Introduction

Welcome to TEKNON EQUIP, a Breathe Ministries training program designed to move individuals from mere membership to authentic sonship and, ultimately, effective spiritual leadership.

We believe that the ultimate measure of success as a ministry is not just achieving church attendance or conducting a myriad of church activities and programs, but producing lasting fruit of the Spirit.

This is only possible in the local church when you have effective spiritual leaders co-labouring with God and operating in a healthy, accountable, and empowered relationship with the Father and God-ordained leadership.

This training program is designed to produce such leaders. 

 The Model of Sonship: Timothy

Our philosophy is built upon the apostolic model exemplified in the relationship between Paul and Timothy. Paul's commendation of Timothy in Philippians 2 lays out the non-negotiable standards for those who will lead the Church into its next season of growth:

Philippians 2:19-23 (NKJV): “But I trust in the Lord Jesus to send Timothy to you shortly, that I also may be encouraged when I know your state. For I have no one like-minded, who will sincerely care for your state. For all seek their own, not the things which are of Christ Jesus. But you know his proven character, that as a son(TEKNON) with his father he served with me in the gospel. Therefore I hope to send him at once, as soon as I see how it goes with me.”

Timothy was not a hired hand; he was a teknon (son). He was a strategic partner whom Paul trusted entirely to care for the church's welfare and advance the Kingdom.

Defining the TEKNON Leader

 The passage above reveals the proven character of a spiritual son—the kind of leader this program is dedicated to equipping:

• A Son Sincerely Cares For The Church: A son genuinely and sincerely cares for the state of the church, possessing a sense of responsibility and ownership. Unlike a visitor or hired worker, a son feels the burden and joy of the church like family.
• A Son Seeks Christ’s Interests: A son has learned to deny themselves; they seek the things which are of Christ Jesus, not their own agenda, ambition, or comfort. Their primary focus is the advancement of the Gospel.
• A Son Has Proven Character: Sonship is not just a title but a proven character, forged in the crucible of service and tested by life’s pressures.
• A Son Is A Servant Par Excellence: Timothy served with Paul in the Gospel as a son with his father. Sonship carries the highest calling to selfless service.
• A Son is Submissive and Sendable: A son is submissive to divine and spiritual order and is readily available to be sent in the service of God, demonstrating trust and obedience.

The Kingdom Mandate Was Given To Sons.

The history of redemption shows that Kingdom advancement operates on the wings of deep, trusted relationships. From Elijah and Elisha to Paul and Timothy, and supremely modeled by Our Heavenly Father and His beloved Son, the work is handed down through relationship.

God has delivered the business of the kingdom to sons, who hold an ownership mentality, and not hired servants, whose interest is only in the wage. Only sons gain the spiritual inheritance necessary to perpetuate the vision.

It is an established and non-negotiable policy in this ministry that we will not hire servants (preachers, worship leaders, musicians, etc.). Instead, we will raise and/or receive sons into the ministry.

TEKNON EQUIP is your invitation to step into that high calling. It’s where you develop the character, capacity, and commitment of a true spiritual son.

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MODULE 1: THE CHARACTER OF THE MODEL CHURCH LEADER

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The effectiveness and spiritual health of a church are inextricably linked to the character of its leaders.

 A model church leader is the perfect leader. The one everyone aspires to be. 

A model church leader is one whose life is deeply rooted in biblical principles, reflecting spiritual maturity, uncompromised integrity, and a Christ-like, servant-hearted commitment to God and His people.

These traits are not optional; they are the essential qualifications for roles such as pastors, elders, deacons, or any ministry leader. They ensure the church is guided effectively while the leader consistently models Christ-like behavior.

Character Traits Of The Model Church Leader

The following seven traits are the foundation upon which effective and enduring ministry is built:

1. Spiritual Maturity.

A church leader must prioritize personal devotion. It is only out of this overflow of relationship with God that they can effectively minister to others.

A model leader is deeply rooted in faith, demonstrating a vibrant, consistent relationship with God through diligent prayer, devoted Scripture study, and practical obedience.

Hebrews 13:7 calls believers to “remember your leaders, who spoke the word of God to you. Consider the outcome of their way of life and imitate their faith.”

A leader’s life must visibly reflect the Fruit of the Spirit (Galatians 5:22-23).

Leadership author John C. Maxwell in  The 21 Indispensable Qualities Of A Leader (1999) emphasizes that spiritual maturity is foundational, asserting that “character is the foundation upon which leadership is built.”

2. Integrity and Moral Uprightness

Integrity requires a leader to live with honesty, transparency, and moral purity, maintaining a life “above reproach” (1 Timothy 3:2) both publicly and privately.

1 Timothy 3:1-7 and Titus 1:6-9 outline the essential qualifications for elders and deacons, including being “blameless,” “self-controlled,” and “not given to drunkenness” or greed. Psalm 15:2-3 further highlights the need for walking “blamelessly” and speaking truth from the heart.

The model leader avoids hypocrisy, keeps promises, and handles all church finances transparently and ethically. Moral failure in this area is destructive to the church's witness.

 Alexander Strauch in Biblical Eldership 1995 stresses that integrity is non-negotiable, noting that “a leader’s moral failure undermines the church’s witness.”

3. Humility and Servanthood

A model leader serves others selflessly, following the ultimate example of Jesus Christ.

Jesus declared, “The Son of Man came not to be served, but to serve” (Mark 10:45). Philippians 2:3-8 urges leaders to “do nothing out of selfish ambition” and to fully emulate Christ’s humility. Furthermore, 1 Peter 5:2-3 instructs elders to shepherd “not lording it over those entrusted to you, but being examples to the flock.”

Prioritize the needs of others, mentor new leaders (without feeling threatened by them), and intentionally avoid seeking personal glory. Leaders model genuine servanthood by willingly engaging in menial tasks, such as cleaning the facility or picking up litter.

 Bill Hybels in Courageous Leadership (2002) confirms this priority, stating that “the heart of leadership is serving others,” reflecting Christ’s model of humility.

4. Compassion and Love

A model leader shows genuine, active care for the congregation, reflecting God’s own boundless love and compassion.

Jesus emphasized love as the mark of discipleship (John 13:34-35). 1 Thessalonians 2:7-8 describes Paul’s care for the church as being “gentle, like a nursing mother,” sharing both the gospel and his very life. Colossians 3:12 calls leaders to “clothe yourselves with compassion, kindness, humility, gentleness, and patience.”

Offer sincere pastoral care by visiting the sick, counseling the hurting, and weeping with the grieving, always ministering with deep empathy.

Eugene H. Peterson in The Pastor (2011) argues that a leader’s love for people is “the pastor’s primary responsibility,” mirroring Christ’s compassionate care for the church.

5. Wisdom and Discernment

A leader makes sound, godly decisions guided by Scripture, prayer, and the Holy Spirit, enabling them to discern God’s will for the church in complex situations.

James 1:5 encourages seeking God’s wisdom when lacking, while Acts 6:3 instructs the church to look for men “full of the Spirit and wisdom.” Proverbs 15:22 underscores the need for seeking wise counsel to ensure plans succeed.

 Navigate conflicts wisely, plan ministry strategy strategically, and teach doctrinal truth accurately, addressing disputes with clarity and grace.

Aubrey Malphurs in Being Leaders (2003) defines wisdom as “the ability to apply biblical truth to complex situations,” which is vital for effective leadership.

6. Courage and Faithfulness

A leader boldly upholds biblical truth and perseveres through inevitable challenges, remaining faithful to God’s guidance regardless of the cost.

2 Timothy 4:2 urges leaders to “preach the word… in season and out of season,” demanding fortitude and perseverance. Joshua 1:9 calls for courage rooted in the certainty of God’s abiding presence: “Be strong and courageous… for the Lord your God is with you wherever you go.”

Courage enables the leader to confront sin, advocate for justice, or guide the church through crises (such as doctrinal or financial hardship) with unwavering faith.

Charles Swindoll in Hand Me Another Brick (1998) highlights that courage enables leaders to “stand firm in God’s calling” despite external opposition.

7. Teachability and Accountability

A model leader remains perpetually open to growth, correction, and collaboration, recognizing their fundamental need for both God and their leadership team.

Proverbs 12:15 states, “The way of fools seems right to them, but the wise listen to advice.” Hebrews 13:17 implies leaders submit to accountability by instructing believers to obey and submit to their authority.

 Actively seek feedback, pursue ongoing learning through dedicated study, and work collaboratively within a team structure.

Ken Blanchard and Phil Hodges in Lead Like Jesus (2005) stress that teachability keeps leaders humble and effective, as they are constantly willing to learn from Jesus and others.

II. The Importance of Good Character in Ministry

Character is the currency of spiritual leadership. A model leader’s qualities are crucial because they ensure the integrity and effectiveness of the ministry's mission

A good character:

1. Reflects Christ Well: Leaders are ambassadors of Christ (2 Corinthians 5:20), and their character is the primary representation of the One they serve.
2. Glorifies God: Good character brings glory to God before the world (1 Peter 2:11-12). Before we glorify God with our gifts and service, we must glorify him by our lives. 
3. Edifies and Protects the Church: Nothing deflates or discourages the saints like moral failure in their leader. Good character edifies the church (Ephesians 4:12-13) and builds the trust and credibility required for the congregation to follow your lead (Hebrews 13:7).
4. Ensures Mission Fidelity: A leader rooted in good character avoids gimmicks, shortcuts, or compromise. A compromising leader gives birth to a compromising church. A godly leader will also possess the courage to address moral failures in other leaders—not judgmentally, but firmly and gracefully—to redeem the sinner and protect the church simultaneously (1 Timothy 5:19-20).

To grow as a model church leader in character, study biblical figures who demonstrated these traits: Moses (humility, Numbers 12:3), Paul (faithfulness, Acts 20:24), and above all, Jesus (servant leadership, John 13:14-15).

III. Biblical Examples of Integrity and Their Rewards

Integrity—acting with consistency and moral soundness—is not merely about avoiding sin; it is about faithfulness that God powerfully honors. These biblical figures model the principle that spiritual consistency always leads to eternal and often temporal elevation.

1. Joseph: Integrity in Temptation and Adversity

Joseph's life was a roller coaster of trials, but his commitment to God's standard never wavered.

• The Walk of Integrity: When confronted with powerful sexual temptation from Potiphar's wife, Joseph asked a fundamental question of integrity: "How then can I do this great wickedness, and sin against God?" (Genesis 39:9, NKJV). He prioritized his relationship with God over his temporary comfort or reputation. He then endured years in prison based on a false accusation.

• The Final Reward: Because he refused to compromise, God was with him, even in prison. His integrity prepared him for the most influential role in the ancient world. He was released and elevated to the position of Vizier (Prime Minister) of Egypt (Genesis 41:40), saving two nations (Egypt and Israel) and becoming the instrument through which God preserved the lineage of Christ.

2. Daniel: Integrity in Faith and Conviction

Daniel served four different Babylonian and Persian kings, yet his moral compass was unwavering, proving that conviction does not have to mean conflict, only clarity.

• The Walk of Integrity: Early in life, he resolved not to defile himself with the king's rich food (Daniel 1:8), prioritizing his commitment to the Law. Later, when a decree was passed making prayer to God a capital offense, Daniel went home and prayed exactly as he had done before, with his windows open toward Jerusalem (Daniel 6:10).

• The Final Reward: God delivered Daniel from the lion's den, miraculously preserving his life. His integrity resulted in the pagan king Darius making a universal decree that all people should fear Daniel's God (Daniel 6:26). Daniel prospered and held high office under King Darius and Cyrus the Persian (Daniel 6:28).

3. Ruth: Integrity in Loyalty and Humility

Ruth, a Moabitess, demonstrated integrity through loyal commitment to her mother-in-law, Naomi, and adherence to the laws of Israel.

• The Walk of Integrity: When given the easy choice to return to her own people, she showed unwavering devotion, declaring, "Your people shall be my people, and your God, my God" (Ruth 1:16, NKJV). She worked diligently and humbly in the fields, obeying Naomi's counsel.

• The Final Reward: Her integrity and loyalty were noticed by Boaz, who became her kinsman-redeemer. Her ultimate payoff was not just provision and marriage, but her permanent inclusion in God's covenant plan, becoming the great-grandmother of King David and securing a foundational place in the genealogy of Jesus Christ (Matthew 1:5-6).

 

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MODULE 2: RELATIONSHIPS IN MINISTRY.

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I. Why Relationships Are Important In Ministry Leadership

Leadership in the Kingdom of God is fundamentally relational. Unlike secular organizations where positional authority may suffice, the Church requires moral authority and spiritual influence, both of which are rooted in genuine relationship.

The cornerstone principle is simple: People do not trust people they do not know.

As a leader, your success is not measured by the depth of your knowledge, but by the extent of your influence, and influence is earned by vulnerability and care. This vital truth must guide your ministry: Touch a heart before you ask for a hand.

