Source: PODCAST 122: Millennials, Evangelism & Digital Church

The post PODCAST 122: Millennials, Evangelism & Digital Church appeared first on Passion for Planting.

By unSeminary: Thanks so much for joining us for another unSeminary podcast. Today we’re talking with Benjamin Windle. A native Australian, Benjamin has worked as a youth and young adult pastor in the US and currently helps churches develop Generational Intelligence in reaching Millennials and Gen Z through an assortment of resources, coaching, and speaking.

According to Barna research, six out of every ten millennials who grew up in the church have dropped out. Americans 18-29 years of age who have no religious affiliation have nearly quadrupled in the last thirty years. By 2030 millennials will represent 75% of the global workforce—will they represent 75% of your church? Listen in as Benjamin shares how we can close the gap and reach younger generations in our churches.

Develop generational IQ. // Millennials, Gen Z and the generations coming behind then have only ever known a digital world. This means their worldview starts at a very different place than all other generations and that fundamentally changes the way we relate. Additionally because life expectancy has grown, up to five generations can be living at the same time and they are marked by very different things. Businesses, community groups, charities, families, and churches are needing greater generational IQ because we are relating to such a diverse range of cultures.Focus on leadership style and church culture. // We can’t close the gap in attracting younger generations just by having a “cool church” with sophisticated branding, cool music, and so on. Instead focusing on church culture and leadership style will direct you to new ways of talking and relating with younger generations, giving you a place to start. Benjamin has a book called “8 Innovations to Leading Millennials: How Millennials Can Grow Your Church and Change the World” which is available on Amazon and as a free PDF on his website. It goes over everything from the use of technology and social media to what to do with your organizational structure and how to have a relational leadership style.Focus on children’s ministry. // Another area that is key for connecting with millennials is investing in children’s ministry. Right now a lot of millennials are in their 30s and are raising their own children. Being family-focused ministers to the parents because of the importance you are placing on their children’s spiritual health and growth.Focus on truth. // We may put all our focus on giving younger generations entertainment as a way of attracting them to church, but we really need to focus on things of substance. The message of scripture shouldn’t change, but methodology and church culture need to. Have total clarity on what is the unchanging doctrine in your church and how you can be faster at changing the things that do need to be changed.Focus on depth. // In a culture that’s shallow, depth is attractive. Content-driven depth influences our preaching, programming, small groups and more. Equip generations coming up to read, study and understand the Bible for themselves because we’re talking largely about biblically-illiterate generations. Focus on depth in community because younger generations are craving these things. Focus on empowering young leaders. // We need to be putting 20-somethings in genuine leadership positions even before they have all of the qualifications and experiences. Take time to coach and mentor them. Ask how you can move younger people into leadership roles faster. Don’t keep them in the background because they don’t have all the competencies you may think are needed.Resources for reaching Millennials and Gen Z. // Benjamin has wrote a few white papers for churches including “The Promise of Pain: Seven best practices for pastoring Millennials and Gen Z.” and “8 Innovations to Leading Millennials: How Millennials Can Grow Your Church and Change the World”. These resources and more can be found on his website.

You can learn more about Benjamin and his resources at www.benjaminwindle.com.

Thank You for Tuning In!

There are a lot of podcasts you could be tuning into today, but you chose unSeminary, and I’m grateful for that. If you enjoyed today’s show, please share it by using the social media buttons you see at the left hand side of this page. Also, kindly consider taking the 60-seconds it takes to leave an honest review and rating for the podcast on iTunes, they’re extremely helpful when it comes to the ranking of the show and you can bet that I read every single one of them personally!

Lastly, don’t forget to subscribe to the podcast on iTunes, to get automatic updates every time a new episode goes live!

Thank You to This Episode’s Sponsor: Plain Joe Studios

Create a space people love coming back to. With a combination of architecture, concept & graphic design, technology integration and a deep love for the church, Plain Joe Studios will elevate your building into an immersive asset that propels your mission and connects more people to your story.

Schedule a FREE 30 minute consultation and discover the power of spatial storytelling.

Source: Millennials, Gen Z and Your Church with Benjamin Windle

The post Millennials, Gen Z and Your Church with Benjamin Windle appeared first on Passion for Planting.

by unSeminary: Thanks for joining us for this week’s unSeminary podcast. I’m excited to have Josh Finklea with us today. He’s the lead pastor at The Rock in South Carolina.

