10 Signs of a Healthy Team

Want a great list of things to discuss in your next team meeting?  Take a look at these…

#1 – You actually enjoy being around one another instead of trying to find ways to avoid one another.

#2 – Truth is spoken IN LOVE and not in a condescending or condemning way.

#3 – There is an atmosphere of freedom where differences of opinion can be shared without the immediate perception that the person who is disagreeing is somehow disloyal.

(BTW…if you are in a meeting and you disagree mentally then you have an obligation to disagree verbally!  If you do not feel that freedom then there IS a problem!)

#4 – People are willing to walk into the room and ask for help rather than put off the perception that they have it all together.

 Read the rest of Perry’s list here.
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ABOUT THE AUTHOR

Perry Noble

Perry Noble

Perry Noble is the founding and senior pastor of NewSpring Church in South Carolina. The church averages 16,000 people during weekend services at multiple campuses throughout the state. Perry is a gifted communicator and teacher, convicted about speaking the truth as plainly as possible. God has given him a vision and a passion for helping people meet Jesus, and each week he shares God’s word and its practical application in our daily lives. Perry, his wife Lucretia and their daughter, Charisse, live in Anderson, South Carolina. You can read all of Perry’s unfiltered thoughts about life and leadership here on the site. Don’t worry, he holds nothing back.

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

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8 Principles for Churches that Want to Grow

When it comes to numbers, churches tend to err in one of two ways: they either discount them as unimportant or they put too much emphasis on them.

The reality is that numbers are important, and though they aren’t the only sign of a healthy church, they are an important measure.

For Mars Hill, numbers are a key measure of our health. For us, it’s all about the numbers, if by “numbers” you mean the number of people getting their sins forgiven, getting their lives changed by Jesus, and going to heaven instead of hell. We’d like that number to go up. We’re all for that.

When numbers are viewed from this perspective, they are a good thing to desire to see grow. This is why I commend pastors who desire to see the church they pastor grow for the right reasons.

In my conversations with pastors around the world, many have questions on church growth. So, I thought I’d share eight principles I’ve learned about church growth.

1. BEGIN WITH THE END IN MIND AND KNOW HOW LARGE YOU WANT TO BE.

The following is a rough breakdown of reported (which may not be entirely accurate) church attendance. Admittedly, these numbers are a few years old, but, as a general rule, they do give you a rough idea of church-size barriers.

  • Churches with 45 people or fewer = 100,000 churches or 25% of all churches
  • Churches with 75 people or fewer = 200,000 churches or 50% of all churches
  • Churches with 150 people or fewer = 300,000 churches or 75% of all churches
  • Churches with 350 people or fewer = 380,000 churches or 95% of all churches
  • Churches with 800 people or fewer = 392,000 churches or 98% of all churches
  • Churches with 800 people or more = 8,000 churches or 2% of all churches
  • Churches with 2,000 people or more = 870 churches or 0.22% of all churches
  • Churches with 3,000 people or more = 425 churches or 0.11% of all churches

Lyle Schaller, considered one of the best church consultants in the world, states in his book, The Very Large Church, that the two most comfortable church sizes are under 45 people and under 150 people, likely making them two of the hardest thresholds to pass through, in addition to the 800 mark.

In The Tipping Point, Malcolm Gladwell states that 150 is also the maximum number of people someone can purposefully connect with, which explains why some people do not like bigger churches. It may also explain why John Wesley divided people into groups of about 150, the average hunter-gatherer village is about 150 people, most military units are under 200, and the Hutterites allow their communities to grow no larger than 150.

Understanding group dynamics like this is important in understanding that there are significant challenges that come with each phase of church size, and being aware of where you want your church to grow allows you to begin preparing for those growth phases more effectively.

