serving the people of god

Movement Dynamics by Tim Keller

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The Global Cities Initiative Conference took place in New York City on September 9 – 11, 2009. Over 80 cities were represented by ministry leaders and church planters. Tim Keller gave three plenary addresses at GCI. Go here for info – “Gospel Renewal” – “City Focus – “Movements & Ecosystems”

His discussion of movement dynamics, with the following characteristics: [summary by Jay Lorenzen: Campus Crusade for Christ]

  1. Unified vision and beliefs,
  2. Cooperation and catholicity of spirit,
  3. Sacrificial commitment,
  4. Spontaneity and creativity.

Below is a summary of his points as Tim compared a movement with an institution. Let me suggest that you discuss these “dynamics” with your missional teams and help move your ministry to a movement and keep it from becoming an institution.

DYNAMIC 1: UNITY (THE FOCUS)

Oneness from common vision and beliefs: A movement is driven by a clear vision for a particular future reality, based on common beliefs.

Marks of a movement

1. Organized around a common vision for the future.

2. All leaders and key players share same goals.

3. Forward movement through arriving at consensus or near consensus on next stage in reaching the vision.

Marks of an institution

1. Organized around by-laws and ground rules.

2. Each leader/department presses for own differing agenda.

3. Forward movement through negotiated compromises to form agreed upon ‘strategy.’

DYNAMIC 2: CATHOLICITY (THE OPENNESS)

Emphasis on cooperation across lines: A movement is peopled by workers who put the vision ahead of other differences and learn from and work with people of other preferences, temperaments, and secondary beliefs.

Marks of a movement

4. Leaders have high tolerance for ambiguity and organizational “messiness”; what matters is the cause and vision. Result: lots of cooperation with those outside your organization who share the primary beliefs and vision.

5. Responsibilities of leaders overlap; everyone ‘owns’ the overall organization’s health; result is much cooperation within. Emphasis on ‘roles’ – who you are in the movement. Structure looks more ‘flat’ and like a network of teams.

Marks of an institution

4. Leaders have high need for clarity and compliance; what matters is proper procedure. Result: little cooperation with those who don’t share secondary and tertiary beliefs.

5.“Silo”and turf consciousness; the result is contentiousness. Emphasis on ‘tasks’-what you do in the organization. Structure is more ‘top-down’ like a pyramid of individuals

DYNAMIC 3: SACRIFICE (THE COMMITMENT)

Devotion to God’s kingdom over self or tribe: A movement is peopled by workers who put the vision ahead of their own interests and needs.

Marks of a movement

6. Great sacrifice is tolerated: low pay, long hours, poor conditions. Leaders need less approval and encouragement; self-starters.

7. High level of trust. Less need for accreditation and close supervision.

Marks of an institution

6. Individual needs more important than progress of the whole. Workers need rewards, much accountability from top.

7. Little trust. Constant meetings. time-consuming reporting, long approval processes.

DYNAMIC 4: SPONTANEITY (THE ORGANIC NATURE)

Spontaneous growth without top-down command: A movement constantly generates new ideas, new leaders, and new initiatives across itself—not solely from the top or from a command center outside of it.

Marks of a movement

8. Movement spreads through recruitment from relationship networks. Organic growth through friends’ enthusiasm and an appeal to sacrificial commitment.

9. New ideas are solicited and incorporated quickly. Lots of openness to creativity; freedom to try and fail. Leaders give workers more support than control.

10. Relationships strong; much “off-line” thinking occurs through friendships. Leaders naturally attract and ‘train’ new leaders through relationships.

Marks of an institution

8. Organization grows through formal processes of communication and “sales” appealing to individuals’ self-interest.

9. Innovation is seen as threatening if not coming from top. Great fear of any failure. Leaders keep tight control, give little support.

10. Few friendships; little happens outside of meetings. New leaders have to be recruited through formal processes.

Things no one told me

/ 'face2face' - Gareth Duffty / 1 Comment

2012 will be my 28th year of serving the people of God, when I was 28 years old I was asked to consider leaving the building industry, laying brick and mortar down, to give my focus into building a dwelling through people’s lives.   It has been an amazing adventure to date and it is not over yet.  Myself, Sandra and our family have served in so many ways.  I was once told ”try everything” to discover the grace on your life, which we did with eager abandonment.   Serving in different capacities of influence and leadership, being administrators, running children’s ministry to 1000’s, leading outreach teams across the UK from cities and towns, serving in a mission environment, teaching, preaching, imparting,  painting, digging trenches, carrying bags, repairing cars, caring for and loving the ministers of God,  leading congregations, envisioning people, being known as prophets and laying our lives down as apostolic servants of the body.  The list is quite endless when we think of it.

In our journey we have been schooled by some wonderful men and women, been imparted to, impacted by and had understanding laid down in us over the years, some things we learned no one could have taught us or prepared us for.   Here are some of these lessons we hope will empower and advance you in your journey.

People told me about loving God and loving people, but they did not teach me how to love. That came through experience, joys and often challenge.

I had not fully understood how complicated the lives of people were, I learned the need to engage with people in the long journey as well as immediate situations with constant love

I was surprised at how judgmental and cruel Christian people could be.  I was not warned or perhaps I did not listen at the time.

It would have been helpful to have more insight into problem solving, and crisis management.

I thank God for my business training, as not much attention or training was given to financial management.

Although we began more than 20 years ago we heard much about family integrity, we still have many that did not listen as within families of leadership much pain is left to one-side, I recall some saying, “You just go out and serve the church. God will take care of your family.” Many families fractured through it.

There is no way anyone can prepare you for the loneliness of leadership.  The importance of friendship with colleagues should have been reinforced.  We have to help each other, aloneness is a necessary skill to learn and occupy.   To understand aloneness is empowerment but loneliness is a killer.

Another problem that is on ongoing for us all to learn on the hoof was that the church was God’s church … not mine. I was an under-shepherd.   We all subscribe to the notion that the church is His church, but the practicality of that comes into focus when we deal with vision, competitiveness, pressure to conform etc.

I had to learn how to be myself and build on my own strengths.  People, ministry and peer-pressure can make us conform and be as the USA would say “cookie-cutter” copies.

Loving and caring is not for the faint of heart.  Probably, if I had been told everything, I would not have completed the course, perhaps not even begun, but discovering my love for God and for His people enabled me to continue the course. I am so glad no one told me everything, and I am so glad I am pursuing.