Eschatology, the study of one’s final destiny, will be of increasing interest as the world grows smaller and waves of illnesses travel the globe at increasing speeds.
In recent years the church shifted away from eschatology, to topics of how to live a better life here and now. And while that may be important, it is eternal questions that will begin to dominate people’s interest as catastrophes circle the globe.
Start preparing now: churches need to be prepared with orthodoxy and in clarity to address the issues of life, death and the afterlife.
Jesus told us, “Take a lesson from the fig tree. From the moment you notice its buds form, the merest hint of green, you know summer’s just around the corner. And so, it is with you. When you see all these things, you know he is at the door. Don’t take this lightly” (Mark 13:28-29, MSG).
Christ knew today’s catastrophes would happen. He is not surprised (John 16:30, Rev. 2:23). So, as knowledge of a fig tree tells an orchardist about the coming season, so too must Christian leaders discern the season we are in. It is time for church leaders to carefully adapt electronic tools, the way it once did the printing press, to better communicate the Good News.
When leading a church it is very easy to miscommunicate your intentions. It usually happens because you’re concerned about pressing organizational needs as well as the needs of the believers you shepherd. Subsequently, we often use phrases that appear to prioritize the needs of the saints over the needs of the non-churchgoer.
I’m going to show you how this happens in your greetings, your announcements and even your church vision statements … and what you should say instead.
Jesus’ message of compassion for the not-yet-believer.
Jesus emphasized the importance of meeting the needs of those who don’t yet have a personal relationship with him. The “parable of the sheep” (Matthew 18:10-14) where the shepherd leaves the 99 to retrieve the one lost lamb, visualizes this. And in his actions, Jesus demonstrated a deep concern for the wellbeing of not-yet-believers (Mark 1:33-34, Luke 5:1-11). Mark records a poignant image of this when the crowds followed Jesus and his disciples to the seashore. Jesus saw their desperate needs and Mark noted: “So they went away by themselves in a boat to a solitary place. But many who saw them leaving recognized them and ran on foot from all the towns and got there ahead of them. When Jesus landed and saw a large crowd, he had compassion on them, because they were like sheep without a shepherd.” (Mark 6:32-34).
Your message for the not-yet-believer.
Many times those first messages a visitor receives will inadvertently push them away, rather than draw them in. This is because when welcoming church visitors, leaders use phrases often tainted by the concerns of the congregation. Church leaders are worried about church finances, not having enough volunteers or reaching a new culture of people. And, this comes out accidentally, but clearly in your welcome. The result is often an unintended pushback by church guests.
I don’t believe that most churches are intentionally putting the church family’s needs over the needs of non-churchgoers. It’s only that we spend so much time every week deliberating on the church’s internal needs that this colors the things we say. And though we intend to reach out to newcomers and help them experience a new life and growth in Christ, we often share those concerns in a way that communicates the organization is more important than the people who need Christ.
What is the most important type of church growth?
Donald McGavran, the Fuller Theological Seminary professor credited with founding the study of church growth, said there were three types of church growth – but only one was desirable.
Biological growth: This is a church that grows because families within the church are expanding.
Transfer growth: These are people who are moving into the area and transferring their attendance or membership. In my research I believe this may be the largest contributor to church growth in America. Often we find growing churches in growing suburbs. The growth is often fueled by transfer growth, not by new believers. McGavran said that this type of growth means, “The increase of certain congregations at the expense of others… But transfer growth will never extend the church, for unavoidably many are lost along the way.” Transfer growth grows one church at the expense of other churches.
Conversion growth: The third type of growth is what McGavran calls conversion growth. This is a church that is growing because people are being spiritually transformed from their former lives and embarking upon a new Christ-centered journey. McGavran stated, “The third kind is conversion growth, in which those outside the church come to rest their faith intelligently on Jesus Christ and are baptized and added to the Lord in his church. This is the only kind of growth by which the good news of salvation can spread to all segments of American society and to earth’s remotest bounds.”
3 categories of crises that push people to want to change their lives.
Researchers (using the Holmes-Rahe Social Readjustment Scale) have found that people who are interested in changing their lives are usually motivated by a combination of three categories of crises.
Concern about death and the afterlife. The first crises that drive people to seek to change their lives is a concern about death and dying or a loved one’s death. They have questions about eternity and heaven. They wonder if their loved one went to heaven and who will help them with their grieving. Churches can meet these needs in part by preaching/teaching on the afterlife and offering grief share ministries.
Family or marital difficulties. A second area that drives people to want to change their lives is marital or family difficulties including marriage problems, child-rearing difficulties, divorce, adultery, etc.. Many times they feel inadequate or a failure due to such difficulties. They come to the church seeking to change their life and to be a more adept and competent person. Little wonder that child-rearing classes, marriage enrichment seminars and divorce care have been helpful (and popular) programs in our churches.
Concern about illness: The third category that pushes people to change their lives is illness they are experiencing or someone they know is experiencing. They have questions about healing, helping others and improving their outlook on life. Need-meeting congregations have embraced prayer ministries, counseling programs and support groups for those who are suffering.
Because these three major categories cause people to want to change their lives, we must welcome guests and greet them in a way that shows we know they have needs and we are here to meet them.
THE LIST: Don’t Say That – Say This!
To help understand how to communicate your true intentions (of meeting the needs of others) I have created a list I call: “Don’t Say That – Say This!” Consider each statement and then notice how one better communicates your true intentions.
Don’t Say That: “I’m glad you are here” or “We are glad you are here.”
Say This: “How can I help you?” “How can we help you?”
Why: When you say, “I’m glad you are here,” it is usually a true statement. You are glad that they are present. You see their potential to encounter Christ and become a committed part of the faith community. But what they hear is a statement focused upon you and the believers, it’s not about helping them, but it’s about us being happy. Remember, people often come to a church because they have needs and crises in their lives. And healthy church growth comes from people’s lives being transformed for the better through the community of faith and the power of the Holy Spirit.
Don’t Say That: “We want to tell you about the church.”
Say This: “We want to know how we can help you.”
Why: The purpose is not to tell them about the church, but for them to tell us about their needs. Though it is helpful to offer information on the history and theological perspective of the church, guests are usually not ready to learn about this unless they are engaged in transfer growth. Most guests want to let you know why they came to church and what they’re looking for.
Don’t Say That: “I love being in the house of God.”
Say This: “God is here and he wants to connect with you (or help you, or fulfill your life).
Why: As Christians who are growing in our faith journey, we often talk about our growing enthusiasm as we know God better. But for people who are just beginning their journey of discovery about God’s love, we may seem too far ahead of them to lead them forward and be a relevant leader. Though you love being in God’s house, re-phrase that statement in the context of God‘s presence being there and that he wants to connect with them.
Don’t Say That: “We have a gift for you.”
Say This: “We would like to know how we can help you. So please visit one of our guest services booths so we can help.”
Why: Even though you want to show your gratitude, an appreciation gift can inadvertently create a sense of this-for-that at best, and manipulation at worst. In the leadership world we call this transactional leadership. You give something in order to get something. A person gives 40 hours or more a week at their job and they get a salary. If a better job comes along, they might leave because their motivation is based upon a transaction: giving their time in order to get money. Can you see how a gift might be perceived as a lure to sign a card or visit a booth can feel transactional? One former student of mine offered a $100 gift card to be drawn from the names of newcomers who visited each month. I know him and his generosity is exceptional (they have a region-wide food pantry in their smallish church). But the message he was sending was not helpful to the newcomers. Instead tell them you want to know about their needs and see if we can help meet them.
Don’t Say That: “I don’t know.”
Say This: “Let me find out.”
Why: Many people have heard about the art of hospitality practiced by the Walt Disney organization. Part of their Disney hospitality is to never say, “I don’t know,” and instead to respond along the lines of, “Let me find out for you,” or “That is a good question. I will find out.” This takes the emphasis off of the lack of knowledge of the hospitality person. And instead it puts the emphasis upon the hospitality person’s desire to help the newcomer find an answer to the problem.