The enduring maxim is always true: People don’t care how much you know until they know how much you care. When your congregation believes you genuinely love them, they will open their hearts to your teaching, heed your counsel, and trust your direction.

The strength of the relationship determines the stability of the ministry. Invest in people, not just programs.

II. How to Build Great Relationships in the Church

Building strong relationships is not automatic; it is a conscious, spiritual discipline that requires intentionality and humility.

1. Be Authentic (Be Yourself)

Authenticity is the foundation of trust. Don't pretend to be who you are not. As a leader, you must allow your humanity to show. When you are willing to be vulnerable and share your struggles (appropriately and after the victory), you give permission for others to be human, too. This vulnerability eliminates the distance between the pulpit and the pew.

2. Be Honest

Integrity in communication is non-negotiable. Lies destroy trust and ultimately destroy relationships. A leader who is discovered in even small deceptions risks undermining the credibility of the entire ministry. Always speak the truth in love, ensuring your words are consistent with your actions.

3. Shun Gossip

Gossip is a cancer that builds distrust and separates the body of Christ. As a leader, you must be a safe person. Refuse to participate in, listen to, or pass on destructive conversations about others. Your refusal to engage sets a powerful standard of protection for the entire church community.

4. Appreciate People

Leaders must be intentional about recognizing and celebrating the value of the individuals they lead. Appreciate people publicly and privately. Genuine recognition affirms their identity in Christ and validates their contributions to the ministry.

5. Show Up for People in Times of Need

Presence is the most powerful gift a leader can offer. When the church family is facing crises—bereavement, illness, job loss—your physical or prayerful presence speaks volumes. Show up for people in times of need; these moments forge unbreakable bonds of trust.

6. Be Generous

Generosity opens hearts and demonstrates the sacrificial nature of Christ's love. The Scripture reminds us that "A gift opens the way and ushers the giver into the presence of the great" (Proverbs 18:16, NIV). Be generous with your time, your resources, and your encouragement.

7. Visit People in Their Homes

A critical step in relational depth is moving beyond the church walls. You don't know someone until you know where they live and understand the context of their daily life. Home visits, even brief ones, tear down barriers, reveal needs, and communicate sincere, personal care.

III. Principles of Influence for the Gospel and Discipleship

The ability to influence people is a spiritual gift when used to further the Kingdom. By adopting these relational principles, leaders can maximize their impact for the Gospel, drawing wisdom from both secular best practices and biblical commands.

Note: Many of the relational principles listed below are adapted and contextualized from the timeless wisdom found in Dale Carnegie's "How to Win Friends and Influence People," which provides practical guidance on human relations. Explore the original work for the full context. 

A. Fundamental Relational Techniques (The Approach of Grace)

We will list the principle and state how it connects to the kingdom and scripture

1. Don't criticize, condemn, or complain.

   • Kingdom Connection: Jesus came not to condemn the world, but to save it (John 3:17). Leaders must operate in the spirit of grace, focusing on restoration rather than judgment. Complaining models a lack of faith and contentment.

2. Give honest and sincere appreciation.

   • Kingdom Connection: Every believer is uniquely gifted and designed by God (1 Corinthians 12). Sincere appreciation affirms their identity in Christ and the value of their spiritual contribution. A grateful leader fosters a grateful congregation.

3. Arouse in the other person an eager want.

   • Kingdom Connection: This is the essence of vision casting. Don't just tell people to serve; show them the eternal significance, the joy, and the fulfillment of discipleship. Inspire them with the promise of eternal life and the adventure of mission.

B. Six Ways to Make People Like You (The Approach of Love)

4. Become genuinely interested in other people.

   • Kingdom Connection: This is the heart of ministry—loving God and loving people (Matthew 22:37-39).

     Instead of viewing people as tasks or resources, cultivate a genuine, prayerful interest in their salvation, family, and spiritual journey. Jesus did not minister to crowds; he ministered to individuals like Nicodemus, the woman at the well, and Zacchaeus.

     
     

5. Smile.

   • Kingdom Connection: A smile is the outward expression of the joy of the Lord. It communicates peace, warmth, and approachability, making you a welcoming ambassador of Christ.

6. Remember that a person’s name is to that person the sweetest and most important sound in any language. 

   Memorize names, pronounce them correctly, and use them often. This simple act acknowledges their dignity and value as a unique creation of God.

7. Be a good listener. Encourage others to talk about themselves.

   • Kingdom Connection: Listening is a form of spiritual hospitality. It gives honor and dignity to the speaker. By listening actively, you gain deeper insight into the person's heart and needs, allowing the Holy Spirit to guide your response or counsel (James 1:19: "be quick to hear, slow to speak").

8. Talk in terms of the other person’s interests.

   • Kingdom Connection: This is the principle Paul used when he became "all things to all people" (1 Corinthians 9:22). It means meeting people where they are, relating the Gospel message to their specific pain, profession, or passion, demonstrating that Christ is relevant to their entire life.

9. Make the other person feel important—and do it sincerely.

   • Kingdom Connection: Every soul is infinitely precious to God. As leaders, we must reflect God's view of them. Treat every person—from the janitor to the deacon—as someone created in God’s image, valuing their contribution as vital to the Body.

C. How to Win People to Your Way of Thinking (The Approach of Humility)

10. The only way to get the best of an argument is to avoid it.

    • Kingdom Connection: As stewards of the mystery of God, our focus must be on peace and unity (Ephesians 4:3). Unnecessary arguments or debates over secondary doctrinal issues distract from the core mission.

11. Show respect for the other person’s opinions. Never say, "You’re wrong."

    • Kingdom Connection: We must exercise forbearance and grace (Colossians 3:13). While sin and doctrinal error must be addressed, doing so with respect preserves the relationship and the person's dignity, opening the door for genuine spiritual conviction.

12. If you are wrong, admit it quickly and emphatically.

    • Kingdom Connection: This demonstrates godly humility and authenticity. It sets a powerful example of repentance and accountability, validating the congregation's experience and strengthening trust.

13. Begin in a friendly way.

    • Kingdom Connection: "The fruit of the Spirit is love, joy, peace, forbearance, kindness..." (Galatians 5:22). Always approach disagreements, corrections, or difficult conversations saturated in the love and gentleness of Christ.

14. Get the other person saying "yes, yes" immediately.

    • Kingdom Connection: Start by establishing common ground (the authority of Scripture, their desire to follow God). Build consensus on core truths before moving to sensitive areas requiring change.

15. Let the other person do a great deal of the talking. 

    The power of pastoral care often lies in deep listening, not advice-giving. Allow people to express their hurts, fears, and hopes without interruption or judgment. This creates a safe space for the Holy Spirit to minister.

16. Let the other person feel that the idea is his or hers.

    • Kingdom Connection: This is empowerment. Instead of dictating, ask leading questions to help team members arrive at the correct solution themselves. This fosters ownership, multiplies leadership, and develops indigenous ministry vision.

17. Try honestly to see things from the other person’s point of view.

    • Kingdom Connection: This is Christian empathy. Before you respond or correct, step into their shoes. Consider their background, cultural context, and current life pressures. Understanding their why (even if their what is wrong) helps you address the root cause with compassion and wisdom, rather than just treating the symptom.

18. Be sympathetic with the other person’s ideas and desires.

    • Kingdom Connection: This is compassion. Acknowledging their emotional state and legitimate human needs builds a bridge of connection, even if you must ultimately disagree with their course of action.

19. Appeal to the nobler motives.

    • Kingdom Connection: When delegating a task or correcting a fault, appeal to their identity as a child of God, their commitment to Christ, or their desire for eternal reward. Call them up to the highest standard, not down to a behavioral rule.

20. Dramatize your ideas.

    • Kingdom Connection: Effective teaching and preaching use vivid imagery, powerful stories (testimonies), and memorable illustrations to make biblical truths unforgettable. Jesus was the master dramatist, using parables and object lessons.

21. Throw down a challenge.

    • Kingdom Connection: The Great Commission itself is a challenge. People rise to meet expectations. Challenge the congregation to spiritual growth, generosity, and service with clear, inspiring goals.

D. How to Correct and Change People (The Approach of Discipleship)

22. Begin with praise and honest appreciation.

    • Kingdom Connection: Even when someone needs correction, their identity in Christ and their positive contributions must be affirmed first. This establishes trust and ensures that the correction is received as discipleship (building up) and not condemnation (tearing down). It models God's grace, which precedes transformation.

23. Call attention to people’s mistakes indirectly.

    • Kingdom Connection: Always correct in private, gently (Galatians 6:1). Instead of harsh pronouncements, you might say, "I've noticed something that might be hindering your fruitfulness..."

24. Talk about your own mistakes before criticizing the other person.

    • Kingdom Connection: The model of confession and repentance is powerful. This demonstrates that you are a fellow struggler and that the Gospel applies to you, reducing the risk of a person becoming defensive.

25. Ask questions instead of giving direct orders.

    • Kingdom Connection: "What do you think is the best way to handle this?" or "What result are you hoping to achieve?" This shifts the focus from obedience to coaching, empowering them to use discernment.

26. Let the other person save face.

    • Kingdom Connection: Protect their dignity at all costs. Never publicly shame, ridicule, or diminish an individual. Our goal is restoration, not humiliation.

27. Praise the slightest improvement and praise every improvement. Be "hearty in your approbation and lavish in your praise."

    • Kingdom Connection: Discipleship is a journey. Celebrate the small victories in spiritual growth. This positive reinforcement motivates further progress.

28. Give the other person a fine reputation to live up to.

    • Kingdom Connection: Speak prophetically into their identity in Christ. When you affirm their calling and potential ("You are an excellent teacher..." or "You have a true heart for mercy..."), they are motivated to live up to that new identity.

29. Use encouragement. Make the fault seem easy to correct.

    • Kingdom Connection: Our hope is in the Holy Spirit's power, not human effort. Remind them that through Christ, all things are possible, and that they are not alone in the process of sanctification.

30. Make the other person happy about doing the thing you suggest.

    • Kingdom Connection: Frame ministry tasks as opportunities for joy, blessing, and eternal reward, not burdens. Help them see the pleasure of obedience and service.

IV. Things That Destroy Relationships

Just as integrity builds trust, certain behaviors act as corrosives, quickly eroding the foundation of leadership and ministry.

1. Gossip

Gossip is the number one relationship destroyer. "A talebearer separates close friends" (Proverbs 16:28, NKJV). This involves not only spreading false or private information but also listening to it. It breeds suspicion, division, and chaos. A spiritual leader must ruthlessly eliminate gossip from their conversation and from the ministry environment.

2. Money Issues

Money is a common destroyer of ministry relationships. As a leader, you must strictly avoid borrowing large amounts of money from congregants. If you fail to repay the debt at the stipulated time, you risk losing that relationship and causing offense that may lead the person to question the integrity of the church itself. Maintain strict financial boundaries and accountability.

3. Criticizing People's Loved Ones

Never engage in criticizing a congregant’s immediate family, such as their spouse or children. Most people do not take it kindly; they take it personally. This criticism attacks the deepest part of their life and usually shuts down all further influence.

The Cost of Broken Relationship

The Book of Acts provides a clear warning about the cost of relational conflict. Barnabas and Paul had a sharp contention over Mark (Acts 15:36-41). That breakdown in relationship was so intense that it divided the most powerful apostolic team of the early church, and they "went separate ways." While God used both subsequent teams, the incident shows that relational breakdowns can dramatically affect the trajectory of ministry and partnership.

V. How to Relate With Your Superiors In Church as a Leader

Leading effectively involves not only directing those under your care but also supporting and submitting to the God-given authority structure above you. This is often called "leading up" and is key to organizational harmony and spiritual integrity.

1. Honor Them (Publicly and Privately)

Honor is more than respect; it is valuing the person and their calling, especially in public. As a subordinate leader, your verbal support of your superior is crucial to maintaining unity and credibility within the church body.

• Action: Speak highly of them, acknowledge their contributions, and praise them publicly for their vision, mentorship, and impact.

• Scripture: "Let the elders who rule well be considered worthy of double honor, especially those who labor in preaching and teaching." — 1 Timothy 5:17 (ESV)

2. Offer Feedback Respectfully and Privately

Feedback is an essential tool for growth, but it must be delivered correctly when addressing your superior. The goal is to assist, not to challenge authority or diminish confidence.

• Action: Ensure feedback is timely, focused on the mission or system, not personality, and always delivered privately, never in front of others or in an email chain. Frame it as a suggestion or inquiry, not a criticism.

• Quote on Feedback: "Faithful are the wounds of a friend; profuse are the kisses of an enemy." — Proverbs 27:6 (ESV). A true friend is willing to give hard truth, but always with love and discretion.

3. Maintain Clear Communication

Ambiguity erodes trust. Superiors rely on the clear and honest communication of their subordinate leaders to make strategic decisions.

