When it's summer it's vacation season for pastors, and since Sunday still comes around whether we're around or not, it's time to line up guest speakers. It's so good for our churches to have a guest come in (even when we're not out of town) because you need a break sometimes, and quite honestly your church needs a break from you too! They might love you and appreciate your preaching, but it's always good for them to hear from someone else. It reminds them (and you) that God speaks through His Word and His servants beyond you.
When you bring in a guest speaker, you'll usually find one of these four types:
1. The Promising Rookie - Chances are you or a church in your area has a young man who has a calling to ministry and some potential, so guest speaking opportunities are a chance for them to get some field training. The pipeline for preaching and ministry isn't Bible college or seminary, it's the local church. If our churches are growing and healthy, we should at some point have some people God is calling out for ministry. One of the great blessings you can give as a pastor is to give these rookies a chance. Will it be perfect? Nope. Will it be as polished as #2 below? Nope. But let's never forget, someone gave us a chance one time long ago.
2. The Seasoned Veteran - One of my favorite things about Florida is that we're surrounded by people seasoned with experience, especially retired pastors and ministers. It's great knowing there are people nearby who are willing to help in any way who've served in ministry longer than I've been alive. The Seasoned Vet is someone you can call who will connect with people differently than you, who might preach differently than you do, but who will be of tremendous value to you and your church. Their messages have been refined by decades of faithful service.
3. Shoot Your Shot - These guest speakers are the guys who'll take their shot. Like famous volume shooter Antoine Walker said when asked why he took so many 3's: "Because there's not a 4 point line." The Shoot Your Shot guest speaker will take risks, he'll speak boldly, he'll challenge long held assumptions, and he'll do it the entirety of the message. He'll take every opportunity he's got to take his shot. Maybe they're passionate about one particular thing, or they're coming as a guest speaker on behalf of a parachurch mission or ministry. Don't be surprised if they pitch their ministry as the best ministry on the planet. They're shooting their shot.
4. The Dependable Reliever - Not everyone in the bullpen is throwing 103 with a nasty slider. Most of them are steady, reliable, dependable pitchers. When you're bringing in a guest speaker who's the Dependable Reliever, they'll step in and preach faithfully, they'll keep to their time limits, they'll smile and love people, and they'll leave your pulpit cleaner than they found it. Never underestimate the importance of the Dependable Reliever. Ten years from now people might not remember anything he said, but he'll have filled the gaps in ways that none of the other guest speakers could have.
There's something that happens when the calendar flips to June for pastors:
-It's really hot outside
-The crowds seem smaller on Sundays
-Your kids are off school for the summer driving your wife nuts
-Giving goes down
-Everyone seems to be out of town
It's the "Summer Blahs" of ministry. No matter our context, the majority of our scheduling and programming centers around the school calendar of a fall and spring semester. Summer, for a lot of us, can be a discouraging time.
But it doesn't have to be. Summer can instead be a time where we refresh, recharge, and renew before the calendar turns to September. Our summers are often lighter (with the exception of VBS for most churches), and we can spend some more time doing forward planning and prayer.
1. Spend time praying - Acts 6 is where I think most of us get our ministry half right. We love the "ministry of the Word" part of pastoral ministry, where we sermon prep and preach. But the other part of the Apostles' ministry was prayer. If we're honest, most of us would say our prayer life isn't nearly where we want it to be. Over the summer, commit to spending an extra 15 minutes a day in prayer. Not perfunctory prayer. But meaningful prayer. Prayer for your family, prayer for the church, prayer for particular people, prayer for vision.
2. Recharge - Somewhere along the way we bought into this lie in ministry that we run on some kind of unlimited battery. We serve an unlimited God but we are still bound in our fragility. We get tired. We get sick. We can't run on coffee and candy. Pastor, serious question: Did you make plans to take a vacation? Another serious question: Are you taking your day off? Sabbath rest (a day off) isn't unproductive, it's faith in action. Vacation isn't a waste of money, it's nourishment for your soul.
3. Read - You know what I'm about to mention? That pile next to your desk. You've been so busy since January getting ready for Easter and all the activity of ministry that your pile has grown. Why not take some time this summer to read a few books? And not just theology while we're at it. Pick up a biography. Pick up a novel. Read for fun. Read for growth. Read for professional development.
