Bro. Laida: My Interview with a 92 Year Old Pastor, Part 2

Bro Laida

This is part two of my interview with Dr. John David Laida — or as I call him — Brother Laida. He has “supposedly” retired once, but never quit working. He’s still serving a church full-time today.

If you missed the introductory video, catch it HERE.

In this segment, Dr. Laida addresses:

  • Where he learned to lead a church
  • Delegation
  • How he handles church conflict

What do you think of Bro. Laida’s answers so far?

Bro. Laida: My Interview with a 92 Year Old Pastor, Part 1

Bro Laida

This is the introduction video to my interview with Dr. John David Laida. These were filmed over 3 years ago and I posted them earlier, but decided to bring them forward. I’ll share them over the next few days. They are good!

Brother Laida, as we always referred to him, was my pastor growing up. He served as senior pastor for 28 years at First Baptist Church, Clarksville, Tennessee and under his leadership the church grew every year. He served as president of the Tennessee Baptist Convention and was a respected man in the community.

After retirement, Bro. Laida has remained active. He has preached almost every week since and has helped dozens of churches in transition as an interim pastor. At the time of this filming, he was about to turn 93 — (now 96) years old and had just taken the interim job of my home church, First Baptist Clarksville. He’s respected highly in this region for his wit, wisdom and his faithful service.

In this video, you’ll get an introduction into the beginning days of Brother Laida. It’s fascinating to hear his perspective on his earlier days of life and ministry.

This is a five part interview and this is the longest. Most will be 5 or 6 minutes in length. I hope you’ll enjoy learning from one of my mentor’s and spiritual heroes.

What did you enjoy most about his story this far?

Who is the oldest pastor you know still serving today? Honor them here.

10 Expectations for Supporting the Senior Pastor

senior pastor

Several years ago, I was asked to speak to executive pastors about a senior pastor’s expectations for their role. Part of a healthy organization is recognizing the individual roles and responsibilities of the others on the team. I felt it was important that I first help them understand the pastor better, so I shared 10 Things You May Not Know about the Senior Pastor. You may want to read that post first.

I continued my talk by sharing how other staff members within the church can support the position of senior pastor. I realize none of the churches where I have served would have been successful without the creativity, diligence and leadership of the staff with whom I served.

The question I was asked — and echoed repeatedly was this:

What does my pastor really expect of me and the rest of the staff?

A healthy staff requires a team approach. It requires everyone working together. As I attempt to lead a team, there are certain expectations I have  for those who serve on a church staff in supporting the leadership of a senior pastor.

Here are 10 expectations I have for supporting a senior pastor:

Have a Kingdom perspective.

It’s not really about either one of you — it’s about God and we get to play a part in His Kingdom work. The less you concentrate on your own “needs” the more we can work together to help other know the surpassing greatness of our Lord.

Know yourself.

Some people are wired for a supporting role and some are not. Simply put.  This is why so many are planting churches these days. They wanted to be able to do things on their own — lead their own way. You may be able to serve in a supporting role for a short time, but not long term. There is nothing wrong with that. Being in the second (or third) position in an organizational sense doesn’t always get to make the final decision. Are you comfortable with that fact?

Support the pastor.

That’s an obvious for this list, but unless the senior pastor is doing something immoral, you should have his back. If you can’t, move on as soon as possible. You should make this decision early in your relationship, preferably before you start, but definitely soon into the process. Resisting the leadership of the senior pastor is usually not good for you or the church.

Realize you are in the second (or third) chair.

If you don’t want to be, then work your way into a number one seat, but while you are in this position, understand your role. It takes a great deal of humility to submit to someone else’s leadership. Know who you are and how God is calling you to serve Him.

Don’t pray for, wish or try to make your pastor something he is not.

Most likely, the basic personality of your leader is not going to change. Your staying should accept the fact that some things you hope will be different in years to come — won’t.

Add value to the pastor and the organization.

Do good work. Even if you are not 100% satisfied where you are at in your career at the current time, keep learning and continue to be exceptional in your position. Be a linchpin. The fact is you may learn more in these days which will help you in future days.

Be a friend.

This is a general principle when working with others, but especially true in this situation. If you aren’t likable to the pastor, he isn’t going to respond likewise. Have you ever heard, “Do unto others, as you would have them do unto you”? That works when working with a leader and on a team also.

Brand yourself in and out of the organization.

Don’t wait until you are in the number one position to make a difference in the church. This helps you, the pastor and the church. Do good work. In fact, do your best work — always.

