...THE CHRISTIAN LEADER ________________________ March 2012 Introduction In writing this second leadership analysis I will examine the Relational Skills Audit, the Task Skills Audit, the Leadership Style Audit, Church Structure, the Leader’s/ Church’s Core Values Audit, the Ministry Circumstances Audit, and the Pastor-Organization Fit. Leadership is a challenge that must be approached with much preparation, skill, and care. If the leader takes a half hearted attitude of the deep responsibilities that come with all facets of Christian leadership, people can be wounded and Christ’s church diminished in it’s ability to reach the world. It has been said that every assignment in Christian leadership is a divine calling. If indeed this is true then we must ask ourselves the following questions: 1. What difference will I make? 2. Why am I here? 3. Who sent me? 4. Is this assignment sacred because God placed me here? 5. What does God want me to accomplish here? [1] As we work through the different audits found in Aubrey Malphurs,” Being Leaders,” we will look at the outcomes of each audit and how each one relates to myself personally. My objective will be to expound on each characteristic and how...
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...“Even in the church, new voices are being heard that call for a departure from a “leadership of ideology” to a “values-driven” leadership and from a “leadership of controlling hierarchy” to a leadership of “empowered networks of Christ followers.”[6] Bredfeldt reminds us of 1Timothy 3:1-13(NIV) who theologically understood his mission and his aspirations were followed. The description of virtue vs. values is clear and accurate and anyone who is concerned with their ability to lead should take notice of this section. There is a great deal to learn from these concepts because they all take into account our leadership role which can often be misconstrued for charisma. With passion we are lead with a belief that these competencies are necessary to achieve the goal. These skills always need to be self-assessed so our leader can lead a true secure spiritual life that members of the church and feel self-assured with their spiritual leader. The remaining chapters give a clear vision of the challenges that arise when leading and ends with a sense of resolve to preserve the foundation of scripture and not to conform to the world’s many...
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...is often elevated to a sacred position in the church, shadowing the reality of the current situation and the need for transformation. The following paragraphs represent enmesh the current congregational situation facing Hillcrest and the principles of change found in Kotter’s book. At Hillcrest church, both leaders with titles and those with influence exist. To date, some discussion concerning change and growth has...
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...Empowering Youth Focusing on Salvation and Service Missions Leadership Discipleship Evangelism Prepared by the General Conference Youth Department Layout by Ludi Leito A General Conference Youth Department publication. Please specify title when re-ordering. This material may be translated, printed, or photocopied by any Seventh-day Adventist entity without securing further permission. Republished documents must include the credit line: “Youth Department, General Conference of Seventh-day Adventists, used by permission. © 2001 General Conference of Seventh-day Adventists 12501 Old Columbia Pike Silver Spring, MD 20904, USA Contents Introduction...................................5 Introduction Chapter 1 Salvation and Service for All Ages ............................9 Chapter 2 OUTCOMES.....................................13 OUTCOMES Chapter 3 Discipleship Chapter 4 Leadership Chapter 5 Mission Chapter 6 Evangelism Strategies.................21 Strategies Strategies Strategies...................31 Strategies.........................37 Strategies Strategies..................41 Strategies “With such an army of workers as our youth, rightly trained, might furnish, how soon the message of a crucified, risen, and soon-coming Savior might be carried to the whole world!” (Education, p. 271). 4 Introduction It’s probably Ellen White’s best-known statement about...
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...Planning and growing healthy Chinese church cd 763 4/4/2013 A growing healthy church has solid foundation when it is starts with: a) clear calling mission and vision statement Mission is thru God what he wants you to do Vision is what you will do after 10-20 years b) A senior pastor with SHEPHERD’S HEART: Acts 20:20-35, Matt 11:25-30. Health and growing church is very depends on Pastor. (if you lose half on your leadership , the pastor should leaves) and also you need a prayer partner cry together and laugh together. c) A clear long term strategy owner by leadership team and by the whole church. d) A united leadership team same vision same mission same core values with the pastor. e) An undivided leadership team and a long team leadership development plan: 1. Friendships/partnership building 2. Discipleship f) A constant clear core values: core values drive a church in her decision making goals and priorities setting, problems solutions. They drive the ministry in a particular direction and draw new members with the same values. (core value is not change often. If you have no core value you will go different direction and church will swing. ) g) A growing healthy has a staff team who share the same values. Where values align, they will pull together. Where values differ, they will pull apart.( Interview people with the same mindset.) (background check is always important.) When you determinate a pastor...