 Read the rest of Mark’s post here.
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ABOUT THE AUTHOR

Mark Driscoll

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

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The Changing Roles of Senior Pastors

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Dave Travis

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

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Lean Staffing – How to Handle Your Church Staff with <35% of Your Budget

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ABOUT THE AUTHOR

Warren Bird

Warren Bird

Warren Bird, Ph.D., research director at Leadership Network, is a former pastor and seminary professor, and is author or co-author of 24 books for ministry leaders, the most recent one with Jim Tomberlin: Better Together: Making Church Mergers Work. Some of Warren’s recent online reports include “The Heartbeat of Rising Influence Churches,” “Pastors Who Are Shaping the Future” and “A New Decade of Megachurches.” Follow him on Twitter @warrenbird.

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

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Leadership Development – An Age Old Problem with a New Twist

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ABOUT THE AUTHOR

VRcurator

VRcurator

Bob Adams is Auxano's Vision Room Curator. His background includes over 23 years as an associate/executive pastor as well as 8 years as the Lead Consultant for a church design build company. He joined Auxano in 2012.

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Mr. Tony Bowick — 11/08/12 11:47 am

Great report! Well worth downloading. Leadership Network does world class research and thought-leadership.

Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

The 10 Best Teams Ever Assembled (and What We Can Learn From Them)

No man is an island. From time to time, we all find we’ve gone as far as we can go on our own. Therein lays the beauty of teamwork: a helping hand to pick you up and see you through to the end. To celebrate the joy of working together, we’ve compiled the definitive list of the best teams ever assembled, along with what each of them has to teach us. We made our picks from all walks of life, from sports to space and from fictional to factual. Enjoy.

As another summer Olympics came and went, there were rumblings about this year’s U.S. men’s basketball team being the best ever. To all such Lakers shooting guards we say, we’re gonna let you finish but the Dream Team was the greatest basketball team ever assembled. The 1992 team’s roster reads like a list of the greatest NBA players ever: Michael Jordan, Larry Bird, Magic Johnson, Patrick Ewing, Karl Malone, Charles Barkley. The Dreams won every game by an average of 40 points on their way to gold. So sorry, Kobe; there will only ever be one true Dream Team.

What we can learn from them: A practice game loss to a group of college players reminded the Olympians (and us) that motivation and hustle can overcome talent any time.

Sherlock Holmes and Dr. Watson:

It’s been 85 years since the last work was published and this crime-solving duo remains one of the most popular literary teams ever. Sure, Holmes was the best crime-solver ever, but it was the way he solved them that made him great. Never seeking recognition for his genius, quietly thwarting horrible crimes or saving entire governments, almost none of London’s other inhabitants knew the man at 221B Baker Street was one of the greatest minds the world has ever seen. Without Watson tagging along and documenting his cases, we never would have known it either.

What we can learn from them: There is no such thing as a self-made man.

Rogers and Hammerstein:

Name your favorite musical; odds are these guys wrote it. The coming-together of these two musical virtuosos resulted in a 16-year partnership that produced instant classics like Oklahoma!State Fair,South PacificThe King and I, and The Sound of Music. For their work, they received a staggering 34 Tonys, 15 Academy Awards, two Grammys, and a Pulitzer Prize. They were recently named to a list of top-earning deceased celebrities, proving America’s love of their work has not faded in the half a century since their last collaboration.

What we can learn from them: Rogers and Hammerstein perfected their team dynamic: each had an extraordinary talent to which the other deferred. As Hammerstein once said, “I hand him a lyric and get out of his way.”

SEAL Team Six:

This is the only team on our list whose ranks are regularly changing, as old members leave and new ones join. It’s also the only team that doesn’t officially exist. The black operatives in this super-secret group (which is formally called the United States Naval Special Warfare Development Group) can swim hundreds of feet with their hands and feet bound and are trained to withstand arctic temperatures and tear gas. As one author put it, the SEALs are the Navy’s elite, and Team Six are the SEALs’ elite. On May 2, 2011, the team cemented their spot as some of the greatest soldiers in history by killing America’s Public Enemy Number One, Osama bin Laden.

