5 Signs of an Up and Coming Leader

In 1 Samuel 10 Saul is anointed as King over Israel. As soon as he was anointed as the leader, 5 signs occurred that I see in the leaders of today (or I should say the great anointed leaders of today).

New Heart

God changed everything about him. His new heart gave him the compassion, the passion & determination to lead. He had a new found ability to control his emotions and thoughts in ways he never knew before. A new heart from God, brings new priorities & paths.

New Words

He prophesied with the prophets. He spoke about the things & plans of God with boldness and great conviction. This is certainly the characteristic of an anointed leader! He hears from God, and proclaims it with boldness. Not walking in fear of man, but in reverent fear of God!

New Followers

“Valiant” men immediately were called by God to go to his side. When you are an anointed leader, God will always send valiant men & women to surround you and hold up your arms. They will guard you, speak life into you, and also the truth-even if it hurts.

New Enemies

When you are truly an anointed leader, the vision God whispers in your ear and those words you hear from God and proclaim, will draw critics and enemies out of the wood work! Don’t be caught off guard. Great leaders have great enemies!

New Authority

“Do whatever the occasion requires, for God is with you.” God raises up great leaders for great purposes. When they begin to put everything in place to fulfill that great purpose, many decisions will have to be made. Great leaders show humility, honor & confidence in decision making.

Those following them trust them, because they can see God’s anointing on their lives. They know they hear from God, and are determined to do what God says, and only what God says!

So, the question should be: If you are a leader do you have all of these signs? If you don’t, maybe God hasn’t brought you to your full place of leadership yet. Be patient, you can’t rush the process! Saul lost his anointing for being impatient!

 

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ABOUT THE AUTHOR

Artie Davis

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

Unlocking Creativity Through Laughter

One of the consistent challenges of creating compelling environments is finding new, fresh ways to engage the hearts of people. In my years as a worship leader, I facilitated many brainstorming sessions with different teams to come up with service elements that would communicate clearly and engage people deeply.

Collaborative brainstorming can be tough work. There are all sorts of things to be considered, like who gets invited, who facilitates, and what is the goal. But the simple truth is that with the right people in the room, even if it’s only 2 or 3 people, brainstorming can yield some amazing results.

While there are many ways to get to ideas in a collaborative setting, one of my favorites is laughter. When a room gets laughing, great ideas seem to follow. Why is that? I have a few theories.

1. Laughter reduces stress. 

Do a quick search for “laughter is the best medicine” and you’ll find all sorts of articles detailing the multiple positive physical effects of laughing. Endorphins (the body’s natural feel-good chemicals) get released. A good laugh releases muscle tension and stress. Laughter (through the release of endorphins) can even temporarily relieve pain. All of these things promote a relaxed body and mind, allowing ideas to flow more freely.

2. Real laughter requires vulnerability.

I’m not talking about nervous laughter here. That’s not going to help any brainstorming session. I’m talking about from-your-gut-can’t-stop-falling-off-your-chair-crying-a-little-bit laughter. That kind of laughter only happens when you let your guard down. Guarded collaboration will lead to shallow ideas. You’ve got to be willing to put yourself out there and there’s something about laughter that enhances teamwork and bonds people together.

3. Thinking free leads to laughter.

In The Contrarian’s Guide to Leadership, author Steven Sample describes the concept of “thinking free.” The brain develops normal pathways over time, which leads to what most of us refer to as “thinking inside the box.” The truth is that this is helpful in many ways—it allows us to quickly and easily execute tasks that we have to do on a repeated basis throughout the day. But these synaptic pathways, or brain ruts as I call them, are the enemy of creativity. We have to get free of those pathways in a creative session. Steven Sample suggests that we start by considering completely ridiculous ideas to break free and create new pathways.

For example, if you’re brainstorming an opening for a service about God’s love and care, imagine an opening number with talking sparrows singing a song titled, “He Even Cares for Us.” But in order to really break out of brain ruts, you have to play out an idea as far as you can…usually until you’re laughing. (What if the sparrows each had a different colored leaf and the choreography ended with them flying together and forming the giant image of a heart over the congregation’s heads? AND…the moment wouldn’t be complete unless one sparrow dramatically grasped its throat, swerved erratically around the auditorium and then fell to the ground as if dead. The music would stop, the sparrows would let out a collective gasp, and the lead sparrow would simply and quietly say, “God saw that.” Then, segue into a tender version of “His Eye is on the Sparrow” as the sparrows gently lift their fallen comrade and slowly carry him off stage in a sort of funeral procession. That’s thinking free.)

Maybe I got a little carried away (so did the sparrow, though). The point is that laughter is just plain fun. Collaborative creativity is best done by a group of people that are willing to share dumb ideas to get to good ones, to have fun together. Making laughter and even a bit of silliness acceptable in your brainstorming sessions is imperative from my point of view.

