Finding Managers For Any City

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Book 9 - in the “Team Success” Series

Finding Managers For Any City

Practical Steps to Find Competent Christian Business Managers for Any City. Identify, Connect, and Hire Managers Who Can Get Things Done Anywhere.

By Mr. Elijah J Stone
and the Team Success Network

Table of Contents

PART 1 - The Foundations of Finding Managers................................... 1

CHAPTER 1 - Why Every Christian Business Needs Competent Managers.

......................................................................................................... 1

CHAPTER 2 - The Biblical Foundation for Entrusting Responsibility......... 1

CHAPTER 3 - Where to Look: Finding Managers in Your Local City.......... 1

CHAPTER 4 - Beyond Borders: Locating Managers in Neighboring or Distant Cities 1

CHAPTER 5 - Churches, Ministries, and Networks as Manager Pools...... 1

CHAPTER 6 - Business Communities and Associations as Manager Sources 1

CHAPTER 7 - Using Referrals and Recommendations to Find Trusted Managers 1

CHAPTER 8 - Evaluating Backgrounds and Experience Before You Hire... 1

CHAPTER 9 - Interviewing with Discernment: Questions That Reveal Character 1

CHAPTER 10 - Establishing Clear Agreements with New Managers......... 1

PART 2 – Example Stories of Finding Faithful Managers (These Are Like Case Studies) 1

CHAPTER 11 – Finding a Manager in Your Own City.............................. 1

CHAPTER 12 – Finding a Manager in the Next City Over........................ 1

CHAPTER 13 – Finding a Manager Across the State............................... 1

CHAPTER 14 – Finding a Manager in a Different State........................... 1

CHAPTER 15 – Finding a Manager in a Large Metropolitan City.............. 1

CHAPTER 16 – Finding a Manager in a Small Rural Town........................ 1

CHAPTER 17 – Finding a Manager in a University Town......................... 1

CHAPTER 18 – Finding a Manager in a Tourist Destination City.............. 1

CHAPTER 19 – Finding a Manager in a Different Country....................... 1

CHAPTER 20 – Finding a Manager Across the World.............................. 1

Part 1 - The Foundations of Finding Managers

Finding faithful managers begins with understanding why they matter. Many business owners try to do everything themselves, carrying the full weight of operations on their shoulders. While this may work for a season, it always leads to burnout and limited growth. Managers are not a luxury—they are the key to multiplying vision and creating stability.

The Bible is full of examples of delegation and shared responsibility. From Moses appointing elders to Jesus sending out His disciples, God has always worked through teams. Entrusting others with responsibility is not just good business sense; it is part of God’s design for leadership. When we place trustworthy managers in charge, we align with a Kingdom pattern.

In every city, there are people with the skills, character, and faithfulness to manage well. The challenge is knowing where to look and how to recognize them. Trusted referrals, professional networks, and community relationships often reveal candidates we might otherwise overlook. With discernment and prayer, these connections open doors to managers ready to serve.

This section provides practical guidance for identifying faithful managers close to home. It lays the foundation by showing why managers are essential, where to begin searching, and how to evaluate candidates with wisdom.

Chapter 1 – Why Every Christian Business Needs Competent Managers

The Key to Multiplying Vision and Expanding Kingdom Impact

Why You Can’t Do It All Alone

Introduction: The Burden of Doing Everything Yourself

Many Christian entrepreneurs and business owners start with great energy. They have a vision, they sense God’s blessing, and they throw themselves into the work. But as the days and months pass, one person cannot carry everything.

Have you ever felt exhausted by trying to juggle sales, finances, marketing, customer service, and staff issues all at once? You pray, you hustle, and yet the results never seem to match the effort. This is a common trap: the belief that success requires you to personally oversee every detail.

The truth is different. Scripture shows that God’s design for leadership is shared responsibility. You are not called to do it all—you are called to entrust responsibility wisely. That is why competent managers are not optional; they are essential.

The Multiplication Principle in Business

The Bible is filled with the principle of multiplication. Jesus fed the five thousand by breaking bread and giving it to the disciples to distribute (Matthew 14:19). Moses appointed seventy elders to share the leadership burden (Numbers 11:16–17). Paul trained Timothy and instructed him to pass teaching to faithful men who would teach others also (2 Timothy 2:2).

Notice the pattern: one leader entrusts responsibility to many others. This is how impact multiplies. In business, the same principle applies. If you remain the only one making decisions, growth will always be capped by your personal energy and time.

Competent managers extend your reach. They carry your vision forward when you are not present. They ensure productivity continues when you are in another city or focused on higher-level strategy. They are the multipliers that allow your business to expand without collapsing.

The Cost of Trying to Do It Alone

Many Christian business owners hesitate to hire managers. They fear losing control or being betrayed. Some think hiring managers is too expensive. Others secretly believe that no one can do the job as well as they can.

But what is the cost of refusing to delegate?

Burnout: You wear yourself out physically, emotionally, and spiritually.
Bottlenecks: Every decision depends on you, slowing progress.
Missed opportunities: While you are handling details, you miss bigger doors God is opening.
Stagnation: Growth stalls because you cannot multiply yourself.

Proverbs 11:14 says, “Where there is no guidance, a people falls, but in an abundance of counselors there is safety.” A business without managers is like a ship without officers—overwhelmed, unstable, and unable to sail far.

Managers Free You to Focus on Vision

Your calling as a Christian entrepreneur is not to drown in daily tasks. God has given you vision, strategy, and influence that need your focus. But if you are buried in paperwork, emails, and operations, your vision dims.

Competent managers act as your arms and legs, carrying out the daily work while you focus on the heart and head of the business. This division of labor mirrors the body of Christ—many members with different functions but one unified mission (1 Corinthians 12:12–20).

Imagine the relief of knowing that sales are being tracked, employees are supervised, and customers are being served faithfully—even while you are praying, networking, or meeting investors. This is what managers provide: freedom to focus on the higher call.

What Makes Managers Indispensable

So why exactly are competent managers indispensable to Christian business? Three key reasons stand out:

Consistency – They keep the business running smoothly even in your absence.
Accountability – They oversee teams and ensure standards are upheld.
Expansion – They allow you to step into new projects or new cities without neglecting the existing work.

Without managers, every minor issue falls back on your desk. With managers, you gain both stability and scalability.

Biblical Case Studies in Delegation

Moses and the Elders (Exodus 18:13–26):
Moses tried to judge every case himself until Jethro, his father-in-law, told him it was unsustainable. Moses appointed leaders of thousands, hundreds, fifties, and tens to handle smaller matters. This released Moses to focus on the weightier matters of leading Israel.

The Apostles and the Deacons (Acts 6:1–7):
The early church grew so rapidly that the apostles could not manage both preaching and food distribution. They appointed seven men “full of the Spirit and wisdom” to handle practical needs. This freed the apostles to focus on prayer and the ministry of the Word.

Jesus and the Seventy-Two (Luke 10:1–17):
Jesus sent out seventy-two disciples in pairs to preach and heal in different towns. He multiplied His ministry by entrusting others with authority. The result? Reports of success and joy came back, while the work of the Kingdom expanded.

Each example shows the same truth: leaders who share responsibility with capable managers multiply their impact, protect their health, and align with God’s model.

The Fear of Letting Go

Many leaders struggle to hand over responsibility. It feels risky. You may fear that managers will misuse authority, make mistakes, or damage your reputation. These fears are real, but they should not paralyze you.

Instead, they should drive you to seek God’s wisdom in selecting the right people. Proverbs 16:3 says, “Commit your work to the Lord, and your plans will be established.” God promises guidance when you commit your business to Him.

Entrusting others is not about losing control—it’s about releasing control to God’s structure for growth. When you refuse to delegate, you are actually limiting God’s blessing on your business.

The Qualities You Can Expect in Competent Managers

While this book is not primarily about traits, you should know what to expect from a competent manager. These qualities serve as guiding markers:

Faithfulness: They follow through on commitments.
Integrity: They do what is right even when unseen.
Competence: They have the skills and experience needed.
Initiative: They don’t wait for you to solve every problem.
Alignment: They share your values and vision.

When you find managers with these qualities, they become pillars in your business—holding up the structure while you build new levels above.

How Managers Multiply Your Kingdom Impact

Christian business is not just about making money; it is about advancing God’s Kingdom through influence, resources, and service. Managers allow this impact to spread further than you could ever reach alone.

While you attend a missions conference, your manager ensures sales continue.
While you focus on mentoring other entrepreneurs, your manager keeps staff motivated.
While you explore a new city for expansion, your manager holds the home base steady.

This multiplication of presence is what makes managers so vital. They don’t just keep things running—they extend your Kingdom footprint.

Practical Example: The Bakery Owner

Consider a Christian bakery owner who tries to run every aspect of the shop: baking bread, handling finances, serving customers, and training staff. At first, it works, but soon she is exhausted. Customers wait longer, staff feel unsupported, and mistakes pile up.

Then she hires a competent manager who oversees daily operations. The owner can now focus on creating new recipes, marketing the bakery, and opening a second location. The manager ensures quality and service remain consistent. The result? Growth, peace, and greater community impact.

Reflection and Call to Action

If you are doing everything yourself today, ask: Is this sustainable? Is this multiplying God’s blessing or limiting it? The answer is clear—no one was meant to build alone.

The call of this chapter is simple: recognize the necessity of managers. Stop believing the lie that you are the only one who can handle the work. Start believing God has prepared faithful people to share the load.

Key Scriptures to Remember

“Where there is no guidance, a people falls, but in an abundance of counselors there is safety.” – Proverbs 11:14
“Commit your work to the Lord, and your plans will be established.” – Proverbs 16:3
“And Moses chose able men out of all Israel and made them heads over the people.” – Exodus 18:25
“It would not be right for us to neglect the ministry of the word of God in order to wait on tables.” – Acts 6:2
“The harvest is plentiful, but the workers are few. Ask the Lord of the harvest, therefore, to send out workers into his harvest field.” – Luke 10:2

Summary: Why Managers Are Essential

Doing everything yourself leads to burnout and stagnation.
The Bible models delegation as God’s way of multiplying influence.
Managers free you to focus on vision, not just tasks.
Entrusting responsibility is not weakness—it is obedience.
Competent managers extend your reach and expand your Kingdom impact.

Key Truth: “Managers are not just helpers—they are multipliers of God’s vision in your business.”

Chapter 2 – The Biblical Foundation for Entrusting Responsibility

Why Delegation Is God’s Design for Leadership

Learning from Scripture to Build Kingdom Businesses

Introduction: God’s Way of Leadership

Some people think hiring managers is just a business tactic. But for the Christian entrepreneur, it is far more than that—it is part of God’s design. From Genesis to Revelation, Scripture reveals that leadership is meant to be shared, responsibility is meant to be entrusted, and growth is meant to multiply through others.

When you entrust your business to competent managers, you are not simply making a wise decision—you are aligning with God’s wisdom. This chapter shows you the biblical foundation for why entrusting responsibility is not optional, but essential, for Kingdom business success.

Delegation Is Rooted in Creation

God Himself modeled delegation in creation. He gave mankind dominion over the earth (Genesis 1:28). Instead of managing every detail Himself, He entrusted humanity to rule and steward the world.

This was not because God lacked ability—it was because God delights in partnership. By giving Adam and Eve responsibility, He revealed that stewardship and multiplication are His way. In business, you reflect this same pattern when you appoint managers to steward operations under your vision.

Moses and the Elders: A Lesson in Sustainability

In Exodus 18, Moses tried to personally handle every dispute in Israel. The people stood around him from morning until evening, waiting for decisions. His father-in-law, Jethro, saw the problem and told him: “What you are doing is not good… you will wear yourselves out.”

Moses followed the advice to appoint capable men over thousands, hundreds, fifties, and tens. This structure relieved Moses of the impossible burden and allowed justice to be served quickly.

The lesson is clear: one person cannot carry everything. Wise leaders share responsibility, or the mission collapses under the weight of one person’s limitations.

Jesus and the Disciples: Multiplying Ministry

Jesus could have done all the preaching, healing, and traveling Himself. But He didn’t. He called twelve disciples, trained them, and sent them out with authority (Luke 9:1–2). Later, He expanded that number to seventy-two (Luke 10:1–17).

By delegating, Jesus multiplied His ministry beyond what His single human body could accomplish. His Kingdom spread through entrusted leaders.

For business owners, the application is simple: if the Son of God Himself chose to entrust responsibility, how much more should we? Delegation is not laziness—it is wisdom.

The Apostles and the Deacons: Protecting the Mission

In Acts 6, the early church faced a practical problem. Food distribution to widows was being neglected. The apostles realized they could not both teach the Word and manage tables.

They appointed seven men “full of the Spirit and wisdom” to oversee the task. This freed the apostles to focus on prayer and teaching. The result? “The word of God spread; the number of disciples in Jerusalem increased rapidly.” (Acts 6:7).

This shows that proper delegation actually accelerates growth. By entrusting others with practical responsibilities, leaders safeguard the mission and keep focus on what matters most.

Paul and Timothy: Entrusting for Generations

Paul mentored Timothy and gave him authority to lead churches. In 2 Timothy 2:2, Paul instructed him: “The things you have heard me say… entrust to reliable people who will also be qualified to teach others.”

Notice the generational flow: Paul → Timothy → reliable men → others also. This is a four-level chain of entrusted responsibility. The Kingdom spreads not by one leader doing everything, but by faithful leaders multiplying through others.

For your business, this means managers are not just employees—they are stewards who carry your vision into future generations.

Why Entrusting Responsibility Honors God

Some entrepreneurs struggle because they think entrusting responsibility means losing control. In reality, it is an act of faith. You are trusting God’s principle that multiplication happens through others.

Delegation honors God in three ways:

It reflects His character as a delegator (Genesis 1:28).
It multiplies fruitfulness through others (John 15:8).
It shows humility by admitting your own limits (James 4:14–15).

By raising up managers, you demonstrate that the business belongs to God, not to you alone. You act as a steward, not an owner.

The Danger of Hoarding Responsibility

When leaders refuse to entrust responsibility, problems always follow.

Exhaustion: You collapse under the weight of endless work.
Inefficiency: Decisions bottleneck and slow down the mission.
Missed growth: Opportunities pass by because you’re stuck in details.
Disobedience: You resist God’s pattern of shared leadership.

In Numbers 11, Moses cried out to God, overwhelmed by the burden of leading alone. God responded by pouring out His Spirit on seventy elders, sharing the load. Refusing to entrust responsibility does not make you strong—it makes you disobedient and ineffective.

Practical Applications for Business

The biblical foundation of delegation translates directly into business practice. Here are some ways:

Owner as Visionary: You focus on direction, strategy, and prayer.
Managers as Stewards: They oversee daily operations and people.
Team as Executors: They perform tasks and deliver results.

This hierarchy mirrors Moses’ model of leaders over thousands, hundreds, fifties, and tens. It ensures clarity, order, and sustainability.

Case Study: The Christian School Founder

Imagine a woman who starts a Christian school. At first, she teaches classes, manages finances, handles enrollment, and organizes events. The school grows, but she is overwhelmed.

Following biblical principles, she appoints a financial manager, an academic director, and an operations coordinator. Suddenly, her load lifts. She can now focus on vision: expanding campuses, improving curriculum, and investing in teachers.

Her decision to entrust responsibility honors God’s model and multiplies her school’s Kingdom impact.

Reflection and Call to Action

Take a moment to ask yourself:

Am I carrying everything alone?
Do I see managers as optional or as biblical necessities?
Where might God be calling me to entrust responsibility today?

The Bible is clear—leaders who multiply through others fulfill their calling more effectively. Your next step is to embrace delegation as obedience, not just strategy.

Key Scriptures to Remember

“Have dominion over the fish of the sea and over the birds of the heavens…” – Genesis 1:28
“What you are doing is not good… you will wear yourselves out.” – Exodus 18:17–18
“He called the twelve together and gave them power and authority…” – Luke 9:1
“Choose seven men full of the Spirit and wisdom…” – Acts 6:3
“Entrust to reliable people who will also be qualified to teach others.” – 2 Timothy 2:2

Summary: Why Delegation Is Biblical

God delegated dominion in creation—He models entrusting responsibility.
Moses, Jesus, the apostles, and Paul all practiced delegation.
Entrusting others multiplies impact, protects leaders, and honors God.
Refusing to delegate leads to exhaustion and disobedience.
Business success comes when you align with God’s design for shared leadership.

Key Truth: “Delegation is not losing control—it is gaining God’s multiplication.”

