The Bootcamp Bros are joined by none other than, Walker Armstrong, Associational Mission Strategist, stopped by the bootcamp during the Replant Practitioner Training and joined us for chat about Discipleship. Walker and the guys spent time talking about some of the barriers commonly experienced in the effort to make disciples in the local church. Here are some of the barriers:
Check out the rest of the podcast for the details and while you are at it, drop us a line and let us know your thoughts, challenges. Remember to rate the bootcamp on your favorite podcast platform.
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Welcome back Bootcampers! We’re jumping back in on the subject of conflict, with the “other” Bob. Today the guys get down to the important subject of how to have the “conflict” conversation.
First, a little definition on one of the important characteristics of Replanters, the willingness to confront.
Willingness to Confront: the replant pastor with a willingness confront is able to willingly but not eagerly, navigate conflict with directness, love, humility, patience and wisdom, driven by a love for the church and her members.
As they jump in here’s the resource mentioned: Crucial Conversations. A crucial conversation is any conversation where you know, there will be opposing opinions where there’s strong emotions and the stakes are high.
Here are some quick insights when it comes to crucial conversations
We need to look at an entire pattern – not just an instance
It is important to prepare for crucial conversations
Avoid jumping to the “worst” interpretation of an offense
Here are some tips to be more productive during times where you are having crucial conversations.
Be self aware-know what your triggers are and what is taking place inside of you.
Ask yourself in that moment: “Why am I feeling this way?”
Understand what story you are telling yourself.
Avoid making the fool’s choice: which is when I believe in the heat of the moment that everything is either or.
Check out the rest of this EP for some incredible helps on dealing with conflict.
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Hey Boot Campers we’re back in action but this time, with another Bob, the Lead Missional Strategist of First Coast Churches, Bob Bumgarner.
In this EP Jimbo and Bob get down to the important work of discussing how to deal with Church conflict. They recommend a great book-When Church Conflict Happens. Here are some of the great highlights.
When conflict happens – you are not a failure.
Conflict always presents opportunities for new thinking, responses, and breakthrough.
There are three facets or types of conflict
Unhealthy – when conflict goes unrecognized
Benign – when church disagreements occur because of oversight
Healthy – a disagreement that is spotted and responded to in a biblical manner
According to Hare, there are are five levels of conflict. Knowing them will help you navigate conflict in a way that can lead to productive healthy progress.
Personal – conflict occurring inside of me personally
Interpersonal – conflict occurring between two people
Intragroup – conflict that occurs within a group of people
Intergroup – conflict occurring between different groups
Structural – something within the organization that creates conflict
Check out the rest of this EP for more great info and helpful tips on dealing with conflict and a coming EP Crucial Conversations.
Don’t let the inner conflict of having a less than great website get you down. Contact our great sponsor, One Eighty Digital and leverage their know how to help your church impact the community by accurately telling your church’s story.
In this thread, JimBo and Bob discuss the necessary ingredients for personal development and growth in any area of life. These include humility, teachability, self-awareness, integrity, and initiative. They emphasize the importance of being honest and owning up to mistakes, taking responsibility, and taking action to make things happen. They also recommend resources such as books on developing habits and perseverance. Overall, these qualities can help individuals become better leaders and achieve their goals in both personal and professional settings.
The necessary ingredients for personal development in any area of life are:
Humility means acknowledging that you have room to grow and that others have something to offer. We can see the importance of humility in biblical passages such as Ephesians 4:2, James 4:10, and 1 Peter 5:5, which all emphasize the importance of humility. Bob notes that humility is the first touchstone for personal development and that being humble doesn’t mean thinking less of oneself, but rather thinking of oneself less. He warns against assuming that one’s presence alone will fix everything and emphasizes the importance of recognizing one’s weaknesses and inexperience.
Teachability involves being open to learning from others, even those who may not have as much experience as you. The second ingredient for personal growth in replanting and revitalizing a church is teachability, which is built upon humility. Teachability involves being willing to receive feedback, instruction, and correction, even if it is painful. Proverbs 13:18 and Proverbs 9 emphasize the importance of heeding reproof and instruction in order to become wiser and more skilled. Without teachability, growth is impossible.
Self-awareness requires honest assessment (Romans 12) of your strengths and weaknesses, as well as your goals and motivations. Having a realistic assessment of your strengths and weaknesses, as well as an understanding of how others perceive you, can help you make more informed decisions and pursue growth opportunities that align with your abilities and interests.
