Thoughts on Servant Leadership within the Local Church

Thoughts on Servant Leadership within the Local Church

Faithfulness in church office begins with commitment, training and education.  Following election as Elders and Deacons, members of the Consistory commence a quarterly training program which encourages and empowers them.  These training sessions address spiritual, personal, educational and pragmatic issues.  Utilizing biblical, Christian educational, psychological and social scientific resources, these continual workshops equip lay leaders with effective tools and approaches to succeeding and excelling as officers in the congregation. 

Recently at Cambria Heights Community Church, the Consistory and I have had four sessions.  We began with “Servant Leadership Training” in which we explored relevant biblical passages on service as the primary means of leading in the Church.  A few servant leadership texts include Matthew 20:17-28, Matthew 25, Mark 10:35-35, Luke 4:18 (Isaiah 61:1-3), Luke 22:24-27, John 13:1-17, James 1:26-26 and James 2:14-26 and Philippians 2:1-11.  The session concluded with “Pastoral Expectations of Servant Leaders at CHCC.”  I share them with you for your consideration.

1.      Daily Practice of Spiritual Disciplines in fulfillment of “The Great Commandment” (Matthews 22:34-40)

2.      Weekly Corporate Christian Education

3.      Knowledge of  and Adherence to The Book of Church Order

4.      Faithful Attendance in Sunday Worship

5.      Give Tithe (Gross Income)/Practice Good Financial Stewardship

6.      Prioritize Commitment and Duties of CHCC over all other human organizations

7.      7. Commitment to Spiritual Growth and Personal Development

8.      8. Commitment to Continual Training as a Servant Leader

9.      9. Faithful Service in Leadership Position at CHCC

10.  10. Service in Mission and Outreach in fulfillment of “The Great Commission” (Matthew 28:16-20)

Second, we read and discussed Marcus Buckingham and Donald O. Clifton’s Now, Discover Your Strengths (New York: The Free Press, 2001).  In our January 2010 session, we explored our inherent strengths and how these personal attributes best prepare us for ecclesiastical service and leadership.  We followed that session with Meyers Briggs personality assessment training to confirm our discoveries of the previous training workshop.  In the fall of this year, we will explore the Enneagram and its potential to improve communication amongst our leadership.

Additionally, biannual appraisal periods in which lay leaders embrace self-evaluation help to confirm their calling as servant leaders.  The combination of training, standard meetings, individual sessions, and appraisal periods sufficiently equip church officers they handle spiritual and financial affairs of the church.

As it relates more specifically to spiritual matters, small groups or personal growth groups are longstanding and successful methods of encouraging average congregants in a quest for genuine spirituality.  Lay leaders and other appropriately gifted members serve as captains of these groups.  This model affords any member of the church with access to a lay minister with whom he consults as pastoral concerns (bereavement, illness, finances, marital challenges, job problems, etc.) arise.  Leaders of small groups undergo training in defining pastoral problems, making effective referrals and maintaining confidentiality.

With regard to church finances, the most stringent business and legal practices, including generally accepted accounting principles and practices, are the best means of establishing a system of “checks and balances” yielding honesty, accountability and integrity.  Annual audits are necessary.  Full disclosure to the congregation guards against corruption, abuse and malfeasance.  Bonding key persons such as the treasurer and financial secretary as well as any persons handling church finances is standard practice.