Posts Tagged groups
By Allen White
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.
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.
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.
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.
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.
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: allinsmallgroups.com
Stop recruiting group leaders. Am I crazy?
If we stop recruiting group leaders, then where will they come from then? From within a group? Maybe. Will they just line up my door and demand to lead? Probably not. Will they just appear from outer space? Definitely not.
In our efforts to connect everyone into groups we forget one basic thing — everyone is already to group. (That’s the premise of my book, Exponential Groups). People are in groups called families or friends or neighbors or coworkers or some combination of those. If our church members would gather these groups for a Bible study, then they are group leaders. As Steve Gladen says, “Leaders have followers.”
Unfortunately these leaders don’t spontaneously appear. They need a little help. They need a little incentive. This is where our Senior Pastors comes in. If we would give the same words we might say to our Senior Pastors, we would have triple the result. How do I know that?
Well, after recruiting group leaders myself for seven years, we managed to connect 30 percent of our adults into groups. When my Senior Pastor recruited leaders, we doubled our groups, then we tripled them. I haven’t personally recruited a group leader since 2004! (And, I served a whole other church since then).
But, how do we get our Senior Pastors interested in recruiting groups? Read more here.
Often our focus in the Fall is to connect as many people in groups as possible. We do a big church wide campaign with the goal of getting a hundred percent or more connected into groups. In order to have groups we have to have leaders. In order to have groups we have to have members. So we focus all of our energy on recruiting leaders and connecting people into groups. Then after the six-week campaign is over we find that we have very little to show for it. We work so hard to connect all these people into group, only to see groups just as easily fall apart.
Stop recruiting group leaders. Spend your time and energy on something that will actually help your groups and leaders last. Namely coaches and training. If you put the same amount of effort into coaching and training as we used to put into recruiting leaders and forming groups, you will keep far more groups for the long term.
By Allen White
Over the last 26 years, I’ve served two senior pastors and one Brett Eastman. My titles started as Minister of Christian Education, then Associate Pastor, then Executive Director, then Discipleship Pastor, and at last, Vice President. A year ago I became President of my own organization. Finally, I’m the top dog. Of course, at this point, there are no other dogs, but that’s okay. Leading from the second chair or a shared second chair with half a dozen other pastors has taught me a different style of leadership. From this vantage point, and from working with over 1,500 churches in the last 11 years, I have learned what your senior pastor wishes you knew about their stance toward small groups.
[Please note: I know there are senior pastors who are both men and women. I struggle with gender-inclusive language, so if I refer to the senior pastor with male pronouns, please forgive me.]
1. Senior pastors don’t think a lot about groups, because they hired you.
As the small group pastor, you should be the most passionate person on your team about groups. If you’re not, you might be in the wrong role. Your senior pastor does not have small groups on the brain like you do. Senior pastors don’t have to, they have folks like you. If your pastor was not in favor of groups, you would not have a job. Whisper to yourself: “My pastor must like groups, then.”
I have met many small group folks over the years who have run themselves ragged over the notion that their senior pastor just won’t get on-board with groups. “If only my senior pastor supported groups more…If only he would talk about groups more…If only he was in a group…” I’m from Kansas, so I’m just going to say it —
Your senior pastor doesn’t need to get on-board with you.
It’s his boat!
If you’re not in his boat, then guess where you are?
2. When small group pastors ask for “airtime” in the weekend services, you put your senior pastor in a predicament.
Now, I’m not a believer that all ministries in a church deserve equal airtime. Read more here. But, senior pastors wrestle with fairness among ministries. They don’t want to play favorites. They don’t want to be in a position where they have to prefer one ministry over another. When you ask for airtime for groups, you are fighting an uphill battle. It’s a battle you should fight, but you need to learn to be strategic about this.
