Breaking the 200 Barrier CHALLENGE Pastors Coach Sep

Breaking the 200 Barrier CHALLENGE Pastor’s Coach Sep 2020 Pastorscoach. com © 2020 Quintessant

Session 1 Introduction Basic Growth Principles Vision, Mission and Strategies

Overview Session 1 • Introduction • Michael intro. • Basic Growth Principles • Overview of Breaking 200 • Vision beyond 200: Why do we want to grow? • Mission: What must we do to achieve the vision? • Strategy: How can we maximize the use of limited resources to achieve the outcome?

Introduction • Glen Reed intro. • This is primarily for senior pastors. • We’ll teach about two 30 -35 min sessions and have another 20 -30 min for Q&A. • Chat window for questions or unmute. • We will share things you can use right away; realize we have much more. • We will send you these slides and bonuses.

We Focus on Church Health • Health results in growth in quality AND quantity. • The goal is for you to lead your church to be truly Biblical and healthy, help your people reach those around them and reproduce so that the new people reach others.

Michael Brodeur D. Div. Founder of Pastor’s Coach, Co-Founder of Destiny Finder Author of Revival Culture with Banning Liebscher, Destiny Finder, Keys to Church Health

Michael’s Journey • • • Born in San Francisco, saved as a hippie Discipled by Blackfeet Indians Trained in strong discipleship ministry Encountered John Wimber & Peter Wagner Planted SF church in the 80 s Planted new churches Oversaw 25+ churches in Northern Calif Created Destiny Finder Started coaching pastors Worked with Jesus Culture Created Pastor’s Coach

Basic Growth Principles

The Goal We need to grow in quality AND quantity • We have a command from Jesus to make disciples Matt. 28: 19 -20 • Every disciple should reproduce by making more disciples • Healthy things grow in quality and quantity • Believers will account to God for what they have accomplished 2 Cor 5: 10 • Jesus died for a bride and He wants more to be saved.

Problem: Priesthood of every believer • Jesus died that we might become kings and priests Rev 1: 6. • Protestant Reformation: Salvation by Faith, Authority of Scripture, Priesthood of every believer. • But the Priesthood of every believer never fully implemented. • Most churches: only 20% mobilized, the rest are spectators.

Problem: Church Model Three types of churches • Fantasy: lots of talk and activity but few results. Basketball with no hoop. • Factory: Highly structured, people become like employees. • Family: Spiritual fathers and mothers intentionally developing spiritual sons and daughters into spiritual fathers and mothers who reproduce.

Problem – Pastoral Focus on Pastoral not Apostolic • Ministry gifts Eph 4: 11: apostle, prophet, evangelist, pastor, teacher. • Their purpose is in v 12: Equip the saints for ministry • This is the “architecture” of the church. • Apostolic: train and send. Pastoral: care and keep. • We focus on the function and fruit, not position or titles • They are all important, but apostolic must be primary. • Most churches focus on the pastor only. • The pastor ends up doing everything; everyone looks to the pastor to meet all their needs. The church become consumer driven “meet my needs. ”

Problem: Not Enough Leaders Not enough healthy leaders • John Wimber and Fuller Institute of Church Growth: Studied 40, 000 churches of all types and sizes. • Finding: Most important element for growth was healthy leaders. • Healthy leaders develop and lead others, and reproduce. • Leaders are the “bones” of the body… support growth. • Most church pastors and elders are not reproducing leaders. Limitation of time to develop leaders • 70 is typically the first barrier. • You only have so much time; one person can only personally “pastor” around 70 people; maybe 100 if you’re super gifted.

Keys to Breaking 70 Change the way you do church • Mobilize every member for ministry. • Shift from pastoral to apostolic leadership. • Do church as a spiritual family: Grandparents – Parents – Children. • Focus on development (discipleship); develop people to fulfill their calling. • Focus on developing leaders to leading people in small groups, teams, and ministries.

Breaking 200 Overview Review • Why is 200 a barrier? • Develop leaders of leaders • The first hire: an associate pastor • Leadership structure for 200

Why Is 200 a Barrier? The main ingredient for growth is enough healthy leaders • To break 70 you need to develop leaders who lead workers. • To break 200, you need to develop leaders of leaders (overseers) – they reproduce leaders. • Around 200 your budget can support a full-time associate pastor; this is a critical decision. • Your departments need to be structured for growth.

