MLD 106 MINISTRY LEADERSHIP SYSTEM PDF

MLD 106: MINISTRY LEADERSHIP SYSTEM (3 credits) Course Description: Ideal leadership enhances holistic church growth. The importance of Christian Leadership Development would be x-rayed by considering the followings: The Concept of Leadership, Ministerial Leadership, Envisioning Planning, Organiza...

MLD 106: MINISTRY LEADERSHIP SYSTEM (3 credits) Course Description: Ideal leadership enhances holistic church growth. The importance of Christian Leadership Development would be x-rayed by considering the followings: The Concept of Leadership, Ministerial Leadership, Envisioning Planning, Organization Controlling and Team Building. The course would also highlight the Perils of Managerial Leadership, Managerial Leadership Styles, Case Studies, Performance Appraisal and the course involves Personal Self- management Objectives: To enable the student:  Understand the importance of Christian Leadership Development.  Examine the Concept of Leadership.  Understand Ministerial Leadership.  Perils of Managerial Leadership.  Understand Envisioning Planning.  Appreciate Organization Controlling and Team Building.  Highlight the Perils of Managerial Leadership.  Identify Managerial Leadership Styles.  Understand Case Studies  Performance Appraisal.  Understand Personal Self-management. Course Outline:  Importance of Christian Leadership Development. Concept of Leadership.  Ministerial Leadership.  Envisioning Planning.  Organization Controlling and Team Building.   Perils of Managerial Leadership.  Managerial Leadership Styles.  Case Studies Performance Appraisal.  Personal Self-management. CHURCH’S LEADERSHIP SYSTEM “And the things that thou hast heard of me among many witness, the same commit thou to faithful men who shall be able to teach others also” (II Tim. 2:2). Leadership system addresses how we develop leadership at all levels in our church. Leadership system is a process of intentionally helping established and emerging leaders at every level of ministry to assess and develop their Christian character and to acquire, reinforce and refine their ministry knowledge and skills. TWELVE FUNDAMENTALS OF EXCELLENT CHURCH LEADERSHIP SYSTEM 1. There should be definite plan for developing people in the right way. 2. Determine who is a leader in your organization. 3. Identify leadership traits. 4. Identify leadership levels. 5. Establish standard system for recruiting leaders. 6. Assess your prospective leaders. 7. Deploy new leaders into their position of leadership. 8. Regularly evaluate your leadership development process. 9. Reward people in leadership regularly. 10. Put deadlines on service roles so that everyone known that no leadership position is forever. 11. Invest time and resources to train and develop new and existing leaders. 12. Settle on the tools and methods of training leaders in your organization. IMPORTANCE OF CHRISTIAN LEADERSHIP DEVELOPMENT Leadership development is important because the leadership abilities of ministry leaders influence the outcome of your leaders’ activities at every level. Without the resources and skills needed to lead effectively, entire organizations struggle unnecessarily. John maxwell opined “Those closest to the leader will determine the success level of that leader,” we can conveniently add “and the organization.” Ultimately success hinges on the ability of the leader or leaders to develop a team that will work together to accomplish the mission of the organization. The primary assignment of church leaders is leadership development. This comes as a natural outflow as we structure our churches to be destiny incubators; it should be one of the main purposes of the church and why we do things in establishing church health. Leadership is applied in many ways in large organizations. As a leader, you will eventually be expected to take on new leadership initiatives. Leadership development is therefore meant to help prepare you and your leaders for the wide range of demands and new challenges that can be placed upon you/them. 1. Leadership development is indispensable for a successful church. We see numerous examples of leadership development throughout the Bible; from Nehemiah and his dream to rebuild the wall of Jerusalem to Jesus’ intentional team building with his core group, the twelve disciples.  2. Leadership development is essential because working as a team is the key to multiplied effectiveness. “Many hands make light work?” – a Chinese proverb. 3. Leadership development contributes to ongoing success 4. It improves engagement and productivity. 5. It is a way of demonstrating commitment to your people’s potential. 6. More leaders are created to lighten the burden of ministry. Leadership development does not happen on its own, it only happens if it became a priority of the senior pastor. THE CONCEPT OF LEADERSHIP DEVELOPMENT Leadership development is the process of enhancing the leadership abilities of any member of an organization. Honing, developing, and effectively applying good leadership is a key part of any leaders’ job and success. Leadership development is the process of developing and refining those key proficiencies. In leadership development, you focus on developing the skill sets needed to better perform roles in leadership positions. There is no one-size-fits-all approach to leadership development. You may decide to use training, mentoring, coaching or even counseling strategies. Leadership development is meant to help leaders in a variety of roles from individual contributors to appointed leaders to lead better and improve leadership their skills to meet new demands. Effective leaders are able to motivate not only people they formally lead but engage peers and others over whom they lack any formal authority. It’s easier to lead yourself than to lead others. To lead others requires a lot of skills; persuasion, convincing, patience, inspiring, training, affecting their philosophies to life, setting goals etc. Leadership Development Skills? Leadership development skills includes the followings: leadership skills, influencing, strategic thinking, delegation, coaching and mentoring, resilience, communication skills, negotiation skills, accountability, performance management, crisis management, change management, goal setting, talent discovery, development and deployment. Leadership development skills that can be taught and measured fall into four categories:  Leading self  Leading others  Leading the organization  Leading implementation PERILS OF MANAGERIAL LEADERSHIP. Leadership is a complex and demanding role that comes with great responsibilities. While effective leadership can propel individuals and the church organisation to success, there are numerous pitfalls that leaders may encounter along the way. It will be wrong to entrust leadership positions to anyone without properly training and retraining them. A pitfall is enough to wreck or render a leader ineffective or even make fail outrightly. The following are some of the identified perils of managerial leadership. 