T LEADERSHIP SUCCESSION A CONTINGENCY PLAN FOR THE SMALL COMMUNITY

T LEADERSHIP SUCCESSION A CONTINGENCY PLAN FOR THE SMALL COMMUNITY CHURCH Presented By Henry J. Barry, Jr. May 12, 2011

R LEADERSHIP SUCCESSION Introduction Research Problem Theology for Leadership Succession Literature Review Research Design Case Studies Coding and Analysis of the Data Significant Findings Recommendations and Future Research

Reasons for the Research Small independent churches are a trend in the twenty-first century, but are they fully equipped for longevity and do they have a contingency plan for the next generation? The need for a strategy for leadership succession was the primary reason for the research project.

Q Subproblems The first subproblem seeks to understand the independent church as a phenomenon. The second subproblem reviews how the Scriptures address leadership succession. In the third subproblem the researcher explores journals and contemporary literature, which focus on leadership succession. In the fourth subproblem, the researcher selects small independent churches for case studies. The fifth subproblem involves conducting onsite interviews with pastors and clergy who must consider leadership succession.

What God Makes Free is Free Indeed: Scott Thumma The nondenominational identity is in many ways an elusive category. The consideration: How do such churches expect to succeed reaching the next generation without the support of a parent denomination? The basis for this research project comes from this consideration.

Leadership for the next Generation In order for a local church to continue, it must utilize and manage its human and material resources with a vision for the next generation. 78:6 (NIV) so the next generation would know them, even the children yet to be born, and they in turn would tell their children. Psalms 145:4 (KJV) One generation shall praise thy works to another, and shall declare thy mighty acts.

T hg Leadership between the Generations The Scriptures show that those in leadership are responsible to reach the next generation with the gospel. Leadership succession is about meeting the needs of the church community and reaching the next generation. Leadership succession is inclusive of all generations (Ps. 119:90, 135:13).

Theology of Leadership Succession Old Testament & The Old Testament Validates Leadership Succession Moses the law-giver subject to transience and mortality leadership succession is transferred to Joshua. Then Moses went out and spoke these words to all Israel: “I am now a hundred and twenty years old and I am no longer able to lead you. . . . Then Moses summoned Joshua and said to him in the presence of all Israel, Be strong and courageous, for you must go with this people into the land that the LORD swore to their forefathers to give them, and you must divide it among them as their inheritance. The LORD himself goes before you and will be with you; he will never leave you nor forsake you. Do not be afraid; do not be discouraged.” (Deut. 31:1-8).

Leadership Succession Prevalent Among the Prophets & Elijah and Elisha and the mantle which symbolized the passing of prophetic Authority between the predecessor and his successor.

New Testament Theology Leadership Succession & Although the commission is addressed to the apostles the emphasis to the “End of the age” shows the Lord intended others to succeed in the mission. The church is entrusted with the apostles mission. Knowing what to do is a constant. The church needs to fulfill its purpose in its context.

T Leadership Principles Leadership begins with God’s calling The Lord’s calling is a higher calling (Phil. 3:14) A holy calling (2 Tim.1:9) A heavenly calling (Heb.3:1) An effective calling (1 Cor.15:10) Leaders Respect God’s Sovereignty Leaders are Disciplined Leaders are Developed in Ministry Leaders are Visionaries Visionary Leaders Create the Capacity for Future Leaders

The Leadership Legacy Project is a program designed to help leaders in the Baby Boom generation articulate the legacy they want to leave behind them, and answer the questions: What will happen when I leave? Who will be there to take the reins? What does the next generation need to be successful? “The greatest thing this generation can do is to lay a few stepping stones for the next generation.” Charles F. Kettering

The questions designed by GLI are useful for all organizations. These questions contain foresight that is relevant to reaching the next generation, which every institution needs to do if it desires longevity. Yet some of the research did by GLI shows that, despite the necessity of planning for eventual leadership transitions, few organizations have planned for them. The basic questions the Gilburg Institute asks about leaving a legacy are as relevant to churches as they are to private corporations and public institutions.

Literature Review The literature research included an historical review that showed some of the reasons for the emergence of denominations and independent churches. The independent church is an alternative to traditional denominations. At first glance, an independent church appears to be at a distinct disadvantage; therefore, it would be in its best interests to affiliate with a denomination. The research shows many of the denominational churches view themselves as autonomous and in most cases an affiliation with a parent institution is merely nominal.

