VISION DEVELOPMENT Kevin M. Ulmet, D.Min

WHEN VISION CAPTURED ME Early 1990’s – The Fifth Discipline, Peter Senge Chapter 11 SHARED VISION

Shared Vision is: a force in people’s hearts, a force of impressive

power…it is palpable. People begin to see it as if it exists…At its simplest level,

a shared vision is the answer to the question, ‘What do we want to create?’

Shared Vision: Pictures that people throughout an organization carry.

They create a sense of commonality that permeates the organization and gives coherence to diverse activities… People bound together by a common aspiration…a

vision that many people are truly committed to, because it reflects their own personal vision. (Senge 1990, pg. 206)

What does the Bible say? Proverbs 29:18 – One key verse!

Where there is no vision, the people perish: but he that

keepeth the law, happy is he. KJV Where there is no vision, the people are unrestrained,

But happy is he who keeps the law. NASB

Proverbs 29:18 Where there is no revelation, the people cast off

restraint; but blessed is he who keeps the law. NIV When people do not accept divine guidance, they run

wild. But whoever obeys the law is joyful. NLT

Consider that without vision: People perish, are unrestrained, cast off restraint, and

run wild There is a vacuum. When there’s a vacuum, someone

will fill it. Who is in your church? Bob Huffaker: Vision gives us the reason to do what we

do when we do what we do.

When do we achieve shared vision? Senge:

A vision is truly shared when you and I have a similar picture and are committed to one another having it, not just to each of us, individually, having it.

When people truly share a vision they are connected, bound together by a common aspiration. Personal visions derive their power from an individual’s

deep caring for the vision. Shared visions derive their power from a common caring.

In fact, we have to come to believe that one of the reasons people seek to build shared visions is their desire to be connected in an important undertaking. …most “visions” are one person’s (or one group’s)

vision imposed on an organization. Such visions, at best, command compliance – not commitment.

Key summary from Senge: A SHARED VISION IS A VISION THAT MANY PEOPLE

ARE TRULY COMMITTED TO, BECAUSE IT REFLECTS THEIR OWN PERSONAL VISION. VISIONS ARE EXHILARATING. THEY CREATE THE

SPARK, THE EXCITEMENT THAT LIFTS AN ORGANIZATION OUT OF THE MUNDANE.

Robert Fritz (quoted by Senge): IN THE PRESENCE OF GREATNESS, PETTINESS

DISAPPEARS. IN THE ABSENCE OF A GREAT DREAM, PETTINESS

PREVAILS.

Is your church dreaming or drowning in pettiness? Missional or missionless?

MISSION VS. VISION MISSION: Senge: Mission is “purpose” – “the ‘Why?’ – the organization’s answer to the question: “Why do we exist?” Barna: a broad, general statement about who you wish to reach and what the church hopes to accomplish. (pg. 36)

VISION IS: Senge: the “What?” – the picture of the future we seek to

create. Barna: specific, detailed, customized, distinctive and

unique to a given church. It allows a leader to say no to opportunities, provides direction, empowers people for service and facilitates productivity. (pg. 37)

MISSION VS. VISION Barna:

MISSION STATEMENT = PHILOSOPHIC IN NATURE VISION STATEMENT = STRATEGIC IN CHARACTER A Vision statement details how the church expects to influence the world in which it will minister. (pg. 38)

VISION DEFINED BY BARNA: VISION FOR MINISTRY IS:

A clear mental image of a preferable future

Imparted by God to His chosen servants

Based on an accurate understanding of God, self and

circumstances.

BREAK FOR DISCUSSION

PART TWO – DISCERNING VISION In the Church of the Nazarene, the elected Church Board

is the center of all church authority. Pastors have no authority that is not granted by the

Church Board. Leadership in the Church of the Nazarene is ALWAYS by

invitation. That invitation is ultimately given and revoked by the Board!

LEADERSHIP AND VISION One weakness of this reality is that there is ONE

officially-recognized and authorized body of leadership in the COTN – the Board! Where do other leaders lead in your church? What about non-members who are leaders? What options do you provide for leaders to lead? VISION PROVIDES LEADERS A CHANCE TO LEAD!

THE VISION TEAM (OR DREAM TEAM) Nominated by the Pastor Supplemented by the Board Approved by the Board in agreement with the Pastor Includes faithful non-members Includes members who can’t be elected All Board members are invited and welcomed

THE VISION TEAM Is chaired by the Pastor Is given background material on Vision and your church Has all statistical charts and graphs in summary form Starts with an honest appraisal of WHERE THE CHURCH

REALLY IS NOW.

