Beyond Church-wide Campaigns Part 2

Beyond Church-wide Campaigns Part 2

Is your church already beyond church-wide campaigns? Before you start demonizing campaigns, first, you need to consider some solid reasons to launch campaigns in your church. Your progress will determine whether you need a church-wide campaign or not.

Why You Need Campaigns

First, if your church is rapidly growing, you will constantly need campaigns just to keep up. While the weekend service is a great attractor, groups are the place where you keep people and disciple them. Campaigns are the best way to recruit new leaders and get a lot of your people connected into groups very quickly. If you’re growing, then keep campaigns going.

Second, if your congregation faces continual turnover, campaigns are necessary. If your church is near a military base or in a college town or full of Millennials, your members are regularly deployed, graduating, or getting married and moving to the suburbs.

Manna Church, Fayetteville, NC sits next to Fort Bragg. They regularly lose 1,000 people every year who are either deployed or reassigned. Campaigns have helped them connect the regular influx of new members. Manna has “deployed” their groups all over the world. Then, they got really smart and started campuses near military bases across the U.S. Different bases, but the same church!

Rapid growth and steady turnover are fertile environments for church-wide campaigns. Every year you will need new groups. In order to have new groups, you need new leaders. After all,

The primary purpose of church-wide campaigns is leader recruitment.

Most of your people don’t see themselves as leaders. A six-week campaign gives them the opportunity to test-drive a group and show them they were the leaders they never knew they were.

When to Start Using Campaigns

Through my book, courses, and coaching groups, pastors learn how to launch and maximize church-wide campaigns. These are churches who have never done campaigns or who have just started. After 16 years of campaigns, we know a lot more about how to keep groups going once the six weeks is over. We can definitely begin with the end in mind. In fact, I encourage pastors to develop their coaching structure before they recruit a single leader or start a group. That’s one key to lasting groups.

If your church has a wide gap between your weekly attendance and your group participation, you need a church-wide campaign to catch up. Now, if there are other Bible study options available at your church, don’t count them in your group numbers. People who are committed to Sunday school, Midweek Bible studies, other Bible studies, or women addicted to Beth Moore don’t need to join a small group. That is their small group. Your concern should be for the people who are only attending the weekend service but are not connected otherwise. If it ain’t broke…

Once most of your people are connected into groups, you can certainly use campaigns with relevant topics to reach your community. You can also use campaigns occasionally to launch a new initiative in your church or just reinvigorate your groups. But, the continual use of campaigns will eventually produce a diminishing return.

Is it Time for Your Church to Move Beyond Campaigns?

Church-wide campaigns are great sprints toward connecting a lot of people in a hurry. But, disciple-making is a marathon, not a sprint. The ultimate goal of groups is to make disciples. Disciples are not the end result of a process. Disciples are crafted [Read more here]. Eventually, you want your video-based-curriculum-dependent newbies to be able to rightly divide the Word of Truth and facilitate a discussion leading toward on-going life change. You can’t grow disciples in fits and starts. As Eugene Peterson once titled a book, it’s A Long Obedience in the Same Direction: Discipleship in an Instant Society.

Where is your church? Do you need to recruit a bunch of new leaders and launch groups? Have you been doing campaigns for years? Are you seeing your groups going the right way? How well are you making disciples?

Campaigns can help you or hurt you. Just like hot sauce, you’ve got to know how much to use and when. Otherwise, you’ll numb your taste buds for campaigns. Is it time to start a church-wide campaign? Or, is it time to stop?

Join Allen White for a Free Webinar: Beyond Church-wide Campaigns on Tuesday, Nov. 13 at 3pm EST or Wednesday, Nov 14 at 12:30pm EST. CLICK HERE for more information

Something’s Missing

Something’s Missing

What do you do with the new 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 2019. The group of 5 churches will meet twice per month. During one meeting per month, we will invite a guest like Mike Breen, Pete Scazzero, Gary Thomas, Lance Witt, and other experts on making disciples. Since it’s a small group, you will not only hear from them, but you’ll have a chance to ask them questions. You and I will meet individually once per month. We are going to figure this out.

To apply for the Exponential Growth coaching group, please fill out this short survey: https://www.surveymonkey.com/r/KC8KQ9W

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

I hope you’ll join me.

Allen

7 Reasons Your Group Launch Failed

7 Reasons Your Group Launch Failed

By Allen White empty room

Fall is a prime season to launch groups in churches across the country. In my consulting work, I am working with churches from Florida to Washington and Southern California to New York City. Among churches of various sizes and denominations, we are seeing some tremendous results. But, not every church hits a home run with their group launch. Here are some reasons why.

  1. You picked the wrong topic.

Small groups are a great vehicle for people to grow spiritually. But, in order for people to grow in a group, they need to actually be in a group. If a church’s goal is to connect their congregation into groups, then a felt needs topic is very attractive. If you give people something they want to study, they will jump right in. If you offer something they “should” study, it may not go so well.