Hartford Seminary Research Project Scott Thumma: Research Paper It is commonly assumed by sociologists of religion that the numbers of nondenominational congregations in the United States are swelling at a rapid rate. . . . In addition, if current research which examines the factors contributing to congregational identity in traditional denominations is correct (where 75% of denominational church members do not think of themselves in terms of a denominational identity . . . the nondenominational reality is closer to and more descriptive of the way many denominational congregations are currently functioning. Leadership succession is a major concern for all churches.

QThe Apostolic Paradigm: R Reggie McNeal First, the dynamic of the early church during the apostolic era remains a benchmark for missional effectiveness. Second the cultural arena at the beginning of the twenty-first century resembles at key points the cultural setting that firstcentury Christians faced. Third, the type of leadership the apostles practiced has certain qualities that not only made the early church effective but would raise the level of church leadership today as we face similar challenges and opportunities.

QParadigm Shifts: R McNeal contends that churches have to be aware of shifting paradigms. Leaders must continually evaluate their current paradigms against present realities. McNeal further contends: “Paradigm paralysis occurs when an individual or organization holds on too tightly to one paradigm.” Trying to make things that worked in the past succeed in the present may not work.

Q Paradigm Shifts R The traditional approaches and typical responses are not in the apostolic tradition. The apostles embraced the missional approach of the priesthood of all believers (1 Pet. 2:5, 9). Despite this fact, it is still necessary and expedient for the church to return to the apostolic missional approach to expanding the Kingdom through the priesthood of all believers and not just the professional clergy.

T Leadership Factors There are several factors associated with leadership. Leaders need to create the capacity for future Leadership. These factors consist of leadership turnover and transience, leadership development and transitioning. Leaders do this by creating an environment for disciples to emerge. Leadership turnover and transience are non-controllable constants. Disciples need to discover and develop their spiritual gifts for ministry. Leadership development and transitioning are somewhat controllable. Leaders are not developed in a vacuum. The church is a laboratory for leaders to emerge.

Systems Theory Approach Transformational Process Input System From the Environment TheologicalMissional Purposes Organizational Structures Intra Personal Relationships Output System Into the Environment

T Creating a Capacity for Leadership Leadership creates the capacity for leadership development Create Environment for Leadership Create the Opportunity Proactive intentional Church a Laboratory Disciples Discover Spiritual Gifts Disciples Develop Spiritual Gifts for Ministry

Leadership Succession is often the Unspoken Subject Agenda The Community Golf Tournament Food Bank

Q Leadership Succession Questions Have you had an honest, structured discussion with your governing board about what is going to happen to the church when the pastor leaves? Does your governing board have a clear, biblically based, shared understanding of the spiritual principles that should inform a pastoral transition process? Do you have a crisis plan in place, should something happen that requires the pastor to leave suddenly? Do you have a pastoral transition plan in place that describes in detail how your church will maintain excellence at the point when the current pastor leaves and a new pastor is called? Has your governing board calculated all the various costs that would be associated with a poorly managed pastoral transition? In most cases the answers to the above questions is an emphatic NO!

A Biblical Model for Leadership Succession The Lord Jesus Affirmed His Predecessors The Lord Jesus Chose His Successors "Do not think that I have come to abolish the Law or the Prophets; I have not come to abolish them but to fulfill them Matthew 5:17 (NIV). "Come, follow me," Jesus said, "and I will make you fishers of men" Matthew 4:19 (NIV). For all the Prophets and the Law prophesied until John Matthew 11:13 (NIV). You did not choose me, but I chose you and appointed you to go and bear fruit-fruit that will last. Then the Father will give you whatever you ask in my name John 15:16 (NIV).

R Research Design Qualitative Research The research consisted of a multiple case study of four independent churches with grounded theory as the methodology. Grounded theory was best suited for this project and allowed the researcher to be grounded in the data gathered at the respective sites.

R Research Instruments Selected Questions Can you share some of the advantages /disadvantages of an independent church? Have you ever attended any seminars or conferences, which have considered the subject of leadership succession? What is your theology for leadership succession? Can you describe any obstacles to leadership succession?

R Research Instruments Continued Selected Questions In your opinion, are there factors that can contribute to leadership succession? How do you feel your church should approach the subject of leadership succession? Does your church have a contingency plan for leadership succession? Have you discussed the subject of leadership succession and transition with the church elders, deacons, boards and congregation?

Q Online Surveys Selected Questions Leadership Succession Does your church have a contingency plan for leadership succession? In your opinion, how can the local church take a more direct approach in meeting its own leadership needs? What are some of your perspectives, for facilitating a good leadership succession? How does your church deal with leadership transience and turnover? In what ways can the local church facilitate a successful transition?

