The 5-Step Ministry Plan

Introduction 

Today's western culture has a considerable leadership vacuum, which has an impact on the varying aspects of society. This need for better leadership also has an impact on the Church. The Church is an organization that requires structured and well-developed leadership at all levels of ministry 1 . The need for this leadership exists to enable the Church to act in an effective way. Well-structured leaders do not just exist in the Church without taking the proper approach, as this is a strategy that will result in a leadership deficit. Ensuring that there is effective leadership facilitates a level of stability necessary for proper operations. The development of a leadership training process or plan for the Church facilitates development to be conducted in a systematic and consistent way 2 . 

Based on this, there exists a need for the design of a complete leadership development plan for all individuals in leadership within the Church. This is significant for young leaders starting their leadership process within the Church. With their leadership growth, they will present a greater degree of value in the work environment, which will support a stronger and more stable church. They will also present better leadership in different areas of ministry within the Church. When church leadership is effective, they will relieve a portion of the leadership load from the pastoral staff 3 . This will assist in motivating, encouraging, and keeping accountability of those in leadership. Having leaders that are well-trained in different sections of ministry within the Church will be highly valuable to the individuals and all the other leaders in the Church. Hence, this makes the development of effective leadership in the Church a significant aspect of theological growth within the Church. 

Theology of Leadership 

The pages of the scripture are filled with references to the development of leadership within the Church. This can be seen through passages within the new and old testaments. While there is no explicit description of leadership development, the passage makes a description of this occurring. 

Several passages within the New Testament make a direct reference to the development of different members of the Church as a way of enhancing leadership within the ministry. An example of these scriptures includes Ephesians 4:11-13 and 2 Timothy 2:2. 

Ephesians 4:11-13 

“ And He Himself gave some to be apostles, some prophets, some evangelists, and some pastors and teacher, for the equipping of the saints for the work of the ministry, for the edifying of the body of Christ, till we all come to the unity of the faith and knowledge of the Son of God, to a perfect man, to the measure of the stature of the fullness of Christ.” 4 

In this passage, Paul presents three theological aspects of ministry leadership within this scripture: 

God presents well-structured leaders for the ministry. 

According to Paul, the desire of God to ensure that the Church is properly developed and grows. Before Israel was able to have any kings, God presents judges to provide the people with the direction they needed. Jesus cried over His people, partially as they appeared to have no people to lead them (Matthew 9:36) 5 . 

God’s objective for leadership in the ministry is the equipment of Christians with what they need to expand their work. 

Leadership in the Church is expected to provide direction for the ministry while assisting others in the Church to develop. The inclination for leadership is to conduct the tasks and responsibilities on their own, just as the inclination for the followers is to follow these leaders while they work 6 . On several occasions, the members of the leadership sector have attended specialized training to assist them in their leadership and training. It is efficient for the ministry to integrate the development of its people into their purpose. 

The process is only complete when all individuals become mature. 

As individuals will not experience completion until they see Jesus, the procedure of the equipment of Christian will not end until Church will be called up unto Him. Hence, the Church and his leaders should engage in the continuous training and equipment of the next generation of ministry and leadership 7 . 

2 Timothy 2:2 

"And the things that you have heard from me among many witnesses commit these to faithful men who will be able to teach others also." 8 

In this passage, Paul presents instructions Timothy concerning an essential cycle that must exist in a growing ministry. Those who have matured in faith within the Church are expected to train others who will then assist in developing others as well. With the continuation of the cycle of development, the Church possesses individuals that are informed of the different aspects of God's word. It also possesses a plan in place for the development of the next level of leaders. 

In the Old Testament, the aspect of leadership development can mainly be seen through the relationship that exists between Moses and Joshua. Moses led Israel out of captivity and across the desert for four decades. After watching, Joshua watches and learns from him, then leads Israel into the Promised Land. Exodus 17 is a passage that details the battle between Israel and Amalek 9 . In this passage, Joshua acted as the army general while being prayerfully watched by Mosses. By following the instructions of Moses, Joshua was able to lead the Israelites into Victory. In Exodus 24, when Moses goes up the mountain of God for the receipt of the law, Joshua receives the designation as the servant of Moses. While he only joined Moses partially up the mountain, he had the ability to engage in observation of the relationship between Moses and God. In this way, Joshua was then able to successfully become the successor of Moses. 