Don’t Say That: Our mission statement is Belong – Begin – Become
Say This: Our mission statement is Begin – Become – Belong
Why: “Belong – Begin – Become” is focused on how the organization sees the newcomers journey. The organization expects a commitment, to which the organization will respond with tools and community for the newcomer to become a new person. But look at this from the newcomer’s perspective. They want to know more about you first. Unless they are transfer growth, they are not ready to “belong” in their initial step. Rather, starting this mission statement with “begin” reminds new travelers that there is a process in getting to know one another, experiencing the community of faith and encountering Christ. One of my former professors, John Wimber, described this relationship as dating. When a person first learns about the Good News, your relationship with them is similar to dating. There is no commitment, but you’re getting to know one another. The next stage of the relationship is engagement, and that’s where a new believer begins to give of themselves and the church responds by giving back even more. Finally, marriage serves as Wimber’s metaphor for when a person is ready to make a commitment to both Christ and the church. So, check your mission statement. Even run it by people who are not churchgoers. Look closely and you may find that its focus is on inspiring churchgoers rather than informing those who are just beginning their journey with Christ
Don’t Say That: “You’re welcome.”
Say This: “I am happy I was able to help.”
Why: Of course if you’ve helped people at your church they will be appreciative. They will usually say, “Thank you.” And the most common reply is to say, “You’re welcome.” But that has become so overused that it’s almost like adding a period to a sentence, rather than opening up to converse further. Instead it’s better to say, “I am happy I was able to help you.” That lets them know that you derive your happiness in part because of your ability to help them. Though it may be focused on your happiness, that happiness is based upon your ability to help others.
Don’t Say That: “Come back soon (or next Sunday).”
Say This: “This week, think about ways we can help you.”
Why: As we’ve seen above we want to leave the message, and especially with our parting words, that we are here to help.
Now, make your own list!
This list is not mechanical phraseology to be memorized or anemically repeated. Instead this list is designed to remind leaders how our intentions can be miscommunicated due to the words we use.
Rather than memorize this, do these three things.
1. Re-read the list often and add more phrases to it. Create an ever-expanding list of things you don’t want to say and things you should be saying to better communicate your heart. And, you can join together as a ministry team and create a ministry team list. At your meetings add an agenda item to add to your list and ask people for their suggestions.
2. Re-write and edit the short paragraphs that explain each of your list items. Help someone who is reading your list for the first time to understand why one phrase is preferable over the other.
3. Resist shaming or criticizing others who say the wrong thing. Everyone goes through cycles where their own pressing needs cloud what they want to say. After years of doing this I still catch myself saying things because it’s customary or because my own needs are driving my attention. Have grace in the way you encourage one another. Don’t criticize or tease those who speak out of their needs rather than the needs of others. Rather, use this exercise and your expanding list as a reminder about how to keep the needs of others first.
The cure for the ingrown church is to keep a church focused both inward and outward. In fact, history indicates that churches that stay connected to outsiders often do a better job at inward ministry too. For example, an Anglican pastor named John Wesley was so ashamed and alarmed at the depravity of the people outside of his church, that he took his sermons outside the church walls and began ministries to better serve their spiritual and physical needs.[i] Balancing this emphasis upon people inside and outside the church required a rigorous structure his critics mockingly called: “Wesley’s Methods.” Soon his followers were know as “Methodists,” a term which endures to today and should remind us that we need a clear method if we are going to avoid focusing only on people inside the church. After 20+ years of consulting, I believe this method here lies in three organic remedies. These cures, if taken together, can foster a healthy balance between inward and outward focus.
RX 1 FOR THE COMMON CHURCH = GROW O.U.T.
In this cure, as well as in all of the cures in this book, the remedies spell out the name of the cure.
CURxE O: Observe whom you are equipped to reach
CURxE U: Understand the needs of those you are equipped to reach.
CURxE T: Tackle needs by refocusing, creating or ending ministry programs.
CURxE O = OBSERVE WHOM YOU ARE CALLED TO REACH
TWO COMMON OPTIONS
The main reason most churches become common is because they forget (and sometimes just don’t know) to whom God has equipped them to reach out and minister.[ii] They know they aren’t supposed to be ingrown, but exactly who should they be growing out to serve? Usually, there are two options that can be discovered by asking two questions:
Has God equipped your church to minister to peoplein a geographic community?
If you answered yes, you might be a “Geographic Church.”
Geo- means “of an area.” This is a church whose ministry has been directed toward people in a geographic area (often those who live nearby).
These churches meet the needs of people in one or more geographic communities.
Examples: a neighborhood church, a village church, a rural church, a church in a housing development, a downtown church, etc. (For more examples see Figure 2.1.)
Has God equipped your church to minister to people like us?
If you answered yes, you might be a “Demographic Church.”
Demo- means “of a people.” This is a church whose ministry has been directed toward a people group (e.g. those who share common characteristics).
These churches meet the needs of one or more sections of the population that share common characteristics, such as age, ethnicity, socio-economics, common interests, etc.[iii]
Examples: generational churches, ethnic churches, aging traditional churches, blue-collar churches, middle-class churches, Café Churches, college churches, etc. (For more examples see Figure 2.2.)
Your road to uncommon church life begins with understanding if you are a church equipped to meet the needs of a specific “geographic” area, or if you are equipped to minister to one or more “demographic” sections of the population. Both geographic churches and demographic churches are legitimate and both are needed. And, the process begins by observing your surroundings, your history and how God has moved in your church’s history.[iv]
Are You a Geographic Church?
Some churches are primarily equipped by God to reach a geographic area such as a neighborhood, a borough, a small town, a rural area, a township, a neighborhood, a school district, a suburb, an urban district, etc. Geographic churches often have a long history of ministering in a specific area. And, if the culture of the geographic area changes, because the geographic church is called to that locale, the geographic church will stay put but change with that culture.
This is not always easy, nor quick. In Appendix 2.A you can find the story of Kentwood Community Church, a Michigan congregation that has successfully changed ethnicity and grown while remaining in the same (changing) geographic area.
Today many churches are forced by their location and/or history to be geographic churches. Figure 2.1 lists some more common examples of “Geographic Churches:”
Churches located in small towns and/or rural districts with very little outside traffic may have no other option than to become geographic churches meeting the needs of those people living nearby.Churches that are elsewhere off the beaten path.
Churches constrained by natural features
Churches located in wilderness areas, valleys, etc. with very little outside traffic. Churches located in back road areas.Churches located on river deltas, islands or peninsulas.
Churches constrained by traffic patterns
Suburban churches may be geographic churches if they are in an area of a suburb not traveled by many people from outside of the area. Suburban churches can be geographic churches if their buildings are hidden in a housing development or subdivision.
Churches constrained by owned assets
Churches that own their own facilities (and market or geographic conditions make selling and moving impractical)Churches that own significant or valuable acreage (and market or geographic conditions make selling and moving impractical)
Churches constrained by image
Churches that are located in a neighborhood with its own identity (e.g. blue-collar, artist, urban, young professional, college student, etc.)A old, established downtown church that cannot move to the suburbs because there are other denominational churches already there.A church residing in one of the inner city’s labyrinth of neighborhoods, may be limited by that neighborhood’s identity.
Special Attributes of Geographic Churches
Geographic churches will stay put and change as the cultures around it change. If the cultural makeup of a community changes, a geographic church will change to reflect those changes. Rather than moving out of an area if the culture changes (like a demographic church might do), the geographic church is a chameleon, staying put and changing its appearances to reflect its changing environment.
Geographic churches can reach out to several cultures at the same time. A geographic church in an urban area might be comprised of a Mexican congregation, an Asian congregation and a young professionals congregation.
Geographic churches may be the majority of churches today. From Figure 2.1 we can see that most churches today may be geographically limited, and thus are best able to reach out to their geographic communities. But now let’s look at another increasingly popular option, Demographic Churches.
Today people can drive a great distance to attend a church they like. As a result more and more churches are drawing people from several sections of the population rather than just ministering to those in the geographic area nearby.
Demographic groups are sections of the population that talk alike, behave alike and in which members can tell who is in their group and who is not.[vii] Thus, though the names and designations are always evolving, Figure 2.2highlights some examples of Demographic Churches.
Senior adult (b. 1945 & before) churches[x] also called Silent Generation or Builder Generation churches[xi]Boomer (b. 1946-1964) churchesGeneration X (b. 1965-1983) churchesGeneration Y (b. 1984-2002) churches, etc.
Latin American churchesHispanic American churchesAfrican American churchesAsian American churchesNative American churchesCaucasian churches,[xiv] etc.
