{"id":21205,"date":"1999-10-01T00:00:00","date_gmt":"1999-10-01T00:00:00","guid":{"rendered":"https:\/\/www.christianitytoday.com\/pastors\/1999\/10\/01\/building-your-leaders-4\/"},"modified":"1999-10-01T00:00:00","modified_gmt":"1999-10-01T00:00:00","slug":"building-your-leaders-4","status":"publish","type":"post","link":"https:\/\/www.christianitytoday.com\/pastors\/content\/building-your-leaders-4\/","title":{"rendered":"Building Your Leaders"},"content":{"rendered":"

How to develop key people<\/h2>\n\n

“Y<\/strong>ou have to learn to share.” Coaxing from my mom didn’t convince me. Nor\ndid seminary discussions on servant leadership.<\/p>\n\n

Only when I decided to move our church to a team-based ministry did I begin\nto learn what shared ministry really meant. In the past I would have argued\nour church was team-friendly, but we weren’t. Teams, I discovered, are\nmostly about sharing—sharing goals and sharing life. It takes the first\nto act like a team and the second to feel like a team.<\/p>\n\n

Sharing goals<\/strong>\nTeam members, of course, need to accomplish something to feel productive.\nLike the players of any sports team, each needs to know that she or he has\nexecuted the play and seen some results. But drift and entropy are constant\nthreats.<\/p>\n\n

Each year every staff person develops a MAP—a Ministry Action\nPlan. These plans are distributed to the entire staff, and then each person\ndiscusses his MAP with his or her ministry team. When the\ntyranny of the urgent begins to crowd out someone’s stated goals, the\nteam leader explores the reason behind it. One person was recently challenged\nto evaluate whether the changes in her activities were on purpose or simply\ncovering for the lack of growth in another staff person.<\/p>\n\n

The point is that to function effectively as a team requires process. The\nmanagement maxim “Your system is perfectly designed to yield the result\nyou’re getting” is true. In an effective system, the leader acts as\na catalyst, ensuring there is an agenda for each meeting, that there are\nindividual assignments with accountability, that progress is evaluated and\nmeasured. Systems allow a team to be process-oriented rather than\npeople-dependent, freeing up people to do the work of the ministry.<\/p>\n\n

Fun mitigates the \neffects of the \ninevitable frustrations \nof ministry.<\/em><\/p>\n\n

Sharing life<\/strong>\nBut I had to learn to balance the functional and the relational. For most\nof our two decades as a church, staff functioned as loosely connected ministry\nentrepreneurs. We had a bias against meetings, viewing them as time away\nfrom true ministry. I had espoused that culture-shaping value, which works\nagainst the “sharing life” value.<\/p>\n\n

My team needs to sense that I care for its members beyond their accomplishment.\nThat’s the relational. At our last staff retreat, each leader awarded\n“medals” (Peppermint Patty mints on red, white, and blue ribbons) to team\nmembers, affirming in each a personal quality. Every person had the chance\nto talk about his or her ministry passion as well as relate a personal struggle\nor desire for development. Team leaders followed up, assuring each that they\nwere praying for the requests.<\/p>\n\n

Another way I balance the function and relational is to monitor our fun together.\nDo we have enough of it? Fun mitigates the effects of the inevitable frustrations\nof ministry. At times fun happens spontaneously when we poke fun at each\nother and end up laughing until we cry. But I also structure unexpected trips\nto a restaurant or a day at the lakeshore. Our agenda may include prayer\nor discussing a book on leadership, but usually it’s the eating at a\nunique restaurant or the sand between our toes that makes the day.<\/p>\n\n

—Wayne Schmidt\nKentwood Community Church\nKentwood, Michigan<\/em><\/p>\n\n

HAND OUT AND DISCUSS<\/h2>\n\n

Everything to Some\nPeople<\/strong>\nShould a church try to please everyone?<\/strong><\/p>\n\n

M<\/strong>ichael Barker,\npastor of Eastside Church, could see Ted was uncomfortable with what he was\nabout to say.<\/p>\n\n

“I’m grateful for this church,” Ted finally said. “If you hadn’t\ntargeted unchurched people like me and my family, we would never have come\nto Christ.”<\/p>\n\n

