Director - Pastoral Development - PowerPoint PPT Presentation

Loading...

PPT – Director - Pastoral Development PowerPoint presentation | free to view - id: 279ce-YTk2Y



Loading


The Adobe Flash plugin is needed to view this content

Get the plugin now

View by Category
About This Presentation
Title:

Director - Pastoral Development

Description:

Leadership from resident lay leaders - matriarchs and/or patriarchs. Up to 50/70 worshippers ... Mind reading (attributing evil motives) Guilt inducing ... – PowerPoint PPT presentation

Number of Views:48
Avg rating:3.0/5.0
Slides: 47
Provided by: baptist9
Category:

less

Write a Comment
User Comments (0)
Transcript and Presenter's Notes

Title: Director - Pastoral Development


1
Director - Pastoral Development
  • Oversight of Pastoral Settlements
  • Oversight of Student allocations/supervision
  • Facilitate Pastoral Development
  • Facilitate Pastoral Care
  • Encourage Church health and growth

2
Healthy Churches
3
Healthy Congregations Peter Steinke
  • Health means all the parts are working together
    to maintain balance. Health means all the parts
    are interacting to function as a whole. Health is
    a continuous process.

4
1. Clarity of identity
  • What kind of Church are we?
  • - geography

5
1. Clarity of identity
  • What kind of Church are we?
  • - geography
  • - demographics

6
1. Clarity of identity
  • What kind of Church are we?
  • - geography
  • - demographics
  • - theology

7
1. Clarity of identity
  • What kind of Church are we?
  • - geography
  • - demographics
  • - theology
  • - Baptist

8
The Christianity of the New Testament is for
today
Personal Faith
A Believers Church
9
Personal Faith
Believers Baptism
Freedom of conscience
10
A Believers Church
Priesthood of all Believers
Autonomy of the Local Church
Congregational Participation
11
1. Clarity of identity
  • What kind of Church are we?
  • - geography
  • - demographics
  • - theology
  • - Baptist
  • - Life Cycle

12
THE LIFE CYCLE OF A CONGREGATION
  • Prime
  • Adolescence
  • Infancy
  • Birth
  • Maturity
  • Aristocracy
  • Bureaucracy
  • Death
  • Adapted from Martin F.Saarinen (Alban Institute)
  • AcknowledgementGeoff Cramb(BUQ)

13
2. Clarity of Values, Purpose, Vision
  • Values Why we do what we do?

14
Acts 61-7
  • Now during those days, when the disciples were
    increasing in number, the Hellenists complained
    against the Hebrews because their widows were
    being neglected in the daily distribution of
    food. And the twelve called together the whole
    community of the disciples and said, It is not
    right that we should neglect the word of God in
    order to wait on tables. Therefore, friends,
    select from among yourselves seven men of good
    standing, full of the Spirit and of wisdom, whom
    we may appoint to this task,

15
Acts 61-7
  • while we, for our part, will devote ourselves to
    prayer and to serving the word. What they said
    pleased the whole community, and they chose
    Stephen, a man full of faith and the Holy Spirit,
    together with Philip, Prochorus, Nicanor, Timon,
    Parmenas, and Nicholaus, a proselyte of Antioch.
    They had these men stand before the apostles, who
    prayed and laid their hands on them.

16
Acts 61-7
  • The word of God continued to spread the number
    of the disciples increased greatly in Jerusalem,
    and a great many of the priests became obedient
    to the faith.

17
2. Clarity of Values, Purpose, Vision
  • Values Why we do what we do?
  • What values do you exhibit?
  • Love, buildings, money, inclusion, bible, social
    concern, intergenerational, prayer, tradition,
    mission, humour, grace, family, creativity,
    status quo, growth, efficiency, flexibility,
    visitors

18
2. Clarity of Values, Purpose and Vision
  • Purpose What are we supposed to be doing?
  • Purpose statements are a biblical, broad, brief
    statement.

19
2. Clarity of Values, Purpose and Vision
  • Purpose What are we supposed to be doing?
  • Purpose statements are a biblical, broad, brief
    statement.
  • Will include Worship, Fellowship, Teaching and
    Mission.

20
2. Clarity of Values, Purpose and Vision.
  • Worship vital and nurturing
  • Fellowship inclusive of all
  • Teaching the Bible related to life
  • Mission focus beyond ourselves both local
    and global

21
2. Clarity of Values, Purpose and Vision.
  • Vision What kind of church would we like to
    be?
  • Moving into a preferred future.
  • Bringing your purpose into reality.
  • Have strategies in place.

