leadership succession a contingency plan for the small community

Report
T
LEADERSHIP SUCCESSION
A CONTINGENCY PLAN
FOR THE
SMALL COMMUNITY CHURCH
Presented By
Henry J. Barry, Jr.
May 12, 2011
R
LEADERSHIP SUCCESSION
Introduction
 Research Problem
 Theology for Leadership Succession
 Literature Review
 Research Design
 Case Studies
 Coding and Analysis of the Data
 Significant Findings
 Recommendations and Future Research
Reasons for the Research
Small independent churches are a trend in the twenty-first century, but are
they fully equipped for longevity and do they have a contingency plan for
the next generation?
The need for a strategy for leadership succession was the primary reason
for the research project.
Q
Subproblems
The first subproblem seeks to understand the independent
church as a phenomenon.
The second subproblem reviews how the Scriptures address
leadership succession.
In the third subproblem the researcher explores journals and
contemporary literature, which focus on leadership
succession.
In the fourth subproblem, the researcher selects small
independent churches for case studies.
The fifth subproblem involves conducting onsite interviews
with pastors and clergy who must consider leadership
succession.
What God Makes Free is Free Indeed:
Scott Thumma
 The nondenominational identity is in many ways an
elusive category.
 The consideration: How do such churches expect to
succeed reaching the next generation without the support
of a parent denomination?
 The basis for this research project comes from this
consideration.
Leadership for the next Generation
In order for a local church to continue, it must utilize and
manage its human and material resources with a vision for
the next generation.
78:6 (NIV) so the next generation would know them, even
the children yet to be born, and they in turn would tell their
children.
Psalms 145:4 (KJV) One generation shall praise thy works
to another, and shall declare thy mighty acts.
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Leadership between the
Generations
The Scriptures show that those in leadership are
responsible to reach the next generation with the gospel.
Leadership succession is about meeting the needs of the
church community and reaching the next generation.
Leadership succession is inclusive of all generations (Ps.
119:90, 135:13).
&
Theology of Leadership Succession
Old Testament
The Old Testament Validates Leadership Succession
Moses the law-giver subject to transience and mortality
leadership succession is transferred to Joshua.
Then Moses went out and spoke these words to all Israel: “I am now a
hundred and twenty years old and I am no longer able to lead you. . . .
Then Moses summoned Joshua and said to him in the presence of all
Israel, Be strong and courageous, for you must go with this people
into the land that the LORD swore to their forefathers to give them,
and you must divide it among them as their inheritance. The LORD
himself goes before you and will be with you; he will never leave you
nor forsake you. Do not be afraid; do not be discouraged.” (Deut.
31:1-8).
Leadership Succession Prevalent Among
the Prophets
&
Elijah and Elisha and the mantle which symbolized the
passing of prophetic Authority between the predecessor and
his successor.
New Testament Theology
Leadership Succession
&
Although the commission is addressed to the apostles the emphasis
to the “End of the age” shows the Lord intended others to succeed in
the mission. The church is entrusted with the apostles mission.
Knowing what to do is a constant. The church needs to fulfill its
purpose in its context.
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Leadership Principles
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•
•
•
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Leadership begins with God’s calling
The Lord’s calling is a higher calling (Phil. 3:14)
A holy calling (2 Tim.1:9)
A heavenly calling (Heb.3:1)
An effective calling (1 Cor.15:10)
•
•
•
•
•
Leaders Respect God’s Sovereignty
Leaders are Disciplined
Leaders are Developed in Ministry
Leaders are Visionaries
Visionary Leaders Create the Capacity for Future Leaders
The Leadership Legacy Project is a program designed to help
leaders in the Baby Boom generation articulate the legacy they
want to leave behind them, and answer the questions:
• What will happen when I leave?
• Who will be there to take the reins?
• What does the next generation need to be successful?
“The greatest thing this generation can do
is to lay a few stepping stones for the next generation.”
Charles F. Kettering
The questions designed by GLI are useful for all organizations.
These questions contain foresight that is relevant to reaching the
next generation, which every institution needs to do if it desires
longevity.
