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.

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Compelled to Control: Is the Success Culture Destroying Christianity?

(This article by Pastor Mark was originally published on “Philosophy Goes to Church” and is reprinted here with permission.)

Introduction: What Did Jesus Really Say and Can We Hear Him Today?

I recently attended a lecture given by John Dominic Crossan[1] on the violence of God in the Christian Bible.[2] His central thesis was clear: “If the biblical Christ is the norm, criterion, and discriminant of the Christian Bible, then the historical Jesus is the norm, criterion, and discriminant of the biblical Christ.” After making some cursory remarks about how to distinguish between the words of the historical Jesus (or the earliest oral tradition attributed to Jesus) and the words of the early church placed on his lips, Crossan developed an argument for the historical Jesus as a non-violent Jewish revolutionary who cast a radical vision of peace through (distributive) justice.

As the lecture drew to a close, what stood out as most interesting to me were the sayings that Crossan, in some sense, attributed to the historical Jesus:

  • Bless those who persecute you.
  • Don’t return evil for evil, but overcome evil with good.
  • Be kind to your enemies.
  • Give away your possessions.

It occurred to me that although there is rigorous debate about the authenticity of other sayings (much of which revolves around whether or not Jesus’ message was apocalyptic), the vast majority of historical Jesus scholars, whether liberal or conservative, agree that Jesus said these kinds of things. What is even more striking is that these sayings that have garnered scholarly consensus in the Twenty-First Century are precisely the ones that are most problematic for the American church today.

When thinking about why this might be the case, I have a nagging suspicion that it has something to do with our preoccupation with success. In what follows, I simply try to voice some of my informal reflections in hopes of generating a discussion. Although I have been trained as an academic theologian, this is not a scholarly article. I mean no offense to academics, but after leaving the academy almost ten years ago to devote my life to pastoral ministry, I am not interested in crafting an airtight argument supported by long footnotes that can withstand the rigorous critique of people who are much smarter than me. This qualifying statement is my way of asking for grace from those who serve the world well in an academic setting. Rather than seeing yourself as a respondent on a panel at the American Academy of Religion (and hence seeking to refute my claims), my hope is that you will read as a friend (and try to help me, as a pastor, to wrestle with a problem that is very real in the church).

Success: Trying to Understand the Problem

As I serve in the local church, I get the feeling that Christianity is being co-opted by a preoccupation with success. Many pastors (including myself at times) want to be more like Steven Furtick than like Jesus, and to lead churches that look more like Fortune 500 companies than the ecclesia described in the book of Acts. In terms of the laity, instead of renouncing their quest for worldly success, many convert to Christianity in hopes that it will provide them with more effective strategies for achieving such worldly acclaim!

I have come to believe that the success culture in America has its own vision and prescription for salvation, and one of the biggest challenges for pastors is figuring out exactly what this looks like. My hunch is that the logic of the success culture is driven by a notion of power construed as willful and controlling, even manipulative and coercive. It takes many forms, including wealth, fame, charisma, intelligence, and sex appeal. To be successful means to possess and effectively leverage power to achieve a series of goals that are themselves designed to increase power, expand freedom, and merit the praise of others who have already joined the club. Inherent in all of this is the ability to control oneself and others, to effectively manipulate resources, and to manage external circumstances.

Successful people exercise the power to control their thoughts. They cultivate the “power of positive thinking,” which not only helps them manage their outlook but can even bring external circumstances into alignment with internal desires. Don’t you know The Secret of how we can leverage the “law of attraction” by the power of positive thinking to create life-changing results of increased happiness, health, and wealth? Successful people also control their emotions and exhibit an internal strength that precludes neediness, vulnerability, and anything else that can be perceived as weakness. Winners are of sound mental health, evidenced by the power to manage and eradicate anxiety, guilt, depression, and other undesirable feelings. In the parlance of much that passes for women’s ministry today, strong people “choose joy.” They don’t really need anyone else to be happy, but create their own happiness and then design relationships in ways that enhance and protect it. Successful people also possess the personal power to transform a “normal body” (which is an entry-level requirement for the school of success) into a beautiful body, which always increases one’s power! Even in the church, people are encouraged to follow biblical diets like The Daniel Plan and commit to exercise as a fifth spiritual discipline. If you can leverage personal power to control your thoughts, emotions, and appearance, then you are well on your way to managing the perceptions of others (in both real and virtual environments), thereby gaining greater influence over people who can advance your quest for success. (Who cares about people who lack the power to promote, or derail, your agenda?)

Although I am no Clifford Geertz, it seems to me that all of this has generated a powerful cultural stream in America that exercises a gravitational pull on the church. To shift metaphors, it creates a pair of glasses through which we see all of life, including the life of faith. Read through these glasses, the Gospel is not seen as a call to abandon the quest for worldly success, but a new and improved strategy for successfully completing the quest! In the most concrete terms, when I preach on Sunday mornings that we should fully surrender our lives to Jesus as Lord and Savior, which includes allowing him radically to redefine our values and goals in light of the in-breaking of the Kingdom of God, I fear that many hear, “Jesus can empower me to return to work tomorrow and be more effective at what I am already doing in pursuit of goals I’ve already set.” Our “personal relationship” with Jesus can easily become another way to access the power needed to become successful, admired, and well-respected.

