Churches employ many services based upon their unique
mission and vision. Services vary but most often include helping people in
need. Yet, many congregations fail to deliver effective, adequate services to reach
their community. So, how can church leaders go about transitioning to a more effective
model of ministry?
Churches employ various leadership styles that can drastically affect
the quantity and quality of the services provided. Numerous negative factors
may hinder the effectiveness of any church ministry. Among these factors
include disorganization and lack of participation, often the effect of high
rates of ministerial burnout and turnover.[1]
Often traditional attitudes limit viable
options within the congregation to address such trends. The more traditional
approach often relegates specific roles to one individual or small group of
people. This approach fails to unite the congregation based upon common goals
and depends too heavily on the gifts and abilities of a few.
The transition of a local church to a team-based
leadership model has numerous benefits. Among these benefits include the expansion
of leadership, building stronger fellowship, and the accomplishment of common
goals. A team environment involving multiple members allows for the unification
of the entire body based upon similar beliefs, values, and goals. As Stanley
Ott states, “When a staff itself makes the shift to the ministry-team model, it
improves not only its own quality of life
but also its effectiveness in ministry.”[2]
The unification of a congregation allows for it to deliver the maximum services
intended to the community at large. The development of a team model has
demonstrated successes in countless ways, but the primary benefit is seen in
the focus on ministry to the individuals rather than merely the on the task at
hand.
TRADITIONAL VALUES AND THE TEAM MODEL
Currently
the team model is used in 35% of congregations, yet only “13 percent of members
identify this model in practice.”[3]
Other common models fail to instill hope in many church members. These models
do not allow for individuals within the church to develop a connection. Despite
that lack of connection many congregations neglect converting to a team-based leadership
style. Various reasons and conflicting opinions maybe attributed to the lack of
conversion to this model. For instance, some church members feel that moving to
a team-based model rejects traditional values. The violation of these
traditions may produce strong opposition and tension, thus care must be taken
when walking through this type of transition. Parishioners must come to understand that pastors
or other church leaders who work independently often experience burnout. Many
pastors and staff find themselves being responsible for numerous roles. These
roles span from traditional roles associated with pastoral care to unwritten
expectations within the church. Such expectations generally vary with each
generation making transition difficult and sometimes painful in
multigenerational congregations.
Therefore, it is essential for those leading in this type of transition
to be aware of the generational perspectives.[4]
The organization within the church can be viewed from either a business/economic
standpoint or from a ministry standpoint. In the business world workers are
often hired based upon how much work they can accomplish in a given period of
time. In the ministry world, however, a pastor should be regarded as a teacher
and equipper of the saints for the work of service.[5]
If a church approaches hiring a pastor from the business perspective then
burnout is likely.
Failing to utilize a team model places more
responsibilities and expectations on the pastor. In conjunction with the levels
of responsibilities and demands, many pastors exhibit high levels of stress and
fatigue. Further these responsibilities often have a negative reaction on the
pastor’s family life.[6]
Despite the traditional religious values associated with marriage, research has
demonstrated that 33% of pastors that were surveyed found that being a pastor
has a negative influence on their own marriage and family.[7]
These attitudes and stresses associated with pastoral burnout cause many
throughout America to leave the ministry. Currently “fifty percent (of pastors
report) having mild to moderate levels of burnout or stress and there are
twenty percent remaining who are described as well on their way to burnout.”[8]
Of course, the effects associated with pastoral burnout hurt the congregation
as a whole and must be addressed.
Small church congregations look to the pastor
as the sole leader of the church. Some churches utilize other personnel, such
as deacons, to help the pastor and the congregation. These models fail to
emphasis the team approach to leading and successfully supporting a
congregation. They fail to allow the division of responsibilities based upon
similar goals. Moreover, these models fail to address the support for pastors
and staff. The congregation as a whole suffers the losses associated with the
lack of unity among the church staff and key leaders. Losses are often seen throughout the
congregation as lack of organization or services provided. These losses are
especially noticeable when leadership leaves the church. In these situations,
members feel abandoned and the congregation becomes inward focused as it
attempts to heal. Thus, the church
neglects the needs of the community and fails to fulfill the very purpose for
which it exists.
