The Twin Work and the Trap of “When-Is-My-Turn” Syndrome

by David Miller

In many leadership ecosystems, there’s a desire to both recognize new leaders and accelerate multiplication. But if we’re not careful, we fall into a subtle trap—mistaking desire for leadership with the actual readiness to lead. That trap, increasingly common in decentralized environments, is what I’m now calling “When-Is-My-Turn Syndrome.”

This isn’t about insecurity or immaturity per se—it’s about the refusal to let leadership be earned. And if not addressed, it becomes a chaos factory. A culture-warping, team-wrenching disruption that stifles multiplication, introduces internal politics, and derails momentum.

The Twin Work Revisited

In the twin work—God’s hand and our hands—we see the principle of mutual participation. God initiates, blesses, empowers. We obey, labor, steward. That same twin pattern must exist in leadership formation. God’s work shapes the leader’s heart, and the leader’s contribution proves the call.

But “When-Is-My-Turn” Syndrome (WIMTurn) short-circuits that. Instead of allowing character and contribution to shape and reveal leadership, it leans into performance language, entitlement, or subtle posturing. It often hides under collaboration language but ultimately waits for leadership to be granted from above—instead of earned from below.

Why This Matters for Leadership Development

True leadership emerges from a rhythm of proven character and visible contribution. When that rhythm is upheld, leadership influence flows from the field, and frontline clarity emerges. People who are doing the work, solving problems, and pushing the mission forward begin to carry real, relational weight.

Then, and only then, do they gain the recognition that matches their responsibility.

If instead, we allow leaders to emerge because someone at the top “appoints” them—regardless of fruit or field validation—then the flow of influence reverses. Momentum slows. Politics creep in. WIMTurn leadership thrives in this disruption. It stalls mission, multiplies confusion, and turns apostolic teamwork into internal jockeying.

We Must Stop Playing Games

Let’s be clear:

Do not give someone the leadership they are trying to talk themselves into. Leadership is earned by your character and your contribution.

And when you see it? Celebrate it. Elevate it.

Let the culture affirm the right DNA.

If leadership becomes a game of access or verbal gymnastics, then it’s no longer formation—it’s performance. We cannot afford that.

What Healthy Emergence Looks Like

In a healthy leadership ecosystem:

• Character and resolve in the trenches naturally attract influence.

  
  

• Results prove fruitfulness and problem-solving ability.

  
  

• These traits give rise to WIGTake leaders (those who take responsibility for What’s It Going to Take).

  
  

• Leadership recognition follows—not precedes—contribution.

  
  

• The culture supports collaboration, not political posturing.

  
  

• Multiplication accelerates, not stalls.

  
  
  
  

Final Word: Essence and Execution

The essence of leadership is not found in claiming a title, but in being entrusted with a responsibility—by God, through the recognition of peers who’ve seen your life in the field.

If your contribution aligns with your character, and the mission accelerates because of your presence, then leadership will find you. But if you’re sitting in the wings asking, “When is my turn?”—you may have missed the point entirely.

We need leaders forged in fire, not crowned by convenience. We need WIGTake leaders, not WIMTurn whiners.