Philosophy of Leadership 

For the accomplishment of the objective of leadership, there are several principles that have to be emphasized. In the Church, these principles must be in accordance with the values presented in the Bible. The following leadership are essential for the development of church leadership and ministry; 

Leaders must have an understanding of leadership 

Leadership can be defined as having influence over or serving other individuals out of the interest of Christ for the accomplishment of God's purpose for them. Influence comes from serving through instructions, evaluations, training, confrontations, and release. Hence, an understanding of leadership involves a focus on the functional and the foundation of the lives of followers. The functional is the tasks that followers have to engage in and their competence concerning their gifts, and developed capabilities. On the other hand, foundational refers to the character of the followers and their main essence. Another definition of leadership is focusing on the spiritual maturity of their followers 10 . When leadership development is pursued, then a specific vision will be accomplished. In this way, they will be compelled to act in love no matter what it costs that leader. 

2. Leaders Should Possess a Sense of Self-Awareness 

Leaders have to possess an established sense of self-awareness that can be passed on to followers. This means that leaders have to view themselves in appropriate ways, according to scriptures, and teach their followers to act similarly. According to Romans 12:3, leaders and followers are expected to think of themselves in light of the gifts that God has provided them with 11 . They have the responsibility of equipping followers in exercising their gifts. Hence, they should possess knowledge on equipping their followers to practice their gifts, develop the skills of their followers, delegating, evaluating, and holding the accountability of the followers. 

Leaders Must Have In-depth Relationships 

Leaders cannot have an in-depth relationship with all individuals that they lead, but all individuals within the sphere of responsibility should possess in-depth relationships with leader formers. 

Leaders should possess the appropriate capability to confront 

Leaders need to determine their willingness to confront a particular situation despite their adversities to it. This requires an understanding of confrontation in a biblical way, and not in a cultural or personal way. The Bible presents varying confrontation models for varying circumstances. An example of this is an inferior to a superior model between Nathan and David and superior to the inferior model between Jesus and his disciples Peter, James, and John 12 . An equal to equal confrontation model can be seen between Paul and Peter and between Paul and Barnabas. Hence, leaders have to be aware of the different levels of confrontation and how they can apply them. 

Leaders Require the Courage to Take a Loving Stand 

In many cases, followers want their leaders to take the stand even when they make arguments for different positions. At times, they seek leadership from their leaders while testing their willingness and courage to fulfilling their responsibilities and leadership. This does not mean they should have no flexibility but ensure that the stand taken for the benefit of the spiritual growth of those involved 13 . 

Willingness to Show Vulnerability 

Vulnerability is the willingness to let followers see the needs, fears, feelings, and growth that the leader faces in such a way that it helps their growth in character and competence. Paul was a constant example of this through his invitation of others to take part in the pilgrimage. Paul constantly presented his testimony, even when it did not compliment him. He also spoke of fear and trembling when he came to Corinth and facing lions while fearing for his life in Ephesus 14 . Paul openly spoke of his weaknesses and presented them as a channel that God used to make a distinction in others through him. Hence, leaders should learn to be vulnerable in their growth. 

Willingness to Humble Themselves 

Jesus washed feet as he knew that self-assertion would not be useful in the accomplishment of His mission. Hence, He used unforgettable actions to teach his followers, as this would be more effective in imparting the knowledge and information that he had to give 15 . Hence, leaders should learn to humble themselves and provide services to their followers. 

Leadership Methods and Models 

Different leaders have different leadership styles. A leadership style can be described as the attitudes and approaches that define individuals. Having a comprehension of how leaders operate in different positions is essential to the consistent effectiveness of leadership. This can present needed information to help in enhancing their strengths or minimizing their weaknesses. There are several leadership styles that can be used to characterize the type of leadership category an individual falls under. 

