Show me some chutzpa: Leadership absent courage is a farce!
Leadership absent courage is a farce. I’m not referring to arrogance or bravado, but real courage. It takes courage to break from the norm, challenge the status quo, seek new opportunities, cut your losses, make the tough decision, listen rather than speak, admit your faults, forgive the faults of others, not allow failure to dampen your spirit, stand for those not capable of standing for themselves, and to remain true to your core values. You can do none of these things without courage. Courage is having the strength of conviction to do the right thing when it would just be easier to do things right. The moral of this story is leaders need to be honest, have a demonstrated track record of success, be excellent communicators, place an emphasis on serving those they lead, be fluid in approach, have laser focus, and a bias toward action. If these traits are not possessed by your current leadership team, or your emerging leaders, you will be in for a rocky road ahead…
The Orthodox Church after AD 1054
Dony K. Donev, D.Min.: Eastern Pneumotology Lectures
Eastern Orthodoxy can be expressed in one word: theism. The purpose and meaning of life is to become more like God. Deification is pursued by all means of human existence. This quest for divine likeness often includes the typical for the Eastern Church, speculation on the divinity and humanity of Christ, traditions on the doctrine of the Trinity and non-traditional mystical experiences. They appear in the context of both physical and spiritual characteristics in individual and corporate ecclesiastical environment. The role of the Spirit in the process of deification is threefold and involves: creation, re-creation and theism. Eastern Pneumotology follows the graduate process of theism development. The Spirit is involved in the original creation of the world as well as the new-birth experience. His work however, does not end there, but continues throughout the process of personal deification of the believer.
The Orthodox Church after AD 1054
The development of Pneumatism, in this latter period, is directly linked to three major political processes in Eastern Europe. The first one was the schism of 1054, after which the unity of the Church would never be the same. The ecclesiastical division, which is based more on the political situation than doctrinal differences officially completed a separation, which had started centuries ago.
The second one includes the mission to the Slavs. What Burgess[1] fails to mention is the fact that the brothers Cyril and Methodius were born in a wealthy Bulgarian family and sent to Thessalonica to be educated early in their lives. After extensive study and research, they were able to invent an alphabetic structure called Glagolitza, which was the first Slavic alphabet. This success was dated as early as 881-882 A.D. Their work was not left unnoted by King Boris I, under who Bulgaria had adopted Christianity twenty years earlier in 863 A.D.[2]
Thus, the work of “Thessalonica brothers,” as they are often called in the Bulgarian tradition, was not only “a great missionary effort,” as Burgess claims, but also rather a patriotic and nationalistic return to their roots in an attempt to adjust Greek ecclesiastical tradition to the needs of Slavs and Bulgarians. Their revolutionary plan included the formation of the Slavic alphabet, which was to be used as an instrument to translate, write and distribute liturgical literature in the language spoken by the Slavs in the land of Bulgaria. With this they not only fulfilled their original purpose, to limit the Greek influence on the Bulgarian Church, but also became a steppingstone in the development of the Bulgarian culture by the means of the written literature.
The last major conflict was the invasion of the united Islamic armies to the Balkans. The Turks were cruel and in their aggression. In a typical Oriental model, their purpose was not only to conquer, but also to exploit the conquered lands. In their attempt to do so, they did not stop to only physical conquest, but attempted to change the culture, religion, customs, ethnos and national belonging of the conquered nations. Thus, preserving Eastern Christianity and Orthodox liturgical practices became the means of survival for the Balkan nations.
The focus in the writings of this period’s pneumatologists is the idea of representation of the Holy Spirit as energy. This belief is so extreme that it leads to the conviction that divine energy is present even at the graves of dead saints.[3] This is in continuation with some of preceding writings from the pre-schism period.