1. LACK OF SELF-AWARENESS One of the most significant pitfalls of leadership is a lack of self-awareness. Leaders who are unaware of their strengths, weaknesses, biases, and blind spots can make poor decisions and struggle to connect with their teams. To avoid this pitfall, leaders should engage in self-reflection, seek feedback from others, and continuously work on developing their self-awareness. Continuous training to address this pitfall is equally very important 2. POOR OR INEFFECTIVE COMMUNICATION Effective communication is the cornerstone of successful leadership. Leaders who fail to communicate clearly, transparently, and empathetically may create confusion, mistrust, and disengagement among their teams. To avoid this pitfall, church leaders should prioritize communication skills development and actively listen to their team members. 3. NEGLECTING PERSONAL GROWTH Leaders who stop investing in their own personal and professional growth can become stagnant. Continuous learning and self-improvement are essential for leadership success. Leaders should read, attend workshops, seek mentorship, and stay up-to-date, they should be at the cutting edge of their job. 4. FAILURE TO BUILD A STRONG TEAM Every leader is only as strong as their team. Neglecting team development and failing to recognize and nurture talent can lead to a lack of cohesion and underperformance. Leaders should invest in team building, mentorship, and talent management. To build a team effectively, take note of the team development stages – forming, storming, norming and performing 5. IGNORING FEEDBACK Church leaders who dismiss or ignore feedback from team members may miss valuable insights and opportunities for improvement. Constructive feedback is a valuable tool for personal and organizational growth. Leaders should encourage open feedback channels and be receptive to input. 6. NEGLECTING ETHICS Leaders who compromise their ethical principles for short-term gains, risk damaging their reputation and the trust of their teams. Ethical leadership is essential for long-term success. Leaders should prioritize ethics and lead by example. 7. LACK OF EMPATHY Leaders who lack empathy and emotional intelligence may struggle to connect with their team members on a human level. Empathy is vital for understanding the needs, concerns, and motivations of employees. Leaders should practice empathy to build trust and strong relationships 8. LACK OF ADAPTABILITY The world is rapidly changing today, any leaders who resist change and cling to old methods may find themselves and their organizations left behind. Leaders should embrace adaptability, encourage innovation, and be open to new ideas and technologies are the ones that will thrive. BUILD YOUR CAPACITY TO GROW YOUR CHURCH “If the axe is dull, and one does not sharp ‘the edge, then he must use more strength, but wisdom brings success.” (Eccl. 10:10. NKJT) Capacity building is about discovering, developing, and deploring the potential of the average person towards the areas of specific relevance to God, self and humanity in general. Capacity is the skill and competent ability to do things well. It is the enablement to be effective and result oriented. Capacity, ability and capability can be divine, leant, and developed. It is not static. It can be improved upon, honed, loaded, reloaded and polished for maximum impact. THE RELEVANCE OF CAPACITY BUILDING TO CHURCH GROWTH But others fell on good ground and yielded a crop. Some a hundredfold, some sixty, some thirty” – Matt. 13:8. 1. YOU WILL NEVER PRODUCE BEYOND YOUR CAPACITY” Even when all the seeds in Matt 13: 8 fell on good grounds, exposed to the same nutrient supply and atmospheric condition, they still produced varying proportions. Some 30%, some 6O% and some 100%. The capacity of individual seed that determines the yield and productive level. 2. YOUR CAPACITY IS YOUR GROWTH What determines how far a balloon can fly is not a function of its colour, but the amount of helium (air) it contains. 3. YOUR MINISTRY, CHURCH, BUSINESS AND FAMILY OR ORGANIZATION CANNOT GROW BEYOND YOUR CAPACITY If your capacity can only handle 200 people, you cannot see 1,000 and retain them under your leadership. 4 IF THE PASTOR’S OR LEADERS’ CAPACITY REMAIN THE SAME, CHURCHES WILL REMAIN STAGNANT, STRUGGLING AND EVENTUALLY NOSE DIVE HOW TO GROW YOUR CAPACITY FOR HIGH PRODUCTIVITY THAT ALSO RESULTS IN CHURCH GROWTH AND OVERAL IMPROVED PERFORMANCE 1. IDENTIFY WHAT YOU NEED TO BE RESOURCEFUL You will need to be qualified to enjoy your leadership position. And to be qualified means that you are always able to deliver result. To deliver results, you will seriously need to identify what you need to be resourceful. What knowledge, competencies, skills and attitude will you need to get the needed result. Always remember that how impactful you will be in future is a direct function of the kind of pastor you are, over and above your leadership position. A church growth pastor must develop winning habits, and growth traits: Love, courage, understanding, humility, faithfulness, patience, holiness, meekness, tenderness, sensibility, sensitivity, gratitude, kindness, empathy, mercy, generosity, self-control, compassion forgiveness, consistency, commitment, loyalty and diligence. “To have tomorrow, you must first be more today. To achieve more in your outer world, you must go to work on your inner world.” (Wolfing Von Goathe) 2. YOU MUST HAVE A VISION FOR CR0WTH “Where there is no vision, the people perish; but he that keepeth the law happy is he” (Pro,29:18.) Don’t leave the future growth target of your church blank. If you aim at nothing you will always hit it. Every Pastor is pregnant with the size of the church he will eventually pastor. Vision can be assessed through three channels: (a) Directly enquiry from God - Duet. 29:29 (b) Discovery of your endowment, gifting and talents Matt. 23:25 (c) Choice-Deut. 20:19 3. SET GOALS FOR YOUR PERSONAL GROWTH AND DEVELOPMENT (a) Decide who you want to become. (b) Create a schedule for achieving those goals. (c) Make a list of everything you ‘can think of that you will have to do to achieve persona excellence in that area. (d) Organize your list into a plan by setting priorities for each of the items (e) Set deadlines for, achieving your key goals. (I) Take immediate action on at least one item in your plan to, get the process started. (g) Resolve to do something every day, until ‘you are successful. 