March 2006

Without effective, life-changing leadership how can the Uniting Church New South Wales Synod achieve its vision of being a Christian denomination that is “Moving with God, Transforming Communities?”

How might we enhance our leadership styles so that each one of us is transformed into a missionary agent with the heart to help transform others?

I have previously written on church leadership, but here I want to focus on how to align leadership with the visionary challenge of achieving community transformation.

Such transformation is about changing people’s lives in powerful and positive ways through the acceptance of Jesus Christ into their lives.

The Uniting Church can be the denomination leading the way in this — but only if it is willing to focus less on seeking traditional, institutional outcomes and more on seeking life-changing outcomes.

So what are the leadership challenges facing us?

Our leadership roles need focus. We need to have goals if we are to transform communities. Transformation is about life-changing outcomes where people find new focus in life.

We need leadership teams which are small, flexible, gifted and active. Leadership development can be held back by large committees where often only 20 per cent of members do the necessary work.

Our leadership roles will vary because our God-given gifts are so diverse. Have you ever conducted a talent survey of all your congregation members? There is a fair chance that you currently use just 20 per cent of the gifts available in your congregation.

Our leadership must show the marks of God to have any integrity, credibility and transforming impact. Do you show the fruits of the Spirit of love (the greatest fruit), joy, peace, patience, kindness, goodness, faithfulness, gentleness and self-control?

Our leadership must be shared between laity and clergy, male and female, young and old, long-serving and new, and among the differently gifted. Too many congregations are dominated by long-termers who can be “closed gate” keepers seeking to preserve the status quo rather than being mission agents.

Not everyone should lead, as there is a vital role for mentoring in all successful models. Mentors coach new and existing leaders using their experience, wisdom, encouragement and marks of God.

Above all, your leadership should bring people to their “full kingdom potential”. Firstly, this requires life-changing leadership development. Leadership can then empower members to see new possibilities for the church to build relationships — both within its membership and with the wider community. Building such relationships means we can bear witness to the relational Jesus Christ who has changed our lives.

New capacities will be developed, new energy released and new directions become our focus.

I have visited more than 50 congregations and church agencies in my first 12 months in office.

One congregation in a coastal setting takes the prize for change. After much discussion and cooperation the congregation decided to almost completely alter its church council membership. What a challenge!

This impressive congregation of risk takers will not suffer the “death cycle” syndrome. While developing new leaders, the congregation still has vital roles for those outgoing council members within its life.

Deficient leadership can be one of the most serious impediments to being a transforming, relationship-building church of the 21st century.

Will leadership be a barrier or a gateway to your congregation transforming communities?