Chapter 3 – Where to Look: Finding Managers in Your Local City

Discovering Competent Leaders Close to Home

How to Identify and Connect with Talent in Your Own Community

Introduction: The Hidden Treasure Around You

Many entrepreneurs dream about finding the perfect manager somewhere far away. But often, the right person is closer than you think. Your own city is filled with skilled, trustworthy, and Spirit-led people who can manage your business effectively.

The challenge is not whether they exist—it is whether you know where to look and how to recognize them. This chapter will show you the practical steps for identifying potential managers in your community, connecting with them, and building relationships that lead to fruitful partnerships.

Why Start Locally?

Searching for managers in your local city comes with several advantages:

Accessibility: You can meet face-to-face, visit their current workplace, or check their reputation easily.
Familiarity: People in your city understand the culture, economy, and local market.
Community Ties: Strong local relationships often mean greater accountability and trust.

Starting locally saves time, reduces risk, and often uncovers hidden gems. Proverbs 27:23 reminds us: “Know well the condition of your flocks, and give attention to your herds.” You must first look after what is near before stretching to what is far.

Local Churches: A Well of Trusted People

Churches are often the best starting point for finding managers. Why? Because they cultivate faith, accountability, and character. Many leaders in your congregation or other local churches already carry responsibility—organizing ministries, managing finances, or overseeing volunteers.

These roles often translate well into business management. A church treasurer, ministry coordinator, or elder may have the skills and integrity you need. Of course, you must discern between ministry gifting and business competence, but the overlap is significant.

Practical Step: Speak with pastors or ministry leaders and ask, “Who in your church is reliable, responsible, and might be open to business opportunities?”

Community and Nonprofit Organizations

Local nonprofits and community groups are also filled with capable people. Event coordinators, volunteer managers, and board members often have organizational and leadership skills.

These individuals are used to working with limited resources, making them excellent stewards. Their experience balancing people, budgets, and projects often transfers directly to managing business operations.

Practical Step: Volunteer or attend community meetings. Pay attention to who takes responsibility naturally. These are often hidden managers waiting to be discovered.

Small Business Owners and Employees

Many local small businesses are run by competent individuals who may be looking for new opportunities. Sometimes a talented assistant manager in a retail shop, café, or local franchise has the skills but not the vision to start their own company.

You can offer them a chance to step into something bigger—managing your business with purpose and faith. Keep your eyes open when you interact with businesses in your community. Notice who runs things smoothly, who treats customers well, and who seems diligent.

Practical Step: Build relationships with local business owners and staff. Ask for introductions or referrals when you see someone with potential.

Business and Networking Events

Most cities host business networking events, chamber of commerce meetings, or local trade fairs. These gatherings attract ambitious professionals who are looking to grow their careers.

By attending, you not only expand your network—you also get a live view of people in action. You’ll notice who carries themselves with confidence, who speaks with clarity, and who is respected by others. These traits often signal potential managers.

Practical Step: Join your chamber of commerce or local business association. Introduce yourself with honesty: “I’m looking for managers who can help carry vision and responsibility. Do you know someone I should meet?”

Colleges and Universities

Local educational institutions are another excellent source of managerial talent. Business schools, leadership programs, and even student ministry groups produce individuals who are eager to step into leadership roles.

While younger candidates may lack experience, they often bring energy, teachability, and fresh ideas. Partnering with local colleges can also create internship pipelines that lead to full-time managerial hires.

Practical Step: Contact career centers at nearby colleges and ask for recommendations of graduates or alumni who fit the values you need.

Referrals: Let Others Help You Find Them

Word of mouth is one of the strongest ways to find trustworthy people. When you tell your network—friends, pastors, colleagues, family—that you are looking for a manager, they will often think of someone who fits.

This method not only saves time but also adds credibility. If someone you trust recommends a candidate, it means that person has already been vetted to some degree.

Practical Step: Announce your need clearly: “I’m looking for a faithful, capable manager in our city who can help me run the business. Do you know someone reliable?”

Evaluating Local Candidates

Once you start meeting potential managers, how do you know if they are right? Consider these factors:

Reputation in the community – Do others speak well of them?
Track record – Have they shown responsibility in past roles?
Faith and integrity – Do their values align with your business mission?
Relational skills – Can they lead people, not just complete tasks?

Remember Proverbs 22:1: “A good name is to be chosen rather than great riches.” Reputation and integrity matter more than just a flashy resume.

Case Study: The Local Café Manager

A Christian entrepreneur running a logistics business was overwhelmed with daily details. One day, while visiting a local café, he noticed how smoothly the place ran. The manager greeted customers warmly, delegated tasks effectively, and kept staff motivated.

After a few conversations, the entrepreneur offered her a role in his business. Within months, she streamlined operations, increased efficiency, and freed him to pursue growth. The solution to his biggest challenge was found just down the street.

Pitfalls to Avoid When Hiring Locally

Not every local candidate will be a good fit. Watch out for:

Hiring just because they are Christian – Faith matters, but competence matters too.
Choosing family without evaluation – Family ties can complicate objectivity.
Ignoring red flags – Poor reputation or past irresponsibility should not be overlooked.
Rushing the process – Take time to pray, discern, and test before committing.

Discernment is key. Ask God for wisdom at every step (James 1:5).

How to Build Relationships Before Hiring

Before offering a role, build a relationship. Invite potential managers for coffee. Ask about their story, their goals, and their values. Involve them in small projects or part-time roles before committing fully.

This gradual approach helps you test faithfulness without risk. Luke 16:10 says, “One who is faithful in a very little is also faithful in much.” Let them prove themselves in little before you hand over much.

Reflection and Call to Action

Look around your city with fresh eyes. Who in your community already carries responsibility with excellence? Who might God have placed nearby to support your business?

Don’t overlook the treasure right in front of you. Start by asking, observing, and connecting. Your next manager may already be walking the same streets, attending the same church, or serving in the same community events.

Key Scriptures to Remember

“Know well the condition of your flocks, and give attention to your herds.” – Proverbs 27:23
“A good name is to be chosen rather than great riches.” – Proverbs 22:1
“One who is faithful in a very little is also faithful in much.” – Luke 16:10
“If any of you lacks wisdom, let him ask of God… and it will be given him.” – James 1:5
“Let another praise you, and not your own mouth; a stranger, and not your own lips.” – Proverbs 27:2

Summary: Finding Managers Locally

Your city holds hidden treasures—competent, Spirit-led leaders.
Churches, nonprofits, small businesses, colleges, and networking events are strong sources.
Referrals can uncover candidates quickly and with credibility.
Evaluate reputation, integrity, and competence carefully.
Build relationships gradually before entrusting responsibility.

Key Truth: “Sometimes the manager you’ve been praying for is already in your neighborhood.”

Chapter 4 – Beyond Borders: Locating Managers in Neighboring or Distant Cities

Finding Competent Leaders Where You Cannot Be

How to Entrust Responsibility Across Distance

Introduction: Expanding Beyond Your Own Reach

Every growing business eventually faces this reality: you cannot be everywhere at once. As God blesses your work, opportunities open in other towns, regions, or even nations. But with growth comes the challenge—how do you manage a business far from where you live?

The answer lies in competent managers. Just as you need reliable leaders in your own city, you also need managers who can carry your vision in places where you cannot physically oversee everything. This chapter will guide you through the process of finding and appointing trustworthy managers in other locations, whether the next city over or across the country.

Why Distant Managers Matter

Without managers in other cities, expansion becomes impossible. You can only stretch yourself so far. Driving hours back and forth to oversee distant operations is exhausting and unsustainable.

Competent managers allow you to:

Multiply locations without multiplying your stress.
Trust operations will continue smoothly even in your absence.
Extend Kingdom impact by reaching new communities.

Think of Paul’s missionary journeys. He planted churches in multiple cities but could not remain in all of them. Instead, he appointed elders and leaders in each location to carry the work forward (Acts 14:23). In the same way, managers extend your reach.

The Biblical Example of Distributed Leadership

The New Testament provides a model of distributed leadership. Paul, Peter, and other apostles could not physically remain in each city where the gospel was spreading. Instead, they appointed trustworthy leaders in different communities.

Titus in Crete – Paul left Titus to “put in order what was left unfinished and appoint elders in every town” (Titus 1:5).
Timothy in Ephesus – Paul urged Timothy to stay behind to manage issues in the Ephesian church (1 Timothy 1:3).
Local Elders – Each church had leaders raised up locally but entrusted by apostolic authority.

This shows that Kingdom work is designed to be multipoint, with trusted leaders managing local operations. Businesses can learn from this biblical structure.

Where to Start Looking in Other Cities

Finding managers in other locations requires intentional searching. Here are some practical starting points:

Churches and Ministries – Just as in your own city, local congregations in other areas may have capable leaders.
Business Networks – Chambers of commerce and trade associations exist in nearly every city.
Referrals Across Borders – Your own network may already know someone in the next city who fits your needs.
Professional Platforms – Tools like LinkedIn or Christian business directories can connect you with candidates in distant locations.
Community Visits – Spending time in the target city allows you to observe talent firsthand.

The key is to combine faith with due diligence—praying for God’s guidance while using practical steps to discover the right people.

Building Local Relationships From Afar

When searching in another city, you cannot rely on casual observation the way you do locally. Instead, you must intentionally build connections.

Steps for Building Relationships:

Start by contacting pastors, business leaders, or community organizers.
Ask for introductions to responsible individuals.
Visit the city in person to meet candidates face-to-face.
If travel is not possible, arrange video calls to build rapport.

Proverbs 27:17 says, “As iron sharpens iron, so one person sharpens another.” Relationship is the key to discernment—even from a distance.

Referrals Across Cities: Tapping Into Networks

One of the most effective ways to find managers in other places is through referrals. Often, someone in your church, business, or family already knows a trusted individual in another city.

Referrals reduce risk because they come with a recommendation. You are not approaching a stranger; you are being introduced by a mutual connection. This adds credibility and trust.

Example: A Christian business owner in Phoenix needed a manager for a new location in Dallas. Through a mutual friend in a ministry network, he was introduced to a reliable leader who had experience running retail operations. The connection saved him months of searching.

The Role of Technology in Distant Management

Today’s technology makes it easier than ever to manage businesses across locations. While your manager oversees daily operations, you can maintain communication through:

Video calls for weekly updates.
Project management tools to track tasks.
Shared accounting software for transparency.
Instant messaging apps for quick coordination.

Technology does not replace trust—but it strengthens accountability. Paul wrote letters to distant churches, but today you can see faces and hear voices instantly. Use these tools wisely as you appoint managers in other cities.

Qualities to Prioritize in Distant Managers

When appointing managers far away, certain qualities become even more critical:

Trustworthiness – Distance means you cannot check everything yourself.
Initiative – They must solve problems without constant input.
Communication – They must give clear, regular updates.
Local Knowledge – They should understand the culture and needs of their city.
Spiritual Maturity – Integrity is even more important when oversight is limited.

Proverbs 10:9 says, “Whoever walks in integrity walks securely.” Integrity is the foundation for managing at a distance.

Case Study: The Expanding Construction Business

A Christian construction company in one state wanted to expand into the neighboring region. The owner could not physically manage both locations. After prayer and networking, he found a seasoned foreman in the new city through a local pastor’s referral.

The foreman became the site manager, running operations faithfully. With regular check-ins and clear agreements, the business thrived in both locations. The owner could focus on vision while the manager handled daily oversight.

This story illustrates how trust, relationship, and clear structure can make distant management possible.

Pitfalls to Avoid in Distant Hiring

Finding managers in other cities brings unique risks. Be aware of these pitfalls:

Rushing the process – Distance can make you desperate; slow down and discern.
Neglecting local reputation – Always ask around about a candidate’s track record.
Failing to visit in person – Whenever possible, meet them face-to-face before committing.
Over-trusting without accountability – Set up systems for reports and reviews.

Jesus taught in Matthew 7:16, “You will recognize them by their fruits.” Don’t be swayed by words alone—look for proven results.

Balancing Faith and Practical Wisdom

Appointing managers in other cities requires both spiritual discernment and business wisdom. Pray earnestly for God’s guidance, but also check references, examine records, and ask hard questions.

Faith without wisdom can lead to careless decisions. Wisdom without faith can lead to fear and paralysis. The goal is to walk in both—trusting God while exercising diligence.

James 1:5 encourages, “If any of you lacks wisdom, let him ask of God… and it will be given him.” Make prayer your first step, but follow it with thorough action.

How to Onboard a Distant Manager Successfully

Once you identify the right person, the onboarding process is crucial. Set them up for success with:

Clear agreements – Define responsibilities, expectations, and authority.
Initial training – Teach them your systems, values, and culture.
Regular check-ins – Schedule weekly or biweekly updates.
Authority with accountability – Give freedom, but require reports.
Support system – Ensure they know who to contact for help.

This balance of empowerment and accountability allows distant managers to thrive.

Reflection and Call to Action

Ask yourself: Is God calling me to expand beyond my city? If so, am I willing to trust Him by finding managers in new places?

Expansion requires faith, courage, and trust. But with prayer, discernment, and wise strategy, you can appoint faithful managers who will carry your vision further than you could ever go alone.

Key Scriptures to Remember

“Paul and Barnabas appointed elders for them in each church…” – Acts 14:23
“The reason I left you in Crete was that you might put in order what was left unfinished and appoint elders…” – Titus 1:5
“Whoever walks in integrity walks securely.” – Proverbs 10:9
“You will recognize them by their fruits.” – Matthew 7:16
“If any of you lacks wisdom, let him ask of God… and it will be given him.” – James 1:5

Summary: Finding Managers Beyond Borders

Expansion requires managers who can represent you in other cities.
Scripture models distributed leadership through trusted local leaders.
Look in churches, business networks, referrals, and professional platforms.
Prioritize integrity, initiative, communication, and local knowledge.
Use technology for accountability, but trust is still the foundation.
With prayer and wisdom, distant managers can multiply your impact.

Key Truth: “Your vision was never meant to stay in one place—appoint managers who can carry it further.”

Chapter 5 – Churches, Ministries, and Networks as Manager Pools

Finding Faithful Leaders from God’s House

How Christian Communities Can Provide Trustworthy Managers

Introduction: The Overlooked Resource

Many entrepreneurs look to job boards, corporate recruiters, or career fairs when searching for managers. But Christian business owners often overlook one of the richest resources for leadership: the Church. Churches and ministries are full of people who already demonstrate faithfulness, responsibility, and servant leadership.

Think about it: who counts the offerings, organizes events, runs small groups, and leads worship teams? These are individuals already carrying weight and proving they can be trusted. In this chapter, you’ll see why and how churches, ministries, and Christian networks can be some of the most reliable pools for finding competent managers.

Why the Church Is a Strong Source of Leaders

The Church is not just a place of worship—it is also a training ground for leadership. People learn how to serve, lead teams, manage resources, and carry responsibility. These lessons, rooted in Scripture, often transfer directly to business settings.

Here are a few reasons churches produce strong managerial candidates:

Faithfulness in small things: Jesus said, “One who is faithful in very little is also faithful in much” (Luke 16:10). Many church leaders prove themselves faithful week after week.
Accountability: Churches value integrity, and leaders are often held accountable by pastors and elders.
Servant leadership: Ministry teaches humility, teamwork, and putting others first—qualities vital for business managers.

This doesn’t mean every church leader is suited for business. But it does mean the Church is a fertile ground where managers can be found.

Examples of Ministry Roles That Translate to Business

Many ministry positions require the same skills as business management. Consider these parallels:

Church Treasurer → Business Finance Manager
Handles money, keeps records, ensures honesty in finances.
Small Group Leader → Team Supervisor
Guides, encourages, and directs a group of people toward goals.
Event Coordinator → Operations Manager
Plans, organizes, and executes logistics smoothly.
Volunteer Coordinator → HR/Staffing Manager
Recruits, trains, and supports people while keeping morale strong.

These roles prove that ministry is not separate from business competence—it often builds the very skills needed for management.

Biblical Examples of Leaders Emerging from Ministry

The Bible shows us leaders trained in spiritual service before stepping into greater responsibility:

Joseph – Managed Potiphar’s house and the prison before overseeing all of Egypt (Genesis 39–41).
David – Shepherded sheep before leading Israel as king (1 Samuel 16).
Stephen and Philip – First managed food distribution in Acts 6 before stepping into powerful ministry roles.

These stories show that managing faithfully in “smaller” areas often prepares people for larger leadership. Many potential managers in churches today are in the same position—ready for greater responsibility if given the chance.

How to Approach Churches Respectfully

When seeking managers in churches or ministries, it is vital to approach with honor. Churches are not talent pools to be exploited—they are communities of faith. Approach with humility, transparency, and respect for their mission.

