Nearly every pastor of an evangelical church looks for ways to “make disciples”. It is one thing to have a mission statement that declares “discipleship” as the means of growing the church; the “how” of discipleship is much more complicated.
Some churches establish very detailed classroom environments with set days of the week where they share plenty of scripture and often times a component of teaching. Perhaps the participants interact around that scripture as well. However, some of the most effective churches in “making disciples” (based on the level of participation in all areas of the church’s life) have embraced the model where almost everything happens in a small group….
One of the things that voracious learners do, is to find and follow closely trusted and proven leaders who are both older and younger, than themselves. (At this point, the second part is easy for me!)
It also helps when you find other leaders who have similar values, priorities and goals as you do. At times, I don’t mind reading things from folks that see the Kingdom differently, but when you get too much of that, you rarely move your own vision ahead.
Here’s a recent post from Tony Morgan, a younger leader who is ‘down to earth’; but creative and hungry to do the will of God. I found these questions were thoughtful, if not profound.
“Succession planning is a critical task for any effective chief executive. You owe it to yourself, and more important, to the people in your (company) to do it right.” That brief quote from David Novak, CEO of YUM! Brands (KFC, Pizza Hut, Taco Bell, etc.) has been widely accepted by corporate boards across America.
However, churches have not been as open to the recognition of the rather severe implications of not approaching succession as the very intensive process that it is. In fact, my research shows that most churches feel like they’ve done a good job when they send off their pastor with appropriate appreciation and then begin to look for a new pastor with little or no involvement of the congregation.
The facts reveal that 75-80% of all “church successions” fail because the people have not been adequately prepared or involved in the process of helping to make this critical leadership decision.
One of our primary objectives in establishing the Passavant Leadership Group was to help churches discover a process whereby they might engage their congregation, access appropriate resources, find the right fit for their needs and appropriately integrate the incoming pastor into the church’s mission and vision….