Vision beyond 200: What has God called you to do? • Vision is the WHY and the WHAT (Mission is the HOW). • The mandate of heaven is more and better disciples • What is the number of members that God has put on your heart? • What does a church of that size look like? SEE the vision. • How many will come from conversion growth? • How many volunteers are needed to serve? • How many leaders are needed to lead members ? 1: 10 ratio • What essential ministries should be in place? Facilities? KEY: Be intentional, commit to growth, describe the vision

Mission: The HOW - what must we do to achieve the vision? • Mission Priorities: Leader Development, Attendance, Worship, Facilities, etc • Reverse engineer: work backwards from the end to define the plan • Set a realistic timeframe on the completion of the vision. • Generally, you’ll reach about 1/3 of your goal in the first half of the time. Then because you get more momentum as you go, you’ll reach about 2/3 in the last half of time. So don’t get discouraged in that first half. • Set SMART Goals: Specific, Measurable, Achievable, Relevant, Timed. • Set goals and objectives for each major part of your plan. • Assign responsibility and accountability to each of your leaders. • Focus on developing leaders to reproduce.

Strategy is maximizing limited resources to achieve an outcome You have limited Time, Energy, Money, Talent, and People. Strategically use those to accomplish the primary goal of developing people. Some strategies: • Focus on developing leaders • Look for FAT people (Faithful, Available, Teachable) • What kind of team is needed for your situation? • Create job descriptions. • Another characteristic: Reproducers. So look for FATR people. • Train the body to care for itself by every member ministry. Eph 4: 7 -16 • X factors: What are any special considerations for your church that require unique strategies? Example: geographic location, facilities, target group, etc

Q&A

Break the 200 Barrier CHALLENGE Pastor’s Coach

Session 2 Leaders of Leaders

Developing Leaders Family is the Model • Family exists for the benefit of the next generation. • Spiritual reproduction. You are the grandparent to leaders of leaders who are parents to the next generation of leaders General Leader Development Model - IRTLS • Identify: Look for FATR people: Faithful, Available, Teachable, Reproducers • Recruit: Personally recruit, lead with vision and personal destiny • Train: Apprentice model: I show you, I do - you help, you do- I help, you do it • Launch: Leader recruits a team for a ministry, launch ministry with goal • Support: You oversee the leader and provide nurture and feedback

Leaders of Leaders (LOL) Breaking growth barriers requires leaders who lead other leaders The key to breaking 70 is developing leaders. The key to breaking 200 is developing leaders of leaders. Must multiply yourself through other leaders. • Helper: Helps spontaneously, no job description (set up chairs, etc. ) • Worker: Defined job description (group, set up team, serves regularly) • Assistant Leader: Leads in presence of their leader (assistant in a team) • Leader: Leads in absence of their leader (leads a team or ministry) • Overseer: Leader of leaders (LOL), also called Elders; volunteer position • Staff Pastor: Leads overseers, paid position (associate pastor, etc) KEY: Develop your overseers / leaders of leaders who are volunteers. This shows the value of every member contributing, not just paid staff.

LOL Biblical Basis for Developing Leaders of Leaders (Elders or overseers) • Presbyteros: “Elders” or Mature ones – the most developed but not necessarily in age. 1 Pet. 5: 1 -4, Acts 20: 17 • Episcopos: Oversee – “See over” Leading from a higher vantage point of leadership: LOL Acts 20: 28 • Poimainen: “Shepherd” Tend the flock – Feed, protect, lead and provide for the people of God. Acts 20: 28 • Deacons: Cared for projects and things. It’s the pastoral gift applied administratively. Acts 6

Concentricity Cultivate a Culture of Concentric Servant Leadership Moses and Jethro: Leaders of 10 s, 50 s, 1000 s Ex. 18: 13 -26 70 elders: Num 20 Jesus’ example: He preached to thousands, healed and delivered hundreds, but focused on developing 12 disciples, and especially on three; he spent three years full time developing them in master / disciple relationship. Paul’s example: He focused on Timothy and Titus and other leaders. “The things which you have heard from me in the presence of many witnesses, entrust these to faithful men who will be able to teach others also. ” 2 Tim 2: 2, 1 Cor 4: 15 -16, Titus 1: 4

Concentricity - Jesus

Concentricity – Paul

Concentricity cont. Generational hierarchy, not a corporate or power or money hierarchy