22
Strategic Planning
E V A L U A T I O N
THEN
HOW?
Values
NOW
Our Church
Our Mission
Our Community
Gods purpose for the church
23
3. Empowering Leadership
  • A relationship of influence a transforming
    relationship in which the leader invests in the
    growth and development of the followers,
    empowering them to become what God has gifted
    them to be.
  • Relational Leadership Walter Wright pg 44

24
Characteristics
  • Godly
  • Self aware
  • Integrity
  • Trustworthy
  • Lover of people
  • Teachable
  • Personable communication skills

25
4. Structures appropriate to size and purpose
  • Everything, including structure goes back to
    purpose.

26
4. Structures appropriate to size and purpose
  • Everything, including structure goes back to
    purpose.
  • As Baptists we are pragmatic in what structure we
    use eg pastor/deacons pastor, elders/deacons
    pastor, servant leaders, ministry team leaders,
    etc

27
4. Structures appropriate to size and purpose
  • Everything, including structure goes back to
    purpose.
  • As Baptists we are pragmatic in what structure we
    use eg pastor/deacons pastor, elders/deacons
    pastor, servant leaders, ministry team leaders,
    etc.
  • Clarity of responsibility, authority and
    accountability.

28
UNFULFILLED EXPECTATIONS
Anxiety / Insecurity
Anger / Frustration
Blocked
Unclear
EXPECTATIONS
Lost
Failure
Shame / Powerlessness
Hurt / Sadness
29
Family Church
Patriarch
  • Minister is called in for preaching and pastoral
    care followed by leadership.

Clergy
  • Leadership from resident lay leaders - matriarchs
    and/or patriarchs

Up to 50/70 worshippers
30
Family Church
Patriarch
  • Due the increase in numbers the leadership
    structure tends to change to ...

70 - 150 worshippers
31
Pastoral Church
  • A leadership circle where the pastor needs to
  • delegate
  • work with leadership and
  • communicate to the whole
  • Feeling of congregational oneness - we know each
    other!

70 - 150 worshippers
32
Pastoral Church
  • Spiritual needs met by personal relationship with
    seminary trained pastor - direct access.
  • Previously informal leaders begin to find
    themselves toward the edges
  • When growth occurs, any additional staff tend
    to remove the pastor a little bit more from the
    people and changes the pastors role.

70 - 150 worshippers
33
Pastoral Church
Because
  • Burn out is common in this sized church
  • If the church still continues to grow the
    transition from the Pastoral Church to the next
    is the most difficult transition to make

People lose direct contact with pastor and The
larger size of the church loses its Family/Small
Church feel
70 - 150 worshippers
34
Program Church
  • This size church needs more structure things
    dont just happen.
  • Ministry through quality programs, cells or small
    groups, led by laity.

150 - 350 worshippers
35
Program Church
  • Pastor steps back from ministry to everyone he
    plans, coordinates, supports lay leaders who now
    form the front line he now gives high priority
    to the spiritual and pastoral needs of the
    leaders.

150 - 350 worshippers
  • There must be consensus pastoral strength at the
    centre of consensus.

___________________ Consensus (n.) general or
widespread agreement.
36
Corporate Church
  • The church that starts to get numbers exceeding
    350 worshippers needs to consider a further
    change in structure

Over 350 worshippers
37
Corporate Church
Head of Staff
  • Increased variety and high quality in programs
    run by the church.
  • The Senior pastor will need to act as the Head of
    Staff with a number of Associate/Assistant
    pastors working under his support

Associates/Assistants
Over 350 worshippers
38
5. Manage Conflict Well.
39
Conflict Management Process
Promote a Christ-like lifestyle
Engender Hope
Develop a climate of trust
Develop healthy processes
Bring conflict into the open
40
Six Rules for a Fair Fight
  • Agree that its OK to differ
  • Will work at agreement
  • Play Fair
  • Work out best forum to deal with issue
  • No Inappropriate behaviour

41
What things are Not allowed in any Conflict in
Our Church?
  • Building coalitions
  • Mind reading (attributing evil motives)
  • Guilt inducing
  • Rejection discrediting another
  • Refusal to be involved in its resolution
  • Name calling

42
Six Rules for a Fair Fight
  • Agree that its OK to differ
  • Will work at agreement
  • Play Fair
  • Work out best forum to deal with issue
  • No Inappropriate behaviour
  • Up front with accusations and names

43
6. Flexible and Creative
  • Mood and Tone
  • - energy cf depressive
  • - spontaneous cf stuck

44
6. Flexible and Creative
  • Mood and Tone
  • Focus on health and not disease

45
6. Flexible and Creative
  • Mood and Tone
  • Focus on health and not disease
  • Aim at maturity

46
  • But to each one of us grace has been given as
    Christ apportioned it. It was he who gaveto
    prepare Gods people for works of service, so
    that the body of Christ may be built up until we
    all reach unity in the faith and in the knowledge
    of the Son of God and become mature, attaining to
    the whole measure of the fullness of Christ. Eph
    47, 12-16
About PowerShow.com