First of all, how do most of the people in your church keep informed about church events? If you don’t know this, find out ASAP. In the last church I served, we had a variety of ways to communication with the congregation. Through an online survey, I discovered that two communication methods stood out over and above every other one: the weekly bulletin and email. At the time, the darling of our church communication was promotional videos that ran before the service. It didn’t take a survey to understand that less than 10% of our 2,500 seat auditorium was filled when the videos played. When the communications department offered to make a video for my small group launch, I declined saying I would prefer something in the bulletin and an email blast. They thought I was just being humble. I knew what actually worked.
Secondly, nothing beats an invitation from the senior pastor from the stage before/during/after the sermon. How do you overcome your pastor’s overarching need for fairness? Put your pastor’s teaching on the curriculum. (There are a variety of ways to do this). When your pastor makes an investment in the curriculum, you are guaranteed to have airtime for groups.
3. If your senior pastor is not in a group, there is a reason.
The experience of a pastor is abnormal in the life of the church. Pastors and church staff don’t experience church the way the members of the church do. Imagine the characters that would show up if there was an open call to join the pastor’s small group. Yikes! I wouldn’t want to be in that group (and I’m a pastor!). An open group for a senior pastor could be risky. If you pressure your senior pastor too far about getting into a group or leading a group, don’t sit around wondering why your pastor won’t get behind groups.
Every pastor is different. One pastor and his wife opened up their home and invited young couples to join their group. Another pastor met with two close friends and didn’t make an open invitation. In both cases, this was the pastor’s group. You have your own story.
Rather than pressure your senior pastor and other staff members to join a group if “they really support small groups,” help them identify the relationships in their lives that could be considered their group. Some may do a study together. Others may not. Either way, the pastor can talk about his group, regardless of the form.
4. Your senior pastor wishes you would relieve the burden instead of adding to it.
Every senior pastor is in favor of ministries that solve problems instead of those that create problems. Learn to solve your church’s problems with groups. What is your senior pastor concerned about? How could groups meet the need? I’m not saying this in the vein of “Let the youth group do it,” and now it’s “let the groups do it.” Rather, sit with your pastor to hear his passions and concerns, then design a way to connect those passions or concerns to groups.
If your church is growing steadily, the concern is for connection and assimilation. Groups can be the answer.
If your Sunday school and adult electives are declining, the concern is over discipleship. Groups can be the answer.
If your church needs more people to serve or give, well, people in groups tend to serve and give more than people not in groups. (For more information, see pages 45-46 in Transformational Groups by Eric Geiger and Ed Stetzer).
The first time we launched groups in a big way in our church in California, my pastor was passionate about The Passion of the Christ. He had already planned a sermon series. Advertising was set. When I asked if we could launch groups off of The Passion, he was fully on-board. (I jumped on his “ship.”) We even created our own homemade video curriculum. When my pastor invited our people to open their homes and do The Passion study, we doubled our groups in one day.
What is your pastor worried about?
What is your pastor passionate about?
How can groups help to relieve the burden or propel the vision?
By virtue of the senior pastor’s role, God speaks and directs the church through him. Get onboard with that vision. Your groups will thrive.
5. The simpler you can make the senior pastor’s involvement, the more they will be open to what you need.
If your pastor is willing to talk about groups in the weekend services, then script out exactly what you want them to say or create bullet points in advance. Then, wait until they need the direction. Some pastors want it ahead of time. Others want it just before the service. Do what works for your pastor rather than wishing your pastor would do what works for you.
At my last church, on the weeks my pastor offered to promote groups, I trotted up the staircase to his study, gave him the list of bullet points, walked through the points, then left him to execute the announcement. He was always spot on. Then, the next Sunday, I did the same thing. He didn’t need to come up with the invitation. I provided what he needed when he needed it, and it worked.