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...inside the local churches. Many times, those who are called into service see a big picture of being out front and preaching or serving. It is important for all within a church body to understand the need to follow and support their own leaders and Pastors while they are being prepared for what God has planned for them in their own ministries. God’s Armorbearer Vol. 1&2 gives us sources to stand with our leaders to help fulfill God’s vision. This paper will be broken into two sections, following the author’s format. Volume 1 How to serve God’s leaders 1. What is an Armorbearer? Traditionally, an armorbearer is one who saw to the safety of his officer. In battle, he would carry the officer’s shield, and many times, would lay down his own life to protect that officer. The armorbearer understood the role he had been put in as a protector, one designed to see to the needs of another before his own. In fact, the needs of others superseded his own needs. Through such actions, the armorbearer would benefit through the gains of the officer. Such is our relationship with God. When we assume the role of God’s armorbearer, and focus on Him and the Kingdom, lifting up and assisting God as He leads us, we will reap the benefits from our Father. In order to be served, we must first learn to serve. We need to submit, totally, to the person God leads us to in order to build us up. Learning to be humble and to deal with the temptations brought before us by means of trusting...
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...What is a leadership servant one may ask themselves, well let’s take a look in to what it is, “Leadership servant is where one wants to server others” (Greenleaf, K.R., (2002)). When one looks at what a leadership servant role is they will see how it enriches other’s lives, it also helps organization skills, as well as wanting to make the world a better place for others. There are many characteristics that comes with being a great leadership servant when one thinks about what those characteristics are they will find: Empathy, awareness, conceptualization, listening, building communities, stewardship, healing, persuasion, commitment to growth of others, foresight (Northouse, G.P., (2016)). Here are some good explanations of why this makes sense to one’s self,...
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...Training Analysis Paper An Evaluation of the training program of Foundations for Christian Leadership -------------------------------------------- A Paper Submitted to Dr. Steve Hoke ------------------------------------------------- In Partial Fulfillment of the Requirement for Doctor of Ministry Class LE812 ------------------------------------------- By Sarlito A. Sampan International Graduate School of Leadership Metro Manila, Philippines January 8, 2009 Training Analysis Paper An Evaluation of the Training Program of FCL TABLE OF CONTENTS Introduction 2 Brief History of FCL 4 Analysis using Holland’s Two track Analogy 6 The FCL Analysis based on the 4 Components of Holland’s Model 8 The Input 8 The In-Ministry experience 9 The Cross-Ties dynamic Reflection 10 The Ballast Formation 11 Training Analysis: Which Components should be in Focus 12 Incoming participants 13 Total Training Process 14 Summary 16 Selected Bibliography 18 Appendix 19 Training Analysis Paper An Evaluation of the training program of FCL Introduction I choose to evaluate the program use by the Foundations for Christian Leadership or more known as FCL for I work directly with this organization. I have been with this program since...
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...Maxwell, “Leadership is not about titles, positions or flowcharts. It is about one life influencing another.” That is especially true when you are looking at church leadership-past and present. From David to Nehemiah to church leaders of today, these leaders exercise some type of influence over the people they have lead or are leading. Aubrey Malphurs takes the definition of leadership and turns it up another notch. Leaders just don’t have influence over the people they lead. They use their influence “to influence people in a particular context to pursue their God-given direction”.[1] In other words, it is the church leadership’s job to help the people they lead to see God and His work in their lives, to understand their purpose, actively pursue God’s plan for their life, and carry that plan out effectively. Because of the heavy mandate that all church leadership carries, it is imperative for anyone who is in a leadership position to know their leadership style and their strengths and weaknesses as it pertains to leadership. The best way to do this is to do a self-elevation or use resources that will help you survey the effectiveness of your leadership. During the first half of this course, I have been given the opportunity to read about qualities that a leader should possess. Along with the reading, the author has provided audits that when taken would help me to survey my leadership style and determine to what degree I possess these qualities. This leadership audit is...
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...INTRODUCTION Beginning a new church-planting project is a task that requires much responsibility and effort. It is not a light-hearted venture. Nor is it a task that has a one-size-fits-all model or method. Each church plant has unique elements because it reaches unique people in unique places throughout the world. It is a humbling yet exhilarating experience to be called by God to this task of planting a church among a specific group of people. This paper will discuss the work of planting a church among the poor in the city of Barreiras, in the country of Brazil. Included in this paper are demographic data that influence the strategies and methods chosen for planting the church. Also included are various factors of strategy and methods to be implemented in this church-planting endeavor. May God be glorified in this work and may the local body of Christ in Barreiras, Brazil one day be a shining light that reaches people with the gospel of Christ and reproduces itself in other church plants throughout the region and the world. DEMOGRAPHIC DATA OF BARREIRAS The city of Barreiras is situated in the Northeastern part of Brazil, in the state of Bahia. The region is a plains region where farmland is abundant. The climate of Barreiras is arid and hot. There is a rainy season from November to January. The rest of the year has little to no rainfall. Even though there is little rainfall during most of the year the region makes it’s living by agricultural farming and...