THE VISION TEAM Meets every 3-6 weeks Prays diligently Seeks God’s direction for vision Prays over and struggles with the Mission of the church,

and how that Mission can be expressed in practical form in Vision Comes to see your community in terms of Kingdom

opportunity

THE VISION TEAM Reports back to the Board periodically Is always seeking consensus Strives for unanimity but applies the 80% rule As the Holy Spirit leads, begins to discern the Vision and

fleshes it out. Eventually leads to a consensus statement and goal

statements to fulfill it

THE VISION TEAM Brings to the Board a proposed Vision Statement Allows the Board input, tweaking, improving Submits this proposal to:

VISION TASK FORCE!

BREAK FOR DISCUSSION

LEADERSHIP: Consider: You have now BROADENED THE LEADERSHIP BASE in your church from ONE leadership body to TWO – Church Board and Vision Team! There’s ONE MORE BROADENING OF THE BASE:

THE VISION TASK FORCE The Vision Task Force consists of ALL: Elected persons to any office in the church Appointed persons to any leadership in the church Group leaders of any groups in the church Task leaders of any task teams in the church Anyone who calls a meeting and people come!

THE VISION TASK FORCE Should be at least 10% of all attendees in the

Congregation. Chaired by the Pastor Is presented the work of the Vision Team Is allowed open discussion and verbal response that

leads to consensus Is sometimes given material in advance for written

response which is compiled and distributed to all in advance

THE VISION TASK FORCE Sends the improved Vision Statement and Goal

statements back to the Vision Team with consensus of now 10% of church and most importantly the church’s involved, committed leadership at least 80% “on board” with the Vision! Commits to being “cheerleaders” and “implementers” of

the Vision in the church!

THE VISION TEAM AND BOARD Amend and finalize the actual Vision Statement and

Goals Prepare it for submission to the whole congregation Strategically involves the whole of the Vision Task Force

for help in unveiling it to the Congregation Plans a huge Vision Series and Vision Day!

UNVEILING VS. IMPLEMENTATION The Vision Task Force as a whole assists Pastor, Staff

and elected leadership in IMPLEMENTING the Vision. Usually 3-5 year time span, although shorter than longer

now. VTF can be reconvened as necessary to monitor

progress and gauge results Staffing, budget, committees, energy all change

priorities to reflect VISION!

SOME EXAMPLES OF THE POWER OF VISION Never had less than 90% support as a Pastor in 3

churches. Grew from one service to 3 and started two new

congregations in one church Grew from one service to 4 and started one new

congregation in another church Opened leadership opportunities to new leaders in

present church – process unfolding

THE POWER OF VISION Left previous church after nearly 12 years Staff remained Completed 3rd Vision Cycle just before leaving, and new

Vision was officially adopted in summer of 2011. Church has not lost attendance, has received many new

members and baptized many new believers in 9 months without senior pastor

THE KEY TO THIS PROCESS Multiple hearts and minds, not just Pastor’s, or Staff, or

Board involved in process Leadership Base broadened significantly! Consensus required! Have to work through conflict until

it’s achieved Sends message THIS IS A PLACE LEADERS ARE

WANTED, NEEDED, AND ARE NOT FEARED!

KEY LESSON LEARNED: System did not achieve total honesty, possibly because

of deep desire to succeed and acknowledgement of problem by most, in one key decision at Chicago First. Went from “sandwich” (8:30 AM worship, 9:45 Sunday

School, 11:00 Worship) to “double-double” – 9:00 and 10:30. “Give us 3 hours!”

KEY LESSON LEARNED: Did not realize the upheaval this would create for

families, friends and groups. Increased attendance for 6 months – people gave valiant

effort Then decline set in – reality of pain overcame desire to

succeed Corrected in 2 years- went back to “sandwich” Took 3 years to regain true momentum!

REMEMBER! Keep it honest! LISTEN! Use written anonymous responses and compile into

reports LISTEN! MEET OFTEN BE FLEXIBLE TO CHANGE SOON ENOUGH WHEN

SOMETHING BACKFIRES!

Key quote on FEAR VS. ASPIRATION: There are two fundamental sources of energy that can

motivate organization: fear and aspiration. The power of fear underlies negative visions. The power of aspiration drives positive visions. Fear can produce extraordinary changes in short periods, but aspiration endures as a continuing source of learning and growth. Senge (pg. 225)

REQUIRED READING: THE FIFTH DISCIPLINE – Peter Senge THE POWER OF VISION – George Barna DEEP CHANGE – Robert Quinn THE BOOK OF EPHESIANS!

FINAL PROMISE: Now to him who is able to do immeasurably more than

all we ask or imagine, according to his power that is at work within us, to him be glory in the church and in Christ Jesus throughout all generations, for ever and ever! Amen. Ephesians 3:20-21 (NIV)