Gregory Palamas (1296-1359) is a major example of this link with the past and preservation of the pneumatic experience. Living in the very beginning of the Turkish conquest over the Balkans and great political changes, Palamas wrote that the only way to know God is through an inner change, a transfiguration done only by the Spirit of God.[4]
This act is the initiation of deification. The Holy Spirit is viewed as light in the process of edifying the church.[5] The believers are instruments in the hands of God.[6] They are led by the Spirit through the means of the spiritual gifts, which Palamas reports as possible and active in his days. He further lists three different categories of gifts: word of instruction, healing and miracles. The gifts are obtained only through “intense mental prayer.” Laying on of hands, after the example of the apostle Paul, is also required.[7]
At the same historical moment, similar position is supported by Nicholas Cabasilas (1320-1371). While differs from Symeon the New Theologian, that there’s a special experience outside of the established sacraments, Cabasilas reports the practice of spiritual gifts.[8] He also claims that gifts are signs for the power of God being active in the world. The church is to partake into the gifts and enjoy the presence of the Holy Spirit.[9]
Palamas’ prime mystical focus, however, is on the essence and energies of the Holy Spirit. He claims that God is known through energies, and not essence.[10] Similar position is taken by Irenaeus[11] and Athenagoras[12] as early as the second century. Basil,[13] Gregory of Nissa,[14] and later on Pseudo-Dionisius[15] and Maximius the Confessor[16] also distinguish understanding of God between energy and essence. Thus, through this position, Palamas becomes a preserver of centuries of theological research and experience, and provides a link with the doctrinal past of the early Eastern Church.
Seraphim Sarov has a similar role. Sarov lives in the later part of this period in eighteenth century feudal Russia. Although, his surrounding is primarily monastic, limited by Eastern sacramental tradition and severe ascethism, his experiences are of intense mystical nature and divine inspiration. For Sarov, the purpose of Christian life is “acquisition” of the Holy Spirit.[17] The Spirit is to be acquired as “a financial reserve,” which is done through prayer and is available to both monks and laity.
Both the idea of financial reserve and equality between clergy and laity are definitely reflect on the present situation in Russia during the time of Sarov. While the former is clearly a reflection on the economical crises in the monarchy, the latter reflects on the structural, hierarchical crisis of the Russian church. The above ideas are both prophetic and revolutionary, especially viewed in the context of the Bolshevik Revolution, which follows shortly after being published by Nicholas Motovilov in a 1903 issue of Moscow Gazette.
The above publications are our main source of Sarov’s experiences. They are recorded as a conversation one of Motovilov’s visit in November 1831.[18] The climax of this conversation is a moment of transfiguration of both Sarov and his guest. The glory of the Lord was visible as light. This was explained as grace viewed through eyes of flesh. The experience was accompanied with odours and “joy inexpressible.”[19] This encounter is analogical to the experiences “untold ecstasy” and sweet smell portrayed by Pseudo-Macarius and Symeon the New Theologian.[20] Sarov further related the transfiguration experience as what Pseudo-Macarius claimed to be the fullness of the Spirit. It is interesting to notice, that the pneumatic experiences Sarov had were not only a preservation of the experiences of pneumtaics prior to his time, but also a reflection of his present political and economical surroundings.
[1] Burgess, 67.
[2] Milcho Lalkov, Rulers of Bulgaria (Sofia: Kibea Publishing Co., 1995), 21.
[3] Carmino J. deCatanzaro, Nicholas Cabasilas: The Life of Christ (Crestwood: St. Vladimir’s Seminary Press, 1974), 106-7.
[4] Burgess, 71.
[5] Ibid.
[6] John Meyendorff: Gregory Palalmas: The Triads (Ramsey: Paulist Press, 1983), 88.
[7] Ibid., 52-53.
[8] Burgess, 77.
[9] deCatanzaro, 107.
[10] Ibid, 77-111.
[11] Fragment 5, PG 7:col. 1232.
[12] On the Resurrection 1.
[13] Letter 234, PG 32:col. 869.
[14] Against Eunomius 12 PG 14:col. 960.
[15] On the Divine Names 2.7, PG 3:col. 645.
[16] To Nikandros, PG 91:col. 96.
[17] Burgess, 79.
[18] Valentine Zander, St. Seraphim of Sarov, trans. by Gabriel Anne and Boris Bobrinovsky (Crestwood: St. Vladimir’s Seminary Press, 1963), 83-94.
[19] Ibid. 95.
[20] John Cassian, Collationes 4.5, PL 49:col. 589.
Jacksonville, FL: 2020 Bulgarian Church Conference (Sept. 1-5)
Sing a little Kumbaya
While love and leadership are certainly two words you don’t often hear in the same sentence, I can assure you that rarely does great leadership exist without love being present and practiced. In fact, if you examine failed leaders as a class, you’ll find that a lack of love, misplaced love, or misguided love were a contributing cause of said failures, if not the root cause. Empathy, humility and kindness are signs of leadership strength – not weakness.
