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Should your Church Start New Campuses or Plant New Churches?

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“Multi” doesn’t mean “Mega” anymore. According to a study conducted by Leadership Network there are more than 8,000 multisite churches across America and more than 1,600 megachurches (churches of more than 2,000 people in weekly attendance). While both are growing, the multisite church movement has outpaced the megachurch movement in America. What was once seen only as a Band-Aid solution for space issues at megachurches has become a vehicle for growth in local churches of all kinds and all sizes (the average size that a church goes multisite is around 850).

But multisite is not the only way to reach new people. Church planting has been a time-tested strategy to reach new people in new cultural contexts. Church planting works best to reach people who are culturally and/or demographically different than us, where a different approach than the way we do church would be the most effective. Starting new multisite campuses on the other hand works best for people who are geographically closer, and both culturally and demographically similar to us where the same approach to the way we do church would be the most effective. In other words, it’s not one or the other, it’s both-and. It’s about what approach is going to be the most effective in reaching people with the Gospel. However, there are some significant differences between adopting a planting or a multisite model.

Location

Unless a new church plant is specifically designed to reach a different demographic in a current community, church plants typically take place outside of a 30-minute drive time radius of the sending church. New multisite campuses are typically launched within a 15-30-minute drive time of the sending church.

Leadership

The prototypical Church Planter is entrepreneurial, has a unique culture they are building, a specific vision they are chasing, and acts as the team owner. Great Campus Pastors on the other had embrace an existing vision, implement that vision in their unique campus context, shepherd the local congregation, and are great at coaching the team.

Finances

In a typical church plant, it’s not uncommon that the plant team raises financial support outside of the budget to fund their salary and to fund the public launch of the ministry. Often this financial support may come from individual donors, sending churches, or sending organizations. In a multisite setting, the original campus or existing campuses fund the new campus including salaries, facilities, and start-up costs (usually with more significant funding than a church plant setting). Once that new campus is financially healthy they also typically begin funding central services with a fixed percentage of its budget.

Genesis

In a church plant, everything is starting at the beginning. Everything is new by nature, hasn’t been done in that unique church and context and by necessity must be created. In a multisite setting things aren’t being created as so much as they are being contextualized and replicated. After all, one of the reasons churches go multisite isn’t to create something new but rather because they have a culture worth replicating.

Governance

This one seems to be a bit of no-brainer, but church plants are typically self-governed and have their own board, even if they have a connection to a denomination. Multisite campuses, on the other hand, are governed by a central board of elders whose decisions influence every campus.

When it comes to managing the tension between church planting and multisite, it’s not a matter of either or, it’s both-and. They don’t have to be competing strategies. After all the goal is to lead more people, in more places, into a relationship with Jesus.

If your church needs help taking the next step with your multisite strategy I would encourage reaching out to the Unstuck Group. Our team has 40+ combined years of experience leading in successful multisite churches. Our proven multisite services are designed to help multisite churches clarify their strategy and effectively lead one church in multiple locations.


Posted in Leadership

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The Dumbest thing that Emotionally Intelligent Leaders do

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Emotional Intelligence will change the way you view yourself, the way you view others, and the way you go about your work. While I.Q. measures your intelligence, or the way you process information, E.Q. measures how effective someone is at interpersonal relationships. It is the unique combination of being simultaneously self-aware and others focused.

In today’s modern leadership environment, it is commonly accepted that people with a high E.Q. outperform people with a high I.Q. Every time. That’s because to get significant and meaningful work done it requires a team. The team outperform the individual every time, and to get a team working at a high level requires a high E.Q. Great leaders are great team leaders. They have the ability to make people on the team feel heard, valued, as though we can trust them, and that we actually want to follow them where they’re going. They are masterful at the art of relationships, and relationships are both the grease and the glue that make work happen.

But just because someone has a high E.Q. doesn’t mean they’re necessarily going to be a good leader. They may be talented but that doesn’t make them good. Those are two very different things. No amount of emotional intelligence will compensate for a fatal flaw of character. Void of character a high E.Q. will drive leaders towards manipulation instead of leadership.

Leadership = I want something for you

Manipulation = I want something from you

When emotionally intelligent leaders get these two confused and become unaware of which lane they are in their E.Q. quotient actually goes down. When they do it on purpose they turn into very dangerous people. When leaders allow the organization that they’re leading to begin serving them instead of them serving the organization they’re a part of, those leaders actually cripple both their leadership footprint and the mission impact of the organization that they’re leading. That’s the dumbest thing that an emotionally intelligent leader can do.


Posted in Leadership, Staffing

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How to Staff your Church to Fulfill your Vision

 

The Unstuck Group is partnering up with Vanderbloemen Search Group to offer a webinar on How To Staff Your Church To Fulfill Your Vision.

