Thom S. Rainer's Blog, page 19

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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Living in the Tension of Great Commission Urgency

Just before the Bible ends are these words: “He who is the faithful witness to all these things says, ‘Yes, I am coming soon!’ Amen! Come, Lord Jesus!” (Rev 22:20, NLT).

At the same time, the apostle Paul writes to the Corinthians, “We plead on Christ’s behalf, ‘Be reconciled to God’” (2 Cor 5:19-20, CSB).     

That’s the Great Commission tension the title of this blog post points toward. We cry out to the Lord, “Come, Lord Jesus” even as we plead with others, “Be reconciled to God!” We do want Jesus to come back, but we want our loved ones and friends to turn to Christ before He does; that is, we want non-believers to respond to “Be reconciled to God” before Jesus responds to, “Come, Lord Jesus!”

Thus, the words, “Be reconciled to God” drip with urgency. Indeed, living with Great Commission urgency means:

Praying with urgency. None of us can open blinded minds (2 Cor 4:3-4) or heal broken hearts. Not one of us can produce conversions to Christ; only God transfers people from the kingdom of darkness to the kingdom of His beloved Son (Col 1:13). Urgent prayer is therefore non-negotiable.Turning from our own sin with urgency. The reasons for doing so are multiple: (1) we want Jesus to find us faithful when He does return; (2) we desire to live in such a way that others see something different in us; (3) we know that any unfaithfulness to God on our part can weaken our credibility when we do speak the gospel, and (4) Isaiah 59:1-2 reminds us that sin in the camp hinders our praying in the present. The stakes are too high to live with anything less than repentant urgency. Recruiting prayer warriors to join us in praying with urgency. Our supernatural enemy, Satan, will do all he can to distract our non-believing family and friends from following Jesus. I know that fact, for I watched for 36 years and 47 years, respectively, before my dad and mom became believers in their 70s. And, I’m convinced God heard my personal prayers because I aggressively asked believers all over the world to pray for my parents—with urgency.Proclaiming the gospel with urgency. Billions of people have little or no access to the gospel, and it is our responsibility to get the Word to them and then equip them. Many of us, in fact, followed Christ because others faithfully shared the gospel with us. Christ wants to find us watching and working (and, doing so with passion) when He comes again. He wants us telling the good news with urgency.Trusting God with urgency. God’s still in the business of saving souls, and He’s still a trustworthy God. We can rest in His plan to draw others unto Himself according to His timetable (John 6:44). Trust matters now with urgency.

“Come, Lord Jesus.” “Be reconciled to God.”

May you and I pray the first phrase to God and announce the second one to the world with urgency.

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Gradually, And Then All of a Sudden

This consultation was indeed a challenge. We told the church leaders that they should not look at our consultation team as a silver bullet for the woes of their church. They said they didn’t. 

But they did. 

In the course of a consultation, we typically interview a representative sampling of the congregation. The older lady I interviewed was a 32-year member of the church. She saw a lot of changes over the years. 

I asked her about the decline in the church. Our numbers indicated that average worship attendance declined from 432 to 167 over 20 years. On the one hand, the decline seems massive. That would be a fair estimate if you consider a 61% decline to be massive. 

On the other hand, If you were a member of this church who attended regularly, the decline may not seem massive. From your perspective, the decline in attendance was only one person per month. On the inside, the slide was imperceptible. From our outsider view, it was massive.

The Telling Comment

The lady loved her church. She now saw the decline in its enormity. Her eyes were open. And her comment was telling. She told us that the decline in the church came “gradually, and then all of a sudden.” 

The phrase “gradually, then all of a sudden” describes a process or change that occurs slowly and incrementally over time, often without noticeable impact initially, but then reaches a tipping point where the change becomes rapid and dramatic. This concept can be applied to various contexts, such as personal experiences, societal changes, technological advancements, or economic events. 

And to churches. Unfortunately, too many churches today.

Earlier Wake Up Calls

Three common “gradually, but then all of a sudden” moments occur in churches every week in increasing numbers. The first of these wake-up calls was simply the decline in attendance. The pandemic exacerbated the numerical declines, but it did not cause them. A church with 432 attending wakes up, and over half the congregation is gone.

Second, related to the attendance decline is a financial decline. Fewer attendees are directly correlated to lower giving. For a season, many of the higher givers can keep the church financially afloat, but when they leave or die, the church’s financial health deteriorates rapidly.

It is the second “gradually, then all of a sudden” wake-up call.

The third of these moments relates to the physical facility of churches. It is common for churches to neglect the upkeep of the buildings and grounds. When money is tight, reserve funding for capital needs gets neglected first. The building deteriorates gradually, but then, suddenly, a part of the roof collapses. Or the HVAC system shuts down. Or the parking lot has so many potholes that it is unsafe for vehicles and those walking to and from their cars.

