Thom S. Rainer's Blog, page 16

Removing the Like Button from Churches

I guess like buttons have their place in social media, blogs, podcasts, and other methods of communication. I pray, though, that I will avoid the temptation to see the various aspects of my church as a place where I can determine whether it meets my needs and gets my “like” affirmation.

I pray that I will not evaluate the music style in my church with a like button. Instead, I pray that I will be grateful to those who give of themselves every week to provide us with worshipful music.I pray I will not evaluate preaching in my church with a like button. Instead of deciding if the length is best for me and the exposition precisely as I would prefer, I pray that I will be thankful for a pastor who faithfully prepares and preaches a message every week. I pray that I will not evaluate the pastoral care in my church with a like button. Instead, I pray I will realize fully that we don’t pay our staff to do all the ministry; their primary work is to equip us for the work of ministry. I pray that I will not evaluate the order of worship in my church with a like button. Instead, I pray that I will demonstrate gratitude that I have the freedom to worship in my church and that I will not be so petty to insist on an order of worship the way I prefer. I pray I will not evaluate our church budget and spending with a like button. Instead, I pray that I will be grateful for those who give and for a church that seeks to be the best steward of those gifts. I pray I will not evaluate volunteers in my church with a like button. Instead, I pray I will have a heart of gratitude that they give freely of themselves without pay and most of them without recognition. I pray I will not evaluate my church overall with a like button. Indeed, I pray that I will not see my church as a place to get my needs and preferences met.

My church is not a social media channel built upon likes and up-and-down votes. My church is built upon the sacrifice and work of Christ. He labored for me. He prayed for me. He died for me. The least I can do is to love his bride, the church, as he loves her. The least I can do is to seek unity and be a source of unity in the church. 

Therefore I, a prisoner for serving the Lord, beg you to lead a life worthy of your calling, for you have been called by God. Always be humble and gentle. Be patient with each other, making allowance for each other’s faults because of your love. Make every effort to keep yourself united in the Spirit, binding yourselves together with peace. For there is one body and one Spirit, just as you have been called to one glorious hope for the future (Ephesians 4:1-4, NLT).

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The Coming Silver Tsunami: A Volunteer Crisis in Aging Congregations

I have a friend who works in the long-term care industry. They operate facilities for older people who need help living independently. Their services range from assisted living, which requires three meals a day and some basic housekeeping services, to full nursing care, which requires round-the-clock support from a highly trained medical staff.

In our conversation, he used a term that I have been thinking about a lot: the silver tsunami. Tens of millions of Americans will be moving into the last stage of their lives in the next several years, and there just aren’t enough beds and trained staff to meet the rising demands of an aging population.

The church is facing its own type of silver tsunami right now regarding the kinds of folks who shoulder the volunteer burden of the church. In many small and medium-sized churches, members organize events, generate financial reports, and do essential maintenance

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What Should Pastors Do When They Must Lead People They Don’t Trust

Pastors must trust their churches for God’s mission to be accomplished. And congregants must trust their leaders for church culture to be healthy.

Blind trust is unwise.Trust is granted more than earned.When pastors do not grant trust to anyone, they become paranoid tyrants.

Trust between individuals is derived from reliability, confidence, and truthfulness. People become trustworthy when you rely on them confidently because they are honest. 

You may not trust someone for several reasons, many of which are rooted in unreliability, betrayal, and dishonesty. In the context of a local church, discipline may be required depending on the severity. However, a lack of trust may exist for reasons that are not negative. For this article, I will focus on the more benign reasons why pastors may not trust people in their church.

They want to teach, but their ability or doctrine is in doubt.They want to serve children but are brand new to the church.They are making an odd claim, but it’s not corroborated.They aspire to a leadership position but don’t want to go through the normal process.They consistently complain about other pastors and churches with good reputations.They are the only ones claiming a crisis exists.