Situations like this are especially true
for congregations in small towns. Within these congregations, members often
look to their ministers to guide them. Yet, constant transitions of leadership
only hinder the relationship with community and the churches fulfillment of its
divine purpose.
[9]
[9]
BENEFITS
OF DEVELOPING A TEAM MODEL
The
main goal of the team model is to share the burden of ministry leadership. This
goal may take various forms dependent upon the size of the congregation and the
population served by the congregation. Despite the variables presented in
individual congregations, the team model has numerous benefits that extend past
the leadership into the community as a whole.
The team approach allows for
members to form a connection with each other, the leadership, the ministry, and
specific tasks associated with running a church. A common frustration for the
typical volunteer in a church is that little is accomplished and there is
little connection to fellow members.[10]
The team model addresses this frustration by emphasizing team unity and
effectiveness in accomplishing their given task. This two-fold emphasis of a
team is essential to encourage maximum congregational involvement.
To the relief of the overworked pastor,
congregational involvement itself becomes the responsibility of the team. Most experienced pastors already know that “people
are much more likely to participate in any kind of activity if they are
personally invited by someone they know.”[11]
This ideology allows new members to form a connection with others throughout
the congregation as they take ownership in the growth and development of their
own teams.
One of the main goals of a church
is to help individuals develop their relationship with God. New members of the
congregation typically look to the pastor to help them in understanding God and
what it means to have a relationship to Him. The pastor is unable to effectively
connect to and disciple many people in a community thus even this role must be
shared. Congregations that are not united through a team model may struggle to
provide discipleship to new members. Further, the burnout experienced by pastors
who attempt to carry this burden alone may deter new believers from being
discipled, or worse deter seekers from Christ altogether. Enacting a team model
allows more believers to dedicate their time and efforts in strengthening other’s
relationship with God.
A team-based approach not only helps meet the
need of new members but it will serve the entire congregation. Common goals of
church members include: “living my faith, continue learning, fostering church
growth and deepen my prayer life.”[12]
The enactment of a team model allows for the congregation to fulfill goals in
helping all individuals understand their role in the body.
Individuals from various cultures come to church to be united
through common beliefs and worship the One God. The employment of a team model
allows for the influence of these multicultural perspectives upon the entire
congregation making the church more relevant and effective in its context. Individuals
differ on their interests, needs, and cultures. In comparison to other models
the team model allows for more attention to be allotted on fulfilling the hopes
and goals of all people.
Approximately 40 percent of pastor’s report
having at least one serious conflict with a parishioner each month.[13] Utilizing a team model helps to reduce
conflicts due to these differing values, goals, and cultures. Additionally, multicultural
individuals may feel a deeper connection with the congregation and members.
Most congregations rely heavily upon the tithes and offerings from
members in order to provide services and ministry to the community. Congregations
located in small towns typically have fewer resources available, however, additional
funding through the creative efforts of a team provides endless potential. Team
members will give more to see a project they are planning come to fruition.
What sheer giving cannot accomplish often fundraising efforts can when backed
by a team. The team model allows for individuals to use their own personal
strengthens and resources in helping the congregation grow and accomplish its
goals. Many pastors are expected to have business
savvy. However, research has demonstrated that most pastors admittedly lack
“reengineering, strategizing, visionary and managing” skills that are often
assumed to be relevant within the congregation.[14]
In response to these limitations congregations could form team models of
leadership that allow other skilled believers to assist the pastor in his or
her responsibilities in regard to finance and business. This further frees the
pastor to focus on the gifts God has given him in the equipping and teaching
roles.
EFFECTIVELY
DEVELOPING A TEAM MODEL
Before
a team-based model of ministry can be adopted the congregation must “buy in” to
the concept. When confronted with objections to the team model, leaders must
continually emphasize the benefits. Concerns from church members about these
changes must be addressed biblically and with care.