Q&A

Leader Worker Qualification Each level of worker/leader has a different qualification – the 5 H’s • Health: Physical, spiritual, emotional, financial, social, etc. • Head: Knowledge; Biblical, “street smarts, ” common sense etc. • Heart: Character; fruit of the Spirit • Hands: Skills: how to minister, how to pray, how to teach, etc. • Holy Spirit: Vibrant experience of God, prayer life, Holy Spirit, discernment

LOL Qualification Leaders of leaders are crucial and must be selected carefully: • Alignment: They have demonstrated adherence to your vision and values. “Am I your pastor? ” Must be able to speak into their life. • Assignment: They have served as workers and leaders in preparation. • Mobilization: They are proven in their ability to IRTLS new leaders. • Multiplication: They are proven multipliers of new ministers and ministries. • Management: They manage themselves and others with sustainable grace.

LOL Job Description Framework Each level has increasing defined requirements and expectations: • Responsibility: What is the person expected to do or produce? • Authority: Who does the person report to, and what can the person do on their own? (choose team, spend money, etc. ) • Accountability: How is the person accountable for results and to whom? • Privilege: What access and privileges does the person receive? Must balance all four • Each level requires greater loyalty, maturity, sacrifice and self-government.

Realign Elders To Be LOLs Elders must be LOLs; you must realign accordingly • Redefine: True eldership is function above position = LOLs. • Reassess: Each of your core leaders in the light of your new definition. • Realign: Some of your current core will transition into LOL function. Create a path and timeline for them to develop into LOLs. • Reassign: Some will “self-select” to a different role or “Advisory Team” • Relaunch: Your “LOLdership” will widen the bottleneck of your leadership chimney. • Goals: Prioritize the goals in specific timeframes. Define expectations (LOLs: ~15 hrs/wk which includes Sun morn, sm group, meet with senior pastor, and 3 -5 developmental meetings/phone calls per week, ) • Evaluation: Install periodic points of evaluation and accountability.

Q&A

Break the 200 Barrier CHALLENGE Pastor’s Coach

Session 3 Staff Hiring and Leadership Structure

First Hire Most important decision is hiring an associate pastor • Approaching 200 generally allows for a second pastoral salary (1: 100). • This associate pastoral position should be an executive role. • Senior pastor should lead development: oversee small groups and leader development. Small groups are your best leadership development engine. Eventually you can hand that over, but not initially • Associate should be over family ministry, children's, youth, marriage, greeters and admin (more maintenance). • The primary qualification is the ability to multiply new leaders. Hire from your leaders of leaders who have proven themselves.

Budget Considerations Salaries and budgets • Actually, first hire is part time admin to do bookkeeping, calendar, misc • It’s generally better to hire one full time associate pastor than to split the salary among several part time people. • We don’t recommend a full time salary for a worship leader; half time is sufficient so worship pastor also does other ministry, or is volunteer • Wimber: Hire someone who can get others to a job (multiplier) • At a 1: 100 ratio of pastor to members, approaching 200 generally allows for a second pastoral salary • Average budget: 1/3 -1/2 salary ~1/3 facility ~1/3 ministries and other • Determine average livable salary. Require (some) sacrifice.

Hiring Questions From Bandino • The Vision Question: What is the vision of our church or organization, and which hire will drive us closer to our vision? • The Value Question: Which hire will add the most value at the current stage of our church or organization? • The Growth Question: Which hire will help us grow in key measurement areas? • The Focus Question: Which hire will help you focus on your strengths and achieve a sustainable pace? • The Resource Question: Which hire will pay for itself quickly? It takes one pastor for 100 people… so think about, can the person generate another 100 people?

First Hire Qualifications Qualify ahead of time • Teachable (“Am I your pastor? ”) • Character • Biblically and theologically sound • Gifting that complements the senior pastor’s gifting • Emotionally healthy • Aligned with senior pastor and the church vision • Culturally consistent • Administrative ability • Equipper - reproducer

First Hire Job Description Generalist over specialist • Define expectations of senior pastor and new associate • Define qualification, authority, responsibility, accountability and privilege (see LOL material) • Write out responsibilities. Example: 10 -15 1 -on-1 developmental meetings/week in person or some on phone. • Prioritize responsibilities • Keep regular calendar; have next week appointments 75% full by Fri • Set regular meetings with their overseer • Set and reach attainable goals

Leaders Are the Bones You have to have enough leaders • 1: 10 ratio of leaders to attenders • 1: 3 ratio of leaders to workers • 1: 3 -5 ratio of LOLs to leaders Two primary areas of ministry: Small Groups and Ministry Departments. • Below 30 members: develop your workers. • At 30 members: you need 3 leaders and 9 workers, 2 -3 small groups. • At 70 members: you need 7 leaders, 21 workers, 5 small groups. • At 150 members: you need 3 LOLs, 15 leaders, 45 workers, 10 small groups. KEY: Focus on training your primary team (LOLs) to develop other leaders.