With five campuses, The Rock is one of the fastest growing churches in the country. It attracts people from a variety of backgrounds, ages, ethnicities and socioeconomic classes, encouraging people to come as they are and experience God. But The Rock may be most known for its passion for reaching Gen Z.

Today Josh is with us to share some of the intentional steps The Rock Church is taking to reach this generation.

This generation. // At The Rock, they are extremely intentional about focusing on reaching Gen Z. A focus on Gen Z will help you reach all generations because parents are excited to see that their children love church, and grandparents equally want to see their grandkids in church. This perspective even affects the language they use at The Rock, speaking of Gen Z as “this generation”. The Rock does everything they can to help young adults, teenagers, and kids understand that they are kingdom workers today. As Josh notes, this group is not ‘next’, they are now and God’s going to do great things through them today.Empower them to lead. // An intentional focus on this generation means putting them into leadership positions, whether they are volunteers or you’re hiring them as staff. Children in elementary school can lead small groups of younger children alongside a coach, for example a fifth grader leading kindergarten children. Or let a group of teens and young adults lead worship during a weekend service. They may make mistakes, but you get the chance to empower them and walk alongside them as they learn to lead.The weekend service is for this generation. // The Rock is clear in their services that what they are doing during the weekend is for this generation. Rather than having a separate midweek service for students, The Rock connects with them during the main Sunday experience. When serving, students are connected with coaches to come alongside them. And in his sermons Josh focuses on terms that this generation will know and understand, so he’s constantly thinking about how a teenager will receive what he says. Disciple the next generation of leaders. // Many churches hire leaders from within, and it’s no different at The Rock. They began by looking at people from their church who were currently in college and had great potential. Through internships and residencies the staff then worked to develop them as leaders. As you hire staff from this generation, empower them to make decisions and defer to them when it’s possible. For example, this might look like trusting a Gen Z graphic designer to make the call on what sermon series artwork will best connect with their generation.Meet the needs of the community. // In addition to focusing on this generation, The Rock is passionate about planting churches. As they felt the call to expand the church, however, their limited budget forced them to get creative and try some different things by looking at the needs of the community. This led to doing church services inside a local jail as well as opening public coffee bars in a few different locations for the purpose of marketplace ministry. These coffee bars serve coffee six days a week and hold a church service on Sundays. Rather than being a Christian coffee bar, it’s a separate facility from the church which attracts a different segment of people. People have come to the coffee bars looking for community and this has led to some great conversations about Jesus and an interest in the church.

You can find out more about The Rock at rockc3.com.

Thank You for Tuning In!

There are a lot of podcasts you could be tuning into today, but you chose unSeminary, and I’m grateful for that. If you enjoyed today’s show, please share it by using the social media buttons you see at the left hand side of this page. Also, kindly consider taking the 60-seconds it takes to leave an honest review and rating for the podcast on iTunes, they’re extremely helpful when it comes to the ranking of the show and you can bet that I read every single one of them personally!

Lastly, don’t forget to subscribe to the podcast on iTunes, to get automatic updates every time a new episode goes live!

Thank You to This Episode’s Sponsor: LifeWay Leadership

Ministry Grid makes it simple to train every volunteer and leader in your church. With a library of over 3,500 videos and 850 courses, you will find training for every ministry area and leadership level.

To get unlimited access to Ministry Grid for just $597, just go to? MinistryGrid.com/unSeminary?

Source: Leading a Church for This Generation with Josh Finklea

The post Leading a Church for This Generation with Josh Finklea appeared first on Passion for Planting.

by Carey Nieuwhof: As you may have noticed, there’s a bit of tension in the workplace and in the culture these days.

Younger leaders are complaining (a lot) about older leaders (who are often their bosses).

Older leaders are complaining (a lot) about younger leaders.

The ‘Okay, Boomer’ moment happening in our culture right now is just the tip of the iceberg but it crystallizes what young leaders are feeling about older leaders.

I’m one of those older leaders. As a Gen X myself, I’ve been at countless breakfasts and meetings with people my age or older who, about a decade ago, started complaining about younger leaders.

More recently, I’ve heard an equal number of younger leaders (the bulk of my readers are leaders under the age of 40) complain about their bosses and how frustrated they are with older leaders.

It shouldn’t be surprising then that, as revealed by a Gallup study, 70% of US employees are disengaged at work.

