1. 224 - Strategic Leadership
Learning Outcomes
The student who successfully
completes this course will be able to:
1.! Explain how a vision is born.
2.! Explain the role of faith in vision
casting.
3.! Explain how to go public with
one’s vision.
4.! Explain the power of vision.
2. 5.! Explain the price of vision.
6.! Explain the need for
perseverance.
7.! Explain the need or courage.
8.! Describe the preparation for
strategic planning.
9.! Describe the process of
strategic planning.
3. Section 14 -Discovering Core
Values
7. Going Public, Part 1
8. Going Public, Part 2
Create summary of one of these
chapters
Study chapter 4 in ASP,
Study chapters 7-8 in
Visioneering.
Print an article on vision and
strategic leadership to share
with your learning team:
10. Malphurs suggests churches have a
congregational or corporate soul -
this idea is a leadership concept and
embraces the church’s unique values -
soul is not used here theologically.
This chapter is about tapping into the
church’s soul at its deepest level -
something which is done well by
successful congregations.
Previously we have determined if the
church is ready to set sail - now is the
time to set the course. Will Mancini
calls the the church’s vision path
11. The process goes like this:
Values discovery
Mission and vision
development
The crafting of a
strategy (addressing your
ministry community, disciple
making process, ministry
team, location and facilities,
and finance)
12. These steps form an onboard
compass - and develops something
unique for your situation and
community, it does not clone other
churches ideas.
This section asks the question:
Why do we do what we do?
It taps into your ministries heart
and soul - that is, the core values
that undergird all you do - these
explain who you are, your identity -
the DNA of your church, the
foundation upon which your
mission and vision will be built.
13. This acts like a GPS - tells you
where you are now - and then
helps you to prepare for the future.
According to Malphurs the core
values of the Jerusalem
church were,
1. We value Bible doctrine 2:42, 43
2. We value fellowship 2:42, 44-46
3. We value praise and worship
2:42, 47
4. We value evangelism 2:40-41, 47
14. “perhaps more than at any previous
time, an organisation must know what
it stands for and on what principles it
will operate. No longer is values based
organisational behaviour an interesting
philosophical choice - it is a requisite
for survival”
Blanchard et al
“The most important single element of
any corporate, congregational or
denominational culture...is the value
system”
Lyle Schaller
15. This chapter will define core
values and help you discover
and communicate chruch
values.
The process of strategic
planning
Values discovery
Mission development
Vision development
Strategy development
16. The importance of values
Personal values speak of what is
most important in a persons life -
congregational values do the same
for a church. Malphurs suggests 9
reasons they are important.
17. Nine Reasons Why Values Are Important
1. Determine ministry distinctives
2. Dictate personal involvement
3. Communicate what is important
4. Embrace good change
5. Influence overall behavior
6. Inspire people to action
7. Enhance credible leadership
8. Contribute to ministry success
9. Determine ministry mission and vision
18. 1. Determine ministry distinctives
Each church is unique - style, people,
etc. all add to the culture of it
Two examples follow - these are
used as they were easy to find and
cut and paste from the internet! But
they do give a good idea of what this
means.
You learn a lot about a church before
going into a building by reading their
values - it also means you need care
in not simply duplicating what others
do but really find out what you are
about.
19. Willow Creek exists to turn
irreligious people into fully
devoted followers of Jesus Christ.
Ten core values bring clarity to the things that
matter most at Willow. They guide how we
achieve our mission, influencing major
leadership decisions as well as everyday
ministry plans. They even help us navigate
staffing and budget issues. In short, they keep us
focused on the unique call God has given us as
a local church.
http://www.willowcreek.org/beliefs
20. We believe anointed teaching is the catalyst for
transformation in individuals’ lives and in the church.
This includes the concept of teaching for life change
(Romans 12:7; 2 Timothy 3:16–17; James 1:23–25).
We believe lost people matter to God, and
therefore, they matter to the church. This includes
the concepts of relational evangelism and evangelism
as a process (Luke 5:30–32; Luke 15; Matthew
18:14).
