Episode 045: What is ‘Multi-Congregational’? (Part 1)

In this episode (the first of two) we sit down to talk about the multi-congregational model New Life has developed over the last several years—why we did it, how it works, and what opportunities and challenges it presents.

 

 

PART 1 SHOW NOTES

 

We stumbled into this, quite honestly… we knew we had a deep bench of teachers and preachers on our staff and we needed to infiltrate our city…

 

Brady was really taking a risk with me… he gave me a space to experiment and grow…

 

For us, we decided that the church should look more like a family model than a franchise… we wanted to create an environment for our “children” to thrive within their strengths…

 

We had a burden for a location and a leader who was willing to go… you have to have that… if the leader isn’t called to the location, it won’t work long-term…

 

I am not suggesting that everyone do it the way we did it… it requires a lot of vulnerability, a lot of honest conversation, and a great deal of trust… if you don’t have that, don’t even try…

 

All of us had to agree that when we had aggravations, we were going to talk about them… most relationships fall apart because we don’t know how to deal with conflict… this model is ripe with potential conflict…

 

We believe that to be a pastor is to be attentive to place, to the soil of where you’re planted… and so we CENTRALIZE our administrative [functions] but we CONTEXTUALIZE ministry…

 

If you’re in a church where you have a group of friends and you’re wondering how to expand, then this model will work for you… but if you’re in a church where you don’t have any preachers or teachers, this model is not for you… you need to spend a lot of time building relationship with each other…

 

The flip side of this is that we need to get clarity where clarity is possible… financials, percentages, benchmarks for hiring, etc.… you need to work that out as much as you can…

 

The tension came in when New Life Downtown was bringing in enough money to sustain them separately from us… so we came up with some percentages that would keep Glenn motivated and also kept finances coming back to us…

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