What we can learn from them: They’re living testaments to what the human body can do.

The Beatles:

It’s so cliche to call The Beatles the best band ever. It’s also quite true. The influence of the music made by John Lennon, Paul McCartney, George Harrison, and Ringo Starr on music and culture cannot be overstated. They were more than the sum of their individual parts, as some of their future projectswould come to prove. Apart, Lennon and McCartney were good; together, with McCartney providing the poppy, light optimism and Lennon the searching, contemplative depth, they made music that will never be forgotten.

What we can learn from them: All good things, even the best things, must come to an end.

1985 Chicago Bears:

On their way to beating the Patriots so badly in Super Bowl XX that Patriots player Ron Wooten compared his team to the Washington Generals, the ’85-’86 Bears stomped everyone in the league except the Dolphins and Dan Marino, the Bears’ only loss of the year. There were William “The Refrigerator” Perry playing both sides of the ball, the legendary Walter Payton at running back, the solid Jim McMahon at QB, and the speedy Willie Gault at receiver. With a suffocating defense that gave up only 198 points all season (compared to the 456 points the offense put up), the Bears shuffled their way past the undefeated 1972 Dolphins to the spot of best NFL team ever.

What we can learn from them: It’s not bragging if you can really do it.

The Justice League:

If we had room for two superhero teams on this list, The Avengers would fill that second slot. But as it stands, the Justice League of America (JLA) gets our nod as the greatest group of supers ever put to paper (and later to film, many, many times). DC Comics’ team brings to the world-saving table Superman’s struggle for “truth, justice, and the American way;” Batman’s take-one-for-the-team nobility; Green Lantern’s handy jewelry; and Aquaman’s, um, super-amazing breaststroke skills. Besides, JLA could beat the Avengers in a fight.

What we can learn from them: In their first fight as a team against the Appelaxian warriors, the JLA members learned they had to work together to win. Ergo, killing aliens is easiest in teams.

The Apollo 11 team:

Men walking on the Moon was one of the greatest moments in human history; a giant leap, if you will. And while Armstrong and Aldrin will always be the headliners of the accomplishment, they make up only about 0.0005% of the full Apollo 11 team. It took an estimated 400,000 scientists, engineers, and technicians to send them to our celestial neighbor, from the seamstresses who sewed 21 layers of fabric into each spacesuit to the contractors scattered across the country who had never made parts for space travel before. When the 400,000 watched the historic walk on TV on July 21, 1969, they each knew they’d been part of something special.

What we can learn from them: Even what seems like the most insignificant work on a team can be incredibly rewarding in the end.

The Not Ready for Primetime Players:

This young crop of comics and comediennes first appeared on live TV on Oct. 18, 1975. Although they started in the first season of Saturday Night Live as unknowns, by the end of the season, John Belushi, Chevy Chase, Dan Akroyd, Gilda Radner, Laraine Newman, Jane Curtis, and Garrett Morris were household names. And while other seasons’ casts have legitimate arguments as being a funnier ensemble, The Not Ready for Primetime Players paved the way. TV had never been edgier or more exciting week in and week out, and even today’s cast falls far short of bringing the public something it had never seen before.

What we can learn from them: Drugs are bad.

The Manhattan Project:

Although we now know the Nazis would not succeed in their efforts to build an atomic bomb, scientists and government officials in 1939 had no such knowledge. Driven by the shared realization that the very existence of the human race could be at stake, scientists from Europe and the U.S. answered the call to beat Hitler to the development of a nuclear weapon. This team of brilliant men like Ernico Fermi, J. Robert Oppenheimer, Leo Szilard, and Ernest O. Lawrence, and women like Leona Woods Marshall Libbyand Maria Goeppert Mayer ultimately won the war for the Allies and changed the course of history in the process.