We believe the church should be culturally relevant
while remaining doctrinally pure. This includes the
concept of sensitively relating to our culture through
our facility, printed materials, and use of the arts (1
Corinthians 9:19–23).
21. We believe Christ followers should manifest
authenticity and yearn for continuous growth. This
includes the concepts of personal authenticity,
character, and wholeness (Ephesians 4:25–26, 32;
Hebrews 12:1; Philippians 1:6).
We believe a church should operate as a unified
community of servants, with men and women
stewarding their spiritual gifts.This includes the
concepts of unity, servanthood, spiritual gifts, and
ministry callings (1 Corinthians 12 and 14; Romans
12; Ephesians 4; Psalm 133:1).
22. We believe loving relationships should permeate
every aspect of church life. This includes the
concepts of love-driven ministry, ministry
accomplished in teams, and relationship building (1
Corinthians 13; Nehemiah 3; Luke 10:1; John 13:34–
35).
We believe life-change happens best in community.
This includes the concepts of discipleship,
vulnerability, and accountability (Luke 6:12–13; Acts
2:44–47).
We believe excellence honors God and inspires
people. This includes the concepts of evaluation,
critical review, intensity, and excellence (Colossians
3:17; Malachi 1:6–14; Proverbs 27:17).
23. We believe churches should be led by men and
women with God-given leadership gifts. This includes
the concepts of empowerment, servant leadership,
strategic focus, and intentionality (Nehemiah 1–2;
Romans 12:8; Acts 6:2–5).
We believe the pursuit of full devotion to Christ and
His cause is normal for every believer. This includes
the concepts of stewardship, servanthood,
downward mobility, and the pursuit of kingdom goals
(1 Kings 11:4; Philippians 2:1–11; 2 Corinthians 8:7).
24. Fellowship Bible Church Dallas:
Values
http://www.fellowshipdallas.org/about/our-values/
MISSION - Our mission is to lead people in a
growing relationship with Jesus Christ.
VISION - The Vision of Fellowship Dallas is to
be a midtown Dallas church of grace-filled
people empowered for community
transformation and new church formation so
that the Gospel is faithfully transferred from
person to person and generation to generation.
25. Our Values
In all that we do, we at Fellowship Dallas seek to
faithfully pursue the following core values:
Dependence on God through Worship and
Prayer
We worship and pray to God in recognition of His
holiness and supremacy and as confession of our
humanity and need, and He rewards us with a
deeper knowledge and experience of Himself. Mark
14:3-9; John 4:23-24; 1 Thessalonians 5:16-18
26. Culture of Grace
We extend to all people the unmerited love,
acceptance and forgiveness that we ourselves have
received from God through the crucifixion and
resurrection of Jesus Christ. Ephesians 1:2-10;
2:1-10
Biblical Truth
We learn and live by the timeless standard of God's
inspired Word, making it the lens through which we
view our relationships, circumstances and decisions.
2 Timothy 3:16; Hebrews 4:12; Colossians 1:28
27. Authentic Community
We pursue honest, caring and encouraging
relationships that follow the model set for us by the
Trinity, and that lead to maturity in Christ for all.
John 13:34-35; Ephesians 4:2-16; Romans 12:3-8
Missional Living
We go out and actively share God's love, grace and
truth with those in our spheres of influence, in our
community and in the world, just as Jesus went out
from the Father to save the world. Matthew
28:19-20; 1 Corinthians 9:19-23; 1 Peter 3:15-16
28. Leaving a Legacy
We sustain the Christian faith and prepare future
leaders by the intentional transfer of the gospel and
all biblical truth, knowledge and wisdom from person
to person and generation to generation. Romans
15:14; Ephesians 6:4; 1 Timothy 1:18; 2 Timothy 2:2
29. 2. Dictate personal involvement
In marriage you look for a person
with the same, or similar, personal
values - do the same in looking for
a church. A new pastor would
want to know these values before
considering a position at a church
- if the two do not agree a
“divorce” will quickly ensue.
Incidentally: if you plant a church
then usually the planters values
become the church’s.
30. 3. Communicate what is
important
They state, “This is what
really matters, this is what
we care about”
We see this in the
Jerusalem church in Acts
2:42ff
Malphurs asks this question
of any pastor who is
looking to move on from
their current position...