When I’ve created video curriculum with senior pastors, sometimes they taught on 6 out of 6 sessions. Sometimes, they’ve taught 1 of 6 with other teaching pastors filling in. Sometimes they taught from a script. Others taught with bullets. Still others just stood up and talked. We always scheduled the video shoot around the senior pastor’s schedule. If others had to wait, then they waited. Senior pastors gladly participated if they knew everything was set from them. Some would even prefer someone else to create their scripts from past sermons. As long as they knew they didn’t have to attend 10 meetings about the shoot and sit around for two hours until the crew was ready, they were in.
Your pastor has the ability to write his own scripts and create his own invitation to groups, but your pastor often does not have the time to do these things. Give your pastor something to start with. Make his job easier, and you will have wholehearted participation.
Remember, your senior pastors don’t work for you. You work for them.
You might wish that your senior pastor was more like someone else’s senior pastor. If only my senior pastor led a group, made curriculum, announced groups, and so forth. Be careful what you wish for. If you go about this the wrong way, you will be working for another senior pastor before you know it.
Work with what you have. It’s okay if your senior pastor doesn’t have small groups on the brain as long as you do. Any place where groups can intersect with the needs and passions of your senior pastor, you’ll have success.
We have a little downtime this week. Well, I don’t. I’m writing a book and starting a coaching group in two weeks. There’s not much downtime for me. But, in between my busyness or your possible downtime is a little time to dream about the new year. How many groups will you launch next year? Will this be the year to create your own curriculum? Maybe this will be the year to get your coaching structure started or tuned up? But, as you set goals and make plans, you must consider that the possibilities are limited.
Immediately, we go to limitations like: “You’re right, my senior pastor isn’t on board,” or “Our church has too many competing values, so I can get people into groups,” or “I don’t have the budget like the worship department…they don’t care about groups,” or “It’s hard to recruit group leaders.” Whaa.
If you don’t think it’s possible, it isn’t.
What are you telling yourself?
If you’re saying things like, “This year I’m going to double my number of groups.” Are you imagining the possibility or the impossibility of doubling your groups? I’m not talking about visualizing things, but I am talking about what you’re thinking, what you’re praying about, and what you’re planning for.
If you want to double your groups this next year, then you need to prepare. How many coaches do you need to recruit to support your new leaders? What new strategy do you need to recruit these new group leaders? (If your previous strategy was effective, then you would have all of the leaders already. They said “No” to that invitation, so now you need to give them something to say “Yes” to.)
So, if you want to double your groups, this is what you need to think about: “Twice as many people will be connected and discipled. Twice as many people will grow spiritually by leading others. Twice as many coaches will give help and support. When I have over 1,000 people in groups, then I also need to recruit a small group team to help serve the coaches. I will need to become less involved with group leaders and more involved with leaders of leaders, or even leaders of leaders of leaders.”
What changed from the list of complaints above? The change is in your thinking, not in your circumstance.
You have the small group ministry you have envisioned.
Some of that envisioning was negative, so guess what you ended up with? The greatest limitations in your life are in your thoughts. This year take responsibility for your groups. Own it. Take responsibility for yourself. Stop playing the victim of your senior pastor, your budget, or your inadequate strategies.
I know I’m being tough on you today, because I’ve spent most of the last year being tough on myself. I had to overcome thoughts like “I have to keep working for someone else because churches won’t want to work with me on my own.” Then, I got my first client, Chip Ingram and Venture Church, and more churches have been lining up ever since. I had to overcome, “I would like to write a book, but I can’t find a publisher, and I don’t know who will read it.” Well, I started writing and put out one chapter for a free download. Over 1,000 people have read that chapter and have asked for more. And, I have a publisher now.
What changed for me was not luck. I don’t believe in luck. The change came in my own thinking. Now, going into my fourth month, my bills are paid, my kids are fed, and churches are launching ridiculous numbers of groups. I hate to think what life would be like if I hadn’t changed what I thought about and what I dreamed was possible.
Make this next year your year. If you need help, then connect with me, or Mark Howell, or Chris Surratt, and get some help and encouragement for your small group ministry. Imagine what is possible. God is ready to work in your church. Stop limiting what God can do.
