The role of leadership in any organization can be a complex one, especially in churches. Traditional leadership structures are often characterized by a hierarchical and top-down approach where individual leaders hold most of the power and decision-making responsibility. However, the rise of alternative leadership models that prioritize shared leadership, collaboration, and empowerment is challenging this old paradigm like never before. Church leaders and church planters need to evaluate current leadership structures and determine whether the traditional approach still serves them well.
In Christian organizations, governance structures can vary depending on the denomination, tradition, or specific organizational structure.
Common governance models within Christian organizations include:
Episcopal Governance:
This model is hierarchical and commonly found in churches with bishops or overseers who have authority over multiple local congregations.
Presbyterian Governance:
This model involves a system of representative leadership where elders, elected by the congregation, share responsibility for decision-making and governance.
Congregational Governance:
In this model, the congregation as a whole has a significant role in decision-making, typically through congregational meetings and voting on key issues
The bottom line is effectiveness and healthy churches.
If your leadership and decision-making structures are working, stick with it. If they do not seem to be working, here are some alternative leadership models to consider:
Shared Leadership Model
The shared leadership model replaces the “one person in charge” approach with a group of equals who share responsibilities and power. This model has gained popularity, especially in smaller churches. In this model, members of the leadership team work collaboratively, sharing ideas and decision-making responsibilities. Shared leadership allows individuals with diverse skills and experiences to contribute to the community, resulting in a wide range of perspectives and ideas. This model also helps to distribute the workload evenly among leaders, reducing burnout and fostering mutual accountability.
The con: When it comes to making certain decisions in which leaders disagree, a ”first among equals” will be needed in order to move forward. With that being said, there is always a true leader regardless of the wording – “shared” leadership as co-equal leaders.
The Empowering Leadership Model
The empowering leadership model encourages those in leadership positions to delegate responsibilities and empower others to make decisions. This model recognizes that not all decisions need to be made by the group as a whole, but rather, some can be delegated to individual team members. This leadership model helps to build trust and create an environment in which individuals are comfortable bringing their unique skills and abilities to the table. Leaders can mentor and encourage those on their teams, helping them develop their skills and confidence. This approach also allows for flexibility and personal growth, both for the individuals involved and the community as a whole.
In this model, there is still a leader or primary vision carrier who is ultimately responsible. The leader, however, finds people who are faithful, available, and teachable to provide oversight at different levels.
The Servant Leadership Model
Servant leadership is a model that emphasizes putting the needs and interests of members (and all people, for that matter) first. The leader’s primary role is to serve the needs of the community, not to hold power or authority. Although this model has been around for a long time and is often associated with Jesus, who came to serve and not be served. In this model, leaders are responsible for creating a culture of service, facilitating relationships, and building a caring community. Members of the church feel appreciated, valued, and heard, leading to a sense of belonging and connectedness.
The Collaborative Leadership Model
The collaborative leadership model emphasizes cooperation, inclusivity, and shared decision-making. This model is best suited for churches with diverse members or those undergoing significant changes, like church mergers or restructuring. In this model, leaders from different areas of the church work together to make decisions. This approach allows for a wide range of perspectives to be considered and a more inclusive decision-making process. Members feel heard, and leaders take collective responsibility for the decisions made, creating a sense of shared ownership among the group.
So…
Although not popular, it may be time for leaders to evaluate the effectiveness of their leadership structures and be open to adopting new models that are effective and help create vibrant, healthy churches.
