Some ABC’s of Modern Ministry

What are people, especially younger generations, looking for?

Authenticity, Not Hype – In all things, the church should strive to be genuine – to be real.

Balance, Not Burnout – For a world running on empty, where teenagers use Day-Timers, the church should be a place of balance.

Connections & Community – A place to belong.

Disciples, Not Decisions – Recognize the different stages of faith development. (Making a one-time decision for Christ is not enough. Christianity is a lifetime walk not a one-time decision. Once the decision has been made, training for growth must begin. How many “saved” are still in the church growing six months or more down the road?)

10 Qualities Of A Potential Leader

1. Positiveness: The ability to work with and see people and situations in a positive way.
2. Servanthood: The willingness to submit, play team ball and follow the leader.
3. Growth Potential: A hunger for personal growth and development; the ability to keep growing as the job expands.
4. Follow-Through: The determination to get the job done completely and with consistency.
5. Loyalty: The willingness to always put the leader and the organization above personal desires.

Guard The Gates - Part 5

I hope that this little series has been provoking to your thinking. I hope that the ministers who are reading will delve into Bunyan’s The Holy War and discover that there are some fantastic sermon nuggets and Bible study thoughts that can be derived from it. Before progressing along with the Ear-Gate analogy, I think that giving a setting of what took place after the capture of Mansoul can contribute to the interest factor of this allegory.

Chapter 2 gives the description of the actions taken by Diabolus after Mansoul had been taken down. Immediately Diabolus instructs Mr. No-Truth to deface the large image of King Shaddai that was prominently located in the city. Additionally, he instructs Mr. No-Truth to go and create a similar image of Diabolus as a replacement for the citizens of Mansoul to have to come into contact with as they move about the city in their business dealings.

Diabolus is very focused on changing the nature of the city and that plot leads him to take all of the laws, statutes, morals, and principles that had been established by King Shaddai and destroy them. His whole purpose is to turn Mansoul into an absolute brute. His two primary henchmen in accomplishing this are Mr. No-Truth and Lord Willbewill. What a play on words that Bunyan uses in this allegory! He seeks to tear down truth and in doing this he lets the citizens be run entirely by the whims of their own selfish will.

Diabolus also knows that the city council has to be replaced with suitable men who will continue to contribute to the demise of the town. His new mayor is Lord Lustings, who has no eyes or ears, and is completely run by the beastly impulses that move within his sorry soul. His secretary is Forget-Good who cannot remember anything that is good and is solely run by mischief and does everything he can hurt people in whatever capacity that he can. The remaining men who sit on this troubled council are Mr. Incredulity (Skepticism), Mr. Haughty, Mr. Swearing, Mr. Whoring, Mr. Hard-Heart, Mr. Pitiless (Ruthless), Mr. Fury, Mr. No-Truth, Mr. Stand-to-Lies, Mr. False-Peace, Mr. Drunkenness, Mr. Cheating, and Mr. Atheism. As you can see these men have the ability to greatly harm any positive direction that Mansoul might have in recovery.

Now we come to the Ear-Gate, which was one of the primary ways that Diabolus managed to get into Mansoul to capture it. After its fall, Emmanuel determines that He is going to rescue the city from Diabolus and his unholy hordes. To do this, He will have to go into the same gates that Diabolus compromised at the beginning. He understands that the chief way to accomplish this task is to go through the Ear-Gate. As the story unfolds, Bunyan particularly enforces the idea that the voice of the preacher is what attacks the Ear-Gate. Again, you have to appreciate the names of the characters that Bunyan uses in his allegory.

How Do You Demonstrate Leadership?

Fundamental principles underlie the thinking and conduct of all true leaders, and these principles are even sharply defined for leaders within the kingdom of God. From time to time those whom the Lord has chosen for leadership need to examine themselves in the mirror of thought- provoking maxims. These proverbs are designed to help Christian leaders move forward in administrative excellence.

Responsible leaders do not make irresponsible statements.

A godly leader speaks out of the presence of God.

A humble leader never makes light of eternal truths, but esteems them with reverence.

A wise leader resolves conflicts peacefully, not forcefully.

An enduring leader withstands insult without anger.

A wholesome leader is characterized by tolerance, which saves him from hasty decisions in crisis, and retaliations in the face of contrariness.

The good leader attempts to make friends, not enemies.

Dealing harshly with opponents causes more aggravation and hostility. A polite leader uses gentleness and kindness.

What is Momentum?

Momentum is defined as “mass in motion.” All objects have mass; therefore, if an object of mass is moving, then it has momentum.