So, I decided to do a survey to get more feedback on what’s really going on.

According to the recent Gallup study, 70% of US employees are disengaged at work.Click To Tweet

I Surveyed Over 900 Leaders

I recently survey over 900 leaders about their experiences with the opposite generations at work. Rather than trying to get statistics, I solicited feedback. Attitudes. Stories. Perspectives.

And I did I get an earful from all sides.

I heard from CEOs, entrepreneurs, engineers, pastors, lawyers, office managers, teachers, accountants, project managers, church staff, EAs and many other kinds of leaders.

I asked younger leaders (Gen Z and Millennials) to tell me what frustrates them about older leaders (Gen X and Boomers), and older leaders to tell me what frustrates them about younger leaders (that post comes out next in this series).

To get us started, I asked Millennials and Gen Z respondents to complete this sentence:

My biggest complaint about older leaders at work is…

Well, they told me. Wow.

I mean I knew anecdotally from conversations with leaders that there were challenges. I just had no idea the animosity and frustration ran so deep.

So what’s going on?

Honestly, some of these criticisms hurt. But if you ignore feedback that hurts, you’ll stop growing. Leaders, being willing to hear what’s wrong is a first step toward making things right.

There’s a lot of misunderstanding, tension and miscommunication in the work place. I’ll share some strategies at the end of this post on how to handle that.

Ready to hear the complaints?

Brace yourself. Here we go…

Leaders, being willing to hear what’s wrong is a first step toward making things right. Click To Tweet

#1 They’re Not Open to Change 

When you read through the hundreds of responses I got from younger leaders about their bosses, the refrain was almost unanimous.

The #1 complaint about older leaders by younger leaders (by FAR) is that older leaders aren’t open to change.

Here are just a smattering of direct quotes from  young leaders about their bosses and older co-workers:

Stuck in their ways with tons of blind spots and no willingness to listen or learn. Which breeds no hope for change.

Not willing to let go of the way things were done 30 years ago, let alone 10.

Most of them what do to do it the way it always been done. I actually heard that from them.

They want everything done the way they did it in the 80’s and 90’s while saying they want innovation and freshness.

They have so much history behind them, they don’t want to try something because they did before and it didn’t work.

Living in the past, as if it were better than the future possibilities.

Change is a dirty word for older leaders.

The #1 complaint about older leaders by younger leaders is that older leaders aren’t open to change. Click To Tweet

To a certain extent, I get it. Older leaders bring a lot of experience and wisdom to the table.

At least I hope I do as a 50+ leader myself. So it’s easy to want to think we know what someone 20 or 30 years our junior doesn’t.

But, you have to admit leaders…things are changing quickly.

Two quick realities about change.

First realize the past has a nostalgia the future never does. You remember the good parts of the past, but tend to minimize the bad parts or how challenging it was.

Change takes as much courage now as it did then. Change may have been easier then because you were younger, but it’s just as important now as it was when you were 23. Maybe even more so. Why?

Because the gap between how quickly you change and you quickly things change is called irrelevance. And things just keep changing faster and faster every year.

Ignore that and you lose out on more than you think.

Guess what young leaders who see older leaders as irrelevant tend to do? They leave.

Which explains a lot of what’s happening these days. If you won’t change, young leaders will find someone who will.

If you won’t change, young leaders will find someone who will. Click To Tweet

#2 Older Leaders Are Inflexible

Again and again, young leaders complained about how inflexible their bosses and older colleagues were. Again, here are some direct quotes from young leaders:

Set in their methods, not flexible in how work gets done.

They refuse to let go of their power/authority/decision-making rights.

On the occasion that they do give up their rights, they are quick to take them back when things don’t go exactly the way they wanted.

Not forward thinking, not engaging the next generation, not adventurous.

Inability to be flexible and understand that a flex schedule, working from home, having informal meetings to discuss ideas are all a benefit to productive work, and that doesn’t mean that I’m not a hard worker or slacking off.

While there’s a lot in these comments, read that last comment again.

There’s a rising tide of young leaders who want a flexible workplace.

For so many reasons, 8-4 doesn’t work anymore in an era of wifi, cloud-based computing and smart phones. In an age where you don’t have to go to the office because the office goes to you, way too many leaders are still living like it’s 1997.

Why do you need to be in at 8 when there’s no need to be?

