Selecting Leaders in the Church: Nomination and Election

The Lead Team is the highest decision-making body at First United Methodist Church Cocoa Beach. It is composed of approximately eleven people that give oversight and direction to the administrative ministries of the church, including Trustees, Finance, and Staff-Parish Relations. There is also a Lay Leader on this team that represents the laity and serves as liaison for the various discipleship ministries of the church. The process for nominating and electing leaders is prayerful and deliberate.

NOMINATION

Leaders are prayerfully discerned and nominated by the Committee on Lay Leadership (CLL). This team itself is an elected group whose members are selected using the same process detailed below. Like members of the Lead Team, members of the CLL typically serve three-year terms. So how are potential leaders identified and nominated?

Members of the CLL meditate on the criteria detailed below and enter a season of personal prayer asking God, “Who approximates these criteria, and which of these people do you, Lord, want to serve on the Lead Team in this particular season at our church?” As names come to mind in prayer, they are written in a prayer journal and kept confidential. No one shares their “prayer promptings” with others on the team until we all gather for the next scheduled meeting. This season of prayer typically lasts one to three months. When we gather to discuss our results, everyone on the CLL brings their prayer journal and shares the names that God has placed on their hearts. As one person shares a name, the meeting facilitator writes it on the board and asks, “Did anyone else come up with this name?” Then tick-marks are placed next to that name representing the number of people who independently discerned that person. The higher the number, we assume, the more likely God is moving us to give that person serious consideration. We then enter into deeper conversations around the criteria detailed below, until the group reaches consensus of their top pick and one alternate.

The criteria for nominating potential leaders: Character, Culture, Chemistry, and Competency. (See Bill Hybels)

Character: Members of the Lead Team must demonstrate the highest moral character both inside and outside the church. They must also be vested stakeholders who demonstrate faithfulness to the church membership vows. Below are the criteria provided to the CLL for their season of prayer.

 Criteria for Nominating Leaders in the Church

Since the Lead Team is the highest decision-making body in the church, we are trying to discern leaders that are spiritually and emotionally mature, internally motivated, resourceful, joyful, and committed. As Jim Collins says in his book, Good to Great, the first (and most important) task is getting the right kind of person on the leadership bus. Nominations should be led by the Holy Spirit in persistent prayer and guided by our criteria. One the biggest mistakes churches make is to recruit someone to leadership in hopes of getting them more involved in the church. If you want someone to get more involved, help them connect to a small group.

       Potential leaders should approximate the following criteria:

Must have at least one year of consistent faithfulness to the following membership vows:

Prayers:  Consistent daily devotional life.

Presence: Regular attendance in worship and active participation in a group or class.

Gifts: Percentage giving to the church, and working toward the ideal of the 10% tithe.

Service: Serving as the hands and feet of Jesus through the Engage ministries of the church according to their spiritual gifts and passions.

Witness: When clear opportunities arise, they share what God has done for them and invite people to come to church.

Culture: Potential leaders must understand, embrace, and fully support the church’s mission, vision, disciple-making process, and core values. An important part of their job will be to keep these foundational principles before the church and ensure that Lead Team decisions are aligned with them. They must also possess the ability to make key decisions based on our mission, vision, values, and process and not be unduly influenced by personal preference or a personal agenda. Since decisions are made according to what is in the best interest of the whole church, potential leaders must have the maturity to champion the group decision to the congregation even when they personally disagree.

Chemistry: It is important to consider the make-up of the current Lead Team, so we can nominate new leaders that will get along well with others. Healthy teams have good chemistry. They like and trust each other and work cooperatively to make good decisions and get things done. We also look for good theological chemistry. Does the potential leader embrace the mainline theology of the United Methodist Church and the unique theological emphases that make us who we are?

Competency: We want to recruit potential leaders to serve in their “sweet spot” of ministry, at the intersection of their natural abilities and personality, spiritual gifts, and passions, so they can make a unique contribution in helping us accomplish our mission together.

Often, we have more than one person who meets the criteria for a single leadership opening. Then the question arises, “Of all the qualified candidates, which one is the best choice given the specific season we inhabit in the life of our church? Various considerations can help the CLL make this decision.

Once the CLL develops a slate of nominations, the nominees are individually contacted to see if they will prayerfully consider the nomination. After an initial conversation, they are provided with a job description and a follow-up date is agreed upon. They are contacted on the follow-up date and asked to communicate their decision, which is relayed to the rest of the team. If they agree, the CLL includes his or her name on the nominating form in the Charge or Church Conference paperwork. If they decline, the CLL begins the recruiting process with the alternate. If the alternate declines, the team starts the discernment process over again.

