The Future is Multiplication

By Allen White

Image by Marina Strizhak.

How easily can you multiply your ministry? Let’s say tomorrow you are given the opportunity to duplicate your church in another location. How quickly could you assemble an exact replica of the church you currently serve? What leaders would you need? What budget? What buildings? Could you turn on a dime, or what kind of lead time would you need?

Let’s go the other way. Let’s say your church has hit a low point (or is starting from scratch). You have no building, no money, and no staff. How would you do church? How would you reach your community?

Multiplication is key to mission. The mission, we know well, “All authority in heaven and on earth has been given to me. Therefore go and make disciples of all nations, baptizing them in the name of the Father and of the Son and of the Holy Spirit, and teaching them to obey everything I have commanded you. And surely I am with you always, to the very end of the age” (Matthew 28:18-20, NIV). Did you read it, or did you “yada, yada, yada” it? Maybe read it again.

Simply put, we have Jesus’ authority and presence to carry out his mission. What else do we need? Motivation, yes. Obedience, for sure. Multiplication, absolutely – generationally and ethnically. What’s holding us back? The only thing slowing many of us down is the lack of focus on multiplication. We’ve become skilled at distributing fish. Now’s the time to raise up fishermen.

Multiply disciples

Throughout the seeker movement, we gave people a pass on discipleship. We invited them to sit back, relax, and get comfortable. For the boomer generation who is chief interest was self-interest, this formula actually worked. (Other generations also have similar interests). But then we ran into a dilemma: when we needed people to help, we discovered that everyone had taken us up on the offer to be comfortable. No one wanted to help.

Now much has been said in lowering the bar on small group leadership. Some people despise that thought. But the heart of lowering the bar comes from I thought by Neil Cole where he said we need to lower the bar on what it means to be a leader and raise the bar on what it means to be a disciple. We are all called to go and make disciples.

By allowing members to gather a group of friends and facilitate a discussion with an easy-to-use video-based curriculum (initially), we’re not creating a multiplicity of shallow rooted people. We are helping our people become obedient to the Great Commission. Everyone is called to make disciples. No one is exempt. And yet we have created such a convoluted, unclear method of discipleship, which I hesitate to even call a method, because there’s no systemization to it. We will take up this issue in another post over the next month.

Forming groups is not the only way to align the purposes of our members with the purposes of Jesus’ mission. It’s a start. Often people need a trial run before they can commit to a longer-term role.

The nature of multiplication is that every member should be making disciples of others. Every disciple should make disciples who in turn make disciples. We must multiply disciples.

Multiply leaders

In the church we are more comfortable with managers than leaders. Managers take direction and implement. They make sure a greeter is posted at every door and a teacher is present in every class. Managers follow the rules and do what they’re told. Leaders show the way.

Often we are threatened by the idea of allowing others to lead, because their leadership proves to be better than ours. But when you think about it, this is actually a good thing. After all, all of us are smarter than anyone of us.

As pastors, our role is to nurture and bring out the best in people. The challenge is that we must grow our own leadership and develop trust to the point where we can allow our people to lead without becoming “helicopter pastors.”

A leader is not someone who merely follows instructions, although they should abide by the vision and mission of the church. A leader is someone who takes initiative. You have plenty of leaders in your church. Some of them you have labeled as problems. The reason they seem to work against you is that you haven’t delegated something to them to help them work for you.

You will never be able to hire enough staff to fulfill all of the needs of your church and community, nor should you. But in your congregation you have a wealth of leadership potential that must be tapped. As you develop leaders, they will multiply the efforts of your church and help you to accomplish far more.

The easiest way to identify leaders in your church is by hosting a leadership seminar. You can lead that seminar. John Maxwell could lead the seminar via video. You could host something like the Chick-fil-A Leadercast. You can bring in a speaker. But as soon as you announce a leadership seminar, your leaders will come out of the woodwork.

Multiply your staff

The ability to hire staff often comes with the relief of no longer depending on volunteer help. When the job is tied to a paycheck, we can bring in a more qualified and more reliable person, right? No one has ever had to terminate staff before.

Over-staffing a church creates two problems. First, the hire eliminates the need for members of the church to exercise their gifts and abilities. As one pastor told me, “Our motto is like Greyhound, ‘Leave the driving to us.’” Secondly, and I’ll tread lightly here, the accumulation of staff often changes the role of pastor to managing rather than leading. You must manage their time, their benefits, their progress, and their ROI. Or, I suppose you could ignore and assume. My point is that staff hires don’t necessarily bring about the relief a pastor needs, unless they are able to multiply themselves.

