Modern church governance is often vested in a sole authority known as the pastor. The pastoral ministry has replaced the Five Fold Ministry of Ephesians 4 and the role of collegial elders as a governing body that was the established Biblical model. This results in ethical dilemmas for the church, including preacher religion, abuses of authority, and a distortion of the true meaning of "ministry".
Spiritual Leadership for Church Leaders by Joan S. Gray--- A Presentation for...Geoff McLean
Spiritual Leadership for Church Leaders by Joan S. Gray--- A Presentation for Church Leaders by Pastor Geoff McLean, Christ Presbyterian Church, Fairfax. This is intended for use by a leader who is guiding a study of Joan S. Gray's book. Most quotes are directly from the book and include page numbers.
The document discusses the concept of servant leadership as exemplified by Jesus Christ. It defines servant leadership as serving others unselfishly while empowering them to accomplish God's purpose. The document provides examples of both positive and negative leadership from Scripture. It emphasizes that true leadership requires having a servant's attitude and focusing on others rather than pursuing one's own agenda. The document concludes with a checklist for evaluating whether one's leadership demonstrates the principles of servant leadership.
What is Christian Leadership?
The 7 Principles of Christian Leadership.
The Four C's of Christian Leadership.
3 Defining Qualities of Great Christian Leaders.
This document discusses the topic of androgyny and the blurring of gender roles from a religious perspective. It asserts that Satan wants to destroy the distinction between men and women in order to undermine God's authority. It cites Ellen White and other religious sources to argue that God created distinct roles for men and women, and that embracing androgyny goes against biblical principles. The document warns that failing to uphold traditional gender roles can weaken the family and spiritual leadership in the church. It claims Satan is working to confuse society's understanding of masculinity and femininity.
This is a collection of writings on the gift of the Holy Spirit called administration, which gives to the church men and women who can keep order and be a blessing to the body.
Intro to Grace 2010 revised April 2010Andrew Field
Grace Church is a Christian community located in Silicon Valley that was established in 2001. The church emphasizes gospel centrality, community, mission, and transformation through Jesus Christ. Over the years, Grace Church has grown from small gatherings to multiple locations, ministries, and staff. The core values of the church are community, mission, vocation, gospel centrality, transformation, and restoration.
This lesson is based on John Maxwell's lesson entitled, "The Law of the Lid." I believe Dr. Maxwell's words are powerful for businesses and the principles have a place in church leadership.
There is an article on the Preacher's Pen regarding this subject.
Spiritual Leadership for Church Leaders by Joan S. Gray--- A Presentation for...Geoff McLean
Spiritual Leadership for Church Leaders by Joan S. Gray--- A Presentation for Church Leaders by Pastor Geoff McLean, Christ Presbyterian Church, Fairfax. This is intended for use by a leader who is guiding a study of Joan S. Gray's book. Most quotes are directly from the book and include page numbers.
The document discusses the concept of servant leadership as exemplified by Jesus Christ. It defines servant leadership as serving others unselfishly while empowering them to accomplish God's purpose. The document provides examples of both positive and negative leadership from Scripture. It emphasizes that true leadership requires having a servant's attitude and focusing on others rather than pursuing one's own agenda. The document concludes with a checklist for evaluating whether one's leadership demonstrates the principles of servant leadership.
What is Christian Leadership?
The 7 Principles of Christian Leadership.
The Four C's of Christian Leadership.
3 Defining Qualities of Great Christian Leaders.
This document discusses the topic of androgyny and the blurring of gender roles from a religious perspective. It asserts that Satan wants to destroy the distinction between men and women in order to undermine God's authority. It cites Ellen White and other religious sources to argue that God created distinct roles for men and women, and that embracing androgyny goes against biblical principles. The document warns that failing to uphold traditional gender roles can weaken the family and spiritual leadership in the church. It claims Satan is working to confuse society's understanding of masculinity and femininity.
This is a collection of writings on the gift of the Holy Spirit called administration, which gives to the church men and women who can keep order and be a blessing to the body.
Intro to Grace 2010 revised April 2010Andrew Field
Grace Church is a Christian community located in Silicon Valley that was established in 2001. The church emphasizes gospel centrality, community, mission, and transformation through Jesus Christ. Over the years, Grace Church has grown from small gatherings to multiple locations, ministries, and staff. The core values of the church are community, mission, vocation, gospel centrality, transformation, and restoration.
This lesson is based on John Maxwell's lesson entitled, "The Law of the Lid." I believe Dr. Maxwell's words are powerful for businesses and the principles have a place in church leadership.
There is an article on the Preacher's Pen regarding this subject.
Spiritual leadership requires:
1) Having a passion for Christ that leads to compassion for people and the courage to make changes.
2) Having a vision from God that is embraced by people as their mission and results in teamwork.
3) Having wisdom to develop disciples, raise leaders, and create structures to support the work and make an impact for God's kingdom.
Financial Mastery -Brother's Keeper April 3Ikeja, Lagos
This document contains lyrics, scriptures, and teachings focused on financial wisdom and work ethic. It discusses forming small accountability groups called "My Brother's Keepers" to help each other succeed financially through referrals, coaching, and prayer. Guidelines are provided for the groups, including meeting regularly to share business opportunities and lift each other up. Ants are referenced as a model for diligence, cooperation, communication, planning for the future, and working with single-minded purpose.
