By: Tim Massengale
Several years ago a “Critical Issues” questionnaire was sent to a large body of ministers. They were asked to list what they believed to be the most critical issues facing the church today. In overwhelming response, these leaders agreed that the number one critical issue was the need for trained workers and lay leaders to help in the organization and outreach areas of the church. People who could work under pastoral leadership and help the man of God carry the weight of responsibility. This need has not changed. The question asked most by pastors who are attempting to develop an organizational structure is, “How can I cultivate good leadership from among my people?”
Delegation requires that there be qualified leaders to utilize. An incompetent director is worse than no director. Since an effective organization is a requirement for growth, your increase will, quite
literally, rise or fall upon this one factor.
LEADERSHIP AND GROWTH
Research has shown that churches tend to grow in jumps or spurts. Between each jump the church will experience a “plateau.” A plateau has occurred when the church has seen no growth for at least one full year. If you are the same size this year as last year, you may be on a growth plateau. Where the plateau occurs varies between churches. But generally a church will experience one somewhere around 50, then another between 70-90, and a third around 130-150, then finally 250- 300. After 300, another will often appear at 500, then 700, then just short of a thousand. Unfortunately, many churches are in this plateaued condition. Try as they might, they seem to be sitting on dead center. Revivals, programs, crusades all help for a while, but they always seem to slide back into the same average attendance. And as any pastor can tell you, this stagnant period of non-growth can be very discouraging. What is wrong?
The cause of these growth plateaus also varies. The building may be a restrictive factor, financial condition may hinder, or the pastor having to work – these are just a few. But the most common reason, the one reason that applies to almost every level of plateau, is this: they lack of organizational structure to support a larger church body. It is vial for every pastor to understand that in order to expand the church membership, he must first expand the leadership base.
The growth of a church will rise or fall on leadership. David Womack, in his book The Pyramid Principle, states, “before a church may add to its mass of members and adherents, it must expand its base of organization and ministry.” He goes on to describe church growth as being similar to piling sand on a table. You can pile on only so much sand before the table is covered. When you have no more space, the sand begins to spill off onto the floor. If you want to add more sand to the table, you must first expand the table size. This is the point of the pyramid principle: you must first add to the leadership base before you can add to the membership size.
ENLISTING LEADERS AND WORKERS
For a church to grow, it does not need leaders, it needs leadership. There is a difference. A leader is such because of their position. He or she was appointed to fill an office. But even with the title of
“leader,” they may not be providing true “leadership.”
Leadership is the quality that motivates people to action. It guides people toward a given goal. It inspires faithfulness and desire for the things of God. Leadership can be trained and developed in someone that desires to hold the office of a leader. But they do not start out a leader. Leaders with leadership are not born, they are developed. They must first begin as a follower, and grow in the work of God. Involvement by the laity is critical for the growth of the church as well as the development of leaders.
The importance of involvement for spiritual growth is recognized by most all pastors. Saints are most content and most positive when they are productively involved in a church ministry. Saints who are involved will normally not experience the negative spirit and self-centeredness of those who are only spectators or observers. Pastors have also realized that involved people have fewer problems and demand less counseling than the uninvolved. Then too, the church has less disunity and there is a strong commitment to the body when a majority of the members have a role within that body.
How do you get the leaders and workers needed to staff an expanding organization and insure a growing, healthy church? If a pastor will diligently pursue the task and make the effort needed, God will bless him with the needed workers and leaders. Remember the promise of the Apostle Paul in Phillipians 4:19: “But God shall supply all your needs according to His riches in Glory by Christ Jesus.” Surely the need for quality leadership and faithful workers falls within this promise!
In his book Organize to Evangelize, Larry Lewis defines three ways to enlist needed volunteers. Perhaps each way should be employed in every church. No one way will work by itself.
1. Pray for Workers and Leaders. Jesus himself gave the ultimate solution to the problem when He said, “Pray ye therefore the Lord of the harvest, that He will send forth laborers into His harvest”
Just as important as praying for souls, or for God to provide the money to meet the building payment, is the need to pray for leaders and workers. This is not a “suggestion” our Lord made. Jesus commands us to pray for leaders and workers. Might this be the reason many churches complain of a leadership and laborer shortage?
“Ye have not because ye ask not.”
“Ask and it shall be given unto you.”
“If you ask anything in my name, I shall do it.”
“Seek and ye shall find.”
