“The blind cannot lead the blind” Lk 6:39-42.Every one of us has
“blind spots that we are often unaware of, which affect our leadership
adversely. Most of us have specks of dust, planks and a bit of
everything in-between. Asking people to speak openly and honestly
to us about our lives may be one of the best leadership courses we
ever go on.
A good question to ask is:
“Is there anything in my life that you think I could change to
improve my leadership/lifestyle?”
This should be an ongoing question that we ask others for the rest of
our lives. Find honest and loving people. Both honesty without
love,and love without honesty can be harmful!
2)Pain and Privilege of Ministry
• The privilege is simply enormous!!
• Pain is part of the package
• If pain ever clouds out the privilege – we are in serious trouble.
• Decisions based on pain and not on privilege usually leads us down
roads of self-protection.
• We need to learn how to ﬁnd regular healing in God. (1 Sam 30:6)
• Sources of pain often include:
– harsh words
– discouragement at the ʻrate of progressʼ
– people who start well and then drift
– hours spent on unresponsive people
– unmet expectations by leaders and followers
– oversensitivity3)Skeletons in the Closet
4)Role of a deacon
a) Process of becoming a deacon
(ii) released to lead for a period of ʻtestingʼ 1 Tim 3:10
(iii) prayed for and ʻset intoʼ ofﬁce by the elders
b) What do deacons do?
• Not many Bible verses to tell us (see Acts 6:1-7, 6:8-8:40)
• Serving (deacon = servant. The words are used interchangably
throughout the NT)
• Leading the whole church together with the elders.
• Helping with problems.
• Evangelising, planting churches, preaching and reaching the
c) Comment about leading with the elders
We are on team together. The question should therefore always be
“How can I strengthen and support the elders?”
• Not having a critical spirit.
• By dealing with problems in the prescribed way (Matt 18:15-17)
• By not being only ʻyesʼ people (blindly following) or ʻnoʼ people
• By feeding, caring for and loving Godʼs people
• By being a functioning, healthy part of the leadership team
• By dealing with present misunderstandings based on past
knowledge of a persons character5) Fruitfulness and Growth
• Leaders should always be evaluating their own fruitfulness
• We should always be asking: “How, where and when should we start
something new?” (Without letting what we have collapse!)
• Some thoughts
– planting new cells
– ʻlaunchingʼ new ministries
– reaching groups of people not yet reached.
– Relocating to plant a church or support a church plant
6) Counselling people
• We need to help people to stand on their own two feet spiritually (rather
than use leaders as a crutch)
• Look for ʻrootʼ problems that are causing the current ʻfruitʼ problems.
• Use Matt 18:21-35 often and unashamedly
• We need to be careful not to pick up emotional burdens that we are not
meant to carry (Matt 11:28-30)
• Be extremely God-centred
• If there are sin issues we need to help people to see that repentance is
7) Preparing for transition
Transition would include:
a) new leader taking over the leadership
b) a new group being started using some members of an existing group
c) a group ceasing to exist (this is not always a bad thing!)
• How we prepare before the transition will invariably determine how well
things go after a transition.
• Transition is a process, not only an event (e.g. a baton change in a relay
• People need time to get used to the idea of change. Few of us respond
really well to ʻbombshellsʼ
• We need to build away from ourselves.
• Give new leaders a little more responsibility before an announcement is
made.• Use good theology e.g. Matt 28:18-20 to talk about changes. Transition
has to be ʻmoving forward.ʼ Saying “we have to” or “we have been told to”
are bad reasons for change!
• Involve the elders in major changes