Training for Servanthood

To view this page ensure that Adobe Flash Player version 9.0.124 or greater is installed.

Please login or register to make a comment!

T r a i n i n g f o r S e r v a n t h o o d A Basic Training Guide for Baptist Deacons P r e p a r e d a n d C o m p i l e d b y R o l e n C . B a i l e y INTRODUCTION BAILEY'S NOTES TO YOU This material is designed primarily for new deacons. Experienced deacons who have served with little or no training, may also find the material to be instructive.

Many deacons from churches in Virginia have helped me to continually update the content and application of this material. They have shared ideas with me in Eagle Eyrie conferences, associa- tional training conferences, and church retreats. T raining for Servanthood is prepared to give a general overview of the total concept of the deacon ministry as it relates to Southern Baptist churches.

You can study the material in five ways: 1. Use it for self-study; be sure to do additional reading from the reference books listed throughout the material 2. Use it in a special deacon training meeting 3.Use it on deacon retreats along with the reference books ... more. less.

listed, or with a certified deacon trainer 4.Use it in associational training conferences 5. Use it in state conference workshops at Eagle Eyrie Please read the "Explanation Notes" at the beginning of each new section. They help to explain the material that follows. My experience with deacons is varied. I was profoundly influenced by my father, John Chase Bailey. He was a committed Christian and a respected deacon until he went to be with the Lord. I am indebted to all the deacons who worked with me in student pastorates and full-time pastorates. From 1974 through 1989 I served as Executive Director of the Roanoke Valley Baptist Association. I am a Certified Deacon Trainer for Virginia Baptist deacons. I am most appreciative for all the dea- cons I have taught and from whom I have learned much about deacon ministry. I am most appreciative of Mrs. Reva S. Hicks, my former Administrative Secretary, for her compe- tent skills in preparing the 1989 manuscript. Special thanks go to my wife, Frances, a deacon her- self, who has helped review the material. I also appreciate very much the secretarial work of my daughter, Patty Spragg, in preparing the first revised manuscript. Thanks also to Judy Koger, my friend, for help with the layout and structure of the material. This will be my final update. Thanks to Alice Rusher for preparing this update. I hope this material will help you become the kind of ministering deacon you want to be. The Lord asks from each one of us OUR BEST! God bless you. RCB/plb N EW DEACON LEARNING AGENDA I. IDENTIFYING THE DEACON: _________________________________________________ 2 A.Deacon Information Form B.Deacon Training Discussion Questions II. DEVELOPMENTS IN DEACON MINISTRY: ______________________________________ 5 A.Scriptural Qualifications of Deacons Interpreted B.Church Expectations of Deacons Suggested C.Deacon Developments in Church History III. AREAS OF DEACON MINISTRY: ______________________________________________13 A.Proclaim the Gospel to All People B.Lead the Church in Accomplishing Its Mission C.Care for People in the Church and in the Community IV. ORGANIZATION FOR DEACON MINISTRY: ___________________________________ 14 A.The Deacon Family Ministry Plan B.The Deacon Team Ministry Plan C.Methods of Selecting Deacons D.Ordination Service for Deacons E.Duties of Deacon Officers F.Diagram of Deacon Organization G.Deacon Meeting Agenda H. AStudy of Women Deacons and Church Elders in Virginia V. SPIRITUALPREPARATION FOR DEACON MINISTRY: ____________________________31 A. How to Meditate and Pray B.Bible Study VI. PARTNERS AND PEACEMAKERS IN DEACON MINISTRY:_________________________33 A.Shared Ministry Concepts B.Developing Ministry Skills C.Identify Ministry Needs D.Learning to Manage Church Conflict VII. SPECIALCONCERNS IN DEACON MINISTRY: __________________________________45 A.Reclaiming Inactive Church Members B.Deacon Leadership During Pastoral Transition C.The Role of Deacons in Missions VIII. RESOURCES FOR DEACON READING AND TRAINING: _________________________50 1 2 I.IDENTIFYING THE DEACON A. DEACON INFORMA TION FORM The deacon information form can be filled out by each new deacon. It has several interesting purposes: 1.The information, along with a family picture, can be placed on a main bulletin board in the church so that everyone can come by and get better acquainted with each new dea- con. 2. The information, at least in part, may be published in the church newsletter and/or the Sunday bulletin. Again, this helps the congregation get better acquainted with the new deacon. 3.The new deacon's hobbies may help form new friendships with other church members who have the same hobbies. 