Values

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Values

• Our most basic beliefs that affect our everyday
  behavior.
• They govern how we do ministry as a congregation.

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Values

• Most congregations do not know their real values.
• Real values are revealed under stress!

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Mission

• To determine actual Mission (Purpose)
• List All Congregational Activities (Ministries)
• Then ask the question WHY?

Only 3 possible answers to the question, WHY?
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Mission
.the question, WHY?
1. We conduct our ministries (primarily)
for ourselves!
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Mission
.the question, WHY?
2. We conduct our ministries (primarily)
for those not here yet!
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Mission
.the question WHY?

• We conduct our
• ministries (primarily)
• for both
• ourselves
• those not here yet

Crucial question must then be asked . . .
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Mission
.Who gets served first?
If the answer is those not here yet OUTWARD
FOCUS If the answer is ourselves
INWARD FOCUS
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Churches that have plateaued at 150-250
experience tension in creating a new life-cycle
between

• Pioneers
• Homesteaders

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Pioneers and Homesteaders
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Vision ( Changing the world)
Three key issues

• Mission
• Vision
• Values

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God created the church to be missional

• God is a missionary God
• He picked Israel to bless so they would bless
  other nations.
• Israel failed in its mission.
• Jesus came to establish The Kingdom of God (Luke
  4.43)
• The Church is the method for spreading his rule
• The gates of Hell will not prevail against it
• Matthew 16.18

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Vision

• Vision is the answer to the question

What will the community church look like in
5-10 years if we implement our mission well?
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Vision

• Key question Is your vision expressed in
  relation to your . . .

CONGREGATION or COMMUNITY?
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Values

• For a congregation to move to
• an OUTWARD focused mission
• a VISION of a changed community

it must go through stress!
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Going up the lifecycle means
Adulthood
Birth
Death
Outward focused Mission Vision
of a changed community Values consistent with
mission vision
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Relationships (People connecting with people)

• People are NOT looking for friendly
  congregations.
• People are looking for FRIENDS.

(People must be able to develop meaningful and
sustained relationships as quickly as possible.)
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Relationships (People connecting with people)

• People are NOT looking for friendly
  congregations.
• People are looking for FRIENDS.

(People must be able to develop meaningful and
sustained relationships as quickly as possible.)
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RELATIONSHIPSSeven Key Concepts
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Relationships
People are like LEGOS

• Full legos are people with saturated
  relationships (can have no more).
• Partially full legos are people with unsaturated
  relationships (can have more).

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Relationships
THIRD PLACES

• Everyone is seeking a place
• where they are valued for
• who they ARE
• not for what they DO.

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Relationships
GROUP DYNAMICS

• Large groups Unity around celebration mission
• Mid-sized groups Fellowship teaching
• Small groups Intimacy accountability

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Relationships
TRANSITIONS People do not resist CHANGE, they
resist the LOSS of

• What was comfortable
• What provided status
• What enabled them to have influence
• What made them significant

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Relationships
UNDERSTANDING YOUR NICHE

• Each congregation is unique (gifts, talents,
  abilities, backgrounds, etc.)
• Each congregation is designed to reach different
  people.
• Healthy congregations REMOVE cultural barriers
  and BUILD cultural bridges to the gospel!

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Relationships

• 5 types of people in the congregation
• 1 Thessalonians 5.12-15
• VIPthose who work hard-verse 12-13
• VTPthose who are timid-verse 14
• VNPwith everyone else-verse 14
• VHPthose who are weak-verse 14
• VDPthose who are idle-verse 14

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Relationships Types

• VIPthose who work hard
• Respect
• VTPthose who are timid
• Encourage
• VNPwith everyone else
• Patient
• VHPthose who are weak
• Help
• VDPthose who are idle
• Warn

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Relationships TypesVIP-Very Important People

• They do the work
• They actively support the work ()
• They are leaders non leaders
• All are consistent and dependable
• They support leaders
• You must spend time to respect and honor these
  valuable people

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Relationships TypesVTP-very teachable people

• They have full potential to do the work
• They are growing
• They can be leaders with training
• Willing to sacrifice to growth
• Capable of being apprentice in ministry
• You must spend time to encourage or teach these
  people

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Relationships TypesVNP-Very Nice People

• Avoid the work
• Not willing to go out of comfort zone
• Comfort is their lid
• Give small amount to ministry
• Fill up space until crisis
• You must be patient to keep relationship open
  until crises opens their life

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Relationships TypesVHP-Very Hurting People

• They have needs
• They bring a lot of baggage
• They have are willing to work on issues
• They respond to wholeness
• You must provide help through resources or
  counseling to bring order and healing

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Relationships TypesVDP-Very Draining People

• They are the work
• They will suck leadership dry
• They use excuses for lack of progress
• They never honor boundaries
• Viet Cong
• You must warn them or test to see if they will
  get help
• 1 Timothy 3.10

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Relationships TypesSpiritual Gifts