The future requires staff members to multiply themselves. Every staff member – pastor, assistant, receptionist, custodian – everyone should multiply their lives and ministry. In fact, the true measure of a staff member’s worth should not be how many tasks they can perform, but how many people they can develop. Merely hiring more staff will not help your church fulfill the mission and reach your community effectively.

But, if staff members get other people to do their work, what do they do? You can go one of two ways here. Either you no longer need the staff member, or the staff can delegate responsibilities and authority to others thus giving the opportunity for the staff to explore and develop new things. As staff members work themselves out of their jobs, then direct them toward fulfilling Jesus’ mission by starting another church and doing the same there.

Multiply yourself

Maybe you are a staff member, or maybe you are the senior pastor, either way, multiplication is not just the church’s future, it’s your future. How do you grow and expand your leadership? How do you prepare for what’s next? Start by working yourself out of a job.

The easiest place to start is by making a list of all of the things you don’t like to do. Those tasks are easy to delegate. You’ll be amazed to find people who will delight in those duties. Not only can you pour yourself into what you’re best at, but you also give others an opportunity to get their gifts in the game. Don’t hoard your worst tasks.

Eventually, you will reach a place, as the ministry grows, where you will have two choose between things you love. Develop apprentices in these areas. Start with asking them to observe. Then, give them responsibilities that you will supervise. Then, give them the authority they need to fulfill their mission. While you must always check in with them, you shouldn’t micromanage them. John Maxwell said years ago, “Find someone who can do something 30 percent as well as you and let them do it.” The reality is they can probably do it 60 percent as well. The motivation is to engage people in meaningful ministry so Jesus’ mission will be accomplished, and they will find significance along the way.

Concluding Thoughts

Ministry will always have limitations – not enough money, time, talent, or buildings. If your ministry is flush in these things, then you are not risking enough.

If you disappeared, how would the ministry continue? Who are you developing to duplicate your efforts and eventually take over? Invest yourself in capable people who can multiply what you do. Stop fulfilling tasks and bending over backward for “consumers.” Leaders are your legacy.

Let me know what you think in the comments below. Feel free to disagree with me.

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The Future of Church

By Allen White

Photo by yarruta via 123rf. Used with permission.

[Dear Readers – Do you ever have thoughts that you can’t get away from? For a few years now, I have almost resisted writing about some things that have been stirring deep inside me. Also, over that time period, a number of events as well as ministry startups in various sectors have confirmed many of the things I’ve been sensing. Over the next month or so, I will post some of these thoughts. What I am writing should not be taken as an indictment of any ministry or methodology. I am sincerely inviting you to wrestle with some things I’ve been wrestling with. I would appreciate having you join the conversation.]

Megachurch, as we know it, is not the future. In an increasingly secularized society, the tolerance for more “big box” churches will decrease. Churches are already viewed by municipalities as heavily reliant on city resources, yet do not pay taxes. In fact, some of their prime locations could generate more revenue as a Costco. I foresee zoning as a continual obstacle.

Speaking of taxes, while I don’t see tax deductions for charitable contributions disappearing, the new tax law makes most people’s charitable contributions irrelevant in regard to their taxes. Since the standard deduction has increased to $24,000, for many households their mortgage interest, charitable giving, and medical expenses aren’t going to top that amount. Now, I’m not a CPA, but the math is pretty simple to pencil in. If giving no longer offers a tax advantage, then how will giving be impacted? If giving decreases, then what happens to capital campaigns and building projects?

Then, we could go back and ponder the question asked by Rick Rusaw and Eric Swanson in The Externally-Focused Church (Group Publishing 2004): If your church disappeared from your community would you be missed? Does your community rely on your church? Do you pick up the slack where government services lack? Can you serve the under-served in your community? Or, does your building provide a meeting place for weekend gatherings, then sit empty the rest of the week?

The climate is changing. I haven’t even mentioned those churches who are fighting a culture war that’s already been lost. I also didn’t bring up a moral majority that’s become an oxymoron.

The strategies that served us well over the last 25 years are not going to do the same in the next 25 years. It’s time for a shift.

Decentralized Organization

The “hero” in any church is the member, not the pastor. The best representation of the impact and ministry of the church is the individual member. Members will determine the effectiveness of the church’s outreach. While churches can have a great location, in the churches I’ve served, we found that less than 2 percent found their way into our church from merely passing by. About the same went for paid advertising, social media, or other forms of advertising. How well does your church make disciples? There is nothing more attractive than a believer whose life has been transformed inviting a friend who’s noticed their life change.

When you look out at your congregation on Sunday morning, do you see an audience or an army? If it’s an audience, then they need to be entertained. The concern is over comfort and convenience. If you perform well and offer a good experience, then the hope is they will return.