Affinity churches(focused around a common interest)
Cowboy ChurchesNASCAR churchesMotorcycle churchesEmerging-Postmodern ChurchesCafé ChurchesArt Churches, College Churches, etc.[xv]
Special Attributes of Demographic Churches
Demographic churches (like geographic churches) can reach out to several cultures at the same time. A demographic church could be comprised of a Latino/Latina congregation, an Asian congregation, an aging retiree congregation and an Emerging-Postmodern congregation.
Demogrpahic churches will change locations, following a people group as they leave to live in new locales. If the demographic group they are reaching moves out of the area, a demographic church moves along with the culture. For example, a Boomer church may move from an urban area to the suburbs as its congregants move to those suburbs. And, an Asian church I know moved to a nearby town when most of its Asian members moved to that town.
Can Churches be Geographic and Demographic? Yes!
Many churches are reaching nearby geographic areas, as well as several far-flung demographics. In fact, this may be one of the healthiest ways for a church to grow, because the church maintains a strong local ministry while reaching out to more and more far flung people groups. Such congregations create a wonderful region-wide ministry coupled with a strong local foundation.
St. Thomas’ Church in Sheffield England is a good example of a demographic church that has a robust ministry to its local geographic area too. England’s largest Anglican Church (where most churchgoers are under the age of 35) calls itself “a church of churches” with worship services at different locations around town for varying people groups (e.g. a young professionals church, a student church, a church for internationals, and different churches in different neighborhoods). It also has a robust local ministry in the geographic area of its first church, called the “Mother Church.” This Mother Church was the original Anglican congregation that gave rise to “a church of (six) churches” around town.[xvi]
Still, for many small churches being both a geographic church and a demographic church may not be an option. Because the average church in North America is only 75 attendees,[xvii] most of these churches do not have the numbers to be both a geographic and a demographic church. Thus, the common church in North America must first determine if it is called to stay put and reach out to its geographic area or if it is go move, following a people group it has been reaching. Figure 2.3 will be the key to determining this.
Which Church Are You?
Use Figure 2.3 to begin to investigate what type of church God may have equipped you to be. Neither the geographic approach or the demographic approach is better than the other. They are simply two basic ways that God equips his church to reach out. And, each approach has pros and cons (see Figure 2.4).
The starting place is to look at your history, your situation and under what circumstances God moves in your midst. To begin this process, check the boxes in the columns of Figure 2.3 that most represent your church and its vision.
Figure 2.3 Are you a Geographic or a Cultural Church?
You have a burden to reach a geographicarea for Christ. Needs in a geographic area (e.g. a neighborhood, etc.) dictate your ministry.
You have a burden to reach one or more people groups for Christ. The needs of certain people groups (which may be spread across a region) dictate your ministry.
Your pastor feels called to your geographic community. Your pastor has stayed (or is planning to stay) for a long time in the church’s geographical area.
Your pastor feels called to a certain people (ethnic, generational, etc., see Figure 2.2). Your pastor is open to moving out of the area if most of the church’s attendees live or are moving out of the area.
Most of the church staff live in the church’s geographical area. Most of the staff have long histories in the church’s geographical area.
Most of the church staff does not live in the church’s geographical area. Most of the church staff does not have a long history in the church’s geographical area.
Your church owns permanent facilities in the area In the past five years you have built new facilities in the area. In the past five years you have renovated or updated facilities.
You change facilities as need arises, leasing or renting church facilities rather than owning them. You have multiple auditoriums or venues to accommodate different worship styles.
Your location is hemmed in by geographic features that sometimes thwart visitors from finding you, such as:A valley, hill or riverA small town surrounded by farmlandA neighborhood with its own identity.
Your churchgoers are aging. Your churchgoers are moving away from the area, to an area where there are churches similar to yours which they may attend.
Your church is in a small town. Your church is in a neighborhood that has a specific identity. You church is in an urban area of a city.
Your church is in a middle-class suburban church. Your church is a church with attendees primarily under the age of 35. Your church is known for blending several people groups together.[xix]
Your church name reflects the geographic area you are called to reach, such as:Smithville ChurchPine Lake ChurchFirst (i.e. downtown) Church Harris Avenue Church, etc. Your church name has not been changed in a long time.
Your church name reflects the language of a people group, such as:Overcomers’ ChurchFamily Worship CenterCommunity Church[xx]A Greek or Latin name (e.g. The Crux- Latin for cross; or Missio Dei). Your church name has been changed in the last decade.
Your church experienced a period of growth between 1950 and 1970.
Your church experienced a period of growth since 1970.
(total checked in this column)
(total checked in this column)
(If you have equal checks in both columns you may be geographic and demographic church)[xxi]
When you tally up the columns in Figure 2.3, you will begin to see a congregational trajectory. But remember, there are strengths and weaknesses to each approach. Write in the box in Figure 2.4 which culture or geographic area you are called to reach:
Figure 2.4 Who’s needs are you called to meet? (Circle one)
Who’s needs are you called to meet?
A geographic area
(describe it here)
(describe it/them here)
Remember these pros and cons:
Pros of geographic church:Builds a strong connection with an area.Can more readily bring about racial and cultural reconciliation within a changing area.[xxii]Does not need to move facilities as often.Can invest in local facilities enjoying ownership privileges.Cons of geographic church:Encounters change more often because geographic areas regularly experience cultural transitions.Staff and leaders usually do not stay for a long time, rather transitioning in an out as the culture changes.
Pros of cultural church:Builds a strong communication connection with sections of the population that share common characteristics.Provides relevant ministry.Can move with a people group, leasing or renting facilities in lieu of purchasing or building them.Encounters change less often.Staff can remain a long time.Cons of cultural church:Can become culturally prejudiced.Can become separatist (i.e. siloed) unless it grows into a church where different people groups partner in the same church.[xxiii]
Figure 2.4 should give you a general indication of the direction of your church’s recent ministry.[xxiv] Before you move ahead to the next remedy, it is important to reflect back upon what kind of church God has equipped you to be.
[i] Wesley urged discipleship via small groups which he called “class meetings” to help non-churchgoers grasp the basics of Christianity. These “class meetings” were a type of discipleship group, which we shall discuss in greater detail in the next chapter.
[ii] A depiction of God equipping a church to best reach a specific geographic area or demographic is an unpleasant image for those who wish all churches to be all things to all people. But, even in New Testament times we see congregations emerging with specific calls, such as Antioch’s emphasis upon missionary training, Corinth’s impact upon the Roman intelligentsia, and Jerusalem’s influence upon the structures and doctrine of the fledgling church. While churches should not limit themselves as to what God can do, it is helpful for churches (just like people, c.f. Rom. 12, 1 Cor. 12, Eph. 4) to ascertain how God has gifted them and to whom they may best be able to minister.
[iii] “demographic,” Collins English Dictionary – Complete & Unabridged 10th Edition (New York: HarperCollins Publishers, 2011).
[iv] This is not to say that all churches are called to a geographic area or to a demographic. Some churches are mixtures. Yet, observing how God has equipped and empowered your church is the first step toward ascertaining whose needs you are called to meet.
[v] When using the term constrained I am not saying that God cannot call and equip a church to overcome a restricted geographic area and reach an entire region. There are many examples of such congregations (see Bob Whitesel, Inside the Organic Church: Learning From 12 Emerging Congregations, [Nashville: Abingdon Press, 2008].) However in my consulting practice I have observed that God often calls churches to a geographic locale and does so in part by geographically delimiting their sphere of impact. Because many churches are not aware of a call to a locale, they often stumble ahead trying to minister to a demographic that has left the area, and subsequently refuse to adapt and minister to the changing demographic in their neighborhood.
[vi] See Appendix 2.B for an explanation of John Perkins’ “3 Rs.” These three lessons from this pioneer in civil rights and Christian community development can ensure that cultural churches do not become mono- demographic enclaves. It is the conclusion of my case study research and this book that a healthy church is not a mono- demographic church but a congregation partnering across cultural boundaries to produce a reconciliation between cultures that modern society so desperately needs.
[vii] The phrase “talk alike, behave alike and can tell who is in their group and who is not,” is expanded by Paul Hiebert in more detail as a matrix of behaviors, ideas and products (Cultural Anthropology [Grand Rapids, Mich.: Baker, 1976). P. 25.
[viii] These demographic examples are not meant to be exhaustive nor definitive, because demographic designations are still evolving (for more on this see Bob Whitesel, Preparing for Change Reaction: How to Introduce Change in Your Church [Indianapolis: Wesleyan Publishing Company, 2007], pp. 50-62).