Pastor, have you diligently called upon God to send you a Home Bible Study Director? Have you sought earnestly for an Outreach Director and good Visitor Follow-up workers? Do you make this a matter of public prayer? Have you stood behind the pulpit and said, “Church, let’s pray that God will provide us with a good New Convert Care Director?” Do you ask for God to reveal a particular person to you? Do you then pray for the Lord to burden that person with that ministry before your ask him or her?
How quick we are to complain and how reluctant we are to pray! May God turn our complaining into praising, our murmurings into heart felt petition, and our skepticism into trusting faith to claim these mighty promises and pray for the leadership God will provide.
2. Preach for Workers and Leaders. Long ago the Prophet Isaiah heard the Divine call, “Whom shall I send, and who will go for us?” The voice of God has continued through the ages “calling out the called” to labor in the harvest. As the mouthpiece of God, the Pastor must not hesitate to preach for workers and leaders.
Jesus preached for workers. He emphasized the urgency of the hour when He said, “I must work the works of Him that sent me while it’s day: The night cometh when no man can work.” To a group of rugged fishermen He cried, “Follow Me, and I will make you fishers of men.” Surely, every true Christian yearns to be a faithful servant and an effective “soul-fisher;” to respond to the celestial voice and say, “Here am I; send me.”
Shouldn’t the present-day prophets of God preach for workers? Shouldn’t men of God preach that the Lord needs good leadership within the church? We give an invitation for souls to come to the altar, for members to rededicate their lives. Shouldn’t we also make a plea for needed leadership?
Why not say in the invitation: “Is God calling someone here to be a Sunday School worker? Is God calling someone here to be a Home Bible Study teacher?” (You don’t want them serving if God hasn’t called them).
People need to be taught and reminded about the biblical imperative of using their God given talents and abilities for the work of the Lord. They must see themselves a stewards of their gifts and skills. It is not an issue between them and the pastor. It is an issue between themselves and God. If the fig tree gives no fruit, it will be cursed and cut down.
There are a number of excellent books and courses available to assist the pastor in teaching on both the spiritual and natural gifts. You may wish to review some of the following materials and adapt them for use.
a. “Team Ministry” – A Guide To Lay Ministry Involvement and Gifts Inventory Questionnaire. To order: Church Growth Institute, P.O. Box 4404, Lynchburg, VA 24502.
b. “The Biblical Profile Kit” – Evaluates you temperament from a biblical perspective. To Order: C. E. Fuller Institute of Evangelism, P.O. Box 90910, Pasadena, CA 91109
c. “Spiritual Gifts Implementation” – Helps set up a gifts identification ministry within the church. To order: C. E. Fuller Institute, same address as above.
d. “Gifts for Building the Body” – A complete action program. To order: Church Growth Inc., 709 E. Colorado Blvd. #150, Pasadena, CA 91101.
All instruction should be very practical and easy to understand. It should challenge people to find their place in the body and provide the opportunity to do so. It should encourage people to labor where they can enjoy the work of God, instead of feeling like it’s a drudgery. For a church to grow, a pastor must know his own gifts and abilities, he must know his saint’s gifts and abilities, then he must strive to build these into a team to complement himself and to get the job done.
Many churches teach a “Finding Your Place In The Body” series on an annual basis. At the conclusion, they will have an “Outreach Ministry” commitment service and an a “Church Ministry” commitment service. An outreach ministry pertains to involvement in reaching the lost. A church ministry pertains to ministering to the church – ushers, choir members, maintenance workers, nursery helpers, and so on. Since both type ministries are very different in both context and spirit, a pastor should plan two separate services.
At the end of this chapter you will find a sample “A.C.T.S.” (Apostolic Christian Talent Search) commitment form and an “A.C.T.I.O.N.” (Apostolics Committed To Involvement in Outreach Needs)
commitment form (you will need to customize these to fit your church). As a Christian, we are required of God to minister in two ways: first, be a part of and minister to the Vine (the church), and second, as a branch, to bear fruit to help feed a lost and hungry world (John 15:1-8).
In both types of commitment services, when the invitation is given, those willing to work for God should come forward with their commitment form and indicate where they are willing to serve for the coming year. These type services have been a tremendous blessing. To see the altar filled with people wanting to serve the Lord is a joy without equal.