But, if you see them as an army, that’s a different story. Your army needs to be equipped and empowered to serve. They don’t need to be catered to. They don’t need to be fretted over. They need marching orders. They need permission and opportunity to live out what God has called them to do.

The focus changes from gathering to scattering. For the last 25 or more years, we have gathered well, but scattered poorly. It’s time for a change.

Flexible, Unrestricted Gatherings

About six years ago, in a conversation with Josh Surratt, Lead Pastor at Seacoast Church, he mentioned a family from their church who had moved to Maine. Every Sunday morning, they gathered with about 40 friends and neighbors in their living room to watch the service at Seacoast together. My immediate reaction, “Well, maybe it’s time to redefine a ‘campus.’”

Conversations like this led to the idea of microsite churches. In my initial brainstorming with my friend, Brett Eastman, we imagined smaller communities or places where multisite churches wouldn’t build a campus. What if the service via steaming video was brought into homes, restaurants, or smaller meeting places to serve these areas? The microsites would rely on unpaid staff to manage them, but with connection and support from larger organization.

One of the first places we saw develop these microsites was NewSpring Church in South Carolina. They took a little different spin on the idea by using “houses campuses” as a trial balloon to determine whether a community could support a viable multisite campus eventually. It was essentially planting a multisite campus with a less expensive, less risky trial run. We also interacted with the folks at The Rock Church in San Diego, who had heard from people who were not comfortable walking onto their main campus on Sunday morning. So, they multiplied 50 microsites in venues where these folks felt more comfortable gathering. This included bars, night clubs, and other locations. Read more about the early days of microsites.

By developing a microsite strategy with online video and support, there is no limit to a church’s potential to reach any community that can provide someone to pioneer the work. Once the strategy has created a unit of one, then the sky’s the limit. Locations can easily be rolled out in same language communities or translated into other languages and cultures. Potentially, these flexible, unrestricted gatherings can multiply without church-owned property or paid staff. As long as their kept small and taught to multiply, securing larger gathering spaces is unnecessary.

Meaningful, “Volunteer” Ministry

I hate the word “volunteer,” but it’s the word everyone uses, so here we go. With the congregation as an army, the key to deploying the army is gifts-based ministry. God has gifted and called every believer to fulfill his or her mission on the earth. Calling is not limited to clergy. Ministry is not limited to paid staff. For all intents and purposes, the only difference between “volunteers” and paid staff is the source of their income and possibly their availability.

If the church fully embraces the concept of the priesthood of believers, then it can accomplish far more than what it’s currently doing. The key is to champion the member, help them discover their spiritual gifts with a tool like Network, and to support and deploy them as they do the work of the ministry. When believers are operating in their gifts and abilities, empowered by the Holy Spirit, and supported by their pastors and churches, they are unstoppable. They find meaning and purpose beyond what anything else can provide. And, the church functions as it should.

I led the gifts discovery and deployment process at a church I served for 15 years. Every member who attended a discover your ministry type class met with me for a post-class interview. I was always amazed at what people aspired to do and how God had equipped them. In fact, I even identified my future wife this way!

Our church reached a point where we only started new ministries out of these conversations following the gifts discovery class. Some of these ministries, we heard about from sources in the community because our people were serving based on their gifts and hadn’t told us what they were doing. That thought just makes me smile.

The church burdens many of its members with meaningless ministry – parking lot attendants, greeters, coffee servers, and so forth. Potentially the worst staff position in any church is the “guest services coordinator,” because this person must constantly hustle to fill vacant spots every weekend of the year! Why? Because no one is called to this. (Feel free to argue in the comments, but read on).

Yet, believers rise to the occasion in gifts-based ministry. Pastors – do you want your members dragging themselves out of bed to serve or jumping out of bed to serve? The difference is organizing ministry around spiritual gifts rather than filling slots.


Microsites are easier to multiply than megachurches. Microsites don’t require church-owned property, elaborate budgets, or guest services. As someone is welcomed into a member’s home, isn’t that the only guest services needed?

What about training? Who can be trained more quickly – a pastor or a location host? No location host to date has been required to earn a Master of Divinity first.

Most churches will never have the budget, paid staff, or buildings to accomplish what God has called them to do. Well, that’s if we look at the church as an institution. But, in viewing the church as the body of Christ, there is millions of dollars worth of property in the homes of the church’s members. The “staff” originates from gifts-based assessments. There might be a few expenses, but really no budget.

As it becomes harder to fill and maintain the big box church, there are viable options. Examples like the Tampa Underground ( are worth considering. After 10 years of developing their model, they are now sharing their learnings with others.