4. Look forward - Sleep research shows that when we don't dream, we're not going to be healthy or mentally refreshed. I think the same thing applies to pastors who don't stop to look forward. Dreaming isn't daydreaming. Daydreaming is what we do to escape what's in front of us. Dreaming is something entirely else though. Dreaming is where we look ahead to what could be in the future if we're faithful to what God has called us to.
5. Reconnect - For a public role, ministry can often be lonely. When was the last time you reconnected with a friend from seminary? With another pastor in the area? With your mentors? Now the hard one... with your wife?
Pastor, you got this. You'll get through the summer blahs. Hang in there!
All of us have been there. Cage Stage. It's where you find out about something and you're so passionate and zealous about it that it becomes everything you talk about. For some it's Calvinism, for others it's gender roles, for a few it's end times views. In a few years, it'll be something else.
Whatever your recently discovered fascination is, let me offer you four ways to get out of your cage.
1) Grow up - I don't mean this condescendingly. I mean it in love. Most of the time, the remedy to cage stage fascination is a few years of experience, getting married, and having kids. If nothing else, you're too tired to be zealous about something that doesn't matter. What we're passionate about in our youth we learn as we get older that it's not as big a deal as we once thought. Age, wisdom, and maturity are vitamins to our soul. To steal a line from the SBC this week, 2019 Scott has a lot to say to 2005 Scott who'd read more about TULIP than his humility could take.
2) Get outside the echo chamber - One of the reasons why our cage stage is so strong is that we find ourselves in an echo chamber of like-mindedness. Twitter only serves to multiply that, when we develop an insulated community of people who are also in their cage stage. Spending time with people who think different than you will help serve to refine and polish you.
3) Refocus on the main thing - Almost always, our cage stage is on a secondary or tertiary issue. In the grand scheme of things, it's not that big a deal. Our main thing is the Gospel: the good news of great joy that hope can be found in Christ. When we recalibrate our lives on the main thing, on keeping (HT to JD Greear) the Gospel above all, we'll see our cage stage fascination pale in comparison to the glories of the Gospel.
4) Spend time with seasoned leaders - If you're in ministry and you're in a cage stage, go spend some time with some seasoned (older) leaders. They've seen the fads and trends come and go. They've seen the fascination with end times charts and 88 Reasons and Left Behind. They've seen that all of these trends ebb and flow. And they've got something that we in our youthful zeal for our secondary issue don't have: wisdom. I give a lot of credit on this in my life to my father in law, who put his hand on my shoulder during one of my cage stage discussions and told me to relax. Over the years, he's proven invaluable to me to help think through issues.
What was your cage stage, and how did you break out?
Any kind of organizational dysfunction will eat talent for breakfast. It will take any potential and destroy it. Everything was primed for success with the Lakers. Magic was coming back, they were locking in LeBron in free agency, they were sizzling on social media. And then came missing the playoffs, leaks about trading half the roster, and Magic resigning in a press conference without telling his boss.
It's no different in churches. Dysfunction destroys vision. Dysfunction destroys optimism. Dysfunction destroys mission. Dysfunction destroys fellowship. Dysfunction, when left to fester and grow, will spread like a cancer throughout an entire church. You don't have to feed dysfunction for it to grow. It does it on its own.
If we're going to push back against dysfunction in the church, it starts at the top with clear communication, convictional leadership, and accountability for fruitfulness and faithfulness from pastoral leadership. One of the many hats that pastors wear is that of culture narrator. It's possible for a pastor to shape the culture by what's shared, communicated, valued, celebrated, and reinforced. Dysfunction happens when there's really no rhyme or reason for how things happen.
There can be a number of other contributors to organizational dysfunction, but if we as leaders aren't willing to look in the mirror and acknowledge our part in it, we're never going to see improvement.
A second way we can push back against dysfunction is for there to be clearly established roles, responsibilities, and lines of accountability established. Dysfunction happened in the Lakers when there wasn't clarity of roles and spheres of responsibility. When we onboard a staff member, we communicate clearly what is expected and who they are responsible for and to. When members join, we train and equip and deploy them into a ministry or group so they know where they thrive. Committees operate with a clear job description. Most of this I've learned the hard way.
A third way we push back against dysfunction is that we set an expectation of health. In sports this is called a "winning culture." That's why the same teams pick late in the draft, and the same teams pick early in the draft. Some teams have an expectation of health. Churches can too. We can have an expectation of reaching our communities, an expectation of fellowship, an expectation of growth, an expectation of service. Or we can just slosh through the motions and hope something good happens.
