The biggest favor you can do for your pastor and your church

The biggest favor you can do for your pastor and church is to carefully guard the gate of who gets into church leadership. After 25 years of consulting with churches and church leaders I can fairly say that one of the top reasons that churches experience trouble comes down to one issue. They did not guard the gate and allowed the wrong people into leadership. It is also one of the most frustrating issues that pastors face. If you wonder why churches don't see more ministry results? Often it comes down to leadership in the church - the wrong leaders.

In addition, the larger the church the more critical this is as the leadership ability of leaders needed grows with church growth. Think of how carefully businesses vet those who they put in leadership and then consider how little attention is paid to who we put into church leadership where the stakes are eternal not quarterly. What amazes me is that even in churches where there have been significant issues, leaders still resist rethinking how they choose leaders. Personally I would not serve a church that did not take this seriously because it directly impacts the senior leader, staff and congregation.

Often I hear people say that anyone who is Godly is qualified to serve in church leadership. That is a fantasy! Yes, we all agree Godliness is necessary for church leadership but it is not the only qualification. What about wisdom; discernment; the ability to make hard decisions; the ability to think critically; the ability to think about the future; the ability to evaluate ministry and navigate tough issues? It is often said that the local church is the most complex organization in the world to lead (no other than Peter Drucker) and yet we are so lax in who we let in to lead. Is it any wonder we get ourselves into trouble? I know many wonderful Godly people who do not have the gift of leadership and do not belong in a leadership role. Bad leadership decisions in the church are the result of the wrong people in leadership!

Think about how carefully we choose a senior pastor for our congregations. We look at fit, character, Godliness, gifting, EQ, ability to lead, and many other things. And we mobilize the church to pray through the process. Then think of how little attention we pay to those who the senior pastor must work with and in many ways will either make him successful or not. This is a major disconnect in many churches. A great pastor and a problematic board never works well. Yet we pay attention to the first and little attention to the second. This does not compute! 

Let me ask:

• Does your church have a clear job description and list of qualifications for those who serve in church leadership?
• Do you train those who choose candidates as to what they are looking for?
• Do you train those who are going to serve on your board or do they just show up and have to figure it out themselves?
• How much prayer goes into the selection of church leaders?
• Do you vet for fit, character, godliness, ability to lead, EQ and what the board needs at this time?
• How would you rate the quality of your current board? Could you do better? What do you need to do to guard the gate better.

Bottom line, churches should pay as much attention to whom they put on the board as they do to whom they choose as a pastor. 

All of T.J. Addington's books including his latest, Deep Influence,  are available from the author for the lowest prices and a $2.00 per book discount on orders of ten or more.

When looking for leaders how do you evaluate their potential?

Like most ministries, ReachGlobal is always looking for good leaders. In doing so, however, our staff must be able to evaluate the potential of leaders they encounter. Aside from the obvious qualifications of character and Christian commitment there are four areas we evaluate as we interact with potential leaders. The questions below are not a checklist but the kinds of things we are looking for in these four areas as we dialogue with these potential leaders. They may be helpful to you and your organization.

These apply to both volunteer and paid leaders.

If you are a leader in some capacity you might want to evaluate yourself against these qualities.

PEOPLE

• Do they desire to see more accomplished through others?
• Do they have the ability and inclination to do a critical assessment of people? (Their skills and abilities).
• Are they likeable and able to engage others?
• How do they view people? As tools or human beings?
• Is their need to be liked greater than their need to get something done?

THINKING

• Do they have the ability to think conceptually?
• Do they have the ability to think strategically?
• Do they ask strategic questions?
• Are they able to critically assess organizational issues?
• Are they able to assess situations without placing blame?
• Do they have the mental agility to see multiple possible causes and solutions?
• Are they able to live with ambiguity and hold issues in tension without immediate resolution? (Can they think grey?)
• Are they thoughtful in their response to questions?
• Do they appropriately question conventional wisdom?

EMOTIONAL INTELLIGENCE

• Are they aware of their own emotions, wiring, strengths and gifts?
• Are they able to manage their emotions appropriately?
• Do they exhibit true humility?
• Are they able to be self-defining?
• Are they able to understand with empathy the emotions of another person?

EXPERIENCE

• Do they have a record of leading others toward some vision or goal?
• Are they more adept at organizational leadership, influence leadership or project management?
• What have they learned from failures and successes as a leader?

The advantages of engaging a coach

Many of us would benefit from a formal coaching arrangement from someone who can help us ask the right questions, think strategically and improve our personal effectiveness. I am aware of one large denomination that has every one of their senior executives in such a coaching relationship.

Many executives in the business world do the same thing and pay several thousand dollars a day for day long sessions. The good news is that one can find a coach who can be in touch monthly for an hour or two using the phone or teleconference.

Why consider a coach? We see what we see and know what we know. A coach is not there to tell us what to do but to ask questions that help us think about options we might not think of, to challenge our presuppositions and to help us figure out how to be more effective.

There are trained coaches for pastors and ministry leaders, or one can ask someone who you respect and trust to coach you. It can be formal or informal.

The greatest barrier I find to entering into a coaching relationship is the fear of greater accountability. That is in fact one of the benefits of such a relationship because having that regular conversation with someone who is helping you focus on what is most important and to be disciplined in our use of time fosters accountability. But it is accountability from someone who is in your corner and is there to help you be more effective.