4. KEEP UPGRADING YOUR PERSONAL KNOWLEDGE AND GOALS The following goal questions are useful in setting specific knowledge targets and skill benchmarks for yourself, in view of your quest for significant personal and church growth. I. What additional knowledge do you need to be the best in your area of calling/ministry?  II. What additional skill must you acquire to do your work in an excellent manner? III. What subject do you need to study and master? IV. What skill can you improve, upon that will help you most in your work, career, and ministry? V. How much time will you devote to relationship and networking with people that matter to your success in life and ministry, especially your immediate family members VI. How many hours weekly will you commit to reading in your area of calling. VII. Can you commit at least one hour or more daily to reading a good book in your area of calling? VIII. Can you listen to audio cassette each time you are driving and travelling? IX. Can you invest 3 to 5% of your income back into ‘your personal development for the rest Of your life? X. Can you decide to attend every helpful seminar, course and conference you can find? Never stop working on yourself until you become the kind of minister you would ideally like to be. 5. VISIT OTHER GROWING CHURCHES Learn by observation. Imbibe the spirit of growth. Get acclimatized in the environment of growth. Observe closely how the growth pastor is leading. Attend their services. Pick up their tapes. Read every book written by Church Growth Pastors. Examples of churches are setting the pace in Nigeria for growth include: I. The Redeemed Christian Church of God, led by Pastor B.- A. Adeboye; II. Living Faith Church, a.k.a Winners Chapel headed by Bishop Oyedepo; III. Mountain of Fire & Miracles Ministries led by Dr. D. K. Olukoya. IV. Covenant nation – Pastor Poju Oyemade etc BUILDING LEADERS BY DESIGN II Tim 2:2 “And the things that thou hast heard of me among many witnesses, the same commit thou to faithful men, who shall be able to teach others also. Both inside and outside the church, many people have recognized the need for developing leaders. A Fortune Magazine article reports that what worries world business leaders the most, was not production, profits or competition, but their worries centered on “How to develop future leaders.” The crisis of building leaders is most visible in the church today that George Barna concluded “The church is dying due to a lack of strong leadership. In this time of unprecedented opportunities and plenty resources, the church is actually losing influence. The primary reason is the lack of leadership. Nothing is more important than leadership”. THE MEANING OF BUILDING LEADERS BY DESIGN? Building leaders by design is the process of intentionally helping established and emerging leaders at every level of ministry to assess and develop their Christian character and to acquire reinforce and refine their ministry, knowledge and skills. TEN REASONS WE SHOULD BUILD LEADERS BY DESIGN 1) THERE IS NO PLAN B! Leadership development was at the core of Jesus’ ministry. Jesus’ ministry attracted large numbers of people; He gave Himself to His disciples, not the crowd. Although Jesus focused on the twelve, He spent even more intentional time with three of the disciples — Peter, James and John. Jesus’ intention with the twelve was to build leadership for the church at large. (2) THE SPEED OF THE LEADER IS THE SPEED OF THE TEAM Everything rises or falls on leadership. As the ministry’s leadership goes, so goes the organisation. The quality of any ministry is in direct proportion to the quality of its leadership. If a church is not doing well, then much of the time, the problem can be traced to leadership or lack of it. Matt. 9:35-36) 3) THE GOSPEL IS ALWAYS ONE GENERATION FROM EXTINCTION. Competent godly leaders are the best legacy of any seasoned leader. Failure to train emerging leaders puts the future of any ministry in serious jeopardy. 4) THE CHURCH GROWTH POTENTIAL IS DIRECTLY RELATED TO ITS LEADERSHIP POTENTIALS. Grow the people, grow the church. The strength of your church is the direct result of how strong your leadership base is. 5) POTENTIAL LEADERS HELP TO SHARE THE BURDEN (NUMBERS 11:26- 17) 6) THOSE CLOSEST TO YOU WILL DETERMINE YOUR SUCESSS OR FAILURE RATE. 7) DEVELOPED LEADERS ADD VALUE TO THE CHURCH. Peter Drucker once said, “People determine the performance capacity of an organization. No organization can do better than the people it has.” 8) DEVELOPED LEADERS ATTRACT POTENTIAL LEADERS. Birds of the same feathers flock, together. 9) DEVELOPED LEADERS EXPAND THE FUTURE OF THE CHURCH 10) LEADERSHIP DEVELOPMENT RECOGNIZES THE VALUE OF PEOPLE. Elton True Blood said, “If the average church would suddenly take seriously the notion that every lay member, man or woman, is really a minister in Christ, we would have something like a revolution.” HOW TO BUILD LEADERS BY DESIGN 1) DETERMINE WHO IS A LEADER IN YOUR ORGANIZATION Except you determine who a leader is in your own context, non-leaders will be asked to fill leadership roles. Nothing will repel other leaders more than a non- leader in a leadership role. The following kinds of believers are not necessarily leaders: a) Mature believers — spiritual giants/disciples b) Mobilized believers — volunteers c) Ministry masters - with a high degree of competence in specific ministry areas - Not all spiritual giants are ready to lead. - Not all who volunteer to serve are necessarily leaders - - Not all believers with ministry mastery, specific gifting in specific ministry areas are necessarily loaders. For example, an outstanding vocalist, good intercessor or. an excellent preacher, or even a Bank Manager does not automatically make a good leader in church. 