Here are a few practical tips about integrating laughter into your creative sessions.

    • Talk about laughter at the beginning of your session. Maybe you could read an article together about how laughter can unlock creativity (where would find an article like that?). Normalize it. Make it OK to laugh.
    • Share ridiculous ideas about singing sparrows with choreography (or something even better) to free your mind from brain ruts and get everyone laughing. Keep pushing the ideas until everyone is laughing and someone is crying (from all the laughing).
    • After you’ve had a good laugh, gently shift the conversation by saying something like, “That was great. We’ll certainly keep those ideas in the vault (because they’re never coming out!). How else could we convey this idea?”

Laughter certainly is great medicine. And if you’re afflicted with brain ruts and anemic ideas, it just might be the cure for your collaborative creative sessions and lead to compelling service elements.

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ABOUT THE AUTHOR

Steve Finkill

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

7 Specific Behaviors to Improve Your Communication and Leadership Effectiveness

Business, political and religious leaders around the world aren’t getting much love these days.A study conducted by Ketchum showed deep dissatisfaction with leaders in “every category of human endeavor.” The global PR firm’s 2012 Leadership Communication Monitorreports a gap of 28 percent between the public’s expectations of leaders and those leaders’ ability to meet those expectations. Only 25 percent of those surveyed feel that our leaders are demonstrating excellent leadership overall.And we are cynical — we expect leaders to be mediocre.But the data also revealed what people want and expect from their leaders.
“The magic formula is straight-talking, action-oriented leadership, powered by honest, transparent communication — with the leader’s personal presence being a critical ingredient,” writes Rod Cartwright, director of Ketchum’s Global Corporate Practice.The research points to seven specific behaviors to improve communication and leadership effectiveness. Ketchum spells them out:

  1. Close the say-do gap. Lead by example, have the courage and commitment to act, and keep a level head during difficult times.
  2. Strong, silent types need not apply. Communicate clearly and consistently, and with humility. Be willing to admit mistakes. Be able to bring out the best in others, and adapt to different personality types.
  3. Don’t sugar-coat it. Speak the truth with purpose and without ambiguity. People can handle a challenge if they understand it and if they have confidence their leader is being straight with them. Explain the issue, explain your plan for addressing it and ask for their help.
  4. Listen, analyze and adjust. Different situations require different leadership styles and skills, i.e. directing, listening, delegating or partnering. Each has corresponding communication needs. Step 1 is to recognize the leadership and communication needs of the situation, and step 2 is to adjust the leadership and communication style to meet those needs.
  5. The way to be seen as trustworthy is to be trustworthy. For individuals or organizations to be seen as leaders, nothing rated higher than trustworthiness, trumping even quality of management, financial strength and innovation.
  6. Let them look you in the eyes. Face-to-face communication is by far the communication channel that creates the greatest sense of leadership credibility.
  7. Traditional is traditional for a reason. How a leader communicates through traditional broadcast and print media is markedly more effective in building trust and leadership credibility than what is communicated through advertising, owned Web sites and social media channels — unless you’re a politician, in which case credibility is fundamentally lacking regardless of the channel.

 

Read more from CCL here.

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ABOUT THE AUTHOR

Center for Creative Leadership

The Center for Creative Leadership (CCL®) offers what no one else can: an exclusive focus on leadership education and research and unparalleled expertise in solving the leadership challenges of individuals and organizations everywhere. We equip clients around the world with the skills and insight to achieve more than they thought possible through creative leadership.

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Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

Be a Finisher

I love leaders who execute.

Leaders who get it done.

Leaders who can take a project across the finish line.

When it comes to hiring new employees, no other characteristic is more important than someone who can finish. It is the #1 trait related to work ethic that I look for in a new hire.

Anyone can come up with a new idea, a new concept, a new pithy word, a new organization, or a new perspective. What ultimately matters is whether you can take an idea from concept to completion. And to do that, you have to have finishers on your team. The folks who are intrinsically wired to make things happen, and bulldog their way to the finish line. They find joy in checking things off the list. But not just a task machine. Anyone can take an order and then go complete it. What matters is whether you can carry the ball all the way down the field and cross the finish line.

Take a moment and think about who that is on your team. If you don’t have someone in this role, go find them immediately. This is incredibly important if you are the leader- you have to have someone on your team in whom you have ultimate confidence that if you hand them a project, they will get it done… and without your constant management of them. The answer can’t constantly be “we’re still working on it….”. That is an excuse for either being lazy or unfocused. You’re either moving forward or backwards.

