LEADERSHIP SUCCESSION - PowerPoint Presentation

Slide1

LEADERSHIP SUCCESSION A CONTINGENCY PLAN FOR THE SMALL COMMUNITY CHURCH

Presented ByHenry J. Barry, Jr.May 12, 2011

TSlide2

LEADERSHIP SUCCESSIONIntroduction

Research Problem

Theology for Leadership Succession

Literature Review Research Design Case Studies Coding and Analysis of the Data Significant Findings Recommendations and Future Research

RSlide3

Reasons for the Research

Small independent churches are a trend in the twenty-first century, but are they fully equipped for longevity and do they have a contingency plan for the next generation?

The need for a strategy for leadership succession was the primary reason for the research project.Slide4

The first

subproblem

seeks to understand the independent church as a phenomenon.

The second

subproblem

reviews how the Scriptures address leadership succession.

In the third subproblem the researcher explores journals and contemporary literature, which focus on leadership succession. In the fourth subproblem, the researcher selects small independent churches for case studies. The fifth

subproblem

involves conducting onsite interviews with pastors and clergy who must consider leadership succession.

Subproblems

QSlide5

What God Makes Free is Free Indeed: Scott Thumma

The nondenominational identity is in many ways an elusive category.

The consideration: How do such churches expect to succeed reaching the next generation without the support of a parent denomination?

The basis for this research project comes from this consideration

.Slide6

Leadership for the next Generation

In order for a local church to continue, it must utilize and manage its human and material resources with a vision for the next generation.

78:6 (NIV)

so the next generation would know them, even the children yet to be born, and they in turn would tell their children. Psalms 145:4 (KJV) One generation shall praise thy works to another, and shall declare thy mighty acts. Slide7

Leadership between the Generations

The Scriptures show that those in leadership are responsible to reach the next generation with the gospel.

Leadership succession is about meeting the needs of the church community and reaching the next generation.

Leadership succession is inclusive of all generations (Ps. 119:90, 135:13).

hg

TSlide8

The Old Testament Validates Leadership Succession

Moses the law-giver subject to transience and mortality leadership succession is transferred to Joshua.

Then Moses went out and spoke these words to all Israel: “I am now a hundred and twenty years old and I am no longer able to lead you. . . . Then Moses summoned Joshua and said to him in the presence of all Israel, Be strong and courageous, for you must go with this people into the land that the LORD swore to their forefathers to give them, and you must divide it among them as their inheritance. The LORD himself goes before you and will be with you; he will never leave you nor forsake you. Do not be afraid; do not be discouraged.” (Deut. 31:1-8).

Theology of Leadership Succession

Old Testament

&Slide9

Leadership Succession Prevalent Among the Prophets

Elijah and Elisha and the mantle which symbolized the passing of prophetic Authority between the predecessor and his successor.

&Slide10

Although the commission is addressed to the apostles the emphasis to the “End of the age” shows the Lord intended others to succeed in the mission. The church is entrusted with the apostles mission.

Knowing what to do is a constant. The church needs to fulfill its purpose in its context.

New Testament Theology

Leadership Succession

&Slide11

Leadership Principles

Leadership begins with God’s callingThe Lord’s calling is a higher calling (Phil. 3:14)A holy calling (2 Tim.1:9)

A heavenly calling (Heb.3:1)

An effective calling (1 Cor.15:10)

Leaders Respect God’s SovereigntyLeaders are Disciplined Leaders are Developed in MinistryLeaders are VisionariesVisionary Leaders Create the Capacity for Future Leaders

TSlide12

The Leadership Legacy Project is a program designed to help leaders in the Baby Boom generation articulate the legacy they want to leave behind them, and answer the questions: What will happen when I leave?

Who will be there to take the reins?

What does the next generation need to be successful?

“The greatest thing this generation can do

is to lay a few stepping stones for the next generation.”Charles F. KetteringSlide13

The questions designed by GLI are useful for all organizations. These questions contain foresight that is relevant to reaching the next generation, which every institution needs to do if it desires longevity. Yet some of the research did by GLI shows that, despite the necessity of planning for eventual leadership transitions, few organizations have planned for them.

