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«A Dissertation Presented to the Faculty of The Southern Baptist Theological Seminary In Partial Fulfillment of the Requirements for the Degree ...»

-- [ Page 1 ] --

EXECUTIVE PASTORS’ PERCEPTION OF LEADERSHIP

AND MANAGEMENT COMPETENCIES NEEDED

FOR LOCAL CHURCH ADMINISTRATION

__________________

A Dissertation

Presented to

the Faculty of

The Southern Baptist Theological Seminary

__________________

In Partial Fulfillment

of the Requirements for the Degree

Doctor of Education

__________________

by

Timothy Rowland Woodruff May 2004 In order to save this document as a PDF file, some style formatting has changed from the original. This document no longer fully complies with The Southern Baptist Seminary Manual of Style, 3rd Edition.

© Copyright 2004 Timothy Rowland Woodruff All Rights Reserved. The Southern Baptist Theological Seminary has permission to reproduce and disseminate this document in any form by any means for purposes chosen by the Seminary, including, without limitation, preservation and instruction.

ii

APPROVAL SHEET

EXECUTIVE PASTORS’ PERCEPTION OF LEADERSHIP

AND MANAGEMENT COMPETENCIES NEEDED

FOR LOCAL CHURCH ADMINISTRATION

Timothy Rowland Woodruff

Read and Approved by:

__________________________________________

Brad J. Waggoner (Chairperson) __________________________________________

Dennis E. Williams Date ______________________________

iii To Suzanne, my wife and best friend, and to my children, Sara, Ross, and Kathryn, the blessings of our lives iv

TABLE OF CONTENTS

Page LIST OF ABBREVIATIONS

LIST OF TABLES

LIST OF FIGURES

PREFACE

Chapter

1. RESEARCH CONCERN

Research Problem

Pastor Training

Academics Over Practice

Skill Priority

–  –  –

The Need for Clarity

Research Purpose

Delimitations of the Study

Research Questions

Terminology

Procedural Overview

Research Assumptions

–  –  –

A Theology of Servant Leadership

Terms Defined

Biblical Theology Defined

Leadership Defined

Servant Leadership Defined

The Example of Jesus

Suffering for Christ

Placing Others First

Minister as a Servant

–  –  –

Leadership in the Early Church

Servant to All

Leaders as Caretakers

Seeking Position

Humble Leadership

The Amorality of Leadership

Summary of a Theology of Servant Leadership

Selected Leadership Competencies as Appropriate for Ministry Practice

Overview

Competency Analysis

–  –  –

Strategic Thinker

Takes Risks

Team Builder

Encourager

Summary of Leadership Competencies as Appropriate for Ministry Practice

Previous Research on Ministry Practice

Ministerial Effectiveness

Nauss

Blizzard

Joyce

Minister as Manager

Boersma

Moates

Douglas and McNally

Summary of Previous Research on Ministry Practice

Emergence of the Executive Pastor

Overview

Factors of Emergence

Historical Perspective

Functional Clarification

–  –  –

Review of Executive Pastor Activities

The Management Process in 3D

Executive Pastor Practices

Planning

Organizing

Staffing

Directing

Controlling

Summary of Executive Pastor Practices

Profile of Current Study

3. METHODOLOGICAL DESIGN

Research Question Synopsis

Design Overview

Population

Sample and Delimitations

Limitations of Generalization

Instrumentation

Demographics

Personal Data

Age

–  –  –

Education

Previous Experience

–  –  –

Organizational Data

Membership

Worship Attendance

–  –  –

Church Budget

Pastoral FTE

Organizational Structure

Practice Data

Procedures

4. ANALYSIS OF FINDINGS

Compilation Protocol

Findings and Displays

Research Question 1

Personal/Professional Data

Age and Gender

–  –  –

Years in Current Position

Education

Previous Experience

Organizational Data

Membership

Worship Attendance

Sunday School Attendance

Church Budget

Pastoral FTE

Organizational Structure

Summary of Research Question 1

Research Question 2

Competency Item Rankings

Factor and Sub-Factor Rankings

Factors Ranked as Considerably Important

Factors Ranked as Very Important

Factors Ranked as Important

Summary of Research Question 2

Research Question 3

Considerations When Comparing the Boersma Study to the Executive Pastor Study





–  –  –

Competency Ranking Variances

Factor and Sub-Factor Similarities

Summary of Research Question 3

Research Question 4

Demographic Correlations

Competency Items

Factor and Sub-Factor Correlations

Summary of Research Question 4

Research Question 5

Mean Ranking and Correlation

Satisfaction

Performance

Preparation

Summary of Research Question 5

Evaluation of Research Design

5. CONCLUSIONS

Research Purpose

Research Questions

Research Implications

Research Question 1 Analysis and Interpretation

Background and Experience

–  –  –

Organizational Structure

Research Question 2 Analysis and Interpretation

Factor 2: Interpersonal Skills

Factor 3: Implementation and Decision Making Skills

Staffing

Directing

Controlling

Factor 1: Pathfinding Skills

Research Question 3 Analysis and Interpretation

Considerations When Comparing the Two Studies

Competencies

Factors and Sub-Factors

Research Question 4 Analysis and Interpretation

Research Question 5 Analysis and Interpretation

Summary of Research Implications

Research Applications

Educational Institutions

Churches

Executive Pastors

Further Research

–  –  –

1. THE PASTORAL MANAGEMENT COMPETENCIES

QUESTIONNAIRE

2. RELIABILITY OF THE BOERSMA QUESTIONNAIRE

3. COMPETENCY CLUSTERING

4. PASTORAL COMPETENCIES BY MEAN

RANK ORDER

5. CORRELATION RESULTS OF DEMOGRAPHIC

VARIABLE AND COMPETENCY ITEMS

REFERENCE LIST

–  –  –

ATS Association of Theological Schools CEO Chief Executive Officer COO Chief Operating Officer DMin Doctor of Ministry Degree EdD Doctor of Education Degree FTE Full-time Equivalent