31. 3. Communicate what is
important
They state, “This is what
“Does your
really matters, this isyou
position force what
we care about”
to compromise,
We see this in the
deny, or abandon
Jerusalem church in Acts
your fundamental
2:42ff
ministry values?”
Malphurs asks this question
If yes, it is probablyis
of any pastor who time to
leave - ifto move it some
looking no, give on from
morecurrent position...
their time.
32. 3. Communicate what is
important
“Does your
position force you
to compromise,
deny, or abandon
your fundamental
ministry values?”
If yes, it is probably time to
leave - if no, give it some
more time.
33. 4. Embrace good change
Change is happening - all
over the world, in India, and
even in North East India! The
church is not exempt from
its effects. Core values
reflect core beliefs and help
you to know if change is
good and acceptable or bad.
Does it align with what we
believe or contradict /
oppose them?
34. 5. Influence overall behavior
A church’s values are ministry
shaping, what Malphurs calls the
values impact. They impact each
decision and how we act as a
result of it - they have produced
our attitudes, our decisions, goals,
priorities, problem solving,
spending etc.
In Acts 6:1-7 the church faced a
possible split over discrimination -
time was not taken by leaders to
do the job but to delegate it whilst
they did what God called them to.
35. 6. Inspire people to action
Beliefs motivate people to
ministry, to action. Beliefs
energise all people. We
might talk of the need for
evangelism - if someone
does not believe it they
will do nothing. To get real
action they have to believe
something at a deep level.
36. 7. Enhance credible leadership
Good leadership is essential to
good organisations - and good
leadership is driven by good
values - your values determine
where you are going, and what
you are, as a leader.Your lifestyle
is then a model of those values.
If your life contradicts those
values then you will lose
credibility.
37. 8. Contribute to ministry success
To experience success you need
to stick to a certain set of beliefs
- these are the foundation for all
of your policies and actions.
Understanding and living out
these core values makes
“success” possible - in fact they
are more effective than technical
skill or ability. Values make
people work harder and longer -
they unite you in a common
cause and impact people around
you.
38. 9. Determine ministry mission
and vision
The mission is what the church is
meant to be doing - the vision is
what that looks like.
The mission is a statement of the
church’s direction - the vision is a
snapshot of the same.
The first tells us where we are
going, the second shows us where
we are going. Both parts are vital
and are located with values at
their heart and soul.
39. Of all that makes up a
congregations heart and soul
values are probably the most
important aspect. This is
because values are
foundational to mission and
vision, the y influence these
things powerfully. We might say
we will fulfill the Great
Commission - but if we don
not value evangelism there is
no chance - we will actually
have another mission.
40. The definition of values
Core values are the constant,
passionate, biblical core beliefs that
drive the ministry.
Constant
Value hang on tightly - they hold
things together even in times of
change - and can take 3-8 years to
change.Values do change - but not
easily or readily. This is good as they
dictate behaviour - and if they change
it can create uncertainty. Bad as some
needs need to change but they don’t.
41. Passionate
What you feel and care
deeply about - values touch
the heart and soul of the
church and produce emotions
- not only what you believe
but how (emotionally) you
believe it.Values you feel most
passionately about are the
ones that are most powerful
in shaping what you do.
People will be drawn to
similar values on this
emotional level.
42. Biblical
Most values of a ministry are
found in the Bible. We might
find many things in our
ministry that are not in the
Bible, computers, ac, cars.
Some values are not in the
Bible but do not contradict
the Bible.
43. Values are Core Beliefs
Are beliefs and values synonymous?
A belief is a conviction or opinion
you hold to be true based on
limited evidence. It is not, by
definition, a fact. A fact is a
conviction held by a number of
people based on significant and
extensive evidence. The doctrines
held by a church are usually facts
based on scripture.Values are
beliefs. Hence a value statement
and faith statement will be
different.
44. Values are Core Beliefs
Are beliefs and values synonymous?