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...church; we get to influence people while they are here, and they are going to go all over the country and all of the world” (personal communication, April 22, 2018). Pastor Dan’s statement demonstrates his familiarity with the church’s vision for expansion and the benefits of having a congregation composed mostly of soldiers and their families. He went on to state, “we can never get complacent, we always have to follow up with new visitors, we always have to make sure we are fresh and new, and always realize we have to bring our A-game” (personal communication, April 22, 2018). Not only does this statement showcase his awareness of the church’s’ strengths it demonstrates his knowledge of the processes and efforts that are necessary to germinate...
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...accountability, and directional oversight as the church reaches out to church members and to those within their community. A church is most effective in planning, executing, and evaluating the success of its ministry when it is actively operating under the clear understanding of its mission, vision, and purpose statements. “Being strategic [in ministry] means having a carefully devised plan of action to achieve a goal,” and the best way for a church to develop a strategic plan is through adherence to their mission statement (Browning, 2009, p. 45). In some cases, this may require developing or revising the current mission statement. Developing or revision of a church’s mission statement is a critical aspect of the strategic plan, and it is vital that it reflect the current mission and vision of executive leadership and the church. At times, it may be necessary to make minor changes to the current mission statement to eliminate wordiness or unclear objectives. A great key to developing a concise mission’s statement is to keep it simple, and to “streamline the organization so it can shed deadweight and achieve greater” impact within the church and community (Browning, 2009, p. 167). A strong mission statement will enable executive leadership to stick to the primary mission and purpose of the church and church membership. Although a church may have been founded under one mission, each time there is a Pastoral change, executive leadership should be prepared to analyze the effectiveness...
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...Leadership Analysis 2 Being Leaders: The Nature of Authentic Christian Leadership Michael Woolfolk Liberty University Introduction Leadership is an imperfect science. Leadership positions are held by humans, and humans make mistakes. There was only one man who perfected it, Jesus Christ. It is His actions and example that we are constantly trying to mimic. Although we will always fall short, we must always maintain the drive to mirror His image. Leadership is a moving target, its picture changes with the setting that it is in. While it is an elusive catch there are ways to minimize the distance from capturing perfect leadership. A New York Times Best Selling author John C. Maxwell once said, “A leader is one who knows the way, goes the way, and shows the way.” The question is, how do we get to the point of attaining the ability to do this? In his book Being Leaders, Aubrey Malphurs describes a leader’s developed capabilities. These strengths are not given at birth, but are developed over time. These attributes include character, knowledge, skills and emotions. Malphurs contends that possession and management of these capabilities will “help a leader enhance a strength or improve an area of weakness” (Malphurs, 80). A leader cannot become content with where they are, these traits require constant maintenance. “Above average leaders tend to have natural and spiritual leadership gifts that they work hard at developing” (Malphurs, 89). Malphurs goes on to say...
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...Visionary Leadership Probably the single most important tasks facing a leader is to develop an understanding of where the organisation needs to be at some future point. Without a future vision, organisations are destined to live in the past, and ultimately die. “Where there is no vision, the people perish” Proverbs 29:18. For the Christian organisation such vision must come from God. A Process for Developing Vision This process combines prayer and reflection on our understanding of where God has already been moving. This process will take time - maybe some months to work through fully - don't feel you need to rush! It can either be used by the leader alone, or preferably with a small leadership group, which may be the formal leadership group of the church, or may be a selected group of people with appropriate skills and gifts. At the end of this process you should have an understanding of what you believe God is calling your church or organisation to do and to be. 1. PREPARATORY PRAYER : This first stage helps us to "tune in", spending time with the Lord. Pray that he will show you clearly over the coming weeks what he is calling the church to do and to be. 2. BUILDING BLOCKS : God speaks to the church in a number of ways: through experience, through the Bible, through words and pictures and in other ways. This process allows us to reflect on what God may have been saying to the church in four different elements. We suggest you take time to reflect on, and pray through each of...
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...Church Model Analysis 3 Introduction Neil Cole, author of “Church 3.0: Upgrades for the future of the church” innovated ideals on church planting. Cole is pastor of Awakening Church and executive director of Church Multiplication Associates. Cole incorporates modern day terminologies to attract an un-traditional audience to participate in multiplying the new organic church. Cole extensive experience in nurturing , mentoring and starting churches are conveyed within this book to offer a new outlook on disciple making within a different context incorporating some of the first century principals into the twenty first century. Summary Church 3.0 an objective narration of a futuristic approach of global church multiplication by upgrading to a new relational system of sharing the Gospel. A new concept with first century reproducing principles incorporated into the application of multiplication by purposing going away from institutionalized church to a smaller personalized church. The book contains leadership network, foreword, preface, acknowledgements, introduction, three parts contain two sections in part one, five sections in part two, five sections in part three, conclusion, notes, The Author and end with the index. “Leadership network titles” consist of a list of books by other authors who support Cole philosophy. Next, contents follow by “about leadership network” where he provided history on his organization and their network. The “foreword” presents a story...
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