Tomorrow on my leadership podcast, I’ll bring on two of my young team members and we’ll talk about how to lead a thriving team with no office, timesheets, or regular in-person meetings.  Believe it or not, it works. Amazingly well. (You can subscribe for free to my podcast here. Watch for Episode 306 when it goes live.)

A virtual office or team may not be right for you, but just know this: the future workplace is a flexible workplace.

If you don’t flex your methods, you’ll sacrifice your mission.

The future workplace is a flexible workplace. If you don’t flex your methods, you’ll sacrifice your mission. Click To Tweet

#3 They Think They Know Everything

This was a surprising finding on both sides. Young leaders think older leaders are arrogant. Older leaders think young leaders are full of themselves (more on that in the next post).

Here’s what young leaders wrote about older leaders:

Their way is the ONLY way.

They rarely understand what I’m saying.

A lack of curiosity — they’ve figured a lot out already.

They mention my age a ton. They’ll make off-handed comments about me being young. Though they have more experience than I do, they think they know more about social media than I do. There’s not an acknowledgment of areas where I have expertise where they don’t.

They don’t ask good questions or hear all the voices in the room.

Pride is a problem for so many of us in leadership.

Note to self: Older leaders, if you think you know all the answers, don’t be surprised if the next generation stops asking questions and simply leaves.

Older leaders, if you think you know all the answers, don’t be surprised if the next generation stops asking questions and simply leaves. Click To Tweet

#4. Too Many Rules

Ah rules. Chances are you didn’t like them when you were a young leader.

The next generation feels the same way.

Here’s what young leaders said about their bosses:

They’re more concerned with policy than people.

They are hesitant to make changes and try out new ideas. They are led more by policy and procedure than by passion.

Develops and mandates policy to manage exceptions.

Their rigidness on older rules . i.e. Tattoos in the work place.

I’m not against all rules or guidelines. You need to have a few parameters.

But here’s what’s true: Rules are often a substitute for real leadership and open conversations. They’re also a substitute for trust.

Rules are often a substitute for real leadership and open conversations. They’re also a substitute for trust. Click To Tweet

More and more organizations are moving to flex hours, flexible holidays (pick your own vacations), and outcomes-based leadership. In other words, they’re dropping old rules.

Regardless of where you land on that (I keep rules to an absolute minimum, or have none), just know that a high rules organization is usually a low trust organization.

And a high-trust workplace is a healthy workplace.

A high rules organization is usually a low trust organization. Click To Tweet

#5 Too Slow

A final complaint about older leaders is that older leaders are too slow. Again, some direct feedback from younger leaders:

They are slow.  Slow to change. Slow to adopt new technology.

They are slow to make decisions

Always feeling like older leaders are moving (not literally physically moving) too slow, and that younger leaders are expected to slow down to match them.

If you’re worried about being too slow as a leader, surround yourself with younger leaders and give them permission to lead and experiment.

The best older leaders don’t restrain the next generation, they release them.

The best older leaders don’t restrain the next generation, they release them.Click To Tweet

What Should You Do About This?

I am a fan of all four generations currently in the workplace, this is far more fixable than you think.

As you’ll see in the next post, older leaders complain that younger leaders are lazy, entitled and think they know everything.

Here’s what’s true: so much of the misunderstanding between the generations in the workplace is about how we work, not whether we work.  The solution is not to clear house and get rid of older leaders, or frustrate younger leaders so badly they leave or start their own thing (which more and more are doing, by the way).

I’ll be sharing a lot of new content on how to lead and manager better in your company, church or organization over the next few weeks.

And I have a brand new course launching Wednesday called the High Impact Workplace: How to Lead and Motivate High Capacity Leaders in a Changing World.

Introducing The High Impact Workplace (and My Free Coaching Guide)

There’s a talent war going on for the best leaders, a generational divide at work, and, according to Gallup, 70% of all workers are disengaged at work (meaning that they show up and only do the bare minimum.)

The High Impact Workplace will give you the edge you need to create the best team you can moving forward in an age where 8-4 doesn’t work anymore (just ask any young leader about that).

You can join the waitlist here, and get my free Coaching Guide called The 5 Questions Every Great Manager Asks.

Enrolment opens Wednesday, December 4th. And in the course I’ll give you the exact strategies you need to:

Attract and keep high capacity leaders who would otherwise start their own businesses.
Identify and leverage the currency that motivates young leaders.
Navigate flexible work arrangements that result in deeper productivity.
Master the 5 questions every great manager asks their team for deeper engagement.
Discover how to create workplace environments that multiple generations can thrive in.
Learn how to keep your company or organization relevant to the next generation of leaders.