The future of the church is bright, but it is different. While previous models of ministry have served us well, it’s time to reconsider our strategies and redefine our ministries.

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Where Will You be a Year from Now?

By Allen White

How will your small group ministry look different a year from now than it does today? Where will the new leaders come from? How will you fill the groups? How are you preparing to coach and train your new leaders? How will next year be any different?

I was talking to a small group pastor the other day. The conversation seemed eerily familiar. As the pastor explained the current status of their groups and the church’s goal for new groups, I pulled up the notes from a conversation we had two years ago. It was the same conversation – same number of current groups, same goal, same plan, but no progress. This was not the first time. I hear pastors from around the country with hopes and dreams of a stellar group year only to discover these were the unfulfilled hopes and dreams from previous years.

This would lead me to believe one of two things. Either pastors should stop talking to me (I hope not), or there are many more churches who are stuck than I had imagined. Are you stuck? My groups were stuck for seven years before I figured out how to grow the groups beyond 30% of our adults.

Recently, I had a conversation with a senior pastor who was informed by his small group pastor that there would be no new groups for the Winter semester. Obviously, this was quite a blow. How could he have a full time staff member who wasn’t producing any new leaders? The net of the conversation was that something or someone needed to change. Yikes!

Join My 12 Months to Small Group Success Webinar (or read on).

Set a Goal

But, let’s not get stuck on being stuck. How many new groups are you trusting God for in the coming year? Here’s a simple formula:

Start with your Average Adult Weekend Attendance
Subtract your Current Group Members (everything you call a group at your church)
Subtract Members of Other Studies or Groups (other classes, Bible studies, Sunday School, Midweek study, or similar)
Net Potential Group Members

More than likely your potential group members are attending the weekend services, but are not involved in anything else. Notice that I exclude people committed to other types of Bible studies, because what they are doing is working for them, and most likely they won’t add another group.

Now, out of your potential members, how many new groups will you trust God for in the next 12 months? You can simply divide the Potential Group Member number by 8 to get your number. You might increase or decrease that number if you choose. Bottom line: Set a number. Now, let’s make a plan.

Prepare to Meet Your Goal

Take your new group goal, how many group leaders do you need?

Who will they be? Church members? People you know? Anyone who is breathing and willing?

Where will they come from: existing groups, personal invitations, your pastor’s invitation in a service, where?

When you get them, how will you help them get started?

If your groups grow by 20%, 50%, or more between now and next year, how will you prepare for that? How many new leaders do you need? How many coaches do you need to recruit and train between now and then? How will you connect more people into groups? What happens if you church doubles in the next three years? How will you manage that?

While you can never predict the exact number of groups and leaders you’ll have in the next year, you can prepare. What and who will you need to meet your God-sized goal in the next 12 months? How about your senior pastor? Senior pastors promoting groups and participating in a group is a huge factor in gaining new groups. How can you get your pastor more interested in groups?

Join My 12 Months to Small Group Success Webinar (or read on).

By now most churches have launched their small group semesters, series, or church wide campaigns. Some churches have seen dramatic growth in their groups. For others, their numbers are about the same. And, for a few, their overall group numbers are down.

Regardless of where you are, I can help you take the guesswork out of groups by guiding you in how to recruit new leaders, engage your senior pastor, form longer lasting groups, and develop your coaching and training structure. The strategies have been proven by over 1,500 churches in North America. In just the last 7 years, churches who received this coaching have connected over 125,000 people into groups. God has done some pretty amazing things in these churches. Is your church ready for something like this?

Join me for the 12 Months to Small Group Success Webinar on Thursday, March 1 at 1pm Eastern or Tuesday, March 6 at 2pm Eastern. Click here to register.

I hope to see you at the webinar this week!

God bless,

Allen White
Taking the Guesswork Out of Groups

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The Best Timing for Your Easter Group Launch: Before, During, or After?

By Allen White

An Easter launch has some definite advantages. While I’ve written in the past about the reasons why Easter may be not an optimal time to launch groups, Easter is the biggest Sunday of the year. There are new visitors. Everyone who calls your church home is there. Talk about a captive audience! But, what’s the best way to go about launching at Easter?

1. Start the Series BEFORE Easter.

Starting before Easter has a couple of key advantages. First, you can get more people to your Easter services. As your church members (and attenders) invite their friends, family, co-workers, neighbors, and others to do a study with them, it’s very natural for your members to invite their group to an Easter service. (Notice the invitation is for new leaders to start new groups without using the word “leader” or “group.”) They’ve already committed to a study that involves Easter, so Easter services are a natural part of it. Studies like 30 Days to Easter by Brett Eastman and Lifetogether fit the bill.