Practical Steps:

Speak with the pastor or leaders first, explaining your purpose.
Emphasize that you want to build Kingdom businesses, not pull people away from ministry.
Ask if there are individuals they see as faithful, responsible, and open to opportunities.
Respect boundaries—some may not be ready, and that is okay.

By building trust with church leaders, you gain access to candidates who are both spiritually mature and practically skilled.

Christian Ministries and Nonprofit Organizations

Beyond local churches, Christian ministries and nonprofits are excellent sources for finding managers. These organizations require people who can juggle volunteers, resources, and tight budgets—skills that are directly relevant to business.

For example:

A mission trip coordinator may be well suited to manage logistics in your company.
A youth director may have the relational and organizational skills to manage teams.
A nonprofit operations leader may handle budgets and reporting with excellence.

Because these leaders already operate under accountability and mission-driven values, they often transition smoothly into faith-based business management.

Networks and Associations

Many cities have Christian business networks, faith-based professional associations, or prayer groups for entrepreneurs. These networks are natural places to meet like-minded individuals who understand both business and faith.

The advantage of these networks is that people are already motivated by Kingdom values. They want to integrate faith with work. That alignment makes them ideal candidates for managing Christian businesses.

Practical Step: Join your local Christian business network. Attend meetings and explain that you are looking for managers. Ask for introductions to trustworthy people.

The Balance Between Ministry and Business

A key concern when hiring from churches or ministries is balance. You don’t want to pull someone away from their God-given ministry calling. At the same time, many believers are called into the marketplace as their primary ministry.

It is important to discern:

Is this person’s first calling within the church or in business?
Would this role advance their ability to serve God, or diminish it?
Are they seeking a new season where business is part of their Kingdom assignment?

When aligned properly, hiring from church communities can create powerful partnerships where faith and business reinforce each other.

Case Study: The Youth Pastor Turned Manager

A Christian entrepreneur opened a community fitness center. He needed a manager who could oversee staff, organize schedules, and engage with customers. After praying, he connected with a youth pastor from a local church.

The youth pastor had years of experience managing volunteers, planning events, and leading young people. Transitioning into business management was natural. With his relational skills and leadership background, the center thrived—and the manager saw his business role as an extension of his ministry.

This illustrates how ministry-trained leaders can bring both competence and heart to business roles.

Pitfalls to Avoid

While churches and ministries provide excellent candidates, there are pitfalls to avoid:

Hiring purely because of faith: Being a believer is essential, but competence still matters.
Ignoring pastoral input: Always respect the counsel of church leaders.
Over-spiritualizing business: Managers must balance prayer and practical action.
Pulling people prematurely: Don’t pressure someone to leave a ministry role if God has not released them.

Discernment is crucial. Remember Proverbs 11:14: “In the multitude of counselors there is safety.”

Practical Checklist for Approaching Christian Communities

When looking in churches, ministries, or networks, follow this checklist:

Pray for guidance before approaching anyone.
Speak with leaders to gain trust and permission.
Look for individuals already managing responsibilities faithfully.
Verify their reputation within the community.
Discuss their sense of calling and alignment with business.
Test their faithfulness in smaller tasks before offering a full role.

This checklist helps ensure that your approach is Spirit-led, respectful, and fruitful.

Reflection and Call to Action

Pause and consider: Have you asked your church leaders about potential managers? Have you tapped into Christian networks or ministries in your city?

The people you need may already be serving faithfully in ministry roles. All it takes is for you to ask the right questions, build the right relationships, and trust God to reveal the right person.

Key Scriptures to Remember

“One who is faithful in very little is also faithful in much.” – Luke 16:10
“In the multitude of counselors there is safety.” – Proverbs 11:14
“Joseph… was put in charge of all that he had.” – Genesis 39:4
“The apostles laid their hands on them.” – Acts 6:6 (delegating responsibility)
“Whatever you do, work heartily, as for the Lord and not for men.” – Colossians 3:23

Summary: Churches and Ministries as Manager Pools

Churches develop faithfulness, accountability, and servant leadership.
Ministry roles often prepare people for business management.
Christian nonprofits and networks also provide skilled leaders.
Respect church leaders and discern each candidate’s calling.
With wisdom, you can find Spirit-led managers ready to carry responsibility.

Key Truth: “The Church is not just a place of worship—it is also a training ground for tomorrow’s business leaders.”

Chapter 6 – Business Communities and Associations as Manager Sources

Discovering Talent in Professional Circles

How Networking and Business Groups Connect You to Competent Leaders

Introduction: Looking Beyond the Church Walls

While churches and ministries are excellent sources of trustworthy managers, God has also placed skilled leaders in the wider business world. Business communities, professional associations, and networking groups are hubs where managers gather, learn, and sharpen their skills. These spaces are often overlooked by Christian entrepreneurs, yet they can be powerful pools for discovering competent people.

If you want to find managers who already have experience in leadership, operations, or supervision, business associations are one of the richest places to look. This chapter explores how to identify, approach, and build relationships within these circles to uncover the right people for your team.

What Are Business Communities and Associations?

Business communities and associations are organizations where entrepreneurs, executives, and professionals connect for mutual growth. They exist in nearly every city, offering resources, networking opportunities, and leadership development.

Common examples include:

Chambers of Commerce – Local groups that connect business owners and managers.
Industry Associations – Groups focused on specific trades or professions (retail, construction, healthcare, etc.).
Networking Clubs – Formal or informal gatherings where professionals exchange contacts.
Christian Business Networks – Faith-based groups where believers connect in the marketplace.

These groups bring together motivated, skilled individuals—exactly the kind of people you may need as managers.

The Advantage of Looking in Business Associations

Why are associations such strong sources for managerial candidates?

Pre-screened talent – Members are often already in leadership roles.
Proven competence – They have track records in business and industry.
Networking culture – They are open to meeting new people and exploring opportunities.
Shared learning – Members sharpen one another, often striving for excellence.

Proverbs 27:17 reminds us: “Iron sharpens iron, and one man sharpens another.” In these circles, you find people already growing, learning, and striving to improve.

Biblical Principles for Entering the Marketplace

Scripture does not shy away from business and marketplace engagement. Paul worked as a tentmaker (Acts 18:3) and used the marketplace as a platform for ministry (Acts 17:17). Proverbs is filled with wisdom about diligence, stewardship, and business dealings.

When you step into business associations, you are not leaving faith behind—you are stepping into the very arena where God often places influence. By entering these circles with Kingdom vision, you open doors to find competent managers while also being a witness for Christ.

How to Connect with Associations in Your City

Joining associations is simple, but intentionality matters. Here are steps to take:

Research – Identify local chambers, industry groups, and networking clubs.
Join – Pay membership fees if needed; consider it an investment.
Attend regularly – Consistency builds credibility.
Participate actively – Volunteer, speak, or contribute.
Build relationships – Don’t just collect business cards—form real connections.

The goal is not to “hunt” for managers, but to genuinely connect with people. Over time, the right candidates will naturally come into view.

Where Managers Hide in Plain Sight

Within business associations, managers often stand out by their behavior:

They organize events.
They lead committees.
They consistently follow through.
They are respected by others.

Pay attention to these signals. The people who serve faithfully in these groups often have the same qualities you want in your business managers.

The Role of Industry-Specific Associations

If your business is in a particular industry—such as healthcare, construction, or retail—industry associations are especially valuable. They bring together professionals with specialized knowledge.

Hiring from these groups gives you managers who already understand the industry language, challenges, and systems. This shortens the learning curve and strengthens your operations.

Example: A Christian entrepreneur running a landscaping company attended the state landscaping association meetings. There, he met an experienced operations supervisor who later became his company’s regional manager.

Christian Business Networks

Many cities now have Christian-focused business groups. These networks combine the best of both worlds: professional competence and faith alignment.

The advantage is that members already share your values. Conversations about vision, integrity, and stewardship flow naturally. If you want a manager who understands both the marketplace and the Kingdom, these groups are ideal.

Practical Step: Search online or ask local churches about Christian business groups in your area. Attend regularly and let people know you are looking for managerial candidates.

Case Study: The Chamber of Commerce Connection

A Christian entrepreneur opened a logistics business and needed a manager for a new warehouse. Instead of advertising online, he joined his local chamber of commerce. Over several months, he built relationships with other business leaders.

One day, a fellow member introduced him to a retired operations director seeking part-time work. The connection was a perfect fit. The manager brought decades of experience and helped stabilize the warehouse within weeks.

This story shows the value of business associations: they create connections that would rarely happen otherwise.

Pitfalls to Avoid in Business Associations

While associations are valuable, they come with potential challenges:

Shallow networking – Avoid treating people like transactions.
Overpromising – Be clear and realistic about your needs.
Ignoring discernment – Not everyone in these circles shares your values.
Neglecting follow-up – Relationships die if you don’t nurture them.

Always combine networking with prayer and discernment. Proverbs 3:6 says, “In all your ways acknowledge him, and he will make straight your paths.”

How to Evaluate Candidates in Professional Circles

When you meet potential managers in associations, evaluate them by observing:

Do others respect them?
Do they show humility and integrity?
Do they follow through on commitments in the group?
Are they open to faith-based business values?

Often, you can see their reputation firsthand by how they act in meetings and how others respond to them. This gives you insights beyond a resume.

Blending Faith with Professional Networking

As a Christian business owner, you may wonder how to integrate faith in professional settings. The key is to be authentic. Don’t hide your values, but also don’t push aggressively.

When people see your integrity, they will naturally respect your faith. Over time, opportunities to share your vision for a Christ-centered business will open. This not only helps you find managers, but also positions your business as a light in the marketplace (Matthew 5:16).

Practical Checklist for Business Associations

When entering associations, use this simple checklist:

Join at least one chamber of commerce and one industry group.
Attend meetings monthly or quarterly.
Volunteer for committees or projects to build credibility.
Observe who is consistently reliable and respected.
Follow up with potential candidates privately for deeper conversation.
Test their alignment with your values before offering a role.

This process turns associations into practical pipelines for finding competent managers.

Reflection and Call to Action

Consider: Have you stepped into the wider business community in your city? Have you explored chambers, associations, or Christian business networks?

The right manager may already be active in these circles—leading, networking, and serving. All it takes is for you to step in, build relationships, and pay attention to who demonstrates competence and character.

Key Scriptures to Remember

“Iron sharpens iron, and one man sharpens another.” – Proverbs 27:17
“In all your ways acknowledge him, and he will make straight your paths.” – Proverbs 3:6
“Let your light shine before others, that they may see your good deeds and glorify your Father in heaven.” – Matthew 5:16
“The plans of the diligent lead surely to abundance.” – Proverbs 21:5
“Do you see a man skillful in his work? He will stand before kings.” – Proverbs 22:29

Summary: Business Associations as Manager Sources

Business communities and associations are filled with experienced leaders.
Chambers, industry groups, and networking clubs provide direct access to talent.
Christian business networks combine professional competence with shared values.
Building relationships—not transactions—is the key to success.
Observing people in action reveals their reliability and integrity.

Key Truth: “Step into the marketplace networks—your next manager may already be sharpening their skills there.”

Chapter 7 – Using Referrals and Recommendations to Find Trusted Managers

The Power of Word-of-Mouth in Building Your Leadership Team

How Personal Connections Lead You to Reliable Candidates

Introduction: Why Referrals Are Golden

In business, one of the most reliable ways to find competent managers isn’t through advertisements, job postings, or cold searches—it’s through referrals. A referral is simply when someone you trust recommends another person as a good fit. Referrals carry weight because they are based on real relationships and proven reputation.

Think about it: would you rather trust a stranger’s résumé, or the recommendation of a respected pastor, friend, or colleague who knows someone’s character firsthand? Proverbs 27:2 says, “Let another praise you, and not your own mouth; a stranger, and not your own lips.” Referrals are the biblical way of allowing others to vouch for someone’s faithfulness and skill.

The Biblical Basis for Recommendations

Scripture itself shows us the importance of trusted recommendations.

Barnabas and Saul (Paul) – When Saul first came to Jerusalem after his conversion, the disciples were afraid of him. Barnabas took him, brought him to the apostles, and testified of his transformation (Acts 9:26–27). Without Barnabas’ recommendation, Paul might not have been accepted.
Timothy – Acts 16:2 notes that Timothy was “well spoken of by the brothers at Lystra and Iconium.” His good reputation in multiple communities led Paul to invite him into ministry.
Phoebe – In Romans 16:1–2, Paul commended Phoebe to the church, asking them to receive her and assist her. This was a recommendation that opened doors for her ministry.

These examples prove that God’s people have always used referrals to identify trustworthy leaders.

Why Referrals Work in Business

Referrals are powerful for several reasons:

Credibility – If someone you trust recommends a candidate, their word adds weight.
Shortened vetting process – Recommendations reveal what résumés cannot.
Reduced risk – You avoid complete strangers with unknown backgrounds.
Character insight – A referrer often shares details about someone’s reliability, humility, or integrity.

In a world where self-promotion is easy, referrals cut through noise. They allow others to “praise” the candidate rather than the candidate praising themselves.

Where to Ask for Referrals

Referrals work best when you ask the right people. Start with circles where integrity and trust are valued:

Church Leaders – Pastors and elders often know who is faithful and responsible.
Business Colleagues – Other entrepreneurs may know talented staff looking for opportunities.
Family and Friends – People close to you may know someone with both skill and character.
Christian Networks – Believers in business associations can recommend like-minded managers.
Current Staff – Sometimes employees know peers or friends who would be a good fit.

Each of these groups can provide leads you may never discover on your own.

How to Ask for Referrals Effectively

The way you ask for referrals makes a big difference. Be specific and intentional.

Instead of saying: “Do you know anyone who wants a job?”
Say: “I’m looking for a faithful, responsible person who can manage operations with integrity. Do you know someone in our community who fits that description?”

Clarity helps others think carefully about their networks. Also, communicate your values—explain that you are looking for someone who aligns with biblical principles of stewardship, honesty, and diligence.

Evaluating Referred Candidates

Not every referral will be a perfect fit. You still need to evaluate. Ask questions like:

How long have you known this person?
Have they shown consistency in character and work?
Would you personally trust them with responsibility?
Do they have a reputation for finishing what they start?

Always remember: a referral is a starting point, not a guarantee. Even Paul warned Timothy in 1 Timothy 5:22 not to be hasty in appointing leaders. Use wisdom, prayer, and testing.

Case Study: The Referral That Changed a Business

A Christian business owner running a print shop needed a manager for his second location. Instead of posting online, he asked his pastor if anyone in the congregation had shown responsibility and initiative. The pastor recommended a deacon who had faithfully overseen church finances for years.

The owner met him, confirmed his competence, and offered the role. Within months, the new manager increased efficiency, built strong customer relationships, and grew profits. The business owner later said, “That one recommendation saved me years of struggle.”

The Multiplication Effect of Referrals

One referral often leads to another. When you build a reputation for integrity, people gladly connect you with others they trust. Over time, you create a pipeline of recommendations.

This is how networks multiply:

One pastor recommends a candidate.
That candidate recommends another leader.
Soon, you have a chain of trustworthy managers connected through faith and reputation.

This mirrors Paul’s instruction in 2 Timothy 2:2: “Entrust to reliable people who will also be qualified to teach others.” Reliable people multiply reliability.

Pitfalls to Avoid With Referrals

While referrals are powerful, there are potential dangers:

Blind trust – Don’t assume a referral means automatic success; still evaluate carefully.
Nepotism – Avoid hiring just because someone is a friend or family member.
Pressure – Don’t feel forced to hire someone just because they were recommended.
Ignoring prayer – Always seek God’s confirmation, even with strong referrals.

Remember: even Barnabas’ recommendation of Mark (Acts 15:37–39) led to conflict with Paul for a season. Not all recommendations are perfect.

How to Build a Referral Culture

You can create an ongoing system of referrals by:

Communicating openly – Let people know you are always seeking faithful managers.
Rewarding referrals – Offer small thank-you gifts for successful recommendations.
Maintaining relationships – Stay connected with pastors, business peers, and networks.
Protecting your reputation – If you handle people well, others will want to recommend candidates to you.

Over time, this builds momentum. Instead of chasing managers, managers will be introduced to you through trusted channels.

Blending Prayer With Referrals

Referrals should never replace prayer. Ask God to guide each step. Pray before you ask, during conversations, and when evaluating candidates.

Proverbs 3:5–6 reminds us: “Trust in the Lord with all your heart… and he will make straight your paths.” God can highlight which referrals are truly from Him and which are not. Prayer keeps you from relying solely on human judgment.

