Pastoral Transitions

In this post I am honored to have Dr. Jim Garlow share some unique and important insights into pastoral transitions.

Jim and I have been friends for over 20 years and his ministry in the church the community on radio and on television broadcasts have all impacted thousands of lives. His books are among some of the most read books in the Christian Community.

Links To Jim's Website and Church

www.skylinechurch.org

www.jimgarlow.com.

Dr. Jim Garlow, author, communicator and historian, and Senior Pastor of Skyline Wesleyan Church in San Diego, CA, is heard daily on nearly 800 radio outlets nationwide in his one minute historical commentary called “The Garlow Perspective.”

He graduated from Drew University (Ph.D. in historical theology), Princeton Theological Seminary (Master of Theology), Asbury Theological Seminary (Master of Divinity), Southern Nazarene University (B.A. & M.A.), Oklahoma Wesleyan University (A.A.).

Due to the book Cracking Da Vinci’s Code (co-authored with Peter Jones, 500,000 copies in print, becoming No.17 on the New York Times Bestsellers List – paperback, nonfiction), Jim has appeared on numerous national TV shows on NBC, CNN, Fox, MSNBC and CNBC.

His newest book, The Da Vinci CodeBreaker, a dictionary with over 500 key Da Vinci Code related terms, releases in early April, and has already sold 60,000 in pre-sales.

Other books include How God Saved Civilization (re-released as God And His People), A Christian’s Response to Islam, The Covenant, Partners in Ministry, The 21 Irrefutable Laws of Leadership Tested by Time and God Still Heals.

Jim’s wife Carol is a graduate of Westminster Choir College in Princeton, New Jersey. She serves as Minister of Prayer & Intercession at Skyline Wesleyan Church. Jim and Carol have four children and four grandchildren.

PASTORAL

TRANSITIONS

By Dr. Jim Garlow

Transition - (tran-zish’un), n.1.  Passage from one place, state, stage of development, type, etc., to another; change; also, the period, place, passage, etc., in which such a change is effected.

“Pastoral transition is like a relay.  A relay consists of four runners and a baton.  Speed is important but not the most important thing.  The transition is critical.  Four fast runners who cannot properly hand on the baton will lose.  Four good runners who under-stand transition will win.  Successful relays are won by those who know how to hand the baton on with precision and accuracy.”   “My part of the race at Metroplex Chapel is now ending.  The race here is now yours.  At this point it matters less how fast we run as how carefully we hand the baton.  I pass it on to you now, challenging you to first carefully receive the baton, and only then – when you have it firmly in your grip – to run the race as fast as you can.” -       Jim Garlow, outgoing pastor, to Dan Huckins, incoming pastor, at his installation at Metroplex Chapel on       September 25, 1996.

  Examples of Biblical Relays –

  •  Abraham – Isaac – Jacob – Joseph – Genesis 12 – 50;  You, your sons, your grandson – Deuteronomy 4:9; You, your sons, their sons, the next generation – Joel 1:3; Paul, Timothy, faithful men, others – II Timothy 2:2.  “The family is a perpetual relay of truth.” – Edith Schaeffer.

On the following pages you will find six sets of “Ten Commandments.”  Enclosed are

                  THE TEN COMMANDMENTS FOR:

                                     …a church when losing its pastor, 

                                     …a pastor when leaving a church 

                                     …a church when getting a new pastor 

                                     …a pastor going to a new church 

                                     …following a celebrity…the “don’ts” 

                                     …following a celebrity…the “do’s” 

Having gone through a transition in October 1995, I have listed both the “commandments” which I myself followed…along with these that I learned along the way and thus followed…along with some which I wish I would have known so I could have followed.   – Jim Garlow

