CHURCH_MANAGEMENT_innerAA_115740.pdf

CHURCHMANAGEMENT
Copyright © 2003
PeterO.Awojobi,PhD.
All RightsReserved
Nopartof thisPublicationmay bereproducedortransmitted in
form or by any means: electronic or mechanical, including
photocopying, recordingorany informationstorage orretrieval
system, withoutthe permissioninwritingfromthe Publisher.
ISBN978-35982-I-X
PublishedinNigeriaby
KingdomPowerCommunications
P. O.Box 6028,Ilorin.
FirstPublishedin2003.
Reprinted in2011
Reprinted in2020
Printed By
ModernImpressions,Ilorin,08035959070
All correspondenceto:
Revd.&Mrs. P. O.Awojobi
UMCA Theological College, P. O.Box 171, Ilorin,
KwaraState, Nigeria.
08033798379
Email-paaawojobi@yahoo.comorpeterawojobi@gmail.com
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iii
his book is dedicated to my parents, Late Elder
and Mrs. S. O. Awojobi for bringing me up in the
Tway of the LORD.
It is also dedicated to the loving memory of Pastor Mrs.
Janet Oluremi Adeosun for her selfless and dedicated
service toCHRIST andhumanity.
Dedication
CHURCH MANAGEMENT

iv
would like to appreciate different people that have contributed
tothe writingof thisbook.
II am indeed grateful to all members of UMCATC Chapel,
Ilorin and the Pastoral Team for their support for the church and
my family.
I want to appreciate the efforts of Pastor Prof. E.E. Adegbija,
Miss Lois Fuller, Mrs. Joyce Ayinmodu, Dr. J.A. Ajala, Mrs.G.O.
Adeoti, and Mr. S.O. Mobolaji for reading the manuscripts and for
theirusefulsuggestions.
I sincerely thank the Provost, Staff and Students of UMCA
Theological College, Ilorin and ECWA Theological College, Igbaja
for their encouragement. I am indebted to Revd. J.A. Areo, Pastor
S.O. Oyetayo, Revd. G.O. Oyekan, Dr Olusola Ajolore, Revd. Dr.
P.A Isola, Revd. Dr. J.T. Harman, Revd. Dr. M.F. Akangbe, Revd &
Pastor Mrs. E.O. Adeosun, Dr. J. K. Agbede, Revd J.O. Kolawole,
Revd. M. R. Popoola, Revd. Dr. Akinyemi, Bishop J.O. Ade-Gold
andPastorE.S. Awojobifortheirfatherly counsel.
I also thank Revd. E.O. Kayode and Deacon Israel Kuranga for
supervising the printing of the book, Mrs C.M. Fagbenja and Revd.
Paul Oyeleye for typing the manuscripts. I am indebted to Dr. Mrs.
S.I. Olaniyi, Bishop I.O. Lawal, Revd. D.K. Aremu and Pastor
Godwin Akintola. Finally, I would like to thank my dear wife and
partnerinthe ministry, Mrs. SarahAwojobiforhersupport.
Acknowledgements
CHURCH MANAGEMENT

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CHURCH MANAGEMENT
Dedication .......... .......... .......... .......... .......... .......... iii
Acknowledgements .......... .......... .......... .......... .......... iv
Tableof Contents .......... .......... .......... .......... .......... v
Preface.......... .......... .......... .......... .......... .......... .......... vii
CHAPTER ONE
ChurchManagementExamined .......... .......... .......... 1
WhatisChurch?..... .......... .......... .......... .......... .......... 1
WhatisManagement?....... .......... .......... .......... .......... 2
WhatisChurchManagement?.... .......... .......... .......... 4
StudyQuestions.... .......... .......... .......... .......... .......... 6
CHAPTER TWO
Managementof HumanResources........ .......... .......... 7
WhatisPersonnel Management? ........ .......... .......... 7
The Pastorasthe ChurchManager........ .......... .......... 8
WorkingwithPeople.......... .......... .......... .......... .......... 10
ChurchCommittees.......... .......... .......... .......... .......... 11
Elders andDeacons.......... .......... .......... .......... ......... 13
Assimilatingnew members .......... .......... .......... ......... 18
Difficult People inthe Church.... .......... .......... .......... 23
Table of Contents

vi
The ChurchOffice
ChurchStaff andWelfare. .......... .......... .......... .......... 27
Conflict Managementinthe Church....... .......... .......... 30
StudyQuestions.... .......... .......... .......... .......... .......... 34
CHAPTER THREE
Leadership andPower....... .......... .......... .......... .......... 36
Leadership Functions....... .......... .......... .......... .......... 37
Visionary Leadership....... .......... .......... .......... .......... 39
TransformationalChristianLeaders....... .......... .......... 44
Power andInfluence`.......... .......... .......... .......... .......... 48
Abuseof Power....... .......... .......... .......... .......... .......... 54
StudyQuestions.... .......... .......... .......... .......... .......... 61
CHAPTER FOUR
ChurchProjectsandPlanning..... .......... .......... .......... 62
ChurchProjects..... .......... .......... .......... .......... .......... 62
Planning..... .......... .......... .......... .......... .......... .......... 64
CHAPTER FIVE
ChurchFinances.... .......... .......... .......... .......... .......... 73
Giving..... .......... .......... .......... .......... .......... .......... 74
RaisingChurchFinances .......... .......... .......... .......... 76
ChurchBudget...... .......... .......... .......... .......... .......... 82
ManagingChurchFunds .......... .......... .......... .......... 88
FinancialIndiscipline....... .......... .......... .......... .......... 90
ChurchFinancialRecord .......... .......... .......... .......... 91
ReportingChurchFinances......... .......... .......... .......... 94
StudyQuestions.... .......... .......... .......... .......... .......... 97
Bibliography.......... .......... .......... .......... .......... .......... 99
.......... .......... .......... .......... .......... 25
CHURCH MANAGEMENT

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CHURCH MANAGEMENT
efore his ascension, Jesus gave the Church a Job to
do. It is the work of winning people to His Kingdom
(Matt. 28:18-20). The Apostles, who were the
B
recipients of this assignment, did their best. From their
time, Christians in all generations have been very serious
withthe GreatCommission.
One of the Challenges facing the Church is the issue of
Management. Sometimes it is discovered that the Church,
into which the souls will come, is not properly organized.
Eventhe earlyChurchhadthisproblem(see Acts6).
A Church that is not properly organized cannot fulfill
her ministry. The laity and the clergy in such a Church will
experience irregular growth. Their attention will be given
toshadow insteadof substance.
Most of the Problems in both local churches and
denominations today have to do with leadership or
Preface

viii
CHURCH MANAGEMENT
management. The administrative Structure of some
denominations is the reason for the conflict between the
laityandthe clergy.
As an ordained minister, I have been watching the
happenings in my denomination and in the body of Christ
with keen interest. After pastoring and teaching in the
seminary for more than two decades, I have been able to
come out with this book on Church Management. I believe
itwill beablessingtothe bodyof Christ.
Revd.Peter AwojobiPhD.
January, 2020.

What is Church?
he Greek word ekklesia, is literally the “called out”
ones, and is the New Testament word translated as
T“church.” The church is the people that have been
called out. It is the body of Christ. The people are called out
of darknessandwashedinthe bloodof Jesus.
The New Testament refers to these people as the
church universal. It is a spiritual organisation and one
belongs to it by being born again. Christ is the head of the
Church (Man. 16:18, Eph.1:22-23; 3:10-21; 5:23-32; Col. 1:18;
Heb. 12:23).
A local church is an assembly of believers in Jesus, who
have been washed, baptized and who are organised to do
1
Chapter One
Church Management
Examined
CHURCH MANAGEMENT EXAMINED
1

God's will. They meet regularly for worship or fellowship.
The local church is an organization as well as an organism
in as much as it continues to grow and meet the purpose
forwhichitwasestablished.
The primary purpose of the Church is to evangelise
the world and thereby produce mature, stable and
holy Christians (John 13-16; Lk. 10:1-20; Acts 1:1-8). The
mission of the Great Commission to which the Church is
committed is to preach the total gospel of Christ and the
unparalleled love of God.
The task of the Church requires a standard and unique
ecclesiastical organisational structure. The Church is
expected tocarry outitsministry asanorganisation.
The Bible is full of examples of good management.
Jethro might have been the first management consultant in
history (Ex. 18). His counsel to Moses helped his ministry.
Other examples in the Bible include the apostolic
organisational structure (Acts 6) and Paul's method of
establishingchurchesinthe Actsof the Apostles
For details of this subject read my book titled: The
Churchand herMinisters.
What is Management?
Some people see management as an academic
discipline. It is a team or a group of people working
together in an organisation. It is the process of performing
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CHURCH MANAGEMENT

specific functions (Jos.3:14-l7). It is used to designate either
a group of functions or the personnel who carry them out;
to describe either an organization's official hierarchy or the
activities of men who compose it. Management is
rendering a service, C.C.Nwachukwu defines management
as, “the coordination of all the resources of an
organisation through the process of planning,
organising, directing and controlling in order to attain
organisational objectives”. He sees the achievement of
the organisational objectives or goals as the main thing in
management. The leadership is to mobilise the followers to
work tirelessly in order to achieve the organisational goal.
Thus management is getting things done through orders
(asinActs6).
Management is seen as an art when one thinks creative
ability and special aptitude or technical skill to design or
effect a desired result. It is the use of the underlying
knowledge and application of management principles to
realities in a situation. Usually this could be with a blend or
compromisetoobtainpracticalresult.
Therefore it is artful governance of the resources of an
organisation in order to accomplish the goals and the
objectives of organisation.
In a Church, management is the coordination of all
resources of the Church to achieve the Great Commission.
The Church is in existence today primarily to bring all men
tothe savingknowledge of JesusChrist.
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The resources at her disposal therefore are to be used
earnestly to achieve this objective. For instance, Jesus
made use of every opportunity and resource to preach the
gospel (John9:1-4).
Church leaders are to put the resources together to
realise this noble goal. Let us borrow a leaf from the
Apostles of old. The Bible declares: There were no needy
persons among them. For from time to time those who owned
lands or houses sold them, brought the money from the sales and
put it at the Apostles' feet, and it was distributed to anyone as he
had need(Acts4:34-35)
The Apostles knew the goal of the Church and
therefore did all they could to achieve it. A church leader
who is ignorant of the Church's goal cannot achieve any
meaningfulsuccess.
On the other hand, the word “administration” is also
used for management. It may be defined as the
organisation and direction of persons and resources to
achieve a goal. There is a clear purpose to pursue. The
administrator is to motivate people to the point of
achievingthe Church'sgoal.
What is Church Management?
Church management and administration are
synonymous and thus are to be used interchangeably.
Church management must be understood as a science, an
art and a gift. As a science, it involves producers and
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CHURCH MANAGEMENT

