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View Chapter 10 - Leadership

Church Planting Resource Manual

Download MS Word Document (2009):
File:Chapter 10 - Leadership 5-09.doc

Download Shorter PowerPoint (2011):
File:Keynote 10 Leadership 3-11.ppt

Chapter 10: LEADERSHIP

This article contains text only. For the full version with graphics and charts, please download the MS Word version above.

Leadership Development
Through Spirituality, Chemistry, and Strategy

Theme: Great church planters grow in their own leadership and develop other leaders as they grow the church.

Objective: To be able to lead the church toward fruitfulness in the harvest.

Chapter Goals:
1. You will learn your Leadership Strength in 3 critical areas
a. You will learn about Growing in Spirituality
b. You will learn about Growing in Chemistry
c. You will learn about Growing in Strategy
2. You will be able to evaluate Gathering, Building and Leadership Development for the first year of your new church.
3. You will learn about the Leadership Growth and developing a Transitional Leadership Team
4. You will learn how to avoid the 4 Pastoral Ministry Corrosion Factors
 
As therefore you received Christ Jesus the Lord, so live in Him,
rooted and built up in Him, established in the faith just as you were taught.. 
Colossians 2:6,7

On each side of the rivers stood the tree of life, bearing twelve crops of fruit,
yielding its fruit every month.  And the leaves are for the healing of nations.
Revelation 22:2

The Metaphor: Spirituality, Chemistry and Strategy

The Stool

leadership_2.jpg
Observations about the design of a three-legged stool:

First, all three legs are critical – one or two will not do.

Second, without the strength and stability of the seat, the three legs by themselves will collapse.

Third, all three legs should be close in length.  (Fortunately, in a three-legged stool, if the legs are of slightly different lengths, the stool will still be stable, although the seat will be slightly tilted). 

1. You will learn your Leadership Strength in 3 critical areas.

Each Leg and the Seat Corresponds to a Dynamic Quality Necessary for Growth to Occur
1.  The first leg of the stool is Spirituality, which is a commitment to deep spiritual transformation to bring about the work of God in people.

2.  The second leg of the stool is Chemistry, which creates an inviting relational atmosphere within the church.

3.  The third leg of the stool is Strategy, a process of sequential actions that produce fruitful ministry in line with God-directed goals.

4.  The seat is Leadership, which rests on the three supporting legs and ensures that spirituality, chemistry and strategy are both internalized within the church and lived out in the community by the church’s leadership and its membership.
Ask Yourself These Three Questions:

•  Which of the Three Legs is my Strongest Area?


•  Which of the Three Legs is my Weakest Area?

 


•  Which of the Three Legs is my Medium Area?

 


There are Three Most Common Patterns


Pattern #1
Strongest     Middle     Weakest
Chemistry     Spirituality     Strategy

Pattern #2

Strongest     Middle         Weakest
Strategy     Spirituality     Chemistry

Pattern #3

Strongest     Middle     Weakest
Spirituality       Chemistry       Strategy

Which is your pattern?


What is the make-up of your team?  (If the Church planter is strongest in one area, it’s important for the leadership team to balance this strength.)


How do we listen to and appreciate each others strengths in leadership?


What have been the roadblocks and how could we do better?


1a. Growing in Spirituality

Fruitful growth begins with spirituality, which is a commitment to deep spiritual transformation to bring about the work of God in people.


Four subjects encompass the components of Christian spirituality.

•  The first is clarity on the question, “What is the Gospel?” The American church will not thrive in its current culture until it intentionally refocuses on the message and mission of Jesus.

•  The Necessity of Transformation. The message and mission of Jesus is to deconstruct the damaging worldview formed within each person and reconstruct a new worldview based on life in the Kingdom of God.

•  The third is Spiritual Formation (or Discipleship), what Jesus called “turning hearts of stone into hearts of flesh.” Spiritual formation builds on transformation to create the type of heart that Jesus seeks to produce.