For our team here at Catalyst, it is imperative that everyone plays the finisher role. Now some have to more than others, but no one can only be the “idea” person. Everyone is required to execute and own projects from start to finish. It’s a non-negotiable. We take incredible pride in being able to take a concept and turn it into a finished project. This is a distinctive part of our culture here. We’re serious about it. It’s part of our DNA.

Be a finisher.

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ABOUT THE AUTHOR

Brad Lomenick

Brad Lomenick

In a nutshell, I’m an Oklahoma boy now residing in the South. I am a passionate follower of Christ, and have the privilege of leading and directing a movement of young leaders called Catalyst. We see our role as equipping, inspiring, and releasing the next generation of young Christian leaders, and do this through events, resources, consulting, content and connecting a community of like-minded Catalysts all over the world. I appreciate the chance to continually connect with and collaborate alongside leaders.

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Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

Looking Ahead to 2013: What Should the Church Expect?

If you do not make assumptions about the future, then you are not leading. Good leaders constantly assess the cultural climate. In other words, they do research. Good leaders are also willing to change their assumptions. In other words, they are flexible.  Holding firm to assumptions from the Y2K era is about as relevant as giving a set of Pokemon cards to your kids this year for Christmas.

So at the end of every year, I pause to challenge my underlying assumptions of what I believe the future holds. Vision is a key to leadership, and the nature of vision requires an assumption of what will happen in the future. Therefore, you cannot lead unless you are thinking about the future.

In a recent article about Ford Motor Company, the head of their trends and futuring department revealed several assumptions about the coming year. Though Ford is trying to determine consumer demand for automobiles three years in advance, their research is valuable to the church because they are assessing global trends within sociology, economics, technology, and politics, among others.

So what trends should the church expect to help define the cultural climate of 2013? More specifically, what assumptions do people have about organizations right now? The Ford consumer environment report has a lot of commonalities with current church research. I’ve listed below a few general, qualitative assumptions for church leaders to consider.

Lack of organizational trust. The fiscal cliff, BP, News International, bank after bank, public sector or private sector—the list of examples is long. Brand trust, organizational trust, and institutional trust are all low.  We’re foolish to think this lack of trust in the culture does not apply to the church. The best way to combat a general lack of organizational trust is to build a specific reputation as a trustworthy church. You may not trust car mechanics—generally—but you probably put forth effort to find one you do trust. And the way you find the trustworthy mechanic is through word-of-mouth. It’s the same with doctors. I recently spent considerable time asking people about the best doctor in a particular field. People may not trust churches organizationally as a whole, but a specific reputation as a trustworthy church spreads rapidly through word-of-mouth.

Desire for accountability in leadership. The single most neglected leadership behavior among executives is… accountability. And it’s the most neglected leadership behavior from a global perspective. It should come as no surprise that people recognize the pervasive culture of unaccountability and desire leaders who not only hold others accountable but are also willing to be held accountable. A lack of leadership accountability precipitates almost every church scandal. People desire accountability. From a biblical perspective, the church should be well-positioned to fill this desire. Ironically, many church leaders avoid it.

Fickle commitment. Gone are the days of working for a company for 50 years. People were once loyal to a single employer. Those employers once went to great lengths to take care of their employees. It just doesn’t happen anymore. Over 90 percent of millennials expect to stay at a job for less than three years. Why would we expect anything different for the church? Many reasons exist as to why people church hop, but a large driving factor is the cultural force of fickleness. A church can build commitment levels by having a culture of high expectations. When these expectations are communicated clearly and upfront, the people that commit are more likely to stick.

Intimacy within the crowd. We are quickly becoming an urban society. Big cities are getting bigger. Big churches are getting bigger. People are leaving the countryside in favor of the concrete jungle. The gravitational pull of large cities and large churches will continue for a generation, at least. But the draw of the city and the large church does not mean people eschew intimacy. In fact, the crowds of megacities and megachurches mean people are more intentional about trying to find intimacy. Healthy churches will get bigger by getting smaller. In this era of urbanization, small group settings are arguably more important now than at any point in our history. Quite simply, you will not keep people in a large worship service for long without also connecting them to a small group.

Weariness of overwhelming amounts of information. Hyperlinks, RSS feeds, and Twitter—all are great until you just get overwhelmed. Access to information is no longer a problem. Everyone is talking, and it’s posted all over the Internet hinterland. Now people just want to know who to listen to. In the overwhelming, loud complexity of our culture, the church should be a solace of simplicity and clarity. Of course, most church leaders try to make their church simple for them. Making a church simple for the people, however, is tremendously difficult and entirely complex for the leadership. As church leaders, we’ve made simple about us. It’s time we make church simple for the people.