Throughout the bible many courageous individuals endured
changes. Utilizing bible stories that demonstrate the struggles and the
benefits produced by change will help prepare the congregation. Relating such
stories to current changes in the congregation can help parishioners to build
hope and faith in the upcoming transition. Being honest about fears and anxieties
regarding the team model helps to open communication channels and address
legitimate concerns. Openly expressing doubts and fears allows for church
members to further connect with each other and find strengthen within each
other and the Lord. This process will go a long way in providing a foundation
for team unity as the model is implemented. Helping church members fully understand the
new model of leadership will help to ease the anxieties during the transitional
period. Knowing that the team model of leadership allows for the congregation
to unite with the pastor in the fulfillment of the church’s goal is paramount.
The congregation will more readily adopt a ministry they fully understand. If
correctly communicated this model will be seen as an opportunity for church
members to get involved in the ministry of the church. Actively involving church
members helps to develop unity and commitment to the common goal throughout the
body. There is no better way to involve the congregation than through a team
model of ministry.
Many small churches rely on the leadership of
one person. In this approach, leaders “tend to interact with other leaders only
as necessary.”[15]
In contrast, a team-based model spreads the burden of leadership and decision
making to many groups thus increasing this interaction. Teams must work
together with ministerial leaders to fulfill the goals of the congregation and
the team-based approach necessitates this interaction. Openly communicating the goals of the team
is an important aspect of team leadership. Regardless of the individual’s
strengths all parishioners should be encouraged to participate in team-sponsored
events. The unification of the
congregation should remain a priority. Teams must be aware of the needs of the
parishioners. These needs provide a strong framework for the goals to be adopted
by the teams as they develop and grow. Congregations utilizing team models vary in
determining the roles of their ministerial staff. Some congregations focus on
employing the staff in meeting the team’s goals. Other congregations allow the
staff to form their own ministerial team for the purpose of accomplishing their
given duties. In developing a team leadership model within the congregation the
needs and goals must be assessed to determine the best form of team leadership
style to enact. Regardless of what team model the congregation chooses to
utilize, teams need to share responsibility and authority over goals and
projects. Authority vested to a team does should not undermine the pastor or
the ministerial staff. Instead, the team
is created to work along side and with the staff in accomplishing a common
goal.[16]
Beyond connection with the
ministerial staff, a successful team needs to understand the congregation they
serve and the needs presented. Moreover, successful teams need to encompass the
biblical needs of leadership presented in the bible. “Working together is not
the latest management fad, but springs from the heart of the biblical concept
of leadership within the church”[17]
Congregations vary upon sizes and interpretations of the bible. Knowing the
needs of parishioners is an important process in enacting new goals. In contrast to larger congregations, small churches
must more regularly evaluate programs, effectiveness, and budget in order to
fulfill their goals. Ineffectiveness and budget shortfalls have a greater
impact on the small congregation because it cannot be absorbed as easily. Thus, smaller congregations must be diligent
in assessing the strengths and weaknesses of individual team members. Assigning
tasks and dividing duties is only possible after such assessments are complete.
The only thing worse than have a vacancy in a given position is having an
unqualified individual undermining the work of the church. Although the team-based approach is more
effective in accomplishing its goals, there is always more room for
disagreement when people work together. For this reason, leaders should always
have a plan to deal with conflict and train the team prior to the occurrence of
a problem. Knowing how to handle the disagreement once the team is in place
will make the process easier. When there is disagreement, team members should
be given a platform to express their position. Members of the team need to be
encouraged to evaluate each idea that is presented. Refining ideas until the
team reaches a decision helps to ensure that the needs of the congregation are
being fulfilled.[18] To ensure the success of the team all
members should be actively involved in the decision making process. In order to
effectively complete goals teams should set deadlines for the programs. During
team meetings a member serving as the secretary should detail notes on when
projects and goals should be completed based upon the discussion of team
members. This helps to ensure that teams will remain on task and provides a
record for when a dispute may arise.
