CHURCH GROWTH AND LEADERSHIP GO HAND IN HAND

CHURCH GROWTH AND LEADERSHIP GO HAND IN HAND
BY W. MARK FOSTER

Leadership is a very valuable commodity in directing a growing church. Whether it is a large, established church, or a small home missions work, leadership is paramount. Church growth and leadership go hand in hand. You cannot have one without the other. Pastors should make leadership and church growth education and training an ongoing thing.

According to a 1992 survey (conducted by Brother Jack Cunningham and the Home Missions Department) of 1018 United Pentecostal Church pastors the following facts were uncovered:

(1) The average size of congregations where the pastor gave the majority of his time to sermon preparation is 79.

(2) The average size of congregations where the pastor gave the majority of his time to counseling is 105.

(3) The average size of congregations where the pastor gave the majority of his time to training leaders is 157.

One of the responsibilities of the pastor is to provide adequate opportunities for involvement for the leaders or aspiring leaders of the church. We have often scolded the eleventh hour laborers of Matthew 20:6-7 for “standing idle”. Was it their fault?

Matthew 20:6 “And about the eleventh hour he went out, and found others standing idle, and saith unto them, Why stand ye | here all the day idle?”

Matthew 20:7 “They say unto him, Because no man bath hired us. He saith unto them, Go ye also into the vineyard; and whatsoever is right, that shall ye receive.”

Pastors need a plan of action by which to get people involved in areas of leadership and church work where they will be the most effective. Following is something that may help with this:

(1) Use a good gifts analysis. The Home Missions Division offers a book entitled “So You Want To Serve” that presents a series of lessons to be taught and a gift analysis survey to be given upon completion. This way you find out what area people are interested in.

(2) Develop a list of potential jobs and areas of need that require filling. This list will no doubt be expanded when you have the people complete the gifts analysis survey.

(3) Assign your people jobs according to their areas of strength.

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THE ABOVE MATERIAL WAS PUBLISHED BY LEADERSHIP MAGAZINE, PAGE 10. THE ABOVE MATERIAL IS COPYRIGHTED AND MAY BE USED FOR STUDY & RESEARCH PURPOSES ONLY.

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