 ELECTION

The Charge Conference is constituted by the Lead Team and an outside Presiding Elder, all of whom have voice and vote. Other church members can attend a Charge Conference and have voice, but only elected members can vote. A Church Conference includes all members in good standing and an outside Presiding Elder, all of whom have voice and vote. Churches are expected to have at least one Charge or Church Conference per year for important church business. Part of the agenda is electing new members of the Lead Team and CLL. The slate of nominated leaders developed by the CLL is printed and distributed to all in attendance. The conference is opened for discussion and then a vote is taken. Once elected, members cannot be removed without cause unless they resign.

If you have questions about this discerning, nominating, and electing process, please contact the Pastor or a member of the Committee on Lay Leadership.

(The same criteria is used when selecting staff)

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Simple Church: The Importance of Designing a Straightforward Disciple-Making Process

In the Great Commission, Jesus instructs his followers: “Therefore, go and make disciples of all nations, baptizing them in the name of the Father and of the Son and of the Holy Spirit, and teaching them to obey everything I have commanded you.” (Matthew 28:19). This is the job description of every Christian and every church, to make more and better disciples of Jesus. This is the church’s raison d’etre.

The most important thing a church does is design a process for making more and better disciples of Jesus Christ. Everything we have and everything we do in the church is intended to be a tool for accomplishing this mission.

In the book, Simple Church, by Thom Rainer and Eric Geiger, we learn that leaders in the church are called to be designers, not programmers. If church leaders take this call seriously, then they are charged with a very important responsibility: To design a simple, step-by step process that moves people through various stages of spiritual growth. This sequential process is implemented in every area of the church, including all age-level ministries, and the staff, leaders, and members are taught to fully understand the process and work together as a unified body to move people through the steps. Anything that does not directly support the disciple-making process is abandoned.

Such a process has some distinctive characteristics. It is:

  • Intentionally designed, not carelessly thrown together.
  • Straightforward and simple. (And the simplicity is fiercely protected; we don’t lengthen it, add to it, or otherwise complicate it.)
  • Strategic insofar as (1) it is tied to the mission and vision of the church, and (2) it is structured by clearly defined, sequential steps.
  • Aimed at transforming people into the image of Christ.

 

Steps in Creating a Simple Church: Process

Clarity → Movement → Alignment → Focus[1]  

 

Clarity: The ability of the process to be communicated and understood by people. Clarity eliminates confusion. Remember, understanding always precedes commitment, so if we want people to commit to our church by investing their time, talent, treasure, and witness, they need clarity about who we are, what we are trying to do, and how we intend to do it. Without clarity it’s difficult to get buy-in, and without buy-in people usually don’t give, especially if it requires sacrifice. So, the staff and leaders not only need to fully understand the process, but they must also teach it to everyone they serve.  

 

Movement: The sequential steps in the process that cause people to move to greater areas of commitment. Movement is what causes someone to go to the next step. It’s what happens in between programs.

This means that we do not evaluate the success of our ministries as isolated units but according to how people are moving through our discipleship process. For example, we don’t say, “Worship is going great because we had a 10% increase and nobody is complaining about the music or sermon.” Rather, we say, “Worship is going great because we had a 10% increase in people moving from worship into a Bible study where they are growing more deeply in their faith.” We don’t focus on the number of people who attend a program, but the number of people moving from step one, to step-two, to step-three in the process that leads them to greater maturity and commitment to Christ. Hence, “hand-offs” from one step to the next are very important. Unfortunately, the church often fails to execute (or even pay attention to) hand-offs because leaders often focus on isolated programs and work in silos. Pastors need to train their leaders to pay as much attention to handoffs as the programs themselves, because programs are only valuable insofar as they move people through a discipleship process that transforms them into the image of Christ. Therefore, every program/event/ministry must fit somewhere in the sequential process, which brings us to alignment.

 

Alignment: the way that all ministry departments embrace, submit, and attach themselves to the same overarching process. “Alignment ensures the entire church body is moving in the same direction, and in the same manner” to accomplish the same mission. Everyone is operating from the same ministry blueprint, and replicates the process in their respective areas. Without alignment, the church is not a unified body but a tangled bunch of various sub-ministries that work in silos and compete for space, money, volunteers, and time on the calendar. Leaders not only fail to work cooperatively to accomplish a single mission, but they often (even if inadvertently) work at cross purposes. Achieving and maintaining alignment is painful, but failing to address misalignment is more painful and costly in the long run. (Think about your car being out of alignment. It is cheaper to get an alignment than buy new tires. It is safer to get an alignment than to risk a blow-out and possibly suffer a car accident.)

 

Focus: the commitment to abandon everything that falls outside of the simple ministry process. We only say “yes” to the best things that help us accomplish our mission by working our process. We say “no” to things that do not directly move the process forward or that are “good” but not “the best,” knowing that extra programs will compete with and pull people away from our primary strategy for making disciples.