2) IDENTIFY LEADERSHIP TRAITS The Senior Pastor and other leaders should make a list of the leadership traits that they feel adequately capture the unique contributions that leaders make in the church. Bill Hybels listed the following as top five leadership traits: a. Influence b. Character c. People skills d. Drive e. Intelligence 3) IDENTIFY ALL THE MINISTRIES IN YOUR CHURCH Write down all the church’s ministries as you foresee them. Examples of church ministries include: A. Small group ministries — cell groups, Sunday school, Adult Bible Fellowship B. Age graded ministries: — Youth, Teens, he-School, and Nursery children C. Worship Ministries: choir, Bands, praise singers and instrumentalists D. Interest, oriented ministry — men, women, singles; young married, recreation e Counseling ministries — support groups, addiction recovery, lay counseling E. Welcome Ministries — ushers, protocols, greeters, traffic, security, information centers F. Missions — evangelism, church planting, foreign mission, follow up, assimilation. G. Leadership ministries — small group leaders, departmental leaders, heads of ministry, deacons, elders, boards/trustees, council 4) IDENTIFY LEADERSHIP LEVELS IN YOUR CHURCH The following leadership levels exist in most churches: Level 1: Unpaid, non-vocational leaders who volunteer to serve God at the entry level of ministry. These would include Sunday School Teachers, Ushers and greeters, Nursery/Children workers, Choir, Drama, engineering, media etc Level 2: Unpaid, non-vocational leaders who volunteer to serve God alongside church staff Such leaders include deacons and deaconesses Level 3: Both paid and unpaid leaders who are potential staff. They are more likely to go on to vocational ministry. These include Pastor’ Leadership team, ministers, council/advisory boards, church secretaries, and heads of departments/units/ministries Level 4: Paid, vocational Ministry Leaders. These would include Senior Pastors, Associate Pastors, Youth Pastor, Worship Pastor, Christian Education Pastor, Singles Pastor, and Mission Pastor. 5) RECRUIT LEADERS - Pray for leaders. Matt 9:36-38 The church potential leaders are several kinds of. people. These would include: - New members never asked before - Members who have not been involved in leadership - Young people in schools and universities - People from outside the church — students from seminary, ex pastors, underutilized leaders in other churches 6) ASSESS YOUR PROSPECTIVE LEADERS. Determine if your prospective leaders meet the qualifications necessary to lead at various levels. The qualification include: a) Good character b) b). Spiritual maturity  c) Spiritual and natural leadership gifts. d) Leadership experience outside the ministry e) Leadership experience within the ministry. f) Good reputation. g) Desire or passion to lead h) Temperament conducive for leadership i) Good recommendation is j) Continuous training and development k) Love for people l) High school education m) People chemistry- ability to get along with others 7) DEPLOY NEW LEADERS INTO POSITIONS OF LEADERSHIP: This is the placing in ministry those who meet the already itemized qualifications. 8) DEVELOP YOUR LEADERS FOR SUCCES IN MINISTRY There are three dimensions or dynamics of training and developing new leaders. The first dynamics involves training them in Four core leadership competencies: a) Character development b) Knowledge – leadership, leadership competencies, vision casting etc c) Skills d) Emotional development The Second dynamic involves the followings: a) Learner driven b) Content driven c) Mentor driven d) Experience driven The third dynamics of training includes the following Sixteen training modules a) Classroom training b) Small group training c) Turbo group training d) Apprenticeship e) One-on-one f) Coaching g) Consulting h) Self-led i) Huddle j) Seminar it) Conference 1) Getaway m) Retreat n) Workshop o) Rally p) Benchmarking 9) REGULARLY EVALUATE YOUR LEADERSHIP DEVELOPMENT PROCESS This should include self-evaluation, evaluation between mentor and trainee and evaluation by all in a particular ministry or leadership level. 10) REWARD PEOPLE IN LEADERSHIP REGULARLY. Make your leaders heroes. Use your leaders as positive illustrations in your sermon. Tell stories about their contributions. Reward them in public etc. Give Leader of the month award. Some other ways to reward leaders are financial compensation, personal letters, cards, or notices a framed certificate of appreciation, a plaque, a word of praise or thanks, the gift of a Bible or good book, a dinner at a restaurant, a banquet or celebration event, tickets to a sporting event or a holiday for staff BIBLOGRAPHY 1) Marshall Hoeb “Where Leaders come from” Fortune 19 September, 1994 2) George Barner, “Leaders on leadership” Ventura, Ca1if Regal 1997 3) Bilii4ybels “Courageous Leadership:” (Grand Rapids Mich: Zondervan) 2002 4 Albert 0. Ama 100 Ways to Increase Church Attendance; Lagos 2012 5) Peter:F. Drucker “Managing the Non-Profit Organization” New York Herper Collins, DEVELOP A LEADERSHIP BASE FOR CHURCH GROWTH “And the word of God increased and the number of the disciples multiplied in Jerusalem greatly and a great company of the priests were obedient to the faith.” (Acts 6:7). Most Pastors have followers around them. They believe the key to leadership is gaining more followers. But few leaders surround themselves with other leaders. If you really want to be a successful leader, you must develop other leaders around you. You cannot do it alone. You must establish a team. You must find a way to get your vision seen, implemented and contributed to by others. As a pastor you see the big picture, but you need other leaders to help make your mental picture a reality. Everything rises or falls on leadership. It is your responsibility, as a Pastor, to identity your leaders’ potentials, train them, develop them into the best leaders they can be. REASONS PASTORS NEED TO REPRODUCE OTHER LEADERS? 