The second advantage to starting the series before Easter is to keep people engaged in the weeks following Easter Sunday. The biggest Sunday of the year is often followed by one of the weakest Sundays of the year. The average person in the U.S. attends church 1.6 times per month. If they were there at Easter, you probably won’t see them for a week or two after.

By starting a series before Easter that continues after Easter, you not only get them to Easter services, but you keep them coming back the weekend after Easter. It’s part of the group study. They can’t miss. A study like All In: a small group experience based on the King’s Witness symbols covers five key events in the life of Jesus: He Came. He Died. He Arose. He Ascended He’s Coming Back.

The series starts two weeks prior to Easter, then ends two weeks after Easter. People will follow along with the series regardless of their normal pattern of skipping the Sunday after Easter because the series creates an open loop. Most people feel the need to complete what they’ve started. The pull through will benefit them as they study “He Ascended” about the coming of the Holy Spirit and the start of the Church and will get them to come back the Sunday after Easter to continue the series. For more information: To preview and purchase the study guide, click here. (For full disclosure, I had something to do with this one.)

2. Start the Series ON Easter.

As stated earlier, everyone who calls your church their home church attends Easter services. A few years ago we created a study with Gene Appel, Senior Pastor of Eastside Christian Church, Anaheim, CA. Gene’s message on Easter was Hope Rising. We created a full video-based curriculum for Eastside in just 14 days (never again!).

Gene preached the Hope Rising message in their Easter services. On the way out the door, every person who attended Easter services received a copy of the study guide for the series. After distributing some 7,000 books that Easter, Eastside managed to launch 460 groups.

By capitalizing on the Easter attendance, the church formed more groups than they ever had. Attendance held for the weeks to come. After the Easter baskets and bunnies were stored away, the message of Hope Rising continued.

3. Start the Series AFTER Easter.

Now, you’ll notice a theme here…since Easter is the biggest attendance of the year…it’s a great time to advertise groups to your entire congregation in person on the one Sunday, weekend, or week when your Easter services happen. You really only have this one shot in the entire calendar year when everyone is there.

By promoting groups on Easter (and the Sundays leading up to Easter), you can give your people something to come back to the next week. While this does not have the same pull through of the other two strategies, it is an opportunity that is too good to pass up.

Consider a series that will appeal to your infrequent attendars and their unchurched friends. The great thing about CEOs (Christmas and Easter Only) is they have more relationships outside of the church than inside the church. While they could have invited their friends to Easter, for some that may have been too big of a step. But, inviting their friends into their home for a Bible study that meets a felt need is not only a much easier ask, but it’s also a much bigger impact on people seeking spiritual answers.

Don’t Waste the Easter Opportunity

Whether you decide to launch groups before, during, or after Easter, LAUNCH THEM! Some pastors would rather invest in a Fall or New Year launch, but Easter is unique. Everybody is there! You can’t pass that up.

How are you going to assimilate your Easter crowd this year? If you have other ideas to share, please leave your comments below.

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The Role of a Coach

By Allen White

By now most small group pastors and directors understand coaches are essential to sustain and support small group leaders. While everyone will agree to the necessity of coaches, most don’t know what to do with coaches, and unfortunately, most coaches don’t know what to do period. Beautiful org charts in a lot of churches actually net zero results. Here are some tips to moving your coaches in the right direction:

1.       Coaches Aren’t Accountants.

The problem with most accountability in Christian circles is that it becomes too much like accounting. Unlike Santa Claus, coaches do not relish keeping a naughty or nice list. What’s more, group leaders don’t appreciate being supervised by a supervisor. This doesn’t mean we throw caution to the wind, but we also don’t put a cruel task master over small group leaders. After all, “love keeps no record of wrongs,” right? (1 Corinthians 13:5). Read more on accountability that works here.

2.       Coaches Aren’t Middle Managers, Bureaucrats or Spies.

Years ago, Carol, one of my coaches, complained to me, “I feel like I’m your spy.” At that point, I was still recruiting and training all of the group leaders myself. Carol and the other coaches were sent out to visit the groups and report back what they saw. No wonder she felt that way.

In recruiting coaches, we work hard to select mature, capable people to serve with us. Then, often because we don’t have the coaching role figured out ourselves, we tend to micromanage them as if they are neither mature nor capable. I didn’t keep many coaches that way.

The key is to elevate the role of coaching. When I chose coaches the next time around, I invited capable, mature people to join me in a journey. We met every week for dinner and to talk about the direction of our small groups. I committed to never make a decision about our small groups outside of that meeting. We led together.