•  The fourth component is Reliance on the Holy Spirit. I Corinthians 3:6 describes the necessity of the divine miracle: “I planted the seed, Apollos watered it, but God has been making it grow.” Fruitful ministry is a remarkable combination of God-directed, human effort converging with the Holy Spirit to create the touch of God Himself. In their own power, Christians can never produce spiritual transformation, either in themselves or in other people. Rather, transformation is solely the work of the Holy Spirit.
1b. Growing in Chemistry

Chemistry focuses on the church’s personality as it relationally lives out the fruits of the Spirit.

Two crucial components create good chemistry in a church.

A Healthy Family System. This happens when a pastor, the staff, lay leaders and the members are set free to be whom God created them to be, living an authentic, joy-filled life together. As mentioned, healthy family systems prosper in atmospheres of truth and love, without the exercise of abusive power.

An Attractive Group Personality. Energy, excitement, love and joy should characterize your church’s personality. When visitors come to your church, they usually decide within the first ten minutes whether to return. Visitors subliminally pick up the group’s personality, and intuitively know whether they wish to connect with you. An attractive personality is not a sign of shallowness, but instead marks out a group of people that truly enjoy being together. Paul described this type of church in Romans 14:17 when he said, “The Kingdom of God is marked by righteousness, peace and joy.”
1c. Growing in Strategy

Strategy creates a process of sequential actions that produce fruitful ministry in line with God-directed goals.

Four components make up a church’s strategy.

•  The first is Vision.
Vision is the conceptualization of God’s future for each church.

•  The second is Delegation and Division of Ministry.
Your new church needs to determine how to delegate ministry responsibilities.

•  The third is Ministry Development.

•  The fourth component is Connection with New People.

The lack of growth in a church usually stems from the inability to make personal connections with new people.

In each of the Components of Strategy above, a four-step process will build and strengthen ministries.

1. Set God-directed, attainable goals.
2. Develop a strategy to reach the goals.
3. Implement the strategy.
4. Regularly evaluate the progress.


2. You will be able to evaluate Gathering, Building and Leadership Development for the first year of your new church.

Healthy Church Plant Assessment Analysis – Year 1
Lamentation 3.40 Let us examine our ways and test them
By Dr. Don Davenport

Please check off those areas below that apply to your ministry at this point and time. This should be done as often as necessary with your leadership. This analysis is not meant to be thorough or scientific but merely to assist you to understand where your strengths and weaknesses may be at this time in your ministry.

Gathering Questions: Bringing those on the outside in

�  1. Is there an atmosphere conducive to reaching lost and hurting people?
� 2. Is there a minimum of one gathering or impact event per month?
� 3. Is there a plan or strategy to equip your people to invite others to your church every week?
� 4. Are there flyers and a strategy to get the word out in your community?
� 5. Are you and your core team committed to connect with 2-5 new persons per week?
� 6. Is there an average of 1 visitor per every 10 attendees in your core group, or 50 first-time guests at each Preview worship service, or at least 5 guests per week in preparatory worship, or at least 7-10 guests each week in Grand Opening?
� 7. Is there a time during the year that evangelism is taught in your ministry?

                                                                        Total checked _____


Assimilation Questions: Bringing those on the inside closer

� 1. Is the core team expanding with new people – so that you’re doubling the core every 6 months?
� 2. Is there a follow up system or a way of following up visitors that works?
� 3. Do you have a follow-up team devoted to this?
� 4. Are you developing at least 4 different ministry teams for Worship, Kids ministry, Assimilation, and Small Groups?
� 5. Are there functioning small groups i.e. task, support or bible study groups?
� 6. Are you beginning to develop membership materials and planning to launch your first membership classes?
� 7. Are you regularly sharing stories about people who have come to Christ or recommitted their lives?
                                                                        Total checked _____

 


Core Group Questions: Developing those on the inside as your core leaders

� 1. Is there a clear system of processing, mentoring and developing new leadership for your church?
� 2. Are your core members beginning to give regularly and sacrificially to your church with time/money?
� 3. Have you developed a PAT (Pastors Advisory Team) or TLT (Transitional Leadership Team) – a group of spiritually mature believers that share the passion for the lost and that can help the pastor make key decisions?
� 4. Are your ministry teams expanding in number of teams and/or number of people on each team?
� 5. Can your core members each explain the mission/vision/values of your church in clear and compelling ways?
� 6. Are you spiritually feeding your core as you also do leadership development?