Be a compliment to the pastor.

Most likely, you are needed for your abilities that are different from the senior pastor. Use your gifting to make the church better and improve the overall leadership of the pastor. Help fill the gaps the pastor can’t fill and may not even see. Take responsibilities off the pastor when you are able. Volunteer without being asked. This will serve you well also.

Pick your battles.

Even in the healthiest organizations, there will be conflict and disagreements. Don’t always be looking for a fight. Ask yourself if the battle is worth fighting for or if this in the hill on which to die. Be a supporter as often as you can.

Learn all you can.

Most likely, the pastor knows some things you don’t. Sometimes you will learn what not to do from your pastor. Let every experience — good and bad — teach you something you can use later to make you a better leader.

Leave when it’s time.

Be fair to the church, the pastor, and yourself and leave when your heart leaves the position, you can no longer support the pastor or the organization, or you begin to affect the health or morale of the church and staff.

Closing thoughts:

I personally understand the frustration of being part of a team, but not feeling you have the freedom to share your opinions or the opportunity to help shape the future of the organization. Real leaders never last long in that type environment. There are certainly leaders who will never be open to your input. Again, I recommend discovering this early and not wasting much time battling that type insecure leader.

The goal of this post is not to sound arrogant as a senior pastor, but to help the organization of the church by addressing issues, which will help improve the leadership of the church and the working relationship between staff members.

I’d love to hear from senior pastors and those who serve on a church staff. What would you add/or delete from my list?

7 Ways I Protect My Family Life in Ministry

Happy Family Portrait at Park

If a pastor is not careful, the weight of everyone else’s problems will take precedence over the issues and concerns of the pastor’s immediate family. I see it frequently among pastors I encounter. 

How many pastors do we know who have adult children that don’t even attend church anymore? Lots. I’ve heard from many who resent the church which stole their family time. 

There have been seasons of my ministry where this was the case, especially on abnormally stressful days. It should be the exception, however, not the rule.

I decided years ago when I was a small business owner, serving in an elected office and on dozens of non-profit boards that my busyness would never detract from my family life on a long-term basis.

Cheryl and I are in a different season now. It’s easier to protect our time. My heart, however, goes out to the young families in ministry. Please heed my advice.

Here are 7 ways I attempt to protect my family from the stress of ministry:

Down time.

Saturday for me is a protected day. I normally work 6 long (up to 10 hours and more) days a week. (I’m wired to work and to take a true “Sabbath”, according to Exodus 16:26 at least, it seems one would have to work 6 days — just saying :) ) This also means I agree to do fewer weddings or attend other social events on Saturdays. There are only a few Saturdays a year I allow this part of my calendar to be interrupted. We are blessed with a large, qualified staff. Pastors, it doesn’t have to be Saturday for you, but there should be at least one day in your week like this. If you are wired for two — take two!

Cheryl and the boys trump everything on my calendar.

I always interrupt meetings for their phone calls. If they are on my schedule for something we have planned together it takes precedence over everything and everyone else. There are always emergencies, but this is extremely rare for me — extremely!

Scheduled time with my family.

If I’m going to protect time with my family then they must be a part of my calendar. I’ve been told this seemed cold and calculated, and maybe it is, but when the boys were young and into activities with school, those times went on my calendar as appointments first. I was at every ballgame and most practices, unless I was out of town, because it was protected by my calendar. It was easy for me to decline other offers, because my schedule was already planned.

I don’t work many nights.

Now it’s just a habit and my boys are grown, but when my boys were young, I also wrote on my schedule nights at home. The bottom line is I’m a professional. You wouldn’t want my time if I weren’t. Have you ever tried to meet with your attorney or banker at night? Of course, there are exceptions — I have some monthly meetings where I have to work at night — and life has seasons which alter this somewhat — but in a normal week I work 6 full day time hours a week and that’s enough to fulfill my calling.

I’m not everyone’s pastor.

This is hard for members of my extended family or friends to understand sometimes but, I pastor a large church, so if someone is already in a church elsewhere I’m not their pastor. I am simply their brother, son or friend. Obviously, if someone doesn’t have a church at all then this is a different story, especially since my heart is to reach unchurched people.

I delegate well.

We have a great staff. If something is better for them to do, I let them do it. Every event doesn’t require me to be there, nor my wife. I try to support the activities of the church as much as possible, but not at the detriment of my family. I realize smaller church pastors struggle here, but part of your leading may be to raise up volunteer people and entrust them with responsibilities and leadership. It also may be to lead people to understand your family remaining strong is just as important as other families in the church and part of having a healthy church is having a healthy pastor and family.