But let us give you one word of caution, though. Do not expose your saints to the concept of using their God given gifts unless you are also willing to organize the church and provide a place for them to use those gifts. To “pump people up” and get them all excited about working for the Lord, and then to have nowhere to minister, is like taking a pin and “popping” their spiritual balloon of excitement.
3. Personally Enlist Workers And Leaders. Where the commitment service works best for getting workers for your various ministries, the personal enlistment works best for selection of department and ministry leaders.
Remember the parable of the husbandman in Matthew 20? What did he do about the worker problem? Did he murmur, complain, and gripe? No. Rather he “went out” after them. He went out the first hour of the day, then he went out again the third hour, and again the sixth hour, and again the ninth hour, and even until the eleventh hour.
What did he say to these potential laborers when he found them? Notice his appropriate question, “Why have you been standing here all day doing nothing?” (Matt.20:6-7). What a question for every pastor to consider! Souls all around us are on their way to hell; sin is on every hand; and leaders are needed in the church to help lead the people. Why do so many stand idle, doing nothing?
Notice the answer they gave: “Because no man hath hired us.” This is exactly the reason so many pastors find themselves short of quality leadership. This is why so much talent is going to waste. No one has personally sought to enlist these people. Sometimes pastors have problems with saints simply because they are bored from doing nothing. They are not being used in the harvest and their gifts and abilities are lying idle. No one has truly put forth the effort to train and recruit them for leadership and service.
How do you determine a potential leader? Ask yourselves two questions: Would this person be acceptable as a leader if he or she agreed to serve? Could this person, after the proper training and development be made acceptable to serve? If you can answer either question as “yes,” then write the name down. Go through your entire membership roll this way. Make a list. Then match the names to the positions. Pray for these people for God to burden them, then ask them.
When going through your church membership list, never ask, “Will this person serve?” That is not for the pastor or department leader to decide. Let the person decide for themselves. You will not stand in judgement to answer for them. This they alone must do. Our place is only to call to service. Their answer might surprise you.
THE FAITHFULNESS FACTOR
Before any individual can be placed in a position of leadership, the question must first be asked, “Will this person be faithful?” Faithfulness, dependability, reliable, trustworthy – as we have explained before, these are attributes that are worth their weight in gold. They are much more desirable than only talent or ability. It does little good to have a youth leader who is fantastic with kids and terrific in personality, yet cannot be counted upon to fulfill his duties or is not loyal to the pastor. You would much rather have a person of lesser natural talent, but is faithful and dependable. This type of person can be trained and developed into a strong, powerful, leader for God.
Can faithfulness and dependability be trained into a person? Yes . . . sometimes. But it is often a long process, and many a shipwreck has resulted, because dependability is a spiritual problem rather than intellectual. The person must want to change. Such was the case of young John Mark. In Acts l5, Paul felt that Mark was not dependable to go with them, having abandoned them in Pamphylia when the work became difficult. But much later, after someone – perhaps his uncle Barnabas – worked with him, his dependability had strengthened, and Paul sent for him saying, “He is profitable to me for the ministry” (II Tim 4:11).
Leadership training can often turn a person around. The key is the directing hand of the Holy Ghost. Let the Spirit speak to you concerning an individual. God knows the heart and whether the person is useful to His work or not.
How can you tell if an individual is faithful and dependable? Jesus gave us the answer when He said, “Thou hast been faithful over a few things, I will make thee ruler over many things. . .” (Matt. 25:21). Any potential leader should be started out slow and given only minor tasks and responsibilities. Like the disciples of Jesus, they must first learn to be a good follower. As they show themselves trustworthy, you can add more responsibility. Slowly build them and let them grow into a full leadership position. Many a pastor has regretted giving a person “too much, too quick.” Leadership is a “gift” and if a person has the gift, it will “make room for them.” Work with that person; train them; develop them. God did not make us overnight and neither will your own leaders come to full potential overnight. Allow an individual to make at least as many mistakes as we made ourselves.
TRAINING FUTURE LEADERSHIP
An old proverb states, “The mighty oak groweth not in a day.” By the same token, great churches do not spring up overnight. Somewhere, many years before, someone laid the foundation that allowed the church to progress to its present state. Someone with vision and foresight. If a pastor is averaging one hundred today, he must look forward to the day when he will average five hundred. If he has six departments now, the day will come when he will need twice that many. Good leadership doesn’t just “happen.” Leaders are not born, they are developed. A pastor must invest time and money today, if he wants to have quality leadership tomorrow.
