224 - Strategic Leadership Learning Outcomes

The student who successfully completes this course will be able to: 1.! Explain how a vision is born. 2.! Explain the role of faith in vision casting. 3.! Explain how to go public with ones vision. 4.! Explain the power of vision.

5.! Explain the price of vision. 6.! Explain the need for perseverance. 7.! Explain the need or courage. 8.! Describe the preparation for strategic planning. 9.! Describe the process of strategic planning.

Section 14 -Discovering Core Values

7. Going Public, Part 1 8. Going Public, Part 2 Create summary of one of these chapters Study chapter 4 in ASP, Study chapters 7-8 in Visioneering. Print an article on vision and strategic leadership to share with your learning team:

PART 1 PREPARE TO SAIL!

The preparation for strategic planning

Understanding how you are doing and preparing for what you are about to go through

PART 2 SET THE COURSE

The process of strategic planning

Determining who you are, where you are going, and how you will get there

http:// enrichmentjournal.ag.org/ 200004/018_discover_cor e_values.cfm

Discovering Core Values

Malphurs, Advanced Strategic Planning, Chapter 4

Malphurs suggests churches have a congregational or corporate soul this idea is a leadership concept and embraces the churchs unique values soul is not used here theologically. This chapter is about tapping into the churchs soul at its deepest level something which is done well by successful congregations. Previously we have determined if the church is ready to set sail - now is the time to set the course. Will Mancini calls the the churchs vision path

The process goes like this: Values discovery Mission and vision development The crafting of a strategy (addressing your ministry community, disciple making process, ministry team, location and facilities, and nance)

These steps form an onboard compass - and develops something unique for your situation and community, it does not clone other churches ideas. This section asks the question: Why do we do what we do? It taps into your ministries heart and soul - that is, the core values that undergird all you do - these explain who you are, your identity the DNA of your church, the foundation upon which your mission and vision will be built.

This acts like a GPS - tells you where you are now - and then helps you to prepare for the future. According to Malphurs the core values of the Jerusalem church were, 1. We value Bible doctrine 2:42, 43 2. We value fellowship 2:42, 44-46 3. We value praise and worship 2:42, 47 4. We value evangelism 2:40-41, 47

perhaps more than at any previous time, an organisation must know what it stands for and on what principles it will operate. No longer is values based organisational behaviour an interesting philosophical choice - it is a requisite for survival Blanchard et al The most important single element of any corporate, congregational or denominational culture...is the value system Lyle Schaller

This chapter will dene core values and help you discover and communicate chruch values. The process of strategic planning Values discovery Mission development Vision development Strategy development

The importance of values

Personal values speak of what is most important in a persons life congregational values do the same for a church. Malphurs suggests 9 reasons they are important.

Nine Reasons Why Values Are Important 1. Determine ministry distinctives 2. Dictate personal involvement 3. Communicate what is important 4. Embrace good change 5. Inuence overall behavior 6. Inspire people to action 7. Enhance credible leadership 8. Contribute to ministry success 9. Determine ministry mission and vision

1. Determine ministry distinctives

Each church is unique - style, people, etc. all add to the culture of it Two examples follow - these are used as they were easy to nd and cut and paste from the internet! But they do give a good idea of what this means. You learn a lot about a church before going into a building by reading their values - it also means you need care in not simply duplicating what others do but really nd out what you are about.

Willow Creek exists to turn irreligious people into fully devoted followers of Jesus Christ.
Ten core values bring clarity to the things that matter most at Willow. They guide how we achieve our mission, inuencing major leadership decisions as well as everyday ministry plans. They even help us navigate stafng and budget issues. In short, they keep us focused on the unique call God has given us as a local church. http://www.willowcreek.org/beliefs

We believe anointed teaching is the catalyst for transformation in individuals lives and in the church. This includes the concept of teaching for life change (Romans 12:7; 2 Timothy 3:1617; James 1:2325). We believe lost people matter to God, and therefore, they matter to the church. This includes the concepts of relational evangelism and evangelism as a process (Luke 5:3032; Luke 15; Matthew 18:14). We believe the church should be culturally relevant while remaining doctrinally pure. This includes the concept of sensitively relating to our culture through our facility, printed materials, and use of the arts (1 Corinthians 9:1923).

We believe Christ followers should manifest authenticity and yearn for continuous growth. This includes the concepts of personal authenticity, character, and wholeness (Ephesians 4:2526, 32; Hebrews 12:1; Philippians 1:6). We believe a church should operate as a unied community of servants, with men and women stewarding their spiritual gifts.This includes the concepts of unity, servanthood, spiritual gifts, and ministry callings (1 Corinthians 12 and 14; Romans 12; Ephesians 4; Psalm 133:1).