I try to stay spiritually, physically and mentally healthy.

It’s hard to lead my family well and engage them when I’m always stressed by ministry. This is a constant battle, and requires great cooperation and understanding by my family, but I recognize it as a value worth striving to attain.

Pastors, I hear from you — and sometimes your spouse. Some of you are drowning in your ministry and your family is suffering. Many are going to say they have no staff or a small staff, but I encourage this same approach to ministry for every person on our staff. I would expect no less of a commitment to their family than I have to mine. Ask yourself this question: How healthy is your family? What are you doing to protect them?

Help me help other pastors. Share how you protect your family.

You might also read 7 Ways I Protect My Heart and Ministry from an Affair

Hard Advice for Young Leaders


I have some hard advice for young leaders.

Before I share , I feel the need to be clear — in case you’re a new reader — to assure you I’m a supporter of young leaders. Ask anyone I work with, or look at decisions we’ve made as a church, or the personal investments of my time into young leaders and you can clearly see I believe in the next generation of leaders. I only build my case of support, because this may be a hard word to receive.

To illustrate this principle, let me begin with a story:

When out oldest son Jeremy was in high school he was on the wrestling team. It was intense training. I loved the discipline and confidence it gave him and I loved the wrestling matches.

When Jeremy would come home from a hard day of practice he wanted to bring what he learned in training into our family time. I had always enjoyed wrestling with my boys, but now he wanted to take our play time to a whole new level. We would start wrestling in the “assumed position” he had been taught, but then I would use my extra 70 pounds as an advantage and quickly pin him to the ground. He would often yell, “No, you’re doing it wrong! That’s not the rules!

To which I would always reply, “No buddy, you’re on my turf now, you play by my rules…and I say there are no rules.”

And in that illustration lies a principle younger leaders need to learn as they enter the field of leadership.

Here’s the principle:

If you’re gonna play with the big boys and girls — you’ve gotta bring your big boy and girl game.

Let’s face it. Many entering the field of leadership today have lived as a generation where they were given much of what they wanted but had few demands placed on them personally. They played multiple sports, for example — which they enjoyed — but it meant they didn’t have “chores” when they were home. Of course, there are exceptions, but this is often the case. By the way, this was also more the case for my generation than for my father’s generation.

I’m not being completely critical of this — it was mostly true for our boys also, but because of this, I often see young leaders enter the field of leadership these days with some unrealistic expectations. They sometimes expect to receive equal reward without paying their equal dues.

I should also point out I see some incredible young leaders. Hard-working. Conscientious. Dedicated. Loyal. So this is an “if the shoe fits” post.

What disturbs me most is when young leaders fail to live up to their full potential.

Here are 10 ways I see that occurring:

  • Making excuses for poor performance rather than attempting to improve
  • Pretending to have answers to problems they’ve never experienced
  • Refusing to learn from other people — especially older people — discounting anything which isn’t from your generation
  • Demanding more than they are willing to give — maybe especially in regards to respect
  • Expecting a reward they haven’t yet earned
  • Depending on step-by-step instructions instead of learning by trial and error
  • Refuting another generation for content when technique is the real difference
  • Being cynical towards anything opposite of the way they think it should be
  • Remaining fearful of taking risks or making a mistake
  • Treating loyalty as if it is a strange idea from the past

Wow! I told you — hard words. They only sting if they’re true.

And, granted, all of these were probably true to some extent of every generation. They seem very common today among younger leaders.

My advice:

Young leaders be patient, teachable, humble, grateful and mold-able as your enter positions of authority and as you are given responsibility. Don’t fail to learn all you can from those who went before you or to grow from your mistakes. Expect to work hard to achieve the things you want from life and realize things may not always be as you would want them to be. There are a few stories of people who stumbled into instant success, but those are rare.

The reward: 

Over time, as you are diligent, you will likely change some of the rules. I hope you do. Some of the rules of my generation need changing. I’m not afraid for you to teach this old dog new tricks. I want to learn from you. I want you to have responsibility and authority. I want you to be fully rewarded and recognized for your contribution to society. I also want you to realize, however, that most things of lasting value take time and discipline to achieve.

The “big boy and girl” world can be tough, but you can make a huge contribution if you are willing to pay the price.

By the way, I gave this same advice to my sons as they have entered adulthood and the workplace.