1. THE CHURCH GROWTH POTENTIAL IS DIRECTLY RELATED TO ITS LEADERSWP POTENTIALS Your leadership base determines the level of your organizational growth. The strength of your church is the direct result of how strong your leadership base is. A Weak leadership base equals a weak church. A strong Leadership base equals a strong church. 2. POTENTIAL LEADERS HELP TO SHARE THE BURDEN ‘And the Lord said unto Moses, gather unto me seventy men of the elders of Israel, who thou knowest to be the elders of the people, and officers over them, and bring them unto the tabernacle of the congregation that they may stand there with thee. And I will come down and talk with thee and 1 will take of the spirit which is upon thee, and I will put it upon them; and they shall bear the burden of the people with thee, that thou bear it not thyself alone” (Numbers11:16-17). 3 THOSE CLOSEST TO YOU WILL DETERMINE YOUR SUCCESS OR FAILURE RATE Let us stop for a moment and think of the five or six people closest to us in our church. Are we developing them? Do we have a career plan for them? Are they growing at all? Our success in ministry depends largely on our ability to develop those closest to us. 4 DEVELOPED LEADERS ADD VALUE TO THE CHURCH They are more productive. They attract other high-quality people to the church. 5 DEVELOPED LEADERS ATTRACT POTENTIAL LEADERS Developed leaders are able to attract potential leaders. Leaders are not threatened by the presence of other leaders. Birds of the same feathers flock together. The atmosphere around developed leaders is such that attracts other leaders. Leaders think alike. Their mindset is such that they see themselves as friends and colleagues. 6. AS YOUR CHURCH GROWS, SO DO YOU NEED MORE LEADERS. A Pastors success can be defined as the maximum utilization of the abilities of those under him. TWELVE WAYS TO DEVELOP YOUR LEADERSHIP BASE 1. FOCUS YOUR TIME AND ENERGY TO EQUIP CURRENT LEADERS AND DISCOVER AND DEVELOP FUTURE LEADERS Gordon MacDonald in an article in LEADERSHIP MAGAZINE (1984), identified four kinds of people in the church and how we should spend time and energy with. V.I.P. = Very important people (Current Leaders) V. T. P. = Very Teachable People (Future Leaders) V. N. P. = Very Nice People V. D. P. = Very Draining People. The first two categories, VIPs and VTPs are self-explanatory. VNP’s are very easy to get along with, very stable and supportive. VDP’s are extremely skilled at taking up most of the time and energy of the Pastors and leaders. They have long-term problems. They cry the loudest. Most Pastors spend most of their time with VDP. You should not avoid or ignore people with problems. However, if you want to be effective in ministry over time, we should spend time with teachable people. 2. SELECT AND RECRUIT PEOPLE WITH LEADERSHIP POTENTIAL If you are looking for potential leaders, you need to consider the following (a) A person with love for God and man (Math. 22:37-40) (b) A person willing to serve (Matt. 20:26) (ç) A person willing to learn (Phil.3:12-13) () A person growing in Christian character (IThim.1-13) 3. DEVELOP A PERSONAL RELATIONSHIP WITH TEE POTENTIAL LEADER Do your best to win the hearts of your potential leaders and they will be glad to give you their hands 4. SHARE YOUR DREAMS WITH THEM. Let them know you and where you are going 5. START THEM ON APPRENTICESHIP PROGRAMME Let them observe a developed leader, or you in action. This will help them make mistakes anonymously. - 6. ASK THEM FOR COMMITMENT 7. GIVE THEM GOALS. These goals must be appropriate, attainable, measurable, clear, in written form, and the type that will require a stretch. 8. TELL THEM THE NITTY GRITTY OF THE JOB Assumption is the lowest grade of ignorance. Don’t assume they know. Clarify your expectations. Let them know what they are, and are not responsible for. Provide them with job descriptions, if possible, person specifications too. 9. ASSIGN THEM RESPONSIBILITIES WITH COMMENSURATE AUTHORITY AND ACCOUNTABILITY 10. ORGANIZE REGULAR LEADERS’ MEETING This provides a platform for feedback, information and equipping. 11. CONDUCT PERIODIC TRAINING SESSION It helps your people to stay fresh, on track and on the path of continuous growth 12. SEND THEM TO CONFERENCES AND WORKSHOPS OUTSIDE YOUR CHURCH. Encourage them to buy books and materials in their areas of assignment. EQUIPPING POTENTIAL LEADERS FOR MINISTRY Effective equipping begins with asking the right questions. If we don’t ask the right questions, we may find ourselves teaching the wrong people and for the wrong purpose. We need to analyze the church, the Pastor/Equipper and the potential core leaders. These questions will determine what equipping needs to be done and it will provide the direction it should take to best serve the organization. QUESTIONS ABOUT THE CHURCH (a) What is the statement of purpose for the church? (b) What is the primary need of the church? (c) Is there a training programme in place to meet that need? (d) What areas in the church have the greater growth potential? (e) Do you have the needed leaders and workers to make things happen in your potential growth? QUESTIONS ABOUT THE PASTOR/EQUIPPER* (a) Are you willing to pour your life into others? (b) Are you committed to an equipping church? (c) Are you effective in the areas you need to equip? If you can’t provide the training yourself, locate a person inside or outside the church who can provide the training. (d) Do you have a list of potential leaders? QUESTIONS ABOUT THE POTENTIAL LEADERS (a) Is this person compatible philosophically, with the organization and leadership? (Amos 3:3). (b) Does this person show a potential and desire for growth? (c) Are there lingering questions you have about this person, especially his character? (d) What are the potential leaders fit for? The indicators for where they are fit include: gifts and abilities, temperament, experience, skills, personality and passion. Are they team players? WHY THE SAINTS ARE UNINVOLED IN THE MINISTRY OF THE CHURCH 1. No one has told them what to do 2. They have not been told why they should do it. 3. No one showed them how to do it. 4. They are not helped to get started 5. They are not encouraged to keep going WHY MOBILIZE AND EQUIP THE LAY PEOPLE FOR MINISTRY 1. A church’s growth potential is directly related to her people’s potential. Grow the people, grow the church. 