Projecting the cultural climate ten years out is about as exact as nailing the tenth day in a ten-day forecast. But there is great value in assessing your assumptions about the direction of the culture, especially within the next year or two. Our culture is constantly changing. What people think about organizations is changing. As a leader, you must become a student of the culture to recognize these changes, and you must be flexible enough to rework your assumptions when necessary.

Read more from Sam here.
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ABOUT THE AUTHOR

Sam Rainer III

Sam serves as lead pastor of West Bradenton Baptist Church. He is also the president of Rainer Research, and he is the co-founder/co-owner of Rainer Publishing. His desire is to provide answers for better church health. Sam is author of the book, Obstacles in the Established Church, and the co-author of the book, Essential Church. He is an editorial advisor/contributor at Church Executive magazine. He has also served as a consulting editor at Outreach magazine. He has written over 150 articles on church health for numerous publications, and he is a frequent conference speaker. Before submitting to the call of ministry, Sam worked in a procurement consulting role for Fortune 1000 companies. Sam holds a B.S. in Finance and Marketing from the University of South Carolina, an M.A. in Missiology from Southern Seminary, and a Ph.D. in Leadership Studies at Dallas Baptist University.

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COMMENTS

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Mr. Jon Whiteway — 01/08/13 9:59 am

Truly appreciate this post! It will be extremely helpful to leaders within multiple roles. Your statement about assessing our assumptions really resonated with me. As a Marine Corps Infantry Officer I've been told it's my job to make assumptions when planning missions. This is only acceptable, however, if I use the most up-to-date information to craft a course of action that I assume will change upon execution in conjunction with an emphasis on the envisioned endstate of the engagement. Thank you for challenging our assumptions on making assumptions as well as disseminating some of this critical up-to-date information!

Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

Your Church and the Art of Neighboring

I met Jay Pathak in some consultation work I’ve done with the Vineyard. I was immediately struck by his passion for the community and the mission.

So, when he published The Art of Neighboring, I was excited to endorse it. The book is getting strong reviews on the web, and I wanted you to hear more about it through this interview. There are also some related free resources at their website for the book.

I recently asked Jay and his coauthor Dave a few questions about the book.

You discuss how your assistant city manager talked about how Christians and non-Christians neighbored in the community. What did she say and how did you guys respond?

We invited our assistant city manager to speak with us as a group of pastors, and one of the things she said stopped us in our tracks:

“From the cities perspective there’s not a notciable difference in how Christians and non-Christians relate to their actual neighbors.”

We had been looking for an initiative to take on as pastors, and that’s when we knew we had it. We needed to take the Great Commandment seriously and literally. Starting with our actual geographic neighbors, and then we needed to encourage the people in our churches to do the same.

What if Jesus was asking us to love our actual neighbors?

When Jesus says that all the law and the prophets are summed up in this:

Love the Lord your God with all your heart, mind, and soul. And love your neighbor as yourself.

It’s easy to be busy doing ministry, but not engaging your literal neighbors. By the time you come home you can be too tired to even notice your neighbors, let alone love and serve them. But that’s when it hit us: Jesus is a genius. He gave us a strategy that could touch every household in our city, the only problem is that hardly any Christians are actually trying it.

What’s the main reason Christians fail to take the Great Commandment seriously?

We have turned the Great Commandment into a metaphor. We try to take Jesus seriously when he tells us that anyone in need is our neighbor, that even our enemy is our neighbor. We make bumper stickers, t-shirts and posters about loving our neighbor, but don’t even know those that live 30 feet away from our house.

When everyone is our neighbor, no one is our neighbor. We love a metaphoric neighbor with metaphoric love and the metaphoric gospel changes our city… metaphorically of course.

We need to start somewhere, and why not just start with our actual geographic neighbors?

Explain to the readers what the “Chart of Shame” is.

We prefer to call it a “Block Map” (download the map here) This has been a tool we’ve used with many people to help them identify where they stand right now with their neighbors.

We ask people to write out the names of those that live in the closest proximity to them. Most struggle to do this.

We aren’t theologians or poets, so we probably aren’t qualified to talk about love… but we’re pretty sure that loving someone might begin with knowing their name. Or at least making an attempt to know their name.

This is a starting point for being a good neighbor, knowing and retaining the names of your neighbors.

Every homeowner/buyer wants a big backyard. Why might that be counterintuitive for being a good neighbor?

Many of us use our backyards as our primary outdoor space. We have six foot security fences and only venture into our front yards in order to get to and from our cars. Houses used to have front porches so that you could see everyone walking by. In most neighborhoods we moved our interactions to the backyard and as a result we have less interaction with our neighbors.

If we want to be a great neighbor we can start by moving to the front yard so we can be visible to those that surround us. This is a small step we can take to begin to get to know our neighbors.

What are some of the obstacles to overcome when moving from stranger to an acquaintance to a relationship?