This document provides an orientation for small group leaders at Discovery United Methodist Church. It outlines seven qualifications for biblical leadership: connecting with Christ, pursuing one's calling, guarding one's character, honoring one's compatibility, developing competence, maintaining commitment, and increasing capacity. The document also discusses the commitment required of small group leaders to pursue spiritual transformation, build relationships, encourage healthy conflict, perform service, and accomplish God's purpose. It explains Discovery UMC's small group ministry goals of discipling the church community through initial community care groups and future Bible study, interest, and task-based groups.
A introductory Powerpoint presentation on the 2012 CUC and UUMoC Symposium on Spiritual Leadership, prepared for use at the CUC Fall Regional Gatherings in October 2011.
Preview! Enlightened Business: Leadership for Sustainable SuccessJoolz_Lewis
Leadership for Sustainable Success - For any leader or manager who has achieved personal success and wants more - to make a difference, to leave a legacy, to lead a team or business with purpose and values. This is sustainable success - grow your business in the right way - 21 chapters all dedicated to your personal leadership and the impact you can have on the world.
I'm Spiritual, Not Religious: How Stewardship Can Make a Difference -- ICSC 2013CatholicLifeandFaith
This document discusses how stewardship can help attract those who identify as "spiritual but not religious" (SBNR). It provides statistics on the SBNR population, noting that 15% self-identify as Catholic. It explores what the SBNR and unaffiliated seek - a spiritual dimension, personal connection, and mission/meaning. The document suggests stewardship can make a difference through hospitality, forming a community of disciples who live as stewards, and focusing on relationship within the community, with special attention to children, parents, youth and young adults. It provides resources on the SBNR population and attracting young adults to the church.
The document discusses trends in religion in America based on research from the Pew Research Center. It shows that Christians are declining as a percentage of the population while the religiously unaffiliated and non-Christian faiths are growing. Younger generations are less religiously affiliated than older ones. The document then analyzes these trends and provides several directions faith communities could take, such as prioritizing family faith formation, engaging in missional outreach, creating missional pathways for spiritual exploration, and designing for spiritual diversity.
The Theological Basis for DiscipleshipSean Higgins
The document discusses the theological basis for discipleship being rooted in the Trinity. It argues that the goal of disciple-making is fellowship with the Trinity, and disciple-making should be carried out in a Trinitarian manner, under the Father's authority by the Spirit's power for the Son. Discipleship is not just a methodological option but is deeply theological, with the ground, goal, and process of discipleship all being Trinitarian. The Trinity prevents discipleship from being idolatrous or impersonal.
The board of directors of Water's Edge Partnership held their annual meeting to discuss partnership, define their mission and purpose, and evaluate their progress over the past year. They accomplished defining their organization, participating in outreach, and strengthening partnerships with other churches and leaders. However, the meeting also revealed challenges around conflict resolution, communication, and setting clear goals and expectations. The board recognizes the need to improve in these areas as they continue to learn and grow together in their urban ministry.
The document discusses how youth can be seen as a gift to the community. It provides quotes from the Bible, Pope John Paul II, and the Second Vatican Council about how the Church sees youth as the hope and future of the community. The document suggests that youth offer creativity, help bridge generations, provide strength, and represent the community's hopes for the future. It encourages discussion about how the youth of OLOL community are currently gifts and the hope for the community's future.
This chapter discusses organizational symbols and culture. It explains that symbols reveal and communicate an organization's culture through things like myths, values, visions, heroes, stories, rituals, and ceremonies. Culture provides a basic glue for organizations and is embodied in shared assumptions about how things are done. The chapter also discusses Hofstede's research on national culture dimensions and how understanding culture helps managers better understand and influence organizations.
This document discusses defining integrity at work through a company's mission, vision, values, and priorities. It explains that values provide guidance for organizations and help ensure people stay aligned. Well-expressed values that are baked into a company's culture can help with hiring the right people, inspiring staff, and allowing customers to understand the company. A values-driven company gives extreme clarity on what to expect.
3_2022_EIN_SEMINAR-PPT_Abuse of Power.pptxTracyLewis47
This document discusses the abuse of power and provides information on how to address it. It defines different types of power like positional, economic, and sexual power. It notes that those in positions of power are responsible for how that power is used and outlines facts about abuse, including that no church is immune. The document recommends steps for those in power to avoid abuse and emphasizes the importance of church discipline for abusers. It cites biblical passages and Ellen White statements calling out abuse and its damaging effects on individuals and communities.
Servant leadership is exercising godly leadership by serving and empowering others to accomplish God's purpose, as Jesus did by washing his disciples' feet. It involves placing others' needs above your own and having eternal values rather than seeking power, control or personal gain. True biblical leadership requires first being a servant and earning others' respect through love and care, rather than force of personality. The document provides examples of servant leadership from scripture and evaluates the reader's leadership based on biblical principles of serving, empowering others, and placing God's purpose above personal agendas.
