“ Coaching Congregations along a Spiritual Strategic Journey”

1. “Coaching Congregations along a Spiritual Strategic Journey” Source: George Bullard

2. Beyond Charismatic Leadership and Into Congregational Coaching • “Built to Last” – 1993 • Study of companies able to sustain excellence over decades • “Charismatic, visionary leaders are a liability that organizations can overcome over the long haul by a concerted effort.”

3. Charismatic Leaders • Companies that faltered over the long haul over-depended on the magnetic personality of an individual leader • An enduring leadership culture was created in the organizations “built to last” that allowed the company a sustainable, excellent life beyond any particular leader

4. Where do leaders come from? • In nearly every case, the new CEO was not an imported outsider, but a home-grown product of the existing culture • “Built to Last” organizations did better succession planning

5. Prevailing Churches • Enduring world-class churches are created when coaches help congregations follow a worthy and unfolding spiritual journey from generation to generation

6. What’s your “Core Ideology” • Master story • Overall purpose • Sense of call • Spiritual journey • Purpose statement • Why did this church come into being and why does this church exist?

7. Three Parts of Core Ideologysee also JPC Power Point # 200h: “Organizing Principles of Midsize Congregations” • 1. Eternal mission • Theology • 2. Everlasting purpose • History • 3. Enduring core values • Culture

8. What makes it “core?” • If it changes much, often, or fast, it is not core • Short of d-d-d • (Direct Divine Direction) • 60-40-20 people as “keepers of the keys” as far as “how we do church here • 60 years old, been Christian 40 years, 20 in this church

9. With 60-40-20 • Coaches have to: • 1. Understand this core ideology with these 60-40-20 people • 2. Respect it • 3. Be able to repeat it back to them so that they agree that you understand it

10. With 60-40-20 • Coaches do not have to agree with the core ideology. • But until the coach communicates clear understanding of the core, no one will go on a journey they’re not sure is theirs

11. Then …Vision-Casting • Not “cast” as in “iron” • The pastor is not the only one who is able to receive vision • But “cast” as in fishing • The pastor’s assignment is to put the hook in the water • The coach casts the God-given vision until the congregation “catches” it

12. “Where there is no vision …” • The congregation not having vision cast before it has several options: • Nostalgia • Disappointment • Anger and blaming • “if everyone were as committed as we are”

13. Hebrews 13:8? • In vision-less churches, a confusion between Christ and the culture (of my particular church) • “Jesus Christ, the same yesterday, today, forever” • “my church, in this form, the same yesterday, today, forever”

14. But vision is not enough! • In addition to casting vision, the head coach has to be sensitive to the congregation’s readiness for: • Change (mission) • Transition (morale)

15. Assessing Congregational ReadinessFrom: John Kotter, Leading Change, Harvard University Press • Four diagnostic areas • 1. “What is the sense of urgency for change and transition in the congregation?” • This is “Leadership Community 1”

16. Leadership Community II • 2. “What is the sense of spiritual readiness in the voluntary association group?” • Will I give assent to something (because I believe God is in it) that I know little about leading? • Need 51% of the Quad A’s to be on board for this to come off

17. Leadership Community III • 3. Leadership readiness • Is there a critical mass of people who can build the broader coalitions necessary to move a congregation off center? • 17% of the “quad A’s”

18. Leadership Community 4 • 4. Strategic readiness • Is there a group of people who understand what it’s going to take to pull off what’s necessary • 6% of the Quad A’s who will act as openly active helpers in vision-casting • Who have “fall on their sword” passion about the future God is emerging • Will deal with tactics, financing, staffing etc.

19. In a church of 100 people … • Leadership community 1: you need at least 6 people who have all four characteristics (sense of urgency, spiritual readiness, leadership readiness, strategic readiness) • LC II: 17 people • Need first 3 of 4 characteristics (urgency, spiritual and leadership readiness) • LC III: 51 people • Need 1st two of 4 characteristic (urgency and spiritual readiness) • LC IV: 100 Quad A’s (urgency)

20. Building Leadership Communities @100% 51 17 6 LC1 LC2 LC3 LC4

21. For a church to move: • The coach must develop change/transition-ready constituencies in all four areas before moving forward with visionary action steps • You’d best get the team ready before sending them on the field to play the game!

22. The “Good Coaching” Equation Vision Casting + Assessing Readiness ____________________ Ability to Change and Transition toward Transformation

23. “Coaching Congregations along a Spiritual Strategic Journey” Dr. John P. Chandler • www.rasnet.org