techniques that can be learnt by steady practice. As an art,
it calls for relational sensitivity, intuition, systematic study
and application of findings to the day- to-day' running of
the Church. According to Paul the Apostle, administration
is a spiritual gift. (I Cor. 12:28). It is not every Christian that
hasthe gift.
A. J. Lindgren and Norman Shawchuck in book titled
Management for Your Church, define Church management
as:
The work of the Clergy and Lay officials,
including all functions of enabling the Church
to establish it mission and facilitate movement
toward it. It involves the function of providing
spiritual and organisational leadership to a
Church system or sub-system for which the
person isresponsible.
This definition then suggests that Church
Management is the work of every member of the
congregation. The Pastor is to take the lead. He guides his
mission. Church management, therefore, is the process of
guiding all the members of the Church to fulfill their
ministries inthe bodyof Christ(ICor. 12:7-31).
The definition of church management and church
administration given here are both comprehensive with
each viewing the administrative or managerial task as
concernedwithevery aspectof churchlife.
Church management is expected to differ in practice
5

from management of a secular organisation but its
functions are the same. Church administration or
management is a ministry, not a method. It is unfortunate
that people often fail to recognize that someone who
is very skilful at doing one thing may not be very
skilful in something else. The skills necessary for
being a successful administrator are totally different
from those needed to be a successful lecturer or
writer. Church management is a calling, (divine
appointment). It is a responsibility committed to the hands
of some serious-minded Christians. Church management
is not what anybody can just dabble into. A church leader
should not depend on what he/she has learnt in the four
walls of a classroom. He/she should depend solely on the
Holy Spirit. This is because the Church belongs to Him
(John 14:15-31). He should be consulted for correct
management. Church management therefore is the
process of helping the saints to grow and mature until they
becomelike Jesus
Study Questions
1. Discussthe meaningof the Church.
2. Examinethe conceptof churchmanagement.
3. What is the role of the Holy Spirit in church
management?
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CHURCH MANAGEMENT

MANAGEMENT OF HUMAN RESOURCES
What is Personnel Management?
he word “personnel” is from the word person. A
person is a human being; personnel management
Ttherefore, is the process of managing human beings
or resources to achieve a goal. To the Church, personnel
management is the process of guiding the clergy and the
lay members of the churchtofulfill theirministries.
Human resources play a vital role in the church. All
other resources of the church depend on human resources.
It is the church members that God has made the
custodians of His silver and gold. Many denominations
are suffering today because of poor management of these
resources. Many churches or denominations have
7
Chapter Two
Management of
Human Resources
2

experienced exodus of members; of both clergy and lay
members. The church that is able to manage its human
resources will grow and expand. For a church to last and
achieve the Great Commission, personal management
must not be taken with levity. The church's personnel must
bewell developed.
Personnel management is that aspect of management
that concerns the governance of human resources of the
administration of human affairs. Human resources are
very crucial to the Church. This is the reason why
leadership and money are considered as the two limited or
scarce resources of the Church. Simply put, church
personnel include the church workers, either on the
payroll or unpaid ones like heads of subordinate ministries
and departmental staff (elders, Sunday School
Committee/Boardmembers etc.).
In the church setting, human resources include every
member of the congregation-' the laity, clergy as well as the
church office staff and other paid workers. Therefore,
personnel management in the church involves the
methods, techniques of selection or appointment,
placement or posting, welfare, motivation, discipline and
retirement of church staff. It also includes pastoral calling
andcounseling.
The Pastor as the Church Manager
The pastor in charge of local church is the head of the
congregation. He/she is the Church personnel manager.
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CHURCH MANAGEMENT

The pastor oversees the church, no matter what his title is.
The pastor is the office charged with the duty of seeing that
things to be done by others are done rightly. The pastor is
charged with the direction of both the spiritual and the
physical life of the church.
The word “shepherd,” as applied to a pastor, is simply a
figure of speech used to set forth a relationship between
the minister and the church. The minister is not only a
provider of the Word and a restorer to the sheep but also a
watchmanandaleader offeringdirectiontothe flock.
The Pastor takes charge of the church personnel,
finances and other resources but also delegates some
responsibilities to other people. The Board of Elders,
committees and other officers of the church are to advise
the minister. God has placed the pastors in charge of His
resources and expects them to do their best (Lk. 19:11-28;
Rom.12:11;Acts20:28).
In the context of the New Testament, the pastor's
primary responsibilitiescouldbeitemised asfollows:
* TeachingandPreaching—ITim. 3:2;5:7.
* Shepherdingthe flockof God— Acts20:28.
* Directingthe affairs of the church— 1Tim. 3:5;5:17.
* Guardingthe churchfromerrorActs20:2).
The pastor as manager of the church must be
accountable. Accountability is one's willingness to explain
and take responsibility for one's activities with an open
9

ratherthanaself-defensive spirit(2Cor. 5:10).
The pastor is to strive to present every member of the
congregation perfect before the Lord. The pastor puts in
place programmes that will develop the congregation
spiritually. The minister provides good pasture for the
sheep.
Working with People
A church or fellowshipis made up of all kinds of people.
Ti is like the ark of Noah that had all kinds of creatures.
Since the human beings that make up the church are not
perfect, youcannothave aperfectchurchonearth.
There are no two human beings that are exactly the
same. Everyone is unique. If you have 500 people in your
church, you have 500 characters. It is the responsibility of
the shepherd to carry all these people along. Interpersonal
relationships provide the bridge over which the ministry
moves. In the church the shepherd is the manager who is
expected to expand their skills relating to work, groups,
committees, and programmes of the church by functioning
well. You are to be as wise as a serpent and as innocent as a
dove.
We must see our congregations as service
organisations. The church is a non-profit organisation.
Non-profit organisations are far more challenging to
administer. It is very difficult to manage the church since it
consists of spiritual people in the context of a human
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CHURCH MANAGEMENT

organisation.The factors responsibleare:
* Itistorenderaservice andnottoshow aprofit.
* Itservesthe ultimate goalof itsmembers.
* Itiswithinahighlevel of competition.
* Generally, churchworkers are poorlypaid.
Church Committees
A church committee consists of a group of members
elected/selected by the congregation to do a specific work
in the church. It is always for a period of time. A committee
may bedissolved whenithascompleted itsassignment.
A church committee is expected to be made up of men
and women of integrity, people who are morally upright,
spiritually and physically mature and emotionally
balanced.They are tobepeople filled withthe HolySpirit.
It is sad to note that some of the people elected by the
church to serve in church committees have no evidence of
being born again. This is one of the reasons for carnality
being demonstrated by committee members in meetings
today. Wherever this happens, the flesh will take charge of
the meeting. Decisions will be taken in the flesh. There may
beanarchy inthe church.
Hear these cynical definitions: “A committee is a group
of the unfit trying to lead the unwilling to do the
unnecessary”. “The ideal committee consists of four
people who do not care and a chairman who wanted to
have his own way anyway.”“Committees are groups which
11

meet to decide that nothing can be done”. “A camel is a
horse put together by a committee.”“Committees kill the
church.”
The above are people's comments about committees.
But church committees are biblical (Acts 15:1-40).
Churches that take the principle of the priesthood of all
believers seriously will take committees seriously. Behind
the success of many churches today lies the effort of good
committees. The work of the ministry is made easy and
enjoyable for the priest or pastor when the right people are
inthe churchcommittee orvice-versa.
Meditateonthese asyouwork withyour committee
a) A committee exists for the church and not the
churchforthe committee.
b) The congregation determines the life span of any
committee.
c) Spiritualteamworkisneeded.
d) The work of the ministry is not for one man. It is for
the whole church.
If every member of Christ's body plays his or her part,
the result will be great. Jesus' commission to the Church is
to go and preach the gospel (Matt. 28:18-20). We are to
harvest the souls of men. For the work to be properly done
there mustbecooperationamongthe harvesters.
The key to effective teamwork is making the ministry's
goals the focus of the team. The goals must be clearly
defined. Let people feel free to express their opinions. Let
members cooperate rather than compete. They must be
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CHURCH MANAGEMENT

committed tothe congregation'sgoals.
Elders and Deacons
Whoare Elders?
Reading from the epistles one discovers that elders are
very important people in the New Testament Church. John
refers to himself as an elder (2 John 1:1; 3 John 1:1). In the
book of Revelation chapter 4, verse 4, we are told that 24
elders are ministers inheaven.
It was the common practice with the apostle Paul to
appoint elders to run the affairs of a new church in the early
days of the Church (Acts 14:23; Tit. 1:5). In fact the first
century apostles placed elders as leaders at the churches.
Their roles were similar to those of a pastor. It is a pity today
that the office of the elder has been politicized in some
churches. It has degenerated to an honorary title or a
position one attains by virtue of seniority. This is a
departure fromthe biblicalpattern.
Elders are to assist the pastors in their spiritual
assignment. They are people in the church who grow to
maturity, who have deep Bible knowledge and are Christ-
centred in their walk with Him. It is God who ordains
elders; what the church does is only consecration. It must
be understood that one does not become a true elder by
human appointment or election. It is unfortunate to note
that some elders in the church today are man's choice not
God's. Such people have constituted themselves into a
serious problem for the church and the pastor. They see
themselves asthe pastor'sbosses.
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QualificationsofanElder
1. Mustberegenerated.
The one to be selected elder must be born again. It will
be difficult for someone who does not know God to be a
trueelder inthe Churchof Christ.
2. Mustbecalled by God.
There is the need for an elder to be appointed by God.
Elders must have first and foremost been called of God
before man. The problem we have today is that some of our
elders were onlyappointed by men.
3. Amanof integrity
One of the greatest qualifications of an elder is the view
of people about him. He must have good report from these
withinandwithout
4. Mustbeamature Christian.
5. Amanof onewife.
NB. For details on the qualifications of an elder read 1
Timothy 3:1-16..
HisResponsibilities
1. ChurchGovernment
Elders are to assist the pastor in the running of the
church. Some churches have a council or board of elders
composed of the pastor and spirit-filled elders. These
people are saddled with the responsibility of taking care of
the flock of Christ. They meet regularly to discuss issues
affecting the church. They formulate and implement
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CHURCH MANAGEMENT

policies forthe church(1Tim. 5:17).
2. Prayer forthe sick.
An elder is expected to have a lifestyle of prayer. The
elder must be sensitive to the Holy Spirit. The person
should be able to spend time in prayer for the sick and for
any other member of the church that needs prayer (James 5
13-15).
3. Discernment.
The gift of discernment is very vital for an Elders.
Elders should be aware of any unhealthy activity involving
the churchsuchassin,demonicattacks.etc:
4. JudgingProphecy.
In the Bible three sources of prophecy are identified.
They are: the human spirit, the Holy Spirit and evil spirits.
The elder, by the leading of the Spirit of the Lord, should be
able to know from which quarter a prophecy is coming.
(Heb. 5:12-14).
5. Disciplineof members.
The reason for discipline in the church is to preserve
the spiritual health of the church. The erring members are
tobechecked by the elders.
6. Counseltothe Pastor.
The pastor is the head of the congregation. He/she
represents Christ in the church. The elders are to
communicate with the pastor what they are hearing, the
HolySpiritsaying. Their role here isonlyadvisory.
15