In these examples, someone may have integrity or may not. The unknown produces a level of distrust. As a church leader, you will face situations where you must lead people you can’t completely trust. Typically, time will reveal the truth, but it could take a while. How should a pastor operate in the meantime?

Identify the exact source of mistrust. Don’t make the mistake of believing trust comes on all-or-nothing terms. Research shows that trust has three components: competency, consistency, and character. You may trust someone’s character but have doubts about their competency. Maybe they can do the job well, but you wonder if they will be consistent. If you do not trust someone, it is your responsibility to pinpoint precisely why. Trust cannot be built when the reasons for distrust are vague.

Avoid the temptation to micromanage. Many task-oriented pastors will revert to micromanagement when they do not trust the people around them. Those being micromanaged can respond with their own level of distrust of leadership. A vicious cycle then forms, and distrust unnecessarily grows between both parties.

Give someone a low-risk assignment where trust can be granted. Don’t place an unfair burden on people based on your internal perceptions. You must give people opportunities to gain your trust. Your mistrust may be unfounded, and a simple task could reveal your error. In most cases, you don’t need to have a serious meeting with them if mistrust is merely based on intuition. A low-risk assignment is a good place to start.

Set clear expectations and guidelines. Trustworthy people honor boundaries. For example, our church campus is a collection of five buildings built over five decades. What we lack in easy navigation, we gain with charm and character. Since the campus has an odd layout, we tell our people certain bathrooms and hallways are designated for children only. Everyone honors the request because they understand child safety is paramount. We know who to trust because we’ve set clear expectations and guidelines. It’s harder to identify untrustworthy people when lots of exceptions are made and expectations are unclear.

Take the initiative to demonstrate trust. Pastors become more anxious and paranoid when distrust grows. In the church, however, the burden of building trust is first on pastors. Leaders must show the way. You must first demonstrate your own trustworthiness before expecting the trust of others. The more people trust you, the more likely you are to return trust to them.

Trust is one of the most valuable components of relationships. Every pastor will be tasked with leading others when trust is not present, but trust can be granted and built without being overbearing as a leader.

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A Quick Overview of the Triple Nones

I remember my surprise at the response to a book I wrote in 2001, Surprising Insights from the Unchurched. The fact that I remember something that took place almost a quarter of a century ago is a testament to its indelible mark on my memory.

My research team studied the formerly unchurched, persons who had been out of the church for a long time (or their entire lives) and later became a part of a local congregation. Because of our large number of surveys and because our research team interviewed many of them in person, we ended up with a treasure trove of insights. We learned so much about why people who had rejected the church decided to come to a local congregation.

But my surprise occurred when the book started selling well, and I got more speaking requests than I could ever handle. Church leaders were fascinated by this research. That fascination of why people attend or leave church continues today.

But it is the latest research that should garner a lot of attention.

The Burge Factor

Ryan Burge is my favorite religion researcher. We are thrilled to have his insights and fun personality on the Church Answers team.

What Burge does that is unique is that he researches research. He looks at the massive amounts of data other major firms produce and discerns patterns and trends. His regular content is aptly named Graphs about Religion.

Burge points out that many church leaders regularly assume they know the precise definitions of terms related to religion. For example, if you ask a church leader who “the Nones” are, you might get a blank stare or an incorrect answer. Ryan Burge, more than anyone else, introduced us to the Nones.

The Three Perspectives

Burge reminds us that there are at least three ways to measure religiosity. Here’s how he explains it:

The most widely accepted approach is called the three B’s:

Behavior – This is almost always measured by religious attendance.

Belief – This is measured in various ways, including views of the Bible, belief in angels, demons, God, heaven, hell, etc.

Belonging – This is what group you identify with on a survey – Protestant, Catholic, Jewish, Muslim, No Religion, etc. (Burge, What Does it Mean to be ‘Religious’?).