Q Online Surveys Selected Questions Continued Leadership Development What character qualities are needed for leaders? In what ways can the church be proactive in leadership development? How can the local church create the capacity for leadership development? In what ways can parachurch organizations such as seminaries be useful for in-house ministry development? In your opinion how can discipleship groups be effective in leadership development?

Coding the Data Weft QDA // A free qualitative analysis software application The coding process for the interviews was as follows: Voice recorded the interviews and inserted the transcriptions into the WEFTQDA program and began the coding. The researcher assigned a combined 122 codes and nodes to the research interviews and 66 to the online surveys.

Open Bible Baptist Church September 9, 2010 Advantages of Independent Church Voice Recorded Transcription It is not governed by a religious hierarchy or home office. That in itself makes it autonomous: which is the type of churches that were established in the New Testament. . . . establishing its own Constitution and Statement of Faith based on the authority of Scripture and not a religious organization; and the ability to freely preach and teach the Word of God as led by the Holy Spirit, not directed by a religious book written by the hierarchy of the Church.

Norwich Worship Center October 13, 2010 Leadership Succession and Transition Worship Ceremony Pastor Jeff Sharp of Norwich Worship Center described his transition to senior pastor as a positive one. Pastor Jeff reflected on the culmination of the process with the passing of the mantle and the prayer shawl and staff in ceremony in front of the entire congregation as something more than symbolic.

Preston City Bible Church Leadership Succession Networking October 25, 2010 After completing his military obligations, Captain Roseland left the Army and pursued a Master of Theology degree at Dallas Theological Seminary. Pastor Roseland described his calling to PCBC as the result of his friendship with his predecessor, “The call to this church, that was networking.”

North Stonington Bible Church Leadership Transition Plurality of Elders November 18, 2010 The elder board had voted me as pastor in January 2008. . . . It was such a smooth transition that nothing really changed; we had already been functioning like this for many, many years. . . . I was already part of the leadership team being an elder . . . it was as if the heartbeat of the church never changed.

Coding the Data Open Bible Baptist Church Independent Church Apostolic Church Autonomous Free of Denomination Hierarchy Free to Preach the Word Has Own Voice Theology of Leadership Great Commission Autonomous Inclusive Leadership Priesthood of Believers Factors to Facilitate Leadership Succession Successor Likeminded Doctrine Successor Likeminded in Direction a

Coding the Data Open Bible Baptist Church Continued Leadership Development Discipleship In-Ministry Training Leadership Transitions Mutual Compatibility Parachurch Support Limited Mutual Agreement Creating the Capacity for Leadership Discipling In-Ministry Training a

Coding the Data Norwich Worship Center Independent Church Free of Denominational Traditions Able to Adapt to Cultural Changes Lacks Denominational Support Lacks Outside Accountability Theology of Leadership Scripture Teaches Leadership is within Established in the Church Brought up in the Church In-ministry Training Factors to Facilitate Leadership Succession Mentoring Transfer of knowledge and experiences of mentor Discipleship Groups Congregational Involvement Formal Ceremony Symbolic Transfer Prayer Shawl and Staff Protocol Follows a

Coding the Data Norwich Worship Center Continued Leadership Development In-church Training Lengthy Discipleship Leadership Transitions Well-Planned Very Careful very Deliberate Lengthy Process Parachurch Support Instructural Resources Creating the Capacity for Leadership Provide opportunity In-ministry training a

Coding the Data Preston City Bible Church Independent Church Autonomous Not governed by religious hierarchy Not tied down to traditions Free from denominational hierarchy Free to preach and teach God’s word Has its own voiceLack of support Limited resources Accountability problems Potential for isolation Theology of Leadership Scripture teaches leadership within church Plurality of elders Leadership is developed within local church In-ministry training Factors to Facilitate Leadership Succession Evaluate disciples progress In-ministry training Provide opportunities for leadership development a

Coding the Data Preston City Bible Church Continued Leadership Development Encourage congregation involvement Provide training and resources Leadership Transitions Planning for them Preparing for them Verifying Biblical qualifications Leadership transitions take time Parachurch Support Provide instruction in languages Provides resources for curriculums Partner with local churches Creating the Capacity for Leadership Internalized in Church Emphasis Inclusive Participation a

Coding the Data North Stonington Bible Church Independent Church Autonomous Not governed by religious hierarchy Not tied down to traditions Free from denominational hierarchy Free to preach and teach God’s word Has its own voice Lack of support Limited resources Accountability problems Potential for isolation Theology of Leadership Scripture teaches leadership within church Plurality of elders Leadership is developed within local church In-ministry training Factors to Facilitate Leadership Succession Evaluate disciples progress In-ministry training Provide opportunities for leadership development a