• Action: Ensure your commitments are firm and your words are precise. If you agree to a task, deliver it; if you cannot, say so clearly and immediately. Avoid mixed signals, passive aggression, or silence that leaves them guessing.

• Scripture: "But let your 'Yes' be 'Yes,' and your 'No,' 'No.' For whatever is more than these is from the evil one." — Matthew 5:37 (NKJV)

4. Resist the Urge to Outshine Them

The ministry's success is tied to the senior leader's vision and platform. A subordinate leader who appears to be competing or overshadowing their superior can cause insecurity, organizational friction, and division.

• Action: Use your gifting to execute their vision, not to establish your own independent platform within the organization. Give them credit for ideas, even if you were the implementer. Humility protects the team.

• Biblical Example: John the Baptist stated, "He must increase, but I must decrease." — John 3:30 (ESV). This is the model of a subordinate protecting the primary leader’s authority and position.

5. Always Defer to Their Final Authority

In a spiritual hierarchy, the principle of submission is crucial for maintaining order and demonstrating faith in the overall authority structure that God has established.

• Action: Even if you disagree with a decision, once the final ruling is made, follow through with enthusiasm and loyalty. Address disagreements privately, but publicly uphold the decision. Deferring shows that you value unity over your personal preference.

• Scripture: "Obey your leaders and submit to their authority. They keep watch over you as men who must give an account. Do this so that their work will be a joy, not a burden, for that would be of no advantage to you." — Hebrews 13:17 (NIV)

• Authority Quote: "The best subordinate leaders do not merely follow orders, they enthusiastically own the vision and help the senior leader succeed in spite of their own personal reservations."

VI. How to Relate with Fellow Leaders (Leading Horizontally)

Leading horizontally, or relating effectively with colleagues who share a similar level of authority, is essential for team cohesion and achieving shared ministry goals. This relationship is defined by partnership and mutual respect, not hierarchy.

1. Champion Their Success

Avoid a competitive spirit. Your colleague's win is the ministry's win. Be the first to celebrate their achievements, their successful programs, and their spiritual growth.

• Action: Provide public praise for their work. Help them secure the resources they need. See their area of ministry as an equal partner to your own.

• Scripture: "Do nothing out of selfish ambition or vain conceit. Rather, in humility value others above yourselves, not looking to your own interests but each of you to the interests of the others." — Philippians 2:3-4 (NIV)

2. Practice Collaborative Communication

Horizontal leadership requires shared information and mutual accountability. Never assume a colleague knows something; always over-communicate when projects overlap.

• Action: Proactively share project updates, potential roadblocks, and decisions that may affect their area of responsibility. Use shared platforms or regular huddles to ensure everyone is on the same page.

• On Teamwork: "We must all hang together, or assuredly we shall all hang separately." — Benjamin Franklin. Unity is strength; division leads to failure.

3. Handle Conflict Directly and Without Witnesses

Conflicts between peers are inevitable due to different styles, priorities, or interpretations. These conflicts must be addressed quickly, privately, and collaboratively.

• Action: Use the Matthew 18 protocol (Step 1) immediately. Do not involve other staff members, congregants, or superiors in the initial discussion. Meet one-on-one, state the issue clearly, and seek a collaborative solution. The goal is to preserve the professional relationship and prevent bitterness.

4. Provide Cover and Support

In a healthy leadership team, colleagues protect one another's reputation, workload, and authority.

• Action: When a colleague is struggling or makes an error, step in to help mitigate the damage, but never publicly undermine their leadership. Defend their character if they are being criticized by others. Take responsibility for your part in joint projects that go wrong.

• Biblical Example: "Two are better than one, because they have a good return for their labor... If either of them falls down, one can help the other up." — Ecclesiastes 4:9-10 (NIV)

5. Respect Boundaries and Roles

Clarity on roles prevents territorialism and confusion. Even if you could perform a task better, respect the boundaries of your colleague's assigned area.

• Action: Do not "backseat lead" or micro-manage another leader's team. If you have concerns about their methods or results, address the leader privately, not the leader’s subordinates. Honor their space and trust their gifting.

VII. Things That Destroy Relationships

Just as integrity builds trust, certain behaviors act as corrosives, quickly eroding the foundation of leadership and ministry.

1. Gossip

Gossip is the number one relationship destroyer. "A talebearer separates close friends" (Proverbs 16:28, NKJV). This involves not only spreading false or private information but also listening to it. It breeds suspicion, division, and chaos. A spiritual leader must ruthlessly eliminate gossip from their conversation and from the ministry environment.

2. Money Issues

Money is a common destroyer of ministry relationships. As a leader, you must strictly avoid borrowing large amounts of money from congregants. If you fail to repay the debt at the stipulated time, you risk losing that relationship and causing offense that may lead the person to question the integrity of the church itself. Maintain strict financial boundaries and accountability.

3. Criticizing People's Loved Ones

Never engage in criticizing a congregant’s immediate family, such as their spouse or children. Most people do not take it kindly; they take it personally. This criticism attacks the deepest part of their life and usually shuts down all further influence.

The Cost of Broken Relationship

The Book of Acts provides a clear warning about the cost of relational conflict. Barnabas and Paul had a sharp contention over Mark (Acts 15:36-41). That breakdown in relationship was so intense that it divided the most powerful apostolic team of the early church, and they "went separate ways." While God used both subsequent teams, the incident shows that relational breakdowns can dramatically affect the trajectory of ministry and partnership.

VIII. How Do You Build Broken Down Relationships?

When relationships inevitably break down—whether through offense, conflict, or failure—the call to reconciliation is primary (Matthew 5:23-24).

1. Acknowledge and Own Your Part: Humility is the starting point. Be the first to apologize, even if you feel the other person is more at fault. Focus on confessing your contribution to the breach (e.g., "I was defensive," "I spoke rashly").

2. Seek Forgiveness, Do Not Demand it: Clearly ask, "Will you please forgive me for [specific action]?" You cannot force the other person to forgive you, but you can demonstrate repentance.

3. Listen and Validate the Hurt: Allow the other person to share their pain without interrupting, defending, or making excuses. Simply say, "I understand that my actions caused you great hurt." This validation is essential for healing.

4. Define a Path Forward (Repentance): True repentance means changing behavior. If the relationship broke over gossip, commit to zero tolerance for gossip. If it was over money, establish a clear plan to repay the debt.

5. Give Time and Space: Healing takes time. Do not rush the reconciliation process. Commit the relationship to prayer and allow the Holy Spirit to mend the emotional distance. Consistency over time rebuilds trust.

IX. How to Resolve Conflicts Between Church Members (The Matthew 18 Protocol)

The greatest priority of the church is unity, yet conflict is inevitable. As a leader, your role is to coach members through the biblical process of reconciliation outlined by Christ in Matthew 18:15-17. The goal is always restoration and reconciliation, not punitive action.

The Four Steps of Biblical Conflict Resolution

The leader must clearly teach and enforce this sequence:

1. Go and Show Him His Fault, Between You and Him Alone (The Private Conversation):

   • Action: The offended party must go directly to the person who offended them. Do not include others. Do not gossip or complain to the leader first.

   • Leader’s Coaching: Instruct the offended member to speak in love (Ephesians 4:15), focus on the specific hurt ("When you did X, I felt Y"), and avoid using accusatory or generalized language. The purpose is reconciliation, not to win an argument. The leader should not get involved at this stage unless one of the parties is afraid or incapable of speaking privately.

2. Take with You One or Two More (The Witness/Mediation Stage):

   • Action: If the first attempt at private reconciliation fails, the offended party returns, bringing one or two spiritually mature witnesses or mediators.

   • Leader’s Role: This is where the church leader or designated elder often serves as the mediator. The leader must ensure the goal remains reconciliation, not judgment. The witnesses are there to confirm the facts and observe the attitudes of the individuals involved (Did the offender admit their fault? Did the offended party forgive?).

3. Tell It to the Church (The Leadership Intervention):

   • Action: If the person who caused the offense still refuses to listen or repent after mediation, the issue is brought before the church leadership (elders or pastoral team).

   • Leader’s Role: The leadership team reviews the case, hears the testimony of the witnesses (from Step 2), and confirms that all previous steps were followed diligently. The leadership makes a clear declaration that the offending member is in sin for refusing to repent. The goal here is a final call to repentance and reconciliation.

4. Let Him Be to You as a Heathen and a Tax Collector (The Final Separation):

   • Action: If the offending member remains unrepentant after the formal declaration by the church leadership, they are temporarily suspended from fellowship and treated as someone who does not profess Christ.

   • Leader’s Duty: This is a final, sorrowful measure intended to shock the person into repentance and protect the purity of the church. The relationship shifts from that of a brother/sister in Christ to that of a mission field—they are removed from fellowship but still ministered to with the hope that they will be restored.

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MODULE 3: PASTORAL CARE.

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Pastoral care is the ministry of providing spiritual, emotional, and practical support to individuals within a faith community, typically by a pastor, life group leader or any other leader.

Pastoral care involves nurturing the spiritual growth of congregants, offering guidance through life’s challenges, and embodying Christ’s love and compassion.

It integrates theology, counselling, and relational care to address the holistic needs of individuals—body, mind, and soul.

Key Aspects of Pastoral Care.

1. Spiritual Guidance.  
   

•  To help individuals grow in their faith and relationship with God.

Components:

•  Teaching biblical truths to provide hope and direction (e.g., using Psalm 23 to comfort someone facing loss).  
• Facilitating prayer, worship, or sacraments (e.g., baptism, communion) to foster spiritual connection.  
• Discipling individuals through mentoring or small groups to deepen their understanding of Scripture.  
  

Example: Offering pastoral care might involve ministering to a congregant struggling with doubt, using John 14:6 to discuss Jesus as the source of truth.  

Andrew Purves in Pastoral Theology in the Classical Tradition (2001) describes pastoral care as “shepherding” souls toward God, rooted in biblical teaching and spiritual nurture (p. 17).  

2. Emotional Support.

• To provide comfort and empathy during times of crisis, grief, or personal struggle.  

  Components:  

• Active listening to understand the individual’s feelings and experiences.  
• Offering encouragement through Scripture or personal affirmation.
• Helping individuals process emotions like grief, anxiety, or anger in a faith-based context.  

Example: Visiting a hospitalised congregant and listening to their fears while praying for peace (e.g., Philippians 4:6-7).  

Thomas C. Oden in Pastoral Theology (1983) emphasizes that pastoral care involves “bearing one another’s burdens” (Galatians 6:2), offering compassionate presence in times of need (p. 58).  

3. Practical Assistance. 

• Purpose: To address tangible needs, reflecting God’s love through action. 

Components: 

• Providing or organising help for physical needs (e.g., food, shelter, financial aid). 
• Connecting individuals to resources like counselling, community services, or support groups.  
• Advocating for justice or support in situations of hardship (e.g., helping a family navigate unemployment). 

Example: Organising a church meal train for a family after a medical emergency.  

Seward Hiltner in Preface to Pastoral Theology (1958) notes that pastoral care includes “sustaining” people through practical acts of service, mirroring Christ’s care for the marginalized (p. 98).  

 

4. Counselling and Conflict Resolution.  
   

• To guide individuals through personal or relational challenges with biblical wisdom.  
  

Components:  

•  Offering biblically informed advice for issues like marriage struggles, parenting, or ethical dilemmas.  
• Mediating conflicts within the church community to promote unity (e.g., Matthew 18:15-17).  
• Referring individuals to professional counsellors when issues require specialised expertise.  
  

 Larry Crabb in Basic Principles of Biblical Counselling (1975) highlights that pastoral counselling should integrate Scripture with empathetic listening to address heart issues (p. 45).  

5. Community Building.
 

• To foster a sense of belonging and mutual care within the church. 

Components: 

• Encouraging fellowship through small groups, events, or shared worship.
• Equipping congregants to care for one another (e.g., training lay leaders).  
• Creating a safe space for vulnerability and support.  
   

Example: Leading a grief support group where members share and pray together. 

Authority: Eugene H. Peterson in *The Pastor* (2011) describes pastoral care as cultivating a “community of faith” where people grow together in love and accountability (p. 112).  

Purpose of Pastoral Care.

Pastoral care seeks to:  

•  Reflect the love and compassion of Jesus, the “Good Shepherd” (John 10:11).
• Help individuals navigate life’s challenges with faith and resilience.  
• Build a strong, supportive church community rooted in biblical values.  
• Equip believers for spiritual maturity and service (Ephesians 4:12-13).  

It differs from professional counselling by its explicitly spiritual focus, though it may complement it. Pastoral care is holistic, addressing spiritual, emotional, and practical needs in light of God’s truth.

Practical Applications of pastoral care.

• Visitation: Regularly visiting the sick, elderly, or homebound to pray and offer support. 
• Crisis Response: Providing immediate care during emergencies like death, illness, or natural disasters. 
• Preaching and Teaching: Reinforcing pastoral care through sermons that address congregational needs (e.g., a sermon on Psalm 46 during a community crisis). 
• Rites of Passage: Guiding people through baptisms, weddings, or funerals with spiritual sensitivity.
• Confidentiality: Maintaining trust by keeping personal matters private, except in cases of harm or legal requirements.

