The church I pastor has seen some significant growth in our congregation. Over the last two years we have grown by 19% with membership and 20% in worship attendance. Now, since we are a small church (currently averaging around 95 in worship) we wouldn’t make the Top 25 Fastest Growing Large United Methodist Churches, but I am starting to see some growing pains.
The most recent one I heard that has sparked my thinking. I have started to hear “We don’t want our church to grow too big because we like to know everyone.” It is true, as a person sits in a congregation with 95 people in it, they can know the name of everyone there. But how much do they really ‘know them.’
The truth is, as their minister, I know many of them but there are others I don’t really know. I know their name but I cannot tell you anything about their family history, their likes and dislikes, their children’s names or where they live. I don’t know these things and I am the minister! How well do we really know everyone in the church?
I understand what the underlining thought is though. I understand this saying is a reflection that the current church is comfortable. It is warm, welcoming, and people honestly care for one another. Yet, if we pick apart the congregation, all that really happens with small groups. People naturally lean towards certain demographical groups due to their age, life experiences, and shared views. This isn’t bad and my congregation is very good being welcoming. We don’t have major clicks.
But when I stepped back and look around, we have small groups within our small congregation. These small groups are the ones where people feel welcomed and cared for. It is the people they sit next to in the pew and the ones they talk to during the social time that make them feel like they know everyone..but we really don’t.
Change and growth are scary and as the pond gets bigger the big fish don’t seem as big anymore. This all has social implications for a congregation and that can lead to fear and fighting growth. I am aware of this and my first response is to remind them they don’t know as many people as they think but that response is abrasive. I need to find out how to address the true nature of the comment, speak to the fear, comfort it, and refocus people on why a growing church is a good thing.
How have others dealt with this feeling within your congregations? This isn’t something EVERYONE is feeling but it is something that will come up more and more as we continue to move towards the future God has in store for us.
Any advice is appreciated.
Bob Farr, in his book Renovate or Die: Ten Ways to Focus Your Church on Mission, states “When you renovate something, you have a pretty clear picture of what you want the end product to look like.” (p.67) Without that end product in mind how can you achieve what you hope to achieve. An athlete already knows what she hopes to achieve. If a volleyball player has a dream to win the gold in the Olympics that is the end product of her hopes and dreams. From there she can back up to understand what steps it will take to achieve her goal.
In Bob Farr’s book Renovate or Die: Ten Ways to Focus Your Church on Mission he explains how churches need to approach ministry to their community. This was an eye opener and gave me language to use as I move my congregation forward.
What Farr does is explains the difference between a church’s values and its strategies. Here is his definitions of both: “A value is something of the heart and a strategy is a method for carrying out the value.” (p.52) He goes on to give the example of Sunday School. Sunday School is not a value it is a strategy. “The value is to teach children and adults life teachings of Jesus.” (p.52) That is the core value of why Sunday School is done. Does that mean to keep the value the same it has to happen during the 10:00am Sunday school hour? Does that mean the value can stay the same but small groups are started at people’s homes instead of at church?
This was my ‘eureka’ moment. People cherish the values and they are wonderful values we need in our local churches. But people confuse the strategy for the value all the time. What some congregations even do is they take a beloved strategy and melt it down into a golden calf. These strategies turn into sacred cows that they worship. Defining values and strategies is so important to both the congregation and the minister/staff. We need to look at our core values and the strategies we use to implement them.
Let’s take worship for example. I would say the value of worship is a time to gather together to glorify God through music, God’s Word, offerings, and the message. How this is accomplished is the strategy. One strategy to accomplish this is the Order of the Word found in the beginning of the hymnal and led by a beautiful pipe organ. Another strategy is a modern worship service with a band which plays for 30 minutes before the preacher/teacher comes out to give the message. Both accomplish the same value but two different strategies are implemented. Is one better than the other? NO because they both accomplish the same value.
Recently my wife and my kindergartner got in an argument on who to write a lower case ‘a’. My wife and I learned that you make a circle and then draw a line down on the right side. My son learned to draw a magical c and then a line down the side. His ended up looking more like a ‘d’ and that is what we were trying to remedy. Now whether you use a ‘o’ or a magical ‘c’ to write an ‘a’ doesn’t matter. Those are the strategies being used. The value is that a pencil is hitting paper and a legible ‘a’ is written (the value).
I have started to look at the ministries of my church with different eyes. What is my congregations core values? What are our current strategies we are using? Which strategies have turned into golden calves? What strategies may we do differently to keep our values going?
Delicious food for thought.
In 2008 I wrote a post after reading a book by John Maxwell. In the book, Developing the Leaders Around You, he gives 25 questions to assess the leadership around you. As I am approaching the 4th quarter of my first year of this appointment, I stumbled on this post. It is worth a read because it gives some keys to identifying great leaders verses emerging leaders.
Too often in the local church we place emerging leaders in places where great leaders are needed. Emerging leaders have passion and a lot of heart but may not have all the skills needed to follow through with a project or task. Especially in the UM system which demands working within a structure/polity, it may be too much for emerging leaders to tackle.
The ability to name where leaders are in their growth is beneficial because it provides a way to name the abilities of your leadership. There is nothing wrong with emerging leaders, but they need coaching. Great leaders and even good leaders can be left alone to use their talents and gifts but guidance is needed for those honing their leadership abilities.
As Chairpersons of the Nominations Committees of our churches, leadership assessment tools are great assets to have in our tool box. Please read (link above) it can be enlightening.
In the book by John Flowers and Karen Vannoy, 10 Temptations of Church: Why Churches Decline & What to Do About it, they write about how to spot insiders within the church. Those who love the church and have been embedded for years there. I think it is important to notice who the insiders are within a congregation because insiders will set up the most resistance to change and to open a congregation up you have to open the insider up.
Here is their list (in a Jeff Foxworthian style)
You know you are in insider if….
- You know the names of a significant percentage of the people in your worshiping congregation.
- Your table is the first table that fills up at all the church.
- You can recite the linear history of your congregation for the past two decades.
- You were around prior to the last building campaign.
- You are a carrier of “institutional memory.”
- You have received direct benefits of long-term membership