Where’s the conversation headed?<\/em> Michael wondered.<\/p>\n\n

Since Ted and Sally started attending four years before and soon made a\ncommitment to follow Christ, Ted had become an integral part of the church.\nHe had grown quickly as a young believer and had just been appointed to serve\non the church council.<\/p>\n\n

“The problem is Sally and I have different needs now than we did when we\nstarted out as seekers. With our church’s strong focus on unbelievers,\nwe’re just not getting fed any more. So we’re thinking of attending\nSpringfield Bible Chapel.”<\/p>\n\n

Michael’s first thought was to defend himself. He could not imagine\nhow Eastside could abandon its central purpose, which was to bring God’s\ntimeless truths to the culture in relevant, life-changing ways.<\/p>\n\n

To discuss<\/strong>\n\u0095 How can you determine whether Ted’s leaving signals a weakness\n(a lack in a certain area) or a strength (a focused and clear objective)\nin the church?<\/p>\n\n

\u0095 If you were Ted, what would you want to hear from Michael?<\/p>\n\n

What happened<\/strong>\nTed and Sally didn’t stay at Eastside; they had already made up their\nminds by the time Ted talked to Michael. Their comments and actions, however,\ncombined with similar comments from other sources, sparked animated discussions\namong the staff and governing council of Eastside.<\/p>\n\n

The ministry team began to reconsider the church’s purpose statement.<\/p>\n\n

In the end the leaders decided to keep their purpose statement and, in fact,\nreinforce Eastside’s unique mission and call. They did, however, adjust\nchurch programming to include more sensitivity to believers’ needs.\nThe staff expanded ministries to keep pace with the growth of new converts,\noffering more advanced discipleship courses over time. They adjusted Sunday\nmessages to include applications for both believers and unbelievers.<\/p>\n\n

To apply<\/strong>\n1. How often should a church’s vision or purpose statement be re-evaluated?<\/p>\n\n

2. How can a healthy balance be struck between opposing or divergent needs\nwithin a congregation? Is balance even the right word?<\/p>\n\n

3. Which is healthier: to expect unsatisfied members to leave to attend another\nchurch, or to adapt to satisfy their needs? Is there another way?<\/p>\n\n

—Richard Doebler\nCloquet Gospel Tabernacle\nCloquet, Minnesota<\/em><\/p>\n\n

This was excerpted from the BUILDING\nCHURCH LEADERS Notebook<\/em>. To purchase,\ncall 1-800-806-7798, or go to\nhttp:\/\/store.yahoo.com\/cti\/builchruclea.html<\/a><\/p>\n\n

Copyright © 1999 by the author or Christianity Today\/Leadership<\/em> Journal.\nClick here<\/a> for reprint information on Leadership Journal.<\/p>","protected":false},"excerpt":{"rendered":"

How to develop key people “You have to learn to share.” Coaxing from my mom didn’t convince me. Nor did seminary discussions on servant leadership. Only when I decided to move our church to a team-based ministry did I begin to learn what shared ministry really meant. In the past I would have argued our Read more…<\/a><\/p>\n","protected":false},"author":30,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"tax_ctp_authors":[],"tax_ctp_books":[],"tax_ctp_categories":[154],"tax_ctp_field_guide_subcategory":[],"tax_ctp_field_guides":[],"tax_ctp_format":[131],"tax_ctp_multimedia":[],"tax_ctp_point_editor":[],"tax_publications":[663,664,156],"tax_ctp_tags":[3604,3613,4352,5127],"tax_ctp_topics":[],"class_list":["post-21205","post","type-post","status-publish","format-standard","hentry","tax_publications-1999-leadership-journal","tax_publications-fall_1999-leadership-journal","tax_publications-leadership-journal","tax_ctp_tags-church-attendance","tax_ctp_tags-church-leadership","tax_ctp_tags-leadership-development","tax_ctp_tags-teamwork"],"acf":{"scripture_references":null},"yoast_head":"\nBuilding Your Leaders - CT Pastors<\/title>\n<meta name=\"description\" content=\"How to develop key people "You have to learn to share." 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