Bill Donahue, Ph.D., is serves as President of the LeaderSync Group, Inc. where he provides strategic consulting and leadership development for key leaders and their teams. Previously, Bill served as the Director of Leader Development and Small Groups at the Willow Creek Association and Church.
Bill has authored over a dozen books and resources including the best-selling Leading Life-changing Small Groups and co-authored Coaching Life-Changing Leaders with Greg Bowman, and Building a Life-changing Small Group Ministry with Russ Robinson.
Q1: You’ve seen a lot come and go with group life. Tell us about your first experience living in community?
I worked in New York City upon graduation from Princeton, and one year later returned back to the greater Philadelphia area where I grew up, to work for a bank. During that time, I became a Christian and soon reconnected to others from my high school days who had become believers. A close friend of mine was in seminary I was leading a small group of people in their 20s, married and single, about 16 of us. This was my first glimpse into what a small group community could be like. We prayed, laughed, learn to share our faith together, held outreaches, studied the Bible, supported one another through life’s decisions, and tried to be Jesus to others as best we knew how. It really shaped the way I thought about church, ministry and the power of community.
Q2: How did your role at Willow come about?
I was small groups and adult education pastor a church in Dallas at the time, and I was invited to attend a Leadership Network forum for small group pastors of large churches. It was there that I met a team from Willow Creek. We attended the same forum for a couple of years together. At that point, it turns out they were looking to really expand the existing small group ministry at Willow. So they asked if I would consider joining the team. My family moved to the suburbs of Chicago in 1992 and that began my 18 year journey at Willow Creek.
Q3: What do you wish you knew sooner about small groups?
Make sure you get the heart and soul of the ministry right. Strategies and structures are absolutely necessary. But the structure must serve the spiritual formation of the people. If that doesn’t happen, it becomes all about a program and not a transformational community. Things were growing so quickly that we often got caught up in the strategic and structural aspects of ministry, sometimes neglecting the soul care of our leaders and ourselves. There’s no perfect way to do this, and everybody fights this battle. But I wish I had spent more time on the culture of a small group (values, spiritual disciplines, prayer, authenticity, learning to process life together, etc.) than the strategy to build more of them. Also, it really takes a spiritually maturing leader to have this kind of transformational community. You can never invest too much in your leaders.
Q4: What do you wish you could have avoided?
Because Willow Creek is such an event-driven culture, we sometimes thought we could get more done with our leaders at events than in personal small group mentoring and 1-on-1 mentoring. That takes time. Instead, we probably spent too much time preparing for and planning large events and gatherings for our leaders, which are great for inspiration and motivation, and broad vision clarity. But they do not develop leaders. Leadership development takes place one life, one leader, and one group at a time. There’s no getting around the right process implemented over a period of time. it truly is a long obedience in the same direction. It is neither glamorous nor glitzy. It’s just good raw disciple making and leader development.
Q5: In your previous books, we’ve walked the small group tightrope with you, experienced the seven deadly sins, and lead life-changing groups. You’ve just released The Irresistible Community with Baker Books. Why a new book at this point?
I have written a lot of books for leaders, from small group leaders all the way to group pastors and leadership teams, but I have not written a broad book to anyone who wanted to live a life of community in the way of Jesus. For decades I have taught a simple process of experience in community in the presence of Jesus: Inviting one another to the Fellowship of the Table, Performing the ministry of the Towel, and engaging in the Practice of the Truth. These three simple elements…a table, towel and the truth…form the essence of transformational community living in the name of Jesus. That’s what the book is about. It takes a close look at the Upper Room, Jesus’ relationship to his followers, and how they did life together, so that we can model it, learn from it, and practice much of the same.
Q5.5: Cowboys or Bears?