Burge notes, for example, that our data on the Nones come from the singular category of “belonging.” However, when we look at attendance statistics, we need to look at the category of “behavior.” The research shifts to “belief” when, for example, we seek to discover what people think about the doctrines of Scripture.

While church leaders often confuse these categories by assigning attributes and data to the wrong category, hardly any of us, myself included, knew about the “triples nones.” We can now grasp a new category in religious data thanks to Burge.

Meet the Triple Nones

Let’s move quickly to the definition of a triple none by looking at the three perspectives noted above. Simply put, a person has to pass three tests to be a triple none. 

Behavior. They never attend churchBelief. They have no beliefs about God other than they doubt or deny his existence. In other words, they are agnostics or atheists.Belonging. They claim no religious affiliation or preference.

The most notable data Burge produced in this aspect was the number of Americans that fit all three categories. Only eight percent of Americans are triple nones, meaning that they never attend church; they have no beliefs about God; and they claim no religious affiliation or preference.

So, what does that mean for churches and Christians? Frankly, I’m not sure. I don’t know how it relates to how I approach those who don’t follow Christ and those who don’t attend church. Until I can get my head around this information, I will continue sharing the gospel wherever God gives me an opportunity.

But the triple nones fascinate me. There is a lot more to come. What do you think?

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Unknown Leaders

She was a desperate woman. She’d been sick with a blood disease for twelve years, making her an unclean member of her society. Even though she had spent all her money seeking a cure, no doctor had an answer. Every day that she survived, her hope disappeared by the time she lay down that night. Day after day, month after month, year after year, one decade into the second one . . .  the agony continued.

We don’t even know her name—but, God did, and He did something about this woman’s desperate condition.

Somehow, you see, this woman heard something about Jesus (Mark 5:27). Somebody said to her something like, “I’ve heard Jesus is coming through your town. You’ve got to get to Him.” Perhaps he or she added something like, “I’ve heard He can give legs to the lame, sight to the blind, and hearing to the deaf. I’ve even heard that He can raise the dead. I repeat: you’ve got to get to Him.”

We don’t know that witness’ name, either. Whoever it was, though, was God’s instrument to change a woman’s life.

The woman did indeed get to Jesus, despite her having to break social mores to touch the garment of the rabbi—and her life would never be the same. Jesus did in an instant what no other doctor could do in over a decade. He alone could provide physical healing and spiritual cleansing, and His name has been magnified through that miracle to this day. Our neighbors and the nations who read this story in the Gospels today will once again hear of the power of Jesus in the recorded text.

The story speaks of two people whose names are not included in the record: a hurting woman and a Jesus-proclaimer. Both are critical to the story, but neither is the center of that story. No, the focus of the story is the one whose name is included—Jesus, the Son of God. After all, He’s always been the story.

What does this story mean for us today? We have the global responsibility and privilege of getting the gospel to non-believers among 8 billion people in the world—most whose names we do not yet know, and whose names will likely never be recorded in history books. They need Jesus, however, and we get to play a role through serving as missionaries or supporting those who go. The nations may never know our names or our contributions, but that must be okay with us. We are still not the story.

Closer to home, we live out our callings by shepherding people whose names we do know, and who view us as their spiritual leader. The danger we face is that we will fall into the trap of leadership pride, seeking recognition and delighting when others know our name and recognize our work. The danger is that we will want our names in the story even when we say we don’t.

Our Church Answers team is delighted to offer you the best resources so you will be the strongest leader you can be for God’s church. It is our prayer for you and for ourselves, though, that all of us will minister to others without concern that our names get recognition in the process. The story is still about Him.

And, it always will be.

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Fifteen Questions to Ask of Every Sermon Before Preaching

Writing sermons is a challenge for many reasons. For one, I never feel like my sermons are quite complete! But Sunday is coming, and the writing process must end at some point. Then begin again.

These questions are designed to help you quickly review your sermons before you deliver them. Use this checklist to evaluate your sermon’s content, tone, and application.