The amount of momentum an object has depends on two things:

1. The weight of the object that is moving.

2. The speed of the object that is moving.

In terms of an equation, the momentum of an object is equal to the mass of the object times the speed or velocity of the object.

Momentum can also be measured by its direction. This is called linear momentum because now it has direction as well as magnitude.

Momentum occurs when a force that is greater than the resistance to the object is applied.

Momentum is a conserved quantity, meaning that the total momentum of any closed system (one not affected by outside forces) cannot change. Here on Earth, gravity is the outside force that comes to mind for most of us. Gravity is the force that gives weight to objects and mass on Earth. The Earth's mass creates a gravitational pull on all objects near its surface. Anything on or near the surface of the Earth such as planes, trains, and automobiles, must use a force that is greater than gravity for them to begin to move, and to keep moving. Once they are moving, they have created their own momentum. In order to sustain this momentum, the forces that started that momentum must continue to operate, or momentum will decrease and eventually stop.

Momentum is a force more powerful than we realize and it greatly affects our lives. Yet, it’s not something that we consciously ponder or try to figure out.

As we address momentum in ministry, remember that it always takes an outside force for momentum to start, maintain, and to stop!

In these lessons, we will address and discuss the outside forces that constantly threaten the continuance of momentum in the Church.

The Force of Momentum

Momentum is a powerful force. Just as momentum works in the natural world, momentum works in our ministries and spiritual lives.

Yet, it is rarely talked about.

· The loss of momentum takes place in churches daily all around the world.

· This loss causes untold disappointment and frustration.

· A minister with great passion and vision will experience only so many disappointments and frustrations before they give in to discouragement, even doubting themselves and their calling.

Storm the Gates - Part 4

John Bunyan’s book The Holy War describes the capture and re-taking of Mansoul. The gates were taken advantage of by Diabolus and his armies because they were not guarded properly. When King Shaddai decided that he was going to gain control of it again, he chose to assault the gates also. The Eye Gate and the Ear Gate were the primary ways of going back into the city. So he determined that he would have his best men to attack the Ear Gate. It literally shook while these men assaulted it. While the allegory is best understood as preaching that is being used to reason with the Ear Gate, Bunyan does an excellent job in describing the ways that it falls back to the control of King Shaddai.

The first to assault the Ear Gate was Captain Boanerges and his first assistant, Mr. Thunder. The second man to assault the gate was Captain Conviction and his first assistant, Mr. Sorrow. The third man sent in is Captain Judgment and Mr. Terror. Obviously Bunyan is describing the most effective tones of evangelistic preaching. Although all of these techniques, authority, passion, conviction, godly sorrow, judgment, and a fear of the judgment awaiting every man, it appears that much of this kind of preaching has fallen by the wayside.

Captain Judgment and Mr. Terror (knowing the terror of the Lord, we persuade men; 2 Cor. 5:11) are dressed in red uniforms with an insignia of a burning furnace. When he stepped up to speak immediately after Captain Conviction, his words rang out.

‘O ye, the inhabitants of the town of Mansoul, that have lived so long in rebellion and acts of treason against the King Shaddai, know that we come not today to this place, in this manner, with our message of our own minds, or to revenge our own quarrel; it is the King, my Master, that hath sent us to reduce you to your obedience to him; the which if you refuse in a peaceable way to yield, we have commission to compel you thereto. And never think of yourselves, nor yet suffer the tyrant Diabolus to persuade you to think, that our King, by his power, is not able to bring you down, and to lay you under his feet; for he is the former of all things, and if he touches the mountains, they smoke. Nor will the gate of the King’s clemency stand always open; for the day that shall burn like an oven is before him; yea, it hasteth greatly, it slumbereth not.

Touches From God

Orphanages were already an important part of the everyday social landscape in the United States 100 years ago. As shocking as it may sound, statistics validate that 99 out of 100 babies in orphanages died before reaching the age of seven months!

The institutions themselves were not the problem. They had adequate food, clean environments, and modern antiseptic procedures. Everything to give these unwanted or otherwise orphaned children a safe and secure environment was in place, and yet 99% of the infants died within months after birth. These babies were given a healthy chance at life and yet they died anyway. The cause of these deaths was an illusive mystery for many years.

Research studies have long since revealed that these babies did not die from malnutrition or infectious diseases, but instead they wasted away in a human condition known as “marasmus”.

Marasmus claimed these countless little lives in spite of clean and sterile environments and adequate food, shelter and clothing. Marasmus can be caused by the deprivation of human touch. Babies without adequate human touch can simply waste away and die regardless of their surroundings and environment.

When babies suffering from marasmus receive physical nurturing while being fed their formula the marasmus reverses. They begin to gain weight and thrive. Human touch is vital for survival in the very young.