Practical Checklist for Using Referrals

When seeking managers through recommendations, follow this checklist:

Pray for guidance before asking.
Be clear and specific about the qualities you need.
Ask trusted sources first (pastors, colleagues, networks).
Verify the candidate’s background and reputation.
Test their faithfulness with small responsibilities first.
Seek God’s confirmation before making the final decision.

Reflection and Call to Action

Who in your life could you ask today for a recommendation? Have you told your pastor, your friends, your colleagues that you are searching for managers?

The right person may be one conversation away. Don’t underestimate the power of asking. One trusted referral could connect you with the faithful manager God has already prepared for your business.

Key Scriptures to Remember

“Let another praise you, and not your own mouth.” – Proverbs 27:2
“Barnabas took him and brought him to the apostles.” – Acts 9:27
“He was well spoken of by the brothers at Lystra and Iconium.” – Acts 16:2
“I commend to you our sister Phoebe…” – Romans 16:1–2
“Entrust to reliable people who will also be qualified to teach others.” – 2 Timothy 2:2

Summary: Referrals as Manager Pipelines

Referrals provide credibility, shorten vetting, and reveal character.
Scripture shows leaders being commended and recommended to others.
Ask trusted sources like pastors, colleagues, and networks for candidates.
Always evaluate carefully and seek God’s confirmation.
Building a referral culture creates a steady pipeline of trustworthy managers.

Key Truth: “The right referral can save you years of searching—ask, and watch God connect you to His prepared people.”

Chapter 8 – Evaluating Backgrounds and Experience Before You Hire

Separating First Impressions from Proven Track Records

How to Confirm That a Candidate Truly Has What It Takes

Introduction: Why Evaluation Matters

Finding potential managers is only half the journey. The other half is confirming whether they are truly qualified. Many business owners have learned the hard way that hiring based on charm, enthusiasm, or even faith without proven experience can lead to costly mistakes.

The Bible teaches us to test, not just trust blindly. 1 Thessalonians 5:21 says, “Test everything; hold fast what is good.” Evaluation protects your business, your people, and your vision. In this chapter, we will walk step by step through how to evaluate candidates’ backgrounds and experience so you can discern wisely before you hire.

Why Background and Experience Matter

A manager isn’t just another employee—they carry responsibility for people, resources, and direction. If their background is weak or their experience untested, your entire business may suffer.

Evaluating background and experience matters because:

It reveals reliability – Past patterns often predict future performance.
It uncovers integrity – References and records can reveal honesty (or dishonesty).
It shows competence – Experience in similar roles proves they can handle the work.
It reduces risk – Careful vetting avoids costly missteps.

Proverbs 20:11 reminds us: “Even a child makes himself known by his acts, by whether his conduct is pure and upright.” Actions speak louder than words.

Biblical Examples of Tested Leaders

God Himself uses testing and proven backgrounds before entrusting leadership.

Joseph – Before ruling Egypt, Joseph managed Potiphar’s household and the prison. His track record of faithfulness prepared him for greater responsibility (Genesis 39–41).
David – Before becoming king, David proved himself as a shepherd and in battle against Goliath (1 Samuel 16–17).
Deacons in Acts 6 – The apostles required deacons to be “full of the Spirit and wisdom” and tested before appointment.

Each example shows that leaders must demonstrate faithfulness before greater authority is given.

Steps for Evaluating Candidates

Here is a clear process for evaluating backgrounds and experience:

Review Work History – Look at past jobs, roles, and responsibilities.
Check References – Call former employers, pastors, or colleagues.
Confirm Reputation – Ask trusted community members about their character.
Look for Results – Did they improve teams, increase profits, or solve problems?
Test in Small Responsibilities – Before hiring fully, give them a project or trial role.

This process reflects Luke 16:10: “One who is faithful in a very little is also faithful in much.”

How to Review Work History

Don’t just look at job titles—dig deeper. Ask:

How long did they stay in past positions?
Did they move up, or only sideways?
Were they trusted with increasing responsibility?
Are there unexplained gaps in employment?

Longevity often signals faithfulness. Advancement signals competence. Frequent unexplained changes may be red flags.

Checking References with Wisdom

References provide valuable insight—but only if you ask the right questions.

Instead of asking: “Did they work for you?”
Ask:

“Would you hire them again?”
“How did they handle responsibility under pressure?”
“What weaknesses should I be aware of?”
“Did they demonstrate integrity in finances or leadership?”

Proverbs 22:1 says, “A good name is to be chosen rather than great riches.” A good reference reveals a good name.

Confirming Community Reputation

Sometimes the most reliable evaluation doesn’t come from résumés or HR departments—it comes from the community. Ask pastors, local business leaders, or colleagues: “What kind of reputation does this person have?”

Reputation reveals hidden patterns. Someone who mistreats people or cuts corners cannot hide it for long. In contrast, a person of integrity often has a consistent testimony across different settings.

Looking for Proven Results

Managers are not just figureheads—they deliver results. When evaluating candidates, ask for specific examples of their impact:

Did they increase sales or efficiency?
Did they reduce turnover or improve staff morale?
Did they solve problems creatively?
Did they leave previous workplaces better than they found them?

Matthew 7:20 says, “Thus you will recognize them by their fruits.” Always look for fruit.

Using Trial Projects as Tests

Before making a full hire, test candidates with smaller responsibilities. This could be:

Running a project for a few weeks.
Supervising a small team temporarily.
Handling a key task with clear deadlines.

Their performance in these trials reveals their capacity. It also shows their attitude—do they serve humbly, or do they become prideful? This approach mirrors God’s pattern: proving faithfulness in little before entrusting much.

Case Study: The Unchecked Candidate

A Christian entrepreneur once hired a manager quickly because the candidate was charismatic and persuasive. He failed to check references or confirm experience. Within months, finances were mismanaged, staff were discouraged, and the business suffered major losses.

Later, he discovered the candidate had left two previous jobs under suspicion of dishonesty. A simple background check could have prevented disaster. The lesson? Never skip evaluation.

Case Study: The Tested and Proven Candidate

Another business owner needed a regional manager. Instead of hiring quickly, she carefully checked the candidate’s history, spoke with three former supervisors, and even gave him a short trial project. He excelled in every area, showing initiative, humility, and results.

Years later, he became one of the company’s most trusted leaders, managing multiple locations. The owner’s patience in evaluating saved her from costly mistakes and built long-term strength.

Pitfalls to Avoid in Evaluation

Be careful not to fall into these traps:

Believing first impressions – Charisma doesn’t equal competence.
Ignoring warning signs – Don’t overlook gaps, bad references, or red flags.
Skipping due diligence – Always check references and history.
Over-spiritualizing – Prayer is vital, but God also calls us to use wisdom.

Proverbs 14:15 warns: “The simple believes everything, but the prudent gives thought to his steps.”

Balancing Grace with Discernment

As Christians, we believe in forgiveness and second chances. But forgiveness doesn’t mean ignoring patterns of irresponsibility. Grace and discernment must work together.

If a candidate has a troubled past but shows clear evidence of transformation, consider giving them smaller opportunities to prove themselves. But do not entrust major responsibilities until consistent faithfulness is shown.

Even Paul did not immediately trust Saul after his conversion; it took Barnabas’ recommendation and years of fruitfulness before Paul gained full acceptance.

The Role of Prayer in Evaluation

Prayer is essential throughout the evaluation process. Ask God to reveal what you cannot see. Pray for discernment in interviews, conversations, and observations.

James 1:5 promises: “If any of you lacks wisdom, let him ask God… and it will be given him.” God cares about your business and will guide you as you evaluate candidates for management roles.

Practical Checklist for Evaluation

Here is a simple evaluation checklist:

Review work history for stability and growth.
Contact at least 2–3 references.
Confirm community reputation.
Look for measurable results and fruit.
Assign a trial project or smaller responsibility.
Pray for discernment before making a decision.

Following this checklist keeps you safe from impulsive hiring.

Reflection and Call to Action

Think about your current process: Have you been hiring based on resumes and interviews alone? Have you rushed to hire someone without checking their track record?

Make a decision today to slow down and evaluate carefully. Faithful managers are worth the effort. A little extra time in evaluation can save years of frustration later.

Key Scriptures to Remember

“Test everything; hold fast what is good.” – 1 Thessalonians 5:21
“One who is faithful in a very little is also faithful in much.” – Luke 16:10
“A good name is to be chosen rather than great riches.” – Proverbs 22:1
“Thus you will recognize them by their fruits.” – Matthew 7:20
“The prudent gives thought to his steps.” – Proverbs 14:15

Summary: Evaluating Backgrounds and Experience

Managers must be tested and proven before being entrusted.
Review work history, references, reputation, and results.
Use trial projects to confirm capacity and faithfulness.
Avoid rushing, ignoring red flags, or hiring based on charm alone.
Pray for wisdom, balancing grace with discernment.

Key Truth: “Don’t just believe what candidates say—look for the fruit of their past and test their faithfulness for the future.”

Chapter 9 – Interviewing with Discernment: Questions That Reveal Character

Looking Beyond Résumés and Rehearsed Answers

How to See the Heart During the Hiring Process

Introduction: The Heart Behind the Interview

An interview is more than a conversation about skills. It is an opportunity to look deeper—to see a person’s values, character, and alignment with your vision. Too many entrepreneurs focus only on technical questions: “Can you do this task? Do you have this skill?” While those questions matter, they don’t reveal what really makes a manager trustworthy.

Proverbs 20:5 says, “The purpose in a man’s heart is like deep water, but a man of understanding will draw it out.” An interview is your chance to draw out what lies beneath the surface. This chapter will show you how to conduct interviews with spiritual discernment and practical wisdom, asking questions that reveal both competence and character.

Why Interviews Often Fail

Many interviews fail because they focus only on outward appearance. Candidates prepare polished answers, rehearse their strengths, and hide weaknesses. If you aren’t intentional, you’ll only hear what they want you to hear.

Common mistakes include:

Asking only predictable, generic questions.
Talking too much instead of listening.
Rushing the process without prayer or discernment.
Ignoring nonverbal cues and inconsistencies.

Samuel almost made this mistake when evaluating David’s brothers for kingship. He looked at outward appearance, but the Lord said in 1 Samuel 16:7: “Man looks on the outward appearance, but the Lord looks on the heart.” Your goal in an interview is not just to see skills, but to glimpse the heart.

The Role of Discernment in Interviews

Discernment is vital because resumes can be polished and words can deceive. But the Spirit of God reveals what lies beneath. Pray before, during, and after the interview. Ask the Holy Spirit to highlight truth, expose hidden motives, and confirm integrity.

Discernment works hand in hand with practical wisdom. Use sharp questions to draw out responses, but listen with your spirit as much as with your ears. Often, a slight hesitation, an inconsistent detail, or a shift in tone can reveal more than a candidate’s words.

The Three Dimensions of Interviewing

A strong interview examines three dimensions:

Competence – Do they have the skills and knowledge?
Character – Do they have integrity, humility, and faithfulness?
Culture Fit – Do they align with your values and vision?

All three are essential. A candidate with skill but no character will damage your business. One with character but no skill may struggle to manage effectively. And one with competence and character but no cultural alignment may cause constant tension.

Questions That Reveal Competence

Competence questions should go beyond résumé facts. Ask for real examples:

“Tell me about a time you had to lead a team through a challenge. What was the outcome?”
“What specific results have you achieved in your last role?”
“How do you prioritize tasks when everything feels urgent?”
“Describe a project you managed from start to finish. What did you learn?”

These questions reveal practical ability and problem-solving skills.

Questions That Reveal Character

Character-focused questions are even more critical. Examples:

“Tell me about a time you made a mistake at work. How did you handle it?”
“When faced with an ethical dilemma, how did you respond?”
“What would your previous coworkers say about your integrity?”
“How do you handle conflicts with team members?”

Pay attention not just to answers but to humility, honesty, and responsibility. Do they blame others or own their actions? Do they show growth or defensiveness?

Questions That Reveal Cultural Alignment

Your business is more than profit—it’s a Kingdom mission. You need managers who share your values. Ask:

“What motivates you beyond a paycheck?”
“How do you balance faith and work in your life?”
“What does servant leadership mean to you?”
“How would you handle a situation where business pressure conflicts with biblical values?”

These questions uncover whether they align with your vision of a Christ-centered business.

Listening Between the Lines

Sometimes what a candidate avoids saying is more revealing than what they say. Listen for:

Overuse of vague generalities (“I just always do my best”).
Lack of specific examples.
Blame-shifting or excuses.
Overemphasis on self rather than team.

Proverbs 12:22 says, “Lying lips are an abomination to the Lord, but those who act faithfully are his delight.” Faithful candidates will speak truthfully, even about weaknesses.

Nonverbal Cues and Attitude

An interview is not only about words. Nonverbal cues often tell a deeper story:

Eye contact (confidence vs. avoidance).
Posture (engaged vs. careless).
Tone of voice (humble vs. arrogant).
Consistency between words and actions.

Attitude matters just as much as answers. A candidate who demonstrates respect, patience, and humility in an interview is more likely to lead with those qualities in your business.

Using Practical Tests in the Interview

Consider including small tests in the process:

Ask them to solve a real-life business scenario.
Observe how they interact with staff or customers.
Give them a short written task to test clarity and organization.

These practical exercises show competence under pressure and reveal natural tendencies.

Case Study: The Overconfident Candidate

A Christian business owner once interviewed a candidate who spoke confidently and boasted of achievements. Impressed by charisma, the owner hired him quickly. Within months, it became clear the candidate exaggerated his experience and alienated staff with arrogance.

The mistake? The owner had not asked deeper character questions or checked humility. Overconfidence blinded the process. This story illustrates the danger of being swayed by personality rather than discernment.

Case Study: The Humble Leader

Another entrepreneur interviewed a candidate who didn’t have flashy language but answered with honesty and humility. When asked about past mistakes, he admitted them and explained how he grew from the experience. Staff who met him said he treated them with kindness.

Though less polished, he proved faithful and capable in the long run. The interview revealed his character, and his fruit confirmed it over time.

Pitfalls to Avoid in Interviews

Beware of these common errors:

Talking too much – Let the candidate speak; you should listen 70% of the time.
Asking only skill-based questions – Skills can be taught, but character cannot.
Ignoring prayer – Failing to invite God’s wisdom into the process.
Rushing – Hiring after one short interview without deeper testing.

Proverbs 18:13 warns: “If one gives an answer before he hears, it is his folly and shame.” Take time to listen carefully.

Balancing Professionalism with Faith

Some worry about being too direct about faith in interviews. But if your business is openly Christian, it’s appropriate to ask questions about values, integrity, and servant leadership. Do it respectfully and without pressure, but don’t hide your identity.

Remember Colossians 3:23: “Whatever you do, work heartily, as for the Lord and not for men.” You want managers who embrace that principle.

Practical Checklist for Interviews

Use this checklist as a guide:

Pray before the interview for discernment.
Prepare questions that test competence, character, and cultural fit.
Listen more than you speak.
Watch nonverbal cues and consistency.
Include practical tasks or scenarios.
Debrief afterward with prayer and reflection.

Reflection and Call to Action

Think about your current interview process: Do you ask surface-level questions, or do you dig deep? Do you rely on charm, or do you seek character?

Make the commitment today to interview with discernment. Don’t just fill a position—discover the heart of the person God may be entrusting with your vision.

Key Scriptures to Remember

“The purpose in a man’s heart is like deep water, but a man of understanding will draw it out.” – Proverbs 20:5
“Man looks on the outward appearance, but the Lord looks on the heart.” – 1 Samuel 16:7
“Lying lips are an abomination to the Lord, but those who act faithfully are his delight.” – Proverbs 12:22
“Thus you will recognize them by their fruits.” – Matthew 7:20
“If one gives an answer before he hears, it is his folly and shame.” – Proverbs 18:13

Summary: Interviewing with Discernment

Interviews must go beyond surface skills to reveal character and values.
Use discernment, prayer, and wise questions to draw out the heart.
Evaluate competence, character, and cultural fit together.
Pay attention to nonverbal cues, honesty, and humility.
Avoid rushing, over-talking, or ignoring God’s guidance.

Key Truth: “An interview is not just about filling a role—it’s about discerning the heart behind the résumé.”

Chapter 10 – Establishing Clear Agreements with New Managers

Creating Clarity for Long-Term Success

Why Written Expectations Protect Both Vision and People

Introduction: Why Clarity Is Crucial

Hiring the right manager is a huge step forward—but without clear agreements, even the best manager can fail. Many businesses collapse into confusion because responsibilities were never defined, expectations were vague, or communication was assumed instead of written down.