“Trust is the glue that holds a leader and the organization together.  When I handed the baton off to Jim, we made a commitment to trust each other.  This has given a great sense of security to the congregation.  Jim Garlow is my pastor and my very good friend.” -       John Maxwell, who preceded Jim Garlow as Senior Pastor of Skyline Wesleyan Church “After transitioning into Metroplex Chapel, I learned three things very quickly.  First, I learned Jim Garlow had left a wonderful legacy.  I was indeed standing on his shoulders.  Second, he had thoroughly prepared the people, especially the leadership, to receive me and my leadership and style with open arms.  Following a pastor and leader of his stature, this was critical.  Third, after being at Metroplex Chapel for awhile I realized Jim Garlow could be my pastor any time.  For if he was, I should be sitting at the feet of a great leader and a godly man.  I thank Jim Garlow for transitioning in such a way that I could be a success in the church he founded.  That is a great gift.”-       -Dan Huckins, who followed Jim Garlow as Senior Pastor of Metroplex Chapel

THE TEN COMMANDMENTS FOR A CHURCH WHEN LOSING

IT’S PASTOR

By Dr. Jim Garlow

  

1.  Remember, in life, change is a given.  Everything (except God) changes.  It is inevitable.  So don’t waste energy in denial or “fighting it.” 
2. This is not the end of the world; it only feels like it.  God really does love you and He will soon prove it by bringing you another wonderful pastor.
3. The pastor didn’t leave because he doesn’t like you…or because he likes some other church better.  He is simply trying to obey God.
4.  If, by chance, you were one of those critics of the pastor, repent.  Otherwise there will be curse on the church, and you won’t like the consequences.  God is not interested in protecting the outgoing pastor as a person, but he is jealous about the office.  So, in the event you participated in “pastor bashing” (even if it was in the form of a “prayer request:”  “let’s pray for our pastor…”), then repent.
5.  Encourage those around you that God’s hand is still on the church.
6. If you are not on the governing body which selects the new pastor, then pray for them and encourage them.
7.  If you are on the governing board, then pray and fast.  When you finish that, do it again.
8. Never ever, ever, ever “campaign” for your favorite “candidate.”  Stop being God.  Let Him install who He would.  Let the church board have full liberty.  This is not the Republican or Democratic Convention.  If you “campaign,” a factious spirit will enter the congregation andyou will be the one who let it in.
9.  Above all, stand by your church.  She stood by you lots of times.  This is one of those time your church needs you.  Don’t leave.  If you leave, it reveals things about you that you don’t  want to hear.  Don’t be divisive.  Don’t go down the street and start another church.  It will be for wrong reasons and built on a wrong foundation.
10.  Stay positive!  Keep a smile on your face and a song in your heart.  Assure others “it will be all right”…because it will.

THE TEN COMMANDMENTS FOR A PASTOR WHEN LEAVING

A CHURCH

By Dr. Jim Garlow

1. Talk with key lay leadership privately before the public announcement.  They’ve worked with you closely.  They deserve some “process time,” even if only 24 hours.  Yes, it might “leak,” but it’s worth the risk.
2. When you make the announcement, say it in the first sentence, then explain later.  Don’t “build up to it” slowly, causing unnecessary apprehension.
3. Keep explanations simple and straightforward.  Complex explanations as to why you’re eaving only confuse.
4. Don’t stay around long.  Leave soon…within six weeks…or earlier.  You are worth nothing after two or three weeks.  In fact, your presence may even hurt.
5. Don’t promise you’ll be there for weddings, funerals, etc.  In fact, make it clear you won’t be there.  Contrary to what you (and they) think, they’ll do fine without you.
6. Don’t “wind down.”  Keep the preaching positive.  Tell them God will see them through this…because He will.  This is not the final chapter, only the end to one chapter.  The next chapter will be “ever onward and upward.”
7. Don’t publicly mention the church you’re going to more than a couple times.  They’ll tire of it quickly after the third time.
8.  Don’t “stack the deck” for who is to follow you.  Leave the church board a long list of suggestions and people to call for leads (they really do need this since you know way more pastors than they do).  Then get out of the way.
9. Be aware that some of your critics may get very vocal after you leave.  Ignore their comments.  You left behind a lot of good fruit.  Don’t sweat the “rotten” fruit.  Don’t yield to the temptation to “take shots” at them.  Remember, vengeance is the Lord’s, not yours 
10.   No matter who they pick as your successor, affirm their decision and affirm him/her.  This will help him/her succeed.  Then rejoice when they do!