The System Was Changed

Although it is tragic that countless infants died from marasmus’ deadly consequences resulting from the absence of human touch, it fostered change. Today’s infants that are isolated in sterile environments are taken into the hands of caregivers who give them loving touch therapy three times a day for fifteen minutes. Taking these infants out of their cribs and holding and rocking them by volunteers has reversed the mortality rate. Research has validated that the infants receiving this personal touch grow faster, gain more weight, and leave the facility sooner that other untouched infants do.

The infants are not the only beneficiaries of this “touching” time. Those who volunteer as caregivers or “grandparents” to hold, rock, touch and massage these infants also experience measurable benefits. They reduce their coffee and caffeine intake and make less frequent visits to their doctor. They experience a reduction in anxiety levels, fewer symptoms of depression, and improved self-esteem.

Touch is powerful. When skin touches skin magical consequences occur. Human touch and contact is directly linked to every aspect of health and well-being.

Where Touch Begins

The sensation of touch actually begins in the womb.

The human skin is derived from the same cells as the nervous system and is a perfect instrument for collecting information about our surrounding environment long before birth. A fetus will withdraw from the touch of a probe at less than 8 weeks of gestation, showing that the link between touch and survival is one of the first and most important protective mechanisms to develop.

Developing A Growing Church

Pastor Ray Johnson of the Denham Springs Pentecostal Church shares the characteristics of a growing church.

1. There are specific, reasonable and attainable growth goals that have been developed. A pastor must see, believe it and work for it!
   
2. There is powerful Bible-based preaching and teaching, anointed singing, vibrant worship, fervent praying, and generous giving.
   
3. There is consistent visitation and follow-up on visitors.
   
4. The pastor recognizes and releases the gifts and callings among the congregation. These gifts include the gifts of teachers, helpers, prophecy, exhortation, ruling, etc.
   
5. The organization, coordination, and emphasis of the basic departments - Sunday School, Youth, Outreach, Music, New Convert Care - is always on soul-winning and discipleship.

10 Tips For Leading Change

1. Define and understand your own reaction to change in order to compare it to the reactions of others.

Even the happiest of changes may cause a feeling of loss for what existed before. As a leader, perhaps you see that the change will save the company, enhance the product, diminish costs, or make the organization more competitive. But what will occur that is outside your own comfort zone? To be a leader of change, you must identify how the change will impact your own personal situation. What stresses will you experience that you will either consciously or unconsciously pass on to others? Will you also fear for the future of your job or your department? Will you survive, but see many of your colleagues go? Will you have to learn a new skill or move to a new location? Only if you take the time to specifically define your own reaction to change can you put yourself in the shoes of those you lead who will have their own reactions, fears, and behavioral fallout.

2. Involve those people who will be affected by change in both the planning and implementation process.

When change is dictated, resistance is the automatic response to the stimulus. Leaders are able to gain much more cooperation when they invite others to join the plan. Include them in figuring out how to implement change, even when they are obvious in their opposition. Co-opting the opposition is the best way to get their buy-in. Leaders may even end up with some better ideas for making the change work.

3. Communicate the vision so others can understand and buy in to the change.

The benefit of the end state must become the driving force to persuade employees to work through the agony of change. There must be something better waiting, and it must be visible throughout the pain. Often leaders have a vision that makes great sense. However, this bright future may not be shared beyond the inner circle. Failing to understand, employees feel uncertain as to why they must change and where they are going. Uncertainty itself can be more painful than change.

4. Share all possible information about change with the widest audience possible. When you think you have spread the word, start over.

In the midst of change, the best advice is, "Communicate, communicate, communicate.' Unless information is proprietary or may be helpful to the competition and harmful to the organization's success, it should be shared widely. lf employees understand why actions are taken, what is expected, and how the change will lead through the steps toward the vision, they are much more likely to come along on the journey. When employees do not have information, they are more likely to resist or even sabotage change efforts that appear to threaten their stability and security. When Lockheed and Martin Marietta began the merger process, the leaders of both organizations traveled to every major site and talked directly to employees. The message was carried in videotapes, written documents, and personally by leaders at all levels.

5. Explain the impact of change on individuals more than on the organization.

When the status of one's job is in danger, an employee really doesn't care about organizational success. At a time when GE was downsizing, employees were attending training programs at the same time that they were wondering whether their desks would still be there when they returned to their offices. Corporate leadership was talking about the need to slim down for future financial success, but employees were used to a culture in which they were GE employees for life. Productivity was significantly degraded while employees wondered about the personal impact, not the organizational impact, of the change.