Coding the Data North Stonington Bible Church Continued Leadership Development Encourage congregation involvement Provide training and resources Leadership Transitions Planning for them Preparing for them Verifying Biblical qualifications Leadership transitions take time Parachurch Support Provide instruction in languages Provides resources for curriculums Partner with local churches Creating the Capacity for Leadership Internalized in Church Emphasis Inclusive Participation a

Codes and Nodes Online Surveys Leadership Development Proactive Direct Approach Training Materials Routine Training Rigorous Training Annual Training Specialized Training Scholarships Character Qualities Biblical Model Investing in People Leadership Conferences In-Ministry On-the-Job Training Maturing in Ministry Mentoring Facilitating Leadership Succession Proactive Direct Approach Regular Evaluation of Prospects Encourage Prospects Develop Spiritual Gifts Evaluate Prospects Performance Look for Fruit Discipleship Groups Discover Spiritual Gifts Encouraged to Use Them

Codes and Nodes Online Surveys Continued Leadership Transience Proactive Direct Approach Supplication and Prayer Pulpit and Search Committee Utilize Proven Leaders Fruitful Leaders Grieve for Outgoing Leaders Develop Young Leaders Strong Internship Program Local Church In-Ministry Mentoring In-Ministry Leadership Transitions Proactive Direct Approach Supplication and Prayer Seek Council Parachurch Support Preparing for Transitions Documented Policy and Procedure Mentoring Successor Congregational Involvement Planning

Codes and Nodes Online Surveys Continued Creating the Capacity for Leadership Proactive Direct Approach Inform Members of Leadership Needs In-Ministry Evangelism Edify Disciples Education Encourage Congregation to Develop Ministry Skills Empower Disciples Create Ministry Environment Provide Ministry Opportunities Specialized Training Manuals Mentoring Parachurch Organizations Proactive Indirect Approach Online Training Conferencing Academic Education Partnering Networking Affordable Programs Opportunities for Ministry Skills Development Supplemental Training Communicate Ministry Needs

Comparing Approaches Traditional Approach Pastor /Deacon Board Pulpit/Search Committee Recruit Leadership External Task Orientated Renewed Apostolic Model Plurality of Elders Elders Emerge In-Ministry Process Driven

Table 5.2 Apostolic Mission Educate Evangelism Encourage Pastors and Teachers Edify The Local Church Entrusted with the Apostolic Mission Equip Empower Figure 5.2 suggests the capacity for leadership development is in a practical environment. Future leadership discovers and develops their spiritual gifts for ministry in ministry.

Fitchville Baptist Church The Case for Church Grown Leadership December 6, 2010 Pastor Stephen Kurczy has been the pastor of FBC since November 1991. Pastor discovered and developed his spiritual gifts for ministry in FBC. Pastor Kurczy served FBC as a deacon and a teacher. Pastor Kurczy and wife Linda felt the call to go to Bible college. Pastor Kurczy and Linda have successfully served at FBC for the past 19 years.

Church DNA Common Church DNA Unique Church DNA The Scriptures provide the DNA for how the church body should look in its character and conduct (Matt.28:19-20). The uniqueness consists of how churches proclaim and express divine truth. In two of the churches, the focus is on study, doctrine and evangelism. In another church, members evangelize and proclaim the gospel through a mime dramatization. It is important for churches to recognize that they have their own DNA. In John 13:34-35 love and relationships are common factors for establishing a Christian identity. Church DNA consists of three factors: Divine truth, nurtured relationship and apostolic mission. These components are the DNA of a healthy church. Anything less is a mutation.

Significant Findings Little Attention has been given to Leadership Succession Traditional Approaches to Leadership Succession are Less Effective

Leadership Succession Leadership Transitions A Renewed Apostolic Approach Facilitates a Positive Leadership Succession Leadership Succession is Dependent on a WellImplemented Transition

Churches Have Common and Distinctive DNA A Plurality of Elders appears to produce Good Leadership Transitions A Plurality of Elders appears to Facilitate Good Leadership Successions

. Recommendations and Conclusions Implement a Renewed Apostolic Approach to Leadership Succession Create the Capacity for the Emergence of Leadership Network and Partner with Parachurches and Seminaries Prepare for Leadership Transitions Embrace Technology and Social Media

C B P F Contribution to Ministry Encourage Partnering with Parachurches and other Churches Encourage Networking among the Christian Faith Increase Social Intimacy in the Church Increase Innovation and Maximization of Spiritual Capital

Further Areas of Study and Research Expand the Research to a Diverse Group Inspire Additional Research: Little Consideration for Leadership Succession Modern technology and its usefulness in Facilitating Leadership Succession Leadership Succession in a Cyber Global Community