We believe loving relationships should permeate every aspect of church life. This includes the concepts of love-driven ministry, ministry accomplished in teams, and relationship building (1 Corinthians 13; Nehemiah 3; Luke 10:1; John 13:34 35). We believe life-change happens best in community. This includes the concepts of discipleship, vulnerability, and accountability (Luke 6:1213; Acts 2:4447). We believe excellence honors God and inspires people. This includes the concepts of evaluation, critical review, intensity, and excellence (Colossians 3:17; Malachi 1:614; Proverbs 27:17).

We believe churches should be led by men and women with God-given leadership gifts. This includes the concepts of empowerment, servant leadership, strategic focus, and intentionality (Nehemiah 12; Romans 12:8; Acts 6:25). We believe the pursuit of full devotion to Christ and His cause is normal for every believer. This includes the concepts of stewardship, servanthood, downward mobility, and the pursuit of kingdom goals (1 Kings 11:4; Philippians 2:111; 2 Corinthians 8:7).

http://www.fellowshipdallas.org/about/our-values/

Fellowship Bible Church Dallas: Values

MISSION - Our mission is to lead people in a growing relationship with Jesus Christ. VISION - The Vision of Fellowship Dallas is to be a midtown Dallas church of grace-lled people empowered for community transformation and new church formation so that the Gospel is faithfully transferred from person to person and generation to generation.

Our Values In all that we do, we at Fellowship Dallas seek to faithfully pursue the following core values: Dependence on God through Worship and Prayer We worship and pray to God in recognition of His holiness and supremacy and as confession of our humanity and need, and He rewards us with a deeper knowledge and experience of Himself. Mark 14:3-9; John 4:23-24; 1 Thessalonians 5:16-18

Culture of Grace We extend to all people the unmerited love, acceptance and forgiveness that we ourselves have received from God through the crucixion and resurrection of Jesus Christ.Ephesians 1:2-10; 2:1-10 Biblical Truth We learn and live by the timeless standard of God's inspired Word, making it the lens through which we view our relationships, circumstances and decisions. 2 Timothy 3:16; Hebrews 4:12; Colossians 1:28

Authentic Community We pursue honest, caring and encouraging relationships that follow the model set for us by the Trinity, and that lead to maturity in Christ for all. John 13:34-35; Ephesians 4:2-16; Romans 12:3-8 Missional Living We go out and actively share God's love, grace and truth with those in our spheres of inuence, in our community and in the world, just as Jesus went out from the Father to save the world. Matthew 28:19-20; 1 Corinthians 9:19-23; 1 Peter 3:15-16

Leaving a Legacy We sustain the Christian faith and prepare future leaders by the intentional transfer of the gospel and all biblical truth, knowledge and wisdom from person to person and generation to generation. Romans 15:14; Ephesians 6:4; 1 Timothy 1:18; 2 Timothy 2:2

2. Dictate personal involvement

In marriage you look for a person with the same, or similar, personal values - do the same in looking for a church. A new pastor would want to know these values before considering a position at a church - if the two do not agree a divorce will quickly ensue. Incidentally: if you plant a church then usually the planters values become the churchs.

3. Communicate what is important

They state, This is what really matters, this is what we care about We see this in the Jerusalem church in Acts 2:42ff Malphurs asks this question of any pastor who is looking to move on from their current position...

3. Communicate what is important

They state, This is what Does your really matters, this isyou what position force we care about to compromise, We see this in the deny, or abandon Jerusalem church in Acts your fundamental 2:42ff ministry values? Malphurs asks this question If yes, it is probablyis of any pastor who time to leave - ifto move it some looking no, give on from morecurrent position... their time.

3. Communicate what is important

Does your position force you to compromise, deny, or abandon your fundamental ministry values?
If yes, it is probably time to leave - if no, give it some more time.

4. Embrace good change

Change is happening - all over the world, in India, and even in North East India! The church is not exempt from its effects. Core values reect core beliefs and help you to know if change is good and acceptable or bad. Does it align with what we believe or contradict / oppose them?

5. Inuence overall behavior

A churchs values are ministry shaping, what Malphurs calls the values impact. They impact each decision and how we act as a result of it - they have produced our attitudes, our decisions, goals, priorities, problem solving, spending etc. In Acts 6:1-7 the church faced a possible split over discrimination time was not taken by leaders to do the job but to delegate it whilst they did what God called them to.

6. Inspire people to action

Beliefs motivate people to ministry, to action. Beliefs energise all people. We might talk of the need for evangelism - if someone does not believe it they will do nothing. To get real action they have to believe something at a deep level.

7. Enhance credible leadership

Good leadership is essential to good organisations - and good leadership is driven by good values - your values determine where you are going, and what you are, as a leader.Your lifestyle is then a model of those values. If your life contradicts those values then you will lose credibility.