The metaphor is similar to that of a farmer. The farmer will spend hundreds of hours cultivating and fertilizing soil, put thousands of dollars worth of seed into the ground, before a crop is ever
harvested. So a pastor must plant and cultivate his people to grow the needed leadership of tomorrow.
Many methods of leadership training could be described, and all have some merit. But the best seems to be that of a simple weekly leadership training class that is made available to all who desire to work for God. This class is often taught the same night as Youth Service. Sunday afternoon and before mid-week Bible study is also acceptable. This is so as to not take up another night of the week. Remember, a pastor must be careful not to schedule so many activities that his people have no time left for family or involvement in soul winning.
The class is usually 45 minutes to an hour long. It begins promptly on time and ends promptly also. This, too, is important. If a pastor expects his leaders to be on time, he must be also.
Some classes begin one-half hour before Youth Service time and ends one-half hour after Youth Service begins (allowing a person to still attend the bulk of youth service if they wish). Others start promptly 45 minutes before service. What time you begin should be determined by the work schedules of your potential leadership. The training should begin with group prayer. Instruction then follows.
Some pastors restrict attendance to the class to only hand picked individuals. How sad! Often times God will reach down and place his hand upon a “David” who may not look the part of a leader. Even Samuel, the Man of God, was surprised that it was not Jesse’s eldest son, Aliab, that God had chosen. A beginning class in leadership development should be open to all who desires to labor in God’s harvest field. Therefore, the subjects taught in this “beginners class” of leadership should be general enough that anyone could benefit by attendance. However, if the pastor sees someone whom he feels may be a future leader, it would be good for him to call that person aside and encourage them attend the class faithfully for one year. This class will be a potential leader’s first test of faithfulness. If they cannot be faithful to a once per week, forty- five minute class, it is doubtful they will be faithful to their leadership responsibilities. It is similar to developing a good
football team. You first discover the number of competent players who have been faithful to practice and then you pick your team. It is a foolish coach what would do it the other way around – pick his team and then hope they show up to practice. No wise pastor would do this either.
But if a person begins to slip in attendance, don’t mark them off too quick. They may only need some encouragement to realize that their attendance is important. Work with them, train them and motivate them. Faithfulness can be developed. A pastor must be careful that he doesn’t set the mark of faithfulness so high that no one could obtain it.
WHAT TO TEACH
The curriculum used in this type training is wide and varied. It should cover aspects of leadership, church growth, soulwinning, principles of personal and spiritual success – as well as a “Finding
Your Place In The Body” class as mentioned above. Some subjects would be repeated every year. Others would branch out into new and exciting concepts of growth. A pastor should pray and choose each class with care and consideration of the current needs within the Body.
It is best once you’ve picked a subject to announce it to the church. Then a text book is almost always selected and used as a basis of instruction. Some pastors provide the text book free, others charge whatever the book cost them. A unique concept refunds the text book price if the individual attends at least 90% of the classes. If they miss more than that, the price is retained.
A list of suggested books is given at the end of this section. Many are the motivational type books you’ll find in the self-improvement section of any bookstore. Be sure to read them before you select any for class use. Some may have material that you disagree with in principle. As with any secular work, you “take out the meat and throw away the bones.” It will be important that you point out the errors and give them the proper Biblical basis, thereby removing any humanistic slant.
The text that you choose may have twelve to fourteen chapters. The pastor might pick ten of these chapters as his lesson topics and teach for ten weeks. At the end of the course, all graduates should be given an attractive, framed graduation certificate in a church service. This is also a good time to promote your next subject and it’s starting date. It is often good to give a break of two or three weeks between each subject.
This class, for the most part, should be taught by the pastor. Occasionally the pastor may wish to use another individual who is highly competent and adept at teaching. But this should be the exception rather than the rule. It is good for the pastor to force into his busy schedule the time to read and study this type material. It keeps his vision fresh and his burden alive for the future of the church.
A man can only reproduce himself into his leaders if he is willing to spend time with them. Such is the example we have in the life of Christ. He spent three and a half years training leadership before he ever tried to establish a church. The same concept is exemplified in the church by Paul and Timothy. Then after Paul taught Timothy, he wrote to him and told him to do the same to others: “Commit thou to faithful men, who shall be able to teach others also.” (2 Timothy 2:2)
So often we get our priorities completely misplaced. It is not uncommon to see a church spent sixty to seventy percent of it’s budget on the church facility and equipment. But for the most part, buildings and equipment do not cause growth. People win people, not structures of wood, steel, and glass. And since people are the cause of growth, would it not be wise to place the bulk of our limited financial resources into people? The pastor that neglects to develop and utilize his people for ministry will often times loose them to another church which does.