What we can learn from them: Though top scientists are often hindered from collaboration by inflated egos, these men put aside nationalities and even genders, no small feat for a time when sexual discrimination was the norm, and united under a common cause.

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Best Degrees

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

How to Run Your Meetings Like Apple and Google

Careers have been built on poking fun at meetings. From commercials to comic strips it’s no secret that most of us would rather be, you know, working.But there’s good news: Rapid experimentation with meetings in the past decade by startups and Fortune 500 companies alike has produced a new set of rules to consider. Here are three that seem to be universal:
  1. All meetings must have a stated purpose or agenda. Without an agenda, meetings can easily turn into aimless social gatherings rather than productive working sessions.
  2. Attendees should walk away with concrete next steps or Action ItemsWe love Action Items here, but we’re not the only ones. From Apple to the Toastmasters, the world’s most successful organizations demand that attendees leave meetings with actionable tasks.
  3. The meeting should have an end timeConstraints breed creativity. By not placing an endtime, we encourage rambling, off-topic and useless conversation.

 

Of course, there’s no need to stop there. Truly productive companies always continue tweaking to suit their specific culture. Here are a few highlights:

Apple

During the Steve Jobs era, Apple constantly worked to stay true to its startup roots while becoming the largest company in the world.
  • Every project component or task has a “DRI.” According to Fortune’s Adam Lashinsky, Apple breeds accountability at meetings by having a Directly Responsible Individual whose name appears next to all of the agenda items they are responsible for. With every task tagged, there’s rarely any confusion about who should be getting what done.
  • Be prepared to challenge and be challenged. There are dozens of tales about Jobs’ ability to aggresively question his employees, sometimes moving them to tears. While you probably don’t need the waterworks at your office, everyone should be willing to defend their ideas and work from honest criticism. If a person has no ideas to defend, they shouldn’t be at the meeting.

 

 

Catalyst

Catalyst, a group of young Christian leaders in the South, places an emphasis on keeping meetings positive and loose. Some examples:

  • The answer is always “yes, and…” and never “no, but…” Keep things positive and ideas flowing by not shouting down initial proposals.
  • Take a break every 30 minutes. If your meeting must last longer than a half hour, make sure attendees can get up, walk out of the room and put their brain on pause.
  • Think and dream with out limitations. Those come later.

 

 

Google

In a recent issue of “Think With Google,” Google VP of Business Operations Kristen Gil described how the company spent 2011 getting back to its original values as a startup, which included reconsidering how the company approached meetings. Some takeaways:

  • All meetings should have a clear decision maker. Gil credits this approach to helping the Google+ team ship over 100 new features in the 90 days after launch.
  • No more than ten people at a meeting. “Attending meetings isn’t a badge of honor,” she writes.
  • Decisions should never wait for a meeting. Otherwise, the velocity of the company is slowed to its meeting schedule. If a meeting needs to happen for something to get done, hold the meeting as soon as possible.
  • Kill ideas, and meetings. After Larry Page replaced Eric Schmidt as Google CEO, the company quickly killed its Buzz, Code Search, and Desktop products so it could focus more resources on less efforts. Focus has to permeate every aspect of a company, including meetings.


37Signals

If it were up to 37 Signals, there would be no meetings at all and discussion would be limited to IM and email. In the company’s best-selling book Rework, they urge creatives to remember that “every minute you avoid spending in a meeting is a minute you can get real work done instead.” In fact, the firm even created National Boycott a Meeting Day in 2011. But if you absolutely must meet, they have three rules:

  • Keep it short. No, shorter than that. And use a timer to enforce the time limit.
  • Have an agenda.
  • Invite as few people as possible.

Reily
This New Orleans-based food and beverage company was profiled in the book Good Boss, Bad Boss by Robert Sutton. The company utilizes “stand up” meetings made popular for the Agile method of software development.
  • Schedule the meetings for the same time. Keeping employees in a rhythm allows them to not have their work unexpectedly disrupted.
  • The stand up is to communicate, not solve. If your team has a regularly planned stand up meeting, “lack of communication” is no longer an excuse for problems. Just be sure to protect the stand up meeting time by deferring larger discussions to private meetings.

