Church administration handbook free download

This seems to be a way of saying he was to pray for them and their problems. Teach them the guidelines: Moses was to teach the people the statues and the laws. These were to be their guidelines as policies, procedures, and rules 3. Show them the way: Moses was to show the people the way wherein they must walk. Since they had the pillar of cloud and fire for their physical direction, this admonition must refer to Moses showing them their life direction, as spiritual counselor.

Show them the work: Moses was to show the people the work they must do. The work was their challenge from God. It was to provide much of the motivation for their struggle to become the kind of instrument as a people through whom God could work. Organize the people into manageable groups: Moses was to organize the people into manageable groups. The pattern was to have groups of thousands, which, in turn, would have groups of hundreds.

The hundreds groups were sub-grouped into fifties, and the fifties into groups of tens. This was their organization design. These leaders were to be able, God fearing, truthful, and haters of unjust gain. Their span of leadership was reasonable. Each man could be expected to cover his assignment effectively. Give the chosen leaders continuing authority: Moses was to let the chosen leaders of the group judge the people at all seasons.

Their authority was not limited to any season. No one would benefit by waiting for a different season for his arbitration to be handled. This arrangement would expedite the solving of disputes and avoid a loaded docket. It would be an exception to the statues and laws which would not be decided by these judges. This pinpointed responsibility both for the people and for their leaders. There were the routine kinds of problems which were covered by statues and laws or which were of limited magnitude.

This kind of problem was to be solved on the lowest possible level of the organization structure, at the point nearest the problem itself, where the facts of the issue were most readily apparent.

These would be matters of large importance which were not satisfactorily dealt with under the statues and laws. These were the exceptions. Moses was to judge these. He was to manage by exception, a management concept which has been articulated in this century by some, as though they invented it.

The illustration from Exodus does not imply that a Mosaic structure suits all needs for all time. But, the lesson should be clear that for leaders to endure and to get the work done, they must lead others to bear the burden also. This is the meaning of an administrative style of leadership. One who wonders how a man like Jethro could be the source of such keen insights should consider at least two factors.

First, there seems to be sufficient evidence that God was initiating this counsel. It was instrumental in helping Moses to move from being a mere hardworking leader with a following to being an effective administrator in his time. Primacy of the Holy Spirit: As previously stated, God and humanity are in a partnership in the church enterprise.

God is operating in and through the church through the Holy Spirit. The Holy Spirit is not subject to human leadership or guidance. There is neither an attempt to pre-empt Him not to direct, limit, or regiment His movement within the church. Christ is the Head of the church through the guidance of the Holy Spirit. The best human effort which be evoked requires the help or sanction of the Holy Spirit.

Christ guides the church through those persons who lead. Some of those who lead are ministers. The minister or ministers of a church work in a variety of ways in order to equip the members to serve. They preach, teach, and perform other leadership services. They watch over the members like shepherds Acts In determining what makes a good leader, first look for integrity; second, motivation; third, capacity; fourth, understanding; fifth, knowledge; and last and least, experience.

Without integrity, motivation is dangerous; without motivation, capacity is impotent; without capacity, understanding is limited; without understanding, knowledge is meaningless; without knowledge, experience is blind. Experience is easy to provide and quickly put to good use by people with all the other qualities of integrity, motivation, capacity, understanding, knowledge and experience. Every mind is like a room packed with archaic furniture.

All of the old stuff of what we know, think, and believe must be taken out before we can replace it with something new. When empty spaces are made in the mind something creative will fill it. Leadership is a dynamic process over an extended period of time in which a leader influences the thoughts and activities of followers, toward accomplishment of aims, usually mutually beneficial for leaders, followers, and the macro-context of which they are a part.

George Barma defines leadership as the process of motivating, mobilizing, resourcing, and directing people to passionately and strategically pursue a vision from God that the group church jointly embraces. As a leader, your job is to get results through others. For James MacGregor Burns, leadership is one of the most observed and least understood phenomena on earth.

It is the act of influencing people to do things for Christ in the church. It is to make church members better followers of the Lord Jesus Christ, remain born again and win souls into the Christian fold.

For me, effective church leadership is leading by the word. Leading by the word simply refers to the incidence of leadership based on the teachings of the Holy Bible. In practical terms, it refers to exercising leadership with the great influence of:- 1. The precepts of the Holy Bible 2. The Lord Jesus Christ: what He said, did and directed 3.

The Prophets and Apostles: what they said, did and directed 4. The inspired saintly, good men and women of the ecclesia: what they said, did and directed This is based on the conviction that any leadership exercised in the church that is not by the word is doomed to fail.

This is critically so because any leadership that is to enable people know Him that is not by the word, will certainly stray the people away from the goal of looking unto Jesus. Qualifications of Effective Church Leaders Drawing from 1Timothy 3: 2 — 7, Acts and Acts and 28, there are six qualifications people have to possess before being exalted into leadership positions in the church.

Social Qualifications — must be people above reproach, men of reputation to command respect, inspire confidence, arouse the inspiration of leaders and shield them from attack and sensor. Moral Qualifications - must be blameless, husbands of one wife, having unchallengeable morality exhibited in effective control over members of their families. They must also not be addicted to wine in order to remain temperate. Mental Qualifications — Must be people who are prudent, sound minded, self restraint and daily self discipline.