Amos 3:3 asks, “Do two walk together unless they have agreed to do so?” Agreement is the foundation of unity. If you want your managers to succeed, you must establish clear, written agreements that define roles, responsibilities, authority, and accountability.

The Biblical Principle of Agreements

The Bible emphasizes clarity and covenant. God Himself gave Israel written laws so expectations were clear. Jesus established a new covenant with His disciples (Luke 22:20), spelling out promises and responsibilities. Paul often wrote letters to clarify instructions for churches.

In business, agreements are not just legal documents—they reflect the biblical principle of accountability and shared understanding. Proverbs 16:3 says, “Commit your work to the Lord, and your plans will be established.” Clear agreements are a way of committing plans to God and to one another.

Why Verbal Promises Are Not Enough

Some entrepreneurs make the mistake of hiring with just a handshake or verbal promises. While good intentions matter, memory fades and interpretations differ. A written agreement removes confusion.

Verbal-only agreements lead to:

Misunderstood responsibilities.
Disputes over pay or hours.
Frustration when expectations differ.
Lack of accountability if problems arise.

Clear agreements protect both the business owner and the manager. They show respect for the relationship by making everything transparent.

What Every Agreement Should Include

A strong managerial agreement doesn’t need to be complicated, but it must be complete. Key elements include:

Job Description – What the manager is responsible for daily.
Authority Levels – What decisions they can make independently.
Compensation – Pay, bonuses, and benefits clearly defined.
Expectations – Measurable goals and standards of excellence.
Reporting Structure – Who they report to and how often.
Accountability Systems – How performance will be evaluated.
Values and Mission Alignment – Commitment to biblical principles.
Conflict Resolution – How disputes will be handled.

These points ensure that everyone knows the path forward.

Defining Roles and Responsibilities

Without defined roles, managers and owners step on each other’s toes. Some managers overreach; others hesitate to act. Defining roles prevents this.

Ask questions like:

Which decisions require owner approval?
Which areas are the manager fully responsible for?
Which responsibilities are shared?

For example, a store manager may control scheduling, inventory, and daily sales—but budget changes above a certain amount still require owner approval. Clear boundaries keep trust strong.

Setting Expectations in Writing

Expectations should always be written, not assumed. These include:

Performance Metrics – sales growth, efficiency, customer satisfaction.
Behavioral Standards – honesty, punctuality, teamwork.
Faith Commitment – honoring biblical values in decision-making.

Habakkuk 2:2 says, “Write the vision; make it plain on tablets, so he may run who reads it.” Written expectations allow managers to “run” with clarity.

Authority with Accountability

Managers need freedom to make decisions, but also accountability to keep them aligned with vision. Authority without accountability leads to abuse. Accountability without authority leads to frustration.

Balance is found by:

Giving managers control over daily operations.
Requiring regular reports (weekly or monthly).
Reviewing financial and performance data together.
Holding open conversations about challenges.

This ensures managers lead boldly but remain accountable.

Compensation and Rewards

Money is often the source of disputes. Clear agreements prevent resentment. State pay, bonuses, and benefits in writing. Tie rewards to measurable outcomes.

For example:

Base salary + performance bonus tied to profit growth.
Extra incentives for meeting customer satisfaction goals.
Faith-based recognition (public honor, prayer, encouragement).

1 Timothy 5:18 reminds us: “The laborer deserves his wages.” Fair, transparent compensation honors God and builds trust.

The Power of Probation Periods

Consider including a probationary or trial period (90 days is common). This allows both sides to test the relationship.

During probation:

Monitor performance closely.
Provide feedback and support.
Decide whether to continue long-term.

If things don’t work, the agreement allows a graceful exit. This protects both the business and the manager.

Case Study: The Vague Agreement

A Christian entrepreneur once hired a manager verbally, assuming they “understood each other.” Within months, disputes arose. The manager thought he had authority to spend company funds freely; the owner disagreed. Conflicts escalated, damaging trust.

The problem? No clear agreement. What was “understood” was never written. The relationship ended badly, costing both money and peace.

Case Study: The Clear Agreement That Brought Growth

Another entrepreneur wrote a simple but detailed agreement with her new manager. It defined roles, pay, goals, and accountability. Because expectations were clear, both sides worked with confidence.

The manager thrived, the business grew, and their relationship strengthened. Years later, the manager became a partner in the company. The foundation of success was clarity.

Pitfalls to Avoid in Agreements

Watch out for these mistakes:

Overcomplicating – Agreements should be clear, not filled with confusing legal jargon.
Being vague – Never assume anything; spell it out.
Neglecting updates – Update agreements when roles change.
Failing to align with faith values – Don’t separate business from biblical principles.

Agreements are living documents that must grow with the business.

The Spiritual Dimension of Agreements

Agreements are not just legal—they are spiritual. Jesus said in Matthew 5:37: “Let your ‘Yes’ be yes and your ‘No’ be no.” Written agreements ensure honesty and faithfulness.

When you and your manager sign an agreement, you are making a covenant before God. Treat it with seriousness, prayer, and integrity.

How to Review Agreements Together

Don’t just hand a contract to a manager—review it together. Walk through each section. Ask for questions and input. Make sure they understand every detail.

This builds trust and prevents future misunderstandings. It also demonstrates respect—you are not just imposing terms, but inviting mutual agreement.

Practical Checklist for Agreements

When hiring a new manager, ensure the agreement covers:

Job description and scope of authority.
Pay, bonuses, and benefits.
Measurable goals and standards.
Reporting and accountability systems.
Faith and values alignment.
Conflict resolution plan.
Trial or probation period if needed.
Signatures of both parties.

This checklist turns assumptions into clarity.

Reflection and Call to Action

Do you currently have written agreements with your managers? Are they clear, fair, and aligned with God’s principles?

If not, now is the time. Draft agreements that honor God, protect relationships, and strengthen your business. Don’t wait for conflict to teach you the value of clarity. Put agreements in writing now, so your managers can thrive with confidence and your vision can move forward securely.

Key Scriptures to Remember

“Do two walk together unless they have agreed to do so?” – Amos 3:3
“Commit your work to the Lord, and your plans will be established.” – Proverbs 16:3
“Write the vision; make it plain on tablets, so he may run who reads it.” – Habakkuk 2:2
“The laborer deserves his wages.” – 1 Timothy 5:18
“Let your ‘Yes’ be yes and your ‘No’ be no.” – Matthew 5:37

Summary: Establishing Clear Agreements

Clear agreements protect both the owner and the manager.
Written expectations prevent confusion and conflict.
Agreements should cover roles, pay, authority, accountability, and values.
Probation periods and updates strengthen flexibility.
Agreements are not just business—they are covenants before God.

Key Truth: “Clarity creates unity; written agreements build trust that lasts.”

Part 2 – Example Stories of Finding Faithful Managers (These Are Like Case Studies)

Part 1 laid the groundwork for why every Christian business needs competent managers and where to begin looking. We explored the biblical foundation, the importance of referrals, and the practical steps to recognize trustworthy leaders in your city or state. Those principles form the map—you now know the “how” and “why” of finding faithful managers.

But sometimes what we need most is not just principles, but pictures. That’s why Part 2 is filled with example stories. These are not real-life accounts but realistic illustrations, designed to help you connect the dots in your mind. Stories give shape to principles, allowing you to see what it might look like in practice.

Each chapter in this section presents a different scenario: finding a manager in your own city, the next town over, across the state, in another country, and even across the world. Every story revolves around Christian-owned restaurants, showing how owners located managers who could run the business faithfully in their own community.

As you read these example stories, ask yourself: “What principles apply to my situation? What steps can I take today?” Let the stories stir your imagination and remind you that God already has faithful managers prepared for every location.

Chapter 11 – Example Story: Finding a Manager in Your Own City

The Power of Local Connections

How a Faithful Manager Close to Home Can Multiply Your Vision

Why This Story Matters
This is an example story, created for learning purposes—not a real account. We use example stories in this book because they help us connect the dots in our minds. They allow us to see realistic scenarios of how to find managers, and they give us pictures of possibilities we may not have considered before.

In this chapter, you will read about how one Christian-owned restaurant, Grace Table Café, found a manager right in their own city. The goal is not just to tell a story, but to highlight the lessons, practical steps, and biblical principles that you can apply when searching for a manager near you.

The Story of Grace Table Café
Grace Table Café was a small, Christ-centered restaurant that had become very popular in its community. The food was excellent, but what really set it apart was the atmosphere of peace, kindness, and Scripture verses framed on the walls. Customers knew they weren’t just eating a meal—they were stepping into a place that honored God.

The owner, Samuel, had managed everything himself when the restaurant first opened. But as word spread and business grew, he realized he was carrying too much. When a second location opportunity opened in the same city, Samuel knew he couldn’t run both restaurants at the same time. He needed a manager—someone local, someone dependable, and someone who loved God.

First Step: Recognizing the Need
The Bible says in Exodus 18:18–21, when Jethro advised Moses:

“You and these people who come to you will only wear yourselves out. The work is too heavy for you; you cannot handle it alone… select capable men from all the people—men who fear God, trustworthy men who hate dishonest gain—and appoint them as officials.”

Samuel came to the same realization: if he tried to do everything alone, both locations would suffer. He needed to entrust responsibility to another person.

Asking the Right Questions
Samuel didn’t just want anyone who could run numbers or organize schedules. He needed someone who could carry the vision of Grace Table Café—a place of hospitality, integrity, and Christ-centered values. His main questions were:

Who in my city has the skills to manage people and tasks?
Who has a reputation for faithfulness?
Who could be trusted with money, staff, and customers?

These questions helped Samuel narrow his search and stay focused on the goal: finding a faithful, competent manager in his own city.

Turning to the Church Community
Instead of posting a “Help Wanted” ad online, Samuel started in the place he trusted most: his local church. He knew the church was full of people who shared his values and were already serving with excellence.

Proverbs 27:17 says, “As iron sharpens iron, so one person sharpens another.” Samuel believed the best referrals would come from believers who had already proven themselves in ministry or community work. So, he approached his pastor and asked: “Do you know anyone in our church who might be the right fit to manage a business?”

The Recommendation
Within a week, Samuel received two recommendations. One was a young man named Daniel, who had managed a small retail store before. The other was a woman named Rebecca, who had coordinated events for the church for several years.

Both were competent, but Rebecca stood out. She had overseen volunteers, managed money responsibly, and was known for her reliability and joy. Samuel set up a meeting with her to discuss the possibility of managing the new Grace Table Café location.

The Example Story Unfolds
Remember—this is still an example story, written to help you see how the process could work. Samuel met with Rebecca over coffee and explained his vision for Grace Table Café. He didn’t just talk about tasks—he spoke about the mission: serving food with excellence while representing Christ to the community.

Rebecca listened carefully and asked thoughtful questions about responsibilities, pay, and expectations. She explained her past experience with managing volunteers and handling budgets. By the end of the conversation, Samuel felt peace in his heart. He sensed God’s leading, just as Proverbs 3:6 says: “In all your ways submit to him, and he will make your paths straight.”

Making the Decision
After prayer and counsel, Samuel decided to offer the manager role to Rebecca. He wrote a clear agreement that outlined her responsibilities: overseeing staff, managing schedules, handling cash flow, and maintaining the restaurant’s Christ-centered environment. Both signed the agreement, making the expectations clear from the beginning.

This was the turning point. With Rebecca in place, the second Grace Table Café opened smoothly. Customers felt the same atmosphere of peace, kindness, and excellence—because the right manager had been entrusted with the vision.

Lessons Learned from the Example Story
This example story of Grace Table Café highlights key lessons for finding managers in your own city:

Start with relationships you trust. Churches, ministries, and local networks often hold the people you need.
Ask the right questions. Look for character, competence, and alignment with your vision.
Seek God’s direction. Don’t rush—pray and trust God to guide your decision.
Use clear agreements. Written expectations protect both you and the manager.

Why Local Managers Work Well
When you find a manager in your own city, communication becomes easier. You can drop in as needed, build a stronger relationship, and provide support without long travel. This doesn’t mean you micromanage—but it gives you peace of mind knowing you are within reach.

1 Thessalonians 5:12–13 reminds us: “Now we ask you, brothers and sisters, to acknowledge those who work hard among you, who care for you in the Lord and who admonish you. Hold them in the highest regard in love because of their work.” Managers deserve honor and respect, especially when they carry your vision faithfully.

Practical Tips for Finding a Manager in Your Own City

Announce the opportunity in your church. Make it known that you are seeking someone trustworthy.
Ask for referrals from people you already trust. Word of mouth often brings the best candidates.
Observe potential candidates in smaller roles. See how they handle responsibility before giving them more.
Be clear about pay and responsibilities. Avoid confusion by writing everything down.
Trust God’s peace. If you don’t have peace about a candidate, wait for the right one.

Reflection Prompt
If you were opening another location in your own city today, who would be the first three people you would ask for recommendations? Write their names down and pray for God’s direction before you take any step.

Key Takeaway
Managers in your own city can be easier to find than you think—especially when you start with trusted networks. Example stories like Grace Table Café remind us that God often provides right where we are. The key is asking, praying, and being open to His leading.

⚑ Finding a faithful manager locally is not just about convenience—it is about multiplying the vision God has given you.

Chapter 12 – Example Story: Finding a Manager in the Next City Over

Trusting God Beyond Your Neighborhood

How to Place a Faithful Manager in the Next Town

Why This Story Matters
This is an example story, created to help us connect the dots in our minds. It is not a real-life account, but a realistic scenario showing what it looks like to find a manager in the next city over. Example stories like this are essential because they help us imagine the possibilities and see the practical steps more clearly.

In this chapter, we follow Harvest Grill, a Christian-owned restaurant that wanted to expand into a neighboring town. The owner could not be there every day, so the success of the new location depended on finding a faithful manager who lived in that city and could carry the vision.

The Story of Harvest Grill
Harvest Grill had already established itself in its home city. The restaurant was loved for its hearty meals, warm atmosphere, and Scripture verses printed on every menu. Customers came not only for the food but for the sense of community that reflected Christ’s love.

The owner, Lydia, felt the Lord stirring her heart to expand into the town next door. It wasn’t far—just a 40-minute drive—but it was far enough that she couldn’t oversee everything daily. If the restaurant was going to flourish there, she would need to entrust it to a manager who lived in that town and could handle the daily flow of operations.

Recognizing the Challenge
Lydia realized quickly that opening in the next city required a different approach than managing her current restaurant. She couldn’t simply “pop in” to fix problems every day. She needed someone she could fully trust with finances, staff, and the customer experience.

Scripture came to her mind: “Suppose one of you wants to build a tower. Won’t you first sit down and estimate the cost to see if you have enough money to complete it?” (Luke 14:28). For Lydia, “counting the cost” wasn’t just about money—it was about the cost of not having the right manager in place.

First Step: Asking Within Her Network
Lydia began her search with the people she already trusted. She reached out to her pastor, friends, and a few long-time customers who lived in the next town. She didn’t post online or advertise widely—she started with her relational network.

Proverbs 11:14 says, “For lack of guidance a nation falls, but victory is won through many advisers.” Lydia knew that wise counsel would point her toward the right person. Within two weeks, she had three names of potential candidates recommended by trusted believers.

The Recommendation That Stood Out
One recommendation stood out: a man named Marcus, who had been managing a family-owned diner in that same town for several years. The diner had recently closed due to the owners retiring, but Marcus had built a strong reputation for fairness, reliability, and servant-hearted leadership.

The recommendation came through a friend of Lydia’s church who said, “Marcus has the heart of a servant and the skill to run a restaurant. I think you should talk to him.” That simple referral gave Lydia a strong lead.

The Example Story in Action
(Remember: this is an example story designed to illustrate how the process could unfold.) Lydia drove to the neighboring town and arranged to meet Marcus in person. She wanted to see not only his skills but also his character and values.

At their meeting, Lydia shared the vision of Harvest Grill—food served with excellence, but also a place where people could encounter God’s peace. Marcus listened carefully, and then shared his own story of how he had given his life to Christ five years earlier. He explained how he tried to live out his faith at work, even when managing tough employees or unhappy customers.

Lydia left the meeting with a deep sense of peace. She remembered Philippians 4:7, “And the peace of God, which transcends all understanding, will guard your hearts and your minds in Christ Jesus.” That peace became her confirmation that Marcus could be the right manager.

Making It Official
After prayer and wise counsel, Lydia offered Marcus the manager position for the new Harvest Grill location. She created a written agreement that detailed his responsibilities, authority, and pay. Marcus signed it gladly, thankful for the opportunity to continue serving people through hospitality.