8. Contribute to ministry success

To experience success you need to stick to a certain set of beliefs - these are the foundation for all of your policies and actions. Understanding and living out these core values makes success possible - in fact they are more effective than technical skill or ability. Values make people work harder and longer they unite you in a common cause and impact people around you.

9. Determine ministry mission and vision

The mission is what the church is meant to be doing - the vision is what that looks like. The mission is a statement of the churchs direction - the vision is a snapshot of the same. The rst tells us where we are going, the second shows us where we are going. Both parts are vital and are located with values at their heart and soul.

Of all that makes up a congregations heart and soul values are probably the most important aspect. This is because values are foundational to mission and vision, the y inuence these things powerfully. We might say we will fulll the Great Commission - but if we don not value evangelism there is no chance - we will actually have another mission.

The denition of values

Core values are the constant, passionate, biblical core beliefs that drive the ministry. Constant Value hang on tightly - they hold things together even in times of change - and can take 3-8 years to change.Values do change - but not easily or readily. This is good as they dictate behaviour - and if they change it can create uncertainty. Bad as some needs need to change but they dont.

Passionate What you feel and care deeply about - values touch the heart and soul of the church and produce emotions - not only what you believe but how (emotionally) you believe it.Values you feel most passionately about are the ones that are most powerful in shaping what you do. People will be drawn to similar values on this emotional level.

Biblical Most values of a ministry are found in the Bible. We might nd many things in our ministry that are not in the Bible, computers, ac, cars. Some values are not in the Bible but do not contradict the Bible.

Values are Core Beliefs Are beliefs and values synonymous? A belief is a conviction or opinion you hold to be true based on limited evidence. It is not, by denition, a fact. A fact is a conviction held by a number of people based on signicant and extensive evidence. The doctrines held by a church are usually facts based on scripture.Values are beliefs. Hence a value statement and faith statement will be different.

Values are Core Beliefs Are beliefs and values synonymous? A belief is a conviction or opinion you hold to be true based on A church needs It is not, by limited evidence.to discover its core values fact. A fact Malphurs denition, a or beliefs - is a suggests there by a number of conviction heldare usually between 4 and 11 - he uses the storyboard people based on signicant and technique to help a church nd out extensive evidence. The doctrines what these are. held by a church are usually facts based on scripture.Values are beliefs. Hence a value statement and faith statement will be different.

Values drive the ministry Churches are on a journey and the destination is their mission and vision. Mission determines the port and vision is a picture of what it will look like when it gets to that port. Malphurs notes that many churches have not thought through and described this process as he describes it. If a church is off course the values are not aligned with mission and vision - the values will be taking you somewhere, it is just not where you think you are going.

Further denitions - just to help you more! Functions not forms Values are functions (timeless) not forms of doing things which are timely - fellowship might be a function, how you do that is time dependent, a small group might be good now but this could change.

Values explain why you do what you do You have the small group in order to create community Ends, not means to ends Small group meetings are a means to an end not the end itself - the end (value) might well be fellowship or community.

Kinds of values
7 kinds that exist in tension Conscious versus Unconscious Most church members are not aware of the churchs values they exist for them at an unconscious level. Church leaders should make these conscious through the discovery process. Knowing the values then helps people answer the question, Why are we doing what we do?

Shared versus Unshared Shared lead to a common cause unshared away from it. In effect shared values are the key unlocking the door of a common cause. When leaders and the people share values they will accomplish their mission.

Personal versus Organizational People and organisations both have values - when you look for a new church you use your own values in deciding if you want to go. Dynamic churches usually have people with the same values - struggling churches have the opposite. If the values of the staff are the same as those of the senior pastor then commitment is greater, positive attitude, greater job satisfaction and of course, the opposite is true.

Actual versus Aspirational Actual values you practice each day - aspirational might be ones we like but dont do - e.g. Evangelism when no one has seen a person born again in years. Aspirational are not bad - they simply have to be acknowledged as such, and then moved into they tell us what we want to become.

Single versus Multiple Usually one value towers over all others - Malphurs calls this the unifying value - it unies the church and communicates its central thrust, it dictates the pastors role, and that of the people. The table over the page shows this. There is a danger if one single value dominates that the church becomes a niche church and is biblically imbalanced.Values should be held in balance.

Corporate versus Departmental The church has corporate values - and each department will have their own values too - these usually are in line with the broad churchs values Good versus Bad Bad - valuing men above women, rich over poor, old over young, etc.

The discovery of core values

Who discovers the core values? This is the job of the SLT. The whole church might be involved in the process if the church is small - if not it is good to get people involved in giving feedback on what the SLT think.