Sign up for the waitlist, get the free coaching guide, and you won’t miss a thing.

What Are You Seeing?

Well, I know this is a loaded post. The goal is to be helpful. If you don’t see the problem, you can’t fix the problem.

And remember, older leaders have just as many complaints about younger leaders, which we’ll get to in the next post. So play nice.

The goal is to get us all working together well to move the mission forward.

So with that in mind, anything else you see or want to add that can help us create workplaces that have a much higher impact?

Scroll down and leave a comment!

The post 5 Things Younger Leaders Can’t Stand About Older Leaders appeared first on CareyNieuwhof.com.

Source: 5 Things Younger Leaders Can’t Stand About Older Leaders

The post 5 Things Younger Leaders Can’t Stand About Older Leaders appeared first on Passion for Planting.

by unSeminary: Welcome to the unSeminary podcast. This week we are joined by Tim Lucas, lead pastor of Liquid Church in New Jersey. Liquid Church’s name is a reference to how Jesus called Himself the living water; the founders of Liquid use the name as a way to remind people that church should be refreshing, especially in a spiritually dry region.

New Jersey is not a place where churches easily grow and thrive, so Tim joins us to talk about what can be done to connect with people, especially Millennials and Generation Z.

A journey, not a guilt trip. // Many people are starting at a post-Christian level of thinking where they have negative feelings about Christ and church is viewed as dry and boring. One of the slogans at Liquid is: faith is a journey, not a guilt trip. They use a flip-flopped discipleship sequence – people now want to belong before believing. Millennials in particular, for example, may want to join mission trips where clean water wells are being drilled in Africa, even though they’ve never attended services at church.Enter their world. // It’s not enough to have compassion for people who need help, we need to try to enter their world. This approach looks like not simply writing a check to groups trying to help people in need, but rather thinking of ways to engage your people in that reality. One thing Liquid Church did was to have a night where people could better relate to the homeless by sleeping in the church parking lot in boxes. For every person who slept outside, the church donated $30 to an organization that helped the homeless. One third of the people who participated didn’t attend Liquid currently, but friends invited them to come to the outreach. The result was viral evangelism at a grassroots level.A picture of the early church. // When Tim first met the woman who would later become his wife, he attended church with her one Sunday. Her church was the complete opposite of his and different from everything he knew. At the end of the service all kinds of people, many coming in from the streets, went up to the altar to give their lives to Jesus and receive prayer. Tim’s future mother-in-law took several people home for lunch. This experience was a picture of the early church and the inspiration that Tim used in founding Liquid Church.Focus on the service, but also the Holy Spirit. // Some attractional churches may feel like they are focused on perfect performance, as if they are putting on a show. Liquid has learned and grown from where they began as a more attractional model, and now focuses on leaving more room for the Holy Spirit to break in. The service can neither be too long and freeflowing, nor too focused on just performances. Liquid seeks to strike a balance by planning the service, but also leaving room for the Holy Spirit to work.Systems you can use. // Tim’s book Liquid Church: 6 Powerful Currents to Saturate Your City for Christ discusses six ministry currents that Tim sees the Holy Spirit using to reach spiritually thirsty people. New Jersey has the highest rate of autism in the nation, so one of the currents is Love the Overlooked which documents the systems in which Liquid Church serves families affected by special needs. Another ministry current is Ignite the Imagination in which Liquid weaves together not just scripture, but story and symbols together to engage visual kinesthetic learners in their services. Each of these six currents have helped Liquid reach out to people in society, particularly Millennials and Gen Z, who need the gospel message to be communicated in a new way.

Tim is giving out a free download to our listeners called 7 Sermon Series Guaranteed to Grow Your Church.

You can visit www.liquidchurch.com/book to learn more about the church and about Tim’s book. You can also find him at www.pastortimlucas.com or email him.

Thank You for Tuning In!

There are a lot of podcasts you could be tuning into today, but you chose unSeminary, and I’m grateful for that. If you enjoyed today’s show, please share it by using the social media buttons you see at the left hand side of this page. Also, kindly consider taking the 60-seconds it takes to leave an honest review and rating for the podcast on iTunes, they’re extremely helpful when it comes to the ranking of the show and you can bet that I read every single one of them personally!

