Posts Tagged multiply
By Allen White
Multiplying small groups is difficult. Multiplication involves developing leaders within a group in an effort to start new groups. Some methods of multiplication involve group members leaving the group to start new groups. “Multiplication” really becomes a euphemism for division. For many groups in North America, multiplication like this is unwelcome.
Many churches I’ve coached and the two churches I served on staff have experienced multiplication efforts as subtraction. We weren’t multiplying groups. We were losing groups because no one wanted to multiply. Or, more accurately, we were losing the opportunity to multiply.
In my days of handpicking group leaders, pushing an apprentice model, and encouraging group multiplication, I faced considerable pushback. Members didn’t want to leave groups. Group leaders couldn’t identify an apprentice. I ran out of people to handpick. Our groups were stuck with only 30 percent of our congregation connected into groups. Then, out of frustration, we discovered something that worked.
1. Stop Recruiting Leaders.
I have not personally recruited a small group leader since 2004 (and I served a whole other church since then). How do you multiply groups without recruiting leaders? You engage the senior pastor. Whether you hand a copy of Transformation Groups to your pastor to show him how groups can solve most of your church members’ needs or create video-based curriculum with your senior pastor’s teaching, there is no better spokesperson for groups than the senior pastor.
When we created a video-based curriculum that aligned with my pastor’s message series, we were giving our people more of what they already wanted – our pastor’s teaching. When he stood up on a Sunday morning and invited people to open their homes and host a group, we doubled our groups in one day. Semantics aside, we had never seen groups multiply so fast.
Small group pastors and directors at best will recruit only 30 percent of the leaders that the senior pastor is able to recruit. How do I know? After seven years of personally making the invitation to lead, our church had only 30 percent in groups. When my senior pastor made a similar invitation, our groups jumped from 30 percent to 60 percent the first time around. Within six month, we had 125 percent of our average adult attendance in groups. My pastor recruited every leader from 31-125 percent.
2. Stop Coaching Leaders.
Up until the day our groups doubled, I coached all of the leaders myself. In many ways, I had become the “lid” on our small group ministry. The limited number of groups we had at that point was a true reflection of my leadership. As Andy Stanley says our system was perfectly designed to achieve the results we were getting. We were stuck because I was the bottleneck, so I stopped coaching the leaders.
Instead, I handpicked a leadership team of six coaches to help me lead the small group ministry. This felt like a risky move because things were moving so fast that I couldn’t keep up. As their pastor, I had to admit that I didn’t have it all figured out and that I needed them to figure this out with me. They were up for the challenge. We led together, and it’s one of the best things I’ve ever done. They coached the leaders. I led the leadership team. Our groups multiplied.
3. Stop Assigning People to Groups.
There are a lot of reasons to assign people to groups. It’s efficient. It’s easy. It helps to prevent combinations of troublemakers from meeting together. It’s a pure expression of control. Yikes!
Assigning people to groups, sign up cards, websites, and group directories are all efficient ways to place people in groups, but they aren’t effective. The wheels fall off these efforts simply because these are task-oriented approaches in forming relationally-based groups. Do you see the problem?
By placing people into groups, we are setting them up on a blind date, if you will. Most people don’t enjoy blind dates. It’s awkward. It’s stressful. It rarely works out. The same is true of small group “blind dates.”
Instead, when people offer to host a new group, their first job is to recruit people to join their group. By making a list of people they know, praying over the list, and personally inviting these folks, groups filled up quickly and stayed together for a second study. Make opportunity for those who aren’t invited to a group to meet the group leaders and join a group. In a church of 800 adults, we connected 1,000 into groups without sign up cards, websites, or directories. In the churches I coach (both larger and smaller) this has proved effective in forming lasting groups.
4. Stop Training Apprentices.
We broke the rule of attempting to recruit and train one apprentice. I learned from Brett Eastman and Lifetogether to “apprentice” the entire group. Everyone chose a responsibility to host the group in their home, lead all or a portion of the study, bring refreshments, plan outreach events and parties. Potential leaders were much easier to identify when they were put into action rather than picked out of a lineup.
As groups grew, some left to start a new group. There was no mandatory splitting of groups. They just got too big for the houses they were meeting in.
Honestly, 14 years ago, I didn’t believe this would be my story. Once we implemented the principles I shared here, I couldn’t believe how easy it was to multiply groups. Now, I’ve seen this story multiplied across over 1,500 churches that I’ve had the privilege of coaching.
This could be your story.
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
When you think about such a large scale small group ministry like the one at Saddleback Church, it’s a little hard to wrap your mind around. How could a church of 25,000 or so on the weekend have over 50,000 connected in small groups? A ministry of that size doesn’t sound like small groups. It sounds like a decent sized town.
Sure, any church can get a bunch of people into groups for a short-term church-wide campaign, but how does Saddleback keep the arrow moving up and to the right? If these were temporary, thrown together groups, then you would expect them to disband as quickly as they formed. What’s the secret?