The basic questions the Gilburg Institute asks about leaving a legacy are as relevant to churches as they are to private corporations and public institutions. Slide14

Literature Review

The literature research included an historical review that showed some of the reasons for the emergence of denominations and independent churches.

The independent church is an alternative to traditional denominations.

At first glance, an independent church appears to be at a distinct disadvantage; therefore, it would be in its best interests to affiliate with a denomination.

The research shows many of the denominational churches view themselves as autonomous and in most cases an affiliation with a parent institution is merely nominal. Slide15

Hartford Seminary Research ProjectScott Thumma

: Research PaperIt is commonly assumed by sociologists of religion that the numbers of nondenominational congregations in the United States are swelling at a rapid rate. . . . In addition, if current research which examines the factors contributing to congregational identity in traditional denominations is correct (where 75% of denominational church members do not think of themselves in terms of a denominational identity . . . the nondenominational reality is closer to and more descriptive of the way many denominational congregations are currently functioning.

Leadership succession is a major concern for all churches. Slide16

The Apostolic Paradigm:Reggie McNeal

First, the dynamic of the early church during the apostolic era remains a benchmark for

missional

effectiveness. Second the cultural arena at the beginning of the twenty-first century resembles at key points the cultural setting that first-century Christians faced. Third, the type of leadership the apostles practiced has certain qualities that not only made the early church effective but would raise the level of church leadership today as we face similar challenges and opportunities. Q

RSlide17

Paradigm Shifts: McNeal contends that churches have to be aware of shifting paradigms. Leaders must continually evaluate their current paradigms against present realities.

McNeal further contends: “Paradigm paralysis occurs when an individual or organization holds on too tightly to one paradigm.”

Trying to make things that worked in the past succeed in the present may not work.

Q RSlide18

Paradigm Shifts

The traditional approaches and typical responses are not in the apostolic tradition.

The apostles embraced the

missional

approach of the priesthood of all believers (1 Pet. 2:5, 9). Despite this fact, it is still necessary and expedient for the church to return to the apostolic missional approach to expanding the Kingdom through the priesthood of all believers and not just the professional clergy. Q RSlide19

Leadership Factors

There are several factors associated with leadership.

These factors consist of leadership turnover and transience, leadership development and transitioning.

Leadership turnover and transience are non-controllable constants.

Leadership development and transitioning are somewhat controllable.

Leaders need to create the capacity for future Leadership.

Leaders do this by creating an environment for disciples to emerge.Disciples need to discover and develop their spiritual gifts for ministry. Leaders are not developed in a vacuum. The church is a laboratory for leaders to emerge. TSlide20

Systems Theory Approach

Transformational Process

Theological-

Missional

PurposesOrganizational StructuresIntra Personal Relationships

Input System

From theEnvironmentOutput SystemInto the EnvironmentSlide21

Creating a Capacity for Leadership

Leadership creates the capacity for leadership development

Create Environment for Leadership

Create the Opportunity

Proactive intentional Church a Laboratory Disciples Discover Spiritual Gifts

Disciples Develop Spiritual Gifts for Ministry

TSlide22

Leadership Succession is often the Unspoken Subject

The Community

Golf Tournament

Agenda

Food BankSlide23

Leadership Succession Questions

Have you had an honest, structured discussion with your governing board about what is going to happen to the church when the pastor leaves?

Does your governing board have a clear, biblically based, shared understanding of the spiritual principles that should inform a pastoral transition process?

Do you have a crisis plan in place, should something happen that requires the pastor to leave suddenly?

Do you have a pastoral transition plan in place that describes in detail how your church will maintain excellence at the point when the current pastor leaves and a new pastor is called?

Has your governing board calculated all the various costs that would be associated with a poorly managed pastoral transition? In most cases the answers to the above questions is an emphatic NO!