Whoare Deacons?
The Greek word for Deacon is (diakonos) meaning the
person who renders. a service or ministers to another. The
seven men appointed in Acts 6 were not called deacons.
They were mature Christians commissioned by the.
Jerusalem Church to handle a specific task. This provides
the first evidence of the apostles sharing their work with
other people in the Church. However, it is generally
assumed that these men were the prototype of today's
deacons.
The deacon is not the pastor. He/she has been brought
in to assist the pastor. He/she is to receive instructions
fromthe pastor. Nodeaconisabove the pastor.
The qualifications of deacons and their responsibilities
are similartothoseof the elders above.
Guidelinesfor Effective ChoiceofDeacons
Each church or denomination should formulate
guidelines for selecting deacons/deaconesses. This is
necessary to maintain a high standard and for fairness to
prospective deacons.Below isasample.
1. MaintainBiblicalQualifications
Churches should follow the biblical qualifications for
deacons. Each church may decide what she wants the
deacons to be. It should not be an 'honorary appointment.
The person to be appointed should already have attained
the required spiritual qualificationsprior to election (I Tim.
3:10; Eph. 4:12-1, 3). It is only individuals that are
committed to the ministry of Jesus Christ that are to be
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CHURCH MANAGEMENT

considered forelection.
2. Choosepeople whocanserve well.
As persons are being considered as possible deacon
candidates, the area of their service should be kept in
focus. This is because deaconship is not for fun. It is to
render quality service to the body of Christ. Deacons are to
be chosen in such a way that the needs of the church will be
met. Choose Christians who can develop skills in
witnessing, counseling, visiting, ministering, and in
following up of converts. The needs of the congregation
shouldbethe primary reasonforchoosingdeacons.
3. Choosemen/womenwhocanworkwithothers.
One of the things that a deacon should be able to do is
to work with others. A deacon needs a sensitive spirit if he
is to fulfill his ministry. He/she is not the type who will
always want to have his way. When the church makes a final
decision contrary to his view on an issue, he is ready to
acceptit.
4. Choosemen/womenwhowill trainforservice.
Never choose individuals who feel that they have all the
knowledge and as such have no need for further training.
Before a person is elected a deacon, the church should
consider whether he/she is willing to engage in special
training opportunities for deacons. Church works require
training from time to time. The training may be weekly or
monthly. A deacon should be humble enough to go
throughallthe trainingsarranged by the church.
17

Assimilating New Members
It has been discovered that every long-established
congregation is organised around one or more principles
which weld a loose collection of individuals into a cohesive
group. Once a congregation has an average mark in
worship attendance, the agent of cohesion in the
congregation becomes an important factor in
understanding its distinctive characteristics. Whenever
one of the factors that glues members together disappears
or replaced, the congregation begins to diminish in vitality
enthusiasm, size and outreach. It is important for the
leadership to sit down and consider the factors responsible
forthe decline inoutreachandsize.
In addition, it is important to consider the members'
understanding of what it means to be a Christian.. Is their
commitment to Jesus Christ as Lord and savior or to a
particular congregation or Pastor? As a congregation grows
-there is the need to reinforce the basis of its unity or the
factors that bind, the members together. This is because
large congregationsare very complex tomanage.
Beside, in some congregations the ratio of participation
begins to decline as the membership figure increases. The
larger the membership the lower the active participation in
church services. Some will come in quietly and go, out
quietly after services. They may not be committed in
anyway. The leadership should be concerned about the
lack of participation or involvement of the members and
address the factors responsible for it immediately. Steps
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must be taken by the leadership from time to time to carry
every memberalong.
On the other hand some organising principles that
bind or glue some members together may keep potential
members away from joining your church. There are some
Church traditions that can keep some new members away
from some congregations. The church is dynamic. Things
are changing from time to time. The Church should review
her activities when necessary in order to make the gospel
relevant to all generations, but this must be in consonance
withthe Bible.
Whenever there is decline in a congregation, the Pastor
orleadership may need toaskthese questions:
What are the organising principles that glued the
congregation together? What has happened to them? If
they have disappeared, how canthey bereplaced?
Below are someof the factors thatmay beresponsible
1. The Personality of the Minister.
In many congregations the organising factor is the
personality of the Pastor. Many people are attending
churches because they Like the Pastor. They are being
attracted to the church by the Pastor's sermon, dressing, or
conduct. The problem is, what happens when the Pastor
dies, retires or is transferred to another place. The usual
result is either (a) a sharp decline in the congregation or (b)
a replacement with another magnetic personality in order
toavoidNo1a.
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2. UnifyingTask
The cord that binds members of a congregation
together may be a project. For instance, building, vehicle,
Evangelism etc. In this case, that specific goal has become
asignificantcohesive force.
3. The EthnicorFamilyTies
In some congregations some members are related to
one another through blood or marriage, others are from
the same ethnic background. Whenever two or three
families or an ethnic group dominate a congregation and
there is a problem among them, it will affect the
congregation adversely. Also, those who see the church as
belonging to one ethnic group or family may find, it
difficult tojoinit.
4. SocialClass
Some congregations bear distinctive community image
as “the status church”, or “the elite church” where you will
find lawyers, judges; doctors, engineers and
administrators, communityleaders etc
5. Crisis
A congregation that has undergoing crisis, destruction
of church building, persecutions and still remains as one
may have beenglued togetherby theirexpanse.
6. Communitybuilding
Occasionally a congregation undertakes a task in
which the immediate goals are to build or reinforce the
sense of Community among the participants while the task
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CHURCH MANAGEMENT

itself is of secondary, long-term significant. Examples are
the buildingof acamp, ahail,aschool,ahospitaletc.
7. DoctrineorTheological Stance
The theological position of a congregation is a strong
organising factor. Many people would like to be members
of a congregation that believes and teaches sound biblical
doctrines.
8. ProgramandMinistry
The impact a congregation is making on the lives of its
members and community could be a chord that binds the
members together. The congregation may have the best
music program, the best school, the best hospital, best in
missionsemphasis,inprayer, Biblestudyetc.
9. Placeandbuilding
For many long-established congregations, the
members' attachment to the place of worship is often an
important part of the glue that binds the people together.
The members are so used to the place of worship that they
will not like to part ways with it. It may be because the place
is conducive for worship or may be the architectural work
of the buildingissuperbandattractive.
10. Heritage andnostalgia
The denominational and congregational heritages
combined with a nostalgic longing for the good old days
often help strengthen the sense of congregational
cohesioninmany livingestablishedchurches.
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11. Growing oldtogether
In view of the generation gap between the youth and
the adult. Congregations where old people may find it
difficult to assimilate potential who are youths. Today the
strongest single cohesive factor in many churches is that
many of the members have been together at one time or the
other.
WaysofKeepingPeopleinachurch
The Church is a voluntary organisation. It must be
understood that a church is a voluntary organisation.
Humanbeingscanbelongtoany churchof theirchoice.
It is therefore important for the leadership of the
church to make the church atmosphere conducive for
worship.
Below is a list of things that may keep people together
inyourchurch.
1. Invite people tochurch
Whenever there is programme invite person outside
your church to attend. Some people believe that until they
are invited to a place they are not welcome there.
Occasionally some may come in for worship without an
invitation, they may not come back unless they have been
made to feel welcome, and they are unlikely to indicate any
interest in joining the congregation until after an invitation
has been extended by a member. Church leaders who are
interested in church growth and assimilation of new
members are totake thismatterseriously.
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CHURCH MANAGEMENT