[ix] For characteristics of generational churches see lists and charts in Bob Whitesel, Preparing for Change Reaction: How to Introduce Change in Your Church (Indianapolis: Wesleyan Publishing Company, 2007), pp. 52-65.
[x] Today, probably the most widespread church demographic are those who prefer “traditional worship” (and all of its various permutations), Hispanic Churches (and all of their wonderfully diverse Hispanic cultures), African American Churches (with their many vibrant variations) and youthful churches (orientated toward attendees under 35 years of age).
[xi] This generation has been labeled the “silent generation” to emphasize their stoic nature in the midst of the Great Depression and World War II by historians William Strauss and Neil Howe in their seminal book Generations: The History of American’s Future, 1954-2069 (New York: Quill, 1992). Tom Brokaw popularized them as the “Greatest Generation” in his book, The Greatest Generation (New York: Random House, 2004). They have also been called the “Builder Generation” for their propensity to honor God with their handicraft as exemplified in their church buildings (Gary McIntosh, One Church, Four Generations: Understanding and Reaching All Ages in Your Church [Grand Rapids, Mich.: Baker Books, 2002] and Bob Whitesel and Kent R. Hunter, A House Divided: Bridging the Generation Gaps in Your Church [Nashville: Abingdon Press, 2000).
[xii] For more on socio-economic levels see David Jaffee, Levels of Socio-economic Development Theory (New York: Praeger 1998), and Organization Theory (New York: McGraw-Hill, 2001).
[xiii] Defining ethnicity can be challenging, with terminology and designations constantly evolving. I have employed here (only as an example) ethnic designations used by the US Census Bureau.
[xiv] Historically, many of the churches in America began as churches reaching out to specific demographics. For example Norwegian Lutheran Churches were started in the small towns of Wisconsin and Minnesota to offer culturally relevant worship for non-churchgoing immigrants in their native language and music. But these immigrant churches also displayed many of the characteristics of geographic area churches because in those days most demographic groups were located in specific geographic communities. This fact is sometimes hard for congregants with long histories in a church to understand, for they may want to retain their cultural and geographic focus long after their culture has moved to another part of town.
[xv] For examples of affinity churches see Bob Whitesel, Preparing for Change Reaction: How to Introduce Change in Your Church [Indianapolis: Wesleyan Publishing Company, 2007], pp. 56-58 and Bob Whitesel, Inside the Organic Church: Learning from 1 Emerging Congregations (Nashville: Abingdon Press, 2006).
[xvi] See my case-study of “St. Thomas’ Church Sheffield, England” in the following three sources: Inside the Organic Church: Learning From 12 Emerging Congregations (Nashville: Abingdon Press, 2006), pp. 1-12; “A Process Model for Church Change as Reflected in St. Thomas’ Anglican Church, Sheffield England,” The Great Commission Research Journal (La Mirada, CA: Biola University, Winter 2010). pp. 265-280 and “The Perfect Cluster: For Young Adults, St. Tom’s Sheffield Creates Extended Families, and Everyone Knows Where They Fit” Outreach Magazine (Vista, CA: May/June 2005). See also http://www.stthomascrookes.org
[xviii] It is important to note that “demographic churches” can be comprised of more than one demographic. For instance, a demographic church can have a Boomer subcongregation, a Generation-X subcongregation, a Hispanic subcongregation and an Asian subcongregation. Called subcongregations because they are sub-sections of the church, their cultural heritage is honored by allowing their worship/teaching/etc. to be culturally distinct, while at the same time working together to manage one organization. Thus, worship/teaching/etc. can be culturally distinct in the sub-congregational model, but the responsibility for management and assets is shared. Thus, unity is created in leading a church, not in worship at that church (for worship by the definition of the very term means encounter with God see Bob Whitesel, ORGANIX: Signs of Leadership in a Changing Church [(Nashville: Abingdon Press, 2011], pp. 130-131.) Thus worship’s focus is God, not the creation of unity. There are plenty of opportunities in the sub-congregational model for unity to be created in management and ministry cooperation. One young emerging leader put it this way, “you can’t create unity in a worship service, the chairs are facing the wrong way.” He made a good point.
[xix] See footnote 17 for an explanation of two types of multi-ethnic churches.
[xx] Even though the term “Community Church” would seem to designate a geographic church, the author has found that when the appellation “community” is added to a church name it usually designates a Boomer church (i.e. a demographic church) rather than a geographical-orientated congregation. For example, one of my client congregations named “Community Church of the Nazarene” (comprised primarily of Boomers) broke away from Taylor Avenue Church of the Nazarene (at the time comprised mostly of the Builder Generation). Despite the inclusive name, Community Church of the Nazarene became a church that primarily attracted Boomers from across the region, while Taylor Avenue Church of the Nazarene continued to primarily attract the Builder Generation from the neighborhood in which it was located. Happily, both the neighborhood and church are today growing into a vibrant Hispanic community.
[xxi] There actually may be two prevalent types of multi-ethnic churches.
Multi-ethnic subcongregational churches. These churches are comprised of a partnership of sub-congregations that are all part of one legal non-profit organization. This would be analogous to a local church that was comprised of Asian, Hispanic, African American and Anglo congregations with different staffs and different worship encounters that are equal partners in the same nonprofit organization. Their various worship encounters resembles a multi-site or multi-venue church and their evangelistic prowess is a result of their ability to connect multiple demographic concurrently (for more examples see Preparing for Change Reaction: How to Introduce Change in Your Church [Indianapolis: Wesleyan Publishing Company, 2007], pp. 68-70). While it has been my observation that evangelistic proficiency is increased in “multi-ethnic sub-congregational churches,” unless there are at least quarterly “unity events” a silo effect (see footnote 19) can occur. However, this model’s evangelistic proficiency probably trumps the following model’s multi-ethnic harmony.
Multi-ethnic homogenous churches. There are many multi-ethnic churches which are in essence one worshipping congregation attended by multiple cultures. It can be argued that these latter congregations are really not multicultural churches, as much as they are a homogenous congregation made up of people from different cultures who like a blended demographic format (see Tetsunao Yamamori “How to Reach a New Culture in Your Community” op. cit.). While some of my friends would disagree with this conclusion (see Mark DeYmaz and Harry Li, Ethnic Blends: Mixing Diversity into Your Local Church [Grand Rapids, MI: Zondervan, 2010]) it is important to note that churches where multiple cultures rub shoulders and learn to get along are needed today, and both Yamamori’s and DeYmaz’s models are relevant.
[xxiii] The “silo effect” has been described by Patrick Lencioni as “the barriers that exist between departments within an organization, causing people who are supposed to be on the same team to work against one another.” Silos emerge in the demographic church when a church evolves in demographicly-centric silos with little contact or unity experiences for other subcongregations. For more on the silo effect and how to overcome it, see Silos, Politics and Turf Wars: A Leadership Fable About Destroying the Barriers That Turn Colleagues Into Competitors (Hoboken, NY: Jossey-Bass, 2006), p. 175
[xxiv] Remember, simply because you are called to a culture, does not mean you should ignore other cultures or neighborhoods. But, this focus will determine who you will canvas to ascertain their needs in Cure U: Understand the Needs of Those You Are Called to Reach.
I have been taken aback by how two crises happened at the same time. First there was the pandemic. Then on top of that was the call for racial justice and healing. However, I noticed that usually researchers/writers wrote on one topic or the other. But I thought, they are inextricably connected. Leaders are talking about reopening their churches with new safety protocols. But we should also be talking about reopening our churches with new intercultural protocols too.
But what we’re not doing is addressing sufficiently yet the racial divide in North America. If we are going to reopen with a changed church, let’s change more than the cleanliness. Let’s begin to clean our hearts and souls from racial division.
In fact, the Apostle Paul tells us we’ve been given the ministry of reconciliation (2 Corinthians 5:11-21). He describes this ministry of reconciliation as between God and humans AND between humans and one other. You see, Paul was reaching out to the Gentiles. And they were the persecutors of the Jews. The Jews had a lot of qualms about reaching out to the Gentiles. These were their oppressors. These were their enemies, the occupiers of the Jewish homeland who abused and killed innocent people because of racial hatred. And Paul is reaching out to them and seeing Christ change them! That is the background behind Paul’s description of our ministry of reconciliation. He sees the Church as bringing divergent groups together while also bringing we who are estranged from God, back to God.