7 Attributes of a Great Worship Leader or Pastor

Church congregation singing hymns in church

I have worked with some great worship leaders and pastors. Jason with Building 429 was once our worship pastor. He is phenomenal at helping people engage in corporate worship. How could I not mention the golden voice of Daniel Doss? I should mention our current worship pastor, Bo Warren, is one of the most gifted people I’ve ever known. 

I’m not intending this post, however, to be a shout-out to any of them specifically. I’ve been blessed with many great worship leaders and pastors with whom to work. 

I’ve worked with enough now to form som opinions of what makes a great one.

Here are 7 attributes of a great worship leader:

Humble – They love Jesus and attempt to walk with Him daily. They are willing to let others help lead, because it’s not about them — it’s about Jesus. And, they don’t have to always be center stage.

Strategic – They think through the planning of a service from start to finish. They are conscious of the need to remove distractions and give people the best opportunity to potentially engage in worship.

Cooperative – I once worked with a worship leader who could not handle a change. I believe in planning. I also believe the Spirit of God can work in our planning process. But, it’s very difficult to allow God’s Spirit to reign when we are the ones in control of the service. The bond between the teaching pastor and the worship pastor is so important. In fact, the ability to form chemistry with them may be my most important quality when seeking a worship leader. 

Faithful – In this one, I really mean a willingness to walk by faith — even when it’s uncomfortable. A good worship pastor can lead people to respond, but it is one position in the church where there are multiple opinions of their “performance”.  The worship pastor is subject to receiving criticism as much or more than the pastor. It can be a challenging position for anyone who thrives on popularity. A great worship leader focuses more on the call of God in their work than in the comfort of the position or the response of the people. 

Servant – They are here to serve the church, it’s volunteers, and ultimately Christ. There’s no “Green Room” mentality. I love, for example, to see a worship leader who engages with people after the service. They realize people see them “on stage”, but they want people to simply remember them for being a regular person — humbly striving to be like Jesus. 

Encouraging – They invest in volunteers, making them feel valued. People are drawn to them because they know they are loved and appreciated.

Innovative – The best worship leaders I know don’t get caught in a rut. They are not afraid to try new songs or new orders of service. Every week is not the same. They are consistently raising their own bar, challenging others, changing things, and seeking to improve.

Notice I never mentioned talent.

And, granted, they should have the talent to fit the job requirements, but just as a pastor doesn’t have to be the next Andy Stanley to be successful, neither does the worship pastor have to be the next Chris Tomlin. (Or choose the names that work best for you in my analogy.) Talent matters, but that someone goes without saying, and — if I had to choose — I’d rather have slightly less talent to get slightly better character. 

What are attributes you believe make a great worship leader?

Develop Where You Are

Little green seedling grow from tree stump

I’ve seen so many potentially great leaders waste opportunities because they were waiting for the perfect scenario before they begin to develop as a leader.

They don’t enjoy where they are currently in life or work — so they think there is nothing to be gained where they are now.

They aren’t in their dream job — so they don’t look for the benefits of being in the present situation.

They don’t respect the leader they are supposed to follow — so they close themselves off from learning anything  — whether good or bad — from him or her.

They don’t plan to stay in their current work location — so they overlook personal growth opportunities.

They don’t enjoy the people with whom they work — so they miss the potential of building future relational connections.

They are waiting for the “right” opportunity — so they never give their best effort, not realizing their “off-paper” resume (what others say about them) follows them. 

What a mistake!

Here are a few things I’ve learned by experience.

There is no guarantee your next location will be any healthier.

Or the leader will be any stronger. 

Or you will like it any more.  

If you don’t work well with the people you are currently working with — what if the problem is more you than them?

In fact may end up being a worse opportunity — the grass which appears greener on the other side often turns out not to be.

Here’s my advice:

Take advantage of where you are now.

Learn all you can now — from every opportunity.

Grow where you are now.

Give your best now.

Build relationships now. 

Develop where you are today.

It will build your character.

It will make you better prepared when you reach the job you do love.

And, most importantly, it’s the right thing to do.

If you don’t see yourself in your current position five years, or even one year from now — that’s okay — give the next whatever time you have the best you’ve got. Bloom where you’re planted.

There are lessons, principles and wisdom to be gained in every situation. Never waste those opportunities. 

Help all of us. Describe a time when you developed as a leader in an environment you didn’t enjoy.

5 Tests to Determine If You’ve Forgiven Someone

Mother and teenage daughter giving each other a big hug.