The Next “Gradually, and Then All of the Sudden” Issue

Some churches know what’s next. As finances decline, the ability to afford the staffing levels of past years is gone. Somebody has to go. Somebody has to take a pay cut. Many churches do not see it coming, and many staff members do not either. But it is a real and present threat.

Churches should prepare for this reality. What will you do when you can no longer afford the staff you currently have?

With this wake-up call, though, comes new opportunities. For sure, we can’t staff our churches as we’ve done in recent years. But we can be ready for new paradigms. We can embrace and welcome the new world of co-vocational ministry. Perhaps we can even make giant strides toward equipping our church members to do the work of ministry. It’s not a novel idea. It’s a biblical mandate.

In the midst of all the gloom and doom about the state of churches, I remain an obnoxious optimist. I believe we will soon see new models for staffing and equipping that can help our churches become healthier and more Great Commission focused.

This area of the church’s future is one we will be exploring and resourcing robustly.

I believe it is beyond a cliché. The best is truly yet to come.

I can’t wait to see what God will do.

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Evangelicals Are Losing More People than Gaining for the First Time in 100 Years

The strongest predictor of your current religion is the religion in which you were raised. Simply put, most people don’t change religions over the course of their lives. Many people do not have a deep desire to explore another way to live. A recent survey found that about 30% of people still live in their hometown. Even among those who moved, the median distance from their place of birth was only thirty miles.

This desire to stay put makes sense. People find comfort in the environment of their upbringing. They grow accustomed to the routines, the rituals, and the culture of their childhood homes. Religion can be a big part of this pull. Most holidays have religious undertones, and major milestones like baptisms, bar/bat mitzvahs, and marriages are often deeply intertwined with the religious faith of the family. Finding a new house of worship in a new city is hard.

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The Right Way for Older Deacons to Mentor Younger Deacons

“Is he too young?” I was glad someone asked the question because we were all thinking it. 

“Is he qualified?” Another deacon asked a better question. We all agreed the young deacon candidate was full of the Spirit, wise, hard-working, and had a good reputation. 

“Is he ready?” In response, several old-timers chimed in at the same time, “No one is.” Case closed. The next step was to equip and mentor him. However, the deacon body did not have a formal mentoring program. It is a problem for many churches. 

In the last several decades, resources for pastors have proliferated. When religious research is conducted, pastors tend to be the focus. When I look at my office shelves, there are rows of books on pastoral leadership. Conferences, seminary degrees, and boutique consulting firms target pastors for leadership development, but not so much deacons.

Training for pastors outstrips training for deacons, and ironically, many churches in the United States have more deacons than pastors. Even though deacons are an office of the church along with pastors, this resource gap for deacons is not likely to close any time soon. It’s rare for a church to send deacons to seminary for training, and it’s not often that deacons are paid staff. The resources for deacons are slim. 

What is in reach for most churches is mentoring the next generation of deacons. The fifty-year deacon veteran has much to offer the newbie through mentoring. Unfortunately, I’ve seen more haphazard mentoring than fruitful mentoring in the church. I’ve witnessed over-structured, formal mentoring programs scare away younger people. It doesn’t have to be this way.

What can the younger generation of deacons learn from the older generation of deacons? How can older deacons mentor younger deacons in a way that is helpful for the congregation?

Older deacons should drill and test loyalty in younger deacons. Before a church calls deacons, they are to “pass the test” (1 Timothy 3:10). While Scripture does not give details concerning how this testing is to occur, the implication is deacons will remain loyal to the congregations they are called to serve. Older deacons should tell the stories of their battle scars to younger deacons. 

I recently had a conversation with an older deacon serving in a church that was healing after a pastor’s moral failure. He wanted to leave. He didn’t want to deal with the rumors and speculation. But he stayed. He remained loyal. He pushed the younger deacons to do the same. He was firm but loving. The church did not fall apart because the deacons set the tone for a path of healing. Had the older deacon given up, it’s hard to imagine the church being in a healthier place like it is now.

A deacon with decades of service to one congregation likely has experienced numerous dark days in the church. Younger deacons will experience their own difficulties while serving. Older deacons should walk with younger deacons and remind them of how God honors commitment and loyalty, even in the valleys.

Older deacons should exemplify sacrificial giving for younger deacons. If what you are giving does not change your lifestyle, then it’s not sacrificial. The extra $20 at the church fundraiser may be generous, but it likely doesn’t change how you live. Sacrificial giving goes beyond generosity and creates an entirely new lifestyle. 