Look at how Paul describes it in the contemporary language of The Message Bible:
Most of my clients in the past 30 years have been congregations that don’t want to change. Small churches, rural churches, urban churches or mega-churches, they all have the same thing in common: the leadership wants to bring about change, but the congregation doesn’t. The solution is understanding two don’ts and one do.
DON’T force change.
Change proponents usually force change arguing that is necessary for the survival of the church. They also suggest that if people don’t want change, they should go elsewhere. But researchers(1) have found that status quo members won’t usually leave a church. The status quo just quietly wait for the change proponents to make a misstep and then they reappear to cry foul. Because the church is the status quo’s social environment (e.g. extended family), they can’t go elsewhere.Therefore successful change involves getting the status quo members involved in the change. See how below.
DON’T quit in protest.
Change leaders often leave a church with metaphorical protest, citing Matt. 10:14: “If anyone will not welcome you or listen to your words, leave that home or town and shake the dust off your feet.” (NIV).But theologians such as R. V. G. Tasker remind us this verse is about Jesus sending out the 12 on a short-term mission which requires “such haste that they must not linger at any house which will not receive them.” (2) Today’s long-term and evolving relationship between pastor and congregants, usually requires working through change rather than quitting in protest.
DO these 8 steps.
So how does successful organizational change occur? There are actually eight steps first formulated by Harvard management scholar John Kotter. (3) I adapted them to church change while completing my Ph.D. research in church change at Fuller Theological Seminary. In fact, these eight steps are a key element of the D.Min. course Iwrote and have taught at Fuller Theological Seminary titled: “Leading Turnaround Churches.”
Here are the steps summarized from my book: “re:Mix – Transitioning Your Church to Living Color,” Abingdon Press (2017) with Mark DeYmaz. Learn more details of each step at:ww.8steps4change.church
1. “Establish a Sense of Urgency.” Begin with a period of time acquainting the congregants with the need and biblical mandate for change. Because of the urgent situation, many church leaders will be tempted to ignore this step and launch headlong into transition. Yet, in my consulting work I have found that this step is critical. Pray, study, research and dialogue on the importance of a church transition first. But don’t make plans yet. Your task is to increase awareness of the urgency for change. How that change plays out is in the next steps, which for success require input from many church factions. Scripture; Ezekiel 3:17-19.
2. “Form a Powerful Guiding Coalition.” Even though you might think you know the situation the best, due to history, education or background: a church is a communal organization and leadership works best when there is a communal consensus. Find those who resonate with the transition and help them take the vision to the rest of the congregation. These may be “persons of peace” (Luke 10:6). The Greek word here for peace is derived from the word “to join.” It literally means a person who helps people from different viewpoints and even warring convictions to join together in unity whereby oneness, peace, quietness and rest result. (4) Scripture: Luke 10:6
3. “Create a Communal Vision.” The step 2 guiding coalition creates the vision, thereby taking into consideration concerns and insights from various segments of the church. This guiding coalition helps you draft, refine and edit the vision. People must see the future before they can work toward it. The goal is to have an easy to read, clear vision statement in no more than a paragraph that is crafted by persons of peace from varying church segments. Scriptures: Proverbs 15:22, 29:18.
4. “Communicating the Vision.” Take your guiding coalition as well as congregational members to places where turnaround ministry is being done and let them experience it firsthand. Also use stories to help people picture change. Atlanta mega-congregation, 12Stone(c) Church, found that the story of the miraculous crossing of the Jordan River (Joshua 4) inspired their attendees to trust God for “many bold crossings” in their faith journeys. Scripture: use a story that illustrates your church’s spiritual waypoints.
5. “Empowering Others to Act on the Vision.” It is important to delegate your power to others (or burn out). Too often passionate church leaders are tempted to go it alone. One pastor said, “Jesus had to do it alone.” And atonement and redemption were definitely things that only the Son of God could accomplish. But remember, Jesus rounded-up and delegated to his disciples his power. Scripture: Matthew 10, Mark 6, Luke 9.
6. “Planning for and Creating Short-Term Wins.” Probably the most overlooked step, short-term wins help people see the validity and direction of a new vision. Short-term wins are projects and programs that can be undertaken quickly and temporarily. They usually won’t change the long-term outcomes (yet). But they demonstrate the validity of the new direction in a quick way. So, use temporary “task forces” instead of semi-permanent committees to launch new projects in ministry. Scripture: Luke 10:17-20.
7. “Using increased credibility to change systems, structures, and policies that don’t fit the vision.” Short-term wins will give the guiding coalition the social capital to make long-term structural changes. Don’t start with structural changes. You haven’t enough buy-in from hesitant members. Only after short-term wins validate your approach will you be able to change systems, structures and policies. Scripture: Matthew 8:1-22.
8. “Institutionalizing New Approaches.” Finally, it is time to adopt a church personality that reflects these changes.Now your church vision statement might be changed. Now your church’s personality in the community might change. Your logo and byline might change. Don’t be tempted to do these first (most leaders do and fail because of it). The church’s new personality is the last thing to jell and it comes organically from the church’s new direction. I remind clients that “Vision won’t bring about change, change will bring about vision.”
(1) Bruno Dyck and Frederick A. Starke, “The Formation of Breakaway Organizations: Observations and a Process Model.” Administrative Science Quarterly (1999), 44:792-822. I have applied the Dyke-Starke model to the church in Bob Whitesel, Staying Power: Why People Leave the Church Over Change and What You Can Do About It(Abingdon Press, 2003).
(2) R. V. G. Tasker, The Gospel of St. Matthew, Tyndales new Testament Commentaries, 1961, p. 103.
Don’t fall for these 3 newbie turnaround traps … Do this instead (and start out strong).
by Bob Whitesel D.Min., Ph.D., Church Revitalizer Magazine, May/June 2019.
As I prepare to teach my course titled “Turnaround Church” at Fuller Theological Seminary this fall, I thought it would be helpful to describe the most common traps into which inexperienced turnaround leaders fall (and ways to avoid each).
TRAP 1: Being hired to do the work of revitalization.
Why this trap occurs:
Hiring your way out of trouble is a standard practice in the for-profit world. However, because their business model operates on a for-profit basis, it allows them to plow profits into hiring their way out of adversity. Nonprofits run mostly on volunteers and small staffs. They have leaner budgets and usually cannot afford a hiring solution.
The lean-staff and “keep it simple” alternative has been immortalized in Jesus’ instructions to his disciples in Luke 9:1-6 (MSG):
Jesus now called the Twelve and gave them authority and power to deal with all the demons and cure diseases. He commissioned them to preach the news of God’s kingdom and heal the sick. He said, “Don’t load yourselves up with equipment. Keep it simple; you are the equipment. And no luxury inns—get a modest place and be content there until you leave. If you’re not welcomed, leave town. Don’t make a scene. Shrug your shoulders and move on.”
Commissioned, they left. They traveled from town to town telling the latest news of God, the Message, and curing people everywhere they went.
Do this instead: Mentor & delegate.
This is may be hard for trained church leaders, because they feel they have been hired to be the experts. Thus, they customarily attempt to do most of the work themselves. However, this usually leads to burnout. Instead, church shepherds should model Jesus’ example of giving his disciples responsibilities and then sending them out to minister to others (Luke 9:1-2).
Mentoring is characterized by a back-and-forth dialogue with the mentee regarding how the processes going. We see such examples in Jesus’ dialogues with his disciples, for instance Matt. 17:18-20 (MSG):
He (Jesus) ordered the afflicting demon out—and it was out, gone. From that moment on the boy was well. When the disciples had Jesus off to themselves, they asked, “Why couldn’t we throw it out?” “Because you’re not yet taking God seriously,” said Jesus. “The simple truth is that if you had a mere kernel of faith, a poppy seed, say, you would tell this mountain, ‘Move!’ and it would move. There is nothing you wouldn’t be able to tackle.”
Delegating is slightly different from mentoring. It means giving others something you could do yourself, but allowing them to learn as they fumble their way through. Jesus, as the omniscient Son of God, knew his disciples would be unable to cast out demons (Luke 17:19). But still he let them try. In His omniscience, Jesus knew an important lesson would be driven home if the disciples first had a chance to flounder and then learn from that experience.
TRAP 2: Giving (and requiring) 110% effort.