Is the good news of Jesus in my outline or manuscript?How will this sermon please and glorify God?Who is my audience? Am I preaching to people I know or not?Was my sermon guided by the Holy Spirit through prayer?How much time do I have? Is my sermon too long or too short?Has anything major occurred in the culture this week? Should my sermon address it in some way?Is there something in my sermon that may cause confusion? Should I modify my sermon to be clearer?Do my illustrations highlight the text? Will listeners naturally make the connection, or should I be more overt?What is the most memorable part of my sermon? If someone were to remember only one thing from my sermon, what would I want it to be?What questions may people have about the text after I preach? Should I address these questions in my sermon?How will most people feel after I preach? What do I want them to feel?Do I call people to action? What is this action? Am I upfront and clear about what they should do?Is this sermon going to be available for public consumption? How might a non-believer react after hearing or watching the sermon?What is my desired tone? Will I say anything that might detract from how I want to be perceived?What are my expectations of this sermon? What are my expectations of those engaging with the sermon? Is there any part of my sermon that might interfere with these expectations?

Check this out! Church Answers just released a brand-new Certification in Expository Preaching. Dr. Chuck Lawless, Dr. Matt McCraw, and I team up to bring you comprehensive and in-depth training to become a better expository preacher.

This certification will equip you to be a better expositor of God’s Word. Whether you are beginning to preach or have many years of experience, this training will give you a greater passion and understanding of the best preaching techniques, methods of preparation, and sermon delivery.

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A Challenge to Lead from Weakness (And a Bonus Sermon Manuscript to Help You)

Christian leaders must lead. In a Christian way.

I live in a world of preparing gospel leaders. I have the privilege of equipping future ministers and missionaries in my various capacities, and I’m humbled by this responsibility. I want my graduates and our missionaries to be the best equipped, best prepared generation ever to do the work we’re called to do. I long for them to know how to interpret, preach, and apply the Word. I want them to know their theology. It is my prayer they have grounding to address some of the critical issues – often unexpected ones – they will face in ministry. I want them to have dependence that leads them to pray to God and interpersonal skills that help them relate to others.

I want them to be as ready as they can be for the task at hand. At the same time, though, I’m

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Why Vacation Bible School Is as Important Now as Ever

He’s older now. Retired, but not done. He doesn’t move quickly, and his hearing is not great. For thirty years, he shepherded our church. We call him “Brother Bob.” All of Bradenton calls him that. He’s a passionate evangelist for evangelism. Give him a minute of your time, and you’ll hear him share the gospel. Boldly. Without apology. 

A couple of years ago, he brought three children to Vacation Bible School. Two of them accepted Christ. In fact, dozens of children, even a few parents, have accepted Christ in the last few years at our VBS. Countless gospel seeds were planted. 

What other program or event bears this kind of fruit in a one-week timeframe? VBS is a local mission trip that just about any church can do. Here is why it’s important to my church, West Bradenton.

Multiple generations come together. For one intense week, a multi-generational army unites around the good news of Jesus. It’s one of the most beautiful scenes in ministry.

People from the neighborhood show up. The Holy Spirit guides families from their front yards to our front door. VBS is an opportunity for us to be good neighbors. 

The gospel is the central focus. The reason we do VBS is to share the gospel. Undoubtedly, the games, activities, and skits are a lot of fun. But the focal point is telling children about Jesus. Everything else is periphery to the grand purpose of sharing with a child, “Here is how Jesus saves you.” 

Men get to be kids. Our VBS happens at night, from 6:00 p.m. until 8:30 p.m. There are several reasons for this timeslot, but one of the biggest is that a later time gives many men in our church the opportunity to serve. The women at West Bradenton always step up in incredible ways, but there’s something special about seeing a middle-aged man in a colorful wig doing kid song motions.

Unity in the church is strengthened. VBS is one of the least controversial ministries a church can offer. The collective effort strengthens bonds between generations. We all share the same moment together, and the memories made build bridges among people who would otherwise not interact with each other.