I know of one deacon who chose to live in a modest house, even as he and his wife raised a large family. After several promotions at his company, he could have afforded a larger house easily. Instead, he stayed in his little home. The reason was it enabled him to give freely and sacrificially. When younger deacons go over for dinner, they are surprised at the size of his home. He doesn’t flaunt his decision or bring it up often. But his decision to live sacrificially is evident to anyone who knows him. 

Older deacons should teach and model initiative for younger deacons. Air conditioning units don’t stay out at my church. Rumors don’t circulate long before being squelched. Rarely does a person in the hospital go without a visit. Why? Our deacons lead the effort. Older deacons can mentor younger deacons by modeling initiative. 

Some younger deacons tend to hesitate with serving. In most cases, they simply don’t want to overstep the bounds of their position. More mature deacons should teach the next generation the boundaries of their roles. But it’s equally important to model how you don’t have to wait for someone to tell you what needs to be done. 

Older deacons should demonstrate true accountability for younger deacons. A good reputation is earned over time with a lot of hard work. Faithful older deacons know good reputations don’t last without a willingness to be held accountable. Years ago, I was in a deacons’ meeting when the chairman put aside the agenda and said he couldn’t lead anymore without repenting. He pointedly and courageously spelled out his sin and asked the rest of the deacons to hold him accountable. Since this sin occurred at his place of employment, no one else in the room would have known about it. The chairman could have easily kept it all a secret, but he intentionally sought the accountability of the body. 

True accountability occurs when people ask for it, rather than waiting until they are found out. Older deacons can mentor younger deacons by demonstrating what a willingness to receive accountability looks like. The admission and repentance of the chairman’s sin did not tarnish his reputation. Indeed, it helped other deacons with their repentance. 

Mentoring doesn’t have to be haphazard. Nor does mentoring have to be a formal program with rigorous weekly meetings. Mentoring within the deacon body can simply be older deacons seizing opportunities to model behavior for younger deacons. Younger deacons need to hear stories of battle scars from older deacons. Younger deacons need to see sacrificial giving lived out by older deacons. Younger deacons need to learn initiative from older deacons. And younger deacons will not likely learn true accountability unless older deacons model it.

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Five Reasons Why Large Churches Are Having Difficulty Finding Millennial Pastors

Attention church members of congregations with an average attendance of 400 or more: If you are happy with your current pastors, hold on to them. You will have a challenge finding the successor to your pastor, especially if you want them to be 35 to 45 years old and with at least ten years of lead pastor experience. 

Church Answers has been following the impending pastor shortage crisis for a few years. We are ready to remove the word “impending” since we hear from churches every week that can’t find a pastor. 

The crisis is particularly acute for larger churches seeking a Millennial pastor, that generation born between 1980 and 2000. We could include younger Gen X pastors born between 1975 and 1979 in this group. There are clear reasons why larger churches feel like there is a shortage of these pastors. Here are the five top reasons. 

The Five Reasons 

These reasons are listed in order of frequency stated by Millennial pastors except for number two, which is a demographic reality. Though our information is anecdotal, we believe we’ve heard it enough times to be accurate.

1. Bigger is not better. For decades, pastors typically moved from smaller churches to larger churches. Many smaller churches perceived their role was to prepare the pastor for the next step, much like the next step in educational attainment. However, most Millennial pastors do not view a bigger church as the next natural step. Many of these pastors feel like the smaller church where they are serving represents the future of churches in America. They are correct in their perception.

2. Boomer pastors are retiring and dying, and there are insufficient replacements available. It’s a two-edged sword. One part of the problem is that many Boomers (born between 1946 and 1964) are leaving their churches within a short period. There are simply not enough Millennial and younger Gen X pastors to replace them. The oldest Boomers are 78 years old. Even those hanging on past 65 years old are ready to step down.

3. Millennial pastors feel like they are serving both a church and a community. Their sense of call is first for the church they are serving but also for the community where the church is located. Pastors who feel a powerful call to their communities are much less likely to move to another church.

4. Facility issues are a big concern. Many churches have worrisome levels of deferred maintenance. Some also have worship centers that are not even half full. Millennial and younger Gen X pastors are seasoned leaders. They know that they might spend a considerable amount of their ministry time dealing with facilities, fundraising, and debt.

5. It costs too much to relocate. The pastor said these words emphatically: “I can’t put my family through the financial pressure of relocating. Even though the prospective church has offered me a 20% increase in salary from my current church, it still does not cover higher house prices and mortgage rates of around 7%.” And lest you judge these pastors to lack faith or be money-focused, most are seriously concerned that their decision would be one of poor stewardship.