Autocratic Leadership 

This is a style of leadership in which the leader has dominance over the situation and perceived as having control over different activities. Their views and decisions are final and minimal input is taken from followers. This style may range from an extreme lack of flexibility to be authoritarian. Leaders with autocratic style are not involved in the delegation of responsibilities or authority to others 16 . This leader typically has no need to make others aware of what to do in a majority of situations and the decisions involved. This style of leadership is advantageous in situations in which no consensus is needed. When quick decisions have to be made, the autocratic method act as the most appropriate method. However, it is least productive in cases where the leader is focused on establishing relationships, teaching independence, or structuring a team culture in a firm. 

Democratic Leadership 

Democratic leadership seeks the information and participation of the team involved. This leader has to support other individuals to be responsible and has a willingness of delegating existing authority. Democratic leaders motivate the members of the group to take part in the making of decisions and the active pursuit of the set firm results. It facilitates an effective communication channel between different managerial positions. This leadership style is most appropriate in situations where there is sufficient time for discussion and forming relationships with other individuals 17 . It assists in the construction of teamwork and a trusting relationship. This style is usually effective for the attainment of optimal outcomes. 

Laissez-Faire Leadership 

Laissez-faire leaders provide the greatest degree of autonomy to their followers while also providing the least degree of direction and instructions. This leader exhibits a high degree of passiveness and has a lower likelihood of confronting individuals or issues involved. Complicated elements are placed aside to be considered at another time or delegated to other individuals to make 18 . Followers of a leader that uses this style are usually frustrated as they do not receive sufficient direction. Their level of motivation then decreases with time while they become increasingly frustrated. This style is most appropriate when the leadership position is only temporary. 

Situational Leadership 

Within this style, the leader adapts to their leadership based on the existing situation. This kind of leader has to have a proper comprehension of the needs of the group, knowledge of existing challenges, and a view of the maturity level of the followers 19 . Determining the style of leadership to be used should depend on the level of comprehension that the leader has of the current situation. This is a complicated style to use as a majority of leaders utilize the style that they are acquainted with. 

Servant Leadership 

While Jesus was engaged in a discussion of several issues with His disciples, a debate arose on which follower was the greatest. His response provides an adequate description of what servant leadership is as He stated that those who expected to be leaders over others, should learn to be servants 20 . At times, it is easy to focus on the level of influence that one has as opposed to focusing on humility in spirit and giving service to other individuals. Servant leadership is a style in which the main objective of the leader is to provide service. This places the focus on the leader on the needs of their followers and coming up with solutions that satisfy their needs. 

Culture of Leadership 

Several steps can be taken to create a healthy ministry or work environment, which encourages individuals and leaders to accomplish the mission. This can be attained through the establishment of an effective organizational culture that supports this. 

Definition of an Appropriate Culture 

For a proper culture to exist, the organization has to define it properly. This definition has to be founded on core leadership principles and the characteristics the ministry identifies as being essential. Feedback should then be obtained from individuals and leaders to refine the environment and understanding the views and beliefs that exist across the organization. Hence, various individuals have to be involved in shaping the proper work environment. 

Structuring a Culture of Leadership at the Time of Recruitment 

All leaders and followers should be motivated to be committed to the new accountabilities. The hiring process should involve the identification of individuals that fit the ideal environment. This means that all leaders that are recruited to the ministry should fit the elements of character and 21 leadership traits that have been established as being necessary for the organization. This can be done through the clear communication of expectations and strategic objectives. Training can also be provided for the immersion of employees into the new environment as quickly as needed. This can be carried out through the inclusion of leadership principles and culture within all training opportunities. 

Building accountability into development 

For a culture of exploration or the successful accomplishment of the new initiatives, leadership development has to be integrated as an essential aspect of advancement. This can be done by ensuring that critical components are in place. This should include the establishment of proper benchmarks that have to be attained for both current and potential leaders. There also needs to be a clear description of the goals and objectives that have to be met at different levels of the organization. A strong coaching component that makes an identification and development of strengths should exist 22 . This means that within the environment, there should be coaching capabilities and skills that exist for all individuals in the environment. Hence, they have to be accountable for their own development and be responsible for their own growth within the environment. 

Exposure to Decision Making through Coaching Programs 

For the staff and members of leadership to structure further capabilities, they should have the opportunity of being integrated within the process of decision-making are varying levels within the work or ministry environment. They should also be presented with opportunities for sharing their beliefs within a well-structured environment 23 . Hence, leaders and individuals should have the ability of communicating issues, concerns, and challenges. Followers should also have the ability of voicing their opinions and engaging in dialogues related to strategic directions and objectives that affect their positions and role within the organization. 