“And whenever you stand praying, forgive, if you have anything against anyone, so that your Father also who is in heaven may forgive you your trespasses.” Mark 11:25

bearing with one another and, if one has a complaint against another, forgiving each other; as the Lord has forgiven you, so you also must forgive. Colossians 3:13

Wow! Those are hard words, aren’t they?

Whether in business, in church, or in family — relationships can cause pain and separation.

It’s tempting to get even. Holding a grudge is easier. Our first reaction is not always to forgive.

But forgiveness is not an option for the believer — even for the person who has hurt us the most.

And, there is another wow moment — especially if you know it applies to you.

Even with the importance the Bible places on forgiveness I frequently hear people give excuses for not forgiving someone. Things such as:

“You can forgive but you can’t forget.” And, that’s most often true. Only God (and sometimes time and old age) can erase a memory.

“I’ve tried to forgive them, but they haven’t changed.” This may be true also. Forgiveness can be a catalyst for change, but it doesn’t guarantee change. And, I don’t seem to read those qualifiers in the commands to forgive.

“I may have forgiven them, but I’ll always hold it against them.” Okay, while it may sound logical, it’s not really forgiveness. Sorry, to be so blunt.

Forgiveness is a releasing of emotional guilt you place upon the other person. It’s a choice. It happens in the heart. It’s not a release of responsibility or an absence of healthy boundaries. It doesn’t even mean justice — legal or eventual is removed from the situation. It is, however, a conscious choice to remove the right to get even from the person who injured you. It’s a release of anger and any bitterness or grudge.

Plain and simple, forgiveness is hard.

I was talking with someone who wants to forgive the person who has hurt her the most. She wants to be free from the guilt of holding a grudge. She wants to follow the example of Christ in Biblical obedience. The problem? She’s not sure she has truly forgiven, because she still hurts from the injury.

I shared with her that while forgiveness is a decision — a choice — it is not an automatic healer of emotions. It helps, but emotions heal over time. Then I shared some ways she could determine if she’s truly forgiven the other person.

Here are 5 ways to tell if you’ve forgiven someone:

The first thought test.

When the first thought you have about them is not the injury they caused in your life you have probably extended forgiveness. You should be able to have normal thoughts about the person occasionally. Remember, you are dropping the right to get even — the grudge you held against them.

An opportunity to help them test.

Ask yourself: Would you help them if you knew they were in trouble and you had the ability? Most likely this is someone you once cared about — perhaps even loved. You would have assisted them if they needed help at one point. While I’m not suggesting you would subject yourself to abuse or further harm, or that you are obligated to help them, or even you should, but would you in your heart want to see them prosper or would you still want to see them come to harm? This is a huge test of forgiveness.

Your general thoughts test.

Can you think positive thoughts about this person? Again, you’ve likely been on positive terms with this person or in a close enough relationship for them to injure you to this extreme. Is there anything good you can come up with about them which is even remotely good? If not, have your really forgiven them?

The revenge test.

Do you still think of getting even with the person? There may be consequences which need to come for this person and you may have to see them through to protect others, but does your heart want to hurt them? If so, would you call this forgiveness?

The failure test.

When someone injures us we can often wish harm upon them. This is normal, but it’s not part of the forgiveness process. Have you have stopped looking for them to fail? If you have truly forgiven someone, then just like you would for anyone else, you would want them to succeed or at least do better in life. Forgiveness means you’ve stopped keeping a record of the person’s wrongs. That’s how believers respond to others. We consider their best interests.

I realize this is a tough list. Those struggling with forgiveness will most likely push back against it a bit. I know this, however, for your heart to completely heal, you eventually need to forgive the one who hurt you the most.

And, if you’re struggling to “pass the test” don’t beat yourself up. Pray about it. Ask God to continue to work on your heart. 

Have you seen a lack of forgiveness keep someone from moving forward in life?

What would you add to my list?

25 Questions for a Prospective New Pastor to Ask a Church

Portrait of an attractive young man talking about himself during a job interview

I have been asked frequently for questions a prospective pastor can ask a church. There are lots of resources for churches who are interviewing their next pastor, but I personally believe the pastor needs to equally interview the church.

In the few times I have interviewed with a church — and in the dozens of times I have coached people interviewing with churches — I asked or encouraged lots of questions. Additionally, I ask to see the church budget (including payroll for staff), bylaws, personnel policies, most recent business meeting minutes, and current financial statements.

As for questions, in my experience the process of hiring (or calling) a pastor is long, so there are plenty of opportunities to ask questions. I decided to list some of my favorites.