2. Developed People/Leaders help carry the load. 3. Developed Leaders expand the future of the church. Henry Ford once said, “You can take my factories, burn my buildings, but give me my people, and I will bring my business right back again”. 4. Those closest to the Leader will determine the success level of the Leader 5. To increase the quality-of-service delivery by these workers, through new and fresh ideas 6. To keep the people up to date 7. To discover their giftings and ministry 8. To remove unworkable, old and archaic principles and bring new effective ways 9. To help develop commitment 10. To develop them from being volunteers to becoming Ministers. DO YOU HAVE VOLUNTEERS OR MINISTERS AS MEMBERS IN YOUR CHURCH? 1. A volunteer offers himself or herself for service A minister responds to a call for service 2. A volunteer’s service is an option at his or her convenience, A minister’s service is not an option, it is a matter of obedience to God 3. A volunteer is a master of his or her own, life, and time, A minister acknowledges Jesus as Lord of his life and time 4. A volunteer is accountable to the organization and its leaders A minister is accountable first to God, then to the organization and its leaders 5 A volunteer is motivated by need and recognition, A minister is motivated by the Spirit the Christian community and need. 6 A volunteer reserves the right to choose what he or she will do, A minister relinquishes the choice of what he or she-will do to the higher principles of spiritual gifts and divine call. (Mt’ 1 6:5)’ CONCLUSION Elton True Blood said “if the average church would suddenly take seriously the notion that every lay member, man or woman, is really a minister in Christ, we would have something like a revolution in a short time”. The success of the Pastor dan be measured by how many people are involved in the work of Ministry. Many hands make large work. The more qualified the laymen who minister, the greater the growth of the church: The greatness of the church is not how many come into it but how many go out of it. The greatness is in how many have discovered their gifts and ministry and are using them in the church. A vibrant church is the one who has at least 50% of the people doing the work of ministry. This is the central work of the Pastor to equip the saints for the work of the ministry. DEVELOP YOUR PASTORAL LEADERSHIP STYLE The growth or stagnancy of a church depends on the leadership capacity of the pastor. The church is the length and shadow of the pastor. There are pastoral leadership styles suited mainly for small churches, the same style cannot make a church to grow to become a middle-sized church. There are things the pastor must stop doing and there are things the pastor must start doing, if he must pastor a church beyond the 1,000 level. THREE LEVELS OF PASTORAL LEADERSHIP FOR DIFFERENT CHURCH SIZES 1. THE SHEPHERDING PASTOR This is the pastoral leadership style for small churches under 200. In this instance, the Pastor still gives attention to each individual. Such churches will remain small and not grow beyond the level of those he can care for. No pastor can individually cater for more than 165 members, or else he will wear himself out. The pastor still prefers to do all the visitations, counseling, preaching, bible studies, water baptism, church administration and filing, community relations, prayer warrior, and programme coordination. Small church mentality is what makes many of the pastors to still ‘make decisions and think as a small church. At the level of 100-200, the style of most pastors is that of the ministering/shepherding leader. 2. THE MANAGING PASTOR The rnanagrng1eader is the pastor needed for middle sized church of 250 - 400 membership. The pastor leads as a managing pastor. He needs to empower the brethren in his church to take up roles and assignments in the church. The pastor delegates and empowers these leaders on basic administrative tasks in the church. The Managing Pastor, as the name implies, is to manage men, time, and resources in the church. To personally get the work is different from getting the work done through others. Instead of devoting personal attention to every issue in the church, the pastor entrusts them to trusted and dedicated leaders of the church. The managing pastor then manages the leaders whom he has assigned the job. At this stage the senior pastor must be able to attract, recruit, train, motivate and cast vision ‘for his immediate assistants. 3. EXECUTIVE PASTORAL LEADERSHIP SKILLS The executive pastoral leadership skill is needed to grow a large church into a mega church above 1000 in membership. He leads by decision making, after taking all the facts into consideration. Executive pastoral leaders: Must have ability to discern spiritual, gifts an4 talents in others Must have the ability to train supporting minsters Must be able to find leaders who can minister Must be able to: attract workers to join the labour force USE PARETO PRINCIPLE TO LOCATE YOUR STARS To see better results, the church needs to concentrate on the 20% of its star people, and programme. by focusing 80% of its time, energy, money, and training on them. This is Pareto principle as applied to church growth. 1. IDENTIFY YOUR STAR PROGRAMMES Of all the many programmes and ministries that your church offers, identify the ones that touch most people. Which ministries are in the top 20%? In our church. Practical examples of star programmes: Business/Entrepreneur Services, fasting and prayer programmes. Anointing and Impartation services. Youth empowerment monthly programmes, relationships programmes etc. identify the programme that brings the crowd every time it was hosted, either on Sunday or midweek. Spend on such programmes, brand it powerfully. In a recent response to questionnaires, we administered to 1,000 pastors in a denomination in Nigeria, analysis shows that prayers/revival services bring 50% to the church, crusade brings 20%, personal evangelism brings 8%, other forms like guest Sunday brings 7%, Welfare/Benevolence attracts 15% to. the. church. 2. IDENTIFY YOUR STAR LEADERSS Make a list of all your leaders and influential people. Then, rewrite the list ranking them according to their levels of influence in your church. Who falls into the top 20%? 