The opening day of Harvest Grill in the new town was a success. Customers were greeted with kindness, meals were served with excellence, and Marcus led the team faithfully. Lydia visited once a week to encourage and support, but the day-to-day operations were completely in Marcus’s capable hands.

Lessons from the Example Story
The example story of Harvest Grill shows us several important lessons about finding a manager in the next city over:

Start with referrals from trusted networks. Word of mouth often leads to the best candidates.
Meet in person to see their heart. Skills are important, but values and faith are essential.
Look for proven experience. Marcus had already managed a restaurant, which gave confidence.
Confirm with prayer and peace. God’s peace is a powerful guide in decision-making.
Put everything in writing. Clear agreements avoid confusion and build trust.

Why Managers in the Next City Matter
Finding a manager in the next town allows your business to expand without overextending yourself. You don’t have to uproot your life or commute constantly—you can empower someone who is already part of that community.

1 Corinthians 3:6 reminds us: “I planted the seed, Apollos watered it, but God has been making it grow.” You may plant the business, but a faithful manager can water it daily. Together, with God’s blessing, growth becomes possible.

Practical Tips for Finding a Manager in the Next City

Ask for referrals from people who live there. Locals know who is reliable and trustworthy.
Visit the city often. Be present enough to understand the culture and community.
Interview in person. See how candidates carry themselves and what values they live by.
Look for those with local roots. Managers who already live there bring stability.
Seek God’s confirmation. Pray until you have peace before making a decision.

Reflection Prompt
If you wanted to open a location in the next city today, who would you ask for referrals first? Write down three names of people who could connect you to reliable candidates. Pray for wisdom and boldness to take the first step.

Key Takeaway
You don’t have to be present in the next city to open a successful business there. By finding a faithful manager through trusted networks, you can extend your vision beyond your neighborhood. Example stories like Harvest Grill remind us that God has already placed the right people in the right cities—you simply need to seek and trust His guidance.

⚑ Finding a manager in the next town isn’t about distance—it’s about trust. With God’s peace and wise counsel, you can confidently expand beyond your own backyard.

Chapter 13 – Example Story: Finding a Manager Across the State

Expanding Beyond Driving Distance

How to Entrust a Restaurant to a Faithful Manager Several Hours Away

Why This Story Matters
This is an example story, created to help us see the possibilities of finding managers in distant parts of our own state. These are not real-life accounts, but they give us practical pictures of what the process might look like. Example stories like this are powerful tools because they help us connect the dots in our minds, showing realistic scenarios we can actually apply.

In this chapter, we follow Living Bread Bistro, a Christian-owned restaurant that wanted to expand into a city across the state. The owner could not manage the location personally—it was too far to travel daily—so finding a competent, trustworthy manager was the key to making expansion possible.

The Vision for Statewide Expansion
Living Bread Bistro was already known for its fresh meals, warm hospitality, and Scripture-based décor. The original location had become a hub in its community, and the owner, Daniel, sensed God leading him to expand.

A new opportunity opened in a city on the other side of the state, almost five hours away. Daniel prayed about it and felt the Lord’s confirmation. But he also knew there was no way he could manage the restaurant himself from that distance. He needed someone on the ground—someone he could trust fully to carry the vision.

The Weight of Entrusting Responsibility
Expanding across the state was more than just a business challenge—it was a step of faith. Daniel thought of the words of Jesus in Luke 16:10, “Whoever can be trusted with very little can also be trusted with much, and whoever is dishonest with very little will also be dishonest with much.”

The question wasn’t just about skills. It was about trust. Could he find someone who would handle money, staff, and customers with integrity—even when Daniel wasn’t there to watch?

Turning to a Larger Network
Because the new restaurant was so far away, Daniel couldn’t rely only on his local church for connections. Instead, he tapped into a broader Christian business association he had joined the year before. This network had members across the state—entrepreneurs, managers, and leaders who shared both business experience and faith values.

At the next statewide meeting, Daniel shared that he was opening a new location and was looking for a faithful manager. He asked for recommendations. Within two weeks, he received the name of a woman named Angela, who lived in the very city where he planned to open.

Introducing the Example Story
(Remember: this is an example story designed to help us learn by seeing how the process could unfold.) Angela had worked as a general manager at a well-known café for several years. She was respected in her community and was known as a believer who lived out her faith quietly but consistently.

The referral came from another Christian business leader who said, “Angela is reliable, capable, and trustworthy. She’s the kind of person you can hand the keys to and know she’ll honor God in how she runs things.” That was exactly the kind of confirmation Daniel needed.

The First Meeting
Daniel arranged to meet Angela halfway between their cities. Over lunch, he shared the vision of Living Bread Bistro—not just the food, but the mission to bring God’s presence into everyday dining. Angela smiled as she listened and said, “That’s exactly how I try to live—bringing Christ into ordinary places.”

They discussed details like scheduling, finances, staff management, and community involvement. Angela asked thoughtful questions and explained her experience leading teams in hospitality. By the end of the conversation, Daniel felt what Colossians 3:15 describes: “Let the peace of Christ rule in your hearts.”

The Step of Faith
After prayer and counsel from trusted advisors, Daniel offered Angela the manager position for the new location. They signed a written agreement that clearly outlined responsibilities: managing finances, hiring staff, ensuring quality service, and upholding the Christ-centered mission of Living Bread Bistro.

Daniel visited often during the first month, staying in the city a few days each week to help establish the restaurant. But after the initial launch, he stepped back, trusting Angela to run it. Customers quickly noticed her warmth, leadership, and commitment to excellence. The restaurant thrived under her care.

Lessons from the Example Story
The example story of Living Bread Bistro teaches us several important lessons about finding managers across the state:

Tap into larger networks. Local contacts may not be enough—statewide associations can connect you to new cities.
Look for proven leaders. Angela already had management experience, which gave confidence.
Seek community confirmation. Referrals from respected believers provide trust and credibility.
Make clear agreements. Clarity is even more important when distance is involved.
Stay present at the start. Visiting during the launch helps set culture and expectations.

The Advantage of Distance Managers
Finding a manager across the state stretches your faith. You must trust more deeply because you can’t check in daily. But this also multiplies your capacity. While one location runs under your supervision, another thrives under the leadership of someone you’ve entrusted.

Acts 6:3 gives us a principle: “Brothers and sisters, choose seven men from among you who are known to be full of the Spirit and wisdom. We will turn this responsibility over to them.” The apostles couldn’t be everywhere, so they chose leaders in other places. In the same way, state-level expansion requires faithful people who can carry the work.

Practical Tips for Finding a Manager Across the State

Join Christian business associations. These expand your reach beyond your city.
Attend statewide events. Conferences and meetups are great places to connect with leaders.
Rely on trusted referrals. Don’t hire blindly—let recommendations guide you.
Test for both skill and faith. Competence matters, but character matters more.
Stay involved during the launch. Show presence until the culture is firmly set.

Why This Approach Works
Managers who already live in the city bring stability and local knowledge. They understand the community, culture, and customer base in ways an outsider never could. By placing responsibility in their hands, you aren’t just expanding a business—you’re planting a vision into the heart of another city.

Ephesians 4:16 reminds us: “From him the whole body, joined and held together by every supporting ligament, grows and builds itself up in love, as each part does its work.” Each manager is like a “supporting ligament,” helping the larger business body function and grow.

Reflection Prompt
If you were to expand into a city across your state, which networks or associations could you tap into for referrals? Write down at least two practical steps you could take this month to connect with leaders in other cities.

Key Takeaway
Finding a manager across the state requires trust, prayer, and wise connections. But with God’s guidance and the right networks, it is fully possible. Example stories like Living Bread Bistro show us that God has faithful people planted in every city—ready to carry the vision if we are willing to seek them out.

⚑ Managers across the state remind us that the Kingdom of God is bigger than our backyard. When you entrust responsibility to faithful leaders, your vision multiplies far beyond your reach.

Chapter 14 – Example Story: Finding a Manager in a Different State

Crossing State Lines with Confidence

How to Place Your Vision in Faithful Hands Far Away

Why This Story Matters
This is an example story, created to illustrate how finding a manager in another state could work. It is not a real account, but a realistic scenario that helps us connect the dots in our minds. Example stories like this are important because they help us imagine real possibilities and see how the process unfolds step by step.

In this chapter, we follow Kingdom Kitchen, a Christian-owned restaurant that wanted to expand into a neighboring state. The owner knew she could not oversee operations personally from so far away, so the entire success of the new location depended on finding a faithful manager already living in that state.

The Vision for Out-of-State Expansion
Kingdom Kitchen had a strong reputation in its home city. Families loved the wholesome meals, Scripture on the walls, and warm atmosphere that felt more like fellowship than just dining. The owner, Hannah, had prayed for years about expanding her reach.

An opportunity came when a friend in another state told her about a vacant restaurant space that was perfect for her brand. Hannah felt the Lord nudging her to step forward. But moving across state lines wasn’t a small decision. She would need someone local to carry the vision daily—someone she could fully trust.

The Weight of Distance
Expanding within the same city or state was one thing. But running a restaurant hundreds of miles away was another. Hannah could visit once a month, but not every week. She had to ask herself: Who could I place in charge so that the Kingdom values remain strong even when I’m absent?

Proverbs 25:13 came to mind: “Like a snow-cooled drink at harvest time is a trustworthy messenger to the one who sends him; he refreshes the spirit of his master.” Hannah needed a trustworthy manager who would refresh her spirit by carrying the mission faithfully in another state.

Seeking Guidance and Referrals
Hannah began by reaching out to her Christian ministry network. She had contacts in several states through conferences and retreats. She sent out a simple message: “Kingdom Kitchen is preparing to open in your area. Do you know anyone who would be faithful and capable to manage a restaurant for us?”

Within days, one of her ministry friends replied: “I know someone named David. He’s managed a family restaurant for years, and he’s a faithful believer. You should talk to him.” That referral gave Hannah her first strong lead.

Introducing the Example Story
(Remember: this is an example story created for learning.) Hannah scheduled a video call with David. She shared the vision of Kingdom Kitchen: not only good food, but a place where people encountered God’s peace. David smiled and said, “That’s exactly what I’ve prayed for—a way to combine my hospitality skills with my faith.”

The two spoke for nearly an hour. David shared how he had managed a team of thirty employees, handled budgets, and worked in the restaurant industry for over a decade. More importantly, he spoke about his walk with God and his desire to serve in business as ministry. Hannah felt peace rise in her heart.

Meeting in Person
Before making a final decision, Hannah traveled to the other state to meet David face to face. She visited the town, saw the potential restaurant space, and had lunch with David and his wife. The meeting confirmed everything she had sensed on the call—David was both capable and trustworthy.

She thought of 2 Timothy 2:2: “And the things you have heard me say in the presence of many witnesses entrust to reliable people who will also be qualified to teach others.” Entrusting responsibility to reliable people wasn’t just wise—it was biblical.

Making It Official
Hannah offered David the manager position. They wrote a clear agreement covering his responsibilities: managing staff, handling finances, ensuring the restaurant stayed aligned with the Kingdom mission, and reporting regularly. David accepted joyfully, grateful for the opportunity.

When Kingdom Kitchen opened in the new state, it quickly became a community favorite. Customers experienced the same atmosphere of love and excellence as the original location. Hannah only visited monthly, but David managed everything faithfully. The vision multiplied because responsibility was placed in the right hands.

Lessons from the Example Story
This example story of Kingdom Kitchen highlights key lessons for finding managers in another state:

Use trusted referrals. Out-of-state expansion is too risky to rely on strangers—ask networks you trust.
Meet in person. Video calls are helpful, but face-to-face meetings build deeper trust.
Check experience. Managing a business remotely requires proven skill and reliability.
Write detailed agreements. Distance requires even greater clarity.
Trust God’s confirmation. Peace in your spirit is a vital sign you’ve chosen rightly.

Why Out-of-State Managers Work
Some business owners fear expanding out of state, but with the right manager, it can actually be smoother than expected. Managers who live locally know the laws, culture, and people of that state. They provide stability and ensure the business feels rooted in its new home.

Acts 1:8 reminds us of God’s vision: “You will be my witnesses in Jerusalem, and in all Judea and Samaria, and to the ends of the earth.” For a business, “Jerusalem” is your home city, “Judea” is your state, and “Samaria” could be the next state over. God’s plan always includes expansion through trustworthy people.

Practical Tips for Finding a Manager in a Different State

Leverage ministry and business networks. Referrals are your safest path.
Use video calls as a first step. They save time and allow initial discernment.
Travel to meet candidates. Nothing replaces in-person confirmation.
Be extra clear in agreements. Distance leaves no room for vague expectations.
Stay connected with regular updates. Build a rhythm of communication that keeps you close even from afar.

Why Example Stories Help Us Learn
Stories like this may not be real, but they paint real-life possibilities. They help us imagine what it looks like to step into new territory with confidence. By seeing how Kingdom Kitchen found a manager in another state, we can see ourselves doing the same in our own ventures.

Romans 15:4 reminds us: “For everything that was written in the past was written to teach us, so that through the endurance taught in the Scriptures and the encouragement they provide we might have hope.” In the same way, these example stories are written to teach and encourage, giving us hope that God will provide the right people in every place.

Reflection Prompt
If you were to expand into another state, who in your network could you ask today for referrals? Write down three names and pray for God to guide you in reaching out to them.

Key Takeaway
Finding a manager in another state requires faith, intentionality, and trusted connections. But with God’s guidance, it is fully possible. Example stories like Kingdom Kitchen remind us that distance is no barrier when God provides faithful managers to carry the vision.

⚑ Out-of-state expansion is not about geography—it’s about trust. With the right manager, your vision can multiply far beyond your borders.

Chapter 15 – Example Story: Finding a Manager in a Large Metropolitan City

Thriving in the Busy Places

How to Locate Faithful Leaders in the Heart of a Crowded City

Why This Story Matters
This is an example story, created to help us connect the dots in our minds. It is not a real-life account, but it paints a realistic picture of how to find managers in large, crowded cities. Example stories like this are important because they help us visualize possibilities and learn principles we can apply.

In this chapter, we follow City Light Café, a Christian-owned restaurant that expanded into a major metropolitan city. The owner could not personally manage the daily rush of the new location, so the success of the venture depended on finding a faithful, competent manager already living in the city.

The Challenge of Big Cities
Expanding into a large metropolitan area comes with unique challenges. Cities are fast-paced, competitive, and filled with endless distractions. The owner, Mark, knew that if he wanted City Light Café to succeed, he couldn’t run it by commuting or visiting occasionally. He needed a manager who lived in the city and understood its culture.

Mark prayed over the decision and thought of Psalm 127:1: “Unless the Lord builds the house, the builders labor in vain.” He knew that opening in the city would require both business wisdom and God’s guidance.

The Vision for City Light Café
City Light Café had become a success in its original suburban location. Customers loved its fresh meals, Scripture-inspired décor, and atmosphere of kindness. Mark wanted to take this same vision into a metropolitan downtown, where thousands of people worked and lived every day.

But Mark also knew that the city was not an easy place to run a business. Rent was high, competition was fierce, and employees often came and went quickly. More than ever, he needed a manager with both skill and faithfulness to oversee the operation.

Turning to Professional Networks
Mark began his search by reaching out to a Christian professional networking group that regularly held events in the city. He knew that in such a large environment, posting ads alone might attract too many unqualified candidates. Instead, he wanted referrals—people who were already known and trusted in the community.

At one networking breakfast, Mark stood up and shared: “City Light Café is opening downtown. We are looking for a manager who loves Christ, understands hospitality, and can run operations with excellence. Do you know anyone?”

Introducing the Example Story
(Remember: this is an example story created for learning purposes.) After the event, a woman named Anna approached Mark. She had been managing a mid-sized restaurant in the city for several years but was looking for a new opportunity. She explained her background, her faith journey, and her passion for creating spaces where people felt at home.

Mark listened carefully. Anna wasn’t just experienced—she was aligned with the vision. She said, “I believe food can be ministry. People come hungry, and we feed more than their bodies—we feed their hearts.” That one sentence made Mark pause. He felt this could be the person God was highlighting.

The First Interview
Mark invited Anna to meet later that week. Over coffee, they discussed the details of City Light Café’s mission, operations, and expectations. Anna shared stories of how she had de-escalated conflicts with customers, trained young staff, and kept restaurants running smoothly under pressure.

Mark thought of Proverbs 22:29: “Do you see someone skilled in their work? They will serve before kings; they will not serve before officials of low rank.” Anna’s skill was evident, but so was her humility. She didn’t brag—she simply explained how she served faithfully wherever she was placed.