InJOY Church of God Leadership Study 20 Years Later
Source: COG Leadership Development: The Consultant’s View
Dated: 7/12/2002
For the past two years, the Church of God has benefited from an association with INJOY denominational consultants Dr. Conrad Lowe and Dr. Ron McManus. Recently they presented a comprehensive report with the Church of God Executive Council, which is shared here with COG News readers. John Maxwell Denominational Partnerships wishes to thank God and the leaders of the Church of God for the privilege of working closely together in the leadership development initiative. This endeavor has been a highlight of our ministry.
During Phase I, we witnessed this great vision cast across the entire Church of God in North America. Visionary leadership was modeled by the Executive Committee and the Executive Council. State overseers have invested in extensive training. Approximately 2,000 pastors and lay leaders have been trained in various ministry skills. Mentoring groups have begun in most states. Many growing churches have begun to grow, and many declining churches have accelerated, many plateaud churches have begun to grow, and many declining churches have stabilized. Finances, conversions and membership have increased. Church health and “excellence” have also improved for many churches.
The future goal is that additional pastors and churches will be added as we move to more intensive leadership training. In addition, the leadership development initiative will add leadership “coaching” to the mentoring strategy.
One of our tasks as consultants is to bring awareness of potential barriers to the vision of the Church of God. At this juncture in the process, we suggest there are five areas that should be addressed by the Church of God.
Church of God DNA
From our observation, the Church of God has at least three prominent formative influences—holiness, Pentecostal experience and a predominant rural culture.
· The holiness lifestyle defines your character.
· The Pentecostal experience empowers you through the Holy Spirit.
· The rural culture gives you your mental model of ministry.
The dangers we envision are as follows: (1) the importance of holiness may not be passed to the next generation; (2) the Pentecostal experience may lead you to focus on the gifts and neglect the disciplines of ministry; (3) a rural model of ministry is not readily transferable to other cultures, including ethnically diverse, suburban and urban cultures.
RECOMMENDATIONS
1. A plan of education in your heritage holiness must heavily influence your next generation. It may take place in institutions, distance learning, books, tapes, seminars, and so forth. At this point, we observe many Church of God pastors receiving their theology from external sources rather than their denomination.
2. Focus on you Pentecostal experience as your distinctive relationship with God, but add the disciplines of ministry to your gifts. For example, the training offered by the International Executive Committee during the spring and fall events focused primarily on ministry disciplines such as evangelism, assimilation and change management, along with others. Eventually, Church of God leaders will excel in the exercise of the gifts and the disciplines of ministry.
3. Learn how to plan and grow churches in diverse cultures.
Leadership Rotation
It appears that you believe you can “lead by taking turns.” The theory is based on the belief that every leader who is voted into offices next is as productive and skilled as the one being replaced. This organizational model works only if all leaders are equally capable. That theory is never true. This system always produces a roller-coaster effect of good and bad leadership. There is never time for the accomplishment of a vision; instead, each new leader is determined to leave his personal mark. The new leaders then feel free to change everything every time there is an election. If any group is lead by a great leader, they should do everything possible to keep the same leadership in place for sustained success. If not, the quality of leadership in the Church of God will always be “peaks and valleys” depending on whose “turn it is this year.”
Imagine any local Church of God. If they get a great leader and the church is prospering, they would do anything to keep that leader because they know one thing from experience—we have fine leader, but if he leaves, the next one may not be as good. We encourage the Church of God to rethink this underlying assumption about how your denomination is led. Major ministries are led by (1) great leaders and (2) those leaders stay long enough to build something that lasts. For great leaders, the longer they lead, the better the organization will become.
RECOMMENDATION
Focus on productivity instead of “taking turns leading.” As John Maxwell says, “Everything rises and falls on leadership.” The local Church of God churches will “rise and fall” on the quality of the leadership in your pulpits, your state and regional offices, and the international offices. The future of your movement depends on your ability to attract and keep our most gifted and productive leaders in your positions of influence.
Leadership Skills
The present system of choosing leadership in the Church of God encourages “political skills” instead of “leadership skill.” The regular votes for leaders (state, national and international levels) express the will of the minority. This is true because the majority do not vote in most political systems.
RECOMMENDATION
Hold the elected leaders accountable for the improved ministry of the churches they serve instead of “popularity votes.” Choose the best leaders among you. Then give them the resources to do the job. Support them with prayer and cooperation. Finally, hold each leader accountable for the results of their leadership and measure how well the churches are doing under their leadership.