Let me go on the record: Healthy, balanced small groups cannot live by felt needs topics alone. But, kicking off groups usually doesn’t go well with series on evangelism, stewardship, fasting, or other self-sacrificial studies. You need to establish your goal. If you want to increase the number of groups, then go felt needs. If you want to grow your people deeper, then offer these topics to your established groups.

  1. You set the bar too high.

The more requirements for group leadership, the fewer leaders you will recruit. If you required all of your new leaders to be church members, complete a lengthy leadership training process, or graduate with their Master of Divinity, you certainly limited the number of groups you could launch this Fall.

Your level of acceptable risk will greatly determine the reward. If you invite people to do a study with their friends, then you are only limited to people with friends. If you increase the requirements, you lessen the impact.

If you choose to lower the bar next time, then lessen the risk by forming “unpublished” groups. If the groups don’t appear on your church’s website, group listing, or bulletin, you are not implying any kind of official endorsement of the groups. If friends invite friends, you will form good, lasting groups, and if someone gets in a bad group, well, it was their friend’s group after all.

  1. You focused on recruiting group members.

As a pastor, if the invitation is for potential group members, you may or may not actually start groups. You will certainly give yourself a lot of busy work trying to find enough leaders to accommodate the prospects or trying to place people in the right group. But, you’ve missed the mark and the point.

If you have a bunch of prospective group members, you might have a group. If you have a leader, you WILL have a group. In fact, the best way to get into a group is to start a group — you’re automatically in! When the focus is on recruiting leaders, you will greatly increase your number of groups. If your focus is on members, you will probably just end up with a mess.

  1. You put too much distance between the invitation and the response.

When you or your senior pastor made the invitation for people to start a group, how and when did they respond?

If they were sent to the church website to register, they didn’t go.

If they were sent to the church lobby, they walked right by.

If they were invited to a meeting in the near future, they forgot.

If they had a sign up card in their hand during the service, bingo, they’re in!

If they were sent an email to remind them to sign up at church on Sunday, they forgot again.

If they were sent an email with a registration link, then they signed up.

The less distance between the invitation and the response, the greater the result.

  1. You gave too many steps from “Yes” to starting the group.

If the pathway from the response to the group starting took too many steps, then you lost leaders at every phase.

If you recruited months in advance of your group launch, there were too many days before they started. Cold feet and good intentions didn’t get them there.

If you required a training class, a membership  class, a pastoral interview, a group orientation, a group connection, and a final debrief meeting, you lost, lost, lost, lost and lost new group leaders.

If you kept the steps to a minimum, based on your own acceptable level of risk, you kept far more than any of the above scenarios.

  1. Your recruitment period was too short.

A few years ago, I was working with two churches of similar size who were launching groups on the same week. One church recruited 20 new leaders. The other recruited 60. The first church recruited leaders for one week. The second church recruited for three weeks in a row. Triple the recruiting equaled triple the result. You do the math.

  1. Your senior pastor was not on board.

If your senior pastor was hesitant about your next series in any way, it hurt you. Half-hearted appeals and hit or miss invitations lead to lackluster results.

If your senior pastor didn’t make the invitation for leaders, that was a huge miss. The senior pastor will get three times the result of any other staff member. I’ve served as an associate pastor for 20 of my 28 years of ministry. As soon as I learned this, I never made the invitation again.

How do you get your senior pastor on board with the series you recommend? You don’t. If you want your group launch to succeed, you have to get on board with where your senior pastor wants to go. If you respect your senior pastor’s direction, you will see respectable results. If you try to pressure your senior pastor into a series that is not his idea, you are on your own (literally).

Last Sunday, I worshipped with a church who had never had small groups. Their senior pastor decided it was time. He cast vision for groups. He kept the response close to the invitation. He focused on recruiting leaders. He did it all right. Then, on Sunday afternoon, 360 new group leaders showed up for training (and they have two more weeks to recruit!)

Learn the lessons from your failed attempt. There is no shame in failure, but there is shame in not learning.

What Is Training?

What Is Training?

By Allen White

Are you tired of your leaders not showing up for training? This was a problem we had to face a few years back. What we had discovered was that people hate meetings. If you can’t get them together for a meeting, then how do you train them?

Training by Video.

What are your leaders’ common questions? Don’t assume. Ask your leaders about what they’re dealing with. This could come through coaching, surveys, or casual conversations. Take frequent topics that your leaders need help with and make a 2 minute video. The videos don’t need to be fancy. Use your phone and upload them to Youtube. Then, send the videos out to your leaders. They will pay attention to short videos that are emailed out to them. You’ve got to push it out! Don’t wait for them to come to the meeting or surf over to the website. You’ll be waiting for a long time.

Training through a Coach.

I have blogged for about a month on the importance of coaching. This is your front line for training. As your coaches develop relationships with their leaders and check-in on your new leaders regularly, they will hear about the issues and problems going on in groups. The great thing about coaching is the question can be answered on the spot — in the teachable moment — and no one had to go to a meeting!