Testing the Fit
Before making a final decision, Mark asked Anna to meet the leadership team of City Light Café. He wanted to see how she interacted with others who carried the same vision. The team was impressed by her balance of professionalism and warmth.

Mark also visited the restaurant where she had previously managed. He spoke to two former employees who praised Anna for her fairness, kindness, and ability to lead under pressure. Every confirmation gave him greater peace.

Making It Official
After prayer and counsel, Mark offered Anna the manager position for the new City Light Café downtown. Together they wrote a detailed agreement that outlined responsibilities, pay, reporting expectations, and the mission of the restaurant. Anna gladly accepted.

When the café opened in the city, the results were immediate. Crowds filled the restaurant daily. Anna managed the rush with grace, trained the staff with diligence, and kept the Christ-centered culture alive in the busiest of settings. Mark visited weekly, but he no longer had to worry about daily operations—the right manager was in place.

Lessons from the Example Story
The story of City Light Café teaches us several lessons about finding managers in large metropolitan cities:

Use professional and ministry networks. Referrals are critical in big cities where anonymity is common.
Look for proven city experience. Managing in a metropolitan setting requires someone who understands the pace.
Test fit with your team. How a candidate interacts with others reveals their true character.
Confirm through references. Past employees and colleagues often provide valuable insights.
Trust God’s peace. Beyond skill, seek the confirmation of the Spirit.

Why Metropolitan Managers Are Unique
Running a restaurant in a large city requires resilience. The pace is fast, the competition fierce, and the pressure constant. But with the right manager, a Christian-owned business can thrive—even in the busiest environments.

Isaiah 60:1–2 comes to mind: “Arise, shine, for your light has come, and the glory of the Lord rises upon you. See, darkness covers the earth and thick darkness is over the peoples, but the Lord rises upon you and his glory appears over you.” A Christ-centered restaurant in a city can be a beacon of light in a place where many feel lost or hurried.

Practical Tips for Finding a Manager in a Large Metropolitan City

Attend networking events. Business breakfasts, Christian gatherings, and professional associations are great resources.
Ask for referrals from city professionals. Trust those who know the local talent pool.
Look for proven leaders. Managing in a city requires experience in high-pressure settings.
Test with your team. Let others help discern character and cultural fit.
Visit their past workplace. Observe the legacy they left behind.

The Power of Example Stories
Remember, this is an example story written to help you visualize how the process might work. Stories like City Light Café allow us to see possibilities we may not have thought of ourselves. They remind us that God can provide faithful managers even in the busiest and most overwhelming places.

Romans 8:28 assures us: “And we know that in all things God works for the good of those who love him, who have been called according to his purpose.” Even in crowded cities, God is orchestrating connections that lead us to the right people.

Reflection Prompt
If you were to open a restaurant in a major city, where would you begin looking for a manager? Write down two professional networks and two ministry networks that could connect you to potential candidates.

Key Takeaway
Finding a manager in a large metropolitan city may seem daunting, but it is possible. By leaning on trusted networks, testing candidates carefully, and seeking God’s peace, you can find faithful leaders who thrive under pressure. Example stories like City Light Café remind us that even in the busiest places, God plants the right people to carry His vision.

⚑ Big cities may be overwhelming, but God’s light shines brightest there. With a faithful manager in place, your vision can flourish in the heart of the city.

Chapter 16 – Example Story: Finding a Manager in a Small Rural Town

When the Community Knows Everyone

How to Discover Faithful Managers in Small Places

Why This Story Matters
This is an example story created to help us connect the dots in our minds. It is not a real account, but it paints a realistic scenario of how to find managers in rural communities. Example stories like this give us pictures of what’s possible and help us see steps we might take ourselves.

In this chapter, we’ll look at Faith & Flavor Diner, a Christian-owned restaurant that expanded into a small rural town. The owner couldn’t be there every day, so success depended entirely on finding a faithful manager who already lived in the community.

The Challenge of Small Towns
Small towns are very different from big cities. Everyone seems to know everyone, and reputations travel quickly. This can be both a challenge and a blessing when looking for a manager.

The owner, Sarah, wanted to open Faith & Flavor Diner in a farming community two hours away. She prayed about the opportunity and thought of Zechariah 4:10: “Do not despise these small beginnings, for the Lord rejoices to see the work begin.” She knew that even a small town mattered to God, and that meant placing the right leader there was critical.

The Vision for Faith & Flavor Diner
The original Faith & Flavor Diner was loved for its hearty meals, cozy feel, and Scripture verses on the walls. Sarah wanted to bring this same experience into the rural community. She believed a Christian-owned restaurant could bless not just the customers, but the entire town.

But rural towns don’t have endless candidates to choose from. She knew she couldn’t rely on online job postings alone. Instead, she would need to tap into the relationships and networks that already existed in the community.

Turning to the Churches
Sarah’s first step was to contact pastors in the town. She emailed three local churches and explained her plan to open a Christ-centered diner. She asked a simple question: “Do you know anyone in your congregation who is faithful, responsible, and capable of managing a business?”

Within a week, two pastors replied with recommendations. Both suggested the same person: Mary, a longtime church member who had run a small family-owned store before it closed. Mary was respected in the town, known for her honesty, and deeply committed to her faith.

Introducing the Example Story
(Remember: this is an example story, not a real-life account.) Sarah drove to the rural town to meet Mary. They sat in a small coffee shop, and Sarah shared the vision of Faith & Flavor Diner—serving food with excellence while representing Christ in the community.

Mary listened with interest and said, “I’ve always wanted to use my business experience in a way that honors God. I love this town, and I’d love to see something like Faith & Flavor Diner here.” Her words gave Sarah hope that she had found the right person.

The First Meeting
They talked about practical details: managing staff, handling finances, and creating a Christ-centered atmosphere. Mary explained how she had handled both inventory and employees in her previous role. She also shared how she prayed daily for her town, asking God to bless the community.

Sarah thought of Matthew 5:14: “You are the light of the world. A town built on a hill cannot be hidden.” Mary’s heart for her community showed she was already a light in the town. Putting her in charge of the diner would only amplify that light.

Testing the Fit
Before finalizing anything, Sarah spoke with several townspeople. She asked about Mary’s reputation. Each person gave glowing feedback: “She’s reliable.” “She’s fair.” “She’s always helping people.” The consistent answers confirmed Sarah’s decision.

This step mattered because in a small town, a manager’s reputation makes or breaks a business. Customers will either trust the new restaurant—or avoid it—based on who is leading.

Making It Official
After prayer, Sarah offered Mary the position of manager. They signed a written agreement that outlined her responsibilities: hiring staff, managing daily operations, overseeing finances, and keeping the Christ-centered culture alive.

When Faith & Flavor Diner opened, it quickly became a community favorite. Farmers, families, and travelers stopped in daily. Mary greeted customers by name, managed the staff with care, and kept everything running smoothly. The town felt ownership of the diner because their own community member was leading it.

Lessons from the Example Story
The example story of Faith & Flavor Diner highlights several lessons for finding managers in small rural towns:

Start with the churches. Pastors know who is faithful and trustworthy.
Check community reputation. In small towns, a manager’s reputation is everything.
Look for people with roots. Locals bring stability and trust.
Confirm through prayer. Don’t rush—wait for God’s peace before deciding.
Write agreements clearly. Even in small communities, clarity protects everyone.

Why Rural Managers Are Special
In rural towns, a faithful manager isn’t just a leader—they’re a bridge to the entire community. Their personal reputation can draw people in or keep them away. Finding the right person ensures the business feels like it belongs to the town, not an outsider.

Proverbs 3:3–4 says: “Let love and faithfulness never leave you; bind them around your neck, write them on the tablet of your heart. Then you will win favor and a good name in the sight of God and man.” A rural manager with faithfulness wins favor not only with God, but also with the entire community.

Practical Tips for Finding a Manager in a Small Rural Town

Contact local pastors. They know the character of their members.
Ask townspeople about reputation. Word of mouth matters more in small towns than résumés.
Choose someone with deep roots. A local will understand the culture better than an outsider.
Be present during the launch. Show the town your commitment before stepping back.
Empower the manager to represent you. Let them carry the vision in ways that connect with the local community.

Why Example Stories Help Us Learn
Though this is only an example story, it paints a very real possibility. Stories like Faith & Flavor Diner show us how God provides faithful managers even in places where the candidate pool seems small. They remind us to look not only with business eyes, but also with Kingdom vision.

Romans 12:6–8 says: “We have different gifts, according to the grace given to each of us… if it is to lead, do it diligently.” In every town, God has placed people with the gift of leadership. Our role is to find them and entrust them.

Reflection Prompt
If you were to open a restaurant in a rural town, who would you contact first? List two or three churches or leaders in that community who might know faithful candidates.

Key Takeaway
Finding a manager in a small rural town isn’t about having endless options—it’s about finding the right person. Through churches, reputations, and community trust, you can identify a faithful leader who will carry your vision. Example stories like Faith & Flavor Diner remind us that even in small towns, God has prepared people to multiply your mission.

⚑ In small towns, the right manager doesn’t just run the business—they embody it. Their faithfulness becomes the diner’s reputation, and their leadership makes the community feel at home.

Chapter 17 – Example Story: Finding a Manager in a University Town

Reaching the Next Generation

How to Place Faithful Leaders in Student-Centered Communities

Why This Story Matters
This is an example story, created to help us connect the dots in our minds. It is not a real-life account, but a realistic picture of how one might find a manager in a college town. Example stories like this matter because they show us possibilities, helping us learn through concrete illustrations rather than just theory.

In this chapter, we follow Truth Table Café, a Christian-owned restaurant that expanded into a university town. The owner couldn’t manage the restaurant personally, so finding a faithful manager who understood the culture of students was the key to success.

The Challenge of University Towns
University towns are unique environments. They are filled with young adults, constant change, and an energy that is both exciting and unpredictable. Managers in these communities must understand how to connect with students while keeping stability in the business.

The owner, Paul, prayed about expanding into a nearby college town. He thought of 1 Timothy 4:12: “Don’t let anyone look down on you because you are young, but set an example for the believers in speech, in conduct, in love, in faith and in purity.” He wanted the café to be a place where students not only ate but also experienced godly example through its leadership.

The Vision for Truth Table Café
Truth Table Café had grown in its first location because of its welcoming environment, Scripture-based décor, and commitment to excellence. Paul believed that the next generation needed places where food and faith came together naturally. Opening in a college town seemed like the perfect step.

But Paul knew that students had different expectations than older customers. The café would need a manager who could relate to young people, lead a team of mostly student employees, and still carry the café’s Christ-centered mission.

Turning to Campus Ministries
Instead of searching blindly, Paul reached out to Christian ministries connected to the university. He contacted a campus ministry director and explained his vision: “We’re opening Truth Table Café near campus, and we’re looking for a faithful manager who understands students and can run a restaurant with excellence.”

The director replied with excitement: “I think I know just the person. Her name is Rachel. She’s been leading our student ministry teams for years, she just graduated, and she’s looking for full-time work. She’s organized, reliable, and deeply committed to Christ.”

Introducing the Example Story
(Remember: this is an example story designed to illustrate how the process might work.) Paul set up a meeting with Rachel. She shared her passion for reaching students and her experience organizing events, managing volunteers, and keeping ministry teams running smoothly.

Rachel said, “I’ve always believed that God can use even simple places like a café to reach people. Students need a safe, welcoming environment, and I’d love to help build that.” Her enthusiasm and track record impressed Paul immediately.

The First Interview
They met again the following week to talk about practical details. Paul explained the responsibilities: managing staff, handling finances, overseeing operations, and keeping the café’s Christ-centered vision strong. Rachel admitted she didn’t have direct restaurant management experience, but she pointed to her proven ability to lead people, organize teams, and manage budgets in ministry.

Paul thought of Exodus 31:2–3, when God spoke of Bezalel: “I have filled him with the Spirit of God, with wisdom, with understanding, with knowledge and with all kinds of skills.” He realized that God equips people for roles beyond what their résumé might show. Skills can be trained, but faithfulness and leadership are priceless.

Testing the Fit
Before offering the position, Paul asked Rachel to meet some of the staff who would be working at the new café. Most of them were students themselves. Rachel connected instantly, speaking their language, encouraging them, and showing natural leadership.

Paul also asked for references from the campus ministry director and other leaders. The feedback was consistent: “Rachel is dependable, wise, and deeply committed to Christ.” That confirmation gave Paul peace about moving forward.

Making It Official
After prayer and careful thought, Paul offered Rachel the manager position. Together, they wrote a clear agreement outlining her responsibilities and authority. Rachel accepted with joy, seeing it as both a job and a ministry opportunity.

When Truth Table Café opened, students filled the space daily. They enjoyed good food, but they also experienced kindness, encouragement, and even prayer when needed. Rachel’s leadership kept the café running smoothly while making it a hub of community life near campus.

Lessons from the Example Story
The example story of Truth Table Café highlights several lessons about finding managers in university towns:

Look to campus ministries. They know young leaders with proven character.
Prioritize cultural connection. Managers should understand how to relate to students.
Don’t overlook transferable skills. Ministry and volunteer leadership often translate well.
Check references carefully. Endorsements from trusted leaders confirm faithfulness.
Write clear agreements. Clarity ensures responsibilities are understood from the start.

Why University Managers Are Unique
Managing in a college town requires both flexibility and vision. Students bring energy, but also inconsistency. A strong manager can bridge the gap, providing stability while connecting authentically with young people.

Ecclesiastes 12:1 reminds us: “Remember your Creator in the days of your youth, before the days of trouble come.” A manager who understands this can turn a café into more than just a business—it becomes a place of influence for the next generation.

Practical Tips for Finding a Manager in a University Town

Connect with campus ministries. They often know leaders ready to step into management roles.
Look for recent graduates. They understand the culture and can relate to current students.
Check leadership experience. Volunteer leadership is valuable training ground.
Make agreements extra clear. Students and young managers thrive with structure.
Support them with mentorship. Provide encouragement as they step into big responsibility.

Why Example Stories Help Us Learn
Stories like Truth Table Café are not real, but they give us a real picture of what’s possible. They remind us that God places capable people in every community—including university towns. When we see the story unfold, we can imagine how it might look in our own ventures.

Hebrews 10:24–25 says: “And let us consider how we may spur one another on toward love and good deeds, not giving up meeting together… but encouraging one another.” A café near campus can be that kind of place, and a faithful manager makes it possible.

Reflection Prompt
If you were opening a restaurant near a university, which campus ministries or Christian leaders could you approach for recommendations? Write down three names or groups and pray for God’s guidance.

Key Takeaway
Finding a manager in a university town requires looking in the right places and valuing both skills and character. Campus ministries often hold the key to discovering young leaders who are faithful, capable, and passionate about reaching their peers. Example stories like Truth Table Café remind us that God has prepared the next generation to carry His vision into the heart of student communities.

⚑ In university towns, managers don’t just run a business—they shape the next generation. A faithful leader can turn a café into a campus beacon for Christ.

Chapter 18 – Example Story: Finding a Manager in a Tourist Destination City

Leading in a High-Pressure Environment

How to Discover Faithful Managers in Busy, Seasonal Locations

Why This Story Matters
This is an example story, created to help us connect the dots in our minds. It is not a real-life account, but it paints a realistic picture of how to find managers in tourist-driven locations. Example stories like this are valuable because they help us see how possibilities can unfold, especially in unique and challenging business settings.

In this chapter, we follow Salt & Light Grill, a Christian-owned restaurant that expanded into a busy tourist city. The owner couldn’t manage the location personally, so the success of the restaurant depended on finding a faithful, experienced manager who already lived in that environment.

The Challenge of Tourist Cities
Tourist towns are not like ordinary towns. They are busy, seasonal, and full of constant change. During peak months, thousands of visitors arrive daily, but in the off-season, the town can feel almost empty. Managing a restaurant in this type of environment requires unique skill and steady leadership.

The owner, James, prayed about the opportunity to open Salt & Light Grill in such a city. He remembered Proverbs 24:27: “Put your outdoor work in order and get your fields ready; after that, build your house.” He knew that before launching, he needed the right foundation—starting with the right manager.

The Vision for Salt & Light Grill
Salt & Light Grill had become successful in its original location. Known for excellent meals, cheerful service, and Scripture displayed on the walls, it was more than a restaurant—it was a ministry disguised as hospitality.

When James saw an available restaurant space in a popular tourist destination, he felt the Lord prompting him to expand. He realized that if the restaurant was managed properly, it could reach thousands of travelers with both food and faith. But this would only happen if he placed the right person in charge.