We encourage the Church of God to continue its dependence upon the leadership of the Holy Spirit in making decisions which improve the church. As consultants, we find few people who are purely political, but we raise a major warning that the present system encourages “patronage.”
Structure
The Church of God is historically structured as a “hierarchy.” It can be visualized as a pyramid with pastors and churches at the bottom, state overseers in the middle, and international executive leaders at the top. As one moves upward in the pyramid, renown, finances and power increase. Under the leadership of Dr. Lamar Vest, the pyramid is being inverted. The principle is Biblical “servant leadership.” The international executive leaders serve as a resource for the state overseers, while the state overseers serve as a resource for the local pastors and churches.
We encourage the Church of God to “stay the course” moving in the direction of servant leadership. Jesus said, “He who would be greatest among you, let him become the least among you.” In the body of Christ, we must focus attention and resources on those who labor in the fields of the Lord’s vineyard.
RECOMMENDATIONS
1. Focus on the right group. Every successful structure must align the members to achieve the ultimate goal. The goal of the Church of God is to reach the lost and to train fully devoted followers of Jesus Christ. In most organizations, the structure evolves to benefit the people who make the policies. Improvement occurs when they focus on the right people, the lost and those being involved in ministry.
2. Make decisions at the level closest to the work. The correct consulting term for this is empowerment. The Church of God must organize the denomination to develop the potential in every church. Ephesians 4 clearly describes the congregation of the church as “ministers,” not “spectators.” The Bible then says those lay ministers should choose laypeople to lead their ministry. The task of the pastor and staff is to equip the people in the congregation to build a great ministry. Structure the future to develop strong lay ministries with everyone else serving as a resource for that local ministry.
3. Make the structure flexible enough to meet current challenges. The foundation of the Church of God is its holiness, Pentecostal experience and Biblical authority. They are the bedrock principles that should remain the same. Structure, however, is temporary and changes as the organization grows and faces new challenges. A denomination plateaus or declines when it treats structure as if it were a foundational principle. You cannot confuse structures with foundational principles. You improve the Church of God when the structures serve the people instead of the people being saddled with an outdated structure.
4. Form Follows Function in Structure. The Church of God must find what God is blessing and then structure itself to join Him. Most denominations begin to decline and decay when they retain their present forms even if they can no longer be successful within those forms. It is time to simplify structure, increase flexibility to encourage innovation, and form your structures to fit your functions.
State/Regional Overseer Productivity
After consulting with the Church of God for almost two years, it is our conclusion that the key to transformation for the future rests primarily in the leadership of the state/regional overseers. They are the denomination’s primary influence on the field of ministry. If the state/regional overseer provides resources; models visionary leadership; and implements the strategies of “mentoring, coaching, consulting, modeling and teaching churches,” that state or region will experience health and growth.
RECOMMENDATIONS
1. Choose only your best leaders in the Church of God as state/regional overseers. They should have sterling character, be holy in their reputation, and have a “track record” of successful leadership; and train them to move from “doing” to “coaching”
2. Evaluate state/regional overseers solely on their ability to move their churches to new levels of quality and quantity.
3. Increase the training for state/regional overseers with one goal: our most productive leaders are overseers.
4. Leave them in place long enough to make a major, positive difference in their state or region. Instead of inheriting a stronger state or region, require the state/regional overseer to build a better state or region.
Leadership Trust
It appears that some Church of God policies have been established as a reaction to leadership failures in the past. Large organizations are notoriously slow to personally address misbehavior. When they do, they often make a general policy that punishes everyone rather than addressing the specific leader involved. The result is “leadership suspicion.” Those within the organization begin to mistrust all leaders and make broad defensive policies. The result is tragic—leadership for the organization is diminished.
RECOMMENDATION
Elect and appoint leaders who meet Biblical standards and who are recognized as people of Christian integrity. Then take the risk to trust and honor them as Scripture requires.
CONCLUSION
We believe the Church of God must address these issues in order to move boldly into the leadership role God has offered you. We do not offer detailed solutions at this point. It is simply our duty to help you recognize some of the issues that will determine the future.
We believe that you must minister as if your dreams are bigger than your memories. Your past has been glorious, but it is no place to live now. Your leaders are being endowed with vision fro God for your denomination, every state or region, and every local church. We encourage you to grow into those visions and resist being defined by the past.