                                                                        Total checked _____

                                                                  Grand Total Checked _____

    Levels                                         Evaluation Scale

18 to 20 checks – Green Flag: excellent health with a steady ministry momentum
15 to 17 checks – Yellow Flag: exercise caution - review where your ministry is heading
12 to 14 checks – Red Flag: stagnation may be settng in - review this with your leadership
11 and under – Critical: you may be in need of ministry intervention – review with your coach

TEAM APPLICATION:
Talk about insights from the “Healthy Church Plant Analysis”

 

 

 

 

 

On-line Monthly Church Planters Report form
This will update your coach and the ECC team so they can better counsel and resource you.

Covenant Church Planting :: Church Planter’s Monthly Progress Report


3. You will learn about Leadership Growth and developing a Transitional Leadership Team

‘Leadership for Growth’ is the seat that provides stability and strength for the three legs. The purpose of ‘Leadership for Growth’ is to focus the energy of the whole church on spirituality, chemistry and strategy.

Consider these Four Observations about Leadership.

•  Churches do not grow without godly and gifted pastoral and lay leaders.

•  With coaching and teach-ability, most leaders can dramatically improve in all three areas.

•  Spirituality, chemistry and strategy are listed in the sequential order of development. |

•  Pastoral and lay leaders lead with integrity only when they authentically live out spirituality and relational chemistry in their own lives.


HOW GREAT CHURCH PLANTERS LEAD

1.  Love Well - Chemistry
- Ownership Granter.

2.  Lead Well - Strategy
a.  Visionary.
b.  Team Builder.
c.  Teachable. Teachable.

3.  Preach Well – Spirituality
- Compelling Communicator (see last chapter on preaching)

It takes all 3! 


Transitional Leadership Teams
First and Second Years in a Church Plant
From Church Planting Landmines by Tom Nebel and Gary Rohrmayer

Note shaded area for this stage:
Principles:
Because you don’t know who really buys into you and into the specific vision of the church plant and because you don’t know the character or spiritual leadership of your growing core team, here are key principles:
1.  Multiple leadership phases are recommended before the official leaders are elected.  (We don’t want the “cement to set” too early – we want to continue to mix in new people.  Or, to change the metaphor, we want to keep more lives developing and feeding new life to the growth of the church.)
2.  Church-sounding nomenclature should be avoided.
3.  Titles which imply permanence (such as “board”) should be avoided.  Don’t give titles, instead invite people to get involved in ministry.
4.  A clear purpose and time-frame for each phase must exist.
5.  A changing of the guard must occur at each phase.  Many new leaders will come with future growth.  They’re not all there at the start.
a.  You can find some leaders from outside your core in the first two phases.  This is particularly helpful if you don’t have many leaders to choose from at the outset.  Some of these outside leaders (or advisors) could be a trusted friend of the planter, another church planter or pastor in the area, missional leaders from the parent/partner churches.
b.  The multi-phase approach can allow middle adopters to get into leadership; since they often will not be willing in the earliest stage.
6.  Be looking for spiritual fruit and specific giftedness from individuals at each phase.  Use an annual evaluation of leaders to help determine fruitfulness and help them know what is expected.  (see end)  Don’t be hasty in the laying of hands…  I Timothy 5:22

Phase I: PAT – the Pastor’s Advisory Team
-  to help the planter make key decisions up until the Launch of the Church (phase 4 of the 4-stage launch)
-  included in this group is someone who will work as the financial assistant to write checks and make financial reports.
-  included also is someone who will tally the offerings (with another volunteer) and make desposits.

