HOW CHURCH LEADERS CAN CULTIVATE KINGDOM CULTURE
True and lasting change, in any organization, is never a result of changing external realities such as personnel or programs unless these external changes are a result of careful implemented internal changes. But changing an organizations internal realities such as core values, priorities and practices requires a level of dedication and commitment that many leaders are unable to manifest, primarily because internal change must begin with the primary leader. Cultural transformation is concentric. It begins in the heart the leader, it radiates to the leadership team and ultimately if impacts the wider organization. Change begins with you.
THE PERSONAL TRANSFORMATION PHASE
The first step in Transformation is a careful self-examination of the ten primary dimensions of Kingdom Culture that we have identified. They are:
- Apostolic Ministry: God’s Blueprint for your Church
- Prophetic Ministry: God’s Presence and Power
- Evangelistic Ministry: The Gospel of the Kingdom
- Pastoral Ministry: Loving Community and Kingdom Culture
- Teaching Ministry: Teaching, Training and Transformation
- Administration: Administrative Excellence
- Strategic Planning: Supernatural Strategic Planning
- Servant Ministry: Biblical Servanthood
- Healing Ministry: Healing and Deliverance
- Intergenerational Ministry: Cross-generational Partnership
At Pastor’s Coach, we have created Church Health Assessment that focuses on these ten themes. This assessment enables a leader to get precise feedback from his or her church staff and members for each of these themes, and analyze the results to get an objective view of the health of the church and what the culture is like.
The next step is personal prayer and study on the subject until there is a sense of personal ownership of the topic. Next, we need to change the way we speak about ourselves in relationship with the cultural focus, declaring God’s will in this matter with boldness. Finally, the leader and his/her family must be willing to implement a personal discipline in which the value becomes a priority and then becomes a practice.
Full Transformation begins in the “Root” but ultimately must manifest in the “Fruit” of one’s life. Once the leader has been able to express the value in a tangible lifestyle change, he is ready to impart this value to his team leaders. For example: It would be difficult to implement the value of salvation unless the primary leader was someone who shared his faith with others freely. The change process requires personal evaluation, repentance, prayer, and then a commitment to integrate the practice of evangelism into daily life.
THE LEADERSHIP TEAM TRANSFORMATION PHASE
is similar to the Personal phase in that it must be an inside-out process. The first step is to recognize the need for change. The second is to pray and study the particular aspect of Kingdom Culture to foster a deeper personal value in each of your leaders and your team as a whole. Next we change the way we speak about our church and ourselves in relationship to the topic and begin to boldly confess what the Word says about us in this matter. Our declarations matter to God and to the process of transformation.
Finally, we move from “Root to Fruit” by implementing a group behavioral change that can be supported in the leadership community. For example: to implement a culture of honor, a leadership team must evaluate and expose the fears and pride that lead to control. They must pray for one another in ways that reveal the honor that God has for each individual. We must then begin to speak identity and destiny over one another and celebrate each other’s victories. Finally, we need to create a context in which honor can be fostered on a consistent basis.
CHURCH CULTURE TRANSFORMATION PHASE
Finally, once a value and practice is cultivated into the leadership team it is ready to be presented to the whole congregation. Here is where teaching and testimony about the subject can make a huge difference. Call the congregation to pray and consider the emphasis and help them to evaluate shortcomings on a personal basis. Begin to encourage and enforce a new way of speaking about the subject and institute programming that will reinforce the topic. The leadership needs to publically encourage and celebrate what supports and expresses the best of the desired culture, and privately correct and instruct what is opposed.
For Example: We recently hosted Steve Backlund at our church in San Francisco and he spoke on the subject of Joy and Hope: the Victorious Mindset. The impact was incredible and many repented of “victim thinking” that brought hopelessness and entered into a new paradigm on life. In order to deepen the impact of this weekend, we implemented a 40-day negativity fast or “Positivity Feast” to help everyone think and speak differently.