Integrity is about being honest with yourself and others, avoiding excuses, and owning up to mistakes. It’s important to be honest with ourselves and others about our progress and performance, and not make excuses for our shortcomings. When we take ownership of our mistakes and take responsibility for our actions, we demonstrate integrity and earn the trust and respect of others. This is especially important for leaders, who are expected to set an example and inspire others to grow and improve. By being honest and owning our mistakes, we can become better versions of ourselves and gain the support and trust of those around us.
Finally, initiative is the willingness to put in the work required to grow, taking action rather than waiting for others to prod you into it. If you want to grow, these ingredients are essential, and there are many resources available to help you develop them.
Personal development and growth require a combination of these five ingredients: humility, teachability, self-awareness, integrity, and initiative. It’s important to be honest with yourself and others about your progress and to take responsibility for your actions. And ultimately, growth requires initiative and hard work, putting in the necessary effort to achieve your goals. There are many resources available to help with personal development and developing good habits, but ultimately, it’s up to you to take the first step and put in the work.
EP 179 - THE INVALUABLE SIGNIFICANCE OF LAY LEADERS
This EP was recorded in Elk City OK when the guys were in town for the Revive Summit-of which there are two more, we invite you to join us in either Tuscon or Mt. Vernon. Today we get down to the serious business of discussing the value and importance of lay leaders in your church.
Lay Leaders: non ordained, non-vocational leaders, members of the church who contribute towards the welfare and the mission of the local church.
We believe there is a need for equipping people for ministry, it’s biblical.
An important distinction: the task isn’t the goal, the equipping of the people is the goal.
A resourceful generalist is willing to do anything that needs doing, but wise enough to not do everything.
Not every person in your congregation is called to be a leader, but everyone in your congregation is called to be a disciple. –Neil Cole
We encourage you to engage with your church body, equip them for ministry and realize they are an important part of ministry necessary to the vital functioning of your church.
Our great sponsor, One Eighty Digital, is ready to assist your church in developing a great web presence to connect with your community. Give them a shout and let them know you are a bootcamp listener.
Hey Bootcampers we hope you are doing well! Bob and Jimbo had some time together in his hometown of JAX and got an opportunity to record a few EPs in his closet office. It’s no mystery that the bootcamp boys have personality, but leading a church requires more than the strength of personality. This EP is all about leading beyond the force of your personality.
Here are a few insights
Our personalities might get in the way of our leading well
Leading by personality is not sustainable
Your personality is good but it’s not the end all be all, you need others who will lead along with you
People may feel railroaded by the strength of your personality
Here are some solutions
Self aware – be aware of your passion and force
Socially aware – how is this effecting everyone on the room
Self regulation – how do I pull back when necessary
We’d love to hear from you! Drop us a line, leave a comment or voicemail on the bootcamp hotline!
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Well Bootcampers the boys are back at it this time in JAX when Bob was in for a quick visit. Today they take up the topic of Vision and how to communicate it as a leader. Sit back, grab something to keep notes and consider how to improve your casting of vision.
The boys are back with another EP from their time at Southwestern Baptist Seminary. This time with special guest, Dr. Matt Queen who recently released a new book, Recapturing Evangelism. We celebrated Bob’s honorary Doctorate, and then got down to the serious business of discussing evangelism with one of our favorite all time Evangelists, Dr. Queen, here are some of the highlights.
Why is evangelism difficult?
There are some who are for evangelism-as long as someone else does it
We often confuse things that are not evangelism, with evangelism: like inviting people to church (which is good) but the gospel has not been shared.
We don’t plan or make time to evangelize
We celebrate baptisms (which is great) and define it as success and then win. However, success is sharing the gospel (evangelizing) it is important to celebrate that.
It is important to establish evangelistic patterns or rhythms: “Those who fail to plan time to evangelize will fail to find time to evangelize.” — Dr. Matt Queen
How can I take steps to become intentional in evangelism?
One, take a quantitative approach-define a goal of how many times you want to share the gospel.
Identify what is an opportunity to share the gospel. It can be as simple as identifying taking the opportunity to speak about the gospel when you: see a person wearing a cross, taking public transportation, or to use a catch phrase: “Have you heard any good news today?”
How do we cultivate a culture of evangelism in a dying or declining church?
Understand-not everyone in your church will “buy in” and start evangelizing, but some will support you.