Yet some of the research did by GLI shows that, despite the
necessity of planning for eventual leadership transitions, few
organizations have planned for them.
The basic questions the Gilburg Institute asks about leaving a
legacy are as relevant to churches as they are to private
corporations and public institutions.
Literature Review
The literature research included an historical review that showed some
of the reasons for the emergence of denominations and independent
churches.
The independent church is an alternative to traditional denominations.
At first glance, an independent church appears to be at a distinct
disadvantage; therefore, it would be in its best interests to affiliate with
a denomination.
The research shows many of the denominational churches view
themselves as autonomous and in most cases an affiliation with a
parent institution is merely nominal.
Hartford Seminary Research Project
Scott Thumma: Research Paper
It is commonly assumed by sociologists of religion that the numbers
of nondenominational congregations in the United States are
swelling at a rapid rate. . . . In addition, if current research which
examines the factors contributing to congregational identity in
traditional denominations is correct (where 75% of denominational
church members do not think of themselves in terms of a
denominational identity . . . the nondenominational reality is closer
to and more descriptive of the way many denominational
congregations are currently functioning.
Leadership succession is a major concern for all churches.
Q The Apostolic Paradigm:
R
Reggie McNeal
• First,
the dynamic of the early church during the apostolic era
remains a benchmark for missional effectiveness.
• Second the cultural arena at the beginning of the twenty-first
century resembles at key points the cultural setting that firstcentury Christians faced.
• Third, the type of leadership the apostles practiced has certain
qualities that not only made the early church effective but would
raise the level of church leadership today as we face similar
challenges and opportunities.
Q Paradigm Shifts:
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McNeal contends that churches have to be aware of shifting
paradigms. Leaders must continually evaluate their current
paradigms against present realities.
McNeal further contends: “Paradigm paralysis occurs when an
individual or organization holds on too tightly to one
paradigm.”
Trying to make things that worked in the past succeed in the
present may not work.
Q Paradigm Shifts
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The traditional approaches and typical responses are not in the
apostolic tradition.
The apostles embraced the missional approach of the priesthood of
all believers (1 Pet. 2:5, 9).
Despite this fact, it is still necessary and expedient for the church to
return to the apostolic missional approach to expanding the
Kingdom through the priesthood of all believers and not just the
professional clergy.
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Leadership Factors
There are several factors associated
with leadership.
Leaders need to create the capacity
for future Leadership.
These factors consist of leadership
turnover and transience, leadership
development and transitioning.
Leaders do this by creating an
environment for disciples to
emerge.
Leadership turnover and transience
are non-controllable constants.
Leadership development and
transitioning are somewhat
controllable.
Disciples need to discover and
develop their spiritual gifts for
ministry.
Leaders are not developed in a
vacuum.
The church is a laboratory for
leaders to emerge.
Systems Theory Approach
Transformational Process
Input System
From the
Environment
TheologicalMissional Purposes
Organizational
Structures
Intra Personal Relationships
Output
System
Into the
Environment
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Creating a Capacity for Leadership
•Leadership creates the capacity for leadership
development
•Create Environment for Leadership
• Create the Opportunity
• Proactive intentional
•Church a Laboratory
• Disciples Discover Spiritual Gifts
• Disciples Develop Spiritual Gifts for Ministry
Leadership Succession
is often the
Unspoken Subject
Agenda
The Community
Golf Tournament
Food Bank
Q
Leadership Succession Questions
Have you had an honest, structured discussion with your governing board about
what is going to happen to the church when the pastor leaves?
Does your governing board have a clear, biblically based, shared
understanding of the spiritual principles that should inform a pastoral
transition process?
Do you have a crisis plan in place, should something happen that
requires the pastor to leave suddenly?
Do you have a pastoral transition plan in place that describes in detail
how your church will maintain excellence at the point when the current
pastor leaves and a new pastor is called?
Has your governing board calculated all the various costs that would be
associated with a poorly managed pastoral transition?
In most cases the answers to the above questions is an emphatic NO!