Training through Resources.

Put a book in your leaders’ hands. Years ago, I bought 2 cases of Making Small Groups Work by John Townsend and Henry Cloud. I gave one to every one of my leaders. It’s a great resource. I am a little partial to my book, Leading Healthy Groups: A Guide for Small Group Leaders. Either way, give your leaders a ready reference for when they are dealing with an overly talkative group member, group members debating politics, or low attendance at their group meetings.

Annual Retreats

We cut our meetings down to 2 meetings per year. Two! Every Fall we rallied all of our leaders together for a big kickoff. Then, every January, we booked a speaker and a retreat center to take all of our leaders away for a weekend. The leaders paid for their lodging and some of their meals. I budgeted for a speaker. The best part was that they training stuck! Since the weekend was “set apart” from our leaders normal routine, the training stayed with them for a lot longer than we expected.

The most important thing about training is that it needs to be something your leaders want. How do you know what your leaders want? Ask them. Don’t give basic training to experienced leaders. And, don’t lose new leaders by going over their heads.

Think about your training. What is training to you and your leaders


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Why Small Group Coaching Fails

Why Small Group Coaching Fails

By Allen White Image

Almost every small group pastor or director will agree coaching small group leaders is important. Yet, many of those pastors would also admit they don’t know how to adequately coach their small group leaders. Having tried and failed at various coaching structures many times myself, I have found three key issues in unsuccessful (and eventually successful) coaching.

Unclear Expectations

Many coaching structures fail simply because no one knows what a coach is supposed to do. Is the coach an administrator or record keeper? Is the coach a trainer? Is the coach a figurehead so we can say we have a coaching structure? What do we expect our coaches to do?

If we need coaches to train leaders, then why are small group pastors still running centralized training meetings? Do we really need coaches to collect rosters and reports? Don’t we live in the 21st century? After all, churchteams.com will solve all of these administrative issues. (In an effort for full disclosure, I believe ChurchTeams is the best small groups’ database on the planet. Boyd Pelley did not pay me to say that. He did buy me an ice cream once.)

What do we need coaches to do? We need coaches to do the things we can’t do ourselves. If we had, say, five small groups, then what would we do with those leaders? We’d call them on a regular basis. We’d get together for a cup of coffee. We would personally encourage them, answer their questions, and pray for them. We would invest in the relationship. What if our coaches started there? Coaching is based on relationship. If there’s no relationship, not much coaching will take place.

Unreasonable Requirements

A friend of mind called me a while back. He was frustrated because many of his coaches were quitting. I asked him what he was asking them to do. He wanted his volunteer coaches to hold a monthly training meeting with their leaders on the church campus. Then, I asked him if he’d ever driven in his city?

This was a major metropolitan area. So, think of requiring volunteer small group coaches to hold monthly training meetings in the middle of one of the 10 largest cities in the U.S. It wasn’t working, and his coaches were quitting.

Face to face meetings are great. If you can pull them off with all of your leaders together, that’s really great. But, most people can’t. Fortunately, there are some alternatives.

Why not meet “together” with small group leaders on freeconference.com or Skype? Every day I coach small group pastors across the country over the phone or by teleconference. I’ve met few of them in person, but we connect on a weekly basis. We have a relationship, and they have seen success in growing their groups. This works with leaders locally too.

Facetime is necessary (the real, in-person version). Again, coaching is built on a relationship. But, maybe the face to face meetings are with one or two group leaders and not all of them. We can use other means to connect at other times. Don’t get me wrong. I am not advocating a simple “Like” on Facebook or a bulk email to all of the leaders at once. The connection must be personal to grow the relationship.

Lack of Accountability

None of us likes to make people uncomfortable. Some of us avoid this discomfort to the point of not asking our coaches if they’re coaching. Then, we discover not much coaching is taking place. We shouldn’t be surprised.

Only what we supervise gets done. Now, we don’t have to come down on our coaches like a ton of bricks, but we do need to ask. Rather than asking, “Have you contacted your leaders?” we should assume the good, qualified people we recruited to coach are actually coaching. The question could go like this, “What are you learning from your leaders?” They won’t get defensive.

They might respond, “Well, I haven’t contacted any of them lately.” That’s okay. Give them a deadline, “I understand you’re busy, but connect with your leaders in the next two weeks, then I’ll check-in with you again.” Presuming the best about our coaches both honors and motivates them. Giving them accountability helps them keep their commitment to coaching and eliminates the guilt of not fulfilling their commitment.

Effective Coaching

Effective, motivated coaches need direction that is clear, reasonable, and accountable. How do I know? A good coach taught me that…as he was resigning. Do your coaches know your expectations? Do you know your expectations? Are your requirements reasonable? And, if it’s truly important, are you holding them accountable? These three simple words will transform your coaching structure.

 

Catch The 10 Biggest Coaching Mistakes Webinar with Allen White on Wednesday, August 29, 2018 at 1pm Eastern. For more information: https://allenwhite.org/10mistakes

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