Practical Example 

A pastor practicing pastoral care might: 

• Meet with a grieving widow, listen to her story, pray Psalm 34:18 (“The Lord is close to the brokenhearted”), and arrange church members to provide meals.
• Counsel a young adult struggling with purpose, using Jeremiah 29:11 to affirm God’s plan, while referring them to a career counsellor if needed.
•  Lead a church initiative to support local homeless families, combining practical aid with spiritual encouragement.

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MODULE 4: PREACHING.

HOW TO PREACH: HOMILETICS

Homiletics is the art and practice of preparing and delivering sermons or religious discourses within a Christian context. It involves studying scripture, structuring a message, and communicating biblical teachings effectively to a congregation. Homiletics combines theology, rhetoric, and pastoral care to inspire, educate, and guide listeners in their faith.

Key elements include:

• Exegesis: Interpreting and understanding the biblical text.
• Sermon Structure: Crafting a clear introduction, body, and conclusion, often with illustrations or applications.
• Delivery: Using voice, gestures, and engagement to convey the message.

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1. EXEGESIS

Exegesis is the careful, systematic study of a biblical text to understand its original meaning. As a Bible student, think of it as digging into the Scripture to uncover what the author intended to say to the original audience. It’s like being a detective, piecing together clues from the text, its historical and cultural context, and the language it was written in.

Components Of Exegesis

1. Text Observation: Start by reading the passage closely. Notice details like key words, phrases, or repeated ideas. For example, in John 3:16, you’d note words like “love,” “gave,” and “eternal life.”

2. Context: Look at the bigger picture. What’s the historical setting? Who’s the author? Who’s the audience? For instance, understanding that Paul’s letters were written to specific early churches helps clarify his messages.

3. Language and Grammar: Since the Bible was written in Hebrew, Aramaic, and Greek, check the original words if possible (using tools like concordances or lexicons). A word like “love” (agape in Greek) in John 3:16 carries a specific selfless, divine meaning.

4. Literary Genre: Identify the type of writing—narrative, poetry, prophecy, or epistle. Psalms, for example, uses poetic imagery, while Leviticus is legal instruction.

5. Cultural and Historical Background: Research the customs or events of the time. Knowing about Roman occupation or Jewish traditions can shed light on Jesus’ parables.

6. Application: After understanding the original meaning, consider how it applies today, but only after grounding it in its original context to avoid misinterpretation.

Tools like Bible commentaries, concordances, or software (e.g., Blue Letter Bible) can help. The goal is to let the text speak for itself, avoiding assumptions or modern biases. For example, exegeting Matthew 5:3 (“Blessed are the poor in spirit”) would reveal it’s about spiritual humility, not just poverty.

Exegesis builds a foundation for accurate interpretation, ensuring you’re faithful to the text before teaching or applying it. 

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2. SERMON STRUCTURE.

Sermon structure refers to the organised framework a preacher uses to craft and deliver a sermon, ensuring the message is clear, coherent, and impactful. It’s a key component of homiletics, guiding the preacher to communicate biblical truths effectively to a congregation.

A well-structured sermon typically includes an introduction, a body, and a conclusion, each serving a distinct purpose to engage, teach, and inspire listeners.

Components of Sermon Structure.

1. Introduction. 

•   Captures the audience’s attention, establishes relevance, and introduces the main theme or biblical text.  

   Elements:  

• A compelling opening (e.g., a story, question, or real-life issue). 
  
• Connection to the audience’s needs or experiences.  
  
• Statement of the sermon’s main point or thesis, often tied to the biblical text.  

Example: For a sermon on John 3:16, the preacher might start with a story about sacrificial love, then state, “Today, we’ll explore how God’s love transforms us.”

Haddon W. Robinson, in Biblical Preaching (2014), emphasises that the introduction should “arrest the audience’s attention” and “surface a need” that the sermon addresses (p. 103).  

2. Body  

• Presents the main content, unpacking the biblical text through exegesis, explanation, and application.

   Elements:  

•  Exposition: Explain the meaning of the biblical text, grounded in exegesis. This includes historical context, original language insights, and theological significance.  
• Illustrations: Use stories, analogies, or examples to clarify and make the text relatable.  
• Application: Show how the text applies to the listeners’ lives, addressing practical or spiritual implications.  

   Body Structure Types:

Common approaches include:  

• Textual: Follows the structure of the biblical passage (e.g., verse-by-verse through Psalm 23).  
• Thematic: Organises around a central theme (e.g., “God’s grace” from multiple texts).
•  Narrative: Tells a story, either from the Bible or a modern parallel, to convey the message.  
• Deductive: States the main point upfront, then supports it with points (e.g., “Three reasons God’s love matters”).  
• Inductive: Builds toward the main point gradually, often starting with a problem or question.  

Example: For John 3:16, the body might include: (1) exegesis of “God so loved the world” (agape love in Greek), (2) a story of someone transformed by love, and (3) application to live out God’s love daily.  

Bryan Chapell, in Christ-Centered Preaching (2005), advocates for a structure that moves from exegesis to “Fallen Condition Focus” (addressing human need) to application, ensuring the sermon is rooted in Scripture and relevant (p. 129).  

3. Conclusion  

• Summarises the sermon’s main point, calls for a response, and leaves the audience with a memorable takeaway.  

Elements:  

• Restate the main idea or theme.  
• Offer a challenge, encouragement, or call to action (e.g., prayer, repentance, or practical steps). 
• End with a memorable image, quote, or blessing. 

Example: Concluding the John 3:16 sermon, the preacher might say, “God’s love is a gift—will you receive it and share it this week?” followed by a prayer.  

John Stott, in Between Two Worlds (1982), stresses that the conclusion should “drive home” the sermon’s purpose, urging listeners to respond to God’s Word (p. 247).  

Additional Considerations On Sermon Structure.

Transitions: Smooth transitions between sections maintain flow. For example, “Having seen God’s love, let’s explore how it changes us.” 

Length and Balance: The introduction and conclusion are typically shorter (5-10% each), with the body taking the majority of time (80-90%). Robinson (2014) suggests a 20-30 minute sermon for modern audiences, balancing depth and engagement (p. 141).

Audience Awareness: Tailor the structure to the congregation’s needs, culture, and spiritual maturity. Chapell (2005) notes that effective sermons connect universal human conditions to biblical truth (p. 45).  

Practical Example
For a sermon on Psalm 23:  

Introduction: 

• Share a story about feeling lost or afraid, then introduce, “Psalm 23 shows us God as our Shepherd who guides and comforts us.” 

 
Body:  

• Point 1: Exegesis of “The Lord is my shepherd” (God’s provision, Hebrew context).
• Point 2: Illustration of a shepherd’s care (e.g., modern analogy of guidance). 
• Point 3: Application—trusting God in daily fears or uncertainties.  

Conclusion:

Summarise, “God is your Shepherd—will you follow Him?” and close with a prayer for trust.

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3. SERMON DELIVERY

Refers to the act of presenting a sermon to a congregation in a way that effectively communicates the biblical message, engages the audience, and inspires spiritual response. It encompasses the preacher’s use of voice, body language, pacing, eye contact, and emotional connection to bring the prepared sermon to life. Effective delivery bridges the gap between the written sermon and the listeners, making the message clear, compelling, and relevant.

Key Elements of Sermon Delivery.

1. Voice.  

• The voice must convey the sermon’s content with clarity, emotion, and authority, ensuring the message is heard and felt.  

Components:  

• Clarity and Volume: Speak clearly and loudly enough for all to hear, adjusting for the room’s acoustics or microphone use.  
•  Pacing and Pauses: Vary speed to emphasize points (slower for weighty truths, faster for excitement) and use pauses for reflection or impact.  
• Tone and Inflection: Match tone to content—e.g., warm for encouragement, serious for conviction. Avoid monotony by varying pitch.  
• Enunciation: Pronounce words distinctly, especially biblical names or theological terms (e.g., “propitiation” in Romans 3:25). Avoid difficult biblical names until you learn how to pronounce them.

Example: When preaching on Psalm 23:4 (“Though I walk through the valley”), a slower pace and softer tone can evoke comfort, while a strong tone on “You are with me” conveys assurance.  

• Haddon W. Robinson in Biblical Preaching (2014) stresses that vocal delivery should “reflect the authority of the Word” while remaining natural, avoiding theatricality (p. 171).  

2. Body Language.

• Body language is nonverbal communication. Nonverbal communication reinforces the message, showing authenticity and engaging the audience.  
  

Components Of Non Verbal Communication:  

• Gestures: Use natural hand movements to emphasise points (e.g., open hands for invitation, pointing for emphasis). Avoid distracting habits like fidgeting.  
• Facial Expressions: Reflect the sermon’s mood—e.g., joy when discussing salvation, sobriety for sin’s consequences.  
• Posture: Stand confidently to convey authority but relaxed to seem approachable. Avoid slouching or pacing excessively. 

Example: When preaching on Jesus’ compassion in Matthew 9:36, a warm smile and open posture can mirror the text’s tone.  

• John R. W. Stott in Between Two Worlds (1982) notes that “gestures and facial expressions should be spontaneous” and align with the message to avoid distracting from the truth (p. 270).  

3. Eye Contact  

•  Builds connection with the audience, making them feel seen and involved.  
   

Components:

• Look at different sections of the congregation, not just one spot or notes.
• Maintain brief but intentional eye contact to convey sincerity.
• In larger settings, focus on sections of the room to create a sense of intimacy.

Example: When challenging listeners to apply John 3:16’s call to love others, scanning the audience with direct eye contact can make the appeal personal. 

• Bryan Chapell in Christ-Centered Preaching (2005) emphasises that eye contact “fosters trust and engagement,” helping listeners feel the preacher is speaking to them (p. 344).  

4. Emotional Connection.  

• Conveys passion and authenticity, helping listeners connect emotionally with the biblical truth.  

Components:  

• Authenticity: Share personal conviction or experiences (when appropriate) to show the message’s impact on your life.  
• Empathy: Understand the audience’s struggles or joys, tailoring delivery to their context (e.g., comforting a grieving congregation).  
• Passion: Let the weight of the text shine through—e.g. enthusiasm for God’s promises or urgency for repentance.
•  Example: In a sermon on the prodigal son (Luke 15), expressing genuine emotion about God’s forgiveness can move listeners to reflect on their own relationship with Him.  

 

• Charles H. Spurgeon in Lectures to My Students (1875) advises preachers to “preach with your heart’s blood in every sermon,” letting genuine passion for the gospel drive delivery (p. 147).  

5. Use of Notes or Technology  

• Balances preparation with spontaneity, ensuring the sermon flows naturally.

Components:  

• Minimal Notes: Use brief outlines rather than reading a manuscript to maintain connection with the audience.  
• Visual Aids: If using slides or props (e.g., images of biblical locations), ensure they enhance, not distract from, the message.  
• Adaptability: Be ready to adjust delivery based on audience response or time constraints.  

Example: A preacher might glance at a single-page outline for John 3:16 but avoid reading verbatim, allowing room for spontaneous application.  

• Wayne McDill in The 12 Essential Skills for Great Preaching (2006) suggests that “over-reliance on notes breaks the flow of communication,” urging preachers to internalise the sermon for natural delivery (p. 201).  

Practical Tips for Effective Delivery.

• Practice: Rehearse the sermon aloud to refine pacing, gestures, and tone. Record yourself to identify distracting habits.
• Know Your Audience: Tailor delivery to the congregation’s culture, age, or spiritual needs. For example, a youth group may respond to energetic delivery, while an older congregation may prefer a measured pace. Africans might relate more to energetic delivery while Westerners tend to treasure depth and authenticity.
• Prayer and Dependence: Seek God’s guidance for boldness and clarity, trusting the Holy Spirit to work through your delivery. 
• Feedback: Invite mentors or peers to critique your delivery for improvement.

• Cultural Sensitivity: Adapt gestures or expressions to avoid misinterpretation in diverse settings (e.g., certain gestures may have different meanings cross-culturally).

Example of Delivery in Action.

Imagine preaching on Romans 12:1-2 (“present your bodies as a living sacrifice”):

Voice: Emphasise “living sacrifice” with a slower, deliberate tone to highlight its weight.  
Body Language: Use open arms to invite listeners to surrender to God.  
Eye Contact: Look across the congregation when asking, “What’s holding you back from full commitment?”  
Emotion: Share a brief, authentic story of personal sacrifice to connect with listeners.  
Notes: Glance at a simple outline to stay on track but speak conversationally.  