200 Leadership Structure Your structure should look something like this at 200: • 1 Senior Pastor (paid) (include spouse if married and both are leading) • 1 Associate Pastor (paid) • 1 half to full time Church Admin / Receptionist (paid) • 5 -7 Overseers (volunteer) LOLs AKA Elders - this is your Core Team) who oversee up to 5 Leaders each. 1: 3 -5 ratio • 25 Leaders (volunteer) overseeing up to 15 small groups and up to 10 Department Leaders 1: 10 ratio of leaders to members • 75 -100 workers

Plan for More Plan for 300 • If you plan for 200 only, since there is always drop off and unforeseen circumstances you will fall short, so plan for 300. Framework for 300: • 30 leaders (leaders, not workers) which includes: • 5 -8 LOLs / overseers (each overseeing 3 -5 leaders/ministries) • 10 -15 departments and 10 -15 small groups

Department Leadership Departments would eventually include the following, with more as you grow: • Worship and Sound • Welcome - Ushers, Greeters, Guest Reception • Children's Church • Altar ministry / Prayer teams • Adult Training • Nursery • Youth and Young Adults • Outreach and Marketing/Promotion • Events and Conferences • Healing and Inner Healing/Counseling type ministry • Web, Graphics, Video KEY: Development takes place in Department ministry as well as Small Groups.

Lead Down Two Generations Family generational ministry, but need to lead down two generations. • Primary commitment of the pastors is to the overseers (weekly personal meeting if possible). Your overseers are developing leaders but you must also be touching those leaders on a regular basis. It reinforces the training they are receiving while at the same time providing quality control feedback on how your overseers are doing. • Secondary commitment is to leaders (monthly personal meeting if possible). • Lead down two generations using grandparent – child model. • This helps with reinforcing the DNA, and getting feedback to maintain quality. KEY: Teach people to minister to each other. Eph 4: 12 equip for ministry.

Q&A

Break the 200 Barrier CHALLENGE Pastor’s Coach

Session 4 Small Groups

Small Group Model The church has two “wings” - publically and house to house Acts 20: 20 • Publically: Large celebration meeting (Sunday); great for teaching, worship, vision. It’s your “tribe. ” • House to House: Small groups; great for connection, care, AND personal and leadership development. • The approach is to make the small groups apostolic (train and send) with a goal to multiply. • Leaders need to lead great meetings AND do people development by personal meetings, IRTLS to enlist people in ministry service. KEY: Small groups are destiny incubators for personal and leadership development.

Lifecycle Group team develop assistants, groups multiply yearly. • Go through Destiny Finder the first three months. • Each of the five develops an assistant using IRTLS. • After 7 -9 months, the assistants are fully trained. • Take a break, prepare for launching the next generation groups • Launch the next generation groups on a yearly cycle

Format This is family time, NOT a mini-Sunday morning service. • Worship: 1 -3 songs, not too much or not enough time. • Teaching: Video or live teaching, 15 -30 minutes. • Team input: One of the team members shares something. • Clusters: Smaller group “clusters” of 3 -4 people discuss, share and pray with each other. • Group ministry time, depends on the night and time etc. • Spice it up – occasionally do all prayer and worship or a fun night. • Foster relationship outside the group. • Group events: service, outreach, fun.

Five Ministry Gifts Eph 4: 11 The five gifts reflect the ministry of Jesus; they are the “architecture” of the church. • Apostle: Vision and mission • Prophetic: Presence and power • Evangelistic: Declaration and demonstration • Pastoral: Care and community • Teaching: Truth and transformation

Small Group Team consists of five people representing the “five fold ministry” • Five fold ministry from Eph 4: 11 • Apostolic (Small group leader) • Prophetic (Worship and prayer) • Evangelistic (Outreach) • Pastoral (Host and pastoral care) • Teaching (Growth coach and discipling) KEY: Focus on function and fruit, not position and title.