They act with respect, decorum, orderly, reflecting the beauty of God. Must be ready to teach. Personality Qualifications — need to sweetly gentle, reasonable, hospitable, friends to strangers, have open doors to Christians and non Christians alike and never to be swayed by financial rewards. Maturity Qualifications — only spiritually matured people should be made church leaders.

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For more information just click the link above! As Caldwell points out, people and money are two crucial resources that are in limited supply for churches, which necessitates the prudent usage of such resources to avoid incurring increased utility charges, personnel costs, and unrealistic debts.

The first phase in ensuring effective financial management in churches is training a committee to oversee the financial matters. The second stage is preparing the budget and presenting it to the church for approval, and the author provides procedures that can assist the church leaders in ensuring that their budgets are approved. Furthermore, Caldwell asserts the importance of accounting for all the monies received in the church and monitoring the spending to ensure fiduciary responsibility.

The last stage in the financial procedures is auditing to confirm whether the money has been used according to plan. The eighth chapter presented by Bob I. Johnson focuses on planning and budgeting, and the author asserts the importance of planning in sustaining the activities of churches regardless of their sizes.

Most significantly, Johnson suggests that the plans should enable churches to react effectively to available opportunities that could arise after the planning phase is completed. As such, the author raises an important point that planning and budgeting, especially in contemporary churches, should be flexible instead of being static as it is in the traditional sense.

Johnson also argues that church leaders should understand the unique nature of their organisations to ensure that they succeed in the two critical functions. The author provides some of fundamental principles and guidelines that inform the planning process in contemporary religious institutions. Furthermore, Johnson offers guidelines on how the church leaders can budget efficiently with the limited resources at their disposal.

The author contends that planning and budgeting should be inclusive of processes that factor in inputs from other church members. The ninth chapter of the book discusses the important considerations during the designing and management of church facilities. Caldwell argues that the church facilities should be visible and accessible to its members, and the author suggests that churches must engage in demographic studies, growth trends, and feasibility studies to determine the most appropriate purposes and locations of their facilities.

Additionally, the author insists that churches must secure adequate space for their buildings, develop suitable plans, survey their program needs, and assess their community needs before starting the construction processes. Churches should also establish plans for managing their facilities and offer adequate insurance coverage to protect the churches from various liabilities. Furthermore, churches should offer adequate security measures against incidences such as arson, attacks on church members, burglary, and vandalism.

Caldwell points out that churches should maintain updated inventories of all their facilities and equipment to prevent losses due to theft or negligence. The author also provides guidelines for constructing church kitchens and offering catering services to the church members. Caldwell ends the chapter by providing various templates that various facilities in the church can use in managing their operations. As Dale points out in the tenth chapter of the book, special congregational events create opportunities for the church leaders to demonstrate their management skills.

Although various events can be regarded as special to the people involved, the author focuses his attention on renewal or revival events, funerals, and weddings. Dale asserts the importance of adequate planning by the church ministers before they conduct any of the three special events. Most importantly, the author points out that the unique requirements of each event that the church ministers should acquaint himself or herself with to be effective in their work.

For instance, Dale highlights some of the legal considerations that could result in illegal marriages, as well as the approaches that the church leaders should adopt when conducting funerals. The eleventh presented by Bruce Powers is vital because it addresses the crucial roles that church publications have in ensuring effective communication between the church ministers and their congregants.

As such, enhancing the effectiveness and quality of church publications is vital furthering the Christian ministry, and the author offers six considerations that are useful in producing quality publications in the church. Additionally, the author presents various administrative guidelines that can assist the church leaders in planning for their church publications. Most importantly, Powers presents several ideas that can help in improving the quality and layout of church publications to increase readership among the congregations.

Church leaders and congregations can no longer afford to ignore the legal responsibilities that churches have in current times due to the increasing legal accountability and litigation faced by not-for-profit organisations. Caldwell dedicates the twelfth chapter of the book to address some of the legal matters that contemporary churches face, although the author is quick to disqualify himself from giving legal advice as it is in the domain of local attorneys.

The author suggests that the churches should learn to identify the appropriate times to seek legal assistance from competent and reliable attorneys. The churches may also require legal assistance in specific cases such as incorporation, contracts, administering wills and estates, employment practices, family law, and copyrights, among others.

Legal responsibilities and ethical standards are interrelated and almost inseparable concepts in all contemporary organisations, including the churches. However, many individuals ignore the need for ethical practices among the church ministers due to the misconception that the church leaders automatically reflect moral standards based on the Scriptures.

Judy J. Stamey refutes such assertions in the thirteenth chapter of the book by highlighting the increased attention on the cases of malpractices by the church leaders. To address such leadership challenges in the church, Stamey proposes that church ministers and congregants revert to covenant thinking to guide their work and lives.

Stamey then proceeds to identify some of the instances that could result in ethical dilemmas to the church and its leaders.

Among the most significant situations that raise ethical concerns in the church settings include employment laws and personnel issues, termination policies, and financial policies.