QSlide24

A Biblical Model for Leadership Succession

The Lord Jesus Affirmed His Predecessors "Do not think that I have come to abolish the Law or the Prophets;

I have not come to abolish them but to fulfill them

Matthew 5:17 (NIV).For all the Prophets and the Law prophesied until John Matthew 11:13 (NIV).The Lord Jesus Chose His Successors"Come, follow me," Jesus said, "and I will make you fishers of men"

Matthew 4:19 (NIV).You did not choose me, but I chose you and appointed you to go and bear fruit--fruit that will last. Then the Father will give you whatever you ask in my name John 15:16 (NIV).Slide25

Research Design

Qualitative Research

The research consisted of a multiple case study of four independent churches with grounded theory as the methodology.

Grounded theory was best suited for this project and allowed the researcher to be grounded in the data gathered at the respective sites.

RSlide26

Research InstrumentsSelected Questions

Can you share some of the advantages /disadvantages of an independent church?

Have you ever attended any seminars or conferences, which have considered the subject of leadership succession?

What is your theology for leadership succession?

Can you describe any obstacles to leadership succession?RSlide27

Research Instruments Continued Selected Questions

In your opinion, are there factors that can contribute to leadership succession?

How do you feel your church should approach the subject of leadership succession?

Does your church have a contingency plan for leadership succession?

Have you discussed the subject of leadership succession and transition with the church elders, deacons, boards and congregation? RSlide28

Online SurveysSelected Questions

Leadership Succession

Does your church have a contingency plan for leadership succession?

In your opinion, how can the local church take a more direct approach in meeting its own leadership needs?

What are some of your perspectives, for facilitating a good leadership succession?

How does your church deal with leadership transience and turnover? In what ways can the local church facilitate a successful transition?QSlide29

Online SurveysSelected Questions Continued

Leadership Development

What character qualities are needed for leaders?

In what ways can the church be proactive in leadership development? How can the local church create the capacity for leadership development?

In what ways can

parachurch organizations such as seminaries be useful for in-house ministry development? In your opinion how can discipleship groups be effective in leadership development? QSlide30

Coding the Data

The coding process for the interviews was as follows:

Voice recorded the interviews and inserted the transcriptions into the WEFTQDA program and began the coding.

The researcher assigned a combined 122 codes and nodes to the research interviews and 66 to the online surveys.

Weft QDA // A free qualitative analysis software application Slide31

Open Bible Baptist ChurchSeptember 9, 2010

Advantages of Independent Church

Voice Recorded Transcription

It is not governed by a religious hierarchy or home office. That in itself makes it autonomous: which is the type of churches that were established in the New Testament. . . . establishing its own Constitution and Statement of Faith based on the authority of Scripture and not a religious organization; and the ability to freely preach and teach the Word of God as led by the Holy Spirit, not directed by a religious book written by the hierarchy of the Church.

Slide32

Norwich Worship CenterOctober 13, 2010

Leadership Succession and Transition Worship Ceremony

Pastor Jeff Sharp of Norwich Worship Center described his transition to senior pastor as a positive one. Pastor Jeff reflected on the culmination of the process with the passing of the mantle and the prayer shawl and staff in ceremony in front of the entire congregation as something more than symbolic. Slide33

Preston City Bible ChurchOctober 25, 2010

Leadership Succession Networking

After completing his military obligations, Captain Roseland left the Army and pursued a Master of Theology degree at Dallas Theological Seminary. Pastor Roseland described his calling to PCBC as the result of his friendship with his predecessor, “The call to this church, that was networking.”