Training seminars or workshops will be a great benefit to any
new team. Learning to work together,
establish expectations, and develop a plan is essential for the foundation of
building a team-based ministry. A
weekend trip or retreat is an ideal setting to help establish this foundation
on which to grow a ministry team.
CONCLUSION
Team models of leadership within the church offer numerous
benefits to the congregation. Despite these benefits some churches choose not
to utilize team leadership models. Traditional values emphasize that the pastor
and/or deacon body are sole decision makers within the church. Yet the
responsibilities cast upon these individuals are often too much to handle,
leading to an increased burnout rate. Team leadership models assist with the
needs of the congregation and the fulfillment of goals while avoiding these
burnout tendencies. Nevertheless, the transition to team leadership styles
within the congregation is often met with skepticism and fear. Many people
within the church cling to traditional roles to the neglect of benefits offered
by team-based ministry. In
contrast to these oppositions church leaders should outline different biblical
stories that encompass change and the positive effects produced. Developing a
team-based leadership model will not be easy; however, it can be very effective
and worth the effort if handled correctly.
WORKS CITED
Books
O’Dell, Shannon. Transforming Church in Rural America. Green Forest, AR: New Leaf Press 2010.
Ott, Stanley
E. Transforming Church Ministry. Grand
Rapids, MI: Eerdmans Publishing Company,
2004.
Regele, Mike. Death of the
Church. Grand Rapid MI: Zondervan, 1995.
Electronic
Documents
First Baptist Church, Tallassee. “How
to Collaborate a Team Ministry,” 27
December 2010, Web page, Available from: http://www.baptiststart.com/teams/collaboration.pdf;accessed
28
December
2010.
John Mark Ministries. “Developing A
Ministry Team In The Small Church,” 5
January 2003, Web page, Available from: http://jmm.aaa.net.au/articles/8382.htm;
accessed 22 December 2010.
Roehlkepartain, Eugene C. “Uniting
Congregations for Youth Development:
Lessons Learned,” The Search Institute, 2000,
web page; available from http://www.search- institute.org/content/UCYD;
accessed 24 December 2010.
Shrier, Paul. “How Churches and Pastors
are Working Together to Create Failure,”
Azusa Pacific University, 24 April 2009,
Web page available from: http://groups.apu.edu- /practicaltheo/LECTURE%20NOTES/Shrier/F10/Pastoral%20Burn out.pdf; Accessed 27
December 2010.
The Small Church Organization. “Statistics,”
Web Page, Available from: http://smallchurch.com/resources- /statistics/;
Accessed 26 December 2010.
Periodicals
Barbara Fleischer “The Ministering
Community As Context For Religious
Education: A Case Study of ST. Gabriel’s Catholic
Parish” Journal of Religious Education 101 (Winter
2006): 114.
Carter, Judith. “Transformational
Leadership and Pastoral Leader Effectiveness,”
Pastoral Psychology 58 (June 2009): 268.
LaRue, John C. Jr. “Pastoral Leadership
Styles.” Your Church 50 (January
2004): 88.
[7]The
Small Church Organization. “Statistics,” Web Page, Available from: http://smallchurch.com/resources/statistics/; Accessed 26 December 2010.
[8]Paul
Shrier “How Churches and Pastors are Working Together to Create Failure” Azusa
Pacific University, 24 April 2009, Web page available from; http://groups.apu.edu/practicaltheo/LECTURE%20NOTES/Shrier/F10/Pastoral%20
Burnout.pdf; Accessed 27 December 2010.
[11]Eugene
C. Roehlkepartain “Uniting Congregations for Youth Development: Lessons Learned,”
The Search Institute, 2000, web page; available from http://www.search-institute.org/content/UCYD; accessed 25 December 2010.
[16]John
Mark Ministries. “Developing A Ministry Team In The Small Church,” 5 January
2003, Web page, Available from: http://jmm.aaa.net.au/-articles/8382.htm; 27 Dec. 2010.
[18] First Baptist Church, Tallassee. “How to
Collaborate a Team Ministry,” Web page, Available from: http://www.baptiststart.com-/teams/collaboration.pdf; 27 December 2010.