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MODULE 5: CHURCH ADMINISTRATION

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Church administration refers to the organisational and managerial tasks involved in overseeing the operations, resources, and activities of a church to support its mission and ministry. It involves planning, coordinating, and managing the church’s resources—human, financial, and physical—to ensure effective worship, pastoral care, outreach, and community life. Grounded in biblical stewardship, church administration enables the church to function smoothly while fulfilling its spiritual purpose.

Key Aspects Of Church Administration.

1. Leadership and Governance  

    

• To provide structure and direction for the church’s mission.  
     

Components:  

• Establishing a leadership structure (e.g., elders, deacons, or a board) based on biblical models (e.g., Acts 6:1-6, 1 Timothy 3:1-13).  
• Developing a clear mission, vision, and policies aligned with Scripture.  
• Facilitating decision-making processes, such as board meetings or congregational votes. 

Example: A church eldership team might create a strategic plan for community outreach (crusade) based on Matthew 28:19-20 (“Go and make disciples”).  

Robert H. Welch in Church Administration: Creating Efficiency for Effective Ministry (2011) emphasises that administration is “ministry support,” ensuring leadership aligns with biblical priorities (p. 12)  

2. Financial Management. 
 

• To steward the church’s financial resources responsibly.  

   Components:  

•  Budgeting for ministries, staff salaries, and facility maintenance.  
• Managing tithes, offerings, and donations transparently, often with financial software.  
• Ensuring compliance with legal and tax regulations (e.g. nonprofit status). 

Example: Preparing an annual budget that allocates funds for missions, youth programs, and building repairs, with oversight by a finance committee.  

Aubrey Malphurs in Advanced Strategic Planning (2013) stresses that financial stewardship reflects “faithfulness to God’s resources,” requiring transparency and accountability (p. 187).  

3. Facility and Resource Management. 

• To maintain and utilise physical assets to support ministry.

 Components:  
     

• Overseeing church property, such as buildings, equipment, or technology (e.g., sound systems for worship).  
       
• Scheduling facility use for services, events, or community programs.  
       
• Ensuring safety and compliance with local regulations (e.g., fire codes).  
     

Example: Coordinating a maintenance schedule for the church sanctuary to ensure it’s ready for Sunday services and midweek events.

•  
  James E. Carter in Church Administration Handbook (2008) notes that managing facilities is a practical expression of stewardship, ensuring resources serve the church’s mission (p. 89).  

4. Personnel and Volunteer Management.  
   

• To equip and organise people for ministry roles.  

   Components:

• Recruiting, training, and supporting volunteers for roles like teaching, worship leading, or outreach. 
•  Managing paid staff, including hiring, evaluations, and conflict resolution.
• Fostering a culture of service based on Ephesians 4:11-12 (equipping the saints for ministry).

Example: Organising a volunteer training workshop for Sunday school teachers or to align their teaching with the church’s vision. 

Bill Hybels in Courageous Leadership (2002) highlights that effective administration involves “mobilising people” to use their gifts for God’s purposes (p. 127).  

 

5. Program and Ministry Coordination. 
   

• To plan and execute ministries that fulfil the church’s mission.  
• Organising worship services, small groups, or community outreach programs. 
• Coordinating events like vacation Bible school, mission trips, or charity drives. 
•  Evaluating programs to ensure they align with the church’s goals and impact.

For example: Planning a community food drive, coordinating volunteers, and promoting it through church communications.  
 

Thomas G. Bandy in Moving Off the Map (1998) argues that administration should focus on “facilitating mission-driven programs” that engage both the church and community (p. 54).  

 

6. Communication and Technology.  
   

• To keep the congregation informed and connected. 
• Managing internal communication (e.g., newsletters, bulletins, or emails).  
• Utilising technology, such as websites, social media, or live streaming, to reach members and the broader community.  
• Maintaining member records (e.g., attendance, baptisms) for pastoral care and planning.  
  

Tim Cool in Church Locality: New Rules for Church Buildings in a Multisite, Church Planting, and Giga-Church World (2011) emphasises leveraging technology to enhance administrative efficiency and outreach (p. 65).  

 

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Purpose of Church Administration

Church administration exists to:  

• Support the church’s mission to worship, disciple, and serve (Matthew 22:37-40, 28:19-20).  
• Ensure responsible stewardship of God-given resources (1 Peter 4:10).  
• Create an environment where spiritual growth and community impact can thrive. 
• Free up pastors and leaders to focus on preaching, teaching, and pastoral care by handling logistical tasks.  

Unlike secular administration, church administration is rooted in theological principles, prioritising God’s glory and the spiritual well-being of the congregation.

Practical Applications.

• Strategic Planning: Developing a 5-year plan for church growth, including goals for membership, outreach, and discipleship.  
• Team Building: Creating ministry teams (e.g., worship, hospitality) with clear roles and accountability.  
• Legal Compliance: Ensuring the church follows laws on finances, employment, and safety.  
• Conflict Management: Resolving disputes (e.g., between staff or members) using biblical principles like Matthew 18:15-17.  
• Evaluation: Regularly assessing programs and budgets to ensure alignment with the church’s mission.  

Example in Action.
A church administrator might:  

• Prepare a budget allocating 20% for missions, 30% for staff, and 50% for operations, presenting it to the board or eldership team for approval.  
•  Coordinate a volunteer team to set up for a Christmas service, ensuring sound, lighting, and seating are ready.  
• Use a database to track member participation, helping the pastor identify those needing pastoral care.  

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MODULE 6: CHRISTIAN LEADERSHIP.

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Introduction

"Everything rises or falls on leadership." This powerful statement from John C. Maxwell rings especially true in the Church. The success and longevity of God's work—whether it rises in influence or diminishes in impact—is intrinsically tied to the quality of its leaders.

Our biblical blueprint for leadership is clear:

“...if it is to lead, do it diligently; if it is to show mercy, do it cheerfully.“ (Romans 12:8 NIV)

The church needs diligent leaders. Jesus modelled this when He chose leaders before His ministry launched, and dedicated Himself to equipping His first disciples. He knew that to build and plant a work that would span generations, it required committed, equipped, and sustainable leadership.

Starting a ministry, or a church plant is an act of faith; sustaining it over time is an act of diligent, spiritual leadership.

This module is designed to help you cultivate the character, competency, and diligence required to serve the Lord as we build an enduring work for His Kingdom. 

 

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The Three Essential Pillars of Christian Leadership.

Christian leadership isn't just about what you do (activity); it's fundamentally about who you are (identity). The most effective leaders build their ministry upon the three essential Cs. The 3 Cs—Character, Competency, and Consistency—represent the internal, external, and enduring qualities required for fruitful ministry.

 1. Character: The Foundation

Proverbs 10:9: "Whoever walks in integrity walks securely, but whoever takes crooked paths will be found out."

Character is the unwavering moral foundation of Christian leadership. It is the internal reality that gives authority and integrity to external actions. When your character is solid, your followers trust your motives, and your words carry spiritual weight. If the foundation cracks, the entire structure of your leadership is compromised.

The New Testament is clear: moral fitness precedes ministry function. The qualifications for elders and deacons focus overwhelmingly on private, relational, and moral qualities, ensuring that the person leading the church is living a life worthy of imitation.

1 Timothy 3:1–13 and Titus 1:6–9 list the essential qualifications for spiritual overseers/pastors/elders and deacons/servants.

• Qualities Of Elders/Pastors/Overseers:

1 Timothy‬ ‭3‬:‭1‬-‭7‬ ‭NLT‬‬: “This is a trustworthy saying: “If someone aspires to be a church leader, he desires an honorable position.” So a church leader must be a man whose life is above reproach. He must be faithful to his wife. He must exercise self-control, live wisely, and have a good reputation. He must enjoy having guests in his home, and he must be able to teach. He must not be a heavy drinker or be violent. He must be gentle, not quarrelsome, and not love money. He must manage his own family well, having children who respect and obey him. For if a man cannot manage his own household, how can he take care of God’s church? A church leader must not be a new believer, because he might become proud, and the devil would cause him to fall. Also, people outside the church must speak well of him so that he will not be disgraced and fall into the devil’s trap.”

Titus‬ ‭1‬:‭6‬-‭9‬ ‭NLT‬‬: An elder must live a blameless life. He must be faithful to his wife, and his children must be believers who don’t have a reputation for being wild or rebellious. A church leader is a manager of God’s household, so he must live a blameless life. He must not be arrogant or quick-tempered; he must not be a heavy drinker, violent, or dishonest with money. Rather, he must enjoy having guests in his home, and he must love what is good. He must live wisely and be just. He must live a devout and disciplined life. He must have a strong belief in the trustworthy message he was taught; then he will be able to encourage others with wholesome teaching and show those who oppose it where they are wrong.”

• Qualities Of Deacons:

 ‭1 Timothy‬ ‭3‬:‭8‬-‭13‬ ‭NLT‬‬:“In the same way, deacons must be well respected and have integrity. They must not be heavy drinkers or dishonest with money. They must be committed to the mystery of the faith now revealed and must live with a clear conscience. Before they are appointed as deacons, let them be closely examined. If they pass the test, then let them serve as deacons. In the same way, their wives must be respected and must not slander others. They must exercise self-control and be faithful in everything they do. A deacon must be faithful to his wife, and he must manage his children and household well. Those who do well as deacons will be rewarded with respect from others and will have increased confidence in their faith in Christ Jesus.”

Key Aspects of Character:

• Integrity: Being the same person in public and private.

• Humility: Understanding that all gifts and successes come from God.

• Self-Control: The ability to manage your appetites, temper, and tongue.

Emphasizing the long-term impact of moral leadership, Dietrich Bonhoeffer, Pastor and Theologian, said, "The ultimate test of a moral society is the kind of world that it leaves to its children."

2. Competency: The Skillset

 

Competency is the God-given ability and learned skill required to execute the mission effectively. While character is the foundation, competency is the necessary structure for successful ministry. We must diligently steward the gifts God has given us and cultivate the practical skills necessary to lead people and communicate truth.

Paul tells us that we have been "made competent ministers of a new covenant" (2 Corinthians 3:6). This divine competence is paired with our human responsibility to be "apt to teach" (1 Timothy 3:2). Christian leaders must actively pursue excellence and hone the skills needed to serve their congregation.

Key Areas for Developing Competency:

• Doctrine and Teaching:

Being thoroughly versed in Scripture and capable of communicating it clearly and accurately. This is the primary skill mentioned for elders ("apt to teach"). 

Paul urged Timothy:

“Study and be eager and do your utmost to present yourself to God approved (tested by trial), a workman who has no cause to be ashamed, correctly analyzing and accurately dividing [rightly handling and skillfully teaching] the Word of Truth.”
‭‭2 Timothy‬ ‭2‬:‭15‬ ‭AMPC‬‬

“But as for you, continue in the truths that you were taught and firmly believe. You know who your teachers were, and you remember that ever since you were a child, you have known the Holy Scriptures, which are able to give you the wisdom that leads to salvation through faith in Christ Jesus. All Scripture is inspired by God and is useful for teaching the truth, rebuking error, correcting faults, and giving instruction for right living, so that the person who serves God may be fully qualified and equipped to do every kind of good deed.”
‭‭2 Timothy‬ ‭3‬:‭14‬-‭17‬ ‭GNT‬‬

• Communication: Developing clarity, empathy, and conviction in speaking, writing, and teaching. 

• People Management & Emotional Intelligence (EQ): Understanding, motivating, and navigating relationships within a team. Leaders must be skilled in conflict resolution, delegation, and building consensus.

• Strategic Planning: The ability to move from a divine vision to a practical, actionable plan that mobilizes resources and people.

Highlighting the importance of continuous self-improvement and skill development, John Maxwell, an author and leadership Expert, said: "Leaders are readers, and readers are leaders. They do not stop learning."

3. Consistency: The Endurance

Consistency is the sustained, long-term expression of character and competency. It is the endurance that proves the sincerity of your faith and faithfulness. Consistency ensures that your ministry builds something lasting.

As the writer of Hebrews exhorts, “Remember your leaders, who spoke God’s word to you. Think about the outcome of their way of life and imitate their faith.”
‭‭Hebrews‬ ‭13‬:‭7‬ ‭(RAD‬‬).

The real measure of a leader isn't how they start, but how they finish. Leaders who are consistent demonstrate their faithfulness to God and their commitment to the people they serve.

Consistency is crucial because what is replicated over time becomes the culture of the church. Your daily or weekly habits are the raw material for the ministry's long-term health.

Key Disciplines of Consistency:

• Spiritual Rhythms: Being unwavering and consistent in prayer, word study, and corporate worship daily or weekly.

• Conduct and Timeliness: Showing up, following through on commitments, and treating everyone with respect—every time.

• Longevity and Legacy: Thinking long-term. You are building something to last, which requires patience and the steady application of effort over years, not months.

Galatians 6:9: "And let us not grow weary of doing good, for in due season we will reap, if we do not give up."

Hebrews 12:1: "Therefore, since we are surrounded by so great a cloud of witnesses, let us also lay aside every weight, and sin which clings so closely, and let us run with endurance the race that is set before us."