THE TEN COMMANDMENTS FOR A CHURCH WHEN

GETTING A NEW PASTOR

By Dr. Jim Garlow

Preached by Dr. Jim Garlow on October 8, 1995 as he was leaving Metroplex Chapel in Dallas/Fort Worth, Texas, (which he had planted 13 years earlier) to go to Skyline Wesleyan Church in San Diego, California.

1. Let your new pastor dream his dream.  Let him have his own vision.  Don’t tie him to the previous pastor’s  vision.  Let the previous pastor’s vision go.  Let the previous pastor go.  Release him.  Embrace the new.
2. Let him be himself.  He will be different than the previous pastor.  If he is hilariously funny, let him be a clown. If he is unusually serious, let him be somber.  Appreciate his uniqueness.
3. Commit to stand with him through the hard times.  The honeymoon will eventually end.  Be committed to him for the “long haul”.  Put a defense around him.  He will be attacked.  Make sure you’re not one of the attackers.  Don’t make him take the hits.  Help protect him from the people with a “Jezebel spirit” who want to control and manipulate him and “till outside their vineyard.”
4.  Let him lead.  If you are part of the old staff that remains, give him your loyalty.  If you are a board member who remains, give him full allegiance.  Be committed to follow him.
5.  Support him even when he can’t publicly explain why he had to make a certain decision.  Bear in mind that pastors frequently cannot defend themselves in order to protect the guilty.  They have to remain quiet about issues.  Often times they have to dismiss a staff member, or remove a lay person from leadership (yes even when they first arrive) and yet they cannot discuss it.  Consequently, the pastor receives criticism.  If people  knew the truth, they would support their pastor.  Don’t try to be God.  Just be quiet and support your pastor.
6. Release him from being your “best buddy”.   He probably won’t be.  If the church numbers above 100, it is more than he can possibly be close to, socially.  Let him love you – and he will – but don’t try to spend large amounts of social time with him.  He can’t physically spread himself around that thin.
7.  Let his wife be herself.  (This is assuming you are calling a male pastor, of course.)  If she is hilariously funny and outgoing, let her be that way.  If she is unbelievably quiet and shy, don’t attack her for not being friendly.  If she is incredibly stylish, don’t criticize her.  If she is non-stylish and looks out of date, it’s okay.  The church will survive that too.  If her skirts appear expensive, that’s her business.  If her skirts are too short, be quiet and look the other way.  Bottom line:  Let her be herself.  (NOTE:  If your pastor is a female…well, you know how to “translate” this.)
8.  Look for opportunities to encourage and affirm him.  Find every opportunity verbally, by written notes, or other ways to encourage your pastor.  The church will reap huge rewards.
9.  Stay focused on the big picture.  With the single exception of a pastor denying the reality of Jesus, there has never been a church fight that was really worth it.  Don’t leave the church over any issue, unless he stops preaching that Jesus Christ was born of a virgin, died on the cross for our sins, physically resurrected, and is coming back again.  As long as he preaches that, love him and stay with him.  Bottom line:  chill out!  The 11^th Commandment says, “Thou shalt not sweat it!”  So don’t.  Two years later, that issue won’t matter, but the big picture will – so focus on it.
10. Stand by your church.  By all means, don’t leave the church during this time of transition.  Of course it will be a difficult period.  Transitions always are.  But your church stood with you during your difficult times, so…stand with your church during her difficult times.  It needs you.  While you are in the transition it feels like it will last forever.  But it won’t.  When it passes, you will be glad you stayed put.  If you expect your church to stand with you, then stand with it…no matter what!