Focus is the most difficult element to implement. It takes deep convictions and guts. “Focus does not make church leaders popular.” As you say “no” to things that the church has always done, or “no” to new ideas that don’t directly move the process forward, people will get mad at you. Despite our best efforts to explain the importance of the simple church model and how it will lead to more fruitful ministry, staff will quit, leaders will resign, and members will leave the church as we execute focus. Leaders survive this turbulent time by focusing on being faithful to Christ, being totally committed to his mission, and having faith that God will reward our obedience by sending us the people we need, regardless of who leaves. If we can’t muster the commitment and resolve needed to execute focus, then all the work described above (clarity, movement, and alignment) will be for nothing. The process will quickly get buried in clutter and soon be forgotten.

So leaders must be careful to “count the cost” before they decide to embrace the simple church model and start designing a discipleship process. Jesus says in Luke 14:

28 “Suppose one of you wants to build a tower. Won’t you first sit down and estimate the cost to see if you have enough money to complete it? 29 For if you lay the foundation and are not able to finish it, everyone who sees it will ridicule you, 30 saying, ‘This person began to build and wasn’t able to finish.’ 31 “Or suppose a king is about to go to war against another king. Won’t he first sit down and consider whether he is able with ten thousand men to oppose the one coming against him with twenty thousand? 32 If he is not able, he will send a delegation while the other is still a long way off and will ask for terms of peace. 33 In the same way, those of you who do not give up everything you have cannot be my disciples.

While moving toward a simple church model will lead to growth (both deep and wide), it requires leaders to make difficult decisions that will upset people. We have to be aware of this from the beginning so that we don’t do all the work and then fail because we don’t have the resolve to see it through.

[1] This blog post is a summary of Simple Church, chapter 3.

Why Culture Is More Important Than Programs When Trying to Grow Your Church

If you want your church to grow, you need to focus less on programs and more on culture.

Effective marketing, strategic preaching, and good online ministries can help get people through the door. If newcomers experience warm hospitality and some of their needs are met in worship, they might even stick around for a few months. But if people don’t develop a sense of belonging in the larger community within the first three months of attending, they will likely go looking somewhere else. Most people crave life-giving friendships in a genuine community of love, and this is the main reason why people stay at a church.

This is why the first part of our mission statement at First UMC Cocoa Beach is so important to me. It reads, “Our mission is to learn and practice the teachings of Jesus in ways that create communities of love . . .” In many churches, first, you are expected to believe certain things. Second, you are expected to behave in certain ways. Third, you finally get to belong, which is typically formalized in official church membership. However, if you are trying to grow your church, these priorities must be reversed. First, you should accept people where they are, so that from the beginning they experience a sense of belonging. Second, you should model how followers of Jesus treat each other when cultivating a community of love. Third, you should offer a lifegiving theology that can sustain and support deep spiritual transformation in the real world.

In growing churches, believe—behave—belong gets switched to belong—behave—believe.

The important point is that if people do not experience a sense of belonging in a community of love, then your odds of keeping them in your church will drastically decrease. And if you can’t keep them around, you will never change their beliefs or behavior.

 Communities of Love

What distinguishes a community of love has everything to do with the way that people treat each other. The New Testament is instructive.

Take for example Colossians 3-4. The author instructs followers of Jesus to die to self (ego), and to resist anger, rage, malice, slander, and abusive or critical language (3:8, CEB). He also tells them not to lie to each other (3:9).

After explaining what must be eradicated, the author goes on to say that we should treat each other with “compassion, kindness, humility, gentleness, and patience” (3:12). Followers of Jesus are called to clothe themselves in love, exercise tolerance, practice forgiveness, and be united in peace (3:13-14). Our attitude should be characterized by gratitude (4:2), our speech should be gracious (4:6), and everything we do should honor Jesus (3:17).

Likewise, the author of 1 Thessalonians says that we should live in peace with one another, respect each other, and build each other up (5:11-12, CEB).

Organizational Culture

How we treat each other over time creates a unique culture. Organizational culture can be a difficult concept to grasp, but it is like the water in which fish swim. Healthy culture is like clean water in which wildlife thrive, and unhealthy culture is like toxic water that destroys an ecosystem. Another helpful metaphor is that of eyeglasses. Healthy culture is like a good prescription that helps us see our relationships accurately, and unhealthy culture is like a prescription that distorts how we see ourselves and others.

If we are not intentional about eradicating attitudes and behaviors that destroy loving community, then our church culture will be dysfunctional and toxic. Paul describes the kinds of things that characterize toxic culture: hostility, strife, jealousy, envy, conceit, anger, quarrels, dissensions, factions, and competition (Gal. 5:19-21). However, if we are serious about following Jesus, we can cultivate a healthy culture supportive of communities characterized by love, joy, peace, patience, kindness, generosity, faithfulness, gentleness, and self-control. (Gal 5:19-26)

Drawing from passages such as these, we can clearly distinguish between healthy and toxic organizational cultures.