Elucidating that true excellence is the result of consistent, repeated action over time, Will Durant paraphrasing Aristotle said, "Excellence is an art won by training and habituation. We do not act rightly because we have virtue or excellence, but we rather have those because we have acted rightly. We are what we repeatedly do. Excellence, then, is not an act but a habit."

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21 Irrefutable Laws Of Leadership

The journey of leadership is not a destination, but a daily process of growth and self-awareness. John Maxwell’s 21 Irrefutable Laws Of Leadership provide an essential framework for assessing our strengths, identifying our blind spots, and maximizing our God-given potential to serve and empower others in the church and beyond.

The true measure of a leader is not found in their title, but in their capacity to influence and add value to the people around them.

Let these laws serve as a diagnostic tool for your personal ministry and development. (This is a summary of the book. We recommend that you read the book in full for maximum benefit)

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Phase 1: Laws of Personal Development and Influence (Laws 1–7)

Law 1: The Law of the Lid

• The Definition: Leadership ability is the lid that determines a person’s level of effectiveness and the ultimate potential of their organization.

• The Core Concept: Your capacity as a leader—your ability to plan, manage people, and cast vision—will cap the potential of everything connected to you. If you are a Level 7 leader, your ministry or organization will rarely rise above a 6.

• The Application for Leaders: The good news is the lid is flexible. Dedication to growth in key areas (like people skills and vision) is an investment that raises your lid, thereby increasing your overall influence and effectiveness.

Law 2: The Law of Influence

• The Definition: The true measure of leadership is influence—nothing more, nothing less.

• The Core Concept: True leadership cannot be awarded, appointed, or assigned. It must be earned. A title (Pastor, CEO, Director) may grant authority, but it does not mandate followership.

• The Application for Leaders: Check your influence, not your title. The proof of your leadership is found in your followers. Use your influence to raise others up to their highest potential, rather than protecting your own position.

Law 3: The Law of Process

• The Definition: Leadership develops daily, not in a day.

• The Core Concept: A leader’s destiny is revealed through their daily habits and priorities. Growth is not a single event but a continuous journey.

• The Application for Leaders: Develop a personal growth plan for yourself. Just as importantly, set those whom you lead on a successful course for their own development. Your daily agenda shows your priorities, passion, and true destination.

Law 4: The Law of Navigation

• The Definition: Anyone can steer the ship, but it takes a leader to chart the course.

• The Core Concept: Navigators look ahead, anticipating challenges and obstacles. They differentiate themselves from others by preemptively responding to potential conflicts before they occur.

• The Application for Leaders: This is more than vision casting. Learn from past successes and failures, then control your direction rather than being controlled by circumstance. Good leaders know the goal; great leaders chart the course to fulfil the vision.

Law 5: The Law of Addition

• The Definition: Leaders add value by serving others.

• The Core Concept: We add value to people when we truly value them and intentionally make ourselves valuable to them. 90% of value-adding is intentional.

• The Application for Leaders: Before you lead, listen and learn. Get to know the priorities, goals, hopes, and dreams of those you lead, and then figure out how you can assist them. Mature leaders serve first, then lead.

Law 6: The Law of Solid Ground

• The Definition: Trust is the foundation of leadership.

• The Core Concept: Trust is the most precious asset a leader possesses. No leader can break trust with their people and expect to keep influencing them. Trust is built through a consistent demonstration of: competence, connection, and character.

• The Application for Leaders: Earn respect by making sound decisions, admitting your mistakes, and consistently putting the needs of your followers and the organization ahead of your personal agendas.

Law 7: The Law of Respect

• The Definition: People naturally follow leaders stronger than themselves.

• The Core Concept: All leadership is voluntary. When people respect you as a person, they admire you. When they respect you as a friend, they love you. When they respect you as a leader, they follow you.

• The Application for Leaders: Rely on respect, not just natural talent or a title. As soon as people lose respect for you, your influence over them will disappear, regardless of your gifts.

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Phase 2: Laws of Team and Vision (Laws 8–14)

Law 8: The Law of Intuition

• The Definition: Leaders evaluate everything with a leadership bias (instinct).

• The Core Concept: Intuition is based on facts, instinct, experience, and the natural aptitude for "smelling" organizational dynamics (morale, momentum, chemistry). Intuitive leaders can sense a situation before having all the facts.

• The Application for Leaders: Develop your intuition through experience and dedicated growth. When facing a problem, intuitive leaders automatically measure it and begin solving it, often bypassing unnecessary sifting through reports or stats.

Law 9: The Law of Magnetism

• The Definition: Who you are is who you attract.

• The Core Concept: Leaders tend to attract people who are similar to them in terms of attitude, character, values, and giftedness. Your personality and traits will also rub off on existing team members, shaping the culture.

• The Application for Leaders: If you want to attract better, more talented people, you must first become the kind of person you desire to attract. If you want to grow the organization, first grow the leader (you).

Law 10: The Law of Connection

• The Definition: Leaders touch a heart before they ask for a hand.

• The Core Concept: People will not follow you until they are emotionally bought into the vision you are casting. They need to know how much you care before they care how much you know.

• The Application for Leaders: Connect with people by showing you genuinely care and want to help them. Adapt to them; do not expect them to change themselves to follow you. Meet people where they are and build genuine connection first.

Law 11: The Law of the Inner Circle

• The Definition: A leader’s potential is determined by those closest to him or her.

• The Core Concept: You will ultimately become like the people with whom you surround yourself. Insecure leaders surround themselves with people weaker than themselves, stunting their own growth.

• The Application for Leaders: To maximize your potential, you must surround yourself with the best leaders you can find—people you admire and respect, and people who challenge you to grow.

Law 12: The Law of Empowerment

• The Definition: Only secure leaders give power to others.

• The Core Concept: Secure leaders identify, build up, and delegate to others, trusting them with resources and responsibility. Insecure leaders hoard power and meddle, undermining their team's potential.

• The Application for Leaders: Enlarging others makes you larger. As you develop the leaders around you and empower them to succeed, you inadvertently raise your own value, and your organization benefits exponentially.

Law 13: The Law of the Picture

• The Definition: People do what people see.

• The Core Concept: Everything rises and falls on leadership, and character matters most. The leader sets the pace. Followers copy the leader's actions.

• The Application for Leaders: Understand that you are the model. Corrupt leaders will breed corrupt followers because their lives demonstrate that poor behavior is acceptable. When leaders show the way with the right actions, their followers copy them and succeed.

Law 14: The Law of Buy-In

• The Definition: People buy into the leader, then the vision.

• The Core Concept: You cannot separate the leader from the cause they promote. People follow a worthy leader who promotes a cause they believe in, not just a worthy cause alone.

• The Application for Leaders: If your credibility is questionable, people will doubt your ability to get them to the vision. They must trust you before they commit to where you are going.

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Phase 3: Laws of Momentum and Legacy (Laws 15–21)

Law 15: The Law of Victory

• The Definition: Leaders find a way for the team to win.

• The Core Concept: Victorious leaders share an unwillingness to accept defeat. The alternative to winning is totally unacceptable, compelling them to figure out what must be done to achieve success.

• The Application for Leaders: Take responsibility, get creative, and apply all your experience and passion to the mission. Great leaders are inspiring because they have a no-quit attitude and failure is not an option.

Law 16: The Law of the Big Mo

• The Definition: Momentum is a leader’s best friend.

• The Core Concept: When an organization has momentum, obstacles seem small, and the future looks bright. When there is no momentum, even simple tasks seem impossible. Momentum (like inertia) keeps a moving object in motion.

• The Application for Leaders: The challenge is building momentum. This requires a leader with vision who can assemble a good team and motivate others. If the leader is looking for someone else to motivate them, the organization is in trouble.

Law 17: The Law of Priorities

• The Definition: Leaders understand that activity is not necessarily accomplishment.

• The Core Concept: Being busy does not equal productivity. Prioritizing requires leaders to think ahead, know what’s important, and see how everything relates to the overall vision.

• The Application for Leaders: Leverage the Pareto Principle (80/20 Rule): Spend 80% of your time on the top 20% of your priorities. Use the "Three R's" to set your list: Requirement (What must only I do?), Return (What gives the highest return?), and Reward (What brings the most satisfaction?).

Law 18: The Law of Sacrifice

• The Definition: A leader must give up to go up.

• The Core Concept: Leadership is often perceived as position, perks, and power, but the reality requires sacrifice. The heart of leadership is putting others ahead of yourself.

• The Application for Leaders: If you are pursuing leadership for personal gain or recognition, you are not a quality leader. There is no success without sacrifice. Be willing to give up the necessary things to achieve your highest purpose.

Law 19: The Law of Timing

• The Definition: When to lead is as important as what to do and where to go.

• The Core Concept: The right action at the right time results in success. The wrong action at the wrong time leads to disaster. Leadership requires not just ability, but discernment.

• The Application for Leaders: As you develop your leadership, you must move beyond simply knowing how to lead; you must learn to discern when is the right time to do so.

Law 20: The Law of Explosive Growth

• The Definition: To add growth, lead followers; to multiply growth, lead leaders.

• The Core Concept: Developing yourself yields personal success. Developing a team yields organizational growth. Developing leaders yields exponential, explosive multiplication.

• The Application for Leaders: Focus on developing the top 20% of people around you. Invest quality time in them, focus on their strengths, and understand that developing leaders creates a trickle-down effect that maximizes the organization's potential in a way that resources or systems alone cannot.

Law 21: The Law of Legacy

• The Definition: A leader’s lasting value is measured by succession.

• The Core Concept: Your abilities will ultimately be judged by how well the people you invested in carry on after you are gone.

• The Application for Leaders: Aim for significance, which comes from developing leaders who can do great things with you. Aim for a legacy, which comes when you put those leaders in a position to do great things without you. The best question you can ask yourself is: "What do I want people to say at my funeral?"

  
  

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Leaders vs. Managers: Understanding Their Complementary Roles

While the terms Leadership and Management are often used interchangeably, they represent two distinct, yet complementary, functions essential for any successful organization. Neither is inherently "higher" or more important; they simply focus on different facets of the ministry or organization.

Management is about navigating the current terrain efficiently, while leadership is about setting the destination and inspiring the journey.

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Differences Between Management  And Leadership

The core differences lies in the ultimate objective each discipline seeks to achieve. Management seeks to achieve stability and execution while leadership seeks to inspire and provide direction. 

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1. Management: Stability and Execution

Managers are crucial because they ensure the daily machinery of the organization runs smoothly and predictably. Their primary focus is on operational efficiency, structure, and control.

• Focus: The "How" and the Status Quo.

• Purpose: To maintain order, optimize resources, and ensure short-term objectives are met within set boundaries (time, budget, quality).

• Value: Managers bring stability, organization, and accountability, ensuring that products and services are delivered consistently and predictably.

2. Leadership: Inspiration And Direction

Leaders focus on the organization's future and its people. Their role is to determine where the organization needs to go and to inspire teams to embrace the necessary changes to get there.

• Focus: The "Why" and the "What."

• Purpose: To set the vision, challenge existing norms, and produce positive, meaningful change.

• Value: Leaders provide inspiration, innovation, and alignment, fostering a culture of collaboration and continuous improvement.

Five Major Differences Between Leaders & Managers

 

Feature	Leadership Focus (The Navigator)	Management Focus (The Operator)
1. Time Horizon	Long-Term: Focusing on future trends and strategic growth.	Short-Term: Concentrating on daily and quarterly objectives.
2. Core Motivation	Influence & Inspiration: Appealing to individual purpose and vision.	Authority & Control: Relying on position, policies, and job requirements.
3. Approach to Tasks	Innovation: Fostering creativity, generating new ideas, and embracing calculated risk.	Efficiency: Prioritizing order, streamlining operations, and maintaining standards.
4. Relationship with Change	Embraces Change: Acting as an agent of transformation to guide teams through uncertainty.	Manages Change: Seeking stability and minimizing disruption to core processes.
5. Strategic Role	Setting the Vision: Defining the ultimate course and direction.	Executing the Plan: Implementing the steps and allocating resources to reach the goal.

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Key Differentiators Between Leaders & Managers

A. Influence Over Authority

One of the most profound distinctions is how each role mobilizes people:

• Managers operate with a transactional approach. They rely on their formal authority—their title and position—to delegate tasks and expect compliance in exchange for compensation (the transaction). This is a push approach.

• Leaders operate with a transformational approach. They rely on influence to inspire, appeal to shared values, and align individual goals with the organization's mission. They strive to pull the best performance out of people by fostering trust and purpose.

"Management is doing things right; leadership is doing the right things."— Peter Drucker, Management Consultant

B. Emotional Intelligence (EQ) Over Cognitive Intelligence (IQ)

While managers often possess high Cognitive Intelligence (IQ)—excelling at logic, analysis, and rational decision-making—leaders are differentiated by a high level of Emotional Intelligence (EQ).