4.The new deacon's ideas about the future of the church may help stimulate the church to new levels of spiritual growth and mission ministries. SAMPLE DEACON INFORMA TION FORM NAME:__________________________________________________________________ DATE OF BIRTH: _________________________________________________________ PLACE OF BIRTH: ________________________________________________________ NAME OF SPOUSE:_______________________________________________________ NAMES OF CHILDREN AND AGES: ________________________________________ ________________________________________________________________________ ________________________________________________________________________ FORMALEDUCATION:___________________________________________________ ______________________________________________________________________________ PLACE OF EMPLOYMENT: ________________________________________________ TYPE OF WORK: _________________________________________________________ PRESENT CHURCH RESPONSIBILITIES OTHER THAN DEACON: _______________ ________________________________________________________________________ ________________________________________________________________________ HOBBIES: _______________________________________________________________ ________________________________________________________________________ SOME IDEAS YOU HAVE FOR THE FUTURE OF OUR CHURCH: ______________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ ________________________________________________________________________ 3 4 B.DEACON TRAINING DISCUSSION QUESTIONS These incomplete statements may be used either personally for meditation, or in a deacon group ses- sion for audible completion. 1. The first deacon I remember is... 2. The deacon who has influenced me the most is... 3. When I was asked to be a deacon, I felt... 4. The main Christian characteristics a deacon should have are... 5. The most important work a deacon does is... 6. My dream for the deacons of our church is... 7. The one thing I need to work on in my spiritual life to make me a better deacon is... II.DEVELOPMENTS IN DEACON MINISTR Y Explanation Notes: *Carefully study the scriptures on the spiritual qualifications of deacons. Each qualification listed is an example of others that can be found in the scripture relating to a particular area of our spiritual growth. For example, I Timothy 3:8 deals with the problem of drinking wine. Paul could just as well have used the problem of gluttony, which is very much with us today. Both problems raise the question of how temperate you are as a deacon. How much self-control do you have? *Each church may use the scriptural qualifications as a study guide in the selection of its deacons. *The suggested duties of a deacon in Section B will vary from church to church. Each church may approve its own list of duties for deacons. A. SCRIPTURAL QUALIFICA TIONS OF DEACONS INTERPRETED I Timothy 3:8-13 1.The qualifications listed are similar to those listed for the pastor in I Timothy 3:1-7. The standard of both character and conduct of a deacon is high and thorough. Yet no mention is made of the nature of the office nor is there asingle duty suggested. 2. Deacons in the early churches of the New Testament period were selected on the basis of these Christian qualifications: a.SERIOUS PURPOSE 4 "Likewise must the deacons be grave." (KJV/3:8) or, "Deacons, too, must be serious." (Williams/3:8) Semnos (grave) comes from the root word meaning "to reverence" or "to worship." Persons in the presence of a deacon should feel reverence for spiritual matters. This seriousness of purpose would definitely include both optimism and humor. b.HONEST IN SPEECH 4 "Not double-tongued" (KJV/3:8) or, "sincere in their talk" (Williams/3:8) "Double-tongued" means saying one thing to one person and something else to another. Adeacon should thus be in control of their tongue. They should not deceive anyone. They should speak out for righteous causes. They also have the responsibility for being slow to speak angrily. Their word must be honest. Gossip, talebearing, idle talking, or slander are not a part of a deacon's nature. 5 6 c.TEMPERATE IN LIVING - "Not given to much wine" (KJV 3:8) or, "not dicted to strong drink." (Williams/3:8) The deacon should be free from any intemperance that would injure him/her and the family and make ineffective his/her Christian witness in a non-Christian world devoted to a variety of willful excesses in personal living. d.STEWARD OF POSSESSIONS - "Not greedy of filthy lucre" (KJV/3:8) or, "not addicted to dishonest gain." (Williams/3:8) While deacons believe that material possessions are not evil or filthy, They are not controlled by a greedy obsession to obtain all the material possessions they can. They will have a caring concern for the needs of others; and they will desire to share material possessions with others. e.SPIRITUALINTEGRITY- "Holding the mystery of the faith in a pure conscience." (KJV/3:9) or, "they must continue to hold the open secret of faith with a clear conscience." (Williams/3:9) This means deacons should believe sound doctrine, and should hold firm to their convictions. Their spiritual integrity is above reproach. f.PROVED SPIRITUALMATURITY- "Let these also first be proved; then let them use the office of a deacon, being found blameless." (KJV/3:10) or, "They too should first be tested till approved, and then, if they are found above reproach they should serve as deacons." (Williams/3:10) This means that they should demonstrate these spiritual qualifications before being elected. Their daily attitudes, speech, and conduct should be observed for an appropriate period by fellow Christians. "Blameless" means that no one could level a charge of wrong doing against them. Only after they have thus been tested and proved true should they be elected. g.WOMEN - "Even so must their wives be grave, not slanderers, sober, faithful in all things." (KJV/3:11) or, "The deaconesses too (acting as official servants) must be serious, not gossips; they must be temperate and perfectly trustworthy." (Williams/3:11) The Greek word, "gune," means "a woman." When it is used in reference to a marriage relationship, it is translated, "a wife." Here in verse 3:11 it should be translated "women." Many biblical scholars hold to this translation for these reasons: 1. The words "even so" are the translation of hosautos, which is used in the Greek to introduce a second or third in a series. Here the series is of church officials: pastor, deacons, deaconesses. 