We are in the middle of a series of tips about the various stages of movement development.
- I started by explaining those stages and the skills necessary at each stage.
- Then I passed on a Prayer Exercise for New Movements.
- After that we explored ways of Finding a Capable Leader.
- Last week we focused on Growing from 1 to 10, or essentially building our leadership team.
Today we consider how to grow a ministry from 10-50. Sometime ago, a team put together and sent me a copy of a strategic plan for growing from 10-50. Here is their plan.
- Exciting/momentum building to give every student an opportunity to say “Yes!” to Christ.
- It will only take 1% of the student body to influence the whole campus.
- What is most influential group on campus? How many from that group are involved?
- There are examples of growth for 10-50.
- There are specific challenges/obstacles to overcome.
- Leaders with limited vision/passion.
- Leaders who can’t gather/lead.
- Beware of becoming ingrown.
- Want to develop authentic community.
- The weekly meeting becomes the ministry.
- Leadership not multiplying.
- Not looking outside for other critical mass resources/volunteers.
- A student leader.
- A staff/intern coach.
- Aligned students.
Critical Path Steps:
- Depend on God to reach the campus.
- Develop real opportunity for worship.
- Training in evangelism.
- One on one and large group evangelism opportunities.
- Exposing the campus with EveryStudent and give-a-ways.
- Effective small group strategy.
- New groups starting.
- Discipleship happening.
- Know how to get resources.
- Bring staff in for training and recruiting.
- Attending faith-building events.
- Expose to vision of others.
- Extended time with staff.
- Defeats isolation.
- Growing from one leader to a team.
- Instill vision and mission.
- Asking what the next step is.
- Invite others to ownership/responsibility.
- Train volunteers.
- Keep connected with staff coach.
There is nothing complicated about any of this. Of course, we know that there are challenges and obstacles to growth. But we start with the assumption of having the right leaders and then we are intentional about coaching those leaders in win/build/send and leadership development.
One coach (wish I could remember who) told me that she gives her leaders a bite of the campus in which they can see success (some target area). She works to move from one key leader to a leadership team. She makes a point to use simple, transferable resources and shows how to find them on-line. Finally, she develops a master calendar for herself each year where she puts recruiting, sending, events and outreaches on it. This is really more for helping her help her leaders lead.