A fourth way to push back against dysfunction is to make sure that not only are there roles and responsibilities but that the right people are in the right seats. Ministry is not like an assembly line where you can plug in someone and the job just continues. There's a need to carefully assess giftedness, calling, character, skill, chemistry, and more. We have to make sure we're putting people in the right place so they can thrive. No one wants a grouchy children's worker who doesn't like kids. And you can't have a Luddite working with your technology.
How do you push back against dysfunction?
A couple weeks ago Carrie and I saw that one of our favorite TV shows was coming back with new episodes. If you’ve never seen Restaurant Impossible on Food Network, it’s worth checking out. The premise is that failing restaurants contact celebrity chef Robert Irvine in the hopes that his crew can overhaul the restaurant and give them a second chance. They normally overhaul everything: the menu, the appearance, and sometimes even the staff. After 48 hours they unveil a reveal where the restaurant reopens to a full house.
It’s really special. But then you see the success rate for these restaurants is less than 50%. Food Network Gossip has the list of restaurants that have aired, and 105 out of 144 have closed. Restaurants that were family treasures, a life’s work, or that were an effort to live the Dream… gone.
The overwhelming reason many of them close is that the cost of change was greater than the cost of losing everything. Churches and ministries do the same thing. When faced with change or death, many times they choose death (intentionally or not). We can, and should, learn from Restaurant Impossible. The carryover value is immense!
Desperation Leads to Quality Reduction - “CANNED!” is one of Irvine’s common things he screams when tasting the food. When restaurants get desperate, they start cutting quality. They get canned food, lower quality products, and skimp on the details like cleaning. Churches fall into this when they go into survival mode. They cut budgets way back to missions and ministries. They start into deferred maintenance. And they start and stop initiatives like they’re throwing spaghetti on the wall.
Hard Truth is Hard to Hear - In the show, the owners have to confront the hard reality. Many of them are in denial of how close they are to ruin, or how poor their food is. Sometimes they even threaten to stop the renovation because they don’t want to hear the hard truth. Churches and ministries sometimes need to hear hard truth that things aren’t working. It’s hard to eliminate ministries that don’t accomplish anything anymore. It’s hard to hear that things aren’t going well. But we can’t live in an echo chamber.
Lasting Change Starts Small - If you really think about it, what the crew does in Restaurant Impossible isn’t that much. They repaint, they get some new furnishings, they put some new items on the menu, and they open with a bang. It’s small. But it provides a spark. Churches that find themselves on the brink sometimes just need a spark, a small victory. Kotter calls it gaining momentum, Rainer calls it low hanging fruit. Sometimes if you want to see lasting change in a church, it can start as easy as decluttering closets or weeding the flower bed. What’s been missing in many of these churches and restaurants is hope. Starting small can give that dose of hope.
Culture > Renovation - It’s cool to see the renovation finished, when there are tears of joy and the credits roll with a full restaurant and a busy kitchen. But once the cameras are off, culture sets in. Culture is what is expected from the leadership. Culture is what pushes through when the initial rush settles. Sadly, many of the restaurants that close are because they go back to the same habits that got them in trouble. Churches without a healthy culture won’t see lasting change. That starts from the pastor setting the tone. Is it a culture of intentional health, growth, mission, and discipleship? Or is it a culture of laissez-faire?
What other connections would you make from the show to ministry?
We love baby steps. Whether it's with something like Dave Ramsey to get out of debt, the three-bite rule (whenever we have something for dinner the kids have to take 3 bites), or exercise programs like Couch to 5K, we try to make things easy for people to follow when they get into something new.
For Christian parents, even though our faith is central to our lives, it can be hard to begin having spiritual conversations in our families. We know we should. We've heard about it. We watch our kids spend their idle time knocking over angry birds or building stuff on Minecraft or whatever Fortnite is. And we know that what matters most is our kids' spiritual health. But how do we take baby steps?
1. Start by asking what they did in church - As easy as a question at lunch or dinner after church. Just ask the kids what they did at church. Talk about the Bible lesson. If they got handouts or take-home materials, walk through them. You can even read the story from the Bible as part of the asking. The joy of curriculum is it's written for comprehension at their age.
2. Bedtime prayer time - Those moments before bed are often the quietest moments with kids, no matter their age. And even if you have older elementary or teenagers, popping in to check on them or tell them goodnight offers a chance to ask them to pray. And in doing so you can pray for them specifically but also find out who they know or other situations to pray about.
3. Roses & Thorns - This is one of our favorites. We use this to talk at dinner about our day and find out what went really well and what didn't. We try to use the language of thorns instead of "what made your day bad?" because we want to frame the discussion so our kids don't fixate on the negative. But by asking them what went well and what didn't about their day can be a nice and easy way to encourage or pray.
4. Grab a Devotional Book - Even if your kids are too young to read on their own, you can still grab helpful devotional books to read along with them. For older kids, the options are almost too many to count. Check out CBD's options here, and Lifeway's here. One we have really enjoyed is a book called The Ology: Ancient Truths, Ever New. Along with that is Indescribable, written by Louie Giglio.
5. Parents, read a good book - I think it's really worthwhile for parents to read something helpful. I'm a fan of Age of Opportunity for parents of teenagers, Paul Tripp on 14 gospel principles for parenting, Give Them Grace, Shepherding a Child's Heart, Instructing a Child's Heart, Grace-Based Parenting, Treasuring Christ When Your Hands are Full, Sticky Faith, Sacred Parenting, and Family Worship.
Remember, these are baby steps. Don't try to tackle everything. Start small. And if it doesn't work out immediately, step back and punt. Remember, doing anything to help shape your family's spiritual health is better than nothing.
Earlier this week, I wrote about the Four Types of People Never to Recruit to Leadership. The flip side of that is to think about the four types of people that we want to recruit to leadership positions.
The Encourager - Encouragers to a team are like air fresheners in the room. They make even difficult situations better. They're optimists. They can carry a worn out leader or team. The Encourager is the guy who meets you at the door with a kind word, and when they say they're praying for you, you know they mean it. The Encourager isn't The Yes Man. The Yes Man won't ever be honest with you. The Encourager will be constructive and helpful even when having difficult talks.
The Builder - Builders will work to construct healthy teams, healthy systems, healthy ministries. They're different than The Critic, who always points out flaws and faults. Builders will work with what they're given and bring people together, they'll work out policy and procedure, they'll do the hard work of taking what they see as broken and repairing it. Critics will just point. Builders will fix what they see as broken. You know with a Builder that when they point out flaws they'll match it with effort to fix what they see.
The Unifier - Unifiers will work on bridging gaps between people. Not everyone in a church is going to think alike on issues or ministries. But unlike The Divider (or Pot Stirrer) who will make divisions wider, the Unifier tries to find common ground. The Unifier knows that we have much more in common than we realize. Unifiers are incredible for leadership because they'll join the work of the Builder to bring people to a solution.
The Confidant - Leaders, let's be honest. Sometimes we need a steam release. We hold everything in, our anxieties, frustrations, victories, hurts, and annoyances. If we don't have a way of releasing the steam valve, we'll blow our top. The Confidant is the kind of person who will take what you have to say, absorb it, and keep it to themselves. They won't use your vulnerability against you. But in a more general sense, Confidants make great team members because they will handle sensitive issues with great care. They're trustworthy.
Who else would make an ideal member for leadership?
At the core, most of us in pastoral ministry have a simple belief about numbers:
More = Good
Less = Bad
I know, you're wondering how I got a doctorate with that kind of insight. Sometimes I wonder too. But behind the simplicity of that belief are some underlying assumptions, namely that if a church is healthy it will grow (my friend Angie Ward has some thoughts on this). We believe as pastors that if our churches are healthy and we're doing all our part, they will come. It's an updated version of Shoeless Joe telling Ray in Field of Dreams that if it's built, "he will come."
For the record, I think numbers are incredibly helpful. Numbers are a great barometer. They can be an objective measurement and comparison. They represent people who have been transformed by Jesus and connected to a local body. They become working pieces to navigate when we're allocating resources and monies in a budget.
But they don't tell the whole story. Figures and statistics without context, clarity, and perspective can be like juggling hand grenades. So with numbers going up or down, let's look at some possible explanations.
Numbers Go Up (Attendance or Giving)
1. A church is effectively reaching its community and drawing in lost, unchurched, dechurched, seekers, skeptics, and prospects. Let's be honest, this is what we always hope is going on. We want our churches to be faithful to its mission of bringing the lost to Jesus.