These folks aren’t underachievers who need our constant motivation. These aren’t people who are prone to wander and need a steady reminder of direction. If they are, then they shouldn’t be coaching groups. If they’re not, then they deserve more respect than a place in our little bureaucracy.

3.       The Role of the Coach is to Refocus the Player.

My friend and mentor, Carl George has drilled this phrase into my psyche. When you think about a coach in sports, he stands at the sidelines and guides his players. If the last play went terribly wrong, his job is to refocus the players on the next play. They can’t replay the last play on the field. But, if a bad play keeps replaying in the players’ minds, then the next play will also suffer.

Small group leaders have busy lives and are pulled in many different directions. On a particularly hectic day or difficult season, it’s easy for leaders to become discouraged and wonder why they ever got into this business in the first place. The relationship with the coach is key to maintaining momentum in groups. The coach is not making sure the job gets done. The coach is making sure the player is okay.

4.       Give Your Leaders the Space to See What God is Doing

The most valuable function of a coach is giving a small group leader an opportunity  to reflect on what God is doing in his or her group. Most would admit to the difficulty of working “in” something and “on” something at the same time. It’s nearly impossible. Often group leaders are working so hard in the group, they don’t see the big picture of what God is doing.

By setting aside an hour or so once every quarter, a coach can give group leaders the space they need to see what God is doing and to identify what is next. This is as simple as the coach asking the leaders to list the names of their group members, then asking them to talk about what God is doing in each person’s life. As the leaders discuss their members, the logical next steps will begin to surface for the leader.

Bob – Hasn’t been around for a while. I need to give him a call.

Joe – Struggling at his job. I need to pray for him and give him some encouragement outside of the group.

Steve – Lost his job. I need to check-in with him and see if there’s any way the group can help.

Tony – Making poor choices. I need to pray for him and for the right timing to have a tough conversation.

Brett – Shows strong leadership potential. I need to give him more responsibilities in the group and eventually invite him to co-lead with me.

You get the idea. The coach must approach this conversation as a learner, not as an instructor. It would be easy to quickly diagnose each member and offer next steps, but the next steps determined by the group leader will be the next steps that are actually executed.

To make this work, start with a few assumptions. Assumption #1: Group leaders have made themselves available to God, and God is using them in their group. If a group leader is going through a hard time, he may be wondering if God is doing anything at all. He needs encouragement. But, some group leaders so naturally use their gifts, they might not even realize how gifted they are. They also need a coach’s insight.

Assumption #2: Who you are as a coach is more significant than what you could every say to a group leader. Your relationship with your group leaders is the greatest gift you can offer them. When relationship comes first, tasks get accomplished. Without relationship, leaders easily burn out.

5.       Small Group Pastors: Get Out of Your Coach’s Way

How many Team Owners or General Managers have made their coaches’ lives miserable? Small Group Pastors and Directors, like their coaches, should approach their roles as learners, not drill sergeants. God wants to use your coaches. Unfortunately, the biggest obstacle to effective coaching is often a well-meaning Small Groups Pastor.

While you cannot give away the responsibility for the ministry, empowered coaches are effective coaches. Disempowered coaches become burned out middle managers. Your expectation of your coaches should be clear, reasonable and accountable. But, again, don’t approach accountability as an accountant. Give your coaches the benefit of the doubt: “How are your groups doing?” not “Have you followed up on your groups lately?” If your coaching system is in disarray, then you’re probably in the way.


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National Coaching Survey Results

By Allen White

Every small group pastor wants healthy groups, right? Healthy groups, of course, need healthy leaders. But, how do you keep your leaders healthy? Training plays a part, but not everyone comes to training. You could give out a phone number and let leaders call when they have a problem, but that’s too hit or miss. Then, there’s coaching. Even the mention of the word brings anxiety to a lot of small group pastors. You are not alone.

Recently, I took a survey of a few hundred small group pastors. These were churches of all sizes including some of the largest churches in the country. Here’s what they said about coaching.

65% struggled in identifying and recruiting coaches.

54% felt a lack of communication between coaches and leaders.

47% had questions about training coaches.

37% were uncertain about supervising coaches. They also weren’t sure exactly what coaches were supposed to do.

34% had some great prospective coaches, but they didn’t want to leave their groups to coach others.

Does any of this resonate with you? It sounds a lot like where I used to be.

Then, we got into some more specific issues. These pastors told me they also struggled with:

  • Some leaders not wanting to be coached.
  • Finding the right span of care.
  • Coaching toward discipleship and not just group leadership.
  • The Length of the Coaching Relationship.
  • Coaching across Multisite Campuses.
  • No wonder coaching is a challenge for everyone.