THE TEN COMMANDMENTS FOR A PASTOR GOING TO A

NEW CHURCH

By Dr. Jim Garlow

1. Enjoy the honeymoon.  A honeymoon isn’t meant to last forever.  And it won’t.
2. Don’t act messianic, because you’re not the Messiah.  You’re just “the next pastor.”  It’s okay not to have lots of answers.
3.  Never condemn the previous pastor’s methods.  His were right…for him.  Yours will beright…for you.
4.  Never yield to the temptation of making yourself look good at your predecessor’s expense. Avoid the phrase, “When I came… (then describe how bad it was).”
5.  Acknowledge your predecessor’s hard work.  Yes, he worked as hard as you are.
6. Acknowledge you are “standing on his shoulders,” because you are.  The building, people, finances, etc., were either brought by him, or at least maintained by him.
7.  Don’t try to be your predecessor.  Be yourself.
8.  Make some changes quickly, others very slowly…and have the sense to know the difference. Take your time in most changes.  If you make too many changes quickly, they’ll change one more thing – you!  Establish your priorities fairly soon…and make them clear.  Put your  “philosophy of ministry” in print.  Otherwise they’ll wonder “where is he taking the church?”
9.  Know that you (your spouse and kids) will experience culture shock in some form.  You will wake up some mornings (possibly for as long as the first three years) wondering, “what have I done?”  But it will be okay.  You obeyed God and He’ll see you through.
10. Understand that your “learning curve” or “finding your full stride” may take up to three years.  So relax.  You’re in it for the “long haul.”  Or at least you ought to be..cause He is! 

THE TEN COMMANDMENTS FOR FOLLOWING A

CELEBRITY…”THE DON’TS”

By Dr. Jim Garlow

Prepared for the Beeson Leadership Institute at Asbury Theological Seminary at the request of Dr. Dale Galloway.  Jim Garlow is the Senior Pastor at Skyline Wesleyan Church, San Diego, CA., having followed John Maxwell who rose to national prominence during his fourteen year tenure at Skyline.

1. Don’t try to be him; you’ll look stupid.  Be yourself.  You won’t look stupid.
2. Don’t try to act like you possess his strengths; you don’t. But that’s okay. (If you’re intimidated by following a celebrity, speak openly of it at first, then  drop it.)  
3. Don’t speak about your insecurities much.  They are not interested in your insecurities.  Everybody has them, but there is no need to constantly  speak of them. 
4. Don’t lend credence to communications in which people want to tell you the celebrity’s weaknesses.  All celebrities have super strengths (that’s why they’re celebrities)…and corresponding weaknesses.
5. Don’t allow those who are “anti-celebrity” types to bash your predecessor. There will always be some of those.  They are usually “small people” who are jealous of the celebrity’s success.  If you listen to them, it only shows your insecurities, not the superstar’s weaknesses.
6. Don’t try to hang on to all the celebrity’s followers.  You can’t.  You won’t.
7. Don’t try to stop the inevitable changes in leadership.  His staff/lay leaders will not be your staff/lay leaders.
8. Don’t overlook the advantages you have as a “down home” type and not a celebrity.  Remember, “non-celebrity” status has its advantages too.
9. Don’t “retreat from the celebrity’s presence” through such things as honors,books, tapes, organizations and employees.  Flow with it.  Rejoice in it.  In fact, publicly affirm his ongoing accomplishments.
10. Don’t become over-enamored with “celebrity status.”  It’s fleeting.  It only lasts 15 minutes.  Life goes on.  Enjoy who you are.

THE TEN COMMANDMENTS FOR FOLLOWING A

CELEBRITY…”THE DO’S”

By Dr. Jim Garlow

Prepared for the Beeson Leadership Institute at Asbury Theological Seminary at the request of Dr. Dale Galloway.  Jim Garlow is the Senior Pastor at Skyline Wesleyan Church, San Diego, CA., having followed John Maxwell who rose to national prominence during his fourteen year tenure at Skyline.

 THE TEN COMMANDMENTS FOR FOLLOWING A

CELEBRITY…”THE DO’S”

By Dr. Jim Garlow

Prepared for the Beeson Leadership Institute at Asbury Theological Seminary at the request of Dr. Dale Galloway.  Jim Garlow is the Senior Pastor at Skyline Wesleyan Church, San Diego, CA., having followed John Maxwell who rose to national prominence during his fourteen year tenure at Skyline.