COMMUNITIES OF LOVE COMMUNITIES OF DESTRUCTION
Positive Negative
Hopeful Despairing and Cynical
Optimistic Pessimistic
Joyful Disagreeable
Generous Withholding and Critical
Gracious Demanding
Gentle Harsh
Kind Dismissive or Nasty
Courteous Rude and Crass
Forgiving Unrelenting
Respectful Demeaning
Flexible Rigid
Helpful Obstructive
Compassionate Judgmental
Humble Arrogant
Patient Compulsive and Reactionary
Thankful Unappreciative
Builds-Up Tears-Down
Self-Sacrificial Self-Serving
Open to Feedback Defensive and Blaming
Direct, Respectful Communication Gossip and Backbiting
Peace Conflict and Anger
Unified Divided
Accountability Anything Goes

Who in their right mind would want to invest in a community characterized by the qualities in the right-hand column? A culture built around these kinds of attitudes and behaviors will run-off every single newcomer who has a modicum of emotional health. This kind of culture literally repels people.

In contrast, who in their right mind would not want to invest in a community characterized by the qualities in the left-hand column? A culture built around these kinds of attitudes and behaviors attracts people, because it creates safe environments where people can learn, grow, and change.

 Leaders as Cultural Architects

So, how do you grow a healthy culture? It starts with your leaders. The number one predictor of organizational culture is the way leaders treat each other and those they serve. If your leaders do not understand and seek to embody attitudes and behaviors that reflect the value system of the Kingdom of God, then you will probably never cultivate a culture in which communities of love can grow and flourish.

Consequently, if you want your church to grow then your number one priority should be discipleship. The pastor, staff, and leaders must seek to follow Jesus daily and be transformed in ways that make them more loving. Remember, you can’t share what you don’t have. If the pastor, staff, and lay leaders are not willing to treat everyone in ways that reflect the teachings of Jesus, your church will not grow. It’s that simple.

This means that a handful of people at the top who are left unaccountable to the gospel can poison your entire culture and keep the church from fulfilling its mission. The reason is because the attitudes and behaviors of your leaders are contagious and will create an invisible but pervasive presence that will either feel emotionally safe or dangerous. The former will attract and the latter will repel.

Since change is difficult, if you are working within an unhealthy culture you will need to do at least three things with your staff and leaders to accomplish lasting change: (1) clearly communicate the attitudes and behaviors that are acceptable and unacceptable, (2) put effective accountability systems in place, and (3) regularly and consistently apply these accountability systems until the culture changes and you have the right people in place. (Not to discourage you, but some studies show that creating lasting culture change can take up to seven years.) Leaders must be firm and gracious, remembering that none of us follows Jesus perfectly. However, we should cast God-sized goals for our relationships, and when we fall short of our goal it should lead to repentance and renewed effort.

Culture > Programs / Maturity > Execution of Skill

The upshot of all this, is that churches should focus less on programs and events and more on developing a healthy, loving culture reflective of the values lived and taught by Jesus. In terms of hiring, managing, and disciplining staff, supervisors should focus less on talent and execution of skill and more on attitude, commitment, and spiritual/emotional maturity. This means that the primary job of the pastor is not to be a manager of ministries, but a spiritual leader making disciples that make more disciples. So, the order of importance in evaluating staff and leaders should be: (1) faithfulness in discipleship, (2) commitment to working cooperatively to accomplish the mission of Jesus, and (3) execution of skill and accomplishing mutually agreed upon performance goals.

Accountability Tools:

There are two resources that I have found helpful in discipling staff and leaders when trying to effect cultural change.

Faithfulness and Fruitfulness Accountability Sheets

Before a one-on-one staff meeting, I require everyone to complete a “Faithfulness and Fruitfulness Accountability Sheet.” The idea for this kind of worksheet came from Jorge Acevedo’s book, Vital. This is what we use at First UMC Cocoa Beach:

Faithfulness and Fruitfulness Accountability Sheet

Name: _____________________________

Date:   _______

  1. Faithfulness: How is it with your soul? Are you abiding with Jesus?

“Remain in me, and I will remain in you. A branch can’t produce fruit by itself, but must remain in the vine. Likewise, you can’t produce fruit unless you remain in me” (John 15:4).

  • How is your personal devotional life?
  • How have you denied Jesus this week?
  • How have you glorified Jesus this week?
  • How are your most important relationships?
  • On a scale of 1-10 how have you lived into the following biblical values:

______    I have been positive, optimistic, and hopeful

______    I have been flexible and open to feedback

______    I have been gracious, generous, compassionate, and forgiving

______    I have been humble, respectful, kind, and polite

______    I have been joyful, thankful, and content

______    I have directly shared concerns only with appropriate people (no gossip).

______    I ‘m pursuing excellence while being encouraging to those I serve.

______    I’m working cooperatively with others to accomplish the mission of the church.

  1. Fruitfulness: How is it with your ministry? Are you abounding with Jesus?

“Therefore, my dear brothers and sisters, stand firm. Let nothing move you. Always give yourselves fully to the work of the Lord, because you know that your labor in the Lord is not in vain” (1 Corinthians 15:58).