2. The population around our church has grown. In communities experiencing steady or rapid growth, it shouldn't be surprising that most churches are "growing."
3. A church fight down the road could be pushing people to surrounding congregations. Transfer growth isn't bad when it comes from people who have legitimate or biblical reasons for leaving. But sometimes the growth comes because another church in town had a fight.
4. Unique financial circumstances mean your giving is uniquely raised. I remember hearing a story about a church getting a huge check from a member. The church had to be careful how to handle the money, not because they were being controlled by the giver, but because John Grisham had sold the screen rights to a novel and wrote his tithe. It may not be that, but your church could be left an estate portion, or receive a special gift, or have an extremely generous person.
5. You become the "flavor of the week" and it's an indescribable ride. Sometimes, you just have people come because they come. You don't know why. You can't explain it -- there was no mailing, there was no community blitz, nothing. They just come.
Numbers Go Down (Attendance or Giving)
1. It could be a simple equation: faithful attenders and givers tend to be older and no one lives forever. Sometimes numbers go down because people get older, move away to be near family, or aren't able to live adequately on their fixed income. Many churches are running into the phenomena of not seeing as many new faces to replace the ones who die or move away.
2. Transitions can often lead to (hopefully brief) declines. Whenever you bring in new leadership or bring in changes, you're going to have some losses. Some people just jelled with the previous pastor or leader and they don't necessarily have that with you. Maybe it's a new ministry vision and direction that some people aren't totally on board with.
3. Declining Communities often have declining churches. In communities where jobs are drying up and the factories and other employers are closing or moving away, it's natural for people to move to follow the work. And what's left behind are churches wounded and struggling, not because of anything they did.
4. Bad leadership drives people away. Let's be honest... sometimes the declines in our churches isn't because of theological rigor or socioeconomic factors or a new vision. Sometimes people leave because we're incompetent jerks.
5. New members often take some time to transition into faithful givers. Depending on the source, it can take up to a year for someone to move from guest to attender to member to contributor. There might be holes in the giving capacity or in the leadership/serving capacity in churches that are seeing growth numerically. It's the reality of assimilation: it takes time.
6. It just happens. Like #5 in the growth, sometimes it just happens. Pastors are faithfully preaching. Churches are reaching out. People are being discipled. New faces are there. But for some reason unknown to the leadership, they're still seeing fewer people attend than previous years. If this is you pastor, don't lose heart. You're still making an eternal impact. God's scorecard is much different than ours.
Remember, numbers only tell part of the story, not the whole. Use them, and refer to them. Don't ignore them, but don't put too much stock in them either.
Volunteers are the heartbeat of a local church. Think about it. If all of them left tomorrow there would be nothing. Who'd teach classes? Who'd turn the lights off? WHO WOULD MAKE THE COFFEE!
Seriously though, the people we bring into leadership positions and responsibilities as volunteers are (in many ways) as important as who we bring in as vocational staff. Volunteer leaders have more face time with our churches than we do, they're more relationally connected than we are, they're ingrained into the culture of the church. Those are things that most vocational leaders struggle with.
I've always advocated for bringing FAT people into leadership roles. People who are Faithful, Available, and Teachable. If you can get those, you can do a lot with volunteer leader development.
But who should you never recruit into leadership? I think there are four types
1) The Yes Man - Pastors don't need cheerleaders. If you're in ministry and you need people to tell you how awesome you are, as John Crist would say, "check your heart." Yes Men make poor volunteer leaders because they'll never disagree or give constructive feedback. I'm so thankful for the times that our volunteers and leadership team have stopped me from doing some stupid idea I had.
2) The Critic - The Critic is the opposite of The Yes Man, in that The Critic is always going to point out flaws, problems, and generally give "suggestions." Pastors, you know what I'm talking about. The Critic makes a poor leader because they're usually not on board with the vision, and they're generally toxic people to be around because they constantly find the negative.
3) The Divider - The Divider is also known to his family as The Pot Stirrer. The Divider is a poor leader because he's not going to be a unifier. He's going to work to divide people. Paul's greatest concern in the New Testament was for the purity of the church (theological & ethical), but his second greatest concern was for the unity of the church. Dividers end up creating factions, cliques, and in-groups.