2. LongPastorate
Some Church changes their Pastors after a few years of
pastoring. To keep people from joining the Church is to
change ministers every one or two years. This is one of the
most effective means of preventing church growth. My
research has shown that Pastoral leadership is a crucial
factor in church growth. Growing Churches are
characterized by long and stronger pastoral leadership.
Some believe that the most productive years of a Pastorate
begin before the fourth or fifth year of a minister's tenure in
that congregation. Short pastorate kills the church. It is like
a new born baby having new parents at the end of every
onetotwoyears. The baby may die.
3. Person toperson evangelism
Many people used to think that having gigantic church
building may attract worshippers. It should be noted that
mere physical structure is secondary in matters of church
growth. Evangelism is the primary business. Evangelism is
oneof the ways of keeping yourchurchgrowing.
Difficult People in the Church
Difficult people are rationally out of touch with the
main stream of the church. The pastor does not understand
them. Sometimes, the pastor sees them as the enemies of
the ministry. They try to control the church. They have
domineering characters. They are autocratic in their
approachtoissues.
They fallintotwocategories:
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1. Aggressive controllers- they are hostile, formcliques
and are non-communicating. They like to dominate the
congregation.
2. Passive controllers- they are apathetic persons, lonely
andtraditional
Their problems
1) They wanttocontrolforgoodorevil.
2) They wanttoprotectaninterest.
3) They may wanttorevenge
4) They confusematters
5) They may belonely.
6) They finditdifficult tobreakaway fromthe past.
The difficult people are also your members. Sometimes
they serve as checks and. balances for the church. They are
as old as the world. They have been from the beginning and
shall continue to be. Christ died for them and they
therefore have the right to 'be saved. Sometimes, they are
good resource persons. Know that we can never behave the
same way. As a Shepherd, you are to love and pray for them.
I have' heard pastors curse difficult people. It is not correct.
You are to bless and not to curse. Your real enemy is the
devil.
Sometimes, the difficult person in' the church may be
the minister himself. The' minister may be too difficult for
members torelate with.
HowtocopewithdifficultPeople
1) Have alarge heart.
2) Identify the issue that is creating tension in the
24
CHURCH MANAGEMENT

congregation.
3) Evaluate or assess the relationship between the
“controllers” andthe workers of the congregation.
4) Count the cost of negative behaviour in the
congregation;canthey becontrolled orignored?
5) Searchforasolution
6) Pray forthem.
7) Visitandspeakwiththem
8) Accept them as persons worthy of attention without
approvingtheirattemptstocontrol.
9) Build and open an up-to-date relationship with
them.
10) Spare the congregation of unnecessary strife by
workingbehindthe sceneswithdifficult people.
11) Love them.
The Church Office
The church office is as important as the church
building. Whenever church buildings are being put in
place, consideration must be given to a church office. It is
where the affairs of the church take place. It is where
members andpastors interactfreely
The purpose of the church office is to provide all
support and services needed for the church to fulfill her
ministry. The church is able to function 'efficiently and
effectively where there is .administrative office. It is in the
church office that day-today administration is carried out.
It serves as a major contact point for church members on
weekdays.
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The church office must be accessible to the members. It
must be well equipped. The office and its premises must be
tidy. It should have a reception area with a secretary or
typist to attend to the people. Seats are to be provided for
the people thatare waiting.
The pastor is to operate office hours. He is to announce
to people when they can see him. He is to keep all records
pertaining to the church in his office. The pastor is to meet
withthe churchstaff forprayers atleastonceaweek.
The church office should be well situated and well
equipped. There should be a secretary or a receptionist to
usher in visitors. Chairs, tables, stationery, a typewriter,
computer, and other materials are to be provided. The
secretary is to receive all calls but pass the important ones
to the pastor. Visitors are not to proceed to the pastor's
office without clearance from the secretary. Whenever
there is a visitor with the pastor others should wait until he
orsheisoutbefore goingin.
Record keeping is very important. All records of church
activities must be kept in the church office. They may be
kept in a file cabinet. Every staff member must have a. file
where his records are kept Church records should include
the following.
a) AttendanceRegister.
b) Minutes of churchbusinessmeetings.
c) Budget.
d) Audited financialreports(income &expenditure).
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CHURCH MANAGEMENT

e) Generalcorrespondence
f) Births
g) Marriages
h) Deaths
I) Staff files
j) MissionsOutreachReports
k) Information on equipment such as the Public
Address System, Typewriters, Computer,
Duplicatingmachineetc.
l) Membership Register
m) Generalwelfare : hospitalization etc.
n) Individualmember'scontributions
o) Legalmatters
p) FinancialReports
q) BankLodgmentbooks
Church Staff and Welfare
All the church staff members are supposed to have had
a personal encounter with Jesus. This is because the
church is God's house and it will be difficult for someone
whomGoddoesnotknow toworkinit.
The church in her annual budget is to vote a reasonable
amount of money for this aspect of the church so as to
settle salaries, wages, bonuses,etc.whendue.
A committee may be set up to study the staff needs,
develop a personnel policy and implement the policies on
behalf of the church. This committee may be called the
establishment committee as it is called in some
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denominations. The pastor is to be a member of this
committee.
It is this committee that will interview and recommend
qualified persons for all paid staff positions in the church
except that of the pastor. The members should be
spiritually mature and be sensitive to the Holy Spirit and to
the congregation. Every church, regardless of size, should
have a personnel policy. This is sometimes called the
conditionsof service insomeOrganisations
Whenever a new staff member is appointed, he/she
should be made to know everything about his/her job in
writing. Information about leave, holiday, promotion and
retirement is also vital. He/she is also expected to write a
letterof acceptance.
Staff development must be encouraged. The church is
to put in place a staff development scheme that will enable
the staff to develop themselves professionally and
academically and for pastors to go on for further studies.
We must understand that the Church is dynamic. It
continues to change. The minister is to up-date his
knowledge foreffective service.
The pastor and other staff of the church are to be well
takencare of. They are alsohumanbeings.
Generally speaking, Nigerian churches are not very
much concerned about the welfare of their staff. This is
evident from the type of pay they give them and the type of
28
CHURCH MANAGEMENT

housethey provide forthem.
It is only a few denominations that pay their staff well.
The Bible says, “A labourer deserves his wage”. (1 Tim.
5:18). The salary of the church staff must be commensurate
to the economic reality of the country in which they serve.
There is the belief in some quarters that ministers who
complain about poor remuneration are not called. This is
not so. It should be remembered that the pastor has no
separate market from that of other people. He is married
and his children will go to school. The pastor also has
financial commitments like the church members. It is true
that God will take care of His ministers but we should not
forgetthatitisthe churchthatGodwill usetodothat.
It is very common nowadays to see churches
celebrating millions of naira in their bank account and yet
their workers are suffering. Staff welfare should be first on
the agenda of the Church. The pastor that is not well taken
care of may be tempted to steal church money when in
financial difficulties. One of the reasons why some
ministers of God are engaged in shady deals today is
because of poor remuneration. Many ministers are not on
full-time service today because they are afraid they will not
get what they will eat. I have met ministers who said that the
church salary is meager and that they would not be able to
cope with it. That is the reason why they are still doing the
ministry on a part- time basis. It has been discovered that
most of the ministers who are full-time civil servants and
part-time pastors find it difficult to give their best to the
church. Some close late in the day. It is from work that they
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go to church for service. These are people who are already
tired before beginningthe churchactivities.
It is also the responsibility of the church to provide
suitable accommodation for her staff or give some amount
of money in lieu of this. Whenever the pastor is transferred
from one station to another, the church should take
responsibility forhis/hermovement.
Conflict Management
What is Conflict?
It means disagreement Two things or person are said to
be in conflict when they are at variance. That is to say that
they donotagree. They differ.
Human beings by nature do not all see issues from the
same perspective. Any time conflict is mentioned it has a
negative connotation. However, it is not all conflicts that
are negative. Sometimes God uses conflict to spread His
work.
All things work together for good for them that love
God and those that are called according to His
purpose(Rom.8:28).
CausesofConflict
1. HumanNature:
When God created man in the beginning, he was perfect
and good. In fact, he was created in the likeness of God. .
When he sinned, his nature changed from perfection to
imperfection (Rom. 3:17). That is why churches or
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CHURCH MANAGEMENT

congregations today are made up of people that are not
perfect. This nature is very attractive to sin (Rom. 7); it is
selfish and sometimes callous. It may also be oppressive
and domineering. It wants to have its way always. As a
resultconflict isboundtohappen.
2. Tusslesforpower
This is one of the major factors responsible for conflict
in the church. We are living in a time when everybody
wants to lead. Nobody wants to be a servant. Every believer
is struggling to be on the top. Some people run down a
leaderbecausethey wanttobeappointed inhis/herplace.
3. Organisationalstructure
The organisational structure of a denomination can
make or mar it. Some denominations do not have job
descriptions for their officers. Every officer must know his
or her boundaries; the role of the individual leader must be
well defined. Handing over and taking over must be done
neatly. The church is to put in place a workable succession
programme.
4. Doctrinalmatters
The Church of Christ is one. However, it is divided into
camps or denominations today because of doctrinal
differences. Believers from one denomination may find it
difficult to interact with those of others because of
doctrines. Some have left a group to start another for this
reason. It is very common nowadays to see brethren from
one group condemning those of the other. This is one of
the reasons why Christians cannot speak with one voice on
31

issues. The devil has always used denominationalism to
divide the Churchof Christ.
5. Leadership
The ideal leader for the church is a servant leader: the
one that is ready to serve and not be to served. The
leadership is not to turn deaf ears to the complaint of the
people under them. It should be noted that no complaint is
toosmall(Acts6:1-3).
6. Sinof the LeaderorPeople
Sometimes when the leader or the people sin against
God there may be great trouble. It was the apostasy and
worldliness of the Early Church that brought about the
protestant reformation. Some leaders even refuse
correction when they have done things wrong. This may
leadtoamassexodusof worshippers fromthe church.
Effects ofConflict
1. Dissension or Division- one of the result of conflict
is factions in the church. The believers will be
divided into groups as was the case in the church at
Corinth(1Cor. 1:1.0-17).
2. Suspicion- People becomes suspicious of each
other. They will nolongertrustoneanother.
3. Spiritual death- Where there is conflict between one
member and another, the people involved may die
spiritually. The church will even lose its spiritual
power:
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CHURCH MANAGEMENT

4. Lack of focus- the church's attention or focus will
change where there is conflict. Instead of preaching
the gospel the attention of the church will now be on
how to manage conflict. This will affect every aspect
of the life and ministry of the church. The effects of
conflict between brethren are so serious that the
church should endeavor to prevent it. It is often said
that prevention is better than cure .The pastoral and
the lay leadership of the church are to take this as a
seriousbusiness.
HowtoHandleConflict
It is true that we do not pray for conflicts but when they
come whatdowe do? Whatare the ways outof conflict?
1. Appreciation – The church should appreciate her past
and present leaders. We should learn to appreciate one
another'sgifts.
2. Reconcile warring parties – Whenever there is conflict
among people efforts should be made on time to reconcile
them. The amount of time spent in reconciliatory meetings
is not wasted. The church should not be seen favouring one
group.The churchistoactasthe mediator(James 5:19-20).
3. Forgive and forget – As long as the warring parties
refuse to forgive each other the conflict will continue.
(Matt.6:14-15,Lk. 6:37, Matt.18:21-22)
4. Fervent prayer – The parties concerned and people
around them are to pray for genuine reconciliation to take
place. Prayer changes things(Lk. 18:1).
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5. Dialogue- Before you pray have time to discuss the
issue extensively with the people concerned. Let people
know what has happened. When people are well informed
their prayers will be effective. Discuss the matter openly,
frankly and extensively without putting each other down
(Jn. 8:32).
6. Apologize to one another - It is important that people
apologize to one another after the matter has been
thoroughly dealt with. Whenever people apologize for the
wrong done, there is always genuine forgiveness (James
5:16).
7. Compromise – As long as people are holding tight to
their views or positions in the time of conflict, there can be
no meaningful reconciliation. They must be willing to give
up their positions on the altar of peace. It must be noted
thatcompromise doesnotmake youacowardorinferior.
8. Have a right attitude to conflict – Know that it is not all
conflicts that can be resolved (Acts 15:36 cf, 2 Tim. 4:11).
Disputes within the church should not always be seen as
signs of spiritual decadence, (N.B. for more information on
the above subject, read my book titled (The Church and
HerMinisters).
Study Questions
1. “All other resources of the church depend on
humanresources”.Discuss.
2. Critically examine the pastor as the church
manager.
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CHURCH MANAGEMENT