1. Acknowledge that you’re not a celebrity:   you aren’t, they know you aren’t.  They need to know that  you know you’re not.  Do it once or twice, then drop it.
2. Recognize that the church is not, first and foremost, looking for a celebrity.  They’ve already had oneThey want a pastor.  So be one.
3. Develop thick skin.  Some people will leave.  You can either internalize it as “rejection,” or acknowledge that it is an inevitable (and even a necessary and good) change.
4. If the celebrity you are following was gone a lot (and all of them are) and was inaccessible (every well-known person has to isolate himself some or he’ll be smothered), then stay home (don’t travel  much) and be accessible (they’ll love it).  Thus, you will establish yourself as a pastor.

NOTE:

·      Don’t ever mention you’re “home” and “not gone.”  It shows you are insecure (need to “one-up” your predecessor) and it will come back to bite you every time you make an “out-of-town” trip. 

·      Be accessible but not egalitarian.

·      Accessible    -you reach out and touch

o      hug, shake hands

o      be with them

o      learn all their names (no matter how hard it is)

·      Egalitarian    -   you do all the counseling, all of everything…and fail to focus on  your leaders.  It will destroy you.  It will destroy you emotionally, physically and “sink the boat.”

5.     Find your strengths (you must have some pronounced ones or you wouldn’t be following a celebrity) and maximize them.  What are you good at?  Do it a lot.  What are you lousy at?  Admit it.  Then quickly hire an associate who is good at that.

6.     Acknowledge that the celebrity brought growth or finances or visibility or maybe even “prestige” to the church, and you are benefiting from some of these.

7.     Be patient with those who experience “grief” when the celebrity leaves.  Celebrities bring their own ethos, charisma and energy…almost an aura that non-celebrities don’t necessarily evidence with near the intensity.

8.     If time, geography and temperaments allow it, become a close friend with the celebrity.  You will reap great rewards from this.

9.     If possible, seek your predecessor’s counsel often.  You will benefit enormously from this.
10.  Allow yourself three years to “settle in,” because that’s how long it will take.

 

REMEMBER…IF GOD CALLS YOU TO FOLLOW A CELEBRITY, AND YOU SUCCEED…IT’S HIM. ULTIMATELY, THE REAL CELEBRITY (GOD) IS WITH YOU.

If you found this material helpful visit the Skyline website and leave an encouraging word for Dr. Garlow. Would you also pray for his wonderful wife Carol who is by faith winning her battle with cancer. Here's a blog link to keep to enable you to be an informed warrior of prayer http://www.skylinechurch.org/skyline/?p=420

Anticipating Paradigm Shifts

ANTICIPATE PARADIGM SHIFTS

The demand has shifted from change in our churches being minor and seldom to being a constant issue on our agenda. Since all change is seen as loss and all loss is faced with a certain amount of grief and sometimes anger, leaders who successfully lead their churches in the world today will understand not only their current paradigm but will be paradigm pioneers who lead the church to the future God has planned and intended for it.

A church’s “paradigm” defines what the church is and how it operates at any given point in time. That paradigm - a set of habits, attitudes, approaches and boundaries  include:

·      The definition of a good leader

·      The role of the church board or council

·      The decision-making process

·      What constitutes a worship service

·      The definition of adequate facilities

·      The definition of paid staff and how it relates to other church leaders

·      How membership is defined and maintained

Recognizing when a church’s paradigm (s) should change, then determining how to change it, are keys to the churches continuing vitality and success. Churches that grow quite large find they need different staff and activity models than they had as smaller congregations. An all-white city church may lose its relevancy as the neighborhood fills with minorities or immigrants. Churches with aging members may need to provide new kinds of support. Rural churches faced with an influx of people seeking to escape the rapid pace of city life may demand of new style of outreach. These are just examples how the way of doing things may not always be the best way of doing things.

George Bullard

George Bullard http://bullardjournal.blogs.com in a consultation with the South Costal Association commented that church paradigms and structures need planned obsolescence or the church will become ingrown and ineffective in its task of reaching the lost. He encouraged us to think about our style of ministry not as a box but a cloud.

