Tom’s church tried a unique way of reaching out to their church’s community. We gave each of our members attending a loaf of bread and asked them to give the bread to someone in their neighborhood or community.
Thom S. Rainer
Too often we ask for feedback when all we really want is praise. Give yourself time to get feedback from others and inspiration from the Holy Spirit through prayer and study.
Here are eight important qualities that define organizations with a strong culture.
Spiritual managers fill many vital roles as they manage an organization, none of which can be neglected.
If you are just starting out in ministry, here are five key lessons Charles Stone learned over the last 20 years as a pastor.
These seven questions will help you set yourself on a path to which the Spirit can both hold you to and accompany you on. As you ponder these questions, do so with your spirit open and obedient to God’s.
This teaching looks at the fourth critical component of a good response to suffering: Eternal Perspective.
Cultivate the habit of praising and thanking the Lord at all times and letting His praise be continually in your mouth and you will see His joy increase in your life.
Leaders and managers differ considerably in their approach to basic issues like direction and alignment. By understanding these differences, we can work together better for the kingdom of God.
When you ask shallow questions, you get shallow answers. When you ask profound questions, you get profound answers.
Leadership transparency can build or break trust. Without trust, leadership suffers.
The process of talking and praying about focus groups is challenging, but it is a discussion that can result in good things for God’s glory and Christ’s Gospel.
This teaching looks at the third critical component of a good response to suffering one: Responsibility.
The church ought to see itself as a leadership factory that stirs up the gifts of God in people, not an auditorium that gathers people behind a leader.
To help define what character is, we should also examine what it is not.
How can a leader let each person on the team know they are valued? When people you serve sense that you are responding specifically to them they know they are valued. Here are four ways leaders should respond to each person on the team.
I know no leader who says up front, “It’s likely I’ll commit the same sins I see leaders in the Scripture commit.” I do know several leaders, however, who would say, “I never thought it would happen to me – but it did.”