One obstacle is learning and retaining the names of our neighbors. It makes a big difference if you can say “Hey Joe” instead of “Hey Bro.” Instead of our neighbors being invisible, we actually begin to see them as real people with real names.

In what way are my motives in neighboring important?

No one wants to be a project. Too often Christians are nice to people in order to get someone to believe what they do. Many of us have been trained to serve others in order to get an opportunity to give a tract, or share our faith. This often comes off as fake, salesy and cheap. Many people around us are wary of the “bait and switch” tactics of evangelical Christians. Not only are they wary, but many believers themselves are tired of feeling guilty and pressured about sharing their faith.

To truly love people we need to stop believing we’re to only be kind to people in order to share our faith. We’re called to be kind to people because we are converted, not in order to convert them.

This doesn’t mean that we shouldn’t share our faith, or that we should be nervous to do so. When it comes to neighboring, you will find yourself in a number of deep conversations and if you love Jesus it would only be natural to talk about Him.

We’re still naïve enough to believe that people will share what they love. If you truly love Jesus and you seek to love your neighbors, you will end up talking about Jesus. If you don’t talk about Jesus, you might want to ask yourself why that is the case. Either you don’t have a relationship with Jesus that naturally flows out into your life, or you don’t love those around you enough to share the deepest parts of your life.

Let’s be clear: The Art of Neighboring isn’t an evangelism strategy. However, when Christians do this people begin to follow Jesus all around them.

What’s the importance of setting boundaries as neighbors?

When you start to love your neighbors, it will be messy. Most of the time we choose those that we want to love, and we choose people that are like us and won’t be too much of a strain on our lives. When we begin to love and serve our neighbors we eventually come across someone who is in real need. Usually they haven’t had someone who truly loves them and they are unsure of how to react to the relationship.

Their needs can begin to overwhelm our capacity. And we need to have a clear sense of the difference between being responsible for others and responsible to others. (We are borrowing this language from the great book Boundaries by Cloud and Townsend.)

Read more from Ed here.
Read more from Jay here.
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ABOUT THE AUTHOR

Ed Stetzer

Ed Stetzer

Ed Stetzer, Ph.D., holds the Billy Graham Chair of Church, Mission, and Evangelism at Wheaton College and serves as Executive Director of the Billy Graham Center for Evangelism. He has planted, revitalized, and pastored churches, trained pastors and church planters on six continents, holds two masters degrees and two doctorates, and has written dozens of articles and books. Previously, he served as Executive Director of LifeWay Research. Stetzer is a contributing editor for Christianity Today, a columnist for Outreach Magazine, and is frequently cited or interviewed in news outlets such as USAToday and CNN. He serves as interim pastor of Moody Church in Chicago.

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comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

Developing an Innovation Checklist in Your Leadership Pipeline

A deliberate focus on innovation is critical for organizational growth and development. To truly lead innovation, pay special attention to this checklist:

  • Culture that supports innovation. Culture can kill strategy, so pay constant attention to ways you can build and maintain a culture of innovation. It is vital if you want to ensure your strategy has a chance of survival.
  • People with the right mindset. Having the right tools and developing the right skills without the right mindset is like having a high-performance automobile without gasoline. Leaders must be role models and encourage people to develop their ability to defer judgment, tolerate ambiguity and be genuinely curious.
  • Enabling processes and systems. To break down the organizational barriers to innovation, ensure that people have appropriate governance, funding, resources, support and access to decision-makers.
  • Room to run with ideas. Innovation rarely works according to plan. It flourishes only in a culture where it’s possible for people to try, make mistakes and learn from what happens.
  • A culture of telling “what,” rather than “how.” Finally, remember that the leader’s job is not to tell people how to do things, nor is it to have all the great ideas. Nothing kills innovation more than the “know-it-all leader.” Ensure that you model appropriate humility, offer up your best challenge and then get out of the way to let people amaze you with novel, useful and potentially valuable solutions.

This checklist — along with the toolset, skillset and mindset needed to lead innovation — can be found in “Becoming a leader who fosters innovation,” a CCL white paper by David Horth and Jonathan Vehar. Vehar also writes about innovation on the Leading Effectively blog.

Read more from CCL here.

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ABOUT THE AUTHOR

Center for Creative Leadership

The Center for Creative Leadership (CCL®) offers what no one else can: an exclusive focus on leadership education and research and unparalleled expertise in solving the leadership challenges of individuals and organizations everywhere. We equip clients around the world with the skills and insight to achieve more than they thought possible through creative leadership.

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Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

Transformational Teaching as Songwriting

Who’s your favorite songwriter? That usually depends on your musical taste—it could be anyone from the Beatles to Bono to Billy Joel. All great songwriters have the ability to move us deeply through their work, engaging our hearts and minds about both the trivial and the philosophical. A great song is a snapshot of life, of reality, that leaves you somehow clearer and lighter.