• High EQ enables a leader to understand, motivate, and influence people effectively. They are skilled at reading team chemistry, keeping their own emotions in check, and connecting with individuals on a personal level.

• A leader's ability to be empathetic, communicate change effectively, and build strong relationships is often the non-technical skill that separates a truly great leader from a merely good manager. The good news is that unlike IQ, EQ is a flexible skillset that can be learned and improved upon at any age.

C. Strategy: Execution vs. Direction

This contrast defines the roles of strategic management and strategic leadership:

• Strategic Management involves the planning, organizing, and controlling of resources to achieve specific, defined objectives. It focuses on the logistical execution of the existing strategy.

• Strategic Leadership involves setting a compelling long-term vision, fostering innovation, and guiding teams through ambiguity and uncertainty, aligning them with the overarching strategic direction.

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Can One Person Do Both Leading & Managing? 

Yes, the most effective leaders today are often leader-managers who excel in both areas.

• A good leader who is a poor manager may inspire a wonderful vision, but the project will likely fail due to poor execution, resource mismanagement, and missed deadlines.

• A good manager who is a poor leader will achieve short-term efficiency, but their team will lack motivation, resist necessary changes, and the organization will eventually lose direction.

Successful individuals combine visionary leadership (setting the right course) with efficient management (doing things right along the way).

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Are Leaders Born or Made?

Leadership is primarily developed and nurtured. While some people may have natural charismatic inclinations, the core skills of leadership—strategic thinking, emotional intelligence, communication, and adaptability—are acquired and improved through deliberate education, mentorship, and experience.

The successful transition from management to leadership involves actively working on expanding your capacity beyond task-orientation, specifically by:

1. Shifting Focus: Moving from the how to the why.

2. Fostering Innovation: Encouraging risk-taking and new ideas instead of just ensuring compliance.

3. Seeking Mentorship: Finding experienced leaders to help develop strategic thinking and people skills.

4. Prioritizing EQ: Investing time in improving self-awareness, empathy, and social skills.This is a beautifully spiritual and practical concept for leadership development. I've strengthened the language and organized the content into a cohesive, impactful message that emphasizes the weight and honor of being a "Pillar" in ministry.

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Leaders As Pillars: The Structural Strength of the Church

The concept of a "pillar" represents the essential, load-bearing strength that allows the entire building to stand.

 The church has always relied on individuals who, in quiet faithfulness, labor to shoulder the burden of ministry.

The Apostle Paul recognized this principle when speaking about the early church leaders in Jerusalem:

“In fact, James, Peter, and John, who were known as pillars of the church, recognized the gift God had given me, and they accepted Barnabas and me as their co-workers. They encouraged us to keep preaching to the Gentiles, while they continued their work with the Jews.”

‭‭— Galatians‬ ‭2‬:‭9‬ ‭(NLT)

Furthermore, God’s promise to the church at Philadelphia—a church that had "little strength"—was transformative: they would become pillars in the house of God (Revelation 3:12).

This reminds us that true pillars are often trained and raised up in places of limited resource and influence. If a leader is hungry for knowledge and skill in Kingdom matters, a smaller ministry can be the most effective training ground.

Defining Characteristics of a Pillar

Pillars are not defined by visibility, but by their absolute necessity and dependability. The most visible parts of the building (like the paint or the sign) are often the most easily replaced; the pillars are essential and permanent. A ministry pillar is characterized by:

1. Absolute Faithfulness

A pillar must be dependable. The entire structure—and every person within it—is relying on its integrity. In ministry, this is the core of discipleship: a steward of the mysteries of Christ must be trustworthy. You cannot afford the luxury of being an occasional presence; you are always on duty.

"Moreover, it is required of stewards that they be found trustworthy." (1 Corinthians 4:2, ESV)

2. The Burden Bearer

Pillars focus on supporting others and the agenda of the ministry. They carry the weight and burden of the ministry, ensuring they are never part of the problem. They are the proactive individuals who see a need and step forward to meet it, enabling others to operate in their giftedness without being weighed down by either logistics or other hindrances

"Bear one another's burdens, and so fulfill the law of Christ." (Galatians 6:2, ESV)

3. Deep Humility

Pillars are not interested in the limelight; they are content being in the background, making things work. They are often invisible, but they make success happen. True pillars consistently deflect attention away from themselves, understanding that their work is to serve the greater purpose of the building (ministry) and its ultimate Owner (the Lord Jesus).

"Do nothing out of selfish ambition or vain conceit, but in humility consider others better than yourselves." (Philippians 2:3, NIV)

4. Unwavering Consistency

Consistency ensures longevity. Just as a physical column cannot occasionally hold the building, a spiritual pillar cannot afford to leave or be absent when needed. Consistency in conduct, spiritual disciplines, and commitment over a long period builds trust and permanence. Longevity is the proof of a pillar.

"Be steadfast, immovable, always abounding in the work of the Lord, knowing that in the Lord your labor is not in vain." (1 Corinthians 15:58, ESV)

The Pillar's Eternal Reward

 The ultimate promise to the victorious leader is found in the final Book of the Bible: they will be made a permanent fixture in God's eternal home.

“All who are victorious will become pillars in the Temple of my God, and they will never have to leave it. And I will write on them the name of my God, and they will be citizens in the city of my God—the new Jerusalem that comes down from heaven from my God. And I will also write on them my new name.” Revelation‬ ‭3‬:‭12‬ ‭(NLT)

This assurance solidifies the eternal value of the work done by those who faithfully bear the burden of ministry here on earth.

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The Pauline Leadership Charter.

Principles Of Ministry Leadership From Paul.

Paul’s letters to Timothy provide the definitive manual for enduring spiritual leadership. These principles define the character, discipline, message, and relational patterns necessary to successfully lead the church in a world of constant opposition. Leadership in the Kingdom is characterized not by charisma, but by focused devotion and unwavering faithfulness.

A. Multiply Yourself In Others.

The essence of spiritual leadership is not accumulation, but replication. Leaders are mandated to invest their spiritual capital and wisdom into the next generation. As Paul instructed Timothy:

“And the things that thou hast heard of me among many witnesses, the same commit thou to faithful men, who shall be able to teach others also.” (2 Timothy 2:2)

Christ delegates talents with the expectation of exponential increase; therefore, your primary task is to multiply your identity and message for the King's glory, knowing God will not tolerate unfruitfulness.

B. Endure Hardship

Service to God is not a path of ease, but a life of constant adversity and spiritual resistance. Leaders must adopt the mindset of a dedicated combatant.

“Thou therefore endure hardness, as a good soldier of Jesus Christ.” (2 Timothy 2:3)

View yourself as a soldier whose trials—especially those involving difficult people—are the strenuous training that prepares you mentally for battle. The greater your assignment, the more intense the preparation. Cultivate the endurance necessary to never give up on people or the mission.

C. Be Detached From The World To Save The World

To be effective in warfare, a soldier must be singularly focused on the commander's objective, free from civilian distraction.

“No man that warreth entangleth himself with the affairs of this life; that he may please him who hath chosen him to be a soldier.” (2 Timothy 2:4)

You are in the world, but not of it. You cannot save the world if you are constantly consumed by its system. Guard diligently against the powerful distractions of the world, such as the cares of this life and the deceitfulness of riches.

D. Recognize There Are Rules Of Engagement

In ministry, effort alone is insufficient; victory requires legality. The leader must operate strictly within divine parameters.

“And if a man also strive for masteries, yet is he not crowned, except he strive lawfully.” (2 Timothy 2:5)

You do not win simply for trying; you win because you competed and finished according to the rules of the King. Do not attempt to reinvent sacred methods or carry out revival through unscriptural means. Perform according to the established dictates of the King.

E. Your Labour Is Not In Vain

The promise of reward is tied directly to diligent effort. A dedicated leader can expect to partake in the spiritual and temporal harvest.

“[It is] the hard-working farmer [who labors to produce] who must be the first partaker of the fruits.” (2 Timothy 2:6, AMPC)

Labor with hope, knowing that God is not unjust. He will not forget how hard you have worked for Him and the love you have shown to believers

Hebrews 6:10 (NKJV)
For God is not unjust to forget your work and labor of love which you have shown toward His name, in that you have ministered to the saints, and do minister.

1 Corinthians 15:58 (KJV): “Therefore, my beloved brethren, be ye stedfast, unmoveable, always abounding in the work of the Lord, forasmuch as ye know that your labour is not in vain in the Lord.”

F. Know Your Message: 

• A messenger without a message is taking a walk. The message of the gospel is Christ and Him crucified. We have a message and emphasis in the ministry. Get to know what we preach. We preach Christ Jesus as life to the world and we build believers to Christlike perfection through the Word.

  2 Timothy 2:8 (NKJV): “Remember that Jesus Christ, of the seed of David, was raised from the dead according to my gospel...”
  

  “For I determined not to know any thing among you, save Jesus Christ, and him crucified.” (1 Corinthians 2:2, KJV

  
  Leaders must focus solely on Christ and what He accomplished, avoiding useless debates or profane and idle babblingsthat generate strife. Instead you must be diligent in study, striving to rightly divide the word of truth. 

  2 Timothy 2:15 (NKJV): "Be diligent to present yourself approved to God, a worker who does not need to be ashamed, rightly dividing the word of truth."

G. Pursue Holiness: Be A Vessel of Honor

Holiness is the functional requirement for spiritual utility. A leader must be a clean vessel for the Master's use. No one can use a dirty plate, cup or cutlery. The Lord needs purged vessels to build His Kingdom.

2 Timothy 2:19 (KJV): “Nevertheless the foundation of God standeth sure, having this seal, The Lord knoweth them that are his. And, Let every one that nameth the name of Christ depart from iniquity.”

2 Timothy 2:21 (NKJV): “Therefore if anyone cleanses himself from the latter, he will be a vessel for honor, sanctified and useful for the Master, prepared for every good work.”

• Be a vessel of honor by abstaining from fleshly lusts and other sinful weights which defile you, and then God will use you mightily to advance His Kingdom agenda in the nations.

• Remember that without holiness, no man shall see the Lord. So you must be holy, not just because you can’t serve successfully without it, but because you want that eternal blessing of seeing the Lord face to face.

Hebrews 12:14 (KJV): “Follow peace with all men, and holiness, without which no man shall see the Lord.”

H. Understanding Spiritual Sonship

1 Timothy 1:2 (KJV): "Unto Timothy, my own son in the faith: Grace, mercy, and peace, from God our Father and Jesus Christ our Lord."

Are you a member or a son? A member is part of the church, but a son, has a sense of ownership and responsibility in the church. A son takes the church as his own. The Kingdom is built through a Father and Son order.

Principles Of Sonship:

1. Law of Exclusivity: You can only have one father.

2. Law of Perception: A son knows his spiritual father by revelation—understanding his assignment and office.

3. The Law Of Abiding: A son abides in the house forever. Relationship is for a lifetime.

4. Principle Of Honor: Honor is the price that unlocks spiritual power and releases destiny and inheritance into your life.

5. Principle Of Correction: Sons are chastened or corrected (Hebrews 12:9). Embrace correction without offense. Remain small in your own eyes and teachable.

I. Embrace And Teach Sound Doctrine

Sound doctrine is pure, transformative, and biblical teaching.

Characteristics Of Sound Doctrine:

i. Sound Doctrine Edifies: It must build up faith, hope, and love. 

• Sound doctrine has godly edification which is in faith.

• To edify means to build up. Any teaching that destroys hope, faith, and love is not sound doctrine. Sound doctrine must not cause people to backslide or go down spiritually.

ii. Sound Doctrine Inspires Faith In Christ Alone: 

• A good  Christian teaching must produce faith in Christ.

• Any teaching that tries to take away God from the center is not sound doctrine and must be rejected. Such teaching makes you or man the center of faith.

• Sound doctrine exalts the Father and the son above all.

iii. Sound Doctrine Inspires Love:

• The true gospel of Christ is a revelation of the love of God for man. 

• The gospel teaches us to love others the same way we were loved by God. 

1 Timothy 1:5 (KJV): “Now the end of the commandment is charity out of a pure heart, and of a good conscience, and of faith unfeigned.” i

iv. Sound Doctrine Inspires Holy or Godly Living.

Godliness is the focus of sound doctrine.(1 Tim1:8-11)

Any biblical teaching that does not lead to changed lives is lame.

After Peter preached, people asked what to do. That’s what sound doctrine will do in the hearts of man.(Acts 2).

Types Of Doctrines.