By Allen White
We see classic Promoter behavior in the Apostle Peter. Impetuous and sometimes flaky, Peter was the only one who jumped out of the boat at Jesus’ invitation to walk on water. When Jesus announced his coming death, Peter rebuked Jesus, “Never, Lord!” he said. “This shall never happen to you!” to which Jesus rebuked him right back, “Get behind me, Satan!” (Matthew 16:22-23). When the soldiers came to take Jesus in the Garden, Peter drew his sword and cut Malchus’ ear, which Jesus quickly healed. Then, in the temple court, before the cock crowed three times, Peter denied Jesus. Yet there was another side to Peter’s brass enthusiasm.
On the day of Pentecost, when the crowd thought the 120 in the upper room were drunk, it was Peter who stood up and explained, “Fellow Jews and all of you who live in Jerusalem, let me explain this to you; listen carefully to what I say. These people are not drunk, as you suppose. It’s only nine in the morning! No, this is what was spoken by the prophet Joel…” (Acts 2:14-16). Peter’s off the cuff proclamation that day resulted in 3,000 people being added to their number. There was no time to prepare a sermon. There was no time to create an outline. There was only time for a disciple empowered by God’s Spirit to open his mouth and be willing to speak. This time Peter got it right.
In this series of posts, we are looking at the different personality types of group members and how they affect the dynamics of groups. Based on Vicki Barnes book, The Real You, we have identified four core types: the Producer, the Planner, the Peacekeeper, and today will will consider the Promoter.
The Promoter is the life of the party. In fact, a Promoter’s motto could be “If you can’t be with the one you love, then love the one you’re with.” Now, before you take that thought too far, what I mean is a Promoter can have a great time with family and friends, but can also have a great time standing in line at the Department of Motor Vehicles. Promoters have never met a stranger and are easy to like.
They have an idea a minute, which lends to their ADD temperament. Promoters are great starters, but poor finishers. After all, how can you take something to completion if you have an idea a minute. Before one thing is even half completed, they are chasing their next idea!
Promoters are great for adding enthusiasm to a group, rallying the troops, and recruiting new members. Promoters are not so great at staying on task, starting or ending on time, or maybe even remembering they are leading on a particular week. But, if you take a Promoter’s idea, pass it on to a Producer to execute, then add a Planner’s eye for detail with the Peacekeeper checking in with everyone, your group can be a great team.
Be selective about what you delegate to a Promoter. You will see them as flaky, and they will feel frustrated. But, put them in their sweet spot of brainstorming and encouraging, and then you’ve got something.
Read More About Why Your Group Members Might Bug You
By Allen White
When our team first met Steve Poe, Lead Pastor of Northview Church, Carmel, Indiana, Steve already had 75 percent of their 4,000 adults connected into groups. They were intrigued with what we were doing with churches and how we were developing curriculum, but did they really need us?
The answer was “Yes,” but it was a different kind of partnership from many churches we work with. Rather than starting with a blank slate and launching a ton of new small groups with a church-wide video-based series, we had to come up with a solution to help the 1,000 plus remaining adults say “yes” to groups when they had been saying “no” for a while.
Pastor Steve had the idea for creating a family series, but didn’t really have the bandwidth to write six new talks for the curriculum video. Like many pastors, Steve had years and years of great content, so our team mined his previous sermons and created scripts for the 10 minute videos we needed for the series curriculum. Once the scripts were written, they were passed back over to Steve to make sure they sounded like him and not someone else.
With scripts in hand, the church gathered a group of 30 people to participate with Steve in the teaching portion of the shoot. Now, this wasn’t just an audience to teach to, it was a group to interact with. This went even one step further, not only did the group offer feedback and their experiences on camera, the setting also provided Steve with a way to model groups for the entire church.
Once Family Matters was completed with a small group DVD and study guide, we came to the challenge of turning 1,000 “No’s” into “Yeses.” Rather than recruiting “host homes” where people were either assigned to groups or prospective members chose a group from the church’s website, the new strategy took things entirely organic in approach.