Most important, we believe the church is poised for an unprecedented time of spiritual harvest. The great news is the issues you must address are all issues of growth, not of decline. The difficult news is, you must give serious consideration to some strategies changes. We believe every denomination in America needs to see one leadership group experience miraculous reformation. The rest will gladly follow. We are praying that you—the Church of God—are the group willing to learn enough, work enough, receive enough and pray enough to respond to God’s great promise—that your ministry will multiply “like the sands of the sea and the stars of the sky.”
This Train is Bound to Glory…
In leadership, lack of focus shows lack of priority
Leadership is less about balance and more about priority. The best leaders are ruthless in their pursuit of focus. Those leaders who lack the focus and attention to detail needed to apply leverage and resources in an aggressive and committed fashion will perish. Leaders who are not intentional and are not focused, will fail themselves and their team. Leaders who lack discipline will model the wrong behaviors and will inevitably spread themselves too thin. Organizations are at the greatest risk when leaders lose their focus. Intentions must be aligned with results for leaders to be effective.
How a Small Ocoee Flower Shares a Big Story
by Kathryn DONEV
With VBS season upon us, we are always looking for inventive ways of sharing the Gospel with our little ones. We are internally motivated by the Biblical mandate of Proverbs 22:6. When we start children off on the way they should go, even when they are old they will not turn from it. So this summer let us shift focus from the Corona Virus to the Corona Filaments of a small plant that tells a big story.
When Spanish Christian missionaries arrived in the jungle of Brazil in the 16th century, they discovered a plant with such beauty and distinctiveness unlike any they had seen before. These explores were encouraged feeling it was a good sign for their mission. After closely observing the structure of the plant’s bloom, they called it the passion flower because to them it symbolized the passion or death of Christ.
This exotic flower (Passiflora Incarnata) grows wild in South America and the southern United States as well. Beginning around June is when you first see the vine emerge from the grown after laying dominate all winter. It is the official state wildflower of Tennessee and is sometimes know as the maypop (term given by the Powhatan Indians), wild apricot, Holy Trinity flower and the ocoee. The Cherokee were the ones to referred to the passion vine as “u-wa-go-hi” or “ocoee”. The root “oco” refers to the plant and “ee” describes location. The word “ocoee” literally means the apricot vine place. The passion flower was considered to be the most beautiful of all flowers among the Cherokee and to this day it is a revered piece of their heritage.
Here’s how a small flower turned to be the center stage of the story of Christ’s ultimate sacrifice.
The passion flower is a strong plant that is resistant to pulling and bending as was Christ who endured the horrific pain of a crucifixion. The radial corona filaments of the flower represent the woven crown of thorns which mocked Christ’s claim of authority. This corona rests upon a cup-shaped structure that reminds of the cup of suffering and the Last Supper. The spiraled tendons of the plant are symbols of the lashes Christ endured and the flower’s trailing tendrils are like the whips. The central flower column receptacle is symbolic of the pillar of Christ’s scourging. The three stigmas are symbols of the nails used in the crucifixion as well as the Holy Trinity. The five anthers remind us of the five piercing wounds Christ suffered. Together the five petals and five sepals refer to the ten disciples who did not betray or deny Jesus. The palmate leaves depict the hands of His persecutors or the Holy lance that pierced Christ’s side. The fragrance of the flower helps us recall the spices used in the burial cloth for the body of Christ. The purple color is symbolic of royalty, the white is for purity. The shape of its fruit is symbolic of the world that Christ saved through his suffering. Finally, because the passion flower is a vine it points to Heaven and will compete with surrounding trees to see the light.
OCCUPATION or LIBERATION?
Bulgarian Church of God splits in 10
The Bulgarian Church of God has split in no less than 10 since the early 2000s as following:
- Bulgarian Church of God (27.12.1990)
- Church of God in Bulgaria (23.01.2006)
- God’s Church (13938/2006: 07.02.2007)
- Church of God-12 (Sofia, Rodostono)
- New Generation Church of God (05.04.2000)
- Bethesda Church of God (27.12.2010)
- BulLiv Church of God (15.01.2000)
- New Life Church of God (06.11.2000)
- Bulgarian Church of God – Sofia (4996/2003 Sredetz, E.Georgiev Bul. 2, apt. 4)
- Bridge Church of God (50/2013)