  • Program and Administrative Staff: Where are you in your long-range strategic planning? (You should develop 3, 6, and 12 month SMART goals that will help accomplish the mission of the larger church.)
  • All Staff: What progress have you made in your work plan?
  • What do you need to Stop? Start? Continue?
  • What challenges are you facing and what do you need to be successful in your specific area of ministry?
  • How are you serving, nurturing, discipling, training, developing, and resourcing your volunteers? How are you growing those in your care individually and as a team?
  • How can I hold you accountable for your area of ministry?

 ____________________________________________________________

The day before a meeting, I ask the staff person to spend some time praying and reflecting on the questions outlined in the worksheet, writing-in short responses. At the beginning of our meeting, they give the completed sheets to me and we spend about thirty minutes on each section (totaling one hour). Every three months, I give them feedback on how I think that they are doing, creating change plans where necessary. Honesty is very important in this process.  The supervisor must be willing to initiate difficult conversations, and the leaders must be willing to receive feedback without deflecting or blaming.

Social Covenants

A second tool that is helpful in creating cultural change is the social covenant, which I learned from Rev. David McEntire. After making sure that your leaders understand and embrace the church mission, go away on a retreat and work with them to develop agreements regarding how you will treat each other. Importantly, the pastor should not write a covenant (or borrow one from another church) and impose it on their team. Rather, the pastor leads a discussion using the four questions below, which empowers the leaders to develop something that belongs to them. Ownership is critical if the covenant is going to work.

  1. How does the leader want to be treated by the team?
  2. How does the team want to be treated by the leader?
  3. How are the members of the team going to treat each other?
  4. How is the team going to resolve conflict?

Once adequate brainstorming has happened in a group setting, a couple of people from the team who are skilled writers are delegated to organize, distill, and write a rough draft. The draft is then brought back to the team for final revisions. Once a final draft has been written, all leaders sign it around the margins of the first page, which is then copied and distributed. The first ten minutes of every meeting is used to silently reflect on the covenant and publicly self-rate on a scale of 1-10. No one rates anyone else, and no feedback is given (positive or negative) unless the person sharing explicitly asks for it. If the covenant is not used in this kind of way, it will become a useless piece of paper.

Conclusion

These tools are not perfect, and there are many others you can use. But the main idea is that if you want your church to grow then you must focus on cultivating spiritual and emotional maturity in your leaders. You must help them develop the attitudes and behaviors necessary to create and nurture communities of love. Don’t focus on programs, events, and hiring a superstar staff. Focus on discipleship, spiritual maturity, and cultivating a loving culture that models the values system of the kingdom of God.

I’m Still Alive!

Hello Everyone!

Several people have asked why I haven’t written anything on my blog over the last few months. I just wanted to let you know that I was reappointed by the Bishop to a new church on July 1st, moving from Shepherd’s Community UMC in Lakeland, FL to First UMC Cocoa Beach, FL. Moving into a new community and starting a new church comes with many challenges and lots of busyness (especially in the first 90 days). In the transition, I have simply not had time to write. On a positive note, as a surfer who just moved to the east coast, I am enjoying lots of time in the water!

I have several ideas and will start writing again soon. I am currently working on a series of practical articles on how to lead turn-around churches that are in rapid decline. This is a big project that might issue in a book, but you will get the rough ideas before everyone else through this blog. I am also working on a short piece that focuses on how to have accountability conversations with staff and laity in the church.

Thanks for your continued support as my entire family resettles. I also ask you to pray for us as we patiently seek a new vision from God in this new season of life and ministry.

In Christ,

Pastor Mark

The Obligations of Courageous Love: A Pastor’s Response to the Syrian Refugee Crisis

Introduction: Understanding the Crisis

What would compel you abandon your home and all your possessions? What would make you leave your career, friends, and family to walk 800 miles through dangerous terrain with little money and food? This would be like walking from Orlando, Florida to Washington, D.C, and if you covered twenty-five miles a day it would take you more than a month. Imagine having to sleep under a tree with your children on the side of the road.

Child Sleep on Ground

What would compel you to pay a smuggler $1000 a person to cram your family on a small raft to float across 200 miles of shark infested, choppy water, knowing that approximately 500 people have already drowned making the journey, including several children.

Why would any sane person leave everything behind for this kind of deadly journey, knowing that if they are caught leaving they could be executed as traitors? Well, what if your own government started dropping barrel bombs on your neighborhood, blowing-up houses and burning your neighbors alive. What if your own government poisoned your city with chemical weapons in an act of mass murder? What if members of your family were abducted and tortured for having divergent political or religious views? What if you saw a heavily armed group of men wearing black masks saw off the head of a child with a dull machete, or women being kidnapped to serve as sex slaves for these same men? What if members of your Bible study were burned alive in cages simply because they were Christians? What if brutalizing torture, mass executions, and perpetual civil war became the norm in your neighborhood? My guess is that you would flee for safety too.