Why this trap occurs:
People usually feel that if they overwork themselves (e.g. give 110%) they will succeed. This manifests when a leader works more hours during the week than for which one is paid. Such leaders may expect volunteers to increase their hours too. A trap occurs when burnout, neglected families and leadership turnover result. Billy Graham stated similar regrets:
“Although I have much to be grateful for as I look back over my life, I also have many regrets. I have failed many times, and I would do many things differently. For one thing, I would speak less and study more, and I would spend more time with my family.” (billygraham.org)
Do this instead: Adjust everyone’s duties
Remind them that the church is going to need to do different things and that there are two ways to do this. One way is to ask everybody to give extra, e.g. 110%. But, you recognize this only leads to burnout. Remind them you don’t want to see them or yourself burned-out or families neglected.
The second, and more rewarding way, is to ask them to purge from their duties 20% of what they are currently doing. Ask them to use that 20% to become involved in new activities, e.g. involved in a new service or a new community outreach. The principle is that this requires, for the sake of spiritual health, to pull back and reduce their current volunteer efforts by 20% to open up 20% involvement in new activities.
Exemplify this yourself. Acknowledge that you are unable to continue to do everything the previous pastor did while at the same time reaching out to new generations and cultures. Remind them that you don’t want them, or you, to sacrifice family or spiritual well being. Show them you have too much respect foryour and their spiritual health.
As you ask them to readjustment their volunteer activities, suggest they write this down and submit their “readjustment” to the person overseeing their work.
TRAP 3: Promising big changes too soon.
Why this trap occurs:
Plateaued and dying churches have been dreaming about health for so long, that they often expect it to take place too fast. In addition, models they see of healthy churches are usually many years in the making. My experience and research has let me to believe that healthy church change is slow, but deliberate. In fact, one of the most knowledgeable researchers on organizational change, Harvard University’s John Kotter (Leading Change, Harvard Press), found that “celebrating small-term wins” leads to more change, more quickly.
Do this instead: Plan for & celebrate short-term wins
Meet with the church leaders and discuss what the church should look like in five years. Then ask them to describe what would it should look like in 2.5 years, one year and six months. Map out several goals for the next six months, asking yourselves which are most likely to be attained. Write these six month goals down and begin to create tactics to reach them.
As soon as you reach any of your short-term goals, celebrate! The key is for people to see and celebrate progress. For effective change, people don’t have to see enormous changes, but they do need to see movement.
by Bob Whitesel D.Min., Ph.D., Biblical Leadership Magazine, 10/16/19.
It just happened one Sunday in 1962. My dad stopped going to church. Mother and I still attended, at least for the next year or so. But soon, our entire family no longer frequented the church my parents had attended since they were married.
Dad had been the head usher for the second of three Sunday services in this church of 1,500 attendees. In that role, he had organized 16-20 men each Sunday to receive the offering and help congregants find seats. Planning was minimal. Dad was supervised by Bill, the church’s Usher Supervisor who recruited, selected, trained and mentored ushers. Bill was an engineer for Delco-Remy, where he led an entire department in the burgeoning lighting division.
However, my father’s duties as head usher for the second service were more straightforward. Dad had to ensure that each usher had enough bulletins, that ushers were at all entrances, and on occasion he had to conscript ushers from the audience if someone was missing. This was his close-knit fellowship, and he often remarked that not since his World War II days had he enjoyed such camaraderie.
Dad also prayed over the offering. And because his prayer never changed, I can recall it to this day; Gerald was a relational leader who liked consistency, uniformity and reliability. Because he exemplified these traits, he had been head usher of the second service for four years.
Why would a man of such consistency and reliability suddenly disconnect himself from his church?
As a child I never understood, nor inquired. But, once grown I had occasion to ask my dad about his departure. Gerald’s disappearance was due to an honor. The faithful discharge of his duties as a head usher, had brought him to the attention of the church leaders. When Bill, the Usher Supervisor quit, Gerald was the natural choice to replace him. After all, my dad was head usher for the largest of three services. He was faithful. Dad was honored, but also wary. None-the-less after some gentle prodding by the church leaders he was “rewarded” with a promotion to Usher Supervisor.
In this new capacity, Dad was now thrust into a leadership role that required oversight of 60 plus men. His duties now included scheduling and organizing ongoing usher training, recruitment and oversight as well as replacing ineffective ushers. Dad had enjoyed his duties as head usher of one service, but now his responsibilities doubled if not tripled. While his previous duties had been largely relational, now his tasks were increasingly organizational. Dad missed the interpersonal nature of his previous duties, and now saw himself increasingly isolated from the fellowship and camaraderie he had previously relished.
Additionally, the usher ministry suffered. Dad found it difficult to schedule pertinent and timely training, and he never felt comfortable with the recruitment and dismissal process. He was a man everyone liked, and he found it hard not to utilize a willing usher candidate, simply because of lack of skill, decorum or call.
The church leaders noticed this decline in the usher’s ministry. And, they subtly tried to work with Gerald. They tried to develop him into a director, who could oversee 60 plus men, and three different worship services. In the end, this was not Dad’s gifting or calling. He had been a successful sergeant during World War II, and he had successfully led a small team of men. But when it came to the oversight, tactical planning, recruitment and paperwork necessary to administer a burgeoning ministry, Dad did not enjoy it, nor did he feel he was called to do it.
The church leaders did not want to see Gerald quit, but the atmosphere of pressure and disappointment became too much. Without an avenue for retreat, one day Gerald simply called the church office and resigned. Dad was a gracious and loving man. But, the feelings that he had let down his church and lost his camaraderie were too much. Dad couldn’t bear to see the looks of the other usher who he felt he had failed as their leader, and thus returning to church was too uncomfortable to bear. He simply faded away, and soon our family did as well.
In adulthood, I began investigating leadership styles and in hindsight always wondered what happened to my Dad’s volunteerism. He had been so content and fulfilled as a sergeant in the military. But at church, his involvement had led to disappointment and failure. As I researched leadership abilities, I found that the military had an insightful understanding of leadership sectors, that might benefit the church. And, it has to do with three military leadership categories: strategic leaders, tactical leaders and relational leaders.[i]
[i] Within military leadership theories there are many nuanced categories. However, to keep the present discussion from becoming too unwieldy, we will focus on the three broad categories of strategic leadership, tactical leadership and operational (i.e. relational) leadership. For a good overview of the historical importance and tensions of the top levels of military leadership see, Mark A. Stoler, Allies and Adversaries: The Joint Chiefs of Staff, the Grand Alliance, and U.S. Strategy in World War II (Chapel Hill, No. Carolina: The University of North Carolina Press, 2000).
The word strategy comes from the Greek word for a military general: strategoi. The generals of ancient Athens, led by the forward-thinking Pericles, undertook a grand building project to make Athens the cultural and political center of Greece. The Athenian generals’ strategy paid off, with beautiful buildings such as the Parthenon, making Athens the Greek capital.
Subsequently, in the military field the word strategic has come to refer to the bigger-picture planning that is done before a before a battle begins. Strategic leaders see the big picture, and envision outcomes before the battle commences. They intuitively know what the results should be, even though they are not experts in getting there. In the military, strategic leaders are generals, admirals, etc.
An analogy from the world of art may be helpful. The strategic leader is akin to an artist. He or she seems the dim outline of the future, perhaps a gleaming office tower or an eye-catching museum. They can envision what it will look like once it is complete. But, they seek only general forms, shapes and appearances. They see the art and the results.
In the military
Strategic leaders are intentional, big-picture leaders who deal in theoretical, hypothetical concepts and strategies. For example, in World War II generals such as Dwight Eisenhower and Bernard Montgomery strategically knew that France must be invaded and wrestled from the German occupiers. The decisions to invade North Africa, Sicily, Italy and eventually France were decided upon by the generals. But, once each of the invasions commenced, leadership was put into the hands of tactical leaders.
In the church
Let’s look at some typical characteristics that distinguish leaders in the church. And, in my consultative work, I have routinely witnessed that pastors can be drawn into the ministry by two competing roles.[ii]
1. The shepherd. Many pastors enter the ministry due to a desire to help fellow humankind with a hands-on, relational, personal and mentoring type of leadership style. This is analogous to the guidance of a shepherd, and is reflected in scriptures about nurture, care and cultivation such as in Isaiah 40:11, “He tends his flock like a shepherd: He gathers the lambs in his arms and carries them close to his heart; he gently leads those that have young.”
And, this is exemplified by Jesus who is described as, “our Lord Jesus, that great Shepherd of the sheep” (Hebrews 13:20). Pastors drawn by this role often become relational leaders.