3. What is the church committee? How should it be
constituted andwhatare itsfunctions?
4. Who are the difficult people in the church? Discuss
how tohandlethem.
5. “Any church that fails to plan is planning to fail.”
How wouldyoujustify thisassertion?
6. Enumerate the principles for effective planning.
Whatisconflict?
7. How wouldyouresolve aconflict inyourchurch?
8. Write shortnotesonthe following:
a) Churchoffice
b) Churchstaff
9. “A labourer deserves his wage...” (I Tim. 5:18).
Discussthisinrelationtothe pastor'swelfare.
10. Examine the factors that can lead to a decline, in
churchmembership.
11. Discuss what a congregation should do to
assimilate new members.
35

eadership is a process of guiding, directing and
guarding others to achieve a desired goal. From this
Ldefinition, therefore, a leader is the one who guides,
directs and commands others to achieve a desired goal or
objective. He is the one who knows the way. He shows the
way to others and goes the way. He practices what he says.
There are, broadly speaking, two types of leaders – good
andbad.Below isalistof qualitiesof agoodleader:
(a) Energetic–willing towork(IPet5:2).
(b) Visionary –amanof vision.
(c) Competent–he possessabilitytomanage things.
(d) Skilled – able to work with and communicate with
others.
(e) Judgment – ability to quickly assess the views and
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Chapter Three
Leadership
and Power
CHURCH MANAGEMENT
3

situationof otherpeople before concluding.
(f) Character–exemplary inconduct.
(g) Sensitivity–concernedaboutothers.
(h) Constant–noteasilymoved.
(i) Reliable –dependable.
(j) Integrity –honours commitmentsandpromises.
(k) Mature balanced between courage and
consideration.
Please note that the qualities of a bad leader are the
opposite of the onesabove.
It is the will of God for every child of His in leadership
to be a good leader. A leader is someone who is in a place of
authority. A servant of God is a leader. No one is born a
leader. However, this is not to say that one cannot have
someof the leadership qualitiesfrombirth.
The Primary responsibility of church leaders is to care
for and nurture the believers. Leaders are to use their
wisdom and maturity to guide the congregation and
individual members into growing ways of life so that when
Jesusspeaks,Hisbodywill behealthy andresponsive.
Leadership Functions
The Christians leader must meet the following
expectationsof the followers
1. Communication
Everyone wants clear instructions about what they
37
LEADERSHIP AND POWER

need to do. 'Good communication is the key to sound
organisational practice and successful group
relationships. Unfortunately, many Christian leaders do
not give accurate and clear information to their followers.
The leadership is to provide clear, accurate facts and
figures so that their followers can effectively complete their
spiritualtasksorministries.
2. ResultOrientation
A good leader must be interested in results. He or she is
hungry for results. The leader works to ensure that his/her
flock sticks closely to performance expectations, not only
to get better results but, also to maintain higher levels of
moraleandproduction(ICor. 12:18).
3. Innovation
The Christian leader is faced with many challenges.
He/she explores all possibilities and search for the best
answers or ways to respond to these challenges. The
innovative leader is concerned about how to make impact
in the lives of the people. When searching for new
information, he/she is an explorer. When turning
resources in to new ideas, he/she is an artist. When
evaluating the merits of an idea, -he/she is judge When
carryinganidea intoaction,he/sheisawarrior.
4. Prioritysetting
Some leaders are unable to establish priorities. They
only manage crisis. The leader must have a focus. The
transformational leaders decide what is to be done and in
what sequence. They prioritize what is to be done and
38
CHURCH MANAGEMENT

everyone knows what needs to be done and when. They
give more attention to things that will make the Church to
grow.
5. AnEmpatheticAttitude
Empathy is placing oneself in someone else's position.
Christian leaders must project themselves into their
members' personalities. They must be approachable,
interested inothers andunderstanding.
An empathetic leader may not always agree with all the
people he is leading but he/she remains accessible to all
members while holdingontohis/herownposition.
6. Supportive attitude
Church members want their leaders to focus on
personal relationships. They want to work with leaders
whobuildasupportive andhelpful environment.
Visionary Leadership
Vision is an expression of faith and hope (Heb. 11:1).
Faith is risk taking. Those who accomplish great things
have a great aim. They fix their eye on high goals that seem
impossible. They are willing to risk their lives to accomplish
theirdreams(Heb. 11:26-27).
A visionary leader is seeing the future or the tomorrow
of an organisation today. Success is the distance between
one'soriginandfinalachievement.
The church leaders' vision must be focused on the
39

membership and dedicated to the church's mission. It must
capture the imagination and the spirit of a congregation.
Vision motivates people to act. Vision describes the
present and determines the future. To the Christian, vision
isaresponsetoGod'sguidinghand.
One way to plan a vision is to set goals. Goals are
organised according to specificity, measurability,
attainability, realismandtangibleness.
Transformational leaders have faith in their dream,
their ability and God's power to bring their dream into
reality: They are called of God. They can think and plan
well. They put words to their visions and share them with
others for either the day to day accomplishment of good
works or the achievement of greatness. Whenever a vision
isputintowordsithasthe following effects.
a) Itimplies all-doubtshave beenremoved.
b) It exposes the future that you desire and opens you
uptopotentialconflict withthe visionsof others.
c) It forces you to hold yourself accountable for acting
inaway congruentwithyourvision.
Transformational leaders create a vision, and
communicate that vision to others. You are to create
visions and build support for achieving the vision (see Lk.
18:31-33;1Cor. 16:1-4;Prov. 29:18).
Communicatingthe Vision
A transformational church leader must be able to
communicate his/her vision to the members. The essence
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CHURCH MANAGEMENT

of vision achievement is communication. Vision does not
eliminate the need for careful planning, rather it provides a
frame work for planning that enables a Church to direct her
plans more effectively. The leader is expected to
consistently talk about the vision so as to make it a
recognizable, discernible, driving force in congregational
activity. Effective communication of a vision depends on
these points:
a) A clear presentation that captures the attention of
the audience. This takes careful planning and the
dedicationof the leader whochampionsthe vision.
b) Multiple and periodic communication of the vision.
This improves the chances of the vision being
understood.
c) Evaluation of the communication effort results.
This provides a basis for improving and reinforcing
the vision.
d) Leaders' support of the vision in word and deed.
This means that all procedures and structures
withinthe Congregationsupportthe vision.
Apart from the above points there are three major ways
to talk about a vision that help command attention, interest
andunderstanding.They are:
Optimism
Transformational Christian leader should be able to
communicate faith, hope and optimism. Their statements
from time to time show commitment to the vision. Their
verbal behaviour matches their nonverbal behaviour. It
41

shouldbe noted thatthe more leaders talk aboutthe vision,
the more they believe it and the more committed they
become to it. In the same vein, the more followers hear
leaders talk about vision, the more they come to believe in
thatvisionandcommitthemselves tothatvision.
Emotion
Leaders are fond of using emotionally charged words to
get their followers excited about a vision. We have
discovered that emotionally charged words give substance
tovisions.
Metaphors
Leaders captivate others with their vision by using
metaphors, parables, and pictures. Images can include/
the human body, a tree, a sports team, machinery etc. For
instanceJesususedwordslike salt,leavenandlight.
HowtoBuildSupportfor aVision
1. Call a meeting of 5-7 people from the congregation
andbrief them aboutthe vision.Beopen.
2. Listentowhatthey have tosay. Take notes.
3. Dismiss formal meeting, then begin to meet one to
one basis with other members of the congregation
todiscussthe idea.
4. Synthesisandinterpretthe informationreceived.
5. Call a second meeting of the original group;
summarize what has been learned, and make
suggestionsrelated tothe vision.
6. Let the group read the proposal and listen to ways to
refine it.
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CHURCH MANAGEMENT

7. Develop a set of priorities. This may involve
strengthening certain areas, closing any gaps or
managingministries differently.
8. Select two to three individuals most likely to
succeedinbringingthe visionintoreality.
9. Talk to these people privatelyaboutwhat it means to
take responsibility, and the importance of
teamwork.
10. Reach a consensus on the new vision. Agree on how
it should be carried out. It should be noted that a
vision involve ateam.
It may originate from the leader but others' input is very
important. The leader is to build immediate support by
involving others from the beginning. Soon the whole
congregationispursuing the vision.
HowtoMaintainthe Vision
There is the need for the vision that has been embraced
by the leader and the followers to be nurtured to maturity.
Transformational leaders take four steps to maintain a
vision.
1. Define the vision specifically — the vision must be
well defined inwriting.
2. Express the vision so clearly that others understand
it — A written statement of purpose or vision
statementmustbestraightforwardandtothe point.
3. Get both organisational and personal acceptance of
the vision - This must go beyond majority support to
personal involvement. The followers must commit
themselvespersonallytothe vision.
43