A Biblical Model for Leadership Succession
The Lord Jesus Affirmed
His Predecessors
The Lord Jesus Chose His
Successors
"Do not think that I have
come to abolish the Law
or the Prophets;
I have not come to abolish
them but to fulfill them
Matthew 5:17 (NIV).
"Come, follow me," Jesus
said, "and I will make you
fishers of men" Matthew
4:19 (NIV).
For all the Prophets and
the Law prophesied until
John Matthew 11:13
(NIV).
You did not choose me, but I
chose you and appointed
you to go and bear fruit-fruit that will last. Then
the Father will give you
whatever you ask in my
name John 15:16 (NIV).
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Research Design
Qualitative Research
The research consisted of a multiple case study of four
independent churches with grounded theory as the
methodology.
Grounded theory was best suited for this project and
allowed the researcher to be grounded in the data gathered
at the respective sites.
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Research Instruments
Selected Questions
Can you share some of the advantages /disadvantages of an
independent church?
Have you ever attended any seminars or conferences, which
have considered the subject of leadership succession?
What is your theology for leadership succession?
Can you describe any obstacles to leadership succession?
R
Research Instruments Continued
Selected Questions
In your opinion, are there factors that can contribute to leadership
succession?
How do you feel your church should approach the subject of leadership
succession?
Does your church have a contingency plan for leadership succession?
Have you discussed the subject of leadership succession and transition
with the church elders, deacons, boards and congregation?
Q
Online Surveys
Selected Questions
Leadership Succession
Does your church have a contingency plan for leadership succession?
In your opinion, how can the local church take a more direct approach in
meeting its own leadership needs?
What are some of your perspectives, for facilitating a good leadership
succession?
How does your church deal with leadership transience and turnover?
In what ways can the local church facilitate a successful transition?
Q
Online Surveys
Selected Questions Continued
Leadership Development
What character qualities are needed for leaders?
In what ways can the church be proactive in leadership
development?
How can the local church create the capacity for leadership
development?
In what ways can parachurch organizations such as seminaries be
useful for in-house ministry development?
In your opinion how can discipleship groups be effective in
leadership development?
Coding the Data
Weft QDA // A free qualitative analysis software application
The coding process for the interviews was as follows:
Voice recorded the interviews and inserted the transcriptions into the
WEFTQDA program and began the coding.
The researcher assigned a combined 122 codes and nodes to the research
interviews and 66 to the online surveys.
Open Bible Baptist Church
September 9, 2010
Advantages of Independent Church
Voice Recorded Transcription
• It is not governed by a religious
hierarchy or home office. That in
itself makes it autonomous: which
is the type of churches that were
established in the New Testament.
. . . establishing its own
Constitution and Statement of
Faith based on the authority of
Scripture and not a religious
organization; and the ability to
freely preach and teach the Word
of God as led by the Holy Spirit,
not directed by a religious book
written by the hierarchy of the
Church.
Norwich Worship Center
October 13, 2010
Leadership Succession and Transition
Worship Ceremony
• Pastor Jeff Sharp of Norwich Worship
Center described his transition to senior
pastor as a positive one.
• Pastor Jeff reflected on the culmination
of the process with the passing of the
mantle and the prayer shawl and staff in
ceremony in front of the entire
congregation as something more than
symbolic.
Preston City Bible Church
Leadership Succession
Networking
October 25, 2010
•
After completing his military
obligations, Captain Roseland left the
Army and pursued a Master of
Theology degree at Dallas
Theological Seminary. Pastor
Roseland described his calling to
PCBC as the result of his friendship
with his predecessor, “The call to this
church, that was networking.”
North Stonington Bible Church
Leadership Transition
Plurality of Elders
November 18, 2010
•
The elder board had voted me as
pastor in January 2008. . . . It was
such a smooth transition that nothing
really changed; we had already been
functioning like this for many, many
years. . . . I was already part of the
leadership team being an elder . . . it
was as if the heartbeat of the church
never changed.