2. The visionary. Pastors in this category have an overriding desire to make a significant impact for Christ and His kingdom. They are impassioned by statements such as John 4:34-38, “‘My food,’ said Jesus, ‘is to do the will of him who sent me and to finish his work. Do you not say, ‘Four months more and then the harvest’? I tell you, open your eyes and look at the fields! They are ripe for harvest. Even now the reaper draws his wages, even now he harvests the crop for eternal life, so that the sower and the reaper may be glad together. Thus the saying, ‘One sows and another reaps’ is true. I sent you to reap what you have not worked for. Others have done the hard work, and you have reaped the benefits of their labor.”
Visionaries have what church growth researcher Win Arn called “church growth eyes … a developed characteristic of individuals and churches who have achieved a sensitivity to seeing possibilities….”[iii] Pastors drawn by this leadership role usually become strategic leaders.
3. A mixture. Oftentimes pastors and church leaders have a mixture of the two above roles and may fluctuate between one or the other at various times in their ministerial journey. However, it is important to note the dissimilar nature of these roles. One seeks to build interpersonal camaraderie and intimacy, the other seeks to attain a physical forward-looking goal.
In the former, intimacy is the purpose, and in the later the future goal is the purpose. Which is needed? They both are, but the wise church leader will employ each as the circumstance warrants and as their abilities allow. Thus, let’s look a bit more at strategic leadership.
Pastors attracted to the ministry because of a vision to make a significant impact for Christ often exhibit strategic leadership. And, they are often passionate about their work, for they see the depravity of humankind and they perceive how Christ provides the necessary answer.
Subsequently, they are often highly enthusiastic and energetic about reaching people for Christ. This passion can sometimes be misconstrued as a fervor for growth, size or power. And, such negative attributes can sneak in. However, what customarily motivates these individuals is the picture they envision of many people coming to know Christ.
As such, visual and revelatory scriptures hold great sway, and they can readily perceive the “great multitudes of Revelation 7:9-10 “… a great multitude that no one could count, from every nation, tribe, people and language, standing before the throne and in front of the Lamb. They were wearing white robes and were holding palm branches in their hands. And they cried out in a loud voice: ‘Salvation belongs to our God, who sits on the throne, and to the Lamb.’”
In the change process
Strategic leaders are the first to notice that change is needed. This is because they are always looking ahead. To a degree, they live in the future better than the present. Thus, they can be frustrating to work with if not accompanied by the tactical leader. Strategic leaders thus see the need for change, and love discussing the rationale and theories of change.[iv]
They know what the change should look like, but they have trouble seeing the individual steps to get there. Thus, they are critical for the change process, for they look ahead and see where the church is going and needs to go. But they are also frustrating for other leaders because strategic leaders know what the results should look like, but they are weak at envisioning the step-by-step process.
Strategic leadership is “future directed.”[v] Strategic leaders often want people to move forward, and thus they are the first to start moving in new directions. Historian Martin Marty said they “are extremely sensitive to where people are, but are not content to leave them there.”[vi]
Other names for strategic leaders are:
1. Visionaries (George Barna,[vii] Leith Anderson[viii] and Phil Miglioratti[ix]).
2. Role 1 Leaders (Phil Miglioratti[x]).
3. “Top management” (John Wimber, Eddie Gibbs[xi]).
by Bob Whitesel D.Min., Ph.D., Biblical Leadership Magazine, 2/21/19.
One of the most influential art forms in American history first appeared in its current form on public walls in the late 1960s.
Graffiti is an improvised, colorful and risky art that is layered on public buildings, bridges, railway cars and subways. A product of urban artists who often eschew training, it is a fitting metaphor for another characteristic of millennial leadership.
While modern leadership often disciplines itself to keep colors and lines in their place, millennial leaders create a leadership collage of colors, symbols and statements. (Paradoxically, the style known as “modern art,” including the works of Matisse, Picasso and others, shunned the orderliness of previous periods of art and acted as a precursor to millennial thinking. This demonstrates the broad strokes and limitations underscored by the term “modern.”)
Some of the attributes of graffiti artists are:
Led by spirit and passion
Breaking human convention for the sake of improvement
Creating a collage of colors, styles, messages and meanings that make the world take notice
Different artists add their style to others’ art
Personal symbols and icons retain individuality.
And, graffiti often contains reoccurring elements, including:
Name or epithet
A philosophy line
Synergy created by blending multiple shapes, styles and colors
Graffiti reminds us of the improvisational, risky and outward-focused collage of Millennial leadership. This is not for the faint-hearted, nor the small-minded.
Graffiti leadership embraces risk
In response to these modern perils, the Millennial leader seeks a more elastic and organic approach. While the modern leader tries to create stability and minimize risk, the millennial leader recognizes that chaos is a byproduct of the human condition (Romans 3:23, 5:12). According to organizational theorist Mary Jo Hatch, the millennial leader “embraces complexity and uncertainty and their contradictory demands.”
When researcher Lois Barrett and her colleagues studied churches that were effectively reaching young non-churchgoers they found that a reoccurring pattern was “taking risks as a contrast community.” This is a church that is learning to take risk for the sake of the gospel. It understands itself as different from the world because of its participation in the life, death and resurrection of its Lord. It is raising questions, often threatening ones, about the church’s cultural captivity and it is grappling with the ethical and structural implications of its missional vocation.
A moving example of risk-taking comes from the story of John Perkins, a black man who left Mississippi after his brother was shot by a policeman. After an encounter with Christ he retuned to Mississippi to work with children during the turbulent civic rights struggles of the 1950s. Eventually, Perkins founded a Christian ministry that included student tutoring, co-ops to share food, child care, nutrition programs, medical facilities and Bible studies. This was risky behavior in 1950s Mississippi.
The millennial leader understands such risk because as Lewis Drummond observes, “In postmodern terms, we might say that Jesus came to bring equal access and opportunity to this in substandard living condition, to give voice and identity to those other than the dominant elite and to alleviate the ravages of capitalistic imperialism and colonialist economic aggression.”
Lois Barrett concluded, “These congregations seem to be living by a set of rules different from that of dominant culture. Their priorities are different. They act against ‘common sense.’ They are trying to conform to Jesus Christ rather than to the surrounding society.”
Such risk-taking for the sake of the missio Dei is akin to the risks a graffiti artist takes for one’s craft.
Leading worship is something most church leaders delegate. Yet it is also something that a church leader needs to understand and to give leadership.
One of the most confusing areas for church leaders who are not musicians is the importance of tempo. First I will explain the basics of the song tempo. And then I will show the importance of evaluating it and giving leadership in an area where the church leader may not (yet) have expertise.
Having evaluated hundreds of churches, I find that in many plateaued or declining churches their worship leaders are choosing songs in the Lento/Largo tempo (40-60 beat per minute), which means “very slow.” And even when worship leaders pick up the tempo, they usually only do so slightly, to the Adagio tempo (66-76 beats per minute) which is “slow and stately” or Andante (76-108 beats per minute) which is “at a walking pace.”
Now, there is nothing wrong with worship songs in these “slow and stately” tempos. But in the plateaued or declining church a lack of higher tempo songs (in tempos which are more celebratory) creates a sense of “slogging” through a worship package.
Worship in the scriptures clearly at times involves an uptempo and celebratory spirit. Look at Psalm 150:1-6…
Hallelujah! Praise God in his holy house of worship, praise him under the open skies; Praise him for his acts of power, praise him for his magnificent greatness; Praise with a blast on the trumpet, praise by strumming soft strings; Praise him with castanets and dance, praise him with banjo and flute; Praise him with cymbals and a big bass drum, praise him with fiddles and mandolin. Let every living, breathing creature praise God! Hallelujah! The Message Bible
Monotony can be elevated when a preacher also preaches in a “slow and stately” or “at a walking pace” tempo. In one client, I witnessed how the entire service seemed laborious, forced and tiresome. The preacher was a gifted and stately speaker. But coupled with a slow and stately worship package, the entire service seemed tiresome. Rather than the preacher’s slow and stately preaching offering a respite from uptempo music, the worship package of only slow and stately music created a Sunday service with little variety, but much monotony.
For many leaders they will want to encourage the worship leaders to intersperse Moderato and above tempos (108+ beats per minute) into most worship lists. This creates ebbs-and-flows during the worship package with both …
Here is how a non-musical leader can evaluate worship (and what they should do if they need to lead improvements).