One symptom of this problem is the way some clergy preach the Bible and, consequently, how many lay people interpret it. Instead of the biblical Christ (perhaps normed in important ways by the Jesus of history) serving as our guide for the faithful interpretation of scripture, those breathing the air of the success culture tend to give hermeneutical priority to passages that support the logic and value system of hard won success. The clearest example is found in the “prosperity gospel” with its focus on Deuteronomic theology, but there are subtler forms that infect the American church in innumerable ways.

When confronted with the sayings of Jesus that contradict the logic and value system of the success culture, many find ways to reinterpret those passages to marginalize the intended message. For example, when confronted with Jesus’ command to turn the other cheek, some say, “Well, what he really meant was that violence should be a last resort and only in self-defense. If someone hits me rather softly and doesn’t draw back for a second blow, then maybe I should exercise the power of self-control and suggest a non-violent solution. But if someone hits me hard and keeps coming at me, then surely Jesus would not object to me defending myself. To turn the cheek in a real fight would simply be crazy!” If pressed harder on this issue with a clear presentation of Jesus’ direct command, some are honest enough to say something like, “Well Jesus was the Son of God, and I’m only a sinful human being. So if someone hits me, I don’t care what Jesus said, I’m fighting back and asking for forgiveness later.” Only a loser would allow himself to be assaulted without some kind of retaliation.

The problem, of course, is that the passages being ignored or reinterpreted in service to the success culture are not merely ornamental, but rather absolutely essential to Christian faith and practice. More precisely, the logic and value system of the success culture is antithetical to the logic of the gospel. Indeed, even a cursory reading of the Sermon on the Mountain shows Jesus completely reversing the logic and value system of the success culture, effectively saying, “This is not only wrong—its wrongheaded! This will not only fail to deliver happiness but it will prevent you from seeing the true way of salvation and accelerate your journey down the highway to hell.” The success culture is all about acquiring, consolidating, and leveraging personal power to achieve self-determined goals (not least, security), and to do it in a way that will merit the praise, admiration, and respect of others perceived to be more powerful and successful than we—thereby increasing our power and positioning us for even more success. In stark contrast, the logic of the gospel can be found in Matthew 16:24-26: “If any want to become my followers, let them deny themselves and take up their cross and follow me. For those who want to save their life will lose it, and those who lose their life for my sake will find it. For what will it profit them if they gain the whole world but forfeit their life?” In our efforts to acquire and consolidate power to secure our interests and accomplish our self-determined goals, we lose our lives (even more so, not by failing but by accomplishing those goals) and become powerless to do anything about it. The only way to truly be saved is to completely abandon the quest for worldly success and totally surrender our lives to Jesus as Lord and Savior, a surrender that is so complete that it leads Paul to confess, “I have been crucified with Christ; and it is no longer I who live, but it is Christ who lives in me” (Galatians 2: 19a-20b).

The power of success is characterized by willful grasping, while the power of the gospel is characterized as willing surrender.[3] The former is the way of conquest; the latter is the way of the cross. The former focuses on predetermined outcomes; the latter focuses on faithfulness. The former is self-defeating, self-destructive, and self-condemning; the latter—according to Jesus—is the way of salvation and abundant life.

I want to make this point as strongly as possible. Jesus does not say, “If you do all that I have commanded then you will be successful” (and in several passages he suggested the opposite). To assume this is absolutely to misunderstand his message. Everything Jesus teaches—the logic of his gospel—runs contrary to the vision of salvation promised by the success culture and the concomitant strategies that supposedly make it possible. But this logic and this culture are exactly what we are up against in the American church, and this raises a critical question: Is a Christianity that is co-opted and reinterpreted by the value system and logic of the success culture still rightly described as Christian at all? If not, then what is the way forward?

Conclusion: Questions for Conversation

I want to end my reflections by posing a few questions to academics and pastors alike.

In your research and experience, how is success defined in American culture? How does our pursuit of success shape and reinforce American culture? Does success have its own logic and value system?

To what extent has the American church been influenced or coopted by the culture of success? Does this lead to a reinterpretation of the vision and way of salvation as proclaimed by Jesus, and does it go so far as to undermine the logic of the gospel? What is the difference between success and abundant life?

What resources would help us clarify the problem, gain a more faithful understanding of the gospel, and deepen our relationship with Christ?

As we seek answers to these questions, let us remember the words of Paul: “Do not be conformed to this world, but be transformed by the renewing of your minds, so that you may discern what is the will of God—what is good and acceptable and perfect.” (Romans 12:2)

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Notes:  

[1] Bible Symposium, “Reading Between the Lines: Recent Research on the Gospels and the Quest for the Historical Jesus,” Florida Southern College, 14 April 2016.

[2] The arguments in his lecture are more fully developed in John Dominic Crossan, How to Read the Bible the Bible & Still Be a Christian: Struggling with Divine Violence from Genesis to Revelation (HarperOne 2015).

[3] I first discovered this distinction between willful and willing ways-of-being-in-the-world in Gerald G. May, Will and Spirit: A Contemplative Psychology (HarperSanFrancisco 1982). However, it is assumed and taught by all contemplative Christian traditions.

 

What Do You Treasure? Gaining a New Perspective

In this message, I reflect on the parables of the hidden treasure and the pearl of great price (Matthew 13:44-46). The main idea is that the Kingdom of Heaven is among us hidden in plain sight. Do you have eyes to see? Once we find this invaluable treasure of God’s presence it changes everything. Check out this message to see how!