Because it can take three to four years for a church to change paradigms, leaders who can anticipate the future will help their congregations to stay vibrant and effective. Deliberate paradigm management can allow a church to respond to change without being jarred from completing its mission.

How To Change A Church’s Paradigm

1.Affirm the past and show continuity. Find out which paradigms are most important to the congregation. It is neither possible nor desirable to change the essential heart of a church. Rather than replace one paradigm with a radically different one, identify stepping-stones toward the future.  For example, it may be easier for an all-white church to reach out to minorities if leaders emphasize its origins as a mission church.

Key Question: Are we living in the past or building on the past?

2. Nurture enthusiasm. Leaders with an obvious sense of adventure are healthy in times of change, while maintenance leaders who hold rigidly to past structures aren’t helpful. A more adventurous leadership team will create enthusiasm in others.

Key Question: Am I more comfortable with keeping things as they are or being a leader who risks to see a better tomorrow realized?

3. Seek models. Find another church that already has gone through the change you anticipate, and study what it did.  Simply being exposed to other paradigms and methods - even if you don’t adopt them - can enhance the repertoire of your congregation.

Key Question: What ideas have you seen elsewhere that would help us as a church achieve our full potential?

4. Spot paradigm tension points. Innovation is frequently threatened by the tension between groups. For example, cost-cutting attitudes conflict with extravagant spenders, baby boomers can conflict with seniors, and seekers see things differently from long-time members.

Key Question: As we move into the future what are the tension points you see?

5. Communicate with the members. Baby boomers, particularly, don’t want a mandate from the mountaintop; they want to participate in the process of discovery, through questionnaires, small-group discussions, and other dialogue.  People increasingly expect sophisticated, competently produced printed material. The message will need to be repeated many times and many ways.

Key Question: How can we as leaders better communicate the vision dreams and plans we have?

6. Clearly define new roles. Ministers, paid staff, and key volunteers need new definitions of how they fit into the new paradigm. If a clear definition isn’t given, the members will supply dozens of paradigms of their own about what they expect from their leaders, and will be disappointed when their expectations aren’t met.

Key Question: What Roles need to be clarified or redefined if we are to be more effective as leaders? In your role what one thing would you need to change to increase your effectiveness?

Looking at your church and honestly asking the question of what is currently not working will give a clue as to the paradigms which are ineffective and in need of change. The leader who knows what is and is able to create an optimistic view of the future through change will guide the church to become all God has created it to be.

It's A Faith Worth sharing

A Faith Worth Sharing

Something happened over the past 25 years where people began to believe that their faith in God's work of salvation was personal and private and Christians began to become more insular and less reluctant to talk about their faith. If fact, even thinking about people who didn’t believe in Christ and calling them lost was seen as inappropriate. We succumbed to the work of the enemy who will do everything possible to stop us from sharing our faith. Unless the Gospel is shared and people respond in faith they will be forever alienated from the life of God.

In normal everyday life typically a person wants to tell everyone about a gift he or she received. Yet many people treat salvation like it’s some kind of secret. They know what a wonderful thing they have but they’re reluctant to tell others.

•  Sharing is called many things. The Bible calls sharing our faith witnessing (Acts. 1:8); preaching the Good News (Mark 16:15); telling our friends what the Lord has done for us (Mark 5:19); letting our light shine (Matt. 5:15); showing others the goodness of God (1 Peter 2:9); and planting seeds. “My job was to plant the seed in your hearts, and Apollos watered it, but it was God, not we, who made it grow” (1 Cor. 3:6).
• God’s part in sharing. God doesn’t expect us to convince, convict, or convert others. We couldn’t even if we tried.  Only God can do these things. The love of God through Christ convinces us (Rom. 8:38). The work of God through the Holy Spirit convicts us (John 16:8). The grace of God through our faith converts us (1 Cor. 3:7).
• Our part of sharing. Sharing our faith should be the most natural thing in the world, because it’s nothing more than telling someone else the story of what God has done for us.  When we talk about Jesus with one other person, or tell people about Jesus in a letter or email, or give them a book about Jesus we are sharing your faith.
•   Don’t worry. Many of us are reluctant to share our faith because we worry about what other people will say or do.  We think we may be ridiculed, or might offend someone.  Don’t worry about it. Sharing our faith isn’t about the other person saying yes, no, or maybe. It’s about God and His incredible gift to us. All He wants you and I to do is share the gift. He promises to do the rest.
• Our ultimate purpose. We exist in order to glorify God. When you and I talk to others about God, we glorify Him - whether they respond or not. For everything comes from Him; everything exists by His power and is intended for His glory (Rom. 11:36).
• God’s ultimate plan. God is the holy, dynamic, personal, loving Creator of the universe. He made us to glorify Him and to enjoy Him, but He can’t relate to us as long as our life is characterized by sin. So He made a way for us to come back to Him through Jesus. This is His ultimate plan: His unchanging plan has always been to adopt us into His own family by bringing us to Himself through Jesus Christ. And this gave Him great pleasure (Eph. 1:5). This is what God wants you and I to share with others.

A Navy Chaplain holding a baptism of a new believer
in the Persian Gulf during Operation Iraqi Freedom

Will you join with me in seeking to look for those God given moments during this time of the year when many of those we know the best will be more open than ever to hearing the Gospel's good news.

Moving Off The Plateau

Lyle Schaller

When your church hits a plateau what are the best options to get it growing again? There are some practical suggestions Lyle Schaller the Dean of Church Consultants gives that will help you analyze what are the best options to get your church back on track in the wonderful task of making more and better disciples.

Before we get to these practical steps I wanted to lay down a few foundations that are critical for the church that really does want to get growing again.

The first of these is to understand that the church is both an organism and an organization. The Church has been described in the Scripture as an organism and we are a living body of believers. It is also described as an organization and we are a building that is being put together by the Master-Builder Himself. These images of the church as both body and building help us understand that the church has both health problems because it is a living organism and it has organizational problems because it has structures that either help or hinder its growth and development.

Very often the mistake that a church on a plateau is trying to answer is to try to solve an organizational problem with a spiritual solution or an organism problem with an administrative solution. This violates a foundational concept that organizations need organizational solutions and that spiritual problems need spiritual solutions.

Complicating this understanding is that rarely is a problem so simple that answers in one category or another is sufficient to solve the problem. Most church issues are a mix of changes that need to be made in both the spiritual and structural areas.

For example; Let’s assume the diagnosed issue is a lack of conversion growth and the existing biological and transfer growth rates are just sufficient to cover the normal attrition common in any church.

If the leadership saw the solution as only organizational they might get a new evangelism program and find themselves frustrated that it doesn’t seem to work for them as advertised.

A more comprehensive analysis’s might point out that the value of evangelism has been eroded over time so that lost people although mattering to God do not matter to us. It may also point out that very little prayer for lost persons is part of the personal and corporate prayer of the church family. Rebuilding this value and crying out to God would be essential if any program or structural changes in evangelism are to work. Therefore looking at the issue points out that the solution had a little bit of both the organic and organizational side.

So as we look at Lyle’s main points it is helpful to acknowledge that they will work in any church that really wants to grow, and is willing to do whatever it takes to see that happen

Schaller’s 10 Steps Off A Plateau

1.    Use a “both and” rather than an “either or” approach

·      Most persons will accept change that comes as an addition to what is already begun but will resist the change if it is seen as a replacement of the familiar way of doing ministry.

·      This characteristic of human behavior explains why churches in an effort to bridge the generations replace the existing traditional service with a blended service which inevitably is still to modern for the tradition loving folks and not contemporary enough for the contemporary loving component.

·      Using “both and” increase the scope of your ministry and avoids most of the anger and angst that change by “either or” is sure to bring

2.    Broaden the base of goal ownership.

·      A wise proverb tells us people oppose what they don’t understand. Increasing the base of persons who have a commitment to the goals of the Church in its missiological pursuit will result in both a greater enthusiasm and also a greater participation by the membership.

·      Listening to and giving people an opportunity to participate in the setting of the goals is also a great tool to increase involvement. I have heard it said is that the difference between good goals and bad goals is based on who set them. So good goals are my goals and bad goals are your goals.