Small Group Leader Apostolic/Builder - Provides apostolic leadership and oversight. Responsibilities: • Reproduction - developing new Small Group Leaders. • Assist and support overall vision of the Church • Oversight of development and direction of group • Develop and direct other leaders in the group • Facilitate every-member development and ministry • Lead powerful Small Group Gatherings

Worship Leader Prophetic/Revealer - Facilitates prophetic atmosphere and practice. Responsibilities: • Reproduction - developing new Worship Leaders. • Assist and support Small Group Leader. • Lead worship and help direct ministry times and prayer. • Help facilitate spiritual gift development in the group • Periodic teaching and celebration coordination • Connect with Church-wide worship/prophetic community.

Outreach Worker Evangelistic/Recruiter: Encourages corporate and individual outreach and evangelism. Responsibilities: • Reproduction - developing new Outreach Workers. • Assist and support Small Group Leader. • Support each individual in personal evangelism. • Coordinate periodic outreach events. • Teach and lead prayer time for friends and neighbors. • Connect with Church-wide outreach leader and events.

Host Pastoral/Connector: Fosters pastoral care and relational connection. Responsibilities: • Reproduction - developing new Small Group Hosts. • Assist and support Small Group Leader. • Oversight of Small Group home environment. • Hospitality - welcome and follow-up of new people. • Teach and lead members into deeper community. • Special events, dinners, parties, meals for needy members

Growth Coach Teaching/Trainer: Oversees enfolding and discipleship of new members. Responsibilities: • Reproduction - developing new Growth Coaches. • Assist and support Small Group Leader. • Teach material as needed. • Help new-transfer members catch up with the group. • Help new believers understand the biblical basics. • Keep on discipling all members as needed.

Q&A

Break the 200 Barrier CHALLENGE Pastor’s Coach

Session 5 Evangelism and Beyond

Evangelism Intro Everything can happen better in heaven except…Evangelism! • Reaching the lost is our main priority. The Great Commission Matt 28: 19 -20 • Jesus had an agenda. To seek and to save that which was lost. Luke 19: 10 • The gospel is the good news, the message of salvation and the Kingdom. • Every Christian needs to share the gospel. • Every Christian needs to be trained in personal soul winning even if evangelism is not their “gift. ” • Most Christians think of “real evangelism” as street preaching; need to shift the understanding that evangelism is much more than that.

Types of Evangelism There are many kinds of evangelism. • High profile evangelism: Preaching, “on the streets, ” passing out tracts. • Attractional evangelism: Come and see; invitations to services, events. • Missional evangelism: Go and tell; door to door, foreign missions, etc. • Viral evangelism: Luke 10 house of peace; go into their world. • Prayer and Power evangelism: Meet people randomly, impact spiritually. • Servant evangelism: Do service projects, hand out water, etc. • Relational / friendship evangelism: Develop relationships.

Relational Evangelism Relational or lifestyle evangelism is the key to babies in the house! • Most people come to faith through friendship relationship with a Christian. • Many believers have little or no meaningful friendships with non-Christians. • Must build trust for people to be open to change beliefs, Spirit, gospel. • Small groups are the “platform” for outreach; can invite people to the regular group meeting if they are really open, otherwise invite to events. • Members of the group need to reach out to their Sphere of Influence (SOI) and develop friendships. • SOI is the people you have regular contact with: family, friends, co-workers, activity group members, neighbors, friends of family.

Relational Evangelism cont. Primary mission field is your Sphere Of Influence (SOI) • Seek to meet “felt needs’ – needs the non Christian feels strongest. Examples: sickness, loss of job, loneliness, lack of peace, etc. • Easiest way is praying for people for their need in their presence. Simple “non-religious” prayer. Then the person will ask questions and that opens the door for spiritual ministry. Don’t rush the person. Invite to church if they are really open, otherwise work on friendship, building trust. • Develop friendship: Go to coffee or lunch. Invite to small group events designed for non-Christians. • Other ways to minister to felt needs: Sickness – visit in hospital, make a meal, bring a card; Job loss – help with resume or networking; Moving – help load truck; Neighbor – help with yard work. • Great question: “Where are you at on your spiritual journey? ”

Small Group Outreach Fun, casual events • Group does “bridge” events: fun, casual relational events that group members can invite non-Christian friends to, to increase connection with Christians. • Invite some Christians from the group, some non-Christians. • Keep it casual and relational, with food and drink. • Examples: parties, barbeques, service projects, dinners, sports events gatherings such as Super Bowl or World Cup.