Coding the Data
Open Bible Baptist Church
Independent Church
Apostolic Church
Autonomous
Free of Denomination Hierarchy
Free to Preach the Word
Has Own Voice
Theology of Leadership
Great Commission
Autonomous
Inclusive Leadership
Priesthood of Believers
Factors to Facilitate Leadership Succession
Successor Likeminded Doctrine
Successor Likeminded in Direction
a
Coding the Data
Open Bible Baptist Church
Continued
Leadership Development
Discipleship
In-Ministry Training
Leadership Transitions
Mutual Compatibility
Parachurch Support
Limited
Mutual Agreement
Creating the Capacity for Leadership
Discipling
In-Ministry Training
a
Coding the Data
Norwich Worship Center
Independent Church
Free of Denominational Traditions
Able to Adapt to Cultural Changes
Lacks Denominational Support
Lacks Outside Accountability
Theology of Leadership
Scripture Teaches Leadership is within
Established in the Church
Brought up in the Church
In-ministry Training Factors to
Facilitate Leadership Succession
Mentoring
Transfer of knowledge and experiences of mentor
Discipleship Groups
Congregational Involvement
Formal Ceremony
Symbolic Transfer Prayer Shawl and Staff
Protocol Follows
a
Coding the Data
Norwich Worship Center
Continued
Leadership Development
In-church Training
Lengthy Discipleship
Leadership Transitions
Well-Planned
Very Careful very Deliberate
Lengthy Process
Parachurch Support
Instructural Resources
Creating the Capacity for Leadership
Provide opportunity
In-ministry training
a
Coding the Data
Preston City Bible Church
Independent Church
Autonomous
Not governed by religious hierarchy
Not tied down to traditions
Free from denominational hierarchy
Free to preach and teach God’s word
Has its own voiceLack of support
Limited resources
Accountability problems
Potential for isolation
Theology of Leadership
Scripture teaches leadership within church
Plurality of elders
Leadership is developed within local church
In-ministry training
Factors to Facilitate Leadership Succession
Evaluate disciples progress
In-ministry training
Provide opportunities for leadership development
a
Coding the Data
Preston City Bible Church
Continued
Leadership Development
Encourage congregation involvement
Provide training and resources
Leadership Transitions
Planning for them
Preparing for them
Verifying Biblical qualifications
Leadership transitions take time
Parachurch Support
Provide instruction in languages
Provides resources for curriculums
Partner with local churches
Creating the Capacity for Leadership
Internalized in Church
Emphasis Inclusive Participation
a
Coding the Data
North Stonington Bible Church
Independent Church
Autonomous
Not governed by religious hierarchy
Not tied down to traditions
Free from denominational hierarchy
Free to preach and teach God’s word
Has its own voice
Lack of support
Limited resources
Accountability problems
Potential for isolation
Theology of Leadership
Scripture teaches leadership within church
Plurality of elders
Leadership is developed within local church
In-ministry training
Factors to Facilitate Leadership Succession
Evaluate disciples progress
In-ministry training
Provide opportunities for leadership development
a
Coding the Data
North Stonington Bible Church
Continued
Leadership Development
Encourage congregation involvement
Provide training and resources
Leadership Transitions
Planning for them
Preparing for them
Verifying Biblical qualifications
Leadership transitions take time
Parachurch Support
Provide instruction in languages
Provides resources for curriculums
Partner with local churches
Creating the Capacity for Leadership
Internalized in Church
Emphasis Inclusive Participation
a
Codes and Nodes
Online Surveys
Leadership Development
Proactive Direct Approach
Training Materials
Routine Training
Rigorous Training
Annual Training
Specialized Training
Scholarships
Investing in People
Character Qualities
Biblical Model
Leadership Conferences
In-Ministry
Maturing in Ministry
On-the-Job Training
Mentoring
Facilitating Leadership Succession
Proactive Direct Approach
Regular Evaluation of Prospects
Encourage Prospects
Develop Spiritual Gifts
Evaluate Prospects Performance
Look for Fruit
Discipleship Groups
Discover Spiritual Gifts
Encouraged to Use Them