We carry with us the legacy of Brother Bob and his generation. Some in our church are in their fifth or sixth decade of VBS. When I’m older and retired, when my hearing is gone and I don’t move as quickly, I hope to bring children to VBS just like Brother Bob. VBS is as important now as ever. I believe it will be just as vital in the future. Every year, we all get VBS-tired, but it’s worth it. Every bit of it.

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The Perils of a Checklist Pastor

The church’s problems seemed easy to diagnose in our consultation with the congregation. The church was not reaching people with the gospel. They counted on transfer growth in earlier years to sustain their ministries. Of course, transfer growth means that the church was receiving (taking?) members from another church. Transfer growth is elusive these days. If churches are not growing by conversion or evangelistic growth, they probably are not growing at all. 

The pastor’s two responses to my questions surprised me.

Me: Do you know your church is not reaching people with the gospel?

Pastor: Yes.

Me: Can you tell me why you think that is the case?

Pastor: Because I don’t have time to lead the church in evangelism.

Digging Deeper

I appreciated the pastor’s honesty and thoughtfulness. He did not make excuses. He did not blame others. And he knew the problem.

Moving to the next step was rather easy because the pastor already diagnosed the problem. And to some extent, he took responsibility. His challenge was his inability to see a solution. “How can I find hours I don’t have?” he asked me.

That question led me to request the next step of him. I asked the pastor to write down his closest estimate of the number of hours he spent leading his church and being a pastor to the people. I could tell by the look in his eyes that he had already done this exercise to some extent.

He suggested to me that we should meet the next day. “This won’t take long,” he said. “I’ll have your list to you tomorrow.”

The Checklist

He seemed eager to share his list with me. This pastor did not want to continue doing the same things he had done for some time. He eagerly sought solutions.

I received his email a few hours before our Zoom meeting. It was straightforward. “Here are my typical work hours. Of course, they are always subject to change. You can’t neatly predict a day in the life of the pastor. Anyway, this checklist is a close estimate of my workweek.”

Sermon preparation: 12 hoursSunday services (including prayer and three services): 6 hoursChurch meetings: 3 hoursDenominational and community responsibilities: 2 hoursCustodial/building issues: 2 hoursCounseling: 4 hoursWorking on newsletter: 2 hoursHospital and nursing home visits: 4 hoursAdministrative work: 9 hoursCommunity ministry: 2 hoursAttending and leading life groups: 3 hoursLeading staff: 5 hoursCrises and other unexpected events: 7 hours

Total hours: 61 hours

“If I have any cushion in this list, I try to spend more time with my wife and three daughters,” he told me. “If you suggest I cut back in one of these areas, I will have to deal with fallout from different church members. Sometimes, I use my ‘cushion’ for more sermon preparation time.”

Then the pastor said those words that stuck with me: “I have to get my checklist done every week.”

Good Is Not Always Great

This pastor works hard. He serves both his church and community well. He seems to be a good husband and a good dad. But he does not lead in evangelism because he must get the other checklist items done each week. Obviously, he has some level of expectations or accountability for all the responsibilities on the checklist.

But evangelism is not on his checklist.

And, frankly, this one omission is the most common problem we see in struggling churches.

Help us to help pastors like this one. What would you say to him? What would you recommend he do?

I would love to hear from you.

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6 Characteristics of a Great Team Member

In our culture, there’s so much emphasis on being a good leader that we rarely hear about what it means to be a good follower. In any church or organization, the strength of the team is often the defining factor in its success. So why does most of the responsibility and conversation land on the leader? For staff members, lay leaders, and followers, being an exemplary team member is crucial to the health of any organization. Here are some key traits that contribute to being an effective and supportive member of the team.