Other Outreach Events Church sponsored events are “attraction” evangelism: come and see • Activity events: Block parties, holiday celebrations, Christmas and Easter • Evangelistic meetings • Movies • Join with other churches or city wide evangelistic events. • Once-a-month tailor your Sun service to be especially geared for visitors.

Evangelism Training Evangelistically gifted leaders must train and encourage (Eph 4: 11 -12) • Testimonies are powerful: Sun morn, small group, personal story • Small group outreach worker keeps small group focused outward by bringing evangelistic focus to meetings. Example: 5 min talk, testimony or activity such as writing names of people in SOI who are open and praying for them. • Small group training by outreach worker, and large group training by pastor or overseers/leaders: train members on personal evangelism: how to share testimony, lead person to faith, basic apologetics, follow up. Use Role play. • Larger outreaches or outreach teams engage in activities such as praying for people “on the streets, ” treasure hunts, will encourage people and train “on the job. ”

Q&A

Could you use some help? We’ve given you some of the keys, concepts and models. • You can apply them as best as you can by yourself and press forward on your journey. • Or you can have someone who’s been there help you.

We can help you move forward! We can help you make the shift to a dynamic church that is multiplying healthy disciples, leaders and ministries. • Our answer is the Church Growth TRACK. • The process is to help the pastor make the shift. • Then reproduce that in the leadership team. • Then reproduce it in the rest of the church. • It takes two or more years to make the shift. • We summarize it in the 7 Growth Steps.

7 Growth Steps • • Step 1: Boot Camp - Senior pastor gets basic concepts, models, best practices, small group model, makes the shift personally. Step 2: Pilot group – Pastor takes leadership team through Destiny Finder, sm group model, trains them to develop people and lead groups. Step 3: 2 nd Gen Groups – Pilot Group launches groups for the church, do Destiny Finder, lead great meetings, start developing people. Step 4: Reach and Keep – Members reach their Sphere of Influence, some get saved, added to the groups. Church does events, enfolding etc. Step 5: Develop Leaders – In each group, the team develops assistants using apprenticeship model. Step 6: 3 rd Gen Groups – New teams launch new groups, leads great meetings, develops new leaders, etc. Step 7: Send & Plant – Continue multiplying everything, launch new ministries, marketplace emphasis, send missionaries, plant churches.

7 Growth Steps Timeline • • Step 1: Boot Camp - 8 weeks Step 2: Pilot group - 3 months Step 3: 2 nd Gen Groups - 9 months Step 4: Reach and Keep – ongoing Step 5: Develop Leaders - ongoing Step 6: 3 rd Gen Groups – 9 months Step 7: Send & Plant – ongoing

Step 1: the Boot Camp Step 1 is the Church Multiplier Boot Camp. • It’s a unique training experience that provides a proven process you can follow to shift your church. • It’s Biblical, strategic, spiritual, practical… and affordable. • It’s 8 weeks that will revolutionize your leadership. • There is nothing else like it available (especially with live group coaching)

The Boot Camp Goal • Give the senior pastor a plan to follow that builds a developmental process so that every person in the church becomes a healthy disciple who reproduces.

Boot Camp Includes This is the best of our material and training! • 8 weeks with a one-hour live coaching call each week online (Zoom) • Online Road Map with all assignments and schedule • 4 courses with videos • Complete Destiny Finder Small Group Program: online tool, 8 videos, Leader Guide, Workbook, email templates, flyer, handout, more • Small Group Leader Training Master. Class: Four 1 -hr videos, manual • 24 month Action Plan • Live coaching during the online class each week • MAX Membership for 3 months, which gives access to EVERYTHING on the Pastors. Coach. com website

Boot Camp Class Topics Teaching that’s spiritual, strategic, biblical AND practical • Shifting from pastoral to apostolic • Doing church as a spiritual family • Creating a dynamic church culture • Using Destiny Finder to discover one’s destiny and calling • Developing your core team • Launching small groups that develop people • Reaching new people – achieving 50% yearly growth • Multiplying groups • Multiplying church: leaders, ministries, facilities, missions