Here are 25 questions for a prospective new pastor to ask a church:

  • What are you averaging currently on Sunday mornings? (Adults and children total)
  • What are you averaging five years ago? 10 years ago?
  • When was the highest average attendance in the life of the church?
  • How much did you grow as a percentage in attendance and budget last year?
  • How much debt does the church have? How old is that debt?
  • What is your biggest obstacle to growth?
  • What is your biggest opportunity or growth?
  • Who are the current staff members and how long have they been at the church?
  • How did you select your pastor search committee? Who are they and what role do they play in the church?
  • Do you have deacons? What role do they play?
  • What is the church known for in the community?
  • What would you say are some of the core values of the church? If you were to describe the church in a few words, what would you say?
  • How many committees do you have? Which does the pastor typically attend? Is the pastor a voting member?
  • What percentage of Sunday morning attendance are in some sort of Bible study program?
  • How motivated do you think the church is going to be to follow someone my age?
  • What are your top requirements or needs in the new pastor?
  • What are the non-negotiable’s when it comes to changing something? What is off limits?
  • What was the last major change the church experienced?
  • What are the demographics of the community? How has that changed over the years?
  • What are the demographics of the church? How has that changed over the years?
  • Do the demographics of the church mirror the demographics of the immediate surrounding community?
  • What was the last major church argument? Has there ever been a church split or large exodus of people?
  • How are decisions made in the church? What is the overall governing structure?
  • How are staff hired or fired?
  • What is your process/timeline in recruiting and calling the new pastor?

Those are some of my suggestions. Obviously some answers will trigger follow-up questions. Be thorough in the process. Of course, if God is calling you here the answers won’t matter, but they will help you prepare to lead. And, I believe God often gives tremendous latitude in where we serve. He has lots of places where we can live out our calling.

What questions would you suggest?

7 Natural Barriers to Sustained Church Growth


In church planting, we defied the rules of growth for several years. There are “rules”, which when they happen will naturally stall growth. We were convinced they didn’t apply to us. What we learned is it just takes more time – sometimes.

Recognizing these early and addressing them is key to sustaining growth and momentum.

Here are 7 natural barriers to growth:

Facilities –  There is something to the 80 percent rule of capacity. When your attendance at in service reaches 80 percent full you will eventually begin to stall. It’s not immediate, but it is eventual. In church planting we defied this one for several years. We were convinced it did not apply to us. And it didn’t for a while. I am still convinced it can be addressed without the only solution being building bigger facilities, but leadership must be intentional. One way we addressed it was to use “fullness” as a part of our vision-casting. It works for a time but eventually one of these other barriers begins to occur.

Mindset – When the resistance to change is greater than the need for change you can expect growth to stall. It doesn’t matter if it’s a church plant or an established church — eventually people get comfortable with the way things are and traditions begin to take shape. When you begin to alter those traditions some people will naturally resist. To continue to grow leaders must consistently challenge the norm and encourage healthy change.

Burn-out – It could be volunteer or staff burn-out. In a church plant, after people have spent so much time setting up and tearing down, eventually they grew tired. The key is to find ways to motivate them again or continually add to the volunteer base. And, doing both is probably the best option.

Complacency – When people no longer seem to care if growth occurs or not. They may be satisfied or passive, but their attitude is always contagious. This is why leaders must continually cast and recast vision. It’s also why we must continually embrace change, because “new” stirs momentum.

Country Club small group Bible studies – I’ve noticed this one is often overlooked in the established church — especially when church growth has already plateaued. Whenever a group sits together with no new people entering long enough they become closed to outsiders — even if they think they are not. Newcomers can’t compete with the inside jokes and confidential information the group has already developed together. One way to address this is by continually starting new groups. Some churches “force” or strongly encourage groups to break up and start over with new people.

Leadership void – Continued growth requires new leadership. There will need to be new initiatives, creative ways to do things, and simply replacement of the leaders who move or quit. One key to sustain growth is a successful leadership development program.

Leadership lid– This one is the capacity of the senior leadership. If a leader is controlling, for example, there will be a cap. The church will be defined to the leader’s personal abilities. When leaders realize they have reached their personal lid they must be humble enough to admit it and seek help from others. Empowering and delegating become even more important. (Of course, they always are important.)

These are some I have observed — and experienced personally. I’m certain there are others. The biggest mistake I see leaders make, and I’ve done this as well, is to deny they are issues. They may be subtle for a tune but if you wait until they are obvious the damage will be much more difficult to address.