3 IDENT1F YOUR STAR OUTREACH PRODUCERS Make two lists of all the people and programmes that have resulted in individuals coming to Christ or into your church in the last 2 to 3 years. Who are the people in the top 20%? 4. IDENTIFY YOUR STAR GOALS make a list of all the goals your church has established in the last two years Rank them in order, starting with those that are most likely to help your church grow spiritually and numerically. Which goals are within the top 20%? 5. IDENTIFY YOUR STAR PRIORITIES Make list of all the things you need to do each week. Then prioritize them according to how crucial each is to the growth of your church in the last 3 years Which of them is in the top 2O%? TEN TOP SOFT SKILLS FOR MINISTRY SUCCESS IN THE 21ST CENTURY “So don’t use a minute in building on what you’ve been given, complementing your basic faith with good character, spiritual understanding, alert discipline passionate patience, reverent wonder, warm friendliness, and generous love, each dimension fitting into and developing the others. With these qualities active and growing in your lives, no grass will grow under your feet, no day will pass without its reward eli you mature in your experience of our master Jesus. Without these qualities, you can ‘1 see what’s right before you oblivious that your old sinful life has been wiped off the books. So, friends, confirm God’s invitation to you, his choice of you. Don’t put it off; do it now. Do this, and you will have your life on a firm footing, the streets paved and the way wide open into the eternal kingdom of our master and savior, Jesus Christ.” (II Peter 1:5 -Il - The message) WHAT ARE SOFT SKILLS? Soft Skills can be defined as character traits or interpersonal aptitudes that affect your ability to work and interact with others. They are natural abilities from divine endowment that can’t be taught in a classroom, seminary or managed quantitatively. They are often, but not always just people Skills. These skills can be horned and developed in the prism of experience, constant and conscious practice. 40% of ministerial success depends much on them. 1. COMMUNICATION SKILLS. Clarity, Confidence, Respect, Empathy, Listening, Verbal communication, Non-Verbal communication, written communication, constructive feedback and friendliness: Essential on pulpit and off pulpit. 2. TEAM WORK. To operate successfully in a group setting in ministry work, the following team work related skills are vital: Conflict Management, Delegation, active listening, collaboration, Cooperation, Coordination, Idea exchange, Mediation, Negotiating. 3. ADAPTABILITY AND FLEXIBILITY SKILLS. Adaptability and Flexibility skills are related skills that make a minister to be compliant with Paradigm shifts and rolling with change. The skills of adaptability and flexibility include Curiosity, Self-management, Decision making, Calmness, Optimism, Open mindedness, Analysis. Self-confidence, Organization, Self-motivation. 4. CREATIVITY SKILLS. Creativity is a broad type of soft skill that can help you to develop innovative solutions to problems at work. Creativity is basically thinking outside the box. Types of Creative Skills Include: Divergent. thinking, Inspiration, Imagination, Reframing, Mind Mapping, Insight Innovation, Experimenting, Questioning and Designing. 5. PROBLEM SOLVING SKILLS. Problem solving abilities are a blend of using analytical and creative thinking to find solutions. Skills set for problem solving include Analysis, Lateral thinking, Logical reasoning, Initiative persistence, Observation, Persuasion, Negotiation, Brainstorming, Decision making. 6. WORK ETHIC SKILLS. Soft skills related to strong work ethic include: Integrity, Responsibility, Discipline, Initiative, Dependability, Commitment, Self- motivated; Professionalism, Team work, and Time management. 7 INTERPERSONAL SKILLS. Examples Include Empathy, Humor, Mentoring, Networking, Sensitivity, Patience, Tolerance, Public speaking, Positive- Reinforcement and Diplomacy. 8. TIME MANAGEMENT SKILLS. This essential skill demonstrates a minister’s ability to work efficiently and productively by using time wisely. Time management skills include Goal setting, Prioritizing, Planning, Decision making, Focus, Delegation, Stress Management, Coping, and Organization. 9. LEADERSHIP SKILLS. These Include: Empathy, Selflessness, Agility, Listening, Humility, Cultural intelligence, Authenticity versatility, Generosity, and Trust. 10. ATTENTION TO DETAILS. Related skills are critical observation, Listening, Organization, Scheduling, Analysis, Introspection, Memory, Acuity, Recall, and Questioning. CONCLUSION According to Forbes Magazine, 94% of employers and executive recruiters believe that topnotch soft skills outweigh experience; when it comes to promotion to leadership positions. Soft skills are skills sets that will facilitate productivity, effectiveness and efficiency in the ministry workspace of the2l Century Adapted from Global School Administration A journey of global Education in Africa Published by EIN Educational Services. A wise man thinks ahead, a fool doesn’t and even brags about it PASTORAL CAPACITY DEFICIT N CHURCHES AND MINISTRIES TODAY STATISTICS ON PASTORAL CAPACITY DEFICIT 1. 50% of Pastors feel unable to meet the ‘needs of the job 2. 90% of ministers feel they were inadequately trained to cope with ministry demands. 3. 64%of Pastors have problem with communication. 4. 57% of Pastors have problem with church management. 5. 60% of Pastor’s wives desire more training to perform better. 6. 53% of Pastor’s wives feel the number one frustration in ministry is time management. 7. 70% of Ministers say they have a lower self-image than when they started out in ministry. 8. 90% of Pastors work more than sixty hours a week. 9. 63% of Pastors have issues with congregational expectation. 10. 40% report a serious conflict with a parishioner at least once a month. 11. 53% of pastors say they have no close friends. 12. 