A belief is a conviction or opinion
you hold to be true based on
A church needs It is not, by
limited evidence.to discover its
core values fact. A fact Malphurs
definition, a or beliefs - is a
suggests there by a number of
conviction heldare usually between
4 and 11 - he uses the storyboard
people based on significant and
technique to help a church find out
extensive evidence. The doctrines
what these are.
held by a church are usually facts
based on scripture.Values are
beliefs. Hence a value statement
and faith statement will be
different.
45. Values drive the ministry
Churches are on a journey and the
destination is their mission and
vision. Mission determines the port
and vision is a picture of what it
will look like when it gets to that
port.
Malphurs notes that many
churches have not thought through
and described this process as he
describes it.
If a church is off course the values
are not aligned with mission and
vision - the values will be taking
you somewhere, it is just not
where you think you are going.
46. Further definitions - just to help
you more!
Functions not forms
Values are functions (timeless)
not forms of doing things which
are timely - fellowship might be a
function, how you do that is time
dependent, a small group might
be good now but this could
change.
47. Values explain why you do what you do
You have the small group in order to create
community
Ends, not means to ends
Small group meetings are a means to an end not the
end itself - the end (value) might well be fellowship or
community.
48. Kinds of values
7 kinds that exist in tension
Conscious versus
Unconscious
Most church members are not
aware of the church’s values -
they exist for them at an
unconscious level. Church
leaders should make these
conscious through the
discovery process. Knowing
the values then helps people
answer the question, “Why are
we doing what we do?”
49. Shared versus Unshared
Shared lead to a common cause -
unshared away from it. In effect
shared values are the key unlocking
the door of a common cause. When
leaders and the people share values
they will accomplish their mission.
50. Personal versus
Organizational
People and organisations both have
values - when you look for a new
church you use your own values in
deciding if you want to go. Dynamic
churches usually have people with
the same values - struggling churches
have the opposite.
If the values of the staff are the same
as those of the senior pastor then
commitment is greater, positive
attitude, greater job satisfaction -
and of course, the opposite is true.
51. Actual versus
Aspirational
Actual values you practice
each day - aspirational might
be ones we “like” but don’t
do - e.g. Evangelism when no
one has seen a person born
again in years. Aspirational
are not bad - they simply
have to be acknowledged as
such, and then moved into -
they tell us what we want to
become.
52. Single versus Multiple
Usually one value towers over all
others - Malphurs calls this the
unifying value - it unifies the church
and communicates its central
thrust, it dictates the pastors role,
and that of the people.
The table over the page shows this.
There is a danger if one single value
dominates that the church becomes
a niche church and is biblically
imbalanced.Values should be held in
balance.
53.
54. Corporate versus
Departmental
The church has corporate
values - and each department
will have their own values too
- these usually are in line with
the broad church’s values
Good versus Bad
Bad - valuing men above
women, rich over poor, old
over young, etc.
55. The discovery of core values
Who discovers the
core values?
This is the job of the SLT.
The whole church might
be involved in the process
if the church is small - if
not it is good to get
people involved in giving
feedback on what the SLT
think.
56. Whose values are discovered?
Congregational values reflect
personal values - so you need to look
at both.
Personal organisational values
Core beliefs of the people who are
the church. 3 levels;
1. The typical attender - will
determine if they are happy at the
church
2. The staff - determine if they will
stay, and how effective they will be in
working.
3. The church board -
57. Malphurs suggests it is vital
for people moving into
ministry to identify their
own values - this also then
helps them see if they are a
compatible match with
churches / ministries etc.
58. Corporate
organisational values
Malphurs suggests these are
discovered as they are
within the people - you do
not impose them on people,
a leader helps people to
identify them. These are the
church’s gut level values.
It is possible to change
values - but as noted earlier
this can be a long process.
59. How are values discovered?
Discussion - obvious really
Study
You might look at the statements
form other churches here -
sometimes things leap off the
page as something you identify
with.
The core values audit
See on following pages - and at
this link:
http://enrichmentjournal.ag.org/
201001/201001_056_Core_Values_sb.cfm
60. Directions: Using the scale below, circle the number
that best expresses to what extent the following
values are important to your church (actual values).