Phase II: TLT – the Transitional Leadership Team
-  After the Launch of the church, the PAT meets one more time to celebrate and be dissolved.
-  The planter will prayerfully consider a new TLT to continue to help the planter with big decisions, prepare the church for receiving members and getting ready to approve the permanent constitution.  Some from the PAT will be invited onto the TLT, but others will step aside to make room for new leaders.

Phase III: LT – the Leadership Team (or other form of ECC Governance)
-  When the church receives their first members and adopts the Leadership Team constitution, the TLT members will meet once more to celebrate progress.  At the church business meeting where the new leaders are elected, the TLT members will be thanked.
-  The duties of the LT are spelled out in the LT constitution of the ECC.

Evaluation and Annual Check-up of Leaders:

The Church Planter needs to work with their leaders and evaluate them in 5 areas.  Give each leader the following list and then meet with them one-on-one to evaluate the past year and to set goals for the upcoming year:
1.  Who am I?  What is my role on the team?  What is God calling me to do?  AND, how am I contributing to the team?
2.  Who are we?  As a church, what is our unique calling?  AND, how am I helping or hindering the church in this unique calling?
3.  Who is coming along?  How am I developing as a leader?  What do I need from the point leader to do better?  Am I developing at least one other leader – and what am I doing to help them grow as a leader?
4.  Where are we going?  What is our primary destination?  What should be the result?  AND, how am I helping us get to our goal(s)?
5.  How are we going to get there?  What specific methods and processes will be use?  AND, what is my unique contribution?

Talk with your coach about how to develop a strong TLT and about how to develop leaders in your new church.


4. You will learn how to avoid the 4 Pastoral Ministry Corrosion Factors

Early stages of Internal Drifting
We must pay more careful attention to what we have heard, so that we do not drift away.
                      Hebrews 2:1

Definition of Pastoral Corrosion:  The gradual, continual decline, gnawing or rusting of the interior heart, spirit and mind of a pastor.  Over time the unintended consequences of these challenges could affect the culture of the life of a congregation.
leadership_1.jpg

Passion – Nehemiah   V__________ and H______________
  Nehemiah 1:3-11
  Isaiah 6:1-2

  Corrosion Factor: C_________________ and R___________________

Identity – Gideon V______________ and I_______________
  Judges 6:11-16
  Matthew 16:13

  Corrosion Factor: A_______________ and F______________

Integrity – Joseph S______________ and T_____________
  Genesis 39:6
  Romans 7:14-25

  Corrosion Factor: D_____________ and C_________________

Adaptability – Abraham A__________________ and F_______________
  Genesis 12
  Romans 12:1-2

  Corrosion Factor: S____________ and P_______________

Healthy Missional Pastor
  Jeremiah 3:15

  Transformative Behaviors: H______________
  Transparency Behaviors: L_______________

The Death of a Pastor
Romans 6:6-8
Death to our Weaknesses

                Passion
                    |
                    |
                    |
                    |
Integrity——H.M.P——Identity
                    |
                    |
                    |           
                    |
              Adaptability

Jeremiah 3:15
I will give you shepherds after my own heart
who will guide you with knowledge and understanding.

Pastoral Corrosion Score Sheet
By Dr. Don Davenport, adapting material from “The Emotionally Heathly Church”

In each of the 17 questions, assess yourself from a 1-5 (with 5 being “this is very true of me”)