45% of pastor’s wives say the greatest danger to them and family is physical, emotional, mental and spiritual burn out. 13. Church crises and church politics are the greater fears of pastor’s wives, as they are often left unprotected. Clergies are the second lowest paid professionals in the world NEW PARADIGMS OF CAPACITY BUILDING IN MINISTRY If the axe is dull; and one does not s harp the edge, then he must use more strength, but wisdom brings success. (Eccl: 10:10 - N’KJV) Capacity building is about, discovering, developing, and deploring the potential of the average person towards the areas of specific relevance to ‘God, self and humanity in general. Capacity is the skill and competent ability to do things well. It is the enablement to be effective and result oriented Capacity, ability and capability can be divine, learnt, and developed. It is not, static, It can be improved, honed, reloaded, and polished for maximum impact. THE RELEVANCE OF CAPACITY BUILDING TO CHURCH GROWTH “But others fell on good ground and yielded a crop. Some a hundred-fold, some sixty, some thirty - Matt. 13:8. 1. YOU WILL NEVER PRODUCE BEYOND YOUR CAPACITY* Even when all the seeds in Matt. 13:8 fell on good grounds, exposed to the same nutrient supply and atmospheric condition, they still produced in varying proportions. Some 30%, some 60% and some 100%. It is the capacity of individual seeds that determines the yield ultimately. 2 YOUR CAPACITY IS YOUR GROWTH What determines how far a balloon can fly is not a function of its colour, but the amount of helium (air) it Contains. 3 YOUR MINISTRY, CHURCH, BUSINESS AND FAMILY OR ORGANIZATION CANNOT GROW BEYOND YOUR CAPACITY If your capacity can only handle 200 people, you cannot see 1,000 and retain them under your leadership 4 IF THE PASTORS OR LEADERS’ CAPACITY REMAIN THE SAME, CHURCHES WILL REMAIN STAGNANT, STRUGGLING AND EVENTUALLY NOSE DIVE SCALLING NEW HEIGHTS IN LEADERSHIP Leadership makes a difference in any organization 1. Leadership is the willingness to put oneself at risk 2. Leadership is the person to make a difference with other 3. Leadership is being dissections with the current reality 4. Leadership is taking responsibility where other are making excuses 5. Leadership is seeing the possibilities in a situation where other are seeing the limitation 6. Leadership is the to stand out in a c 7. Leadership is an open mind and an open heart 9. Leadership is evoking in other the capacity to dream 10. Leadership is the in-spring other with vision of what they can contribute 12. Leadership is your heart speaking to hearts ‘df other. 13. Leadership is the integration of heart, head and soul 15. Leadership is the dream made reality 16. Leadership is above all courageous LEAD YOURSELF WELL The key to leading yourself well is to learn self-management or personal leadership. To gain credibility with your boss, colleagues and others. Focus on taking care of the following: a) Manage your emotions. Studies shows that people with emotional problem are 144 percent more likely to have motor accidents than those who don’t have them. The study found out that one out of five Victims of fatal accidents had been in a quarrel with another person six hours preceding the accident. Nobody likes to spend time around an emotional fire bomb that may “go off’ any moment. Good leaders know when to display emotions and when to delay them. We are not suggesting burg or denying your emotion but put other first. Not yourself in how you handle the process them. Become emotionally intelligent. 2. MANAGE YOUR TIME WELL Until you value yourself, you won’t value your time. Until you value your time you will not do anything with it. Think always if that thing you are doing is worth spending your life on. 3. MANAGE YOUR PRIORITIES If you chase two rabbis both will escape. You must be ruthless in your judgment of what you should not do. Just because you like doing something doesn’t mean it should stay on your to do list. If is a strength, do it, if it helps your grow, do it if your leader says you must handle it personally, do it. Anything else stops doing it. 4. MANAGE YOUR THINKING The greatest enemy of good thinking is busyness. A minute of thinking is often more valuable than an hour of talk or unplanned work. 5. MANAGE YOUR WORK If you wish to make sure that your words carry weight, and then weigh them well. If you have something worthwhile to say, say it briefly and well. If you don’t sometimes the best thing to do is remain silent. 6. MANAGE YOUR PERSONAL LIFE. No Career duller is worth it. What shall it profit a Christian if he climbs to the top of the organization but loses his or her marriage and ciliolate his loved ones. 7. LIGHTEN YOUR LEADERS LOAD. If you help the lift the load of your leaders then you help your leader succeed. When you help your leader to lift his load,  It shows you are a team of player.  It shows you are grateful for being on the team  It makes you part of something bigger.  Gets you noticed.  Increase your value and influence. HOW TO LIFT YOUR LEADERS LOAD a) Do your own job well first b) When you find a problem, provide, a solution every leader / member carries two buckets one filled with water another filled with fuel. It is our duty to ensure they don’t succeed in setting the place on fire. c) Tell your leader what they need to hear, not what they want to hear. Don’t join the group of “yes” men who build a wall of fiction around the leader. Every good leader wants all the plain facts. Don’t spare year leader bad hews of what is not working well or going well. A good leader will not shoot the messenger. Start small and be diplomatic. If your leader is redeployed become more frank please don’t become a filter of news but a funnel. A Good leader wants the truth even it hurts. d) Go the extra mile Zig Ziglar once said “there are frantic on the extra mile “when you do more than is asked, you will certainly stand out from the crowd. When you have a whatever, it takes aptitude related to helping the organization, then you emerge a member of leaders’ inner circle. Leaders expect more from their inner circle. They expect extra effort, extra responsibility, and extra thinking. A good leader gives extra mile leaders extra in return. e) Stand up for your leader whenever you can. Helping your leader mean supporting them and standing up for them whenever you can. It means loyalty in executing the decision reached as if it were your own f) Ask your leader how you can lift the load, it is good to anticipate what your leader may need or want. it is ever better to come right out and ask.