Monthly coaching from someone outside your organization is a great way to help you keep growing personally and become more missional and effective in the process

Guard the gate to your church leadership

How well do you guard the gate in your church to determine that the right people get into leadership and the wrong people do not? Most churches have poor systems for leadership selection - and they pay a high price.

Consider this: the most powerful group in the church are those who choose who will lead. Yet, this group is rarely given any training, little guidance or leadership in choosing the best leaders for their congregation. In fact, serving on the "nominating committee" is often a kind of consolation prize for those who are not on a ballot for something else!

Not everyone, no matter how godly are qualified to serve in church leadership. The quality of our leaders will determine the quality of our ministry. If we care about Return on Mission, we will care deeply about how we choose leaders. Furthermore, it takes only one individual to significantly compromise the working of a good board team.

It is estimated that some 80% of churches in the United States have lost their way and are floundering to one degree or another. That is a direct reflection on who they have in leadership. Get the right leaders along with a strong staff and the church will flourish. Get the wrong leaders and even with the right staff and ministry is significantly compromised. Choose the wrong leaders and have a weak staff and you have the makings of trouble. Never compromise on who you put into church leadership. Their impact is huge.

The New Testament actually has much to say about who we should put into church leadership and it gives us the characteristics of healthy church leaders. Consider these:

Exhibits godly character and lifestyle
This is the most critical, non-negotiable characteristic of a church leader. We are called to lead on behalf of Jesus Christ, as shepherds accountable to the Chief Shepherd (1 Peter 5:4). Paul made it clear in First Timothy and Titus that, above all else, a leader's life must be in the process of being transformed into the likeness of Christ. Only those deeply committed to personal transformation and authenticity can lead others in that direction.

Has a deep passion for Jesus
The church is about Jesus! He is its leader. We serve as leaders under Him. Thus, only those with a passion for Him are qualified to lead His people. Those we lead will be influenced by whatever passions drive us. It is painfully obvious when church leaders are more interested in power, ego or their own agendas than in leading Christ's people where He wants them to go. Remember, few congregations rise above the spiritual level of their leaders.

Displays personal humility
Leadership in the church differs in two significant respects from how it is practiced in other arenas. First, it is a leadership of service rather than power.  As Peter wrote, "Overseers should be 'eager to serve: not lording it over those entrusted to you.'" Second, this leadership already has its agenda set by the Lord of the church. Our agenda has been set, and our leadership priorities are Christ's not our own.

Genuinely loves people
Ego-driven individuals love themselves, not others. Humble godly individuals love others as Christ loves them, and their leadership is fueled by genuine spiritual concern. The driving characteristic of God's pursuit of us has been unexplainable, powerful, unrelenting love, bathed in mercy, compassion, forgiveness and grace.

Is a lifelong learner
Leaders are learners. They are hungry to understand the leadership task. They are driven to lead well to become more effective. Nowhere is it more important for leaders to be lifelong learners than in the context of the local church. Healthy leaders are learners of God, of effective ministry options and methods and of leadership. Once leaders give up learning as a high value, their effective leadership days are over.

Understands and agrees with God's leadership assignment
I often ask leadership boards if they can clearly articulate their responsibilities. Invariably the answer is no, apart from generalities. It is my belief that God has given leaders specific responsibilities and every leadership board should be able to define its responsibilities.

Grapples with the future
To lead is to be out in front of others. True leadership is primarily about the future and secondarily about the present. While this may seem obvious, most leadership boards spend the majority of their time dealing with present-day rather than future issues.

Focuses on the team
Warning: Never elect or appoint to leadership an individual who cannot graciously work in a team setting - and publicly and privately support decisions that the team has made. Leadership teams require team players. Those who cannot function as a healthy member of a team will destroy the unity necessary for a leadership team to lead (remember humility). Mature, healthy leaders choose to subordinate their egos to the will of the group and deeply value the perspectives and input of others and the collective decisions of the board.

Leads willingly
Good leaders are willing leaders (remember 1 Peter 5). Willing leaders are ready to make the sacrifices necessary to lead, without inner resentment and frustration. It is a mistake to coerce individuals to serve in leadership positions. When we push people to serve before they are mature enough to handle the difficulties of leadership (such as conflict), they often have experiences that cause them to avoid future leadership.

Positively influences others
Real leaders have influence over others, whether they are in positions of leadership or not. This is the key: When considering individuals for leadership, ask the following questions: "Do they already have a positive influence over others? Do people look to them for leadership? Do they lead people closer to Christ and in positive ministry directions?"

Has an action bias
Leaders do things. They have a bias toward action and away from the status quo. They don't always know what to do but they will try things and see what sticks, what works. Leaders are never content with how things are but dream of how they could be - continually looking for ways to accomplish mission more effectively.

Is a purveyor of hope
Leaders are optimistic about the future and convey that optimism and hope to those they lead. They believe that positive things can and will happen because they understand that it is God who empowers and it is He who has promised to be with the Church until the end of the age. Pessimists are not leaders! Pessimists telegraph caution and see all the reasons why things cannot happen.

Rarely will a church rise above the personal, spiritual and missional health of its leaders. Who you select is a key either to mediocrity or to health. No one has all of these characteristics in equal measure but they are key questions to ask about those whom you put into leadership.