Posts Tagged fire
By Allen White
How do you know if your small groups pastor should stay or go? How do you measure success in small groups? Today, I want to give you some milestones for small groups. You might just find a new scorecard for success in your small groups.
1. You have less than 30% in groups.
It’s fairly easy to connect 30% of a church’s adults into groups (unless you have more than 70% in Sunday School). This is the low hanging fruit. Any strategy can help most churches connect at least 30% into groups. Whether you are handpicking leaders, developing apprentices and birthing groups, or launching church-wide campaigns, 30% is a pretty low threshold for connection.
In fact, most churches I’ve coached have become stuck at with 30% in groups. Few have less than 30% if they are giving small groups any effort. Determine whether your groups pastor believes your church is a cruise ship or a battle ship. Is everyone kicking back and relaxing about groups, or is it all hands on deck?
2. Your Groups Pastor spends time connecting people into groups.
Connecting individuals to groups is nearly a complete waste of time. Either the leader never contacts the prospective member, the prospect doesn’t show up, or the prospect leaves the group as soon as the study ends. Why? There is simply not enough affinity if the group only has a neighborhood or night of the week in common. This does not create lasting connection in groups.
Besides, everyone is already in a group. It’s the first sentence of my book. They have neighbors, co-workers, family members, and all kinds of people they do life with. To support unrecognized, yet existing groups is a far more effective way to grow groups. While there will be exceptions, in the wise words of Brett Eastman, “Let the exceptions be the exceptions.” Don’t develop a whole group system to accommodate for possible exceptions.
3. You don’t have a coaching structure.
Developing a coaching structure is where your church will get the most bang for its buck. If you applied the same energy to coaching that you currently exert for recruiting leaders and connecting people into groups, you will have a far more effective small group system. Leadership support and development is the key to healthy small groups.
If you don’t have a coaching structure, then you are limited to just the handful of groups a small groups pastor can manage on his or her own. While many churches, even prominent churches, have abandoned coaching, the truth is an email distribution list or another training meeting is not an effective investment into your small group leaders. Coaching is built on a relationship. Without that relationship, groups will disappear over time.
4. Your Groups Pastor isn’t begging you to create self-produced curriculum.
The best way to connect people into groups is to start new groups. The best way to start new groups is through a church-wide launch using the Senior Pastor’s teaching in the video curriculum. Whether you hire a full production crew and invest tens of thousands of dollars or shoot the video with an iPhone, your people want more of your teaching, Pastor. After all, if they aren’t connected to each other, the reason they attend your church, other than Jesus, is you. They like you. They like your teaching. They laugh at your jokes. If you give them exclusive content through small groups, you are giving more of what they already like. When you encourage them to gather their friends to do the study, that 30% connected in groups will become a small dot in the rearview mirror of your ministry.
Whether you preach in a series or preach standalone messages, there are ways to craft new sermons and even past sermons into a video-based curriculum. Some production companies even offer curriculum that’s already prepared for you — you just need to add your teaching! If your groups pastor isn’t begging for this, then you’ve missed the boat.
A Closing Thought…
There might be another reason your small groups pastor isn’t reaching his or her optimal performance — it might be you. Are you open to talking about groups from the pulpit? Have you made small groups a priority in your church? Are you willing to create curriculum? Do you see small groups as one of many ministries in the church or do you see groups are the chief way to connect, disciple, equip, train, and empower your members for ministry?
Small groups could grow your church like nothing else. What’s blocking your growth?
By Allen White
Over the years, the traditional method of recruiting coaches has always tended to fail me. I would select a reputable candidate, then I would sit down with them and talk about the role of a small group coach as outlined in a job description. Some were overwhelmed by the responsibilities. Others were enamored by the title, yet later proved to not actually do anything. As hard as it was to “hire,” it was considerably harder to “fire” them. So, I gave up on this method and found something better.
The solution was discovered in a moment of crisis. My senior pastor and I had just successfully doubled our groups in a single day. Now, I had double the coaching problem. If we weren’t adequately coaching the existing groups, then how could we possibly coach an equal number of new groups. My minor coaching problem had just turned into a major problem. Then, the light bulb turned on.
If half of my leaders were experience and the other half were brand new, then half of my leaders knew what they were doing and the other half didn’t. The solution was sort of a buddy system. I paired them up and let them coach each other. After the campaign, the folks who showed interest and ability to coach were invited to coach more formally. Those who didn’t get around to coaching were thanked for their valuable time….
Since then, recruiting coaches has become a more effective, though unconventional, process. Here’s what I recently shared with Brett Eastman, founder of Lifetogether.com, and Steve Gladen, Small Groups Pastor at Saddleback Church on The Small Group Show:
I have never recruited another coach with a job description or based on their resume. We would start them with “helping” leaders. If they enjoyed it and were effective, then they would become coaches in a more formal role.
The initial job description for helping new group hosts and leaders simply became:
1. Call your new hosts and leaders once per week.
2. Answer their questions.
3. Pray for them.
The “helpers” who can accomplish these things over a 6-week campaign are prime candidates for coaching. Those who can’t pull this off are not the right ones. You’ll be glad you didn’t give them a title that you’ll just have to take away later.