Your goal for every message, for every teaching moment, should be to challenge, expose, and transform people’s underlying beliefs about reality—their core beliefs—not just to communicate information. Transformational teaching must connect with the heart and the soul, not just the head. Isn’t that what great songs do? This leads me to believe that we can learn a few things from great songwriters that will make our times of teaching more effective and more transformational if we can learn to master them.

1. Think arc, not outline.

“What do I want people to feel?” This is the question that will help you craft your message in terms of arc, not outline. For decades, most teachers have leaned far to the left-brain when preparing messages, focusing all of the attention on precise theological language and a systematic presentation. This is great for academic lectures and communicating information, but does it produce transformation?

Great songwriters think about the arc of the song. What do I want people to feel at the different stages of the song? What will it take to move people there? This is a more right-brain approach to message development, but it’s imperative for transformational teaching.

Recently, I attended a service where the message was about prejudice. I don’t remember the key passage for the day or the three points of the pastor’s outline (maybe it would have helped if they all started with “p” or something), but I do remember how I felt at the end of the message. He told a memorable story that connected with me on an emotional level—that’s what hit me that day. The powerful combination of theological truth communicated in a way that connected emotionally is what made the difference.

So when you start thinking about your next message, don’t just think about what you want people to know, think about what you want them to feel.

2. What’s the refrain?

Almost every great song has a memorable chorus, a repeated section with a melody and lyrical combination that sticks in your brain.

So what’s the refrain in your next message? What will people remember? One of the best examples of a refrain in speaking is “I Have a Dream” in Martin Luther King, Jr.’s famous speech.

If you’re thinking arc and refrain instead of outline and main idea, you may find it helpful to use a standard song form for your next message: verse, refrain, verse 2, refrain, bridge, and finally, refrain with a twist.

In the first verse, you introduce the idea enough that the refrain will make sense when people hear it for the for first time. In the second verse, you expand on the idea, giving more depth and detail before returning to the refrain, reinforcing the emotional impact of it. The bridge is usually a short section that changes the timbre or focus of the song in an interesting or unexpected way, building an emotional tension that releases in the final refrain. But most times, the final refrain has a twist that sets it apart—maybe the instruments drop out or the melody shifts slightly—but it’s still the refrain, still reinforcing the memorable and powerful hook that resonates after the song is over.

Great songwriters know how to take the elements of verse, refrain, and bridge and weave them together in ways that capture and keep the listener’s attention and moves them along an emotional arc. And it’s the refrain that holds it all together. Sounds like a great approach to message prep, too.

3. Passion is key.

This one almost goes without saying, but when I think of great songs, passion is a key element. If the songwriter doesn’t feel something deeply about the subject matter, it’s not going to be a great song. The same is true of a great message.

If you’ve chosen a passage or a topic that doesn’t excite you or make you angry or incite hope or something, don’t speak on it! Or, find someone who is passionate about it and listen to them for a while. (Passion is contagious.) Or, think about the topic or passage from another angle until you get passionate about it.

We all express ourselves in different ways, so I’m not saying that passion is going to come out of all of us the same. But it’s easy to see if the person who’s speaking cares about what they’re saying or not. By the time you reach the moment you begin to speak, you should feel like you’re going to explode if you don’t get a chance to say what you came to say.

If you’re not passionate about it, change it—talk about anything else. Or, call your worship leader and tell him or her that you’ve decided to have an extended worship time on Sunday. I’m sure your congregation wouldn’t mind if you stood up and talked for 5 or 10 minutes about something you feel passionate about rather than ramble on for 40 minutes just because “you’re supposed to” or because “it’s what’s next in the series.” I’m all for message planning and calendars (I was a worship leader for 13 years), but I’d rather listen to someone who’s passionate about something than just someone who planned to speak on something. Give us passion, please!

4. Rhythm, tempo, and volume matter.

As I’ve said before, we all have different styles and ways of communicating. I’m not advocating for a certain style here, just reminding you that if you want to connect with people emotionally, keep them engaged, and move them to a place where their core beliefs are exposed and challenged, rhythm, tempo, and volume matter.

I’ve spoken in public hundreds of times, but I still rehearse (at least the key sections). I’ll tweak and practice my phrasing and wording over and over to get the rhythm right. It might be making sure that I leave enough space between statements or that a powerful section builds quickly enough or that I’ve found just the right word to complete a section. Obviously, all of this is done in submission to God’s Spirit, but the way you deliver the message God has put on your heart is a skill and an art that He can use to bring real change. I’ve seen it happen…and I’ve experienced it myself.