• The Purpose
• 1 Corinthians 12
• The Scope
• Inside the Body
• Outside the Body
• The Venue
• Within the Mission

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SEVEN KEY CONCEPTS
Relationships People Connecting
with People

• Legos
• Third Places
• Group Dynamics
• Transitions
• Niche
• Five Types
• Spiritual Gifts

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Ministries

• Ministries are designed to make more better
  disciples.
• Ministries that do not grow (which means they are
  no longer working as intended) must either be
• changed
• or
• discontinued

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Ministry examples

• Worship and Music
• Relationships/Groups/Friends (legos third
  places)
• Care newcomer care congregational care
• Meet family needs infants/children/youth/adults
• Education training and personal development
• Preaching
• Well-kept facilities
• Financial stability

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MinistriesLeadership Development

• This ministry is not obvious (root system), but
  the church will not continue to be healthy and
  grow if it is not implemented well!

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Ministries
How are these ministries developed and conducted?

• Meet cultural expectations (missionary thinking)
• Must occur even if people must be paid to make
  them happen
• Are staff-led (staff people can be volunteer,
  part-time, or full-time)

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Structure
Management is like the skeleton in the body.

• If it can be seen, the body is in trouble.
• If there is too little, the body is in trouble.
• If it does not grow, the body is in trouble.

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Going up the lifecycle means
Adulthood
Birth
Death

Pastor functions as leader
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Going down the lifecycle means
Adulthood
Birth
Death

Pastor functions as chaplain
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Structure Biblical Team Model of Church
Leadership

• Ephesians 411It was he who gave some to be
  apostles, some to be prophets, some to be
  evangelists, and some to be pastors and teachers,
  12to prepare God's people for works of service,
  so that the body of Christ may be built up
  13until we all reach unity in the faith and in
  the knowledge of the Son of God and become
  mature, attaining to the whole measure of the
  fullness of Christ.

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Structure Five Potential Team Roles in Leadership

• Apostles
• Prophets
• Evangelists
• Shepherds
• Teachers

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StructureWhere have the APEs gone?

• America for the last 200 years was predominantly
  a Christian Culture
• Within a Christian Culture only two are needed
• Shepherds
• Teachers
• But now we live in a post-Christian world

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StructureThree Approaches to Pastoral Leadership

• BUREAUCRATICResponsibility- Authority Safe
  Structure, but Not Effective

ACCOUNTABLEResponsibility Authority
Accountability Safe and Effective Structure
AUTHORITARIANResponsibility Authority
Effective Structure, but Not Safe
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Structure Culture of Control vs. Culture of
Trust

• The pastor controls the ministries of the church
  to see that the people do things a certain way.
• The people control the leadership of the church
  to see that the pastor does things a certain way.
• Pastor and people treat each other like children
  because
• doing things a certain way
• is more important than
• bearing much fruit.

• The pastor entrusts the ministries of the church
  to the people to see that the people bear much
  fruit.
• The people entrusts the leadership of the church
  to the pastor to see that the pastor bears much
  fruit.
• Pastor and people treat each other like adults
  because
• bearing much fruit
• is more important than
• doing things a certain way.

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Structure
Healthy congregational management systems require
the implementation of three concepts

• The pastor must be developing as a leader and
  developing other leaders.
• Congregational growth is in proportion to the
  development of leaders.
• The pastor develops three groups of leaders
• The staff (paid volunteer)
• The governing board
• key leaders in the congregation

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Structure

• Leadership marries three key ideas
• Authority The power to conduct
• ministry tasks
• Responsibility The ministries that enable
• the mission to
  occur
• Accountability Evaluating how well
• leaders
  accomplish ministry

(Note Groups cannot lead or be held
accountable, therefore the focus in on
INDIVIDUALS!)
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Structure

• The pastor(s) must turn the ministry over to the
  laity and the laity must give the leadership of
  congregation to the pastor.
• The board governs through policies.
• The pastor leads.
• The staff leads and manages.
• The congregation ministers.

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StructureConclusion
Healthy growing congregations are always
ascending the life cycle (even if they have to
create new ones).

• Vision Mission Outward
• Vision How change the community church
• Vision Values Beliefs consistent with
• the mission vision

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StructureImagine you are part of an Amazon
tribe . . .
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StructureElders keep the pastor up the tree!
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StructureElders keep everyone elseout of the
tree!
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ConclusionMy experience tells me that the
10-80-10 rule applies to pastors and
transformational life-cycles

• 10 can effectively lead their churches through
  multiplication and change
• 80 can effectively lead their churches if
  COACHED
• 10 can not lead their churches

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Three types of Leaders from Matthew 25.14-30

• One Talent Leader
• 10-15
• Three Talent Leader
• 75-80
• Five Talent Leader
• 10-15

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Three types of Leaders

• 10-15
• 75-80
• 10-15

Natural
Resourced
Coached
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Coaching works