I'd like to point out a few causes and maybe symptoms of this...
1. Leadership has been chosen based on who would create the most stability. We have a tendency, when we elect or appoint leaders, to choose those who would prove to be best at maintaining the status quo. We want leaders who will cause the least amount of turmoil, conflict, or strife. I don't think we should find "fighters" to be our leaders, but we need leaders who are not afraid to go against the "trends" of those at ease in Zion or worldly philosophies.
2. We have chosen as leaders those who are administrators rather than prophets. (I know that administration is a spiritual gift. 1 Corinthians 12:28) In unhealthy over emphasis and sometime dependence upon administration has played into my first point. The church has found itself well organized, well categorized, and full of bureaucracy. Note: Administration follows growth... it doesn't initiate it. A myth of ministry is that a catalyst for church growth is what takes place in the office rather than in the sanctuary or outside world. May we find our prophetic voice again.
3. We do not expect fruitfulness from leaders. We have a tendency to reject any kind of measure of fruitfulness of our pastors or leaders. We abhor accountability. Even on-going accountability for ordained ministers in some denominations rests solely on continuing education typically without regard to whether their ministry has seen conversion or measurable discipleship taking place. If they have a certain degree or skill helpful to the mechanism or human organization we tolerate fruitlessness. Jesus, however, was pretty clear that those who bear no fruit are to be pruned so that the body may be fruitful again.
4. Most denominational ordination requirements involve doctrinal education, but less personal holiness. Individual expectations of moral and ethical living are being dismissed more and more as judgmental or legalistic. While competency and character are important to have together, we have defaulted to valuing competency above character. Character is always more important than competency. See for example the "unlearned men" that compromised the leadership of the New Testament church. Check out the job requirements even for serving tables in the NT church (Acts 6:3). The church needs to hold unswervingly to the reality that people can be forgiven, but also to the reality that there are consequences/discipline attached to wrong/sinful decisions. Before people are called to a ministry task, they are first called to the Savior.
5. Many pastors are too busy pushing their preferences. They have spiritualized their preferences and methodologies. They lack an understanding of the people they minister to and with. There can be a kind of spiritual or cultural arrogance. We have ministers well equipped with methods, creative ideas, evangelistic programs, etc. who do not know how to adapt to their environment. They go to a seminar or conference that talks about a new ministry idea and then return to their church with an abrupt & often radical change to implement immediately. Pastors need to start operating like missionaries; becoming more aware of the people they are suppose to serve.
6. Leadership often harms itself by seeking to appeal to an outside source for legitimacy rather than identifying the original purpose of the core. Lots of leadership becomes distracted by cultural fads. They grow out of touch of the grass roots members and workers. They lose focus of the core mission of the church or ministry and promote instead what those on the outside, who may not even share any core doctrinal beliefs, are saying. The people they are working with often grow agitated or even resentful at the fact that they are leading in a different direction and even sometimes a different purpose. What was the purpose of your church? What was a defining factor of your denomination? Pastor, get in touch with the root system.
7. Many pastors and church leaders view the people they serve in their local churches, conferences, districts or dioceses as "ignorant crowds." The view is that their leadership position and/or training has given them a superior opinion than nearly everyone else that holds position below them. It is not always a conscious thought process, but is often inherent in the mode of operation and decision making. It is not only offensive to volunteers and lay people that leaders work with, but dismissive of a great deal of ingenuity, creativity, and effectiveness that comes from everyone working together.
8. Some leaders allow position to define them rather than define their position. While leadership (and even administration) is very important in the over all functioning and unity of the body of Christ it is not simply a role to be filled. Too many leaders today are seeking a position that will define them and give authority or recognition to their ministry. The best leaders are those who are naturally identified by the body as capable, gifted, and called to that place of service. "Position" should not be earned by political jockeying, but obvious divine appointment.
9. Operating in ministry without regard to a Biblical framework spells certain doom. Socio-political issues that are highlighted on cable news networks are often borne of the sensational and can distract leadership from operating within a clear biblical frame work. Many pastors or other leaders never assess trending fads for their biblical validity. An inherently spiritual body, must be guided and operated in the context of specific and intentional spiritual principles borne of God's Word. The life of any church or ministry that seeks to be of eternal value must operate from an eternal mind-set/context.
10. Implementation of change can cause a lot of harm to a leader and/or those being led. Change is an important and inevitable reality in every church or organization. The problem many leaders face is how to implement it, when to implement it, and what kind of change needs to be implemented. If done incorrectly it can harm the whole body or alienate the leadership. Often the problem comes from the rapid rate at which change is introduced and then implemented. Often resistance to change is, in reality, a call for information. Leadership has failed to communicate clearly the why, how, when, where, etc. Wisdom is needed by leaders who are initiating change.
Also check out...
How to Know God's Will for Your Life
10 Books You Should Read