Whose values are discovered? Congregational values reect personal values - so you need to look at both. Personal organisational values Core beliefs of the people who are the church. 3 levels; 1. The typical attender - will determine if they are happy at the church 2. The staff - determine if they will stay, and how effective they will be in working. 3. The church board -

Malphurs suggests it is vital for people moving into ministry to identify their own values - this also then helps them see if they are a compatible match with churches / ministries etc.

Corporate organisational values Malphurs suggests these are discovered as they are within the people - you do not impose them on people, a leader helps people to identify them. These are the churchs gut level values. It is possible to change values - but as noted earlier this can be a long process.

How are values discovered?

Discussion - obvious really Study You might look at the statements form other churches here sometimes things leap off the page as something you identify with. The core values audit See on following pages - and at this link:
http://enrichmentjournal.ag.org/ 201001/201001_056_Core_Values_sb.cfm

Directions: Using the scale below, circle the number that best expresses to what extent the following values are important to your church (actual values). Work your way through the list quickly, going with your first impression. 1 2 3 4 = = = = not important somewhat important important most important

1. Preaching and teaching Scripture: Communicating Gods Word to people. 2. Family: People immediately related to one another by marriage or birth. 3. Bible Knowledge: A familiarity with the truths of the Scriptures.

4. World missions: Spreading the gospel around the globe. 5. Community: Caring about and addressing the needs of others. 6. Encouragement: Giving hope to people who need hope. 7. Giving: Providing a portion of ones finances to support the ministry. 8. Fellowship: Relating to and enjoying one another. 9. Leadership: A persons ability to influence others to pursue Gods mission for the organization. 10. Cultural relevance: Communicating truth in a way that people who are not like us understand it. 11. Prayer: Communicating with God.

12. Excellence: Maintaining the highest ministry standards that bring glory to God. 13. Evangelism: Telling others the good news about Christ. 14. Team ministry: A group of people ministering together. 15. Creativity: Coming up with new ideas and ways of doing ministry. 16. Worship: Attributing worth to God. 17. Status quo: A preference for the way things are now. 18. Cooperation: The act of working together in the service of the Savior.

19. Lost people: People who are nonChristian and may not attend church (unchurched). 20. Mobilized laity: Christians who are actively serving in the ministries of the church. 21. Tradition: The customary ways or the tried and true. 22. Obedience: A willingness to do what God or others ask. 23. Innovation: Making changes that promote the ministry as it serves Christ. 24. Initiative: The willingness to take the first step or make the first move in a ministry situation. 25. Other values:

Unique to the church values Ask yourself the following questions: What is unique about our church? What makes it different to other churches locally? Why would people choose to come to your church and not to others? Storyboarding discussed previously The churchs budget You put aside or allocate funds to what you value

Now it is useful to assess if your values are inward or outward focussed - those churches with more inward focussed values tend towards plateauing and dying. Malphurs notes that for a church to maintain evangelism as a core value takes 3 times as much energy as for any other value.

Determining aspirational values Malphurs suggests two of these might be added to your core values - possibly look at other healthy, biblically functioning churches and ask what is missing - Acts 2:42-47 is suggested as the best biblical paradigm. Aspirational values will also direct you to a new stage of mission.

The development of the core values statement

This is how we formulate a statement for the whole congregation expressing the values. Preparation - decide the lead person in drafting (usually senior pastor), others help to draft and edit - why are we writing this? It gives the values authority, brings clarity and communicates them well.

The process of developing the credo (statement) Step 1 - determine if it is a value or a form Core values are constant, passionate, biblical core beliefs that drive the ministry. Ask: Is the item an end or a means to an end? Asking why are we doing this? determines the value.

Step 2 - determine the number of values The storyboarding helps with this - usually it is 5-10 - Malphurs says less is more and suggests 6 is the best number. Step 3- decide on a credo format Keep the statements simple, clear, straightforward and powerful - use Bible references and make application. Look at some examples online to get more help. Step 4 - test the credo format Check out the format - is it clear, attractive, does it include too many values

Communicating the core values

Everyone involved in the ministry should be involved in this process start with SLT and pastor and work it on through. The ways to communicate values are limited only by your creativity.

Two line

Kinds of Values Conscious versus Unconscious Shared versus Unshared Personal versus Organizational Actual versus Aspirational Single versus Multiple Corporate versus Departmental Good versus Bad

How to Discover Your Values Discuss the importance and denition of values. Study other churches credos. Do a Core Values Audit. Identify any single, driving values. Identify any unique-to-the-church values. Conduct a storyboarding session. Review the churchs budget.

Determining Actual Values Value Example Purpose Answers Biblical Community End Why? Form Small Group Means to an end What?