Slide34

North Stonington Bible ChurchNovember 18, 2010

Leadership Transition

Plurality of Elders

The elder board had voted me as pastor in January 2008. . . . It was such a smooth transition that nothing really changed; we had already been functioning like this for many, many years. . . . I was already part of the leadership team being an elder . . .

it was as if the heartbeat of the church never changed. Slide35

Coding the DataOpen Bible Baptist Church

Independent Church

Apostolic Church

Autonomous

Free of Denomination Hierarchy Free to Preach the Word Has Own VoiceTheology of Leadership Great Commission Autonomous Inclusive Leadership Priesthood of BelieversFactors to Facilitate Leadership Succession Successor Likeminded Doctrine Successor Likeminded in DirectionaSlide36

Coding the DataOpen Bible Baptist Church Continued

Leadership Development Discipleship In-Ministry TrainingLeadership Transitions

Mutual Compatibility

Parachurch

Support Limited Mutual AgreementCreating the Capacity for Leadership Discipling In-Ministry Training aSlide37

Coding the DataNorwich Worship Center

Independent Church

Free of Denominational Traditions

Able to Adapt to Cultural Changes

Lacks Denominational Support Lacks Outside Accountability Theology of Leadership Scripture Teaches Leadership is within Established in the Church Brought up in the Church In-ministry Training Factors to

Facilitate Leadership Succession

Mentoring Transfer of knowledge and experiences of mentor Discipleship Groups Congregational Involvement Formal Ceremony Symbolic Transfer Prayer Shawl and Staff Protocol FollowsaSlide38

Coding the DataNorwich Worship Center Continued

Leadership Development

In-church Training

Lengthy Discipleship

Leadership Transitions Well-Planned Very Careful very Deliberate Lengthy ProcessParachurch Support Instructural ResourcesCreating the Capacity for Leadership Provide opportunity In-ministry training aSlide39

Coding the Data Preston City Bible Church

Independent Church Autonomous

Not governed by religious hierarchy

Not tied down to traditions

Free from denominational hierarchy Free to preach and teach God’s word Has its own voiceLack of support Limited resources Accountability problems Potential for isolationTheology of Leadership Scripture teaches leadership within church Plurality of elders Leadership is developed within local church In-ministry trainingFactors to Facilitate Leadership Succession Evaluate disciples progress In-ministry training Provide opportunities for leadership developmentaSlide40

Coding the Data Preston City Bible Church Continued

Leadership Development Encourage congregation involvement Provide training and resources Leadership Transitions

Planning for them

Preparing for them

Verifying Biblical qualifications Leadership transitions take time Parachurch Support Provide instruction in languages Provides resources for curriculums Partner with local churches Creating the Capacity for Leadership Internalized in Church Emphasis Inclusive ParticipationaSlide41

Coding the DataNorth Stonington Bible Church

Independent Church Autonomous Not governed by religious hierarchy Not tied down to traditions Free from denominational hierarchy

Free to preach and teach God’s word

Has its own voice

Lack of support Limited resources Accountability problems Potential for isolation Theology of Leadership Scripture teaches leadership within church Plurality of elders Leadership is developed within local church In-ministry training Factors to Facilitate Leadership Succession Evaluate disciples progress In-ministry training Provide opportunities for leadership development aSlide42

Coding the DataNorth Stonington Bible Church Continued

Leadership Development Encourage congregation involvement Provide training and resourcesLeadership Transitions Planning for them Preparing for them

Verifying Biblical qualifications

Leadership transitions take time

Parachurch Support Provide instruction in languages Provides resources for curriculums Partner with local churchesCreating the Capacity for Leadership Internalized in Church Emphasis Inclusive ParticipationaSlide43

Codes and Nodes

Online Surveys

Leadership Development

Proactive

Direct Approach Training MaterialsRoutine TrainingRigorous TrainingAnnual Training

Specialized Training

Scholarships Investing in People

Character Qualities

Biblical Model

Leadership Conferences

In-Ministry On-the-Job Training Mentoring

Maturing in Ministry

Facilitating Leadership Succession Proactive Direct ApproachRegular Evaluation of ProspectsEncourage ProspectsDevelop Spiritual GiftsEvaluate Prospects PerformanceLook for FruitDiscipleship Groups Discover Spiritual Gifts Encouraged to Use ThemSlide44