4. Repeat the purpose over and over - The leader must
repeat the essence of the vision, again and again to
the followers. Constant repetition will keep the
members away from straying. Once the church and
her leaders have a clear vision, once they view
everything in that light, they will view every activity
in light of the vision. Decision will be made to
allocate resourcestothe vision.
Spiritualinsight
Vision is always a fundamental shift away from the
norm. The leader is dealing with an idea that is not yet
realized.
The transformational leader takes a new vision for the
church and systematically develops a blue print that will
marshal and motivate the people who will make the dream
come true. Sometimes people may have to leave and
establish a new, dynamic congregation. This type of
change requires hope, courage, wisdom, insight, foresight,
optimism, and spiritual vision. Transformational leaders
dreamthe impossibledreams.
Transformational Christian Leaders
The Christian leaders should be all out to transform
themselves, others and the Church. This is a call from the
Lord of the harvest. His call is for a total revitalization and
transformation of thinking and acting, for men and women
tobeleaders of change inHisKingdom.
We must understand that we are living in a changing
world. The challenges faced by Christian leaders yesterday,
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are different from the one we are facing today. A leader
must be a man of vision who has been equipped and
inspired to lead. He/she must be willing to be transformed
by God to transform others and the Church. Eric Holfer
said, “The only way to predict the future is to have the
powertoshapeit”.
Changes come to every life and all organizations
including the Church. There are global changes that may
forever alter the ministry of the church. Christian leaders
must address many questions to meet the challenges of a
changingworld. Here are someof them:
a) Whatresponsesdothe changesdemand?
b) How can problems be identified and transformed
forthe goodof allpeople?
c) How will people adapt?
The list of questions seems endless. But the answers lie
in one's openness to being transformed by God and His
word, and a willingness to respond to the needs of this
world.
Below are some of the features of transformational
leaders.
1) Transformational leaders build on the strengths of
others, strengthsthatmay have laindormant.
2) Transformational leaders enable people to
transcend their own self-interest for the sake of
others.
3) Transformational leaders change reality by building
on human need for meaning. They focus on values,
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morals and ethics. Their goal is to transform people
andorganisations.
4) Transformational leaders motivate people to do
more than they envision by raising awareness of
different values and transcending self-interests.
According to Philip V. Lewis, transformational
leaders' behaviour is characterized by the following
principles.
a) Persuasion — making s strong case for perusal desire
while maintaining genuine respect for followers'
ideasorviews(see ICor. 2:1-5)
b) Patience — maintaining' a long term perspective and
staying committed to goals in the face of short-term
obstaclesandresistance(see Col. 1:10-12).
c) Gentleness — dealing with vulnerabilities
disclosures, and feelings followers might express
without harshness, hardness, or forcefulness (see I
Pet.3:15-16).
d) Teachableness — operating with the assumption
that one does not have all the answers, all the
insight; valuing the different viewpoints, judgments
and experience followers may have (see I Cor. 12:28-
30).
e) Acceptance — withholding judgment; giving the
benefit of doubt; requiring no evidence or specific
performance as a condition for sustaining others'
highself-worth(see Acts10:34-35).
f) Kindness — remembering the little things in
relationship, being sensitive, caring, and thoughtful.
(See ICor. 13:4)
g) Openness — assimilating accurate informational
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and perspectives about followers potential while
affirming who they are now, regardless of what they
own, control, or do; giving full consideration to their
intentions, desires, values and goals rather than
focusing exclusively on their behaviour (see Mt.
18:15-20).
h) Compassionate confrontation – acknowledge
errors, mistakes and the need for followers to make
“course corrections” in a context of genuine care,
concern and warmth; making it safe for followers to
visit.(see IPet.3:8).
i) . Consistency – Congruity among successive acts,
ideas or events so that one's leadership style
becomes a set of values, a personal code, a
manifestation of one's character, a reflection of who
oneisandwhooneisbecoming.(see Eph.5:8-10).
j) Integrity – matching words and feelings honestly
with thoughts and actions, with tie desire other than
for the good of others and without malice or desire
to deceive, take advantages, manipulate, or control,
constantly reviewing the intent as one strives for
consequence.
The above characteristic attributes should be common
to all Christian leaders that want to succeed. Apart from
these, transformational leaders must know that to change
lives, they must first be transformed. Plato said that the
unexamined life is not worth living. Until the leader is
willing to examine himself and see if personal
transformation is needed, the church cannot and will not
change.
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William James said, “The greatest discovery of my
generation is that men can change their circumstance by
changing their attitude of mind.” A Christian leader must
be dedicated to the point that the Holy Spirit would have
brought a total transformation in him which will enable
him/hertotransformothers.
Christian leaders must examine themselves in these
areas:
1) Can, they identify, organize, plan, and allocate the
resources of time, money, materials, facilities and
humanresources?
2) How are their interpersonal skills, especially
regarding team members' participation, teaching
and coaching, servant leadership and ethnic
diversity?
3) What is their ability to acquire, evaluate, organize,
maintain,interpretandcommunicate information?
4) Can they understand and design complex
interrelationships(ororganisationalsystems)?
Simply put, can the church leaders transform
themselves, others and their churches to meet the
challenges of the new millennium?
It should be noted that followers depend on leaders for
self-transformation. They are empowered when they view
the leader asanideal model.
Power and Influence
Power is central to the study of leadership. If a group or
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organisation exists, there is a power structure. High-status
people inagroupinfluence behaviour.
Nietzche observed, “Wherever I found the living, there
I found the will of power”. But power is usually thought of
as one of the less attractive human characteristics. It
connotes self-serving, manipulative behaviour. “Power
corrupts and absolute power corrupts absolutely”. “He
who has the gold makes the rules”. These are what people
oftensay whentalkingaboutpower.
Power can be defined as the capacity to influence
others to do something they would not have done without
having been influenced. It is intangible, multifaceted,
elusive and invisible. Yet, it can be felt in a person, a -group,
an organisation or a country. Influence is the ability to
change another man's behaviour through words or actions;
power is the ability to extend that influence, which in turn
enhances one's status. Status is the ability to exercise
power toinfluence decisionandoutcomes.
Some people know how to acquire power. They know
where power exists, use their abilities to obtain it, and
avoid actions that will decrease it. How-they use power
depends on their status, influence, situation or need to
exercise that power. Transformational leaders use their
power to empower church members. They give members
knowledge, skills, information, resources and support to
accomplish goals. They appreciate the contribution of
members tothe development of the church.
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Power is inherent in all organisations. It can be
exercised vertically, horizontally, or circularly. Vertical
power is represented by hierarchy — up and down the
organisation. That is from top to the bottom. A good
example isthe RomanCatholicChurch.
Horizontal power has to do with relationships across
the organisation: Vice President to Vice- President,
manager to manager, in the church setting Pastor to Pastor,
elder to elder and deacon to deacon. The work is -done
jointly. Decisions are made jointly Church leaders
sometimes de-emphasize horizontal power because they
feel itweakenstheirauthority.
Circular power revolves around the leader as resource
person or an enabler, of a team. The leader does not
operate on top of others. The leader is not expected to be
the sole originator of the organisational vision: He/she
listens to others. Success in this system is communal, and
failure is viewed as an opportunity for learning. Circular
organisation focuses on people, purpose, renewal and
growth. This leadership style relies on partnership and
collaboration. It depends on a trusting relationship
between leaders andfollowers.
It should be noted that without power, the Christian
leader would find it difficult to influence people. There is
always temptationtoabuseit.
True leadership is not in the power he or she wields but
the power released in others. There is always growth in
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churches where Christian leaders empower their followers
rather than subjugate them. Power is a two-edged sword.
When used correctly, it motivates and if used wrongly, it
creates problems.
Sources ofPower
1. Information
The person who possesses information also possesses
power. Individuals and groups who control information
abouta matter, an event and plans have enormous power to
influence others. The leader who has information that may
be useful to his or her followers and withhold that
informationexertsacontrollingpowerover the followers
2. Knowledge
Information is power, knowledge is equally power. We
are living in a time when everyone is craving for knowledge.
Christian leaders today have received more pressures from
their followers than their counterpart 50 years ago. This is
due to the fact that knowledge has continued to increase.
Knowledge is important but wisdom is crucial (Jan. 1:5). It
is not all the people that are knowledgeable that can speak
with wisdom. God has granted some the ability to speak
with wisdom (1 Cor. 12:8). All Christians should seek
wisdomthroughpower.
According to Herodotus it is bitter and painful to have
much knowledge but no power. To have knowledge without
wisdom is equally bitter indeed. A leader's power is the
product of legitimate power multiplied by his or her ability
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to use knowledge competently. It is the competent use of
knowledge thatiscalled wisdom.
3. Resources
Resources affect power in an organization. The
importance of resources depends on the leader, the
followers and the situation on ground. The most respected
leaders are those who command more of the
organizational resources, who bring something valuable
from outside into the group and who have access to
information affecting the group. The Church needs
information, money, facilities and resource persons in
order to fulfill her ministry. (Eph. 3:14-19). Real power
existsinspirit-filled people.
4. DecisionMaking
This has to do with choosing between alternatives. A
decision can either make or mar an organization.
Individuals or groups acquire power to the extent they can
affect some part of the decision process. There are people
that have been empowered to enforce some laws that have
beenunanimously takenonpeople.
TypesofPower
1. ReferentPower
Referent Power is that granted to a leader because the
group accepts that person's influence. The followers
identify with and admire the leader. They respond
voluntarily to his or her request. They place power in this
person to make the right decisions about behaviour
standards, attitudes, or values. Transformational leaders
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CHURCH MANAGEMENT