• Sound Doctrine: Titus 2:1, 1 Tim 1:10
• Demonic Doctrine: ‭‭I Timothy‬ ‭4‬:‭1‬ ‭NKJV.
• Doctrine Of Christ (2 John 1:9, John 7:16)
• Good Doctrine (Proverbs 4:2)
• Worthless Doctrine (Jeremiah 10:8)
• Pure Doctrine (Job 11:4)
• Doctrine (Isaiah 29:24, 1 Tim 4:13), John 19:19, 2 Tim 3:6, 1 Tim 5:17 
• Pauline Doctrine (1 Tim 3:10)
• Doctrine Of The Nicolaitans (Revelation 2:15)
• Apostles’ Doctrine.(Acts 2:42)
• Doctrine Of Baptisms (Hebrews 6:2)
• Doctrine Of God (Titus 2:10)

J. Faithfulness Is The Requirement For Ministry

1 Timothy 1:12 (NKJV): “And I thank Christ Jesus our Lord who has enabled me, because He counted me faithful, putting me into the ministry...”

• God doesn’t call the qualified but He qualifies the faithful.

• It is not the holy ones entrusted with ministry but faithful ones.

• Faithful means to be trustworthy or reliable. Others have faith in you that you are trustworthy and reliable. 

• Leadership in the church is for the trustworthy. Know that when you are made a leader, it’s a gift of trust. Don’t disappoint God.

• Can Jesus trust you? Imagine Paul being told to “carry my name to the Gentiles” and then He doesn’t go.

• Luke 12:42-48- failing to deliver on God’s commission will bring punishment in your life. Stay away from ministry if you’re not faithful.

• It doesn’t matter where you come from, sinner and all, if God counts you faithful, he can use you. Paul was insolent, blasphemer, persecutor, but obtained mercy and was thrust into the ministry.

K. Understand That We are At War

1 Timothy 1:18 (KJV): “This charge I commit unto thee, son Timothy, according to the prophecies which went before on thee, that thou by them mightest war a good warfare;”

Once you become a leader in the ministry, you are the prime target for the devil.

Prepare for war by:

• Putting on the whole armor of God (Ephesians 6:10-18).

• Prayer,

• Fasting,

• Rigorous study, and

• Strict obedience (2 Corinthians 10:4–5).

The devil will wage war in your mind and through many other circumstances, to dissuade you from your journey of ministry but victory in Christ is as certain as the the sunrise.

L. Prayer Comes First

Prayer is the foundational command and the engine that makes power available:

James 5:16 (KJV): “Confess your faults one to another, and pray one for another, that ye may be healed. The effectual fervent prayer of a righteous man availeth much.”

“I exhort therefore, that, first of all, supplications, prayers, intercessions, and giving of thanks, be made for all men; for kings, and for all that are in authority; that we may lead a quiet and peaceable life in all godliness and honesty. For this is good and acceptable in the sight of God our Saviour; who will have all men to be saved, and to come unto the knowledge of the truth.” ‭‭1 Timothy‬ ‭2‬:‭1‬-‭4‬ ‭KJV‬‬

Why do we pray?

• Prayer is the foundation of ministry(..."first of all" 1 Tim 2:1-4)

• Prayer makes power available, dynamic in its working. (James 5:16)

• When we pray, we receive answers. Our desires are met through prayer. Ask and you shall receive. (Mathew 7:7)

• Prayer in the spirit is a weapon of war. (Ephesians 6:18).

• We host the presence of God well through prayer-filled life.

• We fellowship with God through prayer.

           What to Pray About

• Peace And Quiet

• Godliness and reverence.

• Personal Desires (Mark 11:24)

• Pastor, His Family, and church leaders.

• Pray for the church- growth, health, focus, souls added.

• Pray that the will of God will be accomplished.

• Pray for healing, signs, wonders and miracles. Acts 4

• Salvation of souls. 

• Pray for those in authority 

• Pray for all men

How to Pray.

• Pray in the name of Jesus.

“And whatsoever ye shall ask in my Name, that will I do, that the Father may be glorified in the Son.”
‭‭John‬ ‭14‬:‭13‬ ‭KJV‬‬

• Pray in the Holy Ghost:

Jude 20 (KJV): “But ye, beloved, building up yourselves on your most holy faith, praying in the Holy Ghost,”

• Pray without ceasing:

1 Thessalonians 5:17 (KJV): “Pray without ceasing.”

• Pray with faith and humility, and without wrath or offense.

“Is any sick among you? let him call for the elders of the church; and let them pray over him, anointing him with oil in the name of the Lord: and the prayer of faith shall save the sick, and the Lord shall raise him up; and if he have committed sins, they shall be forgiven him. Confess your faults one to another, and pray one for another, that ye may be healed. The effectual fervent prayer of a righteous man availeth much.”
‭‭James‬ ‭5‬:‭14‬-‭16‬ ‭KJV‬‬

M. Understand Divine Order

God establishes order in the church for the sake of spiritual productivity. You must submit to God’s order. There are leaders and followers, men and women, rulers and peasants. There is order God placed in the church and it must be followed.

“Let all things be done decently and in order.”
‭‭1 Corinthians‬ ‭14‬:‭40‬ ‭KJV‬‬

The younger must submit to the elder, the saints must obey their leaders, and wives submit to the own husbands. Be submissive one to another in the fear of God. 

N. There Are Qualifications For Church Leaders

1 Timothy 3:1-12(NLT): “If someone aspires to be a church leader, he desires an honorable position...”

You do not become a leader because you have been part of the church for a long time. No one is entitled to be a leader. Desire to lead alone is not enough, you must qualify.

A church leader must be: above reproach (blameless), possess family integrity (managing his family well), be self-controlled (temperate), hospitable, gentle, not quarrelsome, not greedy for money, and not a new believer. He must have a good testimony among those who are outside the church.

O. Lead By Example

Great leaders lead from the front. Set a public and private example for believers in every area:

• Speech: Use language that is edifying, gracious, pure, and Christ-exalting.

• Conduct: A lifestyle that is a visible witness to your faith in Christ.

• Love: Exemplify sacrificial love toward all, rejecting bitterness.

• Faith: Inspire others to believe God for the impossible.

• Purity: Exemplify purity in spirit and body. Stay away from any appearance of evil.

“Let no man despise thy youth; but be thou an example of the believers, in word, in conversation, in charity, in spirit, in faith, in purity.”
‭‭1 Timothy‬ ‭4‬:‭12‬ ‭KJV‬‬

“Keep a close watch on how you live and on your teaching. Stay true to what is right for the sake of your own salvation and the salvation of those who hear you.”
‭‭1 Timothy‬ ‭4‬:‭16‬ ‭NLT‬‬

Do not substitute leadership with personal salvation. Your salvation is more important than what you do for God. This is why being faithful to sound doctrine is important because what you teach others is what you will live by. And if you teach error your life will be in error too. 

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The Church Growth Leader: Principles from Acts 6:1-7

Acts 6:1-7 (KJV): “And in those days, when the number of the disciples was multiplied, there arose a murmuring of the Grecians against the Hebrews, because their widows were neglected in the daily ministration. Then the twelve called the multitude of the disciples unto them, and said, It is not reason that we should leave the word of God, and serve tables. Wherefore, brethren, look ye out among you seven men of honest report, full of the Holy Ghost and wisdom, whom we may appoint over this business... And the word of God increased; and the number of the disciples multiplied in Jerusalem greatly; and a great company of the priests were obedient to the faith.”

The church needs leaders who will drive growth in the church. The passage in Acts 6 describes the first major organizational challenge in the early church: a crisis of equity in the daily distribution of food. The Apostles’ solution—delegating administrative duties to a select group of qualified men—was not merely a management fix, but a strategic decision that directly resulted in accelerated church growth and multiplication.

Three Qualities Of The Church Growth Leader.

The Apostles commanded to seek out men with three distinct qualities. These qualities are foundational because they ensure the church operates with internal trust, external credibility, and divine power, all of which are essential drivers of sustainable growth.

1. HONEST REPORT (The Character Of The Leader)

The prerequisite for a growth leader is an "honest report" (Acts 6:3)—a sterling, verifiable reputation. This is the quality that builds and maintains internal and external trust.

How It Causes Growth:

• Eliminates Internal Strife: The murmuring in the church arose from a lack of trust in the fairness of the ministration. By appointing leaders whose character was above reproach, the Apostles instantly settled the conflict. Unity is a prerequisite for growth; character ensures unity.
• Bolsters External Credibility: Leaders with unwavering character are a public demonstration of the gospel’s integrity. This external validation is vital, as the record states that after this decision, "a great company of the priests were obedient to the faith," indicating that the visible integrity of the church made the message believable.

• Foundation for Delegation: Character is the foundation upon which the entire ministry rests. Without it, the Apostles could not confidently delegate tasks, meaning they would remain perpetually entangled in administrative work, halting the spread of the Word.

2. WISDOM (The Thinking/Mindset Of The Leader)

The second necessary quality is "wisdom" (Acts 6:3), which speaks to the leader’s capacity for strategic thinking and problem-solving. This quality ensures organizational efficiency and focused energy.

How it Causes Growth:

• Facilitates Strategic Focus: A wise leader possesses a problem-solving mindset. Followers identify problems, but wise leaders engineer solutions and systems. By delegating the administrative task to wise men, the Apostles were freed from serving tables to prioritize the core growth engines: "prayer, and to the ministry of the word" (Acts 6:4).

 

• Creates Scalable Systems: Wisdom allows a leader to move past simply fixing an issue and instead create a lasting structure for growth. The wise design systems that allow the church to handle increasing numbers without chaos. This proactive mindset asks, "How can we do this better for everyone?" not "How can I protect my own interests?"

 

• Thinks Beyond the Self: A leader's wisdom compels them to think on behalf of others and for the future of the mission. This outward focus ensures that resources and attention are always directed toward the highest good, optimizing the environment for evangelism and multiplication.

3. FULL OF THE SPIRIT (The Capacity Of The Leader)

The ultimate criterion is being "full of the Holy Ghost" (Acts 6:3). This is the quality that provides the divine capacity and power necessary for supernatural increase.

How It Causes Growth:

• Supernatural Competency: The Holy Spirit provides the competence needed for ministry that transcends natural gifts. This is the grace that enables extraordinary work, causing the leader to work "more abundantly" (1 Corinthians 15:10). The Spirit ensures that the service is done with power, turning even administrative tasks into avenues for miraculous ministry (as later seen with Stephen and Philip).

• Empowers the Word: The growth of the church is tied directly to the growth of the Word: "And the word of God increased." The Spirit is the one who gives the power to preach and teach the Word effectively, ensuring that the message is not just heard, but transforms lives and results in conversion.

• Sustains Vision: To sustain rapid growth, a leader needs limitless spiritual energy and vision. The fullness of the Spirit provides this enduring capacity for service, preventing burn-out and enabling the leader to continually minister the gifts necessary to reach new groups and demographics.

The combination of Trust (Character), Efficiency (Wisdom), and Power (Spirit) created a ministry environment so effective that the entire city witnessed the resulting church growth.

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Why Leaders Fail.

Lessons from King Saul, King Solomon, and Judas Iscariot.

 

King Saul: 

The leadership of Saul, the first king of Israel, provides critical warnings about the internal rot that leads to divine rejection.

• Disobedience: Not taking details of instructions seriously. Saul thought it didn’t matter to miss out certain details as long as he did most of the instruction. Obey God in everything including when it comes to timing. Delayed obedience is disobedience. No instruction is unimportant with God. Every jot or tittle will be fulfilled.

• Men Pleasing: Saul was a man pleaser more than he was a God-pleaser.

• Self Preservation: King Saul cared more about self preservation than obeying the voice of the Lord. He went to Endor to consult a witch to save his face.

• Loving The Praise Of Men: King Saul wanted the honor of men more than the honor that comes from God.

• Pride: King Saul became proud. “When you were little in your own eyes, I lifted you.”

King Solomon: 

Solomon became the wisest king who ever lived before King Jesus, yet his life ended in failure, illustrating that wisdom without discipline is catastrophic.

• Hedonism: Solomon loved pleasure more than He loved God.

• Greed: Crude accumulation of wealth for himself. A man who gathers silver like stones when there were still poor people in the land is greedy. Leaders look out for their people.

• Women: Strange women he married led his heart away from God. Women have brought down many. King Lemuel was told never give your strength to women, to that which destroys kings (Proverbs 30).

In summary you can say disobedience made Solomon fail.

Judas Iscariot: The Failure of Disloyalty and Envy

Judas, one of the twelve, was destined to be one of the greatest apostles with administrative and management skills, but fell.

• Disloyalty: Judas was obviously gifted but disloyal. Given opportunity, people like Judas can sell their leader, friend and confidant for thirty pieces of silver or for the right price.

• Dishonour: Judas felt the double honor that was given to Jesus was too much when the woman broke the alabaster flask of costly ointment on Him. People like Judas discourage other people from celebrating, speaking highly of and honoring their leaders with gifts.

• Envy: Thieves are not greedy, they envy what others have. Judas didn’t even take the price with which he sold Jesus. He envied the attention, love, and honor Jesus received. As a result he was tempted to sell out Jesus and fell for it. The people who delivered Him up to be crucified did so because of envy. And Judas agreed with them. He knew Jesus was sinless but envy can drive men to do terrible things.