Introducing: The PIPE Model of Delegation.
By WJ de Kock, ThD
Educational Consultant to Partners in Ministry
Professor of Practical Theology at Palmer Theological Seminary of Eastern University
You’re juggling sermons, counselling sessions, team meetings, and who knows how many other responsibilities. As a pastor, learning how to delegate is like finding a key that unlocks time, growth, and effectiveness in ministry. But let’s be real: delegation isn’t just about handing off tasks—there’s an art to it.
Peter Mayrick was introduced to the PIPE delegation model during his professional career. This model is handy because it offers a practical framework that simplifies the complex act of delegation into a visual and easily understandable format, making it an effective tool for leaders. It’s a model worth having in your leadership toolbox, and in this blog post, I will follow his explanation to break it down for you.
Delegation 101: What’s This PIPE About?
Think of delegation like a pipe. No, really. In Mayrick’s description of the PIPE Model, the pipe represents the flow of responsibility from you, the leader, to your team members. It’s all about transferring tasks and decision-making power while maintaining oversight. The more trust you have in someone’s abilities, the wider the pipe—meaning they have more control over the task. When you need to stay more involved, the pipe narrows.
Let’s dive deeper into how this plays out.
The Structure of Delegation: How Wide Is Your Pipe?
1. The Core Concept: Span of Control
Imagine a zigzag pipe with a white line running through it. This line represents the chain of decisions required to complete a task. When you delegate, you’re passing over a specific span of control—the width of the pipe—to someone else. The wider the pipe, the more control you’re giving. The narrower the pipe, the more limited their decision-making power. Simple, right?
2. Setting Boundaries: Why Pipes Need Limits
Delegation doesn’t mean a free-for-all. Every pipe has boundaries. These limits are shaped by budgets, available resources, or other restrictions. For instance, maybe you’ll let someone spend $100 on an event but no more. Or you’ll delegate only to those who’ve completed certain training. By setting clear boundaries, you’re ensuring people have the freedom to work but within safe, responsible limits.
Trust: The Secret Ingredient in Delegation
Here’s the game-changer—trust. How wide you make the pipe is a reflection of how much trust you have in someone. The more trust, the wider the pipe, and the more freedom they have. Less trust? The pipe narrows, meaning they’ll need more guidance and oversight.
1. Newbies Need Narrow Pipes
Got a team member who’s green to a task? You’ll want to keep the pipe narrow for now. Give them clear instructions and specific guidelines so they don’t get overwhelmed. As they gain experience, you can slowly widen the pipe, letting them handle more responsibility.
2. Experienced Leaders Deserve Wider Pipes
For those who’ve proven themselves, give them space! If you’ve got someone experienced, a narrow pipe can feel restrictive, even demotivating. Widen the pipe to show your trust in their skills and judgment. This isn’t just delegation—it’s empowerment.
When Trust Breaks Down: Don’t Shrink the Pipe Too Quickly
If someone makes a mistake, it can be tempting to shrink their pipe immediately. However, reducing someone’s span of control can feel like a demotion, and it could crush their morale. Before you start tightening the reins, consider how you can support them better next time and help them grow through the challenge.
Coaching: The Glue That Holds Delegation Together
Delegation without support is a recipe for disaster. In Mayrick’s PIPE Model, the bottom part of the pipe represents the critical need for coaching. This is where check-ins, feedback, and guidance come into play.
1. New Tasks = Frequent Check-Ins
When someone is learning something new, frequent check-ins are a must. Think of these as pit stops where you can encourage, correct, and offer advice. They’ll feel supported, and you’ll stay in the loop.
2. Experienced Tasks = More Autonomy
As they grow more confident and skilled, you can stretch out the time between check-ins. This shows you trust them to take the lead, but you’re still available if they hit a snag.
Coaching: Task vs. Personal Growth
When you’re checking in, make sure you’re not just focusing on the task at hand. Look at how they’re developing personally. Are they growing in confidence? Are they handling responsibilities well? This isn’t just about getting things done—it’s about building leaders who can take on more in the future.
When you delegate well, everybody wins. Tasks get done efficiently, and your team members grow in confidence, skill, and trust. Plus, your ministry starts to feel more like a shared mission rather than a one-person show.
Delegation, when paired with the right span of control, trust, and support, leads to better outcomes all around.
Over to you
The PIPE Model takes the guesswork out of delegation. It’s about more than just task management—it’s a leadership strategy that fosters trust, accountability, and growth. As pastors, mastering this model can set the tone for effective ministry that empowers others while preventing burnout.
So next time you’re looking to hand off a task, remember: How wide is your pipe? Are you providing enough guidance and trust? And are you coaching your team to success?
Learn these elements, and you’ll be on your way to multiplying your impact in the church and building a team that’s not just working for you, but with you.
Consider our “Delegation in Ministry” course
Contact Partners in Ministry to learn more about our coaching, leadership development, and consulting services. https://www.partnersinministry.com/contact-us