increase their referent power by being fair to all, cultivating
winning personalities, developing credibility with the
group,andcommunicatingtheirliking forthe members.
2. Legitimate Power
Legitimate Power is granted to leaders who have the
right to make certain decisions because of their position.
These leaders are authorized to make judgments by law, a
higher status level or the group. (i.e. delegated authority).
Recipients of their influence view such sanctions as right.
However, their formal or official power may be broadened
considerablyif they earn refrain and expert power from the
people they are leading. Pastors who have received
seminary training and passed through formal ordination
ceremonies have more legitimate power than lay ministers.
Legitimate power is increased through a climate of trust,
respect and honour. A transformational leader will
strengthen his or her legitimate power through acceptance
of others, compassionate confrontations, consistency,
gentleness, integrity, kindness, openness, patience,
persuasion andwillingnesstolearn.
3. ExpertPower
As the work growssomeone may become competent on
a given area. He or she possesses special knowledge to
solve a problem, perform a task or decide on a further
course of action. The leader emerges because others see
him or her as someone with superior ability. Others look to
this person as an expert because of specialized knowledge,
informationorskills.
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4. RewardPower
Someone who has the ability to obtain responses by
offering pay offices is said to have reward power. It may be
formal e.g. pay rise, promotions, special recognition etc.
Rewards may also be informal e.g. a pat at the back, the
grantingof favourordinnerforajobwell done.
5. Coercive Power
This results from the belief that failure to follow
directions will result in punishment For instance while
some employees increase productivity to gain a higher pay,
some may also increase productivity to escape being fired.
Coercive power produces fear and often provides no way to
escapewhatthe leader desires(Ps.37:35).
A leader's coercive power is determined on the
follower's perceptions, of how probable it is that the leader
will exert punishment for noncompliance, and the degree
of negative consequences such punishment will entail,
minus the probability of punishment from other sources if
one does not comply. We should note that coercive power
will gain compliance, but it will not create motivation.
Christian leaders who insist on enforcing their authority
and neglecting things like a congregational mission, goal
achievement, empowerment and open communication
can expect to see their members leave for other; more
friendlychurches.
Abuse of Power
To abuse is to put into wrong use. An abuse of power is
therefore a wrong use of power. A bad leader makes a bad
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or wrong use of the authority or confidence placed in him
(see Rom.13:1-5).
We are living in a time when people abuse divine power
or the authority vested in them. Many servants of God have
messed up the ministry as a result of this. Most churches or
denominations have leadership problems. Unresolved
leadership problems have led to the split of many
denominations all through the history of the Church.
Some of the young ministers who start their own ministries
today do so because of frustrations received from their
leaders. God hates oppression and rebellion. God will
always punishboth.
Causes ofAbuseofPower
1. Love ofPower
It is generally said that power corrupts and absolute
power corrupts absolutely. Love of power is one of the
temptations of a leader. In the case of dictatorial
leadership, this temptation is common. The leader sees
himself as the sole authority. He runs the ministry as a
private or one-man business. He seldom takes input from
other members. Leaders in this group will always claim that
their actions are motivated by the Holy Spirit, but this may
not always be so. The leader who loves power will do all that
is within his reach to protect his office. Whenever he makes
mistakes orcommitssins,he covers them.
2. Selfishness
This word is from self. Selfishness therefore means to
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be controlled by self or flesh. Our flesh is the prinipa1
enemy of our soul (Rom. 8:5-8). A leader that is ruled by the
flesh is carnal and cannot please God. Everyone who
aspires to the position of a leader must first secure
deliverance from the flesh. King Ahab was one of the
leaders in the Bible that was controlled by the flesh
throughouthislife (see IKings21:11-29).
3. Pride
From the beginning of time, God has been resisting the
proud. Pride goes before a fall, says the Scripture. God is
fighting the proud in heart. A leader may become proud
when his achievements in the ministry get to his head.
Maybe God has endowed you with some gifts. Do not allow
the gifts to control you. People boast of the number of cars
they have, the number of people that come to their church,
the offeringsthey collectevery service etc.(Lk. 18:10-14).
Pride is not of God. No matter the level a man has
reached in spiritual things, the day he starts to brag about it
is the beginning of his backsliding. The wrath of God
awaits the proud (see I Sam. 17:1-58; Dan. 4:28-29; I Kings
12:1).Godcannotshare Hisglory withidols.
4. Covetousness
A leader that is covetous will never be satisfied with
whatever he has. Covetousness will make a pastor
embezzle church money. A covetous leader will continue
to gather and gather to himself. In fact, his goal in the
ministry isearthlygain(e.g Achan,inJoshua7:1-26).
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5. Ambition
There are leaders that are too ambitious. They want to
be like some people. Most of the time, this ambition is at
variance with the Scriptures. Any ambition that is not
supported by the wordof Godmustbethrownout.
Every leadership position is a place to serve. It is a
privilege that God has given to man. Everyone in
leadership will give account of his or her stewardship to
God.
ExamplesofLeaders whoAbusedtheir Power
1. KingDavid
He was anointed king in place of Saul. He was humble
and obedient to God's instruction at the beginning of his
reign. He was a man after God's own heart. He started to
misbehave after God had helped him to subdue all his
enemies. This is an indication that it is sometimes hard for
leaders to manage success. David committed adultery with
Bathsheba, Uriah's wife. In an attempt to cover up the act,
he killed Uriah(2Sam.12:7-17).
God exposed David through Nathan the prophet.
When he committed this sin, he was expected to be at the
battle front. There is danger in not doing the right thing at
the right time. As the king of Israel, he thought he could do
anything and go scot-free. There are leaders who use their
office to commit atrocities and cover them up. Let me say
that they can only be hidden for some time. They will later
be made manifest (Lk. 12:1-3). 'The evil that men do lives
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after them'. It was after David thought that everything was
covered that God brought it out. This is an indication that
God knows the secret or private life of a leader or the
people. What you cover while in office will come to the lime
light before orafteryouleave.
Recently, the story of a General Overseer of a church
who slept with a female member of his church was told. He
aborted the pregnancy but later God exposed him. This
wasadisastertohisservice.
2. Ahab
He was a king in the Northern Kingdom. During his
reign, there was religious syncretism. Baal worship had
become popular. His wife, Jezebel, was one of the key
worshippers of Baal. The worship of Yahweh was becoming
unpopular. Ahab used his position to do many wrong
things. One of such was the taking over of Naboth's
vineyard. Ahab killed Naboth to take over his property (see
I Kings 21:1-29). Naboth died because of his refusal to
release his vineyard to the king. Leaders who love power
are callous. They kill in order to achieve their selfish ends.
In the church of Christ today, I have heard of leaders who
used charm to control their subordinates because they saw
them asobstaclesontheirpath.
3. Herod
He was the king in Jerusalem when Jesus was
ministering. John the Baptist told Herod that it was not
lawful forhimtotake hisbrother'swife.
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Herod arrested John and put him in prison. During his
birthday party, he made a promise on oath to give
Herodias's daughter whatever she would ask as she
entertained the guests in a dance. In consultation with her
mother, she asked for the head of John the Baptist and it
was given to her (Mt. 14:1-12). A leader is to protect the lives
and the property of his subjects and not to destroy them in
an attempt to sustain himself in the office. A leader that
loves power will have no respect for the lives of his subjects.
He can make unreasonable promises. Know that every
leader will account for the lives of people under him on the
judgementday.
Effects ofAbuseofPower
Whenever church leaders are found wanting in their
roles italways hasadverse effectsonthe church.
Some of the effectsare asfollows:
1. Schismsor Divisions
There will be factions in the church, which may
eventually lead to physical breakaway. Some breakaways
today are not as a result of doctrinal differences or
problems between church members. They are often due to
quarrels between the membership andthe leadership.
2. Rebellion
Sometimes the membership may defy the church law or
directives because they feel they have not been fairly
treated. This may lead to a mass exodus of members from
one church to another. It is true that God hates rebellion,
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hut the leadership must also be careful not to encourage it.
We should remember that the Church is a voluntary
organisation.
3. RetardedProgress or Growth
Whenever the members have ill feelings against the
leadership it always has serious implications for the
church. One of these is that there may be apathy. Things
may not move any more. It will affect every aspect of the
church life such as attendance at programmes, collection
of offerings, physical developments etc. The will to do the
workof Godmay belost: Members becomepassive.
4. VoteofNoConfidence
The members may have no confidence in their leader.
Whatever he says or does may no longer be acceptable to
them. The leader loses respect. Even his sermons or
ministrations may have no spiritual positive effects in the
livesof the congregation.
5. The HolySpiritisGrieved
The Spirit of the Lord will find it difficult to operate in a
place where there is division. What will happen is that He
will eventually take His leave. This may lead to the death of
the church.
6. Oppression
Whenever there is confusion in the Church the devil
always makes use of this opportunity to carry out his work.
He may starttooppresschurchmembers withdiverse evils.
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7. Prayers notAnswered
In congregational prayer meetings, unity is very vital.
Prayers are not answered whenever the church is not
united.
Study Questions
1. Discussthe qualitiesof agoodleader.
2. Whatare the causesof abuseof power?
3. Discuss the effect of the abuse of power on a
church.
4. Examine two kings in the Bible who abused their
power.
5. Discuss the importance of involving others in
creating a vision. Does your Church have a “dream
Committee”?
6. Explain why communicating the vision to the entire
Congregation is important. Describe your
experience when the vision of the leaders was not
shared with the church. What happened and what
were the, results?
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Church Projects
efore embarking on any project at all, make sure that
it is approved of God. Pray and obtain divine
approval before you announce it to the church. God
B
will only speak to people to support the project He has
approved (Ps. 127:1). He knows the people whom He has
appointed trustees of His silver and gold. All that He will
do is to ask them to release it for the project. A man of God
once said: “God's work done in God's way will never lack
God'ssupply.”
I have seen ministers borrowing money to run church
programmes like revivals, crusades, church building etc. It
is wrong. Our God is not poor. If He has not provided
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Chapter Four
Church Projects
and Planning
4

