Values

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

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

3. Mission • To determine actual Mission (Purpose) • List All Congregational Activities (Ministries) • Then ask the question WHY? Only 3 possible answers to the question, WHY?

4. Mission ….the question, WHY? 1. We conduct our ministries (primarily) for ourselves!

5. Mission ….the question, WHY? 2. We conduct our ministries (primarily) for those not here yet!

6. Mission ….the question WHY? • We conduct our ministries (primarily) for both: • ourselves • those not here yet Crucial question must then be asked . . .

7. Mission ….Who gets served first? If the answer is “those not here yet” – OUTWARD FOCUS If the answer is “ourselves” – INWARD FOCUS

8. Churches that have plateaued at 150-250 experience tension in creating a new life-cycle between: • Pioneers • Homesteaders

9. Pioneers and Homesteaders:

10. Vision ( Changing the world) Three key issues: • Mission • Vision • Values

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

12. Vision Vision is the answer to the question: What will the community & church look like in 5-10 years if we implement our mission well?

13. Vision Key question: Is your vision expressed in relation to your . . . CONGREGATION or COMMUNITY?

14. Values For a congregation to move to an OUTWARD focused mission & a VISION of a changed community it must go through stress!

15. Going up the lifecycle means: Adulthood Birth Death Outward focused Mission Vision of a changed community Values consistent with mission & vision

16. Relationships(People connecting with people) • People are NOT looking for friendly congregations. • People are looking forFRIENDS. (People must be able to develop meaningful and sustained relationships as quickly as possible.)

17. Relationships(People connecting with people) • People are NOT looking for friendly congregations. • People are looking forFRIENDS. (People must be able to develop meaningful and sustained relationships as quickly as possible.)

18. RELATIONSHIPSSeven Key Concepts

19. Relationships • Full legos are people with saturated relationships (can have no more). • Partially full legos are people with unsaturated relationships (can have more). People are like LEGOS

20. Relationships Everyone is seeking a place where they are valued for who they ARE– not for what they DO. THIRD PLACES

21. Relationships GROUP DYNAMICS • Large groups – Unity around celebration & mission • Mid-sized groups – Fellowship & teaching • Small groups – Intimacy & accountability

22. Relationships TRANSITIONS: People do not resist CHANGE, they resist the LOSS of: • What was comfortable • What provided status • What enabled them to have influence • What made them significant

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

24. Relationships 5 types of people in the congregation • 1 Thessalonians 5.12-15 • VIP…those who work hard-verse 12-13 • VTP…those who are timid-verse 14 • VNP…with everyone else-verse 14 • VHP…those who are weak-verse 14 • VDP…those who are idle-verse 14

25. Relationships: Types • VIP…those who work hard • Respect • VTP…those who are timid • Encourage • VNP…with everyone else • Patient • VHP…those who are weak • Help • VDP…those who are idle • Warn

26. Relationships: TypesVIP-Very Important People • They do the work • They actively support the work ($) • They are leaders & non leaders • All are consistent and dependable • They support leaders • You must spend time to respect and honor these valuable people

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

28. Relationships: TypesVNP-Very Nice People • Avoid the work • Not willing to go out of comfort zone • Comfort is their lid • Give small amount to ministry • Fill up space until crisis • You must be patient to keep relationship open until crises opens their life

29. Relationships: TypesVHP-Very Hurting People • They have needs • They bring a lot of baggage • They have are willing to work on issues • They respond to wholeness • You must provide help through resources or counseling to bring order and healing

30. Relationships: TypesVDP-Very Draining People • They are the work • They will suck leadership dry • They use excuses for lack of progress • They never honor boundaries • Viet Cong • You must warn them or test to see if they will get help • 1 Timothy 3.10

31. Relationships: TypesSpiritual Gifts • The Purpose: • 1 Corinthians 12 • The Scope: • Inside the Body • Outside the Body • The Venue: • Within the Mission

32. SEVEN KEY CONCEPTS Relationships: People Connecting with People • Legos • Third Places • Group Dynamics • Transitions • Niche • Five Types • Spiritual Gifts

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

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

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

36. Ministries How are these ministries developed and conducted? • Meet cultural expectations (missionary thinking) • Must occur even if people must be paid to make them happen • Are staff-led (staff people can be volunteer, part-time, or full-time)

37. Structure Management is like the skeleton in the body. • If it can be seen, the body is in trouble. • If there is too little, the body is in trouble. • If it does not grow, the body is in trouble.

38. Going up the lifecycle means: Adulthood Birth Death Pastor functions as leader

39. Going down the lifecycle means: Adulthood Birth Death Pastor functions as chaplain

40. Structure: Biblical Team Model of Church Leadership • Ephesians 4:11It was he who gave some to be apostles, some to be prophets, some to be evangelists, and some to be pastorsand teachers, 12to prepare God's people for works of service, so that the body of Christ may be built up 13until we all reach unity in the faith and in the knowledge of the Son of God and become mature, attaining to the whole measure of the fullness of Christ.

41. Structure: Five Potential Team Roles in Leadership • Apostles • Prophets • Evangelists • Shepherds • Teachers

42. Structure:Where have the APE’s gone? • America for the last 200 years was predominantly a Christian Culture • Within a Christian Culture only two are needed • Shepherds • Teachers • But now we live in a post-Christian world

43. Structure:Three Approaches to Pastoral Leadership • BUREAUCRATICResponsibility- Authority =“Safe” Structure, but Not Effective ACCOUNTABLEResponsibility + Authority + Accountability =Safe and Effective Structure AUTHORITARIANResponsibility + Authority =“Effective” Structure, but Not Safe

44. Structure: Culture of Control vs. Culture of Trust The pastor controls the ministriesof the church to see that the people do things a certain way. The people control the leadershipof the church to see that the pastor does things a certain way. Pastor and people treat each other like childrenbecause doing things a certain way is more important than bearing much fruit. The pastor entrusts the ministries of the church to the people to see that the people bear much fruit. The people entrusts the leadership of the church to the pastor to see that the pastor bears much fruit. Pastor and people treat each other like adults because bearing much fruit is more important than doing things a certain way.

45. Structure Healthy congregational management systems require the implementation of three concepts: • The pastor must be developing as a leader and developing other leaders. • Congregational growth is in proportion to the development of leaders. • The pastor develops three groups of leaders: • The staff (paid & volunteer) • The governing board • key leaders in the congregation

46. Structure • Leadership marries three key ideas: • Authority: The power to conduct ministry tasks • Responsibility: The ministries that enable the mission to occur • Accountability: Evaluating how well leaders accomplish ministry (Note: Groups cannot lead or be held accountable, therefore the focus in on INDIVIDUALS!)

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

48. Structure:Conclusion • Vision: Mission – Outward • Vision: How change the community & church • Vision: Values – Beliefs consistent with the mission & vision Healthy growing congregations are always ascending the life cycle (even if they have to create new ones).

49. Structure:Imagine you are part of an Amazon tribe . . .

50. Structure:Elders keep the pastor up the tree!