What makes a good group system? Trained, motivated leaders. Visionary direction. Welcoming groups. Growing group members. Any or all of these descriptions would produce effective groups. But, there is one word that captures all of this and is the secret to Saddleback’s small group success: Health. Balancing the biblical purposes of fellowship, discipleship, ministry, worship and evangelism creates healthy groups, which in turn produce healthy group members.
Leading Small Groups with Purpose is a multifaceted resource. Steve Gladen not only gives the theory of small group ministry, he offers practical next steps to hit the group where the rubber meets the road. Whether a group has just started or has been together for a long time, each topic contains Crawl, Walk and Run steps to integrate the biblical purposes in the group, thus producing group health. This book is not over any leader’s head and is certainly not beneath any leader either.
Beyond the tools Steve offers in the book, he points the reader to many tools available on the web as well as quite a number of other resources. The book even comes with a small group assessment tool created by Dr. Les Parrott, which addresses group dynamics.
In practical, honest and humorous ways, Steve cleverly relates many stories from his own group experiences to convey his points. Having learned from the laboratory of over 5,000 groups at Saddleback Church, 30 years of ministry experience, and especially his own small group, this book speaks to the heart of small group leaders from a small group leader. While leading one of the largest small group ministries in the country, Steve is a small group leader through and through.
My only objection to this book is the author’s support of the Anaheim Angels in the World Series. Being a long time San Francisco Giants fan, I believe there never should have been a Game 7 in that Series. Other than this significant difference in core values, I’m a big fan of this book.
Every small group member, whether new or experienced, will benefit from this book. If you’re a group leader who feels a bit like you’re on your own, this book will serve as the small group pastor that you wish you had. If you are a small group pastor or director, do yourself a favor and buy a case of these books and hand them out to your leaders ASAP.
By Allen White
If the plan works right, group members form close-knit bonds. They become a true band of brothers. It’s a cord that’s not easily broken (Ecclesiastes 4:12). The group has become exactly what everyone wanted. People you can count on. People who know you and you know them. A safe place to deal with the struggles and mess of life. But, sometimes groups become too tight.
Groups over time develop a history. There are stories of victory and defeat. Inside jokes abound. Group is like family. This is all great until someone tries to join the family.
Adding new members to your existing group is often more like getting new in-laws rather than having a new baby. No one resents a new baby, except for the next youngest sibling. But, in-laws are another story. Who is this person? How will they fit in? But, the new in-law is asking questions too.
“Will this group accept me?” “What are they joking about?”
It takes hard work to welcome a new group member into the family (read more here).
I’ve seen great groups become very close-knit over time. They’ve developed a tight bond. But, when prospective members visit the group, they don’t come back. Soon they discover their group is a revolving door. Visitor after visitor comes and goes. It might be time for your group members to move out.
It’s Time for the Kids to Move Out.
No one would ask their infant to move out of the house. They’re so little and vulnerable. You need to nurture and protect them. There may be a case, however, for asking a two-year-old or a teenager to move on. But, parenting responsibility and child neglect laws dictate otherwise. But, there comes a time when your children should move on.
When children become adults, they should be encouraged to fulfill their God-given purpose in life. That purpose is not living in your basement until they’re 35. (Yes, go tell him right now). Group life bears a resemblance.
New and growing believers need some care and guidance. As they learn and grow, they also need additional responsibility over time. They don’t need a co-dependent leader who wants to do everything for them, who never thinks they’re ready to move on, and who needs to be needed. After a season of no more than two years, group members should be encouraged to lead on their own. Leaders often find a million reasons why this shouldn’t happen.
“Who’s that living in your basement, leader?”
Jesus gathered His disciples with the invitation to “Follow me.” After a short season of training, Jesus sent them out to experience ministry for themselves. He gathered them back together and debriefed their experience. Eventually, Jesus died on the cross and ascended into Heaven, leaving His disciples fully in charge of the church on earth.
While group leaders won’t necessarily follow the path to capital punishment, Jesus provided an effective model for developing leaders. The Son of God, who knew everything about His disciples, chose to empower and release them for ministry. The pinnacle of this empowerment was Jesus’ ascension into Heaven. While He promises to be with us always (Matthew 28:20), the disciples reached a place where they needed to serve on their own. Your group members will get there too.
Jesus knew Peter was impulsive. He knew Thomas needed More Evidence That Demands a Verdict. Jesus knew the tension between Simon the Zealot and Matthew the tax collector. Libertarians and Liberals don’t mix well. Jesus knew Judas Iscariot wouldn’t make it. He knew the good, bad and ugly of His small group members, yet He chose to empower them to serve.
If your group has been together for 18-24 months, someone is ready to step out and start a new group. If your group is younger than 18 months, it’s time to pass around the group responsibilities and see who rises to the top. Don’t get stuck with old group members living in your basement.