(BTW: If you’re interested in the nitty-gritty of the stand up meeting, Jason Yip wrote an entire manual.)

 

 

Technically Media

Not exactly Apple or Google, but at my previous company, Technically Media, we worked hard to make meetings as useful as possible. We met only once a week to update one another on progress, propose new ideas and hammer out any problems. We kept to an extremely strict time table and meeting structure as detailed by my fellow co-founder Christopher Wink on his personal blog. Some key observations:
  • There is no judging in brainstorming. Focus on capturing ideas before filtering and critiquing them.
  • Bring solutions, not problems. Solutioning in the middle of a meeting wastes precious communication time. If you can’t bring proposed solutions to the table, save it for next time or bring it up in private conversations.
  • Review “homework” from the last meeting. Not only does it remind participants what happened last week, it holds attendees accountable.
What’s Your Approach?How does your organization run its meetings?
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Sean Blanda

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

Laypeople and the Mission of God, Part 2

Today I continue my series about laypeople and the mission of God. If you missed the first post in the series about killing the clergy-laity caste system, you can find it here.

In the first church I planted we did something strange, but we were tying to communicate something important. In the Sunday program, normally you would print the name of the church, phone number, and the obligatory: “Ed Stetzer, Pastor.” Instead we listed everybody. I was listed as the pastor but we included the greeters, the children’s ministry coordinator and a host of other ministers– since all God’s people are the ministers. What I learned was that was a nice thought, but it takes much more than an announcement.

Every church must have a strategy and a process to equip people for ministry and mission. Thus, they create an environment where people are empowered and enabled to do ministry. Yet, and perhaps this is the greatest challenge in many churches, you have to recognize that there are many factors working AGAINST engaging all God’s people in ministry.

There is a role for leadership, but we cannot miss the reality that, in most churches, there are many more passive spectators than there are active participants in the mission of God.

The question: why?

Well, there are many reasons, but one is this: pastors and attendees want it that way. They may bemoan passivity, but they empower it personally.

Let me start with the attendees.

Anthropologists tell us that “religion” is a universal cultural reality. Every culture creates a religion. We find religion all around the world, in every culture.

The religions they create have at least two characteristics:

  • people create religious rituals to ceremonialize their devotion
  • people create a religious hierarchy to outsource their religious obligations

So, the default mode of culture and people is toward ceremony and hierarchy, rather than devotion and ministry engagement.

(Note: I am not addressing liturgy here, but rather cermonialization– where the rituals replace the relationship.)

Christianity is not another created religion, but we should note the fact that every created religion has these characteristics in common. In other words, these forces are so powerful that they are, well, everywhere. But, Christianity is so radically different– or at least it is supposed to be– that it would show another way.

Yet, it is important that we recognize the nature of people and the constructs of culture both push away from the idea of all of God’s people are priests (1 Peter 2:9) and ministers (1 Peter 4:10). We don’t want a priesthood and ministry of all believers. Instead, we want people to go to God for us and leaders to do the ministry to us– that is the default condition of the heart. It is the religion that we seem to crave– yet it is not Christianity, at least not biblical Christianity.

So, my point is this. To deal with the issue you have to fight against the causes. Biblical leadership (and, as I will address later, church offices) are put in place by God for the purpose of “for the training of the saints in the work of ministry, to build up the body of Christ” (Eph. 4:12). Yet, too often they (we) are perpetuating the system they bemoan.

Which leads to addressing the reasons pastors often disempower the priests.

Many pastoral leaders enjoy (and take their identity from) doing the work of the ministry more than training and equipping all God’s people to do that ministry– that hurts the pastors and the people. Some pastors are concerned about their employment, wondering, “If I train them for the ministry then why would they need me.” Others are concerned about their identity asking, “What do they need me for if they do the ministry?”