Lastly, don’t forget to subscribe to the podcast on iTunes, to get automatic updates every time a new episode goes live!

Thank You to This Episode’s Sponsor: Leadership Pathway

Launch a residency program or take your internship to the next level at your church.

Click here for your free toolkit and learn how Leadership Pathway can help.

Source: Powerful Currents to Saturate Your City for Christ with Tim Lucas

The post Powerful Currents to Saturate Your City for Christ with Tim Lucas appeared first on Passion for Planting.

By: Caleb Stanley

Ministry/Vocation – Co Founder and Author of The Alternative, Producer

Why commit to becoming an LN Associate –

Leadership Network has been a crucial in pushing the church forward and continuing to reach more people for Christ in new places, and in new ways. As a young leader, it’s truly an honor to sit and learn alongside so many others as well as continue to push the conversation forward and pioneer new ways the Church can reach and impact the world.

What do you envision your contribution to be for churches –

I want to help the Church strive for authenticity in its approach. Doing this means we all have to be in tune with what Christ is speaking to us.  God is speaking to his leaders across the country and across the globe – downloading new dreams and new approaches in our hearts. Leaders need the courage to follow those dreams. Methods change, but the message never does.

We’ve asked Caleb to share his perspective on engaging the millennial generation. Here’s what he wrote:

Concerts and Communities

A couple of weeks ago the father of a twenty-year-old called me. He asked me something I’ve been asked several times, “Do you know of a place that my son can get involved with?” By place, he means Church. I asked him why he wasn’t involved at the Church they were currently attending, there was a great young adults program, lots of energy, and his son was on fire for the Lord. He said his son just didn’t connect well and was seeking community.

I hear this word all the time, “community”. It’s no doubt that my generation is hungry for authentic community and connection. I’ve often wondered if that has been heightened by the growing number of failing families, by the lack of present fathers, or if it’s just a trend. Over the last few years, I have even noticed the conversation shift from concerts to community, from events to gatherings, from the amount of people attending to the depth of the conversation. Young pioneers that once set out to create the next biggest thing are starting to wonder if the next greatest thing isn’t bigger, it’s smaller. Millennials want a place to belong and they want it to feel organic.

The Church has leaders like Francis Chan and Dale Partridge (among many) who are advocates for smaller organic communities while, on the other hand, leaders like Louie Giglio and Brian Houston have pioneered large gatherings and movements that have helped, saved, and resourced thousands of people across the globe. As the big “C” Church, how do we steward our influence well in large gatherings like Louie and Brian, but also build communities that are retaining young adults like the son of the father who called me? How do we build systems and structures that combine the millennial generation’s passion to be a part of something bigger than themselves, yet also create spaces that are not too big for their gifts and talents. Churches often say, “You Belong Here” or “You Matter Here” But are we really creating opportunity for people to be apart of what God is doing in our communities? I believe it’s less about which side we are on, the large scale outreaches, or the intimate discipleship programs, and more about discovering how we can bridge both sides of the conversation, working together and effectively. Millennials need a place to belong and connect, but they also need a cause bigger than themselves to engage with…

The post Meet the LN Associates, Part 5 – Caleb Stanley appeared first on Leadership Network.

Source: Meet the LN Associates, Part 5 – Caleb Stanley

The post Meet the LN Associates, Part 5 – Caleb Stanley appeared first on Passion for Planting.

by unSeminary: Thanks for joining in for this week’s episode of the unSeminary podcast. We’re talking with Buddy Gosey, a campus pastor at Northridge Community Church.

Northridge is a young church, the first campus planted ten
years ago. Buddy is at the Gray campus in Gray, Tennessee, which was launched
in 2016. He is with us today to talk about developing potential young leaders
within the church.