Now that we understand the problem, let’s get to some solutions.

Tomorrow you will receive the second email in this three part series, which will begin to address these problems.

I would also like to invite you to a Live Webinar,

The 10 Biggest Coaching Mistakes (and How to Solve Them)

offered this Thursday, January 18 at 11am Eastern/ 10am Central/ 9am Mountain/ 8am Pacific and,

Tuesday, January 23 at 2pm Eastern/ 1pm Central/ Noon Mountain/ 11am Pacific.

To register and add your responses to the survey, CLICK HERE.

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Launch Groups on the Biggest Day of the Year

By Allen White 

Easter is only 12 weeks away. Did I scare you?

Now, you may be one of those pastors who plans everything in advance. Good for you. But, you might be like the pastors at one church I served where Easter always seemed to take us by surprise. How many services? How do we promote? What is our theme? Who is leading worship? How can we get them back after Easter? If those are your questions, you are in good company.

Every pastor wants to see new faces on Easter Sunday, and maybe even a few faces that haven’t been seen for a while. But, once you get them to the service, how do you keep them? How can they be connected? How can new believers be effectively discipled? These are important questions. Let me offer three tips to connecting your Easter crowd.

1. Everyone attends Easter Services.

Easter is the day when everyone who calls your church their home church shows up. Whether they are members, regular attenders or CEOs (Christmas and Easter only), Easter is the day they all come. This presents a unique opportunity for launching groups.

More than any other season, Easter is the time when everyone can hear the invitation for groups at the same time. While Christmas offers a similar opportunity, the end of December is not a great time to talk about the New Year. Your people just aren’t there yet. But, Easter gets everybody in the room and offers a window to start groups and get people to come back on the Sunday after Easter.

A few years ago, we created a video-based curriculum called Hope Rising for Eastside Christian Church, Anaheim, CA with Pastor Gene Appel. They handed out a copy of the study guide to everyone of the 7,000 people who attended Easter series. When it was all said and done, Eastside launched 460 groups for that series. Now you may not have 7,000 people, but you could have 65 percent of your people in groups like Gene did.

While some may have some misgivings about launching groups toward the end of the school year, the reality is when you have everybody present for Easter, you really can’t pass up that opportunity. If you offer these groups a next step, even if it’s in the Fall, as many as 80 percent will take you up on the offer.

2. Bless your CEO’s.

I served one pastor who used to end the Easter services by saying, “And, if I don’t see you in the near future, I would like to wish you a Merry Christmas.” We can have a bad attitude toward our “Christmas and Easter Only” crowd, but let’s not rule them out just yet.

When you think about the people who occasionally or rarely attend your services, wouldn’t you like to get them more engaged? Now think about this, who are their friends? Most likely they have far more friends outside of the church than inside the church. That’s great news for starting small groups. If you invite them to do a study with their friends, you can begin reaching people who’ve barely darkened the door of your church. Rather than inviting your CEO’s to join groups with church people, offer them a way to connect with their unchurched friends and do something intentionally to grow spiritually. The group experience will lead them to the worship experience.

At Harvest Church in Byron, GA, Pastors Jim and Jennifer Cowart used a strategy they called “Grab, Gather, and Grow.” The idea was to grab an easy-to-use curriculum, gather with a group of friends, and grow spiritually. Their congregation of 2,500 took them up on it. Some 5,000 or so friends were gathered for these groups. Many of those friends started attending the weekend services as well.

So often we think of groups as an assimilation strategy or discipleship training, but groups are very effective in reaching out to others in the community who may not have a connection to the church, but do have a connection to someone in your church.

By giving your members, and even your CEO’s, permission and opportunity to form a group with their friends, more people could end up in groups than in your services. Groups can become an entry point to your church.

3. Your Senior Pastor is the Key.

The key to launching groups at both Eastside and Harvest was the senior pastors. At both churches, the senior pastor was the spokesperson for groups. Not only that, the senior pastor was the teacher on the curriculum. While there is a lot to unpack in those two concepts think about this: if your people aren’t connected to each other, the reason they attend your church is because of your senior pastor. They enjoy the pastor’s style, teaching, and even the jokes. (One word of caution: don’t mention this to your worship pastor, it will break his heart.)

If your church creates curriculum based on your pastor’s teaching, you’re just giving your people more of what they already want. There are a variety of ways to do this. You could pay someone tens of thousands of dollars to do this for you. If you’re interested in that, I could recommend someone. But, you could also map out your own series, shoot the video, edit the video, write the study guide, design the study guide, and then duplicate everything yourself. That may sound daunting, but some churches are producing curriculum with an iPhone. A third way is to add your pastors teaching to a series that has already been created like All In.