These are the kinds of things that are happening to the innocent people we call refugees, many of whom are women, children, disabled, and elderly. These people are not terrorists, they are victims of terrorism.

Massive numbers of traumatized people have poured into Jordan, Lebanon, Egypt and Turkey. The United Nations and World Food program were not prepared for a refugee crisis on this scale, and in certain areas this has led to over-crowded refugee camps where people are suffering from hunger, exposure, and disease. These conditions have led many to seek refuge in Europe, but Europe was not prepared for this kind of crisis either.

Estimates as high as 7.6 million people are refuges in Syria (they are displaced in their own country) and 3,800,000 are children! To put this in perspective, we could take all these kids and fill Tropicana Field to its maximum occupancy almost 100 times! In addition to those displaced within Syria, over three million have fled to neighboring countries and Europe. This is roughly the equivalent of the entire population of Chicago, Illinois. The picture below might give us an inkling of the kind of numbers we are talking about.

3 million people

Western Europe is being overwhelmed by this crisis. Turkey has received more than two million refugees, and Greece was flooded with 5,500 people on a single day. (At this rate, Greece receives more refugees in two days than America has pledged to receive over the course of a year). Many of these people are being resettled in Germany, and even France—a country that just endured a massive terrorist attack—has pledge to receive an additional 30,000 Syrian refugees in the next two to three years. However, even as the European countries pull together, they simply do not have the resources to deal with a humanitarian crisis on this scale.

This is why the United Nations is asking America to help, and our initial pledge is to receive 10,000 Syrian refugees. This less than 1/3 of 1% of the people who need help!

Fear and the Screening Process

In light of the recent terrorist attack in Paris, many Americans have recoiled in fear. They are worried that if we allow these refugees into our country, terrorists might slip through the cracks undetected and plan attacks the homeland from within. But there is strong evidence to suggest that the potential threats driving our darkest fears are being drastically exaggerated by misinformation. The worst offenders are those seeking political gain in an approaching election year.

Many who are trying to slow or halt the entrance of displaced Syrian (and Iraqi) people are claiming that the majority of those applying for refugee status are young men without families, those considered “combat age.” This is patently false. According to the United Nations, most of the applicants are women and children. While approximately 20% are men between the ages of 18 and 59 (many of whom are fathers protecting their families), 51% are under 16 years old or younger, and 38.5 percent are 11 years old or younger. (FactCheck.org). Indeed, of the 2,165 Syrian refugees already admitted to the U.S., only 2% have been military-aged males unattached to families.

Other people are claiming that the U.S. has an inadequate screening process for receiving refugees and are trying to pass a new bill in Congress to make it more stringent. But this is also not true. It might surprise many people to know that the U.S. government handpicks the refugees invited to resettle in America. To date, the U.N. has referred 23,092 Syrian refugees to the U.S. After extensive screening outside of our country, 7,014 were granted into our screening process, and only 2,165 were received (Refugee Processing Center/U.S. Department of State).

This careful selection of refugees is done by applying the most rigorous, multilayered screening process in the world that includes the Department of Homeland Security, FBI, Department of Defense and numerous intelligence agencies. The screening not only includes extensive background checks, but also biometric and forensic testing, medical screenings, and multiple in-person interviews. This process takes 18-24 months to complete and is the most painstaking difficult way to enter the U.S. For more information see the infographic on whitehouse.gov and outline of the process on nytimes.com.

It is much easier to enter our country through the visa program or on a European passport. Most experts say that this is the real threat. The screening process to get a visa is less rigorous than that required to be granted refugee status. In fact, the U.S. has a visa waiver program with 38 countries. People from these countries can enter the U.S. on a passport as long as they leave the country within 90 days. This means that if ISIS wanted to dispatch a terrorist to America, they would not instruct a mole to apply for refugee status, but rather to apply for a student visa to study at the University of Florida or to enter the country on a European passport under the guise of a tourist. Keep in mind that all of the terrorists in the attack on Paris were French and Belgium nationals.

It is also important to note that our current vetting process has an excellent track record. Since 9/11 approximately 785,000 refugees have settle in the U.S. and many were from the Middle East:

  • 127,657 Iraq
  • 10,983 Afghanistan
  • 2,165    Syria

Only twelve (.001%) have been arrested or sent back because of terrorism related charges (and none were Syrian). Our existing screening process is extremely effective, and it enables us to focus our efforts on the most vulnerable refugees: women, children, survivors of torture, and those with severe medical conditions.