One Voice

“I appeal to you, dear brothers and sisters, by the authority of our Lord Jesus Christ, to live in harmony with each other. Let there be no divisions in the church. Rather, be of one mind, united in thought and purpose.” 1 Cor. 1:10 (NLT)

A divided team can’t gain much ground if there are divisions and conflicting end goals. Sabotage happens in small ways—side meetings after the meeting, comments on other staff members’ remarks, and oversharing details with people outside the organization are all examples of well-meaning conversations gone rogue. As staff members, it’s important to ensure that when input is asked for and decisions are made, everyone leaves the room on the same page and with the same voice. Unity is essential; differing opinions and discussions should be encouraged in the decision-making process, but once a decision is reached, it is vital that the team moves forward together. This does not mean that differences of opinion aren’t expressed or that there is a blind eye to sin and lack of integrity.

Encouraging

“So encourage each other and build each other up, just as you are already doing.” 1 Thessalonians 5:11 (NLT)

Your supervisor or pastor is a broken human too. Often, our leaders are navigating multiple issues at a time, and we may only be aware of one or two of them. It’s easy to become frustrated when decisions or resources don’t go our way. However, it’s important to remember that encouragement goes a long way. Offering the same grace and benefit of the doubt that you wish would be extended to you shows your care for them as a whole person. Support and understanding, rather than criticism or prideful resistance, can significantly boost morale and help leaders feel more supported in their roles. 

Team Player

“Don’t look out only for your own interests, but take an interest in others, too.” Phil. 2:4 (NLT)

Being a team player means more than just completing your tasks. It involves actively contributing to the team’s overall success. This could mean talking through strategies, staying late to clean up after events, or filling in when someone is sick. Being willing to fill the gap for the team demonstrates commitment and reliability, and it ensures that the team can function smoothly even when unexpected challenges arise. 

Don’t Assume, Ask

“Fools have no interest in understanding; they only want to air their own opinions.” Proverbs 18:2 (NLT)

Assumptions can be a major pitfall in team dynamics. When we assume, we often create misunderstandings and miscommunications that can break down the culture of a team. Instead of assuming, make it a practice to ask questions and seek clarity. If I’m thinking through where I have seen team dynamics go south, it is when there has been a lack of communication and jumping to conclusions in the silence. Safe and open communication fosters a culture of transparency and trust, where everyone feels comfortable communicating their needs and expectations. 

Teachable

“Instruct the wise, and they will be even wiser. Teach the righteous, and they will learn even more.” Prov. 9:9 (NLT)

A good team member is always open to learning. Being teachable means recognizing that there is always room for growth and improvement. It involves listening to feedback, seeking out new knowledge and skills, and being willing to adapt and change when necessary. A great supervisor or pastor will help point you in directions for growth both spiritually and professionally, but it is solely your responsibility to own your own leadership development. Find new books to read, listen to podcasts from other thought leaders, and get certified in a new area. A nice byproduct of being busy learning is that you don’t have time to be cynical and complaining. Stay curious and hungry. 

Aware of Weaknesses

“Each time he said, ‘My grace is all you need. My power works best in weakness.’ So now I am glad to boast about my weaknesses, so that the power of Christ can work through me.” 2 Cor. 12:9 (NLT)

Understanding and acknowledging our own weaknesses is a sign of humility and self-awareness. When we know where our weaknesses lie, we can seek help and support from others. This awareness allows us to build on our strengths and collaborate more effectively with team members who can complement our skill sets. It’s also a needed reminder that we have limits and we aren’t the sole focus of our work and ministry. We can’t do it all, and that’s a good thing.

Your role is vital to the team, and there is no doubt that your contributions and leadership help to make your church and organization impactful to those around you. As you continue to leverage your talents and passion for the Kingdom, do a self-inventory on where you are in each of these key attributes. Where could you grow? How can you specifically encourage your pastor or leader? How can you improve your communication? By reflecting on these questions, you can further enhance your effectiveness as a team member and follower.

Remember, the strength of the team lies in the unity and growth of its members.

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