Visit and take others with you, teaching them how to share the gospel. “If your people don’t see or hear of you evangelizing-they will not likely do evangelism.”
How do I share the gospel with those whom I am concerned about losing the relationship?
Repent-confess that you’re sorry for not sharing the gospel with them and ask their forgiveness.
Reconnect with those in your relationship circles who you have shared the gospel before-and just check in and see if they have changed their thinking and ask; “Would it be okay if we had another conversation?”
Some the best quotes of the episode:
“People are more ready to hear the gospel than we are ready to share it.”
“If you know enough of the gospel to be saved by it, you know enough of the gospel to share it.”
Check out the rest of this EP with Dr. Queen for more great insights about evangelism in the local church.
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EP 175 - 10 QUESTIONS TO ASK AS YOU INTERVIEW WITH A CHURCH
The guys are back with another “Dome” edition of the Bootcamp from their time teaching the Dmin seminar at Southwestern Baptist Theological Seminary, SWBTS. Last EP they spoke about the impact of forced terminations on the church and pastor and this week they pivot by suggesting a list of questions for a potential Pastor to ask of a search committee who is inviting you to candidate with their congregation.
What are your expectations for me (as your pastor) and my family?
What do you believe are the marks of a healthy church? And this follow up: how healthy is this church?
Why did the previous pastor (or pastors) leave? Consider contacting the previous pastors.
What is the community like around the church? How many members of this church live in this community?
What are the greatest joys and frustrations here at the church?
How is the Pastor’s wife viewed?
If I am being successful as your Pastor what am I doing?
How much will I be paid? How will increases be handled?
If you have concerns with me, my leadership, preaching etc. how will you let me know?
What do you expect your former pastors will tell me when I contact them about their time with you here?
Do you have a funny interview story? Did you get asked a strange question? We’d love to hear from you-drop us a line, leave a comment or voicemail on the Bootcamp hotline. And remember, leave us a review on your favorite podcast platform.
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Greetings Bootcampers! The boys were living large in Texas while teaching a DMin Cohort at Southwestern Seminary. Today’s topic is an important one; The Impact of Forced Terminations on a Church. Check out the references in the show notes to learn more. And leave your comments on the blog, email or the Bootcamp hotline.
Forced termination of a Pastor is defined as an involuntary dismissal from service, due to no fault or moral failure, or dereliction of duties on the part of a Pastor, brought about by a few within the local church.
Of all pastors, 23-41% will experience a forced termination at least once in their career
In 2012, a Lifeway survey, in partnership with Baptist State Convention leaders, a panel identified 452 pastors and staff members who succumbed to a non-voluntary or non-self-initiated separation from the church they served.
It is estimated that over the years of their vocational service, four out of ten pastors will be forced out of their church by firing or some sort of pressure that leads to their eventual resignation.
When a Pastor is terminated without cause, it is often a prediction point in the history of a church, it is the place where steep, prolonged, and sustained decline begins. It is the marker under which many dysfunctions are buried.
Where Pastors were forced out, 34-45% of those congregations had simmering divisions and internal conflict that predated the Pastor’s arrival.
23% of the congregations who forced terminated a pastor had done the same with previous pastors.
2/3 of the congregations who forced termed a Pastor did so within the first five years of his tenure.
The top reasons cited for conflict leading to a forced separation: Conflict for control among groups in the church 68%, congregational stress 43%, values/directional conflict between Pastor and some people in the church 27%
We often think of how a forced termination impacts the Pastor and his family. We may not think deeply enough about the impact of these actions on the local church.
David Meyers, a retired Director of Missions from Chattanooga TN states: What forced termination does to the soul of the congregation is significant in and of itself, but the practical, logistical impact is also significant. The church may lose members who are unhappy with what has occurred or how it was done. The loss of financial support may result from membership decline or withholding money. The name and reputation of the church is marred in the community and beyond. Hesitant, reserved, or negative recommendations of the church are given to prospective new ministers for that church. Many ministers are reluctant to consider relocation to a church that terminated its previous minister(s).
What can be done for the church caught in this act or pattern?
Address the wrongs committed to Pastors and their families who were undeserving of a forced termination. Repent and publicly apologize and make restitution where appropriate.
Remove those who were involved in or instigated unfounded and unreasonable forced terminations from leadership positions within the church.
Address informal campaigns to force a pastor out through biblically based and bylaw-supported church discipline.
Make careful note of the actions taken above in the minutes of a Church business meeting so that the record may show these actions will not meet with approval.