Addressing the Challenge 

There are no simple or incremental solutions to the challenges. Our team at Church Answers gets more inquiries from search committees or their equivalent than we ever have. Typically, the conversation begins with, “We can’t find a pastor.” 

Thus far, we’ve worked with these search committees to rethink personnel alignment, to look in an atypical pool of candidates, and to seek ways to find candidates within their own communities. We see a lot of challenges, but we don’t have cookie-cutter solutions. It is indeed a challenge, but it affords new opportunities and new ways of looking at how we “do church.” 

In an upcoming article, we will address why smaller churches also have trouble finding pastors. The stated problem is similar, but the likely solutions are very different. Stay tuned.

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One of the Toughest Ministry Lessons I’ve Had to Learn . . . and Why I Love Having Learned It Today

First, a caveat: I realize this post may reveal how much I’ve struggled at times with arrogance. Nevertheless, I hope it ultimately shows growth in my heart and challenges you at the same time.

I wonder what most pastors would answer if you asked them this question: “What’s the toughest ministry lesson you’ve had to learn?” Think with me about some possibilities:

Not everyone who is a church member is a believer.Even Christians can be mean.Preparing and preaching a sermon every week is hard.Ministry is sometimes filled with the grief of walking through tragedies with people.People you love will sometimes leave the church.It’s tough to officiate the funeral of people who apparently were not Christians.Some churches have a track record of hurting pastors.Some pastors earn barely enough money to pay their bills (if that much).Sin destroys even church families.

I could keep listing hard lessons ministry leaders learn, but the one that comes to mind for me today might surprise you: churches and ministries go on fine without us after we’re gone. No ministry I have left has missed a beat upon my departure.  

I wish I could say that’s because I did such a good job in my various roles that I set everything up for success—which ought to be the goal of good leadership—but that’s simply not the case. I too seldom thought beyond the next responsibility, the next event, the next semester; in fact, my failure in this regard in at least one ministry setting is one of my biggest ministry regrets.

It was not that I had led well into the future; it was that God’s plan was bigger than I.

It was that His people stepped up to the plate when needed, and they were often more forward-thinking than I was.

It was that God was reminding me that ministry is a gift to me—and not the other way around. The work went on not because of me, but perhaps in spite of me at times.

Why is that lesson so important to me at this point in my ministry?

I realize more and more just how dependent we are on the grace of God to do anything we do for Him. None of us is as strong a leader as we think, and not one of us is effective in ministry apart from His power. The work goes on beyond us because the work was never about us in the first place.It’s more obvious than ever before that earthly recognitions are temporal. Even if believers around the world recognized our name, we would still be replaceable. Quickly, even, in many cases. I live in the tension of wanting to give my best for God’s work while not worrying about whether others recognize my best. My goal ought to be that only the name of Jesus gets glory before, during, and after I’m in my current seat of ministry.

So, the work goes on, even beyond us, because it’s God’s work. That’s a good lesson to learn.

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The Hidden Reason Churches Nail Worship

It’s you. You’re the reason—hidden in plain sight. I’m writing to you, pastor. The hidden reason churches nail worship is because the pastor leads out in worship.

Most churches will only worship to the level of their pastors. If you’re the stoic stander, your church will be full of Sunday morning totems. If you raise your hands, then people in the church will follow your lead. When pastors immerse themselves in worship, churches do the same.

Stop blaming your worship pastor for the lack of energy, stop complaining about the musicianship, and stop thinking, if only we could change the music style. Just worship. Dig into it. Sing loudly to the glory of God.

Stand in the front of the worship space and let it out. Lift your arms in surrender. Spontaneously kneel at the altar in passionate prayer. Step into the pulpit short of breath from singing.

You lead with evangelism. You lead with vision. You lead with theology. You lead with shepherding. You lead with prayer. You also lead with worship. Pastor, if you’re not worshiping well, if your soul is not poured out weekly, why would you expect the same of your church?

Evangelistic churches have evangelistic pastors.Prayerful churches have prayerful pastors.Passionate churches have passionate pastors.Theologically sound churches have theologically sound pastors.Joyful churches have joyful pastors.

Why would worship be any different?

The hidden reason churches nail worship is you.

You’re the visible prompt. People are watching how you worship. They are observing what you do. They are learning from you during the music as much as during the sermon.

Are you in it? Your job isn’t to wait through the other elements of the service for your time to preach. The lead pastor is also the lead worshiper. You must teach by example. Put your notes down and lift your voice. The best preparation for your soul is to join the congregational singing of the saints.

If you’re only preparing sermons and not preparing for worship, then you’re fulfilling just half your responsibility on Sunday mornings.

The hidden reason churches nail worship is right there in plain sight.

It’s you.

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