However, you create your video-based curriculum, that teaching along with your pastors invitation on Easter Sunday will create more groups than you can imagine. While you’re in the process of calculating how many lilies and eggs your church will need, don’t miss out on the opportunity to launch groups off of Easter. Not only will unchurched people participate, but the Sunday after Easter won’t see the dip in attendance it usually does.


Join Allen White and Jeremy Gant from One Ten Pictures for a FREE On Demand Webinar on Effective Easter Launch Strategies:

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Something’s Missing

By Allen White

What do you do with the dozens or hundreds of leaders you’ve recruited and the groups they started? Why are your groups declining after so much success? You’re not alone.

What worked yesterday is failing you today.

After living for years with the frustration of mature people who were well qualified to lead feeling rather unqualified, we made some radical changes. An invitation to leader training is not appealing to those who don’t consider themselves to be leaders. How do you get them to see they really can lead well, if they won’t even give it a try?

We had to change the entry point. We reversed the order. Training became second. Leading was first, but we didn’t call it that. At first, we asked people to HOST a group: Heart open to God, Open your home, Serve some snacks, and Turn on the VCR…you could be a star! Then, our people discovered that “HOST” just meant “leader.” Now what?

We went undercover. As our people were given permission and opportunity, we invited them to “get together with their friends and do a study.” We were asking them to LEAD a GROUP without using those words. After all, if they could gather their friends for a short-term study, they had the stuff to lead a group. We just didn’t call it that. If the HOST model brought us dozens of new groups, then this new way brought us hundreds of new groups. But, an unintended consequence rose up.

People were condition to both a low level of commitment and a short-term experience. One church I’m working with called their groups “burst groups.” These intentionally met for six weeks, then disappeared as quickly as they started. On-going groups weren’t even a consideration. Yes, people would join groups when a campaign was offered, but the reality was this church was only discipling their people in groups about 12 weeks per year. Sure, it was better than nothing, but it was also practically nothing.

Another church recently contacted me. They’ve faithfully launched short-term campaigns for six years now, but each campaign sees a smaller return. Their groups were in disarray. Coaching was non-existent. The thought of an on-going discipleship strategy seemed like wishful thinking.

A good idea had definitely gone bad.

How did we get here? The alignment series and campaign that helped us rapidly recruit leaders and connect people into groups outlived it’s lifespan. The HOST strategy wasn’t supposed to be the answer to starting groups 15 years after 40 Days of Purpose. They never grew up. They didn’t mature. These groups didn’t produce what they were supposed to.

The strategies weren’t wrong. They did exactly what they were supposed to do for a couple of years. They were never met to go on for a decade. What’s the fix?

We have to go back to all of those things we delayed for the six week campaign: requirements, training, coaching, leadership development, and discipleship training while maintaining momentum. You can’t lower the bar and leave it low. What was delayed initially must be reintroduced in the group leader’s first year! How did we miss that?

I want to help you. I am starting a completely different type of coaching group for 2018. We will explore how to turn our short-term groups into long-term groups and how to put our leaders and groups on a pathway toward growth and maturity. Your people are ready for a challenge. We made it easy to start, but now we must lead them into something more. We can no longer treat all of groups the same. While we will always start new groups with campaigns and short-term experiences, we won’t leave them there.

In this new coaching group, we will go deep on:

  • “Converting” short-term groups to long-term groups.
  • Challenging group leaders toward deeper commitment.
  • Coaching.
  • Leadership Development.
  • Well-rounded Discipleship.
  • A Curriculum Pathway.
  • Small Group Life Cycles.
  • Mission, Outreach, Evangelism.
  • Maintaining Momentum.
  • And wherever else we need to go.

The bottom line is that it’s time to grow up your groups and leaders. What has gotten you this far will not serve you and your church well in the years ahead. Always start new groups. But, what are you leading them toward?

I’m calling this new group: Exponential Growth Coaching. This coaching group will run January – December 2018. The group of 5 churches will meet twice per month. You and I will meet individually once per month. We are going to figure this out.

The cost is $2,500. This can be paid ahead or in 5 payments.

Oh, and this isn’t open to everybody. To qualify for this group, you must either currently have at least 50% of your adults in groups or you’ve completed Exponential Groups Coaching (or you have a very compelling reason to convince me you should be in.)

To apply for the Exponential Growth coaching group, please fill out this short survey:

If you have any questions, please email me: or give me a call 949-235-7428.

I hope you’ll join me.


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