Give opportunities. // Buddy became a leader at a young age and he did that by being faithful and willing to learn from other leaders. So many potential young leaders aren’t given opportunities to lead in the church. Millennials and Generation Z don’t want to be just spectators at church; they want use their gifts and abilities to make a difference in the world . Identify potential. // While some potential leaders will go off to bible college, many won’t, but they could still be potential leaders within the church. In Buddy’s own experience he says what he lacked in competency and experience, he made up for in practical knowledge of how to make disciples. He had learned how to invest deeply in people who don’t know the Lord as well as people who do know the Lord as he sought to bring out their gifts. As a result, the ability to make disciples is at the top of Buddy’s list when it comes to identifying potential young leaders.Buying into the mission. // In addition to examining who potential leaders are discipling and influencing, Buddy examines if they are bought fully into Northridge’s mission. Do they get the culture? Competency—which is often a focus in identifying leaders—is important, but can often be taught as a developing leaders shadows someone with more experience.Be humble. // If you’re not humble as a leader, you’re disqualified right at the start. Buddy is surrounded by leaders who have been doing it longer than him and better than him, and so he knew the importance of being teachable and humble. Buddy admits he was bad at delegating when he began his position at Northridge. He had to take a step back and take a look at everything he was doing to learn it correctly and allow other people to have a hand in it. You should work not just in your ministry, but on your ministry, taking advantage of opportunities to grow and improve.Be faithful. // Buddy wrote a book called Enough: Someday Starts Today. The book is written to help people understand that no matter what happens in the world, they are enough because God is enough. The focus of the book is to encourage that if God gives you the what then the why, the will, or the how should be developed and we should trust Him. We are loved enough, He is trustworthy enough, we are young enough, and God asks us to be faithful, nothing more and nothing less.

You can find out more about Buddy and his book at www.buddygosey.com. You can learn more about the church at www.northridgenetwork.com.

Thank You for Tuning In!

There are a lot of podcasts you could be tuning into today, but you chose unSeminary, and I’m grateful for that. If you enjoyed today’s show, please share it by using the social media buttons you see at the left hand side of this page. Also, kindly consider taking the 60-seconds it takes to leave an honest review and rating for the podcast on iTunes, they’re extremely helpful when it comes to the ranking of the show and you can bet that I read every single one of them personally!

Lastly, don’t forget to subscribe to the podcast on iTunes, to get automatic updates every time a new episode goes live!

Lightning Round

Something You Wish They Taught //

Influential Book //

Downloadable Resource //

Contact //

Thank You to This Episode’s Sponsor: Radical Mentoring

Activate the men in your church.

Click here for free resources to put into action right away.

Source: Taking a Risk on Next Generation Leaders with Buddy Gosey

The post Taking a Risk on Next Generation Leaders with Buddy Gosey appeared first on Passion for Planting.

by Bobby Harrington: We champion discipleship-first people – those who see life through the lens of being disciples of Jesus who make disciples of Jesus. These people form our tribe. Discipleship.org exists to help the members of this tribe to be faithful and effective disciple makers.

Discipleship.org is like the “chamber of commerce” for disciple making – we aggregate and promote the leaders, organizations, speakers and writers who we consider partners. So as point-leader for Discipleship.org, I get a front row seat to watch and listen to the state of disciple making in our community. Recently over 1400 pastors and leaders from around the country joined over 20 networks/organizations at our third annual National Disciple Making Forum.

I have been prayerfully filtering through many conversations from this forum and our other gatherings and learnings from the past year.

Following is my annual summary of the encouraging trends that I am observing for 2019. The first five are wide-spread observations and the last five are trends we want to explicitly encourage.

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Source: 10 Top Disciple Making Trends for 2019 (Part 1)

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by Carey Nieuwhof: This isn’t 1998 or even 2008, but too many leaders lead like it is.

And as a result, they can’t figure out why their team isn’t motivated, why they have a high turnover and why younger leaders don’t really want to work for them…or are always looking for a better opportunity.

Things have changed significantly in the workplace over the last decade or two, and too many bosses and organizations are still leading using old methods.

Here are 5 trends in team leadership every leader should be aware of because, well, things are changing, fast.

1. Your Title Means…Nothing

If you check the business section of newspapers in major cities (there are still newspapers, and increasingly, that’s a good thing), you’ll still see announcements that so and so became Executive Vice President of marketing at XCo, or that someone became Regional Director of Sales at YCo.

In a church context, you got an email letting you know that a seminary colleague became district supervisor or president of a seminary.

Guess what? Nobody cares.

Not anymore.

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Source: 5 Trends in Team Leadership No Leader Can Afford To Ignore in 2018

The post 5 Trends in Team Leadership No Leader Can Afford To Ignore in 2018 appeared first on Passion for Planting.

Source: Social Media Trends and the Next Generation: Podcast 252

The post Social Media Trends and the Next Generation: Podcast 252 appeared first on Passion for Planting.