How about it, pastor? Are you placing your burden, vision, and ministry into the lives of others? Are you investing time, money, and effort into developing strong and healthy body? God help us! Open our eyes to see the vision of an army going forth to battle, every soldier trained and equipped to bring forth a mighty victory of endtime revival!
TRAINING YOUR DEPARTMENT LEADERS
Developing future leaders and workers is essential for growth. But this is not the only type of training that is needed. Those that you currently have in leadership positions need to be trained also. They need to become skilled in the areas of administration, organization, and management. These are not the type subjects that you would necessarily teach in your beginning leadership development class. Rather, this is the material that managers need – people who work with people, lead people, motivate people, and train people. Within every department is a substructure of workers. Sunday School has their teachers and helpers. Bus Ministry has bus captains. Home Bible Study has their teachers and Visitor Reception has ushers and hostesses. The same management principles that a pastor utilizes within the church are the principles needed within the departments. The church will grow as the departments grow – and the department will grow only as it’s leader grows.
Your department leaders all desire to be successful in the work of God. No one wants to be a failure. This is especially true of your department heads, otherwise they would not have accepted the position. But now it’s the pastors responsibility to help them succeed. Good management practices are not natural abilities for most people. They must be trained; and if they are not trained, they will be continually frustrated. They need to be taught, “how to motivate people,” “how to develop a team spirit,” “how to manage your time,” “how to delegate,” and many others.
What has been successful in many churches is to have a half hour of leadership instruction for your department heads at the Monthly Planning Council. This training can be very “management specific.” But rather than a book to read, you will find that cassette tapes work best here. Purchase a tape on a particular management subject. Many can be obtained from the larger book stores. Use this as a basis for training your leaders in the fine art of dealing with people.
At the end of this chapter are several highly recommend tape sources that can be adapted to church use. Some are of a religious nature, others are entirely secular. Again, there are some “bones” in this material. You may wish to edit the tapes before running off copies for your directors. (Notice – these tapes are copyrighted. They can be used only within the church organization and cannot be duplicated for resale. You may wish to purchase a set for each director).
After providing a copy of one of the tapes to each director, ask them to listen to it at least twice during the month. Then, at the next Monthly Council, you should teach the same material, giving it a proper biblical foundation and applying it to each department’s need. The tape is then exchanged for another and the process is repeated. In this manor, the directors are continually growing both mentally and spiritually.
At the top of each departments monthly report is the question, “Have you completed this months training assignment?” If a director is not listening to the training material, you should speak to him and encourage him to make up any missed assignments. It is important that the directors learn the needed principles of working with people. This will make their responsibilities a joy rather than a burden.
Jesus spoke truly when he said, “The pupil is not above his teacher, but everyone, after he is fully taught, will be like his teacher” (Luke 6:40 RSV). Likes produce likes. To truly change the world, we must have a changed church. To change the church we must have a changed leadership. To change the leadership, we must have a changed Man of God. If a pastor wants his leaders to grow, then he must be willing to grow himself. Napoleon realized this when he said, “There are no bad regiments, only bad colonels.” A pastor must be willing to invest time, effort, and money if he wants his leadership to grow. The law of sowing and reaping takes effect here. What you put into your directors and young leaders will be exactly what you get out. If you do nothing, you’ll get out nothing. If you think your people are only backward, ignorant country hicks, that’s exactly what you’ll have.
Several years ago, at Harvard University, Dr. Robert Rosenthal conducted an intriguing experiment on “human expectation.” This particular experiment involved teachers and their students and started at the beginning of the school year.
Dr. Rosenthal called in three elementary teachers and told them that they had been selected above all the other teachers in the city because of their superior teaching ability – that observation and testing had shown that no teacher was better. They were asked to participate in a study using high I.Q. children. The ninety brightest students in the district were to be given them for one year, thirty pupils in each class. The study wished to measure academic growth when superior high-aptitude children were coupled with superior high-quality teachers. But there were two strict conditions: Neither the children nor the children’s parents were to ever know that an experiment was being conducted. The three teachers eagerly agreed – it was the chance of a lifetime. Well, needless to say, the student’s progress was phenomenal. The three classes completed the school year with the highest scores in the city – over a 90% average in every subject.