And in your delivery, it’s not about finding the one thing that works. It’s about using all these tools to communicate the idea at hand. Great songwriters can compose a hopeful, driving tune one day and crank out a gentle, heartfelt ballad the next. Don’t lock yourself in to one method or style. Experiment with how quickly you speak and how loud or soft you are throughout each message. The right tone, the right rhythm, can be the difference between holding and losing the attention of your listeners.

All of these ideas—arc, refrain, passion, delivery—are ways to think about crafting a message. In all of it, remember that you’re just a vessel, a carrier of God’s Spirit. People are going to feel what you communicate during a message more than they are going to remember what you say. So please, please don’t settle for an alliterated outline when you could move people emotionally, challenge and expose their assumptions and beliefs, and watch as God transforms them through the power of His Spirit and His Word.

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ABOUT THE AUTHOR

Steve Finkill

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COMMENTS

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Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

How to Win Your Team Again

Let’s assume for a minute that you’ve been putting some of the foundational, building-block things in place to foster and support healthy culture (things like clarifying the values, making sure teammates understand them, aligning recruiting and hiring strategies with them, etc). You could almost kind of think of these things as a framework. You’re trying to create the conditions within which healthy culture is more likely to happen.

But meaningful change isn’t just a mechanical thing that happens if we publish values and align our “stuff” around them. Those things help set the stage, but we have to find ways to help our people align around them.

And while I don’t think many of us would deny the need for that sort of stuff, and while it appears that in many organizations most managers and execs will nod and smile when asked if they’d prefer a great workplace environment; it’s important that we understand that just having the framework in place won’t automatically produce the things we all want to see in our respective organizations.

We can talk all we want about having an engaged workplace (or being more efficient, or having better training, or whatever), and we can even really want an engaged workplace (or those other things); but until we—meaning you, me, and every other manager or leader—start doing things as individual leaders to create that environment with our teams, it’s not going to happen across the organization.

So I think we—myself definitely included—need to take a look at what we’re doing to win our Team members. If we’ve got bitter Team members, we’ve got to do the uncomfortable work of admitting that we may have played at least some part in that; and then we need to put that vulnerability into practice. Find out what has them feeling what they feel (whether you feel like it’s fair that they feel that or not).

If we have folks that seem unhappy or that aren’t jiving with the culture stuff, we’ve got to dig in and figure out why that’s the case and what we can do to help them. It’s easier just to shrug our shoulders and wait for them to either get miserable enough that they leave or for them to work themselves all the way through the disciplinary process. But we can’t adopt that mindset. Will that stuff happen? Sure–it happens everywhere. But our goal has to be first to win them. We should take losing them personally.

The thing is—and whether it’s fair or not—much of this really does fall on what’s commonly referred to as “middle management.” That’s our branch and/or department managers. It’s those managers who generally have the widest reach, given that they likely have the lion’s share of the employees reporting to them. That’s where the rubber meets the road. That’s where much of the day-to-day interactions are going to happen. That’s where much of that magic happens if we’re doing it right. That’s not at all to say that that’s where all the responsibility lies. Not at all. But that is usually the front line.

So we’ve got to step up and own culture in our respective areas. We’ve got to take it personally in a sense. If we’ve got folks struggling in some way (like we all do), we’ve got to figure out how to help them. How to win trust. How to earn respect. How to work through the layers of resistance that have been formed over the months and years.

For example, say you’ve got people coming in late left and right and over and over again for months and months. Maybe you need to ask them why they’re not excited to get to work. Ask yourself why they’re not excited to get to work. How did they get to the point where they felt like it was OK to do that over and over again? Tardiness is just one random thing; it could be a bad attitude, sub par performance,  or some other thing.

It’s a big and tough responsibility, but that’s what we all signed up for when we accepted positions of leadership. We don’t get to just sit back and wait for change to happen on its own. We have to do what it takes to make it happen.

No team’s going to ever get the culture stuff down perfectly, but we can be consistently on the right trajectory. What we can’t do is let stuff snowball for days, weeks, months, and years. When that happens is when you’ll see an organization that’s had the same culture issues in the same spots for years. We’ll all have rough patches—no doubt. But it’s about what we’re doing with our teams when we’re in one of those patches.

It’s on all of us. We’ve got to win them.

Read more from Matt here.

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ABOUT THE AUTHOR

Matt Monge

Matt Monge

Matt is a cancer survivor who’s dead set on making the world a better place by helping organizations be better places to work. He’s currently Chief Culture Officer at Mazuma Credit Union, and also does speaking and consulting work to help other organizations with culture, development, recruiting, and leadership. He has been recognized as one of Credit Union Times’ “Trailblazers 40 Below,” and has spoken at national conferences for CUNA and NAFCU in addition to other events. He has written articles for Training magazine, the Credit Union Times, the Credit Union Executives Society, is a contributor for CU Insight, and an editor for CU Water Cooler. He is also a Training magazine Top 125 Award winner. Matt is earning his Master’s degree in Organizational Leadership from Gonzaga University.