Given these facts, I am deeply disappointed some of our politicians—both Democrat and Republican—who are exploiting our worst fears by spreading misinformation or telling outright lies for political gain. 56% of the U.S. population thinks we should refuse the refugees because of fear generated by lack of information. I am also deeply sadden by how many Christians believe the first thing they hear on the television and quickly sacrifice their faith on the altar of politics.

But even if you are not convinced by the facts outlined above, even if you are genuinely fearful that receiving additional refugees would increase our risk of admitting a handful of terrorists, this is still not a good enough reason to turn these desperate people away . . . at least if you are Christian.

Courageous Love and Risky Faith

God commands us not to make moral decisions based on fear, but on the law of love. Recall the greatest commandment according to Jesus:

“Love the Lord your God with all your heart and with all your soul and with all your mind.’ This is the first and greatest commandment. And the second is like it: ‘Love your neighbor as yourself.’ All the Law and the Prophets hang on these two commandments.” (Matthew 22:37-40)

Those who follow Jesus make moral decisions based on love of God and neighbor, and according to 1 John 4:18-20 this kind of love casts out fear:

“There is no fear in love. But perfect love drives out fear . . . We love because He first loved us. Whoever claims to love God yet hates a brother or sister is a liar. For whoever does not love their brother and sister, whom they have seen, cannot love God, whom they have not seen.”

This is why one of the most repeated phrases in scripture is “Do not fear,” and to make moral decisions based on fear is to be disobedient to God. Fear should never take precedence over faithful obedience.

Consider the difference between cowardice and courage. Cowards experience fear and then compromise their values secure their own interests. To the contrary, courageous people experience fear and do the right thing anyway, even if that requires self-sacrifice and risk! The call of discipleship is to follow Jesus wherever he leads, even when he leads us into dangerous territory to help desperate people.

Even a cursory reading of the Bible shows that God often gives people dangerous and scary missions. The mission God gave Paul led to multiple incarcerations, immense suffering, and repeated exposures to death (2 Corinthians 11:24-27). Others paid the ultimate price. The mission God gave Jesus got him crucified, and the continuation of this mission got ten of the twelve apostles executed, along with many in the early church. As historians remind us, the soil of Christianity was watered by the blood of the martyrs. Indeed, Christians of every generation have suffered horribly for their faith, including many people in the Middle East today. So why do we deserve an exemption from the dangers and risks of discipleship? Remember the words of Jesus in in John 15:20: “A servant is not greater than his master. If they persecuted me, they will persecute you also.” Following Jesus has always been the way of the cross. Crosses are scary. They are neither comfortable nor secure.

The main point is that Christians should not make moral decisions based on fear. Rather, we make decisions based on what God says to us through a faithful interpretation of scripture that is grounded in the law of love, and we are obedient to what we hear even when it puts us at risk—even when we are scared.

In there anything in your faith that is worth sacrificing your security? Jesus seems to think there is: What good is it for someone to gain the whole world, yet forfeit their soul?” (Matthew 16:26). Passages like this make us uncomfortable because they remind us of a final judgement in which we will be held accountable by Jesus Christ—not our governors, not our congressmen, not fear-mongering political pundits, but Jesus Christ.

Care for Widows, Orphans, and Strangers

So what does the Lord require of us in response to the refugee crisis? I believe that God is calling us to help. From Genesis to Revelation, there are numerous commands given by God to love and care for strangers, foreigners, immigrants, and refugees. Consider the following examples:

  • Deuteronomy 10:17-19: “For the Lord your God is God of gods and Lord of lords, the great God, mighty and awesome, who is not partial and takes no bribe, who executes justice for the orphan and the widow, and who loves the strangers, providing them food and clothing. You shall also love the stranger, for you were strangers in the land of Egypt.” (The Hebrew word translated “stranger” is nokri and refers to the alien or foreigner.)
  • Deuteronomy 27:19: “Cursed is he who distorts the justice due an alien, orphan, and widow. And all the people shall say Amen.
  • Leviticus 19:34:The foreigner residing among you must be treated as your native-born. Love them as yourself, for you were foreigners in Egypt. I am the LORD your God.
  • Malachi 3:5: “Then I will draw near to you for judgment; and I will be a swift witness against the sorcerers and against the adulterers and against those who swear falsely, and against those who oppress the hired workers in their wages, the widow and the orphan, against those who thrust aside the alien, and do not fear me, says the Lord of hosts.”

These Old Testament passages (and many more not mentioned) are grounded in Israel’s experience as a displaced and refugee people. The primary example, of course, is the Exodus. God hears the desperate cries of the Hebrew people, sends Moses to rescue them from slavery and oppression, and leads them through the wilderness for forty years as a refugee people. Israel was displaced again when they were taken into exile by the Babylonians, and again after Rome conquered the Holy Land. For most of its history, Israel has been a pilgrim, exiled, oppressed, or refugee people, and this is why they repeatedly insist in their scriptures that God commands us to offer compassionate care and hospitality to widows, orphans, foreigners, and refugees.