Every member of Northview Church was invited to gather a group of friends together and grow spiritually. Then, we all waited. Had we reached the saturation point? Could we break the ceiling above 75 percent in groups?
After three weeks of recruiting “hosts” for “groups” without using either of those words, 200 new groups were started in addition to the 3,000 folks who were already in groups. A new series launched shortly after Family Matters ended helped to retain the vast majority of new groups. We think any church would be happy with that.
With little time for preparation and a challenging target for groups, our team innovated on both the pre-production for the shoot and the strategy to start groups. The result was a huge win for Northview Church and Pastor Steve.
By Allen White
Group member’s personalities certainly have an impact on the dynamics of the group. For about 20 years, I have taught Vicki Barnes’ The Real You people skills training. Based on a study of the Myers-Briggs Type Indicator and Vicki’s own research, this training gives great insights into group dynamics as well as team relationships. (If you’d like me to lead one for your team, email me: firstname.lastname@example.org).
Over the next few posts, I want to explore the four personality types plus one bonus post. We’ll be looking at the Producer in this post as represented by the Apostle Paul. From here we’ll examine the Planner, the Promoter, and the Peacekeeper plus the bonus.
A producer is known for being bold and drawn to action. The Apostle Paul is a great example. He was definitely a dynamic leader both for and against the church. A producer’s biggest concern is power and results. I’d say Paul certainly had results.
Paul says of himself, “It has always been my ambition to preach the gospel where Christ was not known, so that I would not be building on someone else’s foundation.” (Romans 15:20). He didn’t set out to thoroughly research and write his own version like Luke, which is very much Planner behavior. Paul wasn’t impetuous like Peter, our Promoter. He also wasn’t trying to avoid rocking the boat like we see with Abraham. Paul wanted to break new ground, fish or cut bait, poop or get off the…you get it.
In a group, the producers concern will be over pace and results. They won’t have a lot of tolerance for long winded stories or discussions that go round and round with no clear conclusion. Now, please understand that even though this describes producer behavior, it is not license for bad behavior. Producers can learn patience just like everyone else.
A producer’s motto is “get to the bottom line.” In a group, the bottom line can be reaching the end of the study, taking on a group project, making a hostile takeover of another group so your group can grow. Ok, maybe not that last one.
Producers typically have the highest self-confidence and the lowest self-esteem. Their persona will be to charge any mountain, but their minds they are only as good as their last accomplishment. When a producer has a setback, they will try to “slogan” themselves into a positive attitude: “Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time.” (Thomas Edison) or “Failure will never overtake me if my determination to succeed is strong enough.” (Og Mandino). Now there is some truth there, but as a group leader, realize that a producer with a devastating setback is feeling it more deeply than they let on. Now, this isn’t permission to start delving into their wound. They probably won’t open up and share. But, their pain can certainly be exhibited in other behaviors like escapism, over-working and certainly irritability.
Producers will help the group get things done. Sometime producers will get things done at the expense of speed bumping the relationships in the group. They will plow through a lesson to get to the finish, but may not pause long enough to discuss a heartbreak in one of the group member’s lives.
If you want something done, put the producer in charge, but maybe not in charge of the prayer time. Like all of us, producers can learn and grow to become more like Christ. Jesus is working in them, even if it feels like you might be dealing with Attila the Hun. Remember, Saul who became Paul on the road to Damascus.
Becoming a Christian doesn’t give us a personality transplant. After all Dr. Billy Graham has shown tremendous producer behavior. Remember when he was challenged about his trip to Russia years ago? Someone told him Russia wouldn’t accept the message of Christ. Dr. Graham replied, “They will when I leave.”
The ambitious producer nature of Paul’s personality accomplished much for the spread of the Gospel. What can the producers in your group help you accomplish?
For more information on my workshop, CLICK HERE.
To pick up a copy of Vicki Barnes, The REAL You: Making Sense of Relationships: CLICK HERE.
For More Posts in This Series: