Lessons in Leadership

Below are my notes from a conference I attended on Church Leadership. There are a few things I'm not  100% convinced by - but overall I think it's pretty sage advice. I've not mentioned where the conf was just in case I've inadvertently misrepresented anything they said.
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Pastoral Care

Had debated splitting membership into Alphabetical Blocks – but decided to leave PC as a general/organic thing – to let relationships form and be managed naturally across the fellowship.

Elders’ Meeting Chairmen

Rotate Chair – as no-one to everyone’s taste & all have different emphasis.

Term Times

All non-staff elders have 3 years terms. Staff elders take Sabbatical time to get breaks.

Relationships

Elders need to be meeting with other elders regularly, e.g. lunches - to strengthen relationships / understanding.

Responsibilities

Pastor left in charge of teaching as long as doing a decent job. Other elders /  staff given similar remits.

Glamour

No glamour in eldership – too difficult / painful when dealing with real lives & issues. Not a calling for those looking for prestige or position. Focus is on strugglers / difficult cases. Like being the ER department of church – constant trauma / stress.

Discouragement

Big challenge for elders = discouragement. Sometimes best you get is being personally faithful while others reject truth.

Reputation

Elders should be people you would naturally turn to with Bible questions or life issues.

Community

Teaching (Pastor) is what attracts people to church – community is what keeps them there.

Young Men

Young men are stupid. Sharpness of Vision – little Depth of Perception.

Unity

Need eldership unity on...

n  On Gospel (sin – redemption – personal salvation)

n  On Doctrine (e.g. authority of Scripture)

n  On ‘Hot Buttons’ (e.g. Complimentarianism)

Change

New Pastors want to change stuff – but they ‘make purchases they don’t know the price of’- e.g. they upset people much more than they realise over small things and lose long-term goodwill.

Lasting change comes from the pulpit – only God’s Word changes hearts.

Format

Moved Services away from ‘19^th Century Evangelical Variety Show’ format.

Mission Statements / Vision Days

Don’t have these.

Focus Days

Have elder’s days to discuss particular issues / topics, e.g. care of members.

Membership Meetings

Have 6x per year – include information updates and votes. Like Annual Business Meeting but more emphasis on being a family.

Deacons

Report to elders individually. Don’t meet as a group - avoids conflict & confusion.

Music

Have tried to de-emphasise music quality – focus on singing together whatever quality of music. ‘Keep music mere’ – don’t let band dominate / don’t be lead by it.

Growth

Best growth is steady & long term.

If you are committed long term you don’t have to do things in a hurry. Long term ministries don’t need to be hasty or pushy.

You over-estimate what you can do in 1 year and under-estimate what you can do in 5.

Discipline

What would you think about a Maths teacher who taught Maths but never corrected mistakes?

ELDERSHIP

Programme

Have no formal programme for producing elders.

Rather seek to recognise those who are already acting as ‘elders’ – not ‘an office’ but a manner of life / godliness.

Avoid Professionalisation of Church

Oz Guiness: ‘When I meet a Buddhist monk I meet a holy man; when I meet a Christian Minister I meet a manager’.

Key Eldership Virtues

Self Control / Faithfulness / Reputation – example of godliness to flock.

Core theology

Sovereignty of God / Atonement (Penal Substitution) / Authority of Scripture / Exclusivity of Christ

Temperament

Not – harsh / judgemental / shockable / performance orientated

Rather – gentle / humble / Cross-centred

Shared Distinctives

Ecclesiology / Baptism / Complementarian / Expositional / Word not Programme Driven.

Love for Congregation (not just theology)

n  Regular attendance at church

n  Wants to be with ‘his family’.

n  Track record of faithful service.

n  Not quarrelsome / conflicting.

Do they relate/serve across the congregation (are they cliquey / partisan)?

SELECTION PROCESS

Elders nominate potential elders

n  They have best insight into demands / reality of eldership

n  They should have the best knowledge of potential candidates (avoid embarrassment of unsuitable people being proposed).

Ask for members feedback privately – keep congregation involved.

If people object – they must say why (if good reason elders must know about it).

Don’t Raise the Bar

Watch that elders don’t raise qualifications once they’re in.

Avoid an ‘inner circle’ mentality.

DISCIPLINE & CARE

Make your church a difficult place for nominal Christians to attend.

Structural fixes won’t make your church friendly

Change personality of church to ‘all member care’

Make it normal for Christians to care for others without programmes or permissions.

When someone is in trouble do members respond or just leave it to the staff/elders.

Pastoral` Groups – not a substitute for natural relationships

Elders should know members across the church.

Meaningful Membership

Resist consumer culture

Want members who are committed to whole congregation

Avoid members who want to go to SG’s but not services.

Don’t just be a ‘pulpiteer’ but a discipler.

Encourage growing Christians to invest in others – reproducible fruit.

5% of members will take up 90% of eldership time (neglect of 95%?)

Don’t be lead by members who have no concern to make your eldership a joy (Heb 13:17).

Humility

Pray for humility in leadership

Avoid culture of criticism / second guessing.

Be bold – ask for trust.

Give authority away - let others lead.

‘Church’ is the best programme for discipleship & evangelism.

It should be the display of God’s goodness & character.