Enable Mastery of Skills 

Skill development programs should be in place so that the workers are able to access the needed resources for their evolution into leaders and leaders with the opportunity of improving their leadership capabilities. Nurturing the ability to engage in new initiatives has to involve effective and continuous feedback that allows individuals to grow. Hence, training courses and seminars that have a direct relation to leadership development should be included. 

The creation of an appropriate work/ministry environment will assist leaders and individuals to get into the appropriate position when developing a greater capacity of skills. Organizations that invest in this form of the environment provide leaders and individuals with the tools they need for the creation of growth and innovation. 

Missional Connection 

Based on the aspects of leadership explored, it is important to explore the steps to be taken on the implementation of these aspects in personal ministry. At the time, there is a gap in the outreach ministry area that needs to be filled in the Church I am in. Hence, this creates a need for the development of leaders that are serving within this ministry area. Hence, the plan structured below will be focused on the development of specific leaders within outreach ministry. This will be focused on both present and future leaders. The main goals of the leadership development plan will be; 

To develop existing leaders to their extensive potential. 

To support further growth spiritually. 

To further construct Christian character. 

Every Church has its personality and style. The existing leadership style used in my ministry is the democratic leadership style in which different members are provided with an opportunity to take part in decision making. The existing leadership encourages training and the delegation of responsibilities and authorities as is relevant. Based on this, the main questions that I need to answer are the training approach to be used and the training materials to be utilized. I believe that published resources will be the most appropriate for the ministry while also being adapted to fit the situation. In this way, only materials that are appropriate will be utilized based on the abilities and backgrounds of the existing leaders. 

Group meetings will also act as the primary developmental activities. The use of a leadership training group has benefits over one-on-one training. While both processes support the “iron sharpening iron” concept, this will be further enhanced when training occurs within a group. The fellowship of regularly meeting groups increases the level of excitement. An accountability section will be set aside in the meeting time will be used to establish accountability for those that exist 24 . I will structure pre-selected questions that will be asked, and the group leader will require all group members to provide an answer. The assignment of prayer partners within the group will assist the participants in remaining motivated and establishing accountability in between the training sessions 25 . Fun fellowship sessions will also be scheduled for the group to help them relax and laugh together. The senior pastor will have the responsibility of leading the training program to establish a rapport with the group. For participants to qualify for the training session, they have to fit the F.A.T criteria. This means that they will have to be faithful (F), available (A), and teachable (T). 

Conclusion 

Leadership development has become an essential aspect of the political, economic, and social aspects of society. It has had an even large impact on the Church today. This has created a need for the understanding of leadership development for the men and women in leadership within the Church. Both the Old and New Testaments are filled with passages that address the development of others. In the New Testament, both Paul and Timothy act as the greatest advocates for this form of growth in the Church as it is the only in which the body of Christ can be complete. In the Old Testament, the dynamic relationship between Moses and Joshua acts as an example of itself on how growth in leadership should occur in the Church. Based on these passages, the philosophy of leadership can then be developed in which leaders are expected to have an understanding of what leadership in the Church represents while also having a sense of self-awareness. As all churches are different, so are the leadership styles that are available for use by leaders. These styles range from autocratic leadership to servant leadership. Based on these styles, it is important that an appropriate ministry environment is established for the support of leaders and the rest of the Church to accomplish their missions while taking on new initiatives. Hence, I have developed a leadership development plan suitable for the outreach leaders within my ministry due to the gap that exists there. Due to the democratic leadership style that exists and the encouraging environment for further growth, I have identified group meetings as the best development activity for the outreach ministry team. This activity has helped me realize the importance of leadership development to the growth of the Church. 

References 

Bible, New Living Translation. "Illinois." (1996). 

Cooper, Eva, Phillip Bryant, Jan Burcham, and Thomas McCormack. "Exploring the influences of childhood experiences on servant leadership."  Servant Leadership: Theory & Practice  5, no. 2 (2018): 4. 

Dent, Christopher.  Effects of organizational leadership styles to improve church membership and attendance: A multiple case study . Northcentral University, 2016. 