Road Map

Module Assignments

Includes Destiny Finder Includes the Destiny Finder Small Group Program: • Video Teaching • Eight 30 -min videos covering the entire destiny discovery process. • Destiny Profiler online tool for destiny discovery and fulfillment • Five assessments and more https: //destinyfinder. com/ • • • Leader Guide 25 pp Workbook 48 pp Email templates Handout Flyer List of all assessment questions and complete gift descriptions

Boot Camp Starts Oct 14/15 This is an amazing 8 -week training experience. Boot Camp Cohorts: • Wed Oct 14 – Dec 9 from 4 -5 PM Pacific Time • Thur Oct 15 – Dec 10 from 9 -10 AM Pacific Time Free first session – check it out! • More info and sign up: https: //pastorscoach. com/

Boot Camp Special Offer This is the best of our material and resources! Includes: • 8 -week program with the live class, courses, Destiny Finder Small Group program, Small Group Leader Training and Max Membership for 3 months • Total value: $2100 Boot Camp Investment: $1299 Offer for Challenge participants: • $799 ($500 off) Coupon code: BOOT 799 OCT OR • $299 x 3 monthly payments ($600 off) Coupon code BOOT 299 OCT • Go to pastorscoach. com, select the option, in Checkout enter coupon code • Expires Fri Oct 9 at midnight *** • Partial scholarships may be available

Testimonies There is nothing else quite like this available anywhere! • "Pastor's Coach shaped our journey as we prepared to plant a church. “ -- Banning Liebscher, Director, Jesus Culture Church Sacramento CA USA • Paul Berteig, pastor of Genesis Community Church in Prince George Canada: https: //pastorscoach. com/video/boot-camp-testimony-paul-berteig/ • “ 20 years in ministry, seven as a Senior Pastor… But I have NEVER come across anything like Pastor’s Coach. I’m only one month into their 2 year Q 2 Q Church Growth Track, but I am fast becoming convinced that this is THE BEST MATERIAL and MOST EXTRAORDINARY COACHING that I have EVER come across. Do yourself a favour - connect with Pastors Coach - it’ll be one of the best and most defining decisions of your ministry. “ -- Luke Harris, Senior Pastor, Empower Church - The Shire, Cronulla, Australia.

More Testimonies There is nothing else quite like this available anywhere! • “Glen, I want to express my huge appreciation to you and Michael for the Pastor’s Coach program. I want to let you know that I get it. It’s not a program. It’s a total paradigm shift for ministry, out of traditionalism and into the leadership model and church building strategy that Jesus intended. I get the big picture. The moment I heard that Michael spent 20+ hours per week in face-to-face mentoring, my life was changed forever and there’s no going back. When I understood that personal leadership development and small group team ministry were higher priority than the weekend service, my life changed forever. No going back. Thank you both! -- Mike Harding, Senior Pastor, Love Gospel Church, Apache Junction, Arizona, USA • “…You guys are literally helping to shape us from the ground up. . . " -- Adam Mathias, Pastor, Kindle Church, Pontypridd, Wales, UK

Bonus Downloads to Keep • Church health and growth flow chart • Staff hiring qualifications checklist • Dynamic Church Culture ebook

Boot Camp Starts Oct 14/15 This is an amazing 8 -week training experience. Boot Camp Cohorts: • Wed Oct 14 – Dec 9 from 4 -5 PM Pacific Time • Thur Oct 15 – Dec 10 from 9 -10 AM Pacific Time Free first session – check it out! • More info and sign up: https: //pastorscoach. com/

Boot Camp Special Offer This is the best of our material and resources! Includes: • 8 -week program with the live class, courses, Destiny Finder Small Group program, Small Group Leader Training and Max Membership for 3 months • Total value: $2100 Boot Camp Investment: $1299 Offer for Challenge participants: • $799 ($500 off) Coupon code: BOOT 799 OCT OR • $299 x 3 monthly payments ($600 off) Coupon code BOOT 299 OCT • Go to pastorscoach. com, select the option, in Checkout enter coupon code • Expires Fri Oct 9 at midnight *** • Partial scholarships may be available

Contact Please contact us with any questions or meeting requests: • We can do a zoom or Skype meeting with your team or elder board to talk about how this will work for your church or ministry. • Call us at +1 (916) 467 -9934 • Email us at [email protected] com