3.    Focus on the possibilities and opportunities not the problems and limitations

·      Every church has an abundant opportunity to grow. Looking at who the unreached persons in a community are will open up a myriad of opportunities

·      Every church has problems. Rarely if ever does problem solving move the church off the plateau. It is the focus on the possibility that drives an organization forward.

·      Talk to any growing church and they will tell you growth brings with it problems but these problems are welcomed as opportunities to enhance our effectiveness

4.    Concentrate your planning in the areas where you have control not on the areas you don’t have control

·      The “somebody else” syndrome will paralyze any church quickly.

·      If the leaders will take control over what they can do that will make a difference instead of making excuses as to what they can’t do a great deal of progress can be made.

5.  Monitor the program to insure people are being given real choices

·      The choice most churches give people is “take it or leave it”. Increasing the options available for people to experience the grace of God will increase the scope and effectiveness of your ministry

·      Some examples might include; adding an additional worship service at a different time or of a different style, or increasing the homogeneous appeal of the church by adding ministries that appeal to a new group of potential disciples.

6.    Encourage tolerance (if not acceptance) of new programs and activities

·      Rarely if ever will a leader be able to get total acceptance for any change. If however the assumption is that I need total acceptance to make changes then the church will remain plateaued

·      Toleration underscores the principle is that people need real choices and while they might not like everything they recognize that what is liked and enjoyed may be different for different people.

·      It is also a helpful suggestion to institute change for a specified trial period to see if it really will work. 6-12 months is normal here. If it works almost everyone will now believe it needs to be continued. If it did not it gives us an opportunity to discard it or rework it. As a leader knowing new programs have an evaluation and sunset time built in gives an additional impetus to insure we give what we are attempting our best effort.

7.    Plan and program for specific subgroups of people not the entire congregation

·      Donald McGavran observed that the church by its very nature is heterogeneous but also having many homogeneous groups within it.

·      Simple examples might include old or young, rich or poor, men or women, married or single, married with children or without. As you can see the list could go on but it does point out that rarely is a church solely homogeneous.

·      Expanding the appeal by adding additional ministries or programs that meet the needs of those whose needs are now unmet will increase the appeal of the church both to its members and potential members.

8.    Celebrate positive accomplishments

Lyle Schaller

·      Organizations have a self-image of themselves. That image it built largely by two factors,

                                      i.     What they do and the results of what they do

                                    ii.     What is said to them and about them

·      Celebrating the accomplishments of what God has done not only encourages people to do more of it but over time builds a positive self identity that moves the church from maintenance and trying to hold on to a “We can do all things through Christ who gives us strength”.

·      You have a choice you can either build people up or beat people up. What you do determines the kind of congregation you will have and the achievements of that group of devoted followers

9.    Identify your strengths and specialize your ministry around them.

·      Every church has both strengths and weaknesses. Focusing on what God has blessed you with (your strengths) makes you a good steward of your talents and treasure.

·      Looking at the few things you can do well and doing them well will pay dividends in both achievement and self-identity, as you will find God has uniquely gifted you to do something different and better than the other churches around you. These gifts are your “Acre of Diamonds”

10. Carefully and regularly review the actual purpose of the church

·      What you devote your time talent and treasure to tells the real story of the churches understanding of its mission.

·      Jesus told us that where we put our treasure would be the telltale sign of where our heart was.

·      Would a stranger looking only at what you do be able to tell whom you serve and what cause or purpose you are trying to fulfill.

As you look at these 10 steps Lyle Schaller suggests which of them spoke most directly to you and your current situation? What could you do in the next 30-60 days that will make a big difference in the church 6 months to a year from now?

I deeply believe that God wants his church to grow in every way. In our love for one another, in our growth as disciples and in our mission to the lost Christ would have us be fully devoted as his disciples.

My study has shown that the majority of churches who are plateaued never take the steps to turn things around unless a crisis forces the issues. Change by choice is always a better way to go.

If I can help you with this or other issues relating to the mission we all share of taking the gospel to all persons please feel free to contact me.