Record each song and measure each bpm (beats per minute). Applications are available to measure this.
Is there a variety? When do songs under 108 bpm occur? When do songs over 108 bpm occur?
What needs to change? Are uptempo songs needed during the worship package to energize the worshippers?
Find songs in the tempos needed to create variety and inspiration.
Here is a helpful chart of the most common tempo markings with definitions and bpm:
Prestissimo (> 200 bpm) very very fast
Presto (168 – 200 bpm) very fast
Allegro (120 – 168 bpm) fast
Moderato (108 – 120 bpm) moderately
Andante (76 – 108 bpm) walking pace
Adagio (66 – 76 bpm) slow and stately
Lento/Largo (40 – 60 bpm) very slow
Grave (20-40 bpm) slow and solemn
Remember, every leader may not be a musician. But every Christian leader is called to be a worshipper.
In the military, relational leaders are the men and women who lead skilled teams on critical assignments. They have an immediate, urgent and vital task to perform. They may not see where their efforts fit into the bigger picture, but they are the masters of relational leadership. They lead an intentional and personal effort to build a team of interdependent soldiers. While the key to strategic leadership is forecasting and theorizing, and the contribution of tacticians is precision and allocation, the skill of the relational leader is his or her connection with their team and the ability to think creatively, improvise, adapt and be successful.
These are the skilled craftsmen that build a house and give it the working components. They are often knowledgeable in a certain predefined field such as electrical, heating/cooling, framing, etc., because of the complexity of the task. And, they like to see the immediate results of their hands. One relational leader told me, “I like to see immediate results from what I am doing. I do not have the patience to wait for an outcome. That is why I am a painter. I like to see the results right now from what I am doing.”
In contrast, the strategic leader may wait years to witness the culmination of a project, and thus may leap to a new idea before the first has come to fruition. The tactical leader is also patient in waiting for the project to be completed, but the tactical leader finds it rewarding to see that progress is being made and the end goal is getting nearer. However, for relational leaders, seeing immediate results in even small steps is one of the most rewarding parts of the process.
In the Church
My dad was a sergeant in the military, and initially a relational leader who led his small team of second service ushers successfully for four years. Like many relational leaders in our churches, Dad enjoyed getting the job done. I often remember how fulfilled and satisfied he was after church, where he had faithfully discharged his duties with his team.
In the change process
During the change process these are the church leaders who get things done. They often see things from the viewpoint of their task. If they are an usher, then as my dad, ushering seemed like the most important job in the church. Still my dad, like many relational leaders today, knew that the church was an organic organism of many functions and ministries (1 Corinthians 12:12; Ephesians 4:11-13). But Dad so enjoyed the task at hand, that at least for him and his giftings this was the most important job imaginable. As a result, he discharged his duties with speediness, precision, care and results.
Relational leaders have the knowledge, skill, relational abilities and dedication to get a job done. Once the parameters are defined and they see how their task fits into the bigger picture (they are helped in this by the tactical leader), the relational leader can accomplish almost anything. Anthropologist Margaret Mead observed, “Never doubt that a small group of committed citizens can change the world. Indeed, it is the only thing that ever has” [xxvii]. And, thus the contribution of the relational leader is critical to the change process.
Relational leaders often love their job so much that they do not see themselves “moving out” of this role in the foreseeable future [xxviii].
But, if the relational leader does not have the go-between of a tactical leader, the strategic leader’s vision may be too imprecise to motivate the relational leader. Thus, we see once again while all three types of leadership are needed, it is the glue the go-between tactical leader provides that helps the relational leader move the strategic leader’s vision forward.
By Bob Whitesel D.Min., Ph.D., Church Revitalizer Magazine, 6/12/18.
Though the church began to grow again on my first turnaround effort, knowing the following would have made the journey more pleasurable for both myself and the congregation.
I wish I had known #1. Church revitalization will take 2 to 3 times longer than you expect.
As my first church revitalization effort, I asked and received a one year contract. The church and I felt this would be sufficient time to turn the church into a new direction. But, at the end of one year I had only gained enough social capital for the congregation to start trusting me. It took another year, which the church graciously offered to finance, before the first signs of change emerged. However, when small fruit emerged at the end of the second year it provided a foundation for revitalization to actually emerge in the third year.
Here is a timeline that works in many congregations, yet it’s slower than the church or the shepherd usually desires.
Year 1: Fact gathering and building up the social capital needed for the congregants to trust you.
Year 2: Implementing small change in the organization. Small victories can begin to convince reticent members of the church the validity of the new direction. More on this in “ Things I wish I had known # 2.”
Year 3: Church systems begin to change. Often times church leaders think if they change the system, then the congregants will change. But because the church is an organic institution (1 Cor. 12:12-27) changes in the system must bubble up from changes in people, not from top-down changes dictated from the top. A three year process gave this time to happen.
I wish I had known # 2: the power of small victories.
In year two, initial but small goals were attained. One of our small goals was to see in both the spring and fall a “Newcomers Sunday School class” emerge. We publicized the date for the beginning of the class even when we didn’t yet have any visitors. But once we published the date, suddenly members in the congregation started inviting their friends to church. The newcomers’ class provided a tangible target. Thus, small victories in the second year convinced the congregants we were headed in the right direction.
I wish I had known #3: Don’t speed up too fast just because you have some small victories.
The small victories got the church excited and soon they were ready to launch a worship service oriented towards younger people. At this time I came under a lot of pressure to begin the service immediately before it was thoroughly mapped out, staffed and prepared. Many of the leaders had read books that discussed how a church can grow up to 15% by adding a new service. And because the church had limped along not meeting it’s monthly budget for about 18 months, the pressure of an added revenue stream push the leaders to decide a new service was necessary sooner rather than later.
I advised and eventually convinced the leaders a slowed down approach was warranted, so that the new service could be better planned and developed. I fact, this new service did not begin until almost 11 months after we began planning it. The slower paced allowed new and younger leaders to be recruited and prepared. The extra planning time seemed excessive to me at first, but in hindsight it was just about right. It allowed the turnaround church to develop indigenous leaders who reached out in a well prepared worship expression.
I wish I had known #4. Don’t expect new people to support the church financially or physically for some time.
The newcomers kept our church at arms length for almost a year or more before they decided to become part of our membership. They seem to thoroughly enjoy the newcomers class, but when membership was mentioned they often stiffened.
In response I used the metaphor of dating.
The first date: I said when new people visit a church, it’s like being on a date: you aren’t ready to commit to a long relationship but rather want to get to know the other.
The second date: Going to the newcomers class was like a second date: it was a time to get to know about the hopes, aspirations and purposes of one another.
Engagement: After completing the newcomers class I said they may want to pray and consider becoming a member. I encouraged them to consider more carefully their level of involvement, their spiritual gifts and how they would fit in. I also stressed that the engagement could be as long as they needed.
Marriage: Finally I explained that when they agreed to be part of a membership class, this was like marriage. They were not marrying to just a local congregation church but also to the body of Christ as present in His people.
I wish I had known #5. You must spend more time in leadership development than you think.
As the church began to turnaround, there was an influx of people excited about the church’s direction. But this sometimes draws people who did not fit well in their previous church, because they were not mature enough to take on leadership responsibilities. I learned the hard way that sometimes people who come to a revitalized church are often people who need revitalization themselves – because their involvement in another church has not been a healthy one. Therefore I developed leadership courses and a mentor/mentee system so that new leaders could be vetted and trained before they were put into volunteer roles.
I wish I had known #6. There’s more power in spiritual transformation than most people realize.
People began to share testimonies about how their lives were being changed by the Holy Spirit. An emphasis upon salvation began to refocus the church. Older members recalled how in the early days the church, they had also emphasized conversion accompanied by powerful testimonies of change. Older members began to see that a turnaround in spiritual climate mirrored those times in the past when the church had been happy and healthy.
As a result I train turnaround pastors in the importance of understanding a church’s history and to pinpoint when they had been alive in the past. Usually a church had been alive in the past when the church was involved in evangelism and conversion. Reminding a church about this part of their history, made it more palatable for their present… the salvation of individuals.
7. Last, but not least, is the power of a praying congregation. I set a goal for the prayer ministries to grow at the same rate as the church. If the church grew 10% in six months, we then expected 10% more people involved in prayer ministries. It has always seemed to me a spiritual principle that vibrant prayer life in a church would lead to a vibrant church.