In addition to the overwhelming evidence in the Old Testament, we see the same spirit of compassionate hospitality commanded in the New Testament. In Romans 12:13, Paul instructs the church to contribute to the needs of the saints, and to “extend hospitality to strangers.” James 1:27 states that true religion is “to look after orphans and widows in their distress . . .” Hebrews 13:1-2 says, “Keep on loving one another as brothers and sisters. Do not forget to show hospitality to strangers, for by so doing some people have shown hospitality to angels without knowing it.”

Jesus of Nazareth began his life as a Middle Eastern refugee. In Matthew 2:13-15 we read about Mary and Joseph fleeing with the new born child as refugees trying to escape the infanticide of King Herod. They continued to live as refugees in Egypt until Herod died. Once Jesus started his earthy ministry, he wandered around as an itinerant preacher dependent on the hospitality of strangers. Jesus says in Luke 9:58, “The foxes have holes and the birds of the air have nests, but the Son of Man has nowhere to lay His head.” His entire ministry was about loving, including, elevating, and showing compassion to the most vulnerable and outcast in society: women, children, lepers, cripples, the blind and deaf, prostitutes, tax collectors, and even Samaritans.

Indeed, one of the clearest teachings on this subject comes from Jesus’ parable of the Good Samaritan in Luke 10:25-37. You remember the story: “A man was going down from Jerusalem to Jericho, when he was attacked by robbers. They stripped him of his clothes, beat him and went away, leaving him half dead.” Both a priest and a Levite (religious people) saw the man in desperate need but “passed by on the other side.” They didn’t do anything to actively harm this man, they just refused to help. But a despised Samaritan stopped and helped the person that the others left to die. Jesus asks, “Which of these three do you think was a neighbor to the man who fell into the hands of robbers?” Answer: “The one who had mercy on him.” Jesus said, “Go and do likewise.” The moral of the story is simple: love God with all your heart and love your neighbor as yourself, understanding that your neighbor is any human being in serious need. (For more on this parable see my message, “The Splendid Samaritan: Overcoming Tribalism”)

An equally powerful teaching comes from Matthew 25:31-46. Speaking of the final judgement, Jesus tells a parable about God separating people into two groups, the sheep on his right and the goats on his left. To the goats he says, “Depart from me, you who are cursed, into the eternal fire prepared for the devil and his angels. For I was hungry and you gave me nothing to eat, I was thirsty and you gave me nothing to drink, I was a stranger and you did not invite me in . . .” The teaching is clear: if we fail to care for those in desperate need we fail Jesus.

Conclusion

We have to find a way to help these people, and not only because we will be held accountable to Jesus for the way we treat “the least of these,” but also because we have a wonderful opportunity to be who we say we are—to show the love of Christ to the friends of Jesus who are in desperate need. While we do not want to glorify senseless suffering, the Christian martyrs teach us that sometimes Christ calls his disciples to suffer, and that suffering in name of Jesus is not something to be shunned as obscene but embraced as honorable. We should never forget that the world is watching, and today we have an opportunity to bear witness to the truth of the gospel by compassionate words and actions.

I can guarantee that the evil powers and principalities in this world want you to bow down to fear, worship security, and do nothing. ISIS wants America to cower before them in fear, to compromise the values we so loudly preach to others, and do nothing. But Jesus is calling you to act with courageous love and risky faith.

This is what it means to be a Christian: to live a courageous faith in radical obedience to God in accordance with the self-sacrificial love of Jesus, which includes the enemy and exhibits a special concern for the most vulnerable around the world. Being a Christian means seeing God in the face of the needy and responding with compassion.   

GET INVOLVED! 

There are several things you can do to help:

  • Get Educated: Don’t believe the first thing you hear on the television. Take a break from the partisan news cycle and try to get the facts from reputable, non-partisan sources.
  • Pray every day for these people and ask God, “What do you want me to do?”
  • Donate money to reputable relief agencies:
            The United Nations Refugee Agency
            Church World Service
           UNICEF
  • Volunteer: In central Florida, call The Ethiopian Orthodox Tewahedo (813-679-4982) or Coptic Orthodox Charities (727-785-3551) and ask how you can help.
  • Speak Out on social media by educating others about the facts and calling for compassion.
  • Sign Petitions
  • Call your governor and your representatives in congress (1-866-961-4293) and tell them: “I’m a constituent from (City/State) and I support the resettlement of Syrian refugees. I urge the Governor / Senator / Representative to represent me and other constituents who seek to welcome Syrian refugees.”

I leave you with these last words from the one we call Lord and Savior: “Let your light shine before others, that they may see your good deeds and glorify your Father in heaven” (Matthew 5:16). Whatever you do, for Christ’s sake, do something!

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