Developing a Culture of Growth, Part II
By: Bill Easum
Last month, I wrote about the difficulty of making the shift from “doer” to “equipper” and what must happen for the shift to occur. This month I want to address what happens during the transition
The pastor must carefully and slowly chip away at destroying the dependent culture and establishing a growth culture. For eight years, I chipped away at changing the culture to one of equipping. I spent those eight years filtering out whom I had to see and get fired and whom I could let someone see. I selectively visited some and let other equipped laity see the rest. Each year, the list I felt I had to visit dwindled. You must keep in mind the old adage “monkey see, monkey do.” It was imperative for my growing staff to see me setting the equipping model.
You must keep in mind that you are the only curriculum there is for making this shift. You don't need a library full of books or courses; you need role models and you must be THE role model. One of the questions I get the most is, “What is the best curriculum on equipping?” When I give them my stock answer – “You are the curriculum” – I get this blank stare like, “Sure, now where do I find the curriculum?”
Westerners are so hostage to a passion for teaching content that we have a hard time understanding that modeling behavior is far more productive. We confuse teaching with modeling. The best way to equip people is by modeling what you want them to become. That’s the basic meaning of the word “disciple.” A disciple is one who is being mentored to learn a trade. The trade is becoming like Jesus.
A lot of books have been written on equipping. A few of them are excellent, but none of them can be considered as good a curriculum as you are.
I see a lot of pastors trying to equip their people in a classroom setting and 95% of the time it fails. Discipleship isn’t something that can be done in a classroom. Most of it must be done on-the-job in the midst of actual ministry.
Keep in mind that the early Christians were called “followers of the way,” not “people of the book.” Our focus should be on developing a relationship with Christ more than learning Scripture. Don't take this wrong. We need to know Scripture, but, more importantly, we need to demonstrate a personal relationship with Jesus.
Again, I say “You are the curriculum.” The next time you want to equip your leaders, don’t reach for a copy of the latest program of the day. Instead, look in the mirror. That’s where you’ll find your best curriculum. And, as the curriculum, you must:
* Focus on multiplication principles instead of addition
I had to train my staff to equip people to do the hospital visitation. If you’re going to make this shift, you have to have trained, competent, and caring people to take yours and the staff’s place. You can’t just ignore people or expect them to equip themselves.
Focus you attention on the core leaders, not the entire church. Make sure a culture of equipping is burned into their DNA so they will go and infect others. So, who are your 12 disciples, and do you have the courage to make them the focus of your attention?
I taught the staff to focus more on a “to be” list rather than a “to do” list. A “to be” contains the names of people whom you think have potential to be a leader and are open to coaching. This “to be” list normally should be around 10 people. Every staff has a “to do” list that usually gets larger by the minute. Instead, they need a small “to be” list and their “to do” list will get smaller.
We found that making this shift usually went something like this:
* From I’m involved in everything to I like what I see
Next, we had to develop a caring system so that people felt loved and cared for. We choose the small group system as our system of choice. If you have a good small group system that emphasizes leadership and community, you have the makings of a good care system. Congregational care doesn't just happen in a church. Congregational care must be managed. That’s why I refer to this system as a farm system as in a baseball farm where scouts go to find players who are ready to move up to the next level of baseball.
In the early years of the transition, I preached frequently from Ephesians 4:11-12 and its implications for the pastor, staff, and congregation. Anyone who understands these texts doesn't have a choice but the change. This conviction assures they will do their best to change.
One of the metaphors I used over and over was that of a spiritual midwife. Just as a midwife assists the parents in the birth of their child, a spiritual midwife assists people to birth their God-given gifts. And like literal childbirth, birthing one’s spiritual gift is a life and death issue. To live one’s life without finding your place in God’s universe is like never having lived in the first place.
Baseball is another metaphor I used to train people, especially the staff. I ask them to think of themselves as a scout and a coach. I taught that everyone on the staff needs to be a scout. Scouts go to a game not to watch the game but to zero in on a particular player to see if they are ready for their team. You get what you look for. If you look for people to mentor, you will find them. However, if you think of yourself as a player, then you shouldn't try to be a lead pastor.
Over time, I made it clear to the staff that keeping their job was dependent on them raising up new leaders every year. The only way this goal is achieved is by learning how to equip people instead of burying our heads in work.
Bill Easum is the founder and president of 21st Century Strategies, Inc. a full-service church consulting group since 1987 whose mission is to equip Christians for global impact, www.effectivechurch.com.