This is a tricky topic and, to be honest, many of the commenters on the last post seemed upset at pastors. So, lest I be misunderstood, let me be clear: I love pastors. But, I love pastors enough to say, “You are to equip God’s people for ministry, not be the shopkeeper of the religious store providing religious rituals to ceremonialize devotion a religious hierarchy to outsource people’s religious obligations.”

That requires some shifts in how we do ministry.

More on that in Part 3.

Read Part 1 from this series here.

Read more from Ed here.

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ABOUT THE AUTHOR

Ed Stetzer

Ed Stetzer

Ed Stetzer, Ph.D., holds the Billy Graham Chair of Church, Mission, and Evangelism at Wheaton College and serves as Executive Director of the Billy Graham Center for Evangelism. He has planted, revitalized, and pastored churches, trained pastors and church planters on six continents, holds two masters degrees and two doctorates, and has written dozens of articles and books. Previously, he served as Executive Director of LifeWay Research. Stetzer is a contributing editor for Christianity Today, a columnist for Outreach Magazine, and is frequently cited or interviewed in news outlets such as USAToday and CNN. He serves as interim pastor of Moody Church in Chicago.

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Scott Michael Whitley — 01/25/23 7:31 am

Amen!!

Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

Northwest Bible Church Leader Guide

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ABOUT THE AUTHOR

Northwest Bible Church

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COMMENTS

What say you? Leave a comment!

Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

15 Assessment Questions for Potential Leaders

You know who they are: the young talents everyone eyes as executive material.

But sometimes these high-potential stars derail on their way to the top. “If they have strong results, but they sacrifice team members or the bigger picture, or are too self-serving, they would no longer be considered high-potential,” is what one executive told Jim Bolt in Fast Company.

Expert David Peterson, speaking in Talent Management magazine, concurs: “Someone who is hard-charging, smart and aggressive, is much more likely to get great results, but if they don’t learn to temper that to include other people, to get buy-in, to build alignment with other folks, they may alienate people or cause additional friction down the road.”

Okay — so how can you anticipate and prevent derailment in your leadership-development pipeline? Spencer Stuart, the global executive search consulting firm, compiled a list of 15 questions to judge leadership potential outside the realm of individual performance:

Leaving the comfort zone

1. Do I trust this person’s judgment in complex, ambiguous situations?

2. Has their decision-making been tested when leading a team outside of their area of expertise and in situations of great complexity and ambiguity?

Emotional intelligence and political savvy

3. How effectively does the executive read and respond to interpersonal dynamics in sensitive, high-stakes and complex situations?

4. Does the individual understand the power of his or her words and actions on others and quickly create alignment among stakeholders with divergent interests?

5. Can he or she successfully navigate politicized situations where personal relationships and a cooperative style are not sufficient?

Motivating and monitoring others

6. Does this person have a track record of building high-performing teams?

7. Is he or she willing to hold people accountable when they fail to meet objectives?

8. Does this person create an environment where people feel motivated to contribute, while also holding others to high standards?

Humility and flexibility

9. Does the individual show the mental flexibility to quickly evolve their thinking based on others’ inputs?

10. How does he or she react to feedback or criticism of their ideas?

11. Does he or she really listen to substantive input from people who know? Does he or she seek it out?

Molding others

12. Is talent development a priority for this executive? How has he or she demonstrated that it is a priority?

13. Are there a number of individuals in the organization whose careers have been shaped through their relationship with this executive?

Big-picture visions and leading through change

14. What are this person’s strengths? Does he or she come up with the big ideas? Are they most skilled at executing an idea from elsewhere?

15. In past situations of change, what was the individual’s role in developing the vision, influencing and motivating others to embrace the idea, and driving to a result?

Read more here.

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Build Network

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COMMENTS

What say you? Leave a comment!

Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.