This chapter discusses strategic and ministry issues in global missions. It addresses whether missions should focus on peoples or places, the role of missionaries in local churches, funding challenges, leadership difficulties, and the role of women in missions. Regarding peoples vs places, while agencies aim to focus on ethnic groups, circumstances sometimes require focusing on locations. Many unreached groups remain so due to choices made. When it comes to local churches, missionaries should not see them as theirs to control but support local leadership instead. Money can effectively support passion if used carefully without hindering indigenous churches. Effective leadership requires enduring hardship and following Christ's example. Regarding women, the chapter calls for repentance, recognizing women's gifts, and respecting local
What does it mean to be a board member? What are your responsibilities? How should you approach the work? This workshop will help folks understand the difference between their fiduciary, strategic and generative responsibilities, and how to be a better board member.
This document discusses the roles and responsibilities of elders and deacons in the New Testament church. It outlines that elders are responsible for oversight of the local congregation, settling disputes, prayer, authority over the church, and imparting the word of God. Deacons serve to assist elders and take care of physical needs like administrative tasks. Both offices work together under the oversight of elders. Biblical qualifications for both roles are also presented, emphasizing character over worldly achievements.
This document discusses the issue of bullying in churches and provides tips for recognizing and managing church bullies. It notes that church bullies often target pastors and staff, blaming them for any declines in the church's attendance or finances. Common signs of church bullies include a hunger for power and control, maintaining their own preferences regardless of others, and focusing only on themselves. The document advises church leaders to deal with bullies in a prayerful, intentional manner according to biblical principles. It also suggests enlisting neutral outsiders and empowering lay leadership to determine next steps to manage bullies in a redemptive way.
Preventing Depression, Exhaustion, and Moral Failure in Church Leadership EbookTerri Register
This document provides an overview of a curriculum aimed at preventing moral failure in church leadership. It begins with statistics showing high levels of stress and overwork among pastors that negatively impact their families. It then discusses several high-profile cases of megachurch pastors who have recently faced scandals due to moral failures like adultery. The curriculum seeks to identify vulnerabilities for leaders and establish preventative practices. It emphasizes that preventing moral failure requires a collaborative effort from all levels of church leadership and members. The document outlines the curriculum's contents which will address defining and understanding the causes and consequences of moral failure, as well as paths to restoration.
This document discusses a project exploring challenges faced by spiritual and religious organizations. It aims to understand these challenges, the resources organizations have to address them, and outcomes of addressing or not addressing challenges. The project will involve literature reviews, interviews, case studies and collaborations. Challenges include leadership, structure, finances, recruitment and relationships with other groups. Causes of failures include tensions between spiritual and practical concerns, lack of interest in organization, risks of charismatic leadership, and "spiritual bypassing" of issues. However, challenges can also promote spiritual growth if addressed constructively. The project hopes to provide new resources by learning from different organizational models and other faiths.
Spiritual leadership requires:
1) Having a passion for Christ that leads to compassion for people and the courage to make changes.
2) Having a vision from God that is embraced by people as their mission and results in teamwork.
3) Having wisdom to develop disciples, raise leaders, and create structures to support the work and make an impact for God's kingdom.
Financial Mastery -Brother's Keeper April 3Ikeja, Lagos
This document contains lyrics, scriptures, and teachings focused on financial wisdom and work ethic. It discusses forming small accountability groups called "My Brother's Keepers" to help each other succeed financially through referrals, coaching, and prayer. Guidelines are provided for the groups, including meeting regularly to share business opportunities and lift each other up. Ants are referenced as a model for diligence, cooperation, communication, planning for the future, and working with single-minded purpose.
This document provides an orientation for small group leaders at Discovery United Methodist Church. It outlines seven qualifications for biblical leadership: connecting with Christ, pursuing one's calling, guarding one's character, honoring one's compatibility, developing competence, maintaining commitment, and increasing capacity. The document also discusses the commitment required of small group leaders to pursue spiritual transformation, build relationships, encourage healthy conflict, perform service, and accomplish God's purpose. It explains Discovery UMC's small group ministry goals of discipling the church community through initial community care groups and future Bible study, interest, and task-based groups.
A introductory Powerpoint presentation on the 2012 CUC and UUMoC Symposium on Spiritual Leadership, prepared for use at the CUC Fall Regional Gatherings in October 2011.
Preview! Enlightened Business: Leadership for Sustainable SuccessJoolz_Lewis
Leadership for Sustainable Success - For any leader or manager who has achieved personal success and wants more - to make a difference, to leave a legacy, to lead a team or business with purpose and values. This is sustainable success - grow your business in the right way - 21 chapters all dedicated to your personal leadership and the impact you can have on the world.
I'm Spiritual, Not Religious: How Stewardship Can Make a Difference -- ICSC 2013CatholicLifeandFaith
This document discusses how stewardship can help attract those who identify as "spiritual but not religious" (SBNR). It provides statistics on the SBNR population, noting that 15% self-identify as Catholic. It explores what the SBNR and unaffiliated seek - a spiritual dimension, personal connection, and mission/meaning. The document suggests stewardship can make a difference through hospitality, forming a community of disciples who live as stewards, and focusing on relationship within the community, with special attention to children, parents, youth and young adults. It provides resources on the SBNR population and attracting young adults to the church.
The document discusses trends in religion in America based on research from the Pew Research Center. It shows that Christians are declining as a percentage of the population while the religiously unaffiliated and non-Christian faiths are growing. Younger generations are less religiously affiliated than older ones. The document then analyzes these trends and provides several directions faith communities could take, such as prioritizing family faith formation, engaging in missional outreach, creating missional pathways for spiritual exploration, and designing for spiritual diversity.
The Theological Basis for DiscipleshipSean Higgins
The document discusses the theological basis for discipleship being rooted in the Trinity. It argues that the goal of disciple-making is fellowship with the Trinity, and disciple-making should be carried out in a Trinitarian manner, under the Father's authority by the Spirit's power for the Son. Discipleship is not just a methodological option but is deeply theological, with the ground, goal, and process of discipleship all being Trinitarian. The Trinity prevents discipleship from being idolatrous or impersonal.
The board of directors of Water's Edge Partnership held their annual meeting to discuss partnership, define their mission and purpose, and evaluate their progress over the past year. They accomplished defining their organization, participating in outreach, and strengthening partnerships with other churches and leaders. However, the meeting also revealed challenges around conflict resolution, communication, and setting clear goals and expectations. The board recognizes the need to improve in these areas as they continue to learn and grow together in their urban ministry.
The document discusses how youth can be seen as a gift to the community. It provides quotes from the Bible, Pope John Paul II, and the Second Vatican Council about how the Church sees youth as the hope and future of the community. The document suggests that youth offer creativity, help bridge generations, provide strength, and represent the community's hopes for the future. It encourages discussion about how the youth of OLOL community are currently gifts and the hope for the community's future.
This chapter discusses organizational symbols and culture. It explains that symbols reveal and communicate an organization's culture through things like myths, values, visions, heroes, stories, rituals, and ceremonies. Culture provides a basic glue for organizations and is embodied in shared assumptions about how things are done. The chapter also discusses Hofstede's research on national culture dimensions and how understanding culture helps managers better understand and influence organizations.
This document discusses defining integrity at work through a company's mission, vision, values, and priorities. It explains that values provide guidance for organizations and help ensure people stay aligned. Well-expressed values that are baked into a company's culture can help with hiring the right people, inspiring staff, and allowing customers to understand the company. A values-driven company gives extreme clarity on what to expect.
3_2022_EIN_SEMINAR-PPT_Abuse of Power.pptxTracyLewis47
This document discusses the abuse of power and provides information on how to address it. It defines different types of power like positional, economic, and sexual power. It notes that those in positions of power are responsible for how that power is used and outlines facts about abuse, including that no church is immune. The document recommends steps for those in power to avoid abuse and emphasizes the importance of church discipline for abusers. It cites biblical passages and Ellen White statements calling out abuse and its damaging effects on individuals and communities.
Servant leadership is exercising godly leadership by serving and empowering others to accomplish God's purpose, as Jesus did by washing his disciples' feet. It involves placing others' needs above your own and having eternal values rather than seeking power, control or personal gain. True biblical leadership requires first being a servant and earning others' respect through love and care, rather than force of personality. The document provides examples of servant leadership from scripture and evaluates the reader's leadership based on biblical principles of serving, empowering others, and placing God's purpose above personal agendas.
This chapter discusses strategic and ministry issues in global missions. It addresses whether missions should focus on peoples or places, the role of missionaries in local churches, funding challenges, leadership difficulties, and the role of women in missions. Regarding peoples vs places, while agencies aim to focus on ethnic groups, circumstances sometimes require focusing on locations. Many unreached groups remain so due to choices made. When it comes to local churches, missionaries should not see them as theirs to control but support local leadership instead. Money can effectively support passion if used carefully without hindering indigenous churches. Effective leadership requires enduring hardship and following Christ's example. Regarding women, the chapter calls for repentance, recognizing women's gifts, and respecting local
What does it mean to be a board member? What are your responsibilities? How should you approach the work? This workshop will help folks understand the difference between their fiduciary, strategic and generative responsibilities, and how to be a better board member.
This document discusses the roles and responsibilities of elders and deacons in the New Testament church. It outlines that elders are responsible for oversight of the local congregation, settling disputes, prayer, authority over the church, and imparting the word of God. Deacons serve to assist elders and take care of physical needs like administrative tasks. Both offices work together under the oversight of elders. Biblical qualifications for both roles are also presented, emphasizing character over worldly achievements.
This document discusses the issue of bullying in churches and provides tips for recognizing and managing church bullies. It notes that church bullies often target pastors and staff, blaming them for any declines in the church's attendance or finances. Common signs of church bullies include a hunger for power and control, maintaining their own preferences regardless of others, and focusing only on themselves. The document advises church leaders to deal with bullies in a prayerful, intentional manner according to biblical principles. It also suggests enlisting neutral outsiders and empowering lay leadership to determine next steps to manage bullies in a redemptive way.
Preventing Depression, Exhaustion, and Moral Failure in Church Leadership EbookTerri Register
This document provides an overview of a curriculum aimed at preventing moral failure in church leadership. It begins with statistics showing high levels of stress and overwork among pastors that negatively impact their families. It then discusses several high-profile cases of megachurch pastors who have recently faced scandals due to moral failures like adultery. The curriculum seeks to identify vulnerabilities for leaders and establish preventative practices. It emphasizes that preventing moral failure requires a collaborative effort from all levels of church leadership and members. The document outlines the curriculum's contents which will address defining and understanding the causes and consequences of moral failure, as well as paths to restoration.
This document discusses a project exploring challenges faced by spiritual and religious organizations. It aims to understand these challenges, the resources organizations have to address them, and outcomes of addressing or not addressing challenges. The project will involve literature reviews, interviews, case studies and collaborations. Challenges include leadership, structure, finances, recruitment and relationships with other groups. Causes of failures include tensions between spiritual and practical concerns, lack of interest in organization, risks of charismatic leadership, and "spiritual bypassing" of issues. However, challenges can also promote spiritual growth if addressed constructively. The project hopes to provide new resources by learning from different organizational models and other faiths.
Though there are many theories and models of nonprofit leadership, it is servant leadership that most closely follows the leadership example of our Lord Jesus Christ.
Pastoral councils are groups that represent the local faith community and work collaboratively with pastoral leaders to discern pastoral issues, develop creative solutions, and engage in pastoral planning. Effective pastoral councils are focused on the mission of the Church, open to learning, and integrate both the hierarchical and communal aspects of authority in the Catholic tradition.
Board Responsibilities: Webinar January 2012Lisa Presley
This webinar is designed to help congregational boards understand the nature of their work--what is it, and what is it not! It is designed as orientation and thought piece.
The document discusses several aspects of biblical leadership including 4 challenges for leaders, 4 traits of biblical leadership, and factors to consider when identifying potential church leaders. It also covers creating healthy church boards, growing as a board through training and spending time together, and steps to ensure a healthy board such as keeping it the right size and praying together. The document contains questions for reflection on various topics related to leadership.
Here are a few areas I find challenging as a leader:
- Applied discipline can be intimidating, as confronting others is difficult. Ensuring it comes from a place of love, not criticism, takes practice.
- Guidance can also be intimidating, as others may question or oppose your direction. Knowing God's voice and leading with humility helps overcome this.
- Some of Archbishop Benson's rules also pose challenges: not seeking praise or favor, avoiding complaining when unasked opinions are set aside, and bearing blame without defense can go against natural instincts. Leading requires focusing outwardly on others above oneself.
With God's help and by focusing on serving others above personal concerns, even areas that initially seem
This document contains notes from chapters 7-8 of an unknown book on leadership. It discusses insights on leadership from the apostle Peter as outlined in 1 Peter 5:1-7. Key points from Peter include shepherding God's flock willingly and not for personal gain, being examples to others, and being humble under God's authority. The document then examines essential qualities of leadership based on 1 Timothy 3:2-7, including being respectable, hospitable, and self-controlled. It provides examples of leaders who exhibited discipline, including Martin Luther, Hudson Taylor, and Amy Carmichael. Overall, the document outlines biblical principles for Christian leadership and qualities exemplified in historical leaders.
The document discusses governance, administration, management, and leadership in the context of the church. It defines these terms and distinguishes between them. Governance involves setting direction and strategy, oversight, and accountability. Administration focuses on organizing people and resources efficiently to achieve goals. Management involves planning, organizing, staffing, directing, coordinating, and controlling to implement the work. Leadership is about developing a shared vision and motivating others to achieve it through influence rather than authority. Both administration and management are needed for effective leadership.
This document discusses the biblical role and qualifications of deacons. It defines deacons as spiritual servant-leaders who are men of godly character, solid faith, measurable skills and abilities, and corporate distinction. Deacons must be virtuous, avoid vices, have a firm grasp of the gospel, and be tested and approved. Their role is to serve the church through leadership and administration. The conclusion emphasizes that all church leaders must be godly and ready to serve if called to a leadership office.
Meeting of the minds leadership presentation jb august 2013Jacqueline Boaks
Presentation of leadership and ethics to a round table of of senior management professionals in Perth, hosted by BBB Advisory and Alive and Kicking Solutions.
This document discusses zeal and passion in the church. It begins by listing ingredients for passion capital and strengths that come from investing in one's talents. It then discusses applying zeal personally, at home, with friends and neighbors, and at church. The church with zeal is described as learning, fellowshipping, praying, sharing, worshipping, and growing. Six attitudes that make a difference are discussed: being a functioning member, being unifying, not letting preferences dictate, praying for leaders, leading one's family, and treasuring membership. The document emphasizes that the church is where zeal is replenished.
Similar to Paradigm Shift: Collegial Eldership vs the Single Pastor (20)
Why is this So? ~ Do Seek to KNOW (English & Chinese).pptxOH TEIK BIN
A PowerPoint Presentation based on the Dhamma teaching of Kamma-Vipaka (Intentional Actions-Ripening Effects).
A Presentation for developing morality, concentration and wisdom and to spur us to practice the Dhamma diligently.
The texts are in English and Chinese.
A Free eBook ~ Valuable LIFE Lessons to Learn ( 5 Sets of Presentations)...OH TEIK BIN
A free eBook comprising 5 sets of PowerPoint presentations of meaningful stories /Inspirational pieces that teach important Dhamma/Life lessons. For reflection and practice to develop the mind to grow in love, compassion and wisdom. The texts are in English and Chinese.
My other free eBooks can be obtained from the following Links:
https://www.slideshare.net/ohteikbin/presentations
https://www.slideshare.net/ohteikbin/documents
The Hope of Salvation - Jude 1:24-25 - MessageCole Hartman
Jude gives us hope at the end of a dark letter. In a dark world like today, we need the light of Christ to shine brighter and brighter. Jude shows us where to fix our focus so we can be filled with God's goodness and glory. Join us to explore this incredible passage.
The forces involved in this witchcraft spell will re-establish the loving bond between you and help to build a strong, loving relationship from which to start anew. Despite any previous hardships or problems, the spell work will re-establish the strong bonds of friendship and love upon which the marriage and relationship originated. Have faith, these stop divorce and stop separation spells are extremely powerful and will reconnect you and your partner in a strong and harmonious relationship.
My ritual will not only stop separation and divorce, but rebuild a strong bond between you and your partner that is based on truth, honesty, and unconditional love. For an even stronger effect, you may want to consider using the Eternal Love Bond spell to ensure your relationship and love will last through all tests of time. If you have not yet determined if your partner is considering separation or divorce, but are aware of rifts in the relationship, try the Love Spells to remove problems in a relationship or marriage. Keep in mind that all my love spells are 100% customized and that you'll only need 1 spell to address all problems/wishes.
Save your marriage from divorce & make your relationship stronger using anti divorce spells to make him or her fall back in love with you. End your marriage if you are no longer in love with your husband or wife. Permanently end your marriage using divorce spells that work fast. Protect your marriage from divorce using love spells to boost commitment, love & bind your hearts together for a stronger marriage that will last. Get your ex lover who has remarried using divorce spells to break up a couple & make your ex lost lover come back to you permanently.
Visit https://www.profbalaj.com/love-spells-loves-spells-that-work/
Call/WhatsApp +27836633417 for more info.
A375 Example Taste the taste of the Lord, the taste of the Lord The taste of...franktsao4
It seems that current missionary work requires spending a lot of money, preparing a lot of materials, and traveling to far away places, so that it feels like missionary work. But what was the result they brought back? It's just a lot of photos of activities, fun eating, drinking and some playing games. And then we have to do the same thing next year, never ending. The church once mentioned that a certain missionary would go to the field where she used to work before the end of his life. It seemed that if she had not gone, no one would be willing to go. The reason why these missionary work is so difficult is that no one obeys God’s words, and the Bible is not the main content during missionary work, because in the eyes of those who do not obey God’s words, the Bible is just words and cannot be connected with life, so Reading out God's words is boring because it doesn't have any life experience, so it cannot be connected with human life. I will give a few examples in the hope that this situation can be changed. A375
The Enchantment and Shadows_ Unveiling the Mysteries of Magic and Black Magic...Phoenix O
This manual will guide you through basic skills and tasks to help you get started with various aspects of Magic. Each section is designed to be easy to follow, with step-by-step instructions.
2. Ethical Dilemmas: Why do
they Exists
This is a true saying, If a man desire the office of a bishop,
he desireth a good work. A bishop then must be blameless,
the husband of one wife, vigilant, sober, of good behaviour,
given to hospitality, apt to teach; Not given to wine, no
striker, not greedy of filthy lucre; but patient, not a brawler,
not covetous; One that ruleth well his own house, having his
children in subjection with all gravity; (For if a man know
not how to rule his own house, how shall he take care of the
church of God?) Not a novice, lest being lifted up with pride
he fall into the condemnation of the devil. Moreover he must
have a good report of them which are without; lest he fall
into reproach and the snare of the devil. (I Timothy 3:1-7)
Hartwell T Paul Davis
3. • Values and belief systems of the individual
• Moral traditions
• Habits and behavioral practices
• Priorities that can impact ethical decision making
(i.e. social justice versus moral issues)
• Environmental and social values
• The power and direction of decision making
antecedents (i.e. powerful influences including
timing, facts available, competing agendas, personal
commitment, rules, roles, and relationships)
THE ROOTS OF ETHICAL BEHAVIORS
4. • Clergy are ranked high in perceptions of ethical
integrity by the majority of Americans (Milco, Kindle
Loc. 99)
• Church leaders have values grounded in Christian
discipline, practice, and beliefs
• Church leaders have been trained in ethical behavior
• Church leaders live above sin or temptation
• Pastoral or clerical positional authority provides moral
authority for all actions and decisions made by church
leaders
ASSUMPTIONS & PERCEPTIONS ABOUT
CHURCH LEADERS
Milco, M. R. (1997). Ethical Dilemmas in Church Leadership: Case Studies in Biblical Decision Making (Kindle ed.). Grand Rapids, MI:
Kregel Publications.
5. This is not true of all churches depending on structure,
but is common among evangelical churches
• Pastors are the heads of their churches
• Anything with two heads is a monster (frequent
counter to the concept of collegial leadership)
• A hireling is any pastor run by a church board
• Local churches must operate independently with
local autonomy attributed to the pastor
• Pastoral authority is privileged authority granted by
God that requires no human oversight
ASSUMPTIONS & PERCEPTIONS BY CHURCH
LEADERS
6. ETHICAL DILEMMAS EXISTS BECAUSE:
If ethics are a function of human agency – social cognitive theory is a
valid framework for understanding ethical behavior:
Ethical Behavior
Personal Determinants
Environmental and Social
Determinants
Personal values
Moral Traditions
Habits
Affective behavior
Priorities
Religious practice and values
Roles and relationships
Values of personal responsibility
Legal and regulatory
Social norms
Cultural traditions
Organizational structures
Accountability processes
Bandura, A. (1997). Self Efficacy - The Exercise of Control. New York, NY: W.H. Freeman and Company (p. 6).
7. Church Ethical Dilemmas
Encompass leadership behaviors and
also leadership decision making relative
to ethical behaviors of church members
8. COMMON ETHICAL DILEMMAS
• Abuse inside or outside the church:
including sexual abuse, physical or
emotional abuse
• AIDS among the flock
• Conflict and sin against other church
members
• Financial misconduct
• Crisis pregnancies
• Immorality including gay or lesbian
lifestyles, adultery, incest
• Leadership immorality
• Leadership financial misconduct
• Mishandling privacy concerns
• Abuses of authority
9. ETHICAL PRACTICES IN BUSINESS
ORGANIZATIONS
Modern organizations are developing or have developed both leadership
practices and organizational structures that have focused on:
• Leadership development (including training, ethical training,
mentoring, coaching, assessment)
• Accountability structures and processes are the result of:
• regulatory interventions,
• corporate social responsibility initiatives,
• commitment to best practices,
• awareness of the need for ethical responsibility
• Human Resource Departments are commonly tasked with responsibility
for training, implication, and functional roles in both leadership and
ethics practices
• Accountability structures are often vested in independent auxiliaries
(such as human resources or boards of directors) in order to maintain
impartiality.
10. CHURCHES DIFFER FROM BUSINESS, OTHER NON-
PROFITS, OR OTHER NON-CHURCH STRUCTURES
• Leadership is based on positional authority that is not “created” from
other management structures but is assumed as a self-contained authority
role that mostly functions with full autonomy
• Church leadership for most fundamental and evangelical churches are
“legacy based” either from the founder or from congregational voting that
is based in charismatic attributes when filling vacancies
• Most churches are devoid of accountability structures that are trained in
processing ethical dilemmas
• Churches do not have functional Human Resource departments to
provide training, guidance, or practice for either leadership training or
ethical training
• Church structures tend to be hierarchical with leadership vested in a sole
pinnacle position
• Local churches operate in independent autonomy with “at will” relational
structures with church organizations, boards, and government structures.
• Local churches often have no auxiliary oversight independent of the local
structure.
11. FOUNDER’S SYNDROME IS COMMON AMONG
CHURCH LEADERSHIP
• Founder’s syndrome is defined as a systematic maladaptive approach by
founders of organization to retain disproportionate power and control
over an organization beyond the initial growth phase. It is characterized
by:
• Exclusion of newcomers
• Exclusion of other founders
• Over identification with the founder
• Decision making by others is limited
Block and Rosenberg (2002) write, “Founder’s syndrome refers to the influential
powers and privileges that the founder exercises or that attribute to the founder”.
At some point, however, boards and staff in every organization have the (unwritten)
expectation that founders will become egalitarian and refrain from controlling
organizational decisions. Although such an expectation exists, anecdotal reports
suggest that founders do not divest themselves of their influential and domineering
roles. (Block and Rosenberg, 2002)
Block, S. R., and Rosenberg, S. (2002). Toward an understanding of founder's syndrome. Nonprofit
Management & Leadership 12, no. 4, 353-368. Business Source Complete, EBSCOhost
12. • RESPONSIBILITY
• ACCOUNTABILITY
• REINFORCMENT OF ETHICAL
LEADERSHIP BY STRUCTURAL SUPPORT
AND ETHICAL DEVELOPMENT
PRACTICES
THE KEY TO ETHICAL INTEGRITY
14. THE BIBLE TEACHES LEADERSHIP
RESPONSIBILITY
1 Timothy 3:1-7 (KJV)
1 This is a true saying, If a man desire the office of a
bishop, he desireth a good work.
2 A bishop then must be blameless, the husband of one
wife, vigilant, sober, of good behaviour, given to hospitality,
apt to teach;
3 Not given to wine, no striker, not greedy of filthy lucre;
but patient, not a brawler, not covetous;
4 One that ruleth well his own house, having his children in
subjection with all gravity;
5 (For if a man know not how to rule his own house, how
shall he take care of the church of God?)
6 Not a novice, lest being lifted up with pride he fall into
the condemnation of the devil.
7 Moreover he must have a good report of them which are
without; lest he fall into reproach and the snare of the devil.
15. • 1 Timothy 5:17-20 (KJV)
17 Let the elders that rule well be counted
worthy of double honour, especially they
who labour in the word and doctrine.
18 For the scripture saith, Thou shalt not
muzzle the ox that treadeth out the corn.
And, The labourer is worthy of his
reward.
19 Against an elder receive not an
accusation, but before two or three
witnesses.
20 Them that sin rebuke before all, that
others also may fear.
THE BIBLE TEACHES LEADERSHIP
ACCOUNTABILITY
16. PASTORAL CONCEPTS
• There is no scripture that equates the role of pastor with sole church
authority
• The term pastor is not used in reference to church leadership in the
New Testament – it is used but once in reference to the five-fold
ministry (Ephesians 4:11)
• The term pastor does not refer to an office but a ministerial gift (i.e.
how a ministry functions) (Ephesians 4:11)
• Biblical church leadership is always in the plural for the local
assembly operating as a collegial, collaborative leadership style
devoid of single authorities except for that of Jesus Christ as the head
of the church (Acts 14:23, Titus 1:5, Hebrews 13:17, Philippians 1:1)
• Church leadership derives from the servant-leader perspective
(Matthew 20:25) that contrast with the role of “exercising authority”
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17. • Which of the 12 apostles was pastor of Jerusalem?
• James is assumed but do we therefore assume James was
over Peter and John. James is listed as one of three
pillars of the church (Galatians 2:9)
• The 12 voted on adding a new leader (Matthias) to the
group (Acts 1:26) even though Peter initiated the process
• The 12 acted in concert in the establishment of deacons,
the case of circumcision, the sending forth of apostles, the
sending forth of decrees
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COLLEGIAL LEADERSHIP WAS THE PRACTICE
OF THE ORIGINAL JERUSALEM CHURCH
18. • There can be only one pastor in the church! Anything with 2 heads is a monster:
• Can there be more than one evangelist, one apostle, one prophet, one teacher?
• A pastor is not mentioned in the plural leadership structure of Philippians (1:1) or
Antioch (Acts 13:1-3) where prophets and teachers are the leadership structure
• The pastoral verse of Acts 20:28 was addressed to “elders” at Miletus (Acts 20:17)
• The office of “elder” may be occupied by apostles, prophets, evangelist, pastors, or teachers
(Ephesians 4:11)
• All references to the office of elder in the local assembly was in the plural:
• Acts 11:30
• Acts 14:23
• Acts 15:2 - 22
• Acts 16:4
• Acts 20:17
• Acts 21:18
• I Timothy 5:17
• Titus 1:5
• Hebrews 1317
• James 5:14
• I Peter 5:1
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OBJECTIONS TO SINGULAR LEADERSHIP
19. Historical Perspective
The historical records indicate local churches operated in
collegial leadership until the 3rd century. There is not an
implication that Jerusalem served as hierarchical authority,
but operated as advisories to local assemblies. The
apostolic authority of Paul, Timothy, or Titus in the
ordination and oversight of local churches are not construed
to be local church leadership structures – but both
Jerusalem and apostolic authority suggest accountability
structures “outside” of the local leadership structure which
reflect on the need for stronger outside accountability
structures for local assemblies.
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20. During the 3rd century, rising into notice by way of geographical
distribution rather than in definite chronological order, this twofold
congregational ministry became threefold in the sense that one man was
placed at the head of each community with the title of pastor or bishop
(the titles are interchangeable as late as the 4th century at least)
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Ministry, in International Standard Bible Encyclopedia, Electronic Database,
Biblesoft, 1996.
During the 2nd century the ministry was subject to a change. The ruling body
of office-bearers in every congregation received a permanent president, who
was called the pastor or bishop, the latter term being the commoner. The
change came gradually. It provoked no strong opposition. By the beginning of
the third century, it was everywhere accepted.
Lindsey, The Church and the Ministry in the Early Centuries, 180, 183-85)
21. Jerome, one of the early church fathers
wrote, “A presbyter is the same as a bishop.
And until there arose divisions in religion,
churches were governed by a common
counsel of presbyters. But afterward, it was
everywhere decreed, that one person, elected
from the presbyters, should be placed over
the others.”
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Annotations on the Epistle to Titus, as quoted by Dr. Woods on Episcopacy, p. 63.
22. THE PARADIGM SHIFT
• Create accountability for the single-pastor/leader church
by re-examining Biblical church structure and putting
collegial eldership into practice
• Train church leaders in the concepts of servant-leadership
• Use team approaches in church planting and missions
• Develop leadership mentoring (analogous to discipleship)
for church leaders
• Develop auxiliary accountability structures whether with
other church leaders or stronger organizational ties
• Change the mindset from “my church” to “his church”
• Do not allow members to call the church by the pastor’s
name
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23. THE PARADIGM SHIFT
• Avoid reinforcing the single pastor concept by avoiding
“pastoral appreciation days”. If there are no
corresponding appreciation days for the rest of the five-
fold ministry, it demeans other ministers and dilutes the
concept of ministerial gifts and servant leadership.
• Beware of the “Peter, Paul, Apollos syndrome (preacher
religion) that developed in the Corinthian church (I Cor.
1:10-13).
• Instead of pastor’s anniversaries, have “church”
anniversaries. The church is not about the pastor – it is
about Jesus Christ.
• Remember the sin of Diotrephes (3 John 1:9)
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24. CREATING
ACCOUNTABILITY
• Formalize ethics procedures for both the leadership and the
congregation
• Develop an ethics oversight committee and train in ethical
issues
• Single pastors who are intent on retaining power should at
least develop accountability relationships with other pastors
who will share in training workshops, ethical discussion,
mentoring, and counseling
• Pastors should consider contracting leadership development
training for themselves and other church leaders
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