money for a thing, it means He has not approved it. Stop
goingaroundborrowing money toorganizeprogrammes.
Many pastors have become beggars today on the altar
because they are looking for money to run a project. Some
go to the extent of borrowing money from unbelievers for
church projects. Others solicit for financial assistance from
people outside the Christian faith. This is uncalled for;
know that the ministry is not yours. If God wants it done,
He will provide the funds.
Any time you are about to embark on a programme or
projectaskyourself these questions:
– Whatisthe purpose of thisproject?
– IsitfromGodorman?
– How will itbefinanced?
Besides, proper planning is very crucial to any spiritual
project. Planning helps you to get the desired results. For
any project not to fail, the minister must plan well. Take
note of the following when planning for a special
programmeinthe church:
– Person incharge/Guestminister
– Prayerstrategy
– Seatsinthe hailof meeting
– Equipmentitemsneeded
– Preparationsandcleanupof facilities
– Schedule andparticipants
The leadership must ensure that all members of the
congregationare activelyinvolved inallthe church
programmes.
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Let me, share this testimony with you. When we were
sure that God wanted us to build a multi-purpose hall for
him in the church I pastor, we started to believe God for
funds. Considering our population, many thought that it
was not possible but it became a reality. We started with
nothing but God started touching people in the
congregation and even outside. What some members gave
was beyond what one could imagine. It was that year that
we did the DPC, block work and even the roofing. Today,
the building is near completion. This is an indication that
God will never withhold funds from divinely approved
projects. There can be no harvest without sowing. There is
time for everything. Giving time is the sowing time (Lk.
6:38). If you give, it shall be given back to you (Gal. 6:7).
When precious seeds are sown into divinely ordained
projects, the result is surprising. Whatever a man sows is
credited to his heavenly account. He will reap not only in
heaven but also on earth. It does not matter where you sow
If you have sown in Nigeria you may reap in the US. Just
make sure yousow ongoodsoil.
Planning
The word planning is from the word plan, which means,
intention or purpose. The plan of God for the Church is for
it to stand. Jesus said: “and I also say to you that you are Peter,
and on this rock I will build my Church, and the gates of Hades
shall not prevail againstit”(Matt.16:18).
The Church is the invention of Christ. All believers have
beencalled toworkinit.
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It has been discovered that nothing good can happen
outside good planning. For instance, before Jesus came,
God the Father had put in place what would enable His
mission to be accomplished. He came at the time the world
needed a Messiah. Hear what the Bible says, “But when the
fullness of the time had come, God sent forth His son, born of a
woman,bornunderthelaw”(Gal. 4:4).
Planning is supposed to help the Church enhance her
missionaboutwhatshewantstodounderGod.
WhatisPlanning?
Planning is the process of forming or creating the
future of your ministry before it actually happens. In other
words, in planning, the history of a ministry is written in
advance. Planning is an attempt to tell or see tomorrow
today.
It takes faith to plan. Many people fail to plan because
of lack of faith. The Bible says, “Now faith is the substance of
things'hopedfor, theevidenceofthingsnot seen”(Heb 111)
Hope provides a theological foundation for planning.
We must understand that the future, belongs to God. That
is why planning is an act of faith. By planning as Christians;
we are strivingtobewhatGodhasdestinedustobe.
Planning is not the work of the pastors or ministers
alone. Every member of the church must be involved,
especially the church committee. People will only support
what they plan. Try and involve everyone who is expected
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to carry out the plan in it planning stage. There are two
types of planningthatthe Churchpracticestoday, they are:
1) Operational planning: it is annual and shorter-range
operationof yourdreams.
2) Directionalplanning–long-range (e g 3-5years).
It should be noted that planning begins with the dream
or purpose or needs of the congregation and develops into
goals. Any church that fails to plan is planning to fail.
Financial planning in the church is the process whereby a
church ensures that funds are generated internally and
externally to meet the needs of the church's programmes
and goals. The members of a congregation put in place a
realisticway of sourcingfundsforthe church'suse.
Principlesfor Effective Planning
1. Keep tothe BiblicalMeaningofChurch
The Church is a communion of saints called out of the
world to serve Jesus. She is called the bride of Christ: (Eph.
1:22; Col. 1:18; I Cor.12; 27); the Temple of the Holy Spirit, (I
Cor. 3:16, Eph.2: 21; 1 Peter 2:5). It is the assembly of
believers in Christ, who are called out, baptized by the Holy
Spirit into His body, and joined to the Lord and to one
anotherby the HolySpirit.
2. Never Base Your PlanonData
It is very dangerous to base church activities on data
collection. Whenever the result shows that the situation on
ground is not suitable for church growth we are to leave
everything in the hands of God. Base your plans on what
the HolySpiritcando.
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3. Keep tothe PlanningFocus
Have a goal and strive to keep to it. Do not deviate even
when the going is tough. The Church's business is to
provide an avenue where people can understand the forces
affecting their lives and how they can get a correct
perspective of eternity
4. KnowthatPlanningisnotanEndinItself
Planning is good but it must not take the place of
mental and spiritual preparedness. Any planning without
the backingof the HolySpiritwill fail.
5. Hearfrom God
Good planning begins with God. Follow His leading at
every point. The Church is His and no one can succeed
withoutHim.
6. Prepare for Planning
The pastor is the key person in planning. He is to work
with other leaders of the church. The pastor knows the
values of the church and can express them in a variety of
ways. A forum of interaction may be created for all the
fellowshipgroups in the church to make their input into the
life andministry of the church.
7. EstablishPurposeinPlanning
The purpose of planning must be made clear to all that
will be involved. It must tally with the mission statement or
tenets of faith of the orgariisation. It gives a focus to the
church. Every member is aware of what they want to
achieve.
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8. Involve allthe Resource Persons inthe Planning
Efforts should be made to involve all that will be
involved in the implementation in the planning.
Experience has shown that people will always support
whatthey have ahandinplanning.
Planningfor SpecialChurchEvents
Weddings
The minister would like everything to go as planned in
this occasion. Every eye is on the ministers, the bride,
groom, bridal party and the choir. Churches are therefore
advised to develop their own policies on weddings. In our
church, three months notice must be given the church by
the intendingcouple.
No matter how tight the schedule of the minister who
will join the couple is, he should find time to counsel with
them. Premarital counseling should not be taken with a
loose hand. There is the need for the couple to interact with
the minister. I have discovered as a Pastor that many of the
young people who want to get married are not interested in
pre-marital counseling. All they want is the ceremony. Pre-
marital counseling 'must be made compulsory. The
minister should endeavour to always arrange for pre-
marital counseling with, the intending couple. The
counseling sessions should not be less than two. This
forum provides a setting in which 'the minister can ask the
intendingcouple somequestionsaboutmarriage.
Here is a list of what the minister may: discuss with
them:
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CHURCH MANAGEMENT

a) Their personal encounter withJesusChrist-are they
childrenof God?
b) Why do they want to come together as husband and
wife?
c) Have they giventheirconsenttothe relationship?
d) Haseitherof them evermarried before?
e) Find out from them what they understand by
marriage.
f) Let them know that divorce is prohibited in
Christianmarriage.
g) Tell them about conflicts in marriage and how to
manage them.
h) Discuss with them how they can manage their
financesandchildren.
i) Let both of them know their responsibilities in the
home.
j) Discussthe issueof sex inmarriage.
k) You can also recommend some books for them to
read.
l) Discussthe wedding ceremony itself.
After the pre-marital counseling, an arrangement
should be made to rehearse the wedding ceremony. This is
very important because, during the rehearsal, each person
should be told what to do. The rehearsal is to be attended
by the officiating ministers and the wedding party. The
time for this occasion is to be clearly communicated to the
people involved. The rehearsal provides the occasion for
those taking part in the wedding to understand the
traditions that apply to this particular wedding. Since the
service will take place in the church, a specific time must be
69

given. Fix the time when the wedding is to start and also
when it is expected to end. Ensure that the church and its
premises are tidy before the service starts. The couple, the
ushers, choir and couple's parents and the officiating
ministers are to arrive atthe church premises atleast fifteen
minutes before the wedding starts. The couple's parents
are to take their seats in the front. Other guests are to sit
behind them. Special seats are to be arranged for the
wedding party. At the appointed time the procession
should start. Before the procession, all the officiating
ministers should have taken their seats inside the church.
As soon as the congregation begins to sing, the bridal
procession marches into the church in this order: the bridal
train, followed by the bride and the one who is giving her
away. The groom may enter from another side and wait for
the bride at the front of the church. After the procession all
other items will be considered in the order in which they
appear on the wedding programme. The officiating
minister should memorize the vow very well. He should
readloudlyandclearly.
Occasionally, someone raises objections to a wedding
after the minister says: “If anyone can show any just cause
why they may not be lawfully joined together in holy
matrimony let him/her speak now. Supposing someone
speaks, should we then halt the wedding? As far as the
Bible is concerned the reasons for halting a wedding are as
follows:
a) Ifeitherof the partiesisunderage.
b) If the woman is found to be pregnant before
marriage.
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CHURCH MANAGEMENT

c) If either party is medically certified to be of
unsoundmind.
d) Persons who are near relatives (brother, sister, aunt,
niece etc).
e) Any divorced person.
f) Christianbelievers andnon-Christians.
g) Any person whoisalreadylegallymarried.
The pastor is to consult with the church legal adviser to
find out what the law of the country has to say about the
marriage institution. All the above points should have been
settled before the wedding day toavoidembarrassment.
The recession starts the final aspect of the ceremony.
The order of recession is in reverse order of the procession,
except that the bride and groom go out together at the
beginningof the recession.
NB: For details on how to plan for funerals get a copy of
my booktitled: The ChurchandHerMinisters.
Planningfor Revivals
Some people have said that revivals are no longer an
effective way of reaching out to the unsaved world. This to
me depends on the time and place where the revival is
taking place. With good planning revival will achieve
maximum results. The congregation or ministry projecting
revivalneedstotake note of the following:
1. Whyisthe revivalneeded?
The planners should guide the congregation in
71

determining the reasons for revival at that particular time.
The goal of the meeting should be very clear to the whole
church.
2. Date ofRevival
The members of the church should know well ahead of
time when the revival will come up. Usually the date is
tentative until the preacher and other invited ministers
agree to come. In selecting the date for revival, care should
be taken to avoid dates that will conflict with other major
activitiesinthe community.
3. RevivalCommittee
Revival planning cannot be handled by the Pastor
alone. It is better handled by a committee of God fearing
people. The committee must be made up of men and
Women who understand the reasons for the revival and are
ready to mobilise the entire church to be involved actively
in the programme. It is out of place to put somebody who
does not believe in the programme as a member of the
committee. Whenever this happens the goal of the meeting
will not be realised. The committee is to arrange for prayer
support, publicity, music, public address system, visitation,
testimonies,hospitality, finance,ushers etc.
Every revival meeting should be primarily towards
reachingouttothe unsaved world.
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oney plays a vital role in the ministry. No
ministry can exist without it. It is with money we
pay church workers, construct church buildings,
M
buy musical instruments, etc. Divine visions can only be
realized when there is money. Many church projects have
beenabandonedbecauseof lackof it.
Our God is the owner of silver and gold (Haggai 2:8).
Money is not evil as some Christians claim. The love for it is
sinful. You are not to allow money to control you. It is a
servant. It is very abnormal for a servant to control his
master.
The Church is responsible to God for the wise use of
money, which He provides. It should not be wasted in any
way.
73
Chapter Five
Church
Finances
CHURCH FINANCES
5

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