–  –  –

MAS Ministerial Activity Scale MBA Master of Business Administration Degree MDiv Master of Divinity Degree MEI Ministerial Effectiveness Inventory MPS Managerial Practices Survey MRE Master of Religious Education Degree MSI Ministry Satisfaction Inventory NACBA National Association of Church Business Administrators MMEPC Mega-Metro Executive Pastors’ Conference POM Profiles of Ministry SBC Southern Baptist Convention

–  –  –

1. Relationship Between Minister’s Time, Effectiveness, Enjoyment, and Importance in Pastoral Roles

2. Executive Pastors Grouped by Age

3. Executive Pastors Grouped by Years in Vocational Ministry

4. Executive Pastors Grouped by Years in Current Position

5. Executive Pastors Educational Level

6. Executive Pastors Grouped by Master’s Degrees

7. Executive Pastors Grouped by Doctoral Degrees

8. Executive Pastors Grouped by Years in Previous Secular Experience

9. Executive Pastors Grouped by Type of Previous Secular Experience

10. Churches Grouped by Membership

11. Churches Grouped by Average Worship Attendance

12. Churches Grouped by Average Sunday School Attendance

13. Churches Grouped by Annual Budget

14. Churches Grouped by Full-time Equivalent (FTE) Ministry Staff

–  –  –

16. Competency Factor/Sub-Factor by Mean Rank Order

17. Competencies Ranked as Considerably Important by Mean Rank Order

18. Competencies Ranked as Very Important by Mean Rank Order

19. Competencies Ranked as Important by Mean Rank Order

20. Similarities Between Boersma and Executive Pastor Mean for Top 20 Items Rankings

21. Comparison of Top 20 Items in Executive Pastor and Boersma Study by Mean Rank Order

22. Items with Highest Degree of Mean Rank Order Variance

23. Difference in Factor Mean Rank Order

24. Difference in Sub-Factor Mean Rank Order

25. Significant Correlation Between Demographic Variables and Competency Sub-Factors

26. Mean Rank Order of Satisfaction, Performance, and Preparation Ratings

27. Number and Percent Responses for Satisfaction, Performance, and Preparation Ratings

–  –  –

There are many people that have been a part of this project and without whom this dissertation would have never become a reality. Suzanne, my wife, has prayerfully been my encourager throughout my education. Along with Suzanne, my children, Sara, Ross, and Kathryn, have supported me during the entire graduate school process. They are the ones who stayed quiet while Dad studied, who have missed opportunities for family time, but who patiently appreciated all the work that goes into quality education.

My family is the backbone of everything I do. Hopefully, all of this has been an inspiration to them as much as they are to me.

I especially would like to thank my church family for praying for me and supporting me during this process. Thank you specifically to Stephanie Angileri, Carole Cravey, Jackie Gayda, Rosemary Preston, and Robert Ndonga for your proofreading and excellent suggestions. I would also like to thank my statistics team, Randy Green, Jay McQuirk, and George Messer, for patiently guiding me through chapter 4, while reminding me of all the material I should have remembered from class. Gary May provided so much support in the beginning of this process and helped me understand that The Best Dissertation is a Finished Dissertation (Cheshire 1993). The team at INJOY assisted with products to provide as gifts for the respondents. I owe a special debt to Barry Thompson, my big brother in ministry, who covered for me on many occasions while I was preoccupied with this project. I appreciate and thank my pastor, John Avant,

–  –  –

kill your marriage, ministry, or yourself in the process.” My mother, a great prayer warrior and servant of Christ, has consistently prayed for me in all endeavors undertaken.

Finally, I would like to thank my spiritual encouragement team, Chad Smith, Mike Wolf, and Rick Machold, for praying and counseling me through this and many other parts of my life.

A special thank you is reserved for my colleagues, friends, and co-conspirators in Cohort 4. We have grown together during this process. Working with you has made me a better person. Brad Waggoner and Dennis Williams, my dissertation committee, have guided me through this project. Thank you for your attentiveness, patience, and friendship. Your input and direction were invaluable to my success.

–  –  –

Leadership and management skills are critical for the pastor to manage even the smallest congregation. Traditionally, administrators, both laymen and professional, have assisted pastors in leading and managing the financial, facility, and related administrative functions in many churches. The growth of a church usually includes an increase in giving, congregants, professional staff members, and lay volunteer ministers. With this growth, the role of the pastor becomes more complex in order to meet not only the spiritual needs of the congregation, but also the strategic, operational, and personnel functions.

Pastors are called upon regularly to preach, visit, counsel, console, and provide spiritual leadership. Pastors are also expected to set the vision for the church, develop the strategy, communicate clearly the purpose and direction of the local congregation, manage and lead change, build and maintain the team of lay leaders, and shepherd people in the church including the ministry staff. He is called on to accomplish this while balancing his spiritual relationship with God and maintaining healthy relationships with his family. The expectation of success in each of these areas by the pastor, the congregation, or his family is unrealistic for most ministers. Some possible causes of these unrealistic expectations of pastors are explained by Nauss in his studies on ministerial effectiveness and ministers as managers.

–  –  –

oriented assembly with members from diverse backgrounds. In the past century the minister has become responsible for additional charges, such as evangelistic work, equipping the members, administering an office or directing a staff, and becoming active in community affairs, all of which can be shown to have some basis in Scripture.” (Nauss 1995, 115)

–  –  –



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