4) The Gossiper - Gossip is a cancer in any organization. Famously, Dave Ramsey has a policy of firing gossips because it's so toxic. Gossips make poor leaders because they're not trustworthy. One of the hardest things of leadership is the value of discretion. Sometimes things are discussed privately, or are brainstormed, or are discussed with a level of vulnerability. That means that leaders who participate in long-range planning, vision, or the needed sensitivity of ministry must be reliable and trustworthy. Churches can and should be transparent as much as possible. But by nature of some aspects of ministry and organizational leadership, sometimes information is protected. The Gossiper talks a lot, and in doing so creates confusion, stirs up trouble, and creates factions.
Who else would make a poor leader in the local church?
Whenever we think about growth in the local church, we typically think about it in two threads: Transfer & Conversion. There's a third as well, which is what I affectionately call "The Great Commission 9 months at a time" where families in the church add through children. But for purpose of this let's think along the Transfer & Conversion.
Transfer is where someone from another church attends and joins yours. They have already made a profession of faith, they've been baptized, and they come with a "letter" (if your denomination practices that) affirming their membership in good standing. These are folks who have been Christians for years and may have served in a number of areas. Their reasons for changing churches could be a relocation for work, they wanted to attend closer to home, they have family in your church, or there may have been a reason to leave their previous church home.
Conversion growth is where someone is brought into the membership through salvation (and baptism) as a result of a personal connection, invite, or some other introduction to the Gospel and to the church. Conversion growth where people are discipled from spiritual infancy, are mentored, and many times are introduced to the culture and practices of a church.
All conversion growth is good. It means your church is reaching into its community and sharing Jesus with neighbors. It means you're doing your mission. At the same time, not all transfer growth is bad. Sometimes you'll have people join because they want to be part of a church doing something. Sometimes they'll join because they got mad and left. Sometimes it's because they can't make the long commute. Sometimes it's because they lost a power struggle. Not all transfer growth is bad. It can be really good.
Perhaps the best way to draw the analogy is to look at college basketball (I'm from Kentucky, if you're not from there you have no idea how big it is). In basketball, a team can get new players two different ways: graduate transfers and recruiting classes. Graduate transfers are players who have finished their degree at a school and can transfer for one year of eligibility at a new school. Recruiting classes are the players brought in as freshmen who coaches have built relationships with for years. Both help a team, and both carry over into church growth.
Graduate transfers can immediately contribute, and so can transfer growth - What I love about transfer growth is that it brings in people who know how churches work, who have a heart for ministry, and who many times have years of experience in previous contexts. They can, in many cases, be an immediate help to meet needs. In the same vein, graduate transfers don't have to learn college officiating or unlearn AAU tendencies. Many times, they immediately start and can contribute.
Recruiting classes are hard work, so is conversion growth - The thing that sets apart college sports from pro sports is that in college, coaches recruit. They can build their team. And many of them spend more time & money on recruiting trips and visits than they do on practice and game prep. Not every player recruited will commit. Some will back out. Others will sign with a rival. Sometimes a coach will spend months working on bringing in a player only to lose out. Conversion growth is hard work. Sometimes people will reject the message. Other times they might not want to talk further. Sometimes it can take weeks or months to get them to make the first visit to your church. One thing I've noticed is that it can take more than a year to assimilate from conversion to active membership.
Graduate transfers are short-term, recruiting classes are long-term - As much as I love good transfer growth, it's not sustainable. You can't constantly depend on others to drop in your lap. A college coach can't chase the graduate transfer route year after year. They aren't able to develop a healthy culture or long-term success. Conversion growth in the church is the sustainable option. Churches that engage in mission, that have people sharing Jesus with their friends and neighbors, that are baptizing regularly, are churches that see long-term fruition.
Losing people is hard, but you pick back up - Graduate transfers are a zero sum equation. If your school gets a player, another school has to lose a player. Transfer growth in the church is like that as well. If someone joins your church, they left another. If someone joins another church, they leave yours. It's tough. Sometimes you'll spend months or years investing in people and they get a job transfer or something happens and they decide to leave. It's hard for a coach when a player decides to leave the program. But they can't delay, because the season is around the corner. In ministry, we can be sad when people leave. But it doesn't take away from our responsibility to serve and minister and invest in our community.
How have you seen transfer growth help your church? How has your church been blessed by continued conversion growth?
Scott M. Douglas
A blog about leadership and the lasting legacy of family ministry.