Ellis, Shawn. "Designed To Lead: The Church and Leadership Development."  Journal of Applied Christian Leadership  11, no. 1 (2017): 99-101. 

Geiger, Eric, and Kevin Peck.  Designed to lead: The church and leadership development . B&H Publishing Group, 2016. 

Stanley, Shirley Adams.  Leadership Development for Youth: Insights and Discoveries for St. Peter Baptist Church . Virginia Union University, 2018. 

Wilson, Christopher Jordan. "Clergy Leadership Styles: The Effects of Leadership Practices on Growth in Urban Church of God Churches in Alabama." PhD diss., South University, 2018. 

1 Geiger, Eric, and Kevin Peck.  Designed to lead: The church and leadership development . B&H Publishing Group, 2016.

2 Ellis, Shawn. "Designed To Lead: The Church and Leadership Development."  Journal of Applied Christian Leadership  11, no. 1 (2017): 99-101.

3 Ellis, Shawn. "Designed To Lead: The Church and Leadership Development."  Journal of Applied Christian Leadership  11, no. 1 (2017): 99-101.

4 Bible, New Living Translation. "Illinois." (1996).

5 Bible, New Living Translation. "Illinois." (1996).

6 Geiger, Eric, and Kevin Peck.  Designed to lead: The church and leadership development . B&H Publishing Group, 2016.

7 Ellis, Shawn. "Designed To Lead: The Church and Leadership Development."  Journal of Applied Christian Leadership  11, no. 1 (2017): 99-101.

8 Bible, New Living Translation. "Illinois." (1996).

9 Bible, New Living Translation. "Illinois." (1996).

10 Geiger, Eric, and Kevin Peck.  Designed to lead: The church and leadership development . B&H Publishing Group, 2016.

11 Bible, New Living Translation. "Illinois." (1996).

12 Ellis, Shawn. "Designed To Lead: The Church and Leadership Development."  Journal of Applied Christian Leadership  11, no. 1 (2017): 99-101.

13 Geiger, Eric, and Kevin Peck.  Designed to lead: The church and leadership development . B&H Publishing Group, 2016.

14 Stanley, Shirley Adams.  Leadership Development for Youth: Insights and Discoveries for St. Peter Baptist Church . Virginia Union University, 2018.

15 Ellis, Shawn. "Designed To Lead: The Church and Leadership Development."  Journal of Applied Christian Leadership  11, no. 1 (2017): 99-101.

16 Dent, Christopher.  Effects of organizational leadership styles to improve church membership and attendance: A multiple case study . Northcentral University, 2016.

17 Wilson, Christopher Jordan. "Clergy Leadership Styles: The Effects of Leadership Practices on Growth in Urban Church of God Churches in Alabama." PhD diss., South University, 2018.

18 Dent, Christopher.  Effects of organizational leadership styles to improve church membership and attendance: A multiple case study . Northcentral University, 2016.

19 Wilson, Christopher Jordan. "Clergy Leadership Styles: The Effects of Leadership Practices on Growth in Urban Church of God Churches in Alabama." PhD diss., South University, 2018.

20 Cooper, Eva, Phillip Bryant, Jan Burcham, and Thomas McCormack. "Exploring the influences of childhood experiences on servant leadership."  Servant Leadership: Theory & Practice  5, no. 2 (2018): 4.

21 Wilson, Christopher Jordan. "Clergy Leadership Styles: The Effects of Leadership Practices on Growth in Urban Church of God Churches in Alabama." PhD diss., South University, 2018.

22 Geiger, Eric, and Kevin Peck.  Designed to lead: The church and leadership development . B&H Publishing Group, 2016.

23 Cooper, Eva, Phillip Bryant, Jan Burcham, and Thomas McCormack. "Exploring the influences of childhood experiences on servant leadership."  Servant Leadership: Theory & Practice  5, no. 2 (2018): 4.

24 Stanley, Shirley Adams.  Leadership Development for Youth: Insights and Discoveries for St. Peter Baptist Church . Virginia Union University, 2018.

25 Stanley, Shirley Adams.  Leadership Development for Youth: Insights and Discoveries for St. Peter Baptist Church . Virginia Union University, 2018.