Sullivan church of Christ – Sullivan, MO
Date: February 15, 2009
CONGREGATIONAL DEVELOPMENT – Part 4
Ben Justice
[CONTINUED FROM LAST WEEK]
Communication is so vital. Many leaders in the church are not aware just how important it really is. A lack
of communication can lead to a spiritually stunted congregation. Communication is more that just sharing
information; it is sharing information in an intelligible and understandable way. I have personally
witnessed many elders and leaders in the church who desperately made a mess of things because of a lack
of being able to effectively communicate. Many need to improve their communication skills. This doesn’t
mean that one has to be orator; it does mean, however, that if the communicator doesn’t communicate
effectively, then it will result in a congregation not really understanding what’s going on. When the
congregation knows nothing or very little about the works the church is involved in, a lack of communication
on the part of the church’s leaders is the problem. When the congregation knows nothing or very little
about the budget, a lack of communication is the problem. When the congregation knows nothing or very
little about future plans, a lack of communication is the problem. The congregation has the right to know
every aspect of the church’s work, just as much as the elders have a right to know every aspect of the work
of the church. Again, as Brother Camp pointed out,
Elders would not support a work without investigating and learning about it. The congregation gives the money that goes to
support the work. Why not let the people have the same facts that led the elders to make the decision? (Franklin Camp,
“Principles and Perils of Leadership,” Pg. 24).
The only things that should not be shared with the congregation are those of a confidential nature.
Let it be forcefully said that leaders in the church must understand that making a brief announcement
about something is not real communication. When the leaders communicate with the congregation, the
congregation feels open and free to communicate with their leaders. The reason why many members of the
church feel like their leaders are unapproachable is because their leaders never communicate with them.
Certainly elders (who are leaders) are the authority when it comes to making decisions for the congregation,
and the members are obligated to submit themselves to that authority. However, it is wise and prudent to
consult the congregation from time to time. Congregational meetings motivate the members to be more
involved, and it makes them feel like they do have a part in the work of the church. It gives members the
opportunity to let their voices be heard. Elders (leaders) are to be servants, and servants don’t lead with a
“Diotrephes” mentality but with the heart of a servant.
One writer stated this about communication on the part of leaders:
I learned that if you are a good leader and you’re not sick and tired of communicating, you probably aren’t doing a good enough job”
(Henry & Richard Blackaby, “Spiritual Leadership,” Pg. 83).
COOPERATION
Cooperation involves two areas — the involvement of the right people for the job and the involvement of the
leaders themselves. Good leaders know who can best perform at a particular work. Good leaders not only
select others to help carry out a work, but they select the right kind of people to carry out a work. This is all
part of the coordination and organization of a work. Franklin Camp penned this:
Many times the body of Christ is hindered in its work because the overseers have not given the proper planning and direction.
Some elders do not know how to coordinate the work. They have not been trained. The elders need to know the Christians under
their oversight — know their abilities, know their potential and possibilities, so the members may be placed where they are best
able to work and to grow more efficient in it. When elders fail to recognize this and follow a haphazard method, they may well select
someone who is unqualified for a given work. When someone is assigned a work for which one is not qualified, the work fails, and
often other problems grow out of the failure. Elders may decide the way to coordinate the work is to select a person they like and to
place him in charge. His ability to work with people and other necessary qualities are ignored. The end is confusion and failure.
How unfortunate to place someone over a work when those to follow may have better understanding and even more ability
(Franklin Camp, Ibid. Pg. 26).
In organizing for a work, good leaders should make sure that the members of the church are not neglected.
Every member is important (cf. I Cor. 12; Eph. 4:16). Elders (leaders) should give every member a “work
assignment list” and update it on a yearly basis. This will allow the leadership to know who is best
qualified for a work and who is not.
Last, but certainly not least, leaders themselves should be known with cooperating with the work. Too
many leaders stand on the sidelines and never become involved. Leaders in the church need to realize that
just because they are the leaders doesn’t exempt them from being workers like every one else. Leaders are
members of the church also!
OVERSEEING THE WORK
Even though elders should be involved with the work of the church, they are still the “overseers” of the
work. They are still the authority. Elders are responsible for the work. Elders must see that the work is
carried through and that the members are doing their part in contributing to the overall success of the work.
SEEING THE WORK THROUGH
The final step in congregational development is that good leaders must see the work through to the very end
or that a good work is not stopped or stalled. Leaders must not be known for starting a project but quitting
in the middle of it or even near the end. It is a shame that projects and works begin in good faith, but were
never really planned for the long haul. There is no blueprint. Too many good works end up being lost all
because leaders did not have a systematic plan in place. A good and worthwhile work deserves to be written
down. Members ought to know exactly what to expect. Too often, an idea is generated, announced to the
congregation, and only a scant few show any interest.
Brethren, let’s get serious about congregational development. However, it must begin with the leadership.