Codes and Nodes
Online Surveys Continued
Leadership Transience
Proactive Direct Approach
Supplication and Prayer
Pulpit and Search Committee
Utilize Proven Leaders
Fruitful Leaders
Grieve for Outgoing Leaders
Develop Young Leaders
Strong Internship Program
Local Church In-Ministry
Mentoring In-Ministry
Leadership Transitions
Proactive Direct Approach
Supplication and Prayer
Seek Council
Parachurch Support
Preparing for Transitions
Documented Policy and Procedure
Mentoring Successor
Congregational Involvement
Planning
Codes and Nodes
Online Surveys Continued
Creating the Capacity for Leadership
Proactive Direct Approach
Inform Members of Leadership Needs
In-Ministry Evangelism
Edify Disciples
Education
Encourage Congregation to Develop Ministry Skills
Empower Disciples
Create Ministry Environment
Provide Ministry Opportunities
Specialized Training Manuals
Mentoring
Parachurch Organizations
Proactive Indirect Approach
Online Training
Conferencing
Academic Education
Partnering
Networking
Affordable Programs
Opportunities for Ministry Skills Development
Supplemental Training
Communicate Ministry Needs
Comparing Approaches
Traditional Approach
Pastor /Deacon Board
Pulpit/Search
Committee
Recruit
Leadership
External
Task
Orientated
Renewed Apostolic
Model
Plurality of
Elders
Elders
Emerge
In-Ministry
Process
Driven
Table 5.2 Apostolic Mission
Educate
Evangelism
Encourage
Pastors and Teachers
Edify
The Local Church
Entrusted with the
Apostolic Mission
Equip
Empower
Figure 5.2 suggests the capacity for leadership development
is in a practical environment. Future leadership discovers
and develops their spiritual gifts for ministry in ministry.
Fitchville Baptist Church
The Case for Church Grown Leadership
December 6, 2010
• Pastor Stephen Kurczy has been
the pastor of FBC since
November 1991.
• Pastor discovered and developed
his spiritual gifts for ministry in
FBC.
• Pastor Kurczy served FBC as a
deacon and a teacher.
• Pastor Kurczy and wife Linda felt
the call to go to Bible college.
• Pastor Kurczy and Linda have
successfully served at FBC for the
past 19 years.
Church
Common Church DNA
• The Scriptures provide the DNA
for how the church body should
look in its character and conduct
(Matt.28:19-20).
• In John 13:34-35 love and
relationships are common factors
for establishing a Christian
identity.
• Church DNA consists of three
factors: Divine truth, nurtured
relationship and apostolic
mission. These components are
the DNA of a healthy church.
Anything less is a mutation.
DNA
Unique Church DNA
• The uniqueness consists of how
churches proclaim and express
divine truth.
• In two of the churches, the focus
is on study, doctrine and
evangelism.
• In another church, members
evangelize and proclaim the
gospel through a mime
dramatization.
• It is important for churches to
recognize that they have their
own DNA.
Significant Findings
 Little Attention has been given to
Leadership Succession
 Traditional Approaches to Leadership
Succession are Less Effective
Leadership Succession
Leadership Transitions
A Renewed Apostolic Approach Facilitates a Positive
Leadership Succession
Leadership Succession is Dependent on a WellImplemented Transition
Churches Have Common
and Distinctive DNA
 A Plurality of Elders appears to produce
Good Leadership Transitions
 A Plurality of Elders appears to Facilitate
Good Leadership Successions
.
Recommendations
and Conclusions
 Implement a Renewed Apostolic
Approach to Leadership Succession
 Create the Capacity for the Emergence of
Leadership
 Network and Partner with Parachurches
and Seminaries
 Prepare for Leadership Transitions
 Embrace Technology and Social Media
C
B
P
F
Contribution to Ministry
 Encourage Partnering with Parachurches
and other Churches
 Encourage Networking among the Christian
Faith
 Increase Social Intimacy in the Church
 Increase Innovation and Maximization of
Spiritual Capital
Further Areas of Study and Research
 Expand the Research to a Diverse Group
 Inspire Additional Research: Little
Consideration for Leadership Succession
 Modern technology and its usefulness in
Facilitating Leadership Succession
 Leadership Succession in a Cyber Global
Community

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