1.  ___ I enjoy being in quiet reflection with God.
2.  ___ I am able to deal with anger in a way that leads to growth in myself and others.
3.  ___ I am able to explore previously unknown parts of myself, allows Christ to fully transform me.
4.  ___ I take responsibility and ownership for my past life without blaming others.
5.  ___ I resolve conflict in a clear, direct and respectful way not thru putdowns, avoidance, or third parties.  Rather, I go to the person directly.
6.  ___ I am able to speak freely about my weaknesses, failures and mistakes.
7.  ___ I am consistently open to hearing and applying constructive criticism and feedback that others might have for me.
8.  ___ Others have described me as approachable, gentle, open and transparent.
9.  ___ I have never been accused of “trying to do it all” or biting off more than I can chew.
10.  ___ Those close to me would say that I am good at balancing family, rest, work, play in a biblical way.
11.  ___ Its easy for me to distinguish the difference between when to help carry someone else’s burden and when to let it go so they can carry their own burden.
12.  ___ People who are in great pain and sorrow tend to seek me out because it is clear to them that I am in touch with the losses and sorrows in my own life.
13.  ___ When I go thru a disappointment or a loss I reflect on how I’m feeling rather than pretending nothing is wrong.
14.  ___ I am able to cry and experience depression, or sadness and explore the reasons behind it and allow God to work in me thru it.
15.  ___ People close to me would describe me as a responsive listener.
16.  ___ I am able to form relationships with people from different backgrounds, cultures, races, educational and economic classes.
17.  ___ I have a healthy sense of who I am, where I’ve come from and what are my values, likes and dislikes.

This requires an honest assessment of who we are. Hopefully this will assist in creating a balance in your pastoral ministry.
        In each of the 17 areas assess yourself from 1 to 5
          5 Excellent     4 Good     3 Fair     2/1 Poor                  

Add the total from each _______ and divide by 17 to determine where you are from above .

My Average assessment _______
If your assessment was below 4 – Review the questions and list those areas you can make improvement?

Additional Notes from the 4 Corrosion Factor Questionnaire:

Questions 1-3 deal with “Have you looked beneath the surface?”
  Texts:
1.  Luke 6:12
2.  Ephesians 4:25
3.  Romans 7:21

Questions 4-5 deal with “Have your released yourself from the power of the past?”
  Texts:
4.  John 5:5-7
5.  Matthew 18:15-18

Questions 6-8 deal with “Do you live in brokenness and transparency?”
  Texts:
6.  II Corinthians 12:7-12
7.  Proverbs 10:17
8.  I Corinthians 13:4-6

Questions 9-11 deal with “Do I know my own personal boundaries?”
  Texts:
      9.  Proverbs 3:5-6
      10. Exodus 20:8
      11. Galatians 6:2,5

Questions 12-14 deal with “Am I able to embrace grieving and loss?”
  Texts:
      12. II Corinthians 1:3-7
      13. II Samuel 1:17-27
      14. Psalm 42

Questions 15-17 deal with “Have you shown the ability to incarnate a pastoral heart?
  Texts:
      15. Proverbs 29:11
      16. John 4:1-26
      17. John 13:3
     
Addendum – Additional Thoughts on Leadership

Pastoral Leadership - Paul Borden, Direct Hit: 

“Probably no profession other than pastor has such a vast opportunity to lead change through individual and group communication.” 
“Pastors… (must) understand that one of their primary responsibilities is to develop new leaders…  A congregation grows in proportion to the number of new leaders that are being developed every year.”

Pastors are not just good pastors and “resident theologians” but leaders who are responsible to God to “lead a people to fulfill a mission and achieve a vision”

A leader is not content to be “faithful;” but also is passionate that the church demonstrate increasing “fruitfulness” in moving forward towards its redemptive potential.

Borden talks about the following roles of fruitful pastors:
-  Passion
-  Courage
-  Flexibility
-  Missional
-  Wisdom
-  Positive
-  Responsible

Definition of Leadership: Gary Rohrmayer, www.yourjourney.org
“Be, Know, Do: Leadership the Army Way” by Frances Hesselbein and General Eric K. Shinski (USA Ret.) This book takes a close look at the official Army Leadership Manual and applies its principles to the corporate and civic leadership realms. Here is the Army’s definition of leadership, “Leadership is influencing people, by providing purpose, direction, and motivation while operating to accomplish the mission and improving the organization”. (pg
5)  Gary directs “First Steps” for Church Planters with the BGC.
    Church Planting leaders:
-  Are Passionate Followers of Christ
-  Inspire Others to become Worshippers of God
-  Serve out of their Unique Giftedness
-  Have a heart for the Lost all around them