Leadership Transience

Proactive Direct Approach

Supplication and Prayer

Pulpit and Search Committee

Utilize Proven Leaders Local Church In-Ministry

Fruitful Leaders

Grieve for Outgoing LeadersDevelop Young Leaders

Strong Internship Program Mentoring In-Ministry

Leadership Transitions

Proactive Direct Approach

Supplication and Prayer

Seek Council

Parachurch

Support

Preparing for Transitions

Documented Policy and Procedure PlanningMentoring SuccessorCongregational InvolvementCodes and NodesOnline Surveys ContinuedSlide45

Creating the Capacity for Leadership

Proactive Direct Approach

Inform Members of Leadership Needs Communicate Ministry Needs

In-Ministry Evangelism

Edify Disciples

Education

Encourage Congregation to Develop Ministry SkillsEmpower DisciplesCreate Ministry Environment

Provide Ministry Opportunities

Specialized Training Manuals

Mentoring

Parachurch

Organizations

Proactive

Indirect Approach

Online Training ConferencingAcademic EducationPartnering NetworkingAffordable ProgramsOpportunities for Ministry Skills DevelopmentSupplemental TrainingCodes and NodesOnline Surveys ContinuedSlide46

Traditional ApproachPastor /Deacon Board

Renewed Apostolic Model

Comparing ApproachesSlide47

Educate

Edify

Empower

Equip

Encourage

Evangelism

Pastors and Teachers

The Local Church

Entrusted with the

Apostolic Mission

Figure 5.2 suggests the capacity for leadership development is in a practical environment. Future leadership discovers and develops their spiritual gifts for ministry in ministry.

Table 5.2 Apostolic MissionSlide48

Fitchville Baptist Church

December 6, 2010

The Case for Church Grown Leadership

Pastor Stephen

Kurczy has been the pastor of FBC since November 1991.Pastor discovered and developed his spiritual gifts for ministry in FBC. Pastor Kurczy served FBC as a deacon and a teacher. Pastor Kurczy and wife Linda felt the call to go to Bible college. Pastor Kurczy and Linda have successfully served at FBC for the past 19 years. Slide49

Church DNA

Common Church DNA

The Scriptures provide the DNA for how the church body should look in its character and conduct (Matt.28:19-20).

In John 13:34-35 love and relationships are common factors for establishing a Christian identity.

Church DNA consists of three factors: Divine truth, nurtured relationship and apostolic mission. These components are the DNA of a healthy church. Anything less is a mutation.

Unique Church DNAThe uniqueness consists of how churches proclaim and express divine truth. In two of the churches, the focus is on study, doctrine and evangelism. In another church, members evangelize and proclaim the gospel through a mime dramatization.It is important for churches to recognize that they have their own DNA. Slide50

Significant Findings

Little Attention has been given to Leadership Succession

Traditional Approaches to Leadership Succession are Less EffectiveSlide51

Leadership Succession Leadership Transitions

A Renewed Apostolic Approach Facilitates a Positive Leadership Succession

Leadership Succession is Dependent on a Well-Implemented TransitionSlide52

Churches Have Common and Distinctive DNA

A Plurality of Elders appears to produce Good Leadership Transitions A Plurality of Elders appears to Facilitate Good Leadership Successions Slide53

Recommendations and Conclusions

Implement a Renewed Apostolic Approach to Leadership Succession

Create the Capacity for the Emergence of Leadership

Network and Partner with

Parachurches and SeminariesPrepare for Leadership TransitionsEmbrace Technology and Social Media

.Slide54

Contribution to Ministry

Encourage Partnering with Parachurches and other Churches

Encourage Networking among the Christian Faith

Increase Social Intimacy in the Church

Increase Innovation and Maximization of Spiritual Capital CBPFSlide55

Further Areas of Study and Research

Expand the Research to a Diverse GroupInspire Additional Research: Little Consideration for Leadership Succession

Modern technology and its usefulness in Facilitating Leadership Succession

Leadership Succession in a Cyber Global Community