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.

Stand By Me: We Need Good Friends

We need good friends and role models to break free from self-destructive patterns and discover God’s dream for our life. Hebrews 12:1 says, “Since we are surrounded by such a great cloud of witnesses, let us throw off everything that hinders and the sin that so easily entangles. And let us run with perseverance the race marked out for us.

The promise in this passage is clear. If we surround ourselves with people who remind us of our deepest values and inspire us to live accordingly, then we find the power necessary to break free from mindsets and behaviors that hinder spiritual growth and undermine human flourishing. In contrast, if we live in isolation and try to overcome constraints by the force of our own willpower, then we wrestle with failure, discouragement and despair. Even worse, if we give ourselves to people who call forth our fear, suspicion, lust, greed, anger, hatred, and self-righteousness, then one day we will catch a shameful glimpse of ourselves in the mirror and wonder, “What kind of person have I become?”

In many ways, we become a reflection of the people with whom we associate. They can either call forth our best self or our worst self. In light of this truth, be intentional about investing time and energy in genuine communities of love. Give yourself to friends that will inspire and empower you to grow spiritually, emotionally, and intellectually. This is how we find the courage, strength, and hope to live a principled life that will honor our soul and be a blessing to others.

Why Our Church Gave $1,200 Away in Worship This Morning

This morning our church gave away $1,200 to those who came to worship. Here is why we did.

November is stewardship month, and we are teaching the importance of expressing gratitude and choosing joy through the spiritual discipline of self-sacrificial giving. Christians claim to serve a generous God, and if this claim is to have credibility to a watching world then it must be reflected in our actions, individually and corporately. Too often, the church asks its individual members to do things that it does not do as a larger body. We tell our members to care for the poor, but there’s nothing in the church budget for this need. We tell our members to share with others by giving to the church, but then we spend all the tithes on ourselves. We tell people not to allow fear to keep them from giving, but then refuse to release funds into the community because we fear scarcity. The church lacks credibility when it calls individuals to give generously and courageously while corporately hoarding its resources and refusing to invest in the surrounding community.

In order to avoid stumbling into this hypocrisy, Shepherd’s Community UMC gave away a large sum of money during a very difficult financial season. Here is what we are hoping to accomplish. First, we want to practice what we preach and lead by example. We want our giving to be a living, breathing testimony to the generosity and faithfulness of God. Second, we want people to experience the power of generosity at work; we want people to see, firsthand, how God can take a small investment of time, talent, and money and multiply it through our resourcefulness to make a real difference in the lives of hurting people. Our hope is that once recipients experience this for themselves with our money that they will be more faithful and courageous in investing their own money in such endeavors. Our mission in the United Methodist Church is to make disciples of Jesus Christ for the transformation of the world, and part of fulfilling this mission is cultivating a generous, compassionate, outwardly focused, and socially active people who stun the world with extravagant generosity.

So we literally put our money where our mouth is regarding this conviction. We gave twelve $100 bills to twelve families/groups who were willing to work hard to multiply it and give it away to help others. We are calling this the #KindnessProject and asking the recipients to do four things in the next twelve months:

Pray about it. Ask God to help you answer the following questions: What are the needs in my community? What are the needs of my co-workers or friends? What organization or charity can use this money to do significant good for those in need? To whom does God want me to give this money?

Multiply it. Invest your money in a project that will multiply the funds and add value to the community. You can work alone, with your family, or with a small group of friends, but the minimum goal should be to double the investment. While we would encourage you to let people know why you are doing this project through SCUMC, we don’t want you to do it at church for church friends. Get out into the community and serve people you don’t know. As you consider how to multiply your seed money, you can find many fundraising ideas online.

Give it away. Give all of the money away as an act of kindness or compassion to a person, family, organization, or ministry. You might do something for teachers at your school, give it to your favorite charity like the Salvation Army, or purchase a farm animal for an impoverished family in South America through Heifer International. The possibilities are endless. The catch is, you cannot give the money back to our church. We don’t want it. You have to give it away.

Tell the story. Share the story with us and with the world about how you helped others by participating in the #KindnessProject. Once you are ready to share, we will give you time on Sunday morning to talk about your project and show pictures. We would also invite you to give updates on social media periodically so others can see the power of generosity at work through you. Use the hashtags #scumc and #KindnessProject as you post things online so we can search and share all the updates and images. Hopefully, this will create some healthy competition as we try to out-serve each other in love.

May this #KindnessProject show people that we serve a generous God and that the power of generosity can make a real difference in the world! If you would like to donate $100 seed money, please contact Pastor Mark: revmarkreynolds@gmail.com.

Here is the message leading up to the challenge: