Daniel Im

Pastor + Author

leadership development

Leadership Development According to Dietrich Bonhoeffer

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*My post here was originally published on July 12, 2016 in Christianity Today.

Dietrich Bonhoeffer

Does your church have an intentional development plan to disciple and deploy believers to live out the Great Commission? Are you providing strategic pathways and opportunities for your congregation to participate in church planting so that they can be a part of the Kingdom of God invading into every crevice of society both locally and globally? Or, does this happen haphazardly when someone approaches you and they say that they feel called to ministry?

Jesus said to His disciples, “The harvest is abundant, but the workers are few. Therefore, pray to the Lord of the harvest to send out workers into His harvest.” (Matthew 9:37-38 HCSB)

All Are Called

When I look at those verses, I see them as a call to pray for more harvest workers. But as a pastor and as a church leader, I also see them as a call to disciple my congregation into being harvest workers for the harvest that exists around them both locally and globally.

As a result, while a once-a-year sermon that challenges your congregation to consider full-time ministry may be helpful, it can actually create more harm than good. This sort of sermon unintentionally creates a culture that says some are called and others are not. But the reality is that all believers have the same primary calling—to go and make disciples of all nations. What we do to earn money is a secondary issue, not a primary one!

Instead of merely hoping that your preaching will stir some to see their primary vocation and calling as being harvest workers, what if you actually created intentional environments and training opportunities to call people into this reality? What if everyone in your church saw their primary vocation as being a harvest worker, where some would get a paycheck from the church if their role was to be an equipper of others (Ephesians 4:11-13), and others would get their paycheck from an employer, while serving passionately on the worship team, children’s ministry, or leading a small group? Then we would definitely see more churches get planted.

Dietrich Bonhoeffer

In Eric Metaxas’ epic biography of the pastor, martyr, prophet, and spy, Dietrich Bonhoeffer, we read about the ways that Bonhoeffer trained people for the call of ministry. Although, as the first head of the seminary in the Confessing Church, he was focusing on training individuals for full-time pastorates, there is much that we can glean from his methods that relate to our discussion at hand—training all people to embrace their first and foremost vocation as a harvest worker.

Before we get to those points, here’s a bit of background to understand why Bonhoeffer was starting a new seminary. The main reason Bonhoeffer moved back to Berlin to run the Confessing Church seminary was due to the fact that German Church seminaries had gone apostate. The German Church was compromising on theology and allowing itself to be shaped and formed by Hitler’s anti-Semitism. This was also at a time in history when the savage bloodbath known as the Night of the Long Knives had just occurred. As a result, Hitler was quickly gaining power while the divide between the German Christian Church and the Confessing Church continued to rapidly widen.

When it comes to creating intentional environments and training opportunities to encourage people to embrace their first and foremost calling as harvest workers, here are three things that we can learn from the way that Bonhoeffer designed and ran this seminary.

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Developing a System for Leadership Development – MSC Leadership Training

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Is your leadership development haphazard?

Do you have a system for developing leaders or do you just pick the low hanging fruit? Are you being intentional in your church’s leadership development process? In other words, do you have a leadership pipeline to move someone from the pew into a high level leadership position?

When talking about leadership development within the church, we need to have the big vision in mind. We cannot just narrowly focus on developing leaders for our own ministry areas, Our goal and vision needs to be bigger than that – it needs to be about creating kingdom workers for the harvest.

When I developed this Mid-Size Community (MSC) leadership training program (which became a farm system to develop future church planters), I was not going off of nouveau leadership sayings and tacky workshop techniques. Rather, I created this system intentionally around a multi-dimensional adult-education oriented model for leadership development.

As a result, this program takes into account a variety of learning methods, such as, personal growth, conceptual understanding, feedback, and skill building. This program is also focused on developing leadership competencies, in addition to role based skills.

It is important to note that this program is merely the primary/initial training for MSC leaders and leadership team members. Successful ongoing leadership requires secondary/subsequent training, which will be the topic for another post/workbook.

The diagram here outlines how the leadership training is laid out. Each session can be accomplished in a two-hour time frame. Furthermore, the all-day retreat setting gives you the opportunity to observe the personality of these future leaders in a relaxed environment.

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4 Ways to “Flip the Classroom” in your Church

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*You can watch a video of me explaining this concept here

Common leadership dilemmas:

  • When’s the last time 100% of your leaders showed up at a training event?
  • Do you ever find yourself summarizing training for those who missed it?
  • How frequently do you hold orientation training for new leaders?

You wouldn’t have these problems if everyone just cleared their schedule for your training events (like they should!!), but sadly this just isn’t the case. So what’s the solution? Is it to hold additional training events? Or is there a smarter way to train all of your leaders?

The purpose of this post is to introduce the concept of “flipping the classroom,” as well as provide you with ways to use this in your church leadership.

Have you ever heard of “flipping the classroom?”

This is a hot topic in the educational world that is rapidly gaining ground as the new standard amongst educators. Let me explain it for you.

In the traditional classroom…

  • The teacher is the sage on the stage.
  • The classroom time consists of the teacher lecturing, possibly answering questions, and then assigning homework.
  • The teacher needs to standardize the lesson, so she can’t possibly engage both the lowest common denominator, and the overachiever.
  • Homework is completed at home. So, if the student doesn’t understand something, they have to either ask a parent, tutor, friend, or go back to class with their homework incomplete.

In the “flipped classroom”…

  • The teacher is the guide on the side.
  • The student watches the lecture at home via video, and then completes their homework in class. So, if the student doesn’t understand something, they can ask their teacher.
  • Since the classroom time consists of homework, case studies, discussion, projects, and processing, every level of learner can be engaged.
  • The teacher is able to customize learning to every student – spending more time with those who don’t get it, and in turn, catalyzing forward the students who do get it.

——- There’s an infographic at the end of this post for more information ——-

What does “flipping the classroom” have to do with leadership development in my church?

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Book Review: The Missional Leader

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The following is an analytical book review of The Missional Leader.

Roxburgh is one of the foremost leading thinkers in everything missional, yet he is a pastor at heart with over thirty years of experience in church leadership, consulting, and seminary education. He is also leads The Missional Network, which is an organization that is committed to resourcing missional leaders. On the other hand, Romanuk is an experienced psychologist with years of organizational consulting experience. He brings expertise in assessing and developing the potential of people in leadership roles.

The thesis of this book is that every church needs to move from a consumeristic model to a missional model, since the very nature of the church is to be God’s missionary people. Roxburgh and Romanuk explain how leaders need to make this transition first personally before being able to lead his/her church through this transition.

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