Definition of Spiritual Leadership by Larry Sherman:

A Spiritual Leader…
•  Has a passion for Christ that leads to compassion for others.
•  Has a vision of what God wants done that is embraced by the people as their mission.
•  Has the wisdom to develop disciples, grow leaders, and deploy resources to impact a region for Christ.
Leadership Challenges in a Church Plant
-  Develop a Great Coaching Relationship for encouragement and resources
o   Get together with your coach at least once a month.  Use the Monthly Church Planters Report to talk about issues. 
o   In year one: use the Growth-Marks document with your coach.
o   Respect your coach, i.e. become TEACHABLE
-  Get together regularly with other church planters who are at your stage or who are just beyond you to share prayer requests, best practices, challenges, etc.
-  Can you be led?  This will determine how far you can develop as a leader.

THE SINGLE MOST IMPORTANT FACTOR that will determine whether a church planter will get even better is whether they are TEACHABLE.
-  The lesser-performing church planters are NOT very teachable.  They often think they know better than their coach.
-  The highest-performing church planters ARE very teachable.  They seek out advice and think deeply about it, even when they initially disagree with this counsel.  The High-performing church planter isn’t necessarily the most highly-gifted – however, they are often the MOST Teachable:
o   Always asking questions
o   Getting feedback from many people (even their critics)
o   Developing mentoring relationships with peers and with more experienced leaders.
o   Develop their ministry gifts: particularly communication, leadership, gathering and building.
o   Identify, invest in, and empower other leaders, both staff and lay.  They become a “leader of leaders.”
o   Find new ways to organize and structure ministry of the church for greatest effectiveness and fruitfulness.

Other Resources:
-  Lyle Schaller, The Very Large Church
-  Mark Batterson, In a Pit with a Lion on a Snowy Day, a church planter in Washington DC on courage and risk-taking
-  Influencer: The Power to Change Anything, great book by Patterson, Grenny, Maxfield, McMillan, and Switzler.  6 core aspects of influence.
-  Crucial Conversations, another great book by the same authors as Influencer. 
-  Integrity: the courage to meet the demands of reality by Henry Cloud.  Some have called this the best book on leadership they’ve read.
-  Leading with Confidence by Bobb Biehl (also avail in Spanish).  Originally published as “30 Days to Confident Leadership” this book is very helpful in raising the right questions for a variety of leadership challenges.  Available at http://www.aylen.com/  Also great resources, egs. “Masterplanning Arrow” and “Building Your First Building.”  For more info on Bobb Biehl’s organization, go to http://www.masterplanninggroup.com/ 
-  Getting Things Done by David Allen – excellent way to organize your time

DRAFT Strategic Ministry Plan For Our New Church

1. Theological Basis >>
  2. Spiritual Foundation in Prayer >>
      3. Mission Field - Need of our Area >>
        4. Evangelistic Strategies >>
          5. Our Specific Vision >>
              6. The Strategy of the 4-Stage Launch >>
                Stage 1 - Roots: Launch Team Gathering
                Stage 2 - Leaves: Preview Services
                Stage 3 - Branches: Preparatory Worship
                Stage 4 - Fruit: Launch
                  7. Leadership >>
                      8. Covenant >>
                        9. Finances>>

7. Leadership

How we will Grow in Spirituality – as individual leaders and as a team

How we will Grow in Chemistry – as individual leaders and as a team

How we will Grow in Strategy – as individual leaders as as a team

How balanced is our team?

How will we evaluate Gathering, Building and Leadership Development for the first year of our new church.

Our plans for Leadership Growth and developing a Transitional Leadership Team

Our plan to avoid Ministry Corrosion

 

Category:Fruitfulness - Years 2-3
Category:Development - Tools for Growth & Administrative Systems
Category:Lay Leadership and Volunteers
Church Planting Resource Manual

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