a man of good character

• Follow God

• Keep sustainable work-life balance

• Care for spouse and kids

• Don’t rush—God multiplies right inputs into massive outputs

• Seek wise counsel on business strategy and online marketing

• Show up and do the work every day

For young 20-somethings Jake mentors:

• Focus on self-leadership and the basics

• Better strategies exist—learn from wise voices

• Put in consistent daily work

• People don’t see the late-night edits and behind-the-scenes grind

Key Quote: “A lot of people see Churchfront and they're like, ‘Wow, it's like 300,000 subscribers. It's a decent sized little business growing a lot.’ It's like, yeah, that's after eight to 10 years of just showing up and doing it every single day.”

Main Themes

Don’t Throw the Baby Out with the Bathwater

As church culture shifts away from overly corporate/produced approaches back toward authenticity, it’s still worth keeping the leadership lessons that help organizations run well—especially because leadership often isn’t taught deeply in Bible school contexts.

Parallels Between Business and Church Leadership

Churchfront is a Christian business that prays before meetings and focuses on serving the local church. The leadership principles Jake uses translate directly to church staff leadership, especially for teams of 5–15.

The Secret Sauce

In service businesses (and churches), the team and people are the product. That’s why leader development and team health matter so much.

Natural Progression

Growth happens in stages. Jake went from being intimidated by the idea of 10 staff members to progressing through each hire and stage—each step building confidence for the next.

Practical Takeaways for Church Leaders

1. Clarify your vision first—mission, vision, and core values you return to weekly

2. Hire A-players only—take time, use assessments, and get team input

3. Build decision-making systems so your team can solve problems without you

4. Stay present without micromanaging—even five minutes per person per week helps

5. Focus on high-leverage activities—preaching, leader development, strategic decisions

6. Understand all departments without needing to control them

7. Invest in education—leaders should understand the basics of major spending areas

8. Progress through leadership levels—from productivity to multiplication

9. Prioritize character and self-leadership—in yourself and the people you hire

10. Think long-term—consistent daily effort over 8–10 years creates remarkable results