Only then was the real purpose of the experiment revealed. Not one of the three teachers, nor the ninety students, were of superior ability in any way. All had been chosen by computer completely at random. The only difference was what the teachers thought. In other words, what they expected of themselves and what they expected of their students!
How you see and treat your people will reflect your attitude toward them, and will also influence their capability to perform. Michelangelo is said to have been pulling a block of granite in a cart
down the street one afternoon. Someone called out, “What have you got?” He replied, “An angel that wants to come out.” What have you got, pastor? Do you have leaders waiting to be carved out of the ruff rock of humanity? Is there a David or Saul that’s only waiting for the “Man of God” to call them?
Allow this chapter to conclude with a simple, yet profound statement you may have read on a dime-store plaque:
Everyone Is A Potential Winner
EXCELLENT BOOKS TO USE FOR “LEADERSHIP DEVELOPMENT”
EVANGELISM & CHURCH GROWTH
Church Visitation Theory and Practice, Witty, R.G.; Broadman, 1967
How To Build An Evangelistic Church, Douglas, M.R.; Zondervan, 1963
How To Have A Soulwinning Church, Edwards, Gene; Gospel Publishing House, 1962
I Believe In Church Growth, Hogue, C.B.; Broadman Press, 1977
Let My People Grow! Massengale, T.W.; Pentecostal Publishing House, 1988
Master Plan of Evangelism, Coleman, R.E.; Revell, 1973
Nuts & Bolts Of Church Growth, Powell, P.W.; Broadman, 1982
Prayer: The Key To Revival, Cho, P.Y.; Word Books, 1984
Pyramid Principle of Church Growth, Womack, D.A.; Bethany Fellowship, 1977
Sharpening The Focus of the Church, Getz, Gene A.; Moody Press, 1974
Visitation Made Easy, Lovett, C.S.; Personal Christianity, 1964
Where The Action Is, Anderson, Andy; Broadman Press, 1967
Why Churches Die, Green, Hollis L.; Bethany Fellowship, 1972
Why Revival Tarries, Ravenhill, Leonard; Bethany Fellowship, 1959
Your Church Can Grow, Wagner, P.C.; Regal Books, 1976
Your Church Has Real Possibilities, Schuller, R.H.; G/L Publications, 1975
Change Agent, The, Schaller, Lyle E.; Abindgon, 1972
Church Organization, Lundquist, H.C.; Morehouse-Barlow, 1977
Effective Executive, Drucker, Peter F.; Harper & Row, 1966
Getting On Top Of Your Work (Manual For Busy Pastors), Faulkner, B.R.; Convention Press, 1973
God’s Purpose/Man’s Plans, Dayton, Edward R.; MARC, 1971
How To Mobilize Church Volunteers, Wilson, Marlene; Augsburg Publishing, 1983
Laity Mobilized, Braun, Niel; Eerdmans Publishing House, 1971
Managing Our Work, Alexander, John W.; Inter-Varsity Press, 1972
Managing The Church, Beveridge, W.E.; SCM Press, 1971
Man At The Top, Wolff, Richard; Tyndale House, 1969
Peter Prescription, The/Peter Principle, The, both by Peter, L.J.; Morrow & Co., 1972, 1969
Techniques Of Delegating, Laird, Donald A.; McGraw-Hill, 1957
Traps to Avoid in Good Administration, Bingham, R.E.; Broadman Press, 1978
Christian Leadership and Church Growth, Wiwcharuck, P.G.; Leadership Development Serv., 1973
Competent To Lead, Gragel, Kenneth O.; Moody Press, 1974
Enthusiasm Makes the Difference, Peale, N.V.; Princeton-Hall, 1967
Grow Toward Leadership, Hodges, Melvin L.; Moody Press, 1969
Finding Your Ministry, Hurn, R.W.; Beacon Hill Press, 1970
Hand Me Another Brick, Swindoll, C.R.; Nelson Publishers, 1978
How To Be A Leader, Christopher handbook; Christopher Books, 1963
How To Win Friends and Influence People, Carnegie, Dale; Bantam Books, 1936