You need more than a clear vision for where your church is headed. You need a team of people that can lead your church to accomplish it. Join Tony Morgan, Founder and Lead Strategist at the Unstuck Group and William Vanderbloemen, Founder and CEO of the Vanderbloemen Search Group to learn 3 Key Secrets to Building a great Church Staff Team:

#1 How to get the right people in the right position on your staff

#2 How to encourage your leadership team to own the vision

#3 How to evaluate whether your team needs an internal or external hire

Thursday, June 29 at 12:00pm EST
Space is limited to the first 500 registrations
Click here to register!


Posted in Leadership, Staffing

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5 Foundational Leadership Lessons I Learned from my Dad

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Father’s Day always provides a great opportunity to reflect on the kind of Father you had growing up and of course the kind of Father you would like to be yourself. In thinking about my Dad this weekend there were so many lessons that he taught me that came to mind, and fortunately, many things I still have to learn from my Dad. And while every father and man has their deficiencies to be sure, my dad has been an accelerant in my life and leadership by consistently allowing me to stand on his shoulders. Dad, I love you, and I’m so grateful that you’re in my life! So here are a handful of leadership principles that I learned from my Dad.

1. Great Leaders make themselves Available to the Right People

Even though he worked for the Department of Defense with the Joint Chiefs, the Pentagon etc. etc. he wasn’t an absentee father. Dad was always there. Even if it meant getting up at 4:00am to commute into D.C. to get to work early so he could be home in the evenings. He was at the soccer games, the wrestling matches, and we always sat down for a family dinner. Dad proved his love for us with his presence.

2. Great Leaders know that Failure doesn’t have to be Final

When my girlfriend and I made some poor choices in High School instead of blowing up and sacrificing me to Jesus, he took me in his room opened up the Bible and we walked through the story of David and Bathsheba. He spoke hope into me by sharing with me that God still called King David a man after his own heart, and that God wasn’t done with me either.

3. Great Leaders Strategically Target Their Audience

Some of the most memorable moments I have of my father are of fishing trips that we took together. It was there that I learned that a leader needs to learn to read the subtle nuances of the environment he is in, understand his audience, and use the right method, tools, and techniques to get the desired results.

4. Great Leaders Admit Their Mistakes

In the early years of our marriage, like many couples, Lisa and I really struggled and had to face down some pretty hurtful issues in our lives and relationship. In that process we had a conversation with my Mom and Dad where we told them about our struggles and how some of it was rooted in some behaviors I learned growing up in our home. With tears in his eyes he looked at my wife and me and apologized to us both. How many guys ever get that kind of gift from their father?

5. Great Leaders Empower people by Believing in them

My dad isn’t a perfect man, who is? But one thing I have never once questioned about my father is if he believed in me or not. I always knew, and know today that he is proud of me. That kind of belief breaths a safety and security into people that frees them up to risk and attempt great things. It’s amazing to have someone in your corner cheering you on in life.


Posted in Family, Leadership, Testimonial

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It would be Easier if your Church didn’t Grow

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Ministry would be a lot easier if your church didn’t grow. I know that most church leadership books, blogs, and conferences are designed to give you the inspiration, principles, training, and tools to help your church grow; but If you really knew the truth about how hard it is to actually grow a church, you probably wouldn’t want to do it. Just think about how much easier it would be if your church didn’t grow. There’s all kinds of difficult things you wouldn’t have to do.

Don’t have to Change

You wouldn’t have to have arguments about changing the style of the worship. You wouldn’t have to worry about people being upset that you’re changing the way things have always been done because you would just keep doing things the way they’ve always been done.

Don’t have to Give up Control

Things could be done exactly the way you want them to because you’d be doing them. It would be nice, and neat, and tidy. No mess. You wouldn’t have to worry about staff members or volunteers challenging your ideas as the pastor because everyone would be executing your ideas they way you want them done.

Don’t have to Ask People for Money

You wouldn’t have to deal with the pressure of talking to people about money. Just think, no building or expansion programs or worries about expanding budgets! People would be happy at your church because you’d never talk about money, they wouldn’t have to be generous and they could live totally self-absorbed lives.

Don’t have to Restructure

You’d never have to fire a staff member. You’d never have to deal with the pressure of potentially making the wrong hire. You’d never have to restructure and reposition a staff member who used to lead close to you but now the growth of the church has outgrown their capacity.

Don’t have to Disappoint People

By not doing any of the previous four items on this list you could actually keep everyone happy. You’d never have to disappoint anyone in your church ever again. And best of all, everyone would like you.

You don’t have to do any of these things if you don’t want your church to grow. But then again you don’t have to obey Jesus either I suppose.


Posted in Leadership