1. A NNUAL C ONFERENCE O RIENTATION

2. Christian Churches (U.S.) 350,000 churches in America 4 out of 5 are either plateaued or declining 66% - 75% of congregations founded before 1960 are plateaued or declining Only 20-40% of Americans attend church With 235 million non-Christians, America is the fourth largest non-Christian nation

3. UMC in the USA 33,614 United Methodist Churches in the United States Average membership has decreased by 8% during the past ten years Average worship attendance has decreased by 10% during the past ten years

4. CTCUMC About 310 Churches in the Central Texas Annual Conference Over 204 have attendance less than 100 Over 179 have attendance less than 80 Average worship attendance conference- wide increased 1.17% from 2009 to 2010.

5. Lifecycle of a Church

6. Upside of Lifecycle Downside of Lifecycle 1. Birth6.Maturity 2.Infancy7.Empty Nest 3.Childhood8.Retirement 4.Adolescence9.Old Age 5.Adulthood10.Death Lifecycle of a Church

7. There are four key issues that determine where a church is on the lifecycle: V = Vision…Where should we go? R = Relationship…Whom should we bring? P = Program…How will we get there? M = Management…What should we avoid?

8. Vision 1.Mission – why a congregation exists 2.Vision – where the congregation is going 3.Values – boundaries that guide the congregation Lifecycle of a Church

9. Relationships The ability for people to develop relationships with others in the church is crucial for changing the lifecycle of a congregation. Lifecycle of a Church

10. Programs The purpose of programs in a congregation is to: 1.Help disciples mature 2.Aid disciples in the making of more disciples There is one program that is not assumed culturally from our churches but is demanded for health and growth…Leadership Development! Lifecycle of a Church

11. Management Management is like a skeleton in a body. 1.The leader must be growing and developing as a leader while developing more leaders. Lifecycle of a Church

12. Management 2.Leadership must reflect how work gets done- responsibility, authority, and accountability. Groups do not lead and cannot be held accountable 3.The pastor/leader must turn the ministry of the congregation over to the laity and they must turn the leadership of the congregation to the pastor/leader. Lifecycle of a Church

13. Leadership Styles - Activity PREACHERPREACHER

14. Church Numerical Growth Plateaus

15. 25 – 100 Worship 1.A willing leader 2.A cohesive group of willing followers 3.No intolerable pressures or competition for your role

16. 100 – 225 Worship 1.An attractive leader with outreach gifts 2.Marginal quality of congregation/facilities/ programs/preaching 3.Middle-size group dynamics 4.Members using outreach skills

17. 225 – 500 Worship 1.A warm, team-leader pastor 2.Ability for attendees to connect with new people 3.Large group dynamics & outreach oriented value system 4.Average or better quality of facilities, programs and preaching 5.Proper number/dynamics/diversity of “open groups”

18. 500 – 750 Worship 1.Managerial staff strengths and proper staff ratio 2.“Large church” mindset with good quality facilities/programs/preaching 3.Developing new ministries related to the new age groups being attracted 4.Mobilization of over 50% of the congregation

19. 750 – 1000 Worship 1.Managed, middle-management level staff in proper roles 2.Effective lay leader training programs 3.Excellent quality of facilities/programs/ preaching 4.Moderate vertical diversification of open groups

20. 1000+ Worship 1.Visionary Leadership 2.Delegated Management 3.Expanding Leader Base 4.Exceptional Quality 5.Multiplication of “Churches”

21. Leadership Style Difference Leadership through:  Shepherding  Challenging  Coaching  Visioning Leadership ShepherdingChallengingCoachingVisioning

22. Appropriate Leadership  Does it fit the congregation?  Will it enable the congregation to fulfill its potential?  For leadership to move to visionary style, the congregation has to accept a pastor’s ….  Realize the difference between want and need of a congregation … Leadership Style Difference

23. A NNUAL C ONFERENCE O RIENTATION

24. Healthy Church Initiative The Healthy Church Initiative (HCI) is a process designed to transform churches. Three main components: 1.Continuous Learning 2.Coaching 3.Consultation

25. STRATEGIES: Continuous peer learning Consulting Coaching Accountability Laity involvement ASSUMPTIONS: Healthy churches grow Leadership is everything Requires outside help Creates urgency No quick fix Healthy Church Initiative

26. Two Tracks Larger Church Initiative (LCI) –Churches with average worship over 80 Small Church Initiative –Churches with average worship under 80

27. Healthy Church Initiative Phase One – Continuous Learning LCI: PLD and LLD classes SCI: Workshops Phase Two – Consultation LCI: Three-day SCI: One-and-a-half day Phase Three – Implementation LCI: Five coach-led prescriptions SCI: Three coach-led prescriptions

28. Phase One: PLD and LLD Classes Addresses top obstacles of medium to large churches Pastor and laity on parallel paths Built in momentum with action steps Share learning with congregation throughout Pastor coaching Eight classes over nine months Led by trained facilitators Includes curriculum and books for foundational learning

29. Phase One: SCI Workshops Addresses top obstacles of small churches Pastor and laity learning together Built in momentum with action steps Share learning with congregation throughout Six classes over twelve months Led by trained facilitators Includes curriculum and books for foundational learning

30. Phase Two: Consultation 1.Church votes to have consultation 2.Peer mentoring groups 3.Church self-study 4.Mystery guest program 5.Consultation weekend 6.Church votes to accept prescriptions

31. Phase Three: Implementation 1.Follow-up coaching to work with churches to implement prescriptions –18 months for LCI –12 months for SCI 2.Peer mentoring continues

32. Joining the HCI Process Apply for PLD or SCI group –PLD applications available now at www.ctcumc.org –SCI applications available in the Fall Approval by DS –Looking for clergy and churches who are open to change, encouraged by peer development and eager to learn Recruit laity –Two to three for LLD –10% of worship for SCI

33. A NNUAL C ONFERENCE O RIENTATION