Work your way through the list quickly, going with
your first impression.
1 = not important
2 = somewhat important
3 = important
4 = most important
1. Preaching and teaching Scripture:
Communicating God’s Word to people.
2. Family: People immediately related to one
another by marriage or birth.
3. Bible Knowledge: A familiarity with the truths of
the Scriptures.
61. 4. World missions: Spreading the gospel around
the globe.
5. Community: Caring about and addressing the
needs of others.
6. Encouragement: Giving hope to people who need
hope.
7. Giving: Providing a portion of one’s finances to
support the ministry.
8. Fellowship: Relating to and enjoying one another.
9. Leadership: A person’s ability to influence others
to pursue God’s mission for the organization.
10. Cultural relevance: Communicating truth in a
way that people who are not like us understand it.
11. Prayer: Communicating with God.
62. 12. Excellence: Maintaining the highest ministry
standards that bring glory to God.
13. Evangelism: Telling others the good news
about Christ.
14. Team ministry: A group of people ministering
together.
15. Creativity: Coming up with new ideas and
ways of doing ministry.
16. Worship: Attributing worth to God.
17. Status quo: A preference for the way things
are now.
18. Cooperation: The act of working together in
the service of the Savior.
63. 19. Lost people: People who are nonChristian and
may not attend church (unchurched).
20. Mobilized laity: Christians who are actively
serving in the ministries of the church.
21. Tradition: The customary ways or the tried
and true.
22. Obedience: A willingness to do what God or
others ask.
23. Innovation: Making changes that promote
the ministry as it serves Christ.
24. Initiative: The willingness to take the first
step or make the first move in a ministry situation.
25. Other values:
64. Unique to the church values
Ask yourself the following
questions:
What is unique about our church?
What makes it different to other
churches locally?
Why would people choose to
come to your church and not to
others?
Storyboarding discussed
previously
The church’s budget
You put aside or allocate funds to
what you value
65. Now it is useful to assess if
your values are inward or
outward focussed - those
churches with more inward
focussed values tend towards
plateauing and dying.
Malphurs notes that for a
church to maintain
evangelism as a core
value takes 3 times as
much energy as for any
other value.
66. Determining
aspirational values
Malphurs suggests two of
these might be added to
your core values - possibly
look at other healthy,
biblically functioning
churches and ask what is
missing - Acts 2:42-47 is
suggested as the best
biblical paradigm.
Aspirational values will also
direct you to a new stage of
mission.
67. The development of the core values
statement
This is how we formulate a
statement for the whole
congregation expressing the
values.
Preparation
- decide the lead person in
drafting (usually senior pastor),
others help to draft and edit
- why are we writing this? It gives
the values authority, brings clarity
and communicates them well.
68. The process of
developing the credo
(statement)
Step 1 - determine if it
is a value or a form
Core values are constant,
passionate, biblical core beliefs
that drive the ministry. Ask: Is
the item an end or a means to
an end? Asking “why are we
doing this?” determines the
value.
69. Step 2 - determine the number of
values
The storyboarding helps with this - usually it is
5-10 - Malphurs says less is more and suggests 6 is
the best number.
Step 3- decide on a credo format
Keep the statements simple, clear, straightforward
and powerful - use Bible references and make
application. Look at some examples online to get
more help.
Step 4 - test the credo format
Check out the format - is it clear, attractive, does it
include too many values
70. Communicating the core values
Everyone involved in the
ministry should be
involved in this process -
start with SLT and pastor
and work it on through.
The ways to
communicate values are
limited only by your
creativity.
74. Kinds of Values
Conscious versus Unconscious
Shared versus Unshared
Personal versus Organizational
Actual versus Aspirational
Single versus Multiple
Corporate versus Departmental
Good versus Bad
75. How to Discover Your Values
Discuss the importance and definition of values.
Study other churches’ credos.
Do a Core Values Audit.
Identify any single, driving values.
Identify any unique-to-the-church values.
Conduct a storyboarding session.
Review the church’s budget.
76. Determining Actual Values
Value Form
Biblical
Example Small Group
Community
Purpose End Means to an end
Answers Why? What?