Let My People Grow!, Massengale, T.W.; Pentecostal Publishing House, 1988
Managing Your Time, Engstrom, Ted W.; Zondervan, 1967
So You Want To Be A Leader!, Grangel, Kenneth O.; Christian Publication, 1973
Success, Motivation, and the Scriptures, Cook, W.H.; Broadman, 1974
Training Of The Twelve, Bruce, A.B.; Kregel Publishers, 1971
Tools For Time Management, Dayton, Edward, R.; Zondervan, 1974
Winners And Losers, Harris, Sydney J.; Argus Communications, 1968
PERSONAL MOTIVATION & SUCCESS
Greatest Miracle In The World, Mandino, Og; Bantam Books, 1975
Greatest Salesman In The World, Mandino, Og; Bantam Books, 1968
Greatest Secret In The World, Mandino, Og; Bantam Books, 1972
Live Your Life, Heiby, Walter A.; Living Books, 1971
Magic Of Thinking Big, Schwartz, D.J.; Wilshire Books, 1971
Motivation To Last A Life Time, Engstrom T.W.; Zondervan, 1984
Now Is Your Time To Win, Dean, Dave; Tyndale, 1983
Power Of Positive Thinking, Peal, Norman V.; Fawcett Books, 1956
Seeks Of Greatness, Waitley, Denis; Spire Books, 1983
Success System That Never Fails, Stone, W.C.; Printice-Hall, 1962
Success: The Glenn Bland Method, Bland, Glen; Tyndale, 1972
Tale Of Three Kings, Edwards, Gene; Christain Books; 1980
This Is Earl Nightingale, Nightengale, Earl, Doubleday, 1969
“MUST READ” BOOKS FOR PASTORS
Dynamics Of Church Growth, Jenson, Ron & Stevens, Jim; Baker Books, 1981
Growth: A New Vision For The Sunday School, Arn, Win & Arn, Charles; Church
Growth Press, 1980
How to Set Goals, Lee, Mark; Horizon House, 1978
Pastor’s Church Growth Handbook, Arn, Win; Church Growth Press, 1982
Persuit Of Excellence, Engstrom, Ted; Zondervan, 1982
Twelve Keys To An Effective Church, Callahan, K.L.; Harper & Row, 1983
Leading & Managing Your Church, George, C.F. & Logan, R.E.; Revell, 1987
Management: A Biblical Approach, Rush, Myron; Victor Books, 1983
Motivational Ideas For Changing Lives, Jackson, N.E.; Broadman Press, 1982
One Minute Manager, Blanchard, Kenneth & Johnson, Spencer; Morrow Co., 1982
Organize To Evangelize, Lewis, L.L.; Victor Books, 1978
Strategy For Leadership, Dayton & Engstrom; Revell Press, 1979
Total Church Life, Robinson, D.W.; Broadman Press, 1985
LEADERSHIP TAPE SETS
1. Leadership Series, Home Missions Department, United Pentecostal Church International, 8855 Dunn Road, Hazelwood, MO 63042
2. The Psychology of Achievement, Brian Tracy, Nightingale-Conant Corp., 7300 N. Lehigh Ave., Chicago, IL 60648
3. Seeds of Greatness, Dr. Denis Waitley, Nightingale-Conant Corp., 7300 N. Lehigh Ave., Chicago, IL 60648
4. Tough Times Never Last But Tough People Do, Dr. Robert H. Schuller, Nightengale-Conant Corp., 7300 N. Lehigh Ave., Chicago, IL 60648
5. Stop Procrastinating: Do It!, James R. Sherman, SMI Cassettes, P.O. Box 3413, Waco, TX 76707
6. How to Get People to Think and Act Favorably With You, Millard Bennett, SMI Cassettes, P.O. Box 3413, Waco, TX 76707
7. How to Use Tact and Skill in Handling People, Dr. Paul Parker, SMI Cassettes, P.O. Box 3413, Waco, TX 76707
8. Becoming A Leader, Elmer Towns, Church Growth Institute, P.O. Box 4404, Lynchburg, VA 24502
9. Leadership Wisdom, Master Planning Group, P.O. Box 6128, Laguna Niguel, CA 92677
10. Master Plan, Master Planning Group, P.O. Box 6128, Laguna Niguel, CA 92677
(The above material was prepared and published by Tim Massengale from Total Church Growth. You can order the complete 2 volume set from Pentecostal Publishing House.)
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