Turning to Hospitality Networks
Unlike small towns, tourist cities often have established hospitality networks. James began by reaching out to a Christian friend who worked in the local hotel industry. He explained his vision: “I want Salt & Light Grill to be a place where tourists not only eat well but also experience God’s love. Do you know anyone who could manage this kind of restaurant?”

His friend replied, “I do. There’s a woman named Laura. She’s been managing a resort restaurant here for years. She’s highly respected, and she’s also a believer. You should talk to her.”

Introducing the Example Story
(Remember: this is an example story created for learning purposes.) James arranged to meet Laura at her current workplace. He observed her in action: greeting staff with kindness, resolving a customer complaint quickly, and calmly leading a team through a busy dinner rush.

When they sat down afterward, James shared the vision of Salt & Light Grill. Laura listened carefully and said, “That sounds like exactly the kind of place I’d love to manage. I’ve always believed hospitality is more than business—it’s ministry.” Her words immediately connected with James’s heart.

The First Interview
They met again a few days later to discuss details. James explained the responsibilities: managing staff, handling finances, balancing the demands of seasonal crowds, and ensuring the Christ-centered mission of the restaurant. Laura responded with stories of how she had led teams during peak tourist seasons, managed shifting schedules, and kept staff motivated even under pressure.

James thought of Colossians 3:23: “Whatever you do, work at it with all your heart, as working for the Lord, not for human masters.” Laura’s work ethic reflected that verse—she served wholeheartedly and with excellence.

Testing the Fit
Before finalizing anything, James spoke to several people in the hospitality network about Laura’s reputation. The responses were consistent: “She’s fair.” “She’s dependable.” “She knows how to lead in high-pressure environments.” Each testimony confirmed her reliability.

James also prayed for confirmation, asking God to give him peace about the decision. Philippians 4:6–7 reminded him: “Do not be anxious about anything, but in every situation, by prayer and petition, with thanksgiving, present your requests to God. And the peace of God… will guard your hearts and your minds in Christ Jesus.” That peace came, and James knew it was time to move forward.

Making It Official
James offered Laura the manager position for Salt & Light Grill. They signed a detailed agreement that covered responsibilities, pay, accountability, and mission alignment. Laura accepted gladly, seeing the opportunity not just as a job but as a chance to impact both locals and visitors.

When the restaurant opened, it quickly became one of the most talked-about spots in town. Tourists lined up for meals, and many commented on the unique atmosphere of peace and kindness they felt. Even in the busiest season, Laura led the team with grace, ensuring the mission of Salt & Light Grill never got lost in the rush.

Lessons from the Example Story
The story of Salt & Light Grill highlights several lessons for finding managers in tourist cities:

Tap into hospitality networks. These communities often know the most reliable candidates.
Look for experience with crowds. Seasonal rushes require proven leadership.
Check reputation in the industry. Word travels quickly in tourist towns.
Ensure mission alignment. Managers must carry the Christ-centered vision even under pressure.
Write clear agreements. High-stress environments demand clarity to prevent burnout.

Why Tourist Managers Are Unique
Tourist cities demand resilience. Managers must adapt to unpredictable crowds, seasonal staff turnover, and diverse customer expectations. But with the right leader, these challenges can become opportunities to shine.

Matthew 5:13–14 captures the vision: “You are the salt of the earth… You are the light of the world. A town built on a hill cannot be hidden.” A restaurant like Salt & Light Grill in a tourist destination can literally live out these verses, being both salt and light to people from around the world.

Practical Tips for Finding a Manager in a Tourist Destination City

Use hospitality industry contacts. Hotel and resort professionals often know reliable candidates.
Observe candidates in action. Watch how they handle busy seasons before hiring.
Ask about peak-season experience. Managers must be tested under pressure.
Confirm community reputation. In tourist towns, reputation matters as much as skill.
Provide long-term stability. Seasonal work is stressful—clear agreements bring security.

Why Example Stories Help Us Learn
Though this is only an example story, it illustrates how God provides faithful leaders even in high-pressure tourist environments. Stories like this help us imagine ourselves making similar decisions and remind us that God equips the right people in every location.

Isaiah 26:3 promises: “You will keep in perfect peace those whose minds are steadfast, because they trust in you.” A faithful manager in a tourist town reflects this peace, even when the environment is chaotic.

Reflection Prompt
If you were to open a restaurant in a tourist destination, who in the hospitality industry could you approach for referrals? Write down two or three contacts you could call today.

Key Takeaway
Finding a manager in a tourist destination city requires looking in the right places, confirming experience under pressure, and trusting God to lead you. Example stories like Salt & Light Grill remind us that even in the busiest and most overwhelming places, God provides faithful managers to carry His vision.

⚑ In tourist towns, faithful managers don’t just survive the rush—they lead with grace. They turn the chaos of crowds into an opportunity to shine Christ’s light to the nations.

Chapter 19 – Example Story: Finding a Manager in a Different Country

Crossing Borders with Boldness

How to Entrust Your Business to Faithful Leaders Abroad

Why This Story Matters
This is an example story, created to help us connect the dots in our minds. It is not a real account, but it shows how finding managers in other countries could work. Example stories like this are powerful because they take big ideas and make them easier to grasp by painting practical pictures.

In this chapter, we follow Living Water Café, a Christian-owned restaurant that expanded into a different country. The owner couldn’t oversee daily operations personally, so the success of the café depended on finding a faithful, capable manager who was already living in that culture.

The Challenge of Crossing Borders
Opening a restaurant in another country comes with new layers of challenge: different laws, languages, customs, and expectations. What works in one nation might not work in another. The owner, Daniel, knew that if Living Water Café was going to succeed abroad, it needed a manager who understood the local culture better than he did.

He thought of Acts 1:8: “You will be my witnesses in Jerusalem, and in all Judea and Samaria, and to the ends of the earth.” If the Kingdom could expand across nations, so could Kingdom-minded businesses. But the only way to do it wisely was through entrusting responsibility to faithful local leaders.

The Vision for Living Water Café
Living Water Café had been built on a simple idea: excellent meals served with Scripture woven into the experience. The original location had become a favorite for families and travelers alike. Daniel dreamed of opening one in another country, near a busy marketplace that drew both locals and tourists.

He knew it wouldn’t be enough to fly in employees from home. He needed a manager already rooted in the culture, someone who could relate to the people naturally. Without that, the café would feel foreign and disconnected.

Turning to Missionary Contacts
Instead of searching blindly, Daniel reached out to missionary friends who had been serving in the country for years. He asked a simple question: “Do you know anyone in your community who could manage a restaurant with integrity, faith, and skill?”

Within days, a missionary couple replied: “There’s a man named Samuel. He’s been part of our ministry for years. He worked in hospitality before, and he has a strong walk with God. We think he could be exactly who you’re looking for.”

Introducing the Example Story
(Remember: this is an example story created for learning purposes.) Daniel arranged a video call with Samuel. They spoke for nearly an hour, sharing vision and practical details. Samuel described his hospitality experience, his faith journey, and his heart for serving his community.

He said, “I’ve always wanted to see faith and business combined. If Living Water Café opened here, it could be a blessing not just to customers but to our entire town.” His passion convinced Daniel to take the next step.

The First In-Person Meeting
Daniel traveled to the country to meet Samuel face to face. They visited the potential restaurant location together, walked through the marketplace, and talked about local challenges and opportunities. Samuel pointed out cultural differences that Daniel hadn’t considered—everything from menu adjustments to how staff were usually trained in that country.

Daniel thought of Proverbs 15:22: “Plans fail for lack of counsel, but with many advisers they succeed.” Samuel’s insights gave him confidence that the café could adapt successfully to the local context.

Testing the Fit
Before making a decision, Daniel asked around in the community. He spoke to local pastors, business owners, and church members about Samuel’s reputation. The feedback was consistent: “He’s honest.” “He’s dependable.” “He leads with humility.” These confirmations made the choice clearer.

Daniel also spent time observing Samuel with people in the community. He saw how Samuel greeted neighbors warmly and resolved small conflicts with wisdom. These simple observations showed that Samuel’s leadership extended beyond words—it was visible in daily life.

Making It Official
After prayer, Daniel offered Samuel the manager position. They created a detailed agreement covering responsibilities, pay, reporting structures, and accountability measures. Because they were in different countries, they also agreed on regular video calls and monthly reports.

When Living Water Café opened, it quickly became a community favorite. Samuel led the staff faithfully, adjusted the menu to local tastes, and kept the Christ-centered culture strong. Locals appreciated that it didn’t feel like a foreign business forced upon them—it felt like their own, because one of their own was leading it.

Lessons from the Example Story
The example story of Living Water Café highlights several important lessons about finding managers in another country:

Use missionary and ministry contacts. They know trustworthy local believers.
Look for cultural connection. Managers must understand the local culture better than you do.
Check reputation in the community. Ask locals what they think.
Confirm through in-person visits. Don’t decide only through video calls.
Adapt agreements for distance. Include clear reporting and accountability structures.

Why International Managers Are Essential
Cross-cultural expansion only works when locals carry the vision. They bring trust, understanding, and cultural sensitivity that outsiders cannot. A faithful local manager ensures the business doesn’t just operate—it thrives.

1 Corinthians 12:18 reminds us: “But in fact God has placed the parts in the body, every one of them, just as he wanted them to be.” God has already placed capable leaders in every nation. Our job is to find them and empower them.

Practical Tips for Finding a Manager in a Different Country

Reach out to missionaries. They often know the most reliable candidates.
Ask local pastors for recommendations. They can vouch for character and faith.
Visit in person. See the community and meet the candidate face to face.
Check community reputation. Locals know who can be trusted.
Set up clear communication rhythms. Regular calls and reports keep accountability strong.

Why Example Stories Help Us Learn
Though this is not a real account, the story of Living Water Café helps us see how to expand wisely into other nations. It reminds us that God provides the right people in every place if we seek Him.

Psalm 2:8 declares: “Ask me, and I will make the nations your inheritance, the ends of the earth your possession.” Faithful managers are one of the ways God answers that prayer—placing trustworthy leaders in positions to carry His vision globally.

Reflection Prompt
If you were to open a restaurant in another country, who in your network could connect you to missionaries or local leaders there? Write down at least two names and pray about reaching out to them.

Key Takeaway
Finding a manager in another country requires faith, relationships, and discernment. But with the help of missionaries, pastors, and community referrals, you can discover faithful leaders who will carry your vision locally. Example stories like Living Water Café remind us that God has already planted the right people in every nation—our role is to find and empower them.

⚑ When crossing borders, the right manager becomes the bridge. With faithful local leaders, your vision can take root and flourish in any nation.

Chapter 20 – Example Story: Finding a Manager Across the World

When the Vision Reaches the Nations

How to Entrust Global Locations to Faithful Leaders

Why This Story Matters
This is an example story, created to help us connect the dots in our minds. It is not a real-life account, but it paints a realistic picture of how one might find a manager for a business halfway across the globe. Example stories like this are important because they allow us to imagine possibilities far beyond our immediate reach.

In this chapter, we follow Bread of Life Bistro, a Christian-owned restaurant that expanded to the other side of the world. The owner could not even think of managing the location in person, so the entire success depended on finding a faithful, trustworthy manager who lived in that country and carried the vision forward.

The Challenge of Global Distance
Starting a restaurant in another state or even another country is one thing—but halfway across the world is something else entirely. The challenges include time zones, cultural differences, communication barriers, and legal systems that look nothing like home.

The owner, Rebecca, prayed about whether she was ready for such a bold step. She thought of Habakkuk 2:14: “For the earth will be filled with the knowledge of the glory of the Lord as the waters cover the sea.” If God’s glory was meant to fill the earth, why couldn’t her business be part of that mission?

The Vision for Bread of Life Bistro
Bread of Life Bistro was a thriving restaurant in its home city. Families, business professionals, and travelers loved its wholesome meals and Scripture-lined walls. Rebecca had always dreamed of bringing the same experience to other nations.

An unexpected opportunity came when an international Christian business conference invited her to speak. During the trip, she visited a growing city across the globe. The thought struck her: This city needs a Bread of Life Bistro. But she knew she could not relocate—she would need to find a faithful manager who could lead on the ground.

Turning to Christian Business Networks
Rebecca began by reaching out to international Christian business networks she had connected with during the conference. She posted a short message: “Looking for a faithful manager to lead a new restaurant location in [City]. Must have experience, integrity, and a heart for Christ.”

Within a week, a response came from another network leader: “I know someone named Joseph. He’s managed restaurants here for years, and he’s a believer with a great reputation. You should talk to him.”

Introducing the Example Story
(Remember: this is an example story designed for learning purposes.) Rebecca set up a video call with Joseph. The time zones were 12 hours apart, but they found a window that worked. On the call, Joseph shared his story—his years of experience in the food industry, his faith journey, and his heart to see business used as ministry.

He said, “I’ve always dreamed of managing something that had a Kingdom purpose. Bread of Life Bistro sounds like more than a business—it sounds like a mission.” His words resonated deeply with Rebecca.

The First In-Person Visit
Before committing, Rebecca flew back to the city to meet Joseph in person. They toured potential restaurant spaces, walked the streets, and discussed cultural differences. Joseph pointed out how local menus might need to be adjusted, how staff training was done in the region, and how marketing worked in that culture.

Rebecca remembered Proverbs 19:20: “Listen to advice and accept discipline, and at the end you will be counted among the wise.” She realized Joseph’s local knowledge was wisdom she could never gain from afar.

Testing the Fit
Rebecca spent a week observing Joseph’s leadership in action. She attended a community event he organized, where she saw him directing volunteers, solving problems quickly, and encouraging people with kindness.

She also asked around in the community. Local pastors, business owners, and employees all confirmed the same thing: “Joseph is honest.” “He’s dependable.” “He always puts others first.” That consistency gave Rebecca the assurance she needed.

Making It Official
After prayer and counsel, Rebecca offered Joseph the manager position. They signed a thorough agreement that covered everything: responsibilities, pay, communication rhythms, financial accountability, and cultural adaptations for the brand. Because of the distance, they agreed on weekly video calls, detailed monthly reports, and quarterly audits to maintain trust.

When Bread of Life Bistro opened across the world, it quickly became a landmark. Locals loved the food, travelers stopped in for a taste of home, and many customers commented on the peaceful, faith-filled atmosphere. Joseph carried the vision faithfully, and the restaurant thrived even though Rebecca only visited twice a year.

Lessons from the Example Story
The story of Bread of Life Bistro highlights several lessons for finding managers across the world:

Use international networks. Christian business groups can connect you globally.
Start with video calls, then meet in person. Both steps matter when distance is great.
Test reputation locally. Ask pastors, business owners, and community members.
Write very clear agreements. Distance demands extra clarity and accountability.
Establish strong communication rhythms. Regular updates maintain trust across time zones.

Why Global Managers Are Essential
Without faithful local managers, global expansion is impossible. You cannot run a business halfway across the world by remote control—you need someone trustworthy on the ground. With the right leader, however, distance becomes irrelevant.

Matthew 28:19 reminds us: “Therefore go and make disciples of all nations…” Businesses like Bread of Life Bistro can play a part in that commission, reaching people in daily life. Faithful managers are the ones who make it possible.

Practical Tips for Finding a Manager Across the World

Join global Christian networks. These communities are full of trustworthy candidates.
Start online, but don’t stop there. Video calls open the door, but in-person meetings confirm.
Test character in the community. Reputation speaks louder than résumés.
Be extra clear in agreements. Spell out financial and operational details carefully.
Set up regular communication. Weekly calls and reports keep the connection strong.

Why Example Stories Help Us Learn
Even though this is only an example story, it gives us a real picture of how God provides managers across the world. It reminds us that the Kingdom of God is global, and so is His provision of faithful leaders.

Psalm 24:1 declares: “The earth is the Lord’s, and everything in it, the world, and all who live in it.” Every nation belongs to Him, and in every nation He has already planted people ready to carry His vision.

Reflection Prompt
If you were to open a business across the world, which international networks or Christian contacts could you ask for recommendations? Write down two or three possibilities and pray for God’s wisdom.

Key Takeaway
Finding a manager across the world may feel impossible, but it is not. With God’s guidance, trusted networks, and careful discernment, you can discover faithful leaders anywhere on the globe. Example stories like Bread of Life Bistro remind us that distance is no barrier to God’s provision—He has already planted the right people in every nation.

⚑ Across the world, faithful managers turn vision into reality. With them, the mission multiplies globally, and the light of Christ shines to the nations.

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