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COMMENTS

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Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.

How Do You Face Change?

Change isn’t just something that gets pushed upon us. Change is also inspired, explored, embraced and created by leaders.The Center for Creative Leadership (CCL®) in the Europe, Middle East, Africa (EMEA) Region recently hosted “A Day for Change” to explore leadership through the lens of change. Clients, colleagues and leaders from diverse organizations gathered at CCL’s new campus in Brussels — a modern workspace designed to drive learning, interaction and creativity.Here, we touch on a few ideas and themes from the event. Adapt and Thrive through TRUST. Allison Maitland, author of Future Work says: Trust your people; Reward outcomes, not hours; Understand the business case; Start at the top; Treat people as individuals.3 Qualities for Thriving in Change. A mindset of adaptability. The ability to spot new opportunities. Foresight — envisioning where the future is headed.
Leading in a VUCA World. Volatility, Uncertainty, Complexity and Ambiguity are realities today and will continue to be so in the future. But leaders can transform VUCA, according to Bob Johansen, author of Leaders Make the Future: Ten New Leadership Skills for an Uncertain World:

  • Volatility yields to Vision.
  • Uncertainty yields to Understanding.
  • Complexity yields to Clarity.
  • Ambiguity Yields to Agility.

Change vs. Transition. Change is the flip of the switch — the decision or experience or introduction of that which is new or different. Transition is the process of adapting to the change. Most of us don’t factor in the challenge of transition. A change that takes 12 weeks to plan and implement typically takes 100 to 120 weeks to integrate. Poorly planned, it may take 200 weeks. Yet, managers and consultants rarely allow more than 26 weeks! Without providing time and attention to transition, organizations fail to see desired benefits of change efforts.

The Collaboration Gap. A CCL study asked senior executives two questions:

  • How important is it for you to collaborate across boundaries in your current role?
  • How effective are you at working collaboratively across boundaries in your organization?

The result: 86 percent said collaboration is “extremely important,” but just 7 percent described themselves as being “very effective” at doing so. How will leaders and organizations resolve this 79 percent gap?

The Power of “Unlearning.” Leaders must see their beliefs, assumptions and stories — and challenge themselves to unlearn what is outdated or invalid. Experiment, explore and try on new mindsets.

Mind Your Mind. The burgeoning field of neuroscience — the study of the nervous system and the brain — has gone mainstream. The race is on to translate its insights into practical applications at work. Implications for leader development include: self-regulation, cognitive health, learning agility and resilience.

The Collaborative Work Ethic. Principles of collaboration are: ownership, alignment, full responsibility, self-accountability, mutual respect, integrity and trust. What does collaboration look like in your organization?

 How do you face change?

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ABOUT THE AUTHOR

Center for Creative Leadership

The Center for Creative Leadership (CCL®) offers what no one else can: an exclusive focus on leadership education and research and unparalleled expertise in solving the leadership challenges of individuals and organizations everywhere. We equip clients around the world with the skills and insight to achieve more than they thought possible through creative leadership.

See more articles by >

COMMENTS

What say you? Leave a comment!

Recent Comments
comment_post_ID); ?> Thank you for this information. I'm going to use this article to improve my work with the Lord.
 
— Abel Singbeh
 
comment_post_ID); ?> Thank you Ed for sharing your insights into the Church Growth Movement. I have my reservations with Church Growth models because it has done more damage than good in the Body of Christ. Over the years, western churches are more focused on results, formulas and processes with little or no emphasis on membership and church discipline. Pastors and vocational leaders are burnt out because they're overworked. I do believe that the Church Growth model is a catalyst to two destructive groups: The New Apostolic Reformation and the Emerging Church. Both groups overlap and have a very loose definition. They're both focus on contemporary worship, expansion of church brand (franchising), and mobilizing volunteering members as 'leaders' to grow their ministry. Little focus on biblical study, apologetics and genuine missional work with no agenda besides preaching of the gospel.
 
— Dave
 
comment_post_ID); ?> Thank you for sharing such a good article. It is a great lesson I learned from this article. I am one of the leaders in Emmanuel united church of Ethiopia (A denomination with more-than 780 local churches through out the country). I am preparing a presentation on succession planning for local church leaders. It will help me for preparation If you send me more resources and recommend me books to read on the topic. I hope we may collaborate in advancing leadership capacity of our church. God Bless You and Your Ministry.
 
— Argaw Alemu
 

Clarity Process

Three effective ways to start moving toward clarity right now.