How senior pastors can help in reaching the next generation of church leaders.
Thursday (10/13) registration opens for the Orange Conference 2017. For that one day only, tickets are the cheapest they’ll ever be. I’ve been to the Orange Conference several times and highly recommend it for Children’s, Student and Family Ministry pastors/team. I also recommend reThink Leadership (held at the same time) for senior pastors. I’ll be in Atlanta this year and hope to see you there!
SIX THINGS ONLY A SENIOR LEADER CAN DO TO REACH THE NEXT GENERATION
Each of us is going to leave our church someday. Are you preparing to replace yourself? Are you investing in young people so they have opportunities to lead?
During this fall’s Orange Tour, Geoff Surratt is teaching senior pastors how best to support young leaders . . . by doing things only a senior pastor can do.
1. Act like a cheerleader. Senior pastors help champion the NextGen ministries. What is important to the senior pastor gets done at the church.
2. Budget like a middle-schooler. Senior pastors should fight for the next generation budget.
3. Swim in the kiddie pool. Senior pastors provide invaluable help when they show up in the NextGen environments. Two reasons . . . They experience what volunteers and kids experience and it shows high-level support for NextGen ministries.
4. Invite the kids to the adult table. Involve NextGen people in weekend services.
5. Monkey with the scoreboard. Change the metrics. Evaluate NextGen ministry by its impact on families. Are we seeing a change in families because of NextGen ministries? Are families in the community being helped? Are the stats in our county betting better because of us? How can we expand NextGen beyond Sunday’s? How are we partnering with parents Monday-Saturday?
6. Color it Orange. Weave family strategy into fabric of the church. Orange is a strategy not a curriculum.
Geoff Surratt (courtesy of GeoffSurratt.com)
The six points above apply directly to senior pastors. But what if you’re not a senior leader? Geoff has these recommendations:
> Lead up. Share stories. Make sure the senior pastor knows what life change is happening in ministry.
> Invite them in. Bring the senior pastor in for the good stuff and the shorter stuff. Give the senior pastor an out after 10 minutes (“We love that you are here, but I know you have to go…)
> Connect the dots. Help your senior pastor see how NextGen ministry supports the efforts of the church’s vision and direction.
> Senior pastors need pictures. Provide photos/videos that your senior pastor can show during services or in social media.
Finally, Geoff had some great quotes in his Orange Tour session:
Millennials are looking for a place to LEAD, not just be part. – @GeoffSurratt
I’m 54. The 8 year old girl at my church is more important because she is going to be around a lot longer. – @GeoffSurratt
Where your non-operating budget dollars go is what’s important int to your church. @GeoffSurratt
If you want to know what someone’s priorities are, look at their bank statement. @GeoffSurratt
What’s important to the senior pastor is what gets done at the church. (Choose to champion important things). – @GeoffSurratt
#1. The mission is more important than me. Mike Collins flew on the Apollo mission that first put two people on the moon. He stayed in orbit around the moon to support those walking on the surface. He put mission above himself. Help people see how what they do contributes to mission… something bigger than themselves.
A. Start with “why.” Keep the “why we do what we do” out front year after year. Without a target, no sport makes sense.
B. Reliance on each other. Relinquish control to rely on others.
C. Peer accountability. Everyone expects the boss to hold you accountable . . . but everyone needs peer accountability. Peer input can carry more influence. If you are the boss, give employees the permission to call you out if you do things differently from what we have agreed to.
#2. Choose to trust: When there is a gap in information, we can either choose to trust or to get suspicious. Great teams choose to trust until all the information is known. Choosing to trust creates a better option than getting mad. Trust is foundational to great teams . (5 Dysfunctions of a Team by Patrick Lencioni.
#3. Clear lines of communication. If there is no gap in information, there is no need to choose between trust and suspicion. Create clear vision and communicate it well. Systems of communication are your friends.
#4. Strong teams have game changing cultures. These cultures are fun, they serve and they create belonging. Some ideas for team fun: Have a ten minute relay race in the office. Go get ice cream. Get a ping pong table. Play corn hole. Get a message chair.
#5. Work-Life Balance. Have good boundaries. Guardrails are there to keep you on the road.
#6. Unified teams embrace conflict. Leadership is what we allow to happen within the team. Understand the person you are dealing with and embrace the conflict in a constructive wa they understand.
#7. Healthy teams prune. They cut, they change, they evaluate. Necessary Endings by Henry Cloud is an excellent resource.
Call to action: Pick one of these six and improve it in the next week.
There is a confidence in calling that is not arrogance.
Culture does not produce immediate ROI (return on investment). – Developing organizational culture is a long term process.
Reputation equals influence.
Without a target, no sport makes sense.
The boundary of a landscape is not the limiting factor for a creative. Lack of vision is
Right Path is a great self assessment tool for team building.
The #1 deathbed regret: “I was never myself.” Be who you uniquely are, not an imitation of someone else.
Leadership isn’t just what we DO, but what we ALLOW to happen on the team.
Give responsibility AND authority to build trust with people.
LAB SESSSION – INSIGHTS FROM THE EMERGING GENERATION
AUTHOR & PAST HEAD OF CATAYST
Give your emerging leaders freedom to pursue projects. It’s now a free agent marketplace.
Engagement is what should be measured.
Meetings give us a sense that we are doing something. Don’t meet. Just go do something instead.
There is a power shift towards the niche.
Coach young leaders. Don’t manage them.
(Young leaders) are more attracted to intimate gatherings than big events.
Young leaders won’t wait for hierarchy to move out of the way. They will start something anyway.
We lead like we were lead. (Understand this a leave room for change.)
We used to feel a 10 year generation gap. It’s now a 4 yer generation gap.
The higher we go as a leader,the more we tend to fake it.
The best assimilation strategy is simply to ask “What’s your name?” or “How can I help you?”
The greatest felt need of the emerging generation is the question of “why?”
Young people want their leaders to aggregate, curate and coach.
LAB DAY OPENING SESSION
SHOW UP AND HAVE EMPATHY
FOUNDER AND CEO OF ORANGE
When you open the door to Jesus, you open the door to wherever He takes you.
Empathy doesn’t water down the truth, empty amplifies the truth.
Press pause long enough to understand what is really going on.
To have empathy: pause to imagine and interact.
If you want to have influence as a leader, you have to change how you think about people. Have empathy.
3 ways to have influence: power, authority or because you earned it.
If you want yo have influence as a leader, you have to change how you think about influence.
When you establish a habit of showing up for others, it may change you more than it does them.
Your best chance to have influence in someone’s life is to actually show up.
All of you are (where you are today) because someone showed up for you. Uncommon people showed up in your life at the right time.
Before you can influence someone they need to know they matter to you.
If your theology isn’t changing the way you treat people, it’s not good theology.
Maybe before we tell people how to build a church, we should build one ourselves.
Before you can influence someone they need to know they matter to you.
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Photos courtesy of Catalyst and the good folks at SEE SPARK GO.