2. There is no possessive pronoun in the Greek, which would be necessary if the women were the wives of deacons. 3. The four qualifications (grave, not slanderers, sober, and faithful) with some variations, correspond to the first four required of deacons. 4. This section deals wholly with church officials. This passage (3:11) refers to women who held the office of deaconesses in the church, as Phoebe did (Romans 16:1). 5. Other biblical scholars claim the word should be translated "wives" for these rea- sons: (a) If "deaconesses" was intended, a more specific word would have been used. (b) The list of qualifications is too brief to refer to a category of officials. (c) Women church officials are treated at length in 5:9-16. (d) The sequence of thought is less awkward if "wives" rather than "dea- coneses" is meant. (e) Deacons' wives would often accompany their husbands in visitation and thus would also need to possess certain important qualifications. 6.If in doubt, consider carefully the spirit and the actions of Jesus, our living Lord, concerning women in relation to HIS concept of the church and its leaders from the time He beganHis ministry until His ascension. He raised the worth and role of women to a level God has always intended, but which we as church members have only begun to understand. h.The word GRAVE is the same word used in 3:8. The word SLANDERERS means to lead across, lead along, disgrace, accuse, defame. SOBER is the same word used in connec- tion with a pastor in 3:2. It means to be calm, dispassionate, circumspect (attentive to all circumstances or consequences). The word FAITHFULis used in the sense of fidelity, of being true to the trust placed by others. i.CHRISTIAN FAMILYLIFE - "Let the deacons be husbands of one wife, ruling their chil- dren, and their own houses well." (KJV/3:12) or, "Adeacon, too, must have only one wife, and manage his children and household well." (Williams/3:12) Dr. William E. Hull inter- prets this to mean at least three things: First, it demands that a deacon maintain a healthy view of the home 4seeing marriage as a calling within the will of God and seeing children as a stewardship responsibility given by God. Second, the deacon is to be a model of faithful devotion to one wife; any type of immoral or extramarital relationship is repudiated. Third, it reminds the deacon of his commitment to the sanctity of the marriage bond which is to continue "so long as you both shall live." The scripture is silent about a single man or woman serving as a deacon. Therefore, we assume that they, too, are qualified on this point if they have this Christian understanding of family life. 3.We can only assume that the qualifications of the "seven" as found in Acts 6:1-6 may also be applied to deacons specifically referred to in I Timothy 3. The "seven" are never called deacons. ASouthern Baptist authority wrote: "Their duties arose out of an emergency situ- ation. There is no indication that they were considered (church) officers or that their role was continued after the emergency." 7 8 4.Because of our traditional assumption, however, these scriptural qualifications are briefly explained. a.HONEST - This means that the consensus of opinion about the deacon is good, both within the church and within the community. b.FULLOF THE HOLYSPIRIT - The word "full" means "covered in every part, thoroughly permeated with, complete, lacking nothing" concerning God's Holy Spirit. The deacons are completely dedicated to the presence and guidance of God's Spirit in their personal life and in their daily work. c.FULLOF WISDOM - The word "wisdom" means the deacon, because of a relationship to God's Spirit, knows how to both choose and act wisely in all matters. Common sense is certainly a part of the meaning. d.FULLOF FAITH - This is not specifically stated as a requirement, but is inferred from the selection of Stephen. It means the deacon should be clear in their understanding of their own faith, and they should be strong first in its proclamation, and then, if need be, strong in its defense as they carry out their responsibilities. REFERENCES: Howard B. Foshee, The Ministry of the Deacon . (Nashville, Convention Press, 1968). Robert E. Naylor, The Baptist Deacon . (Nashville, Broadman Press,1955). King James Version, The Holy Bible. Clyde V. Hickerson, "The New Testament Concept of Deacons and Present Practices." The Religious Herald . March 24, 1960, pp4-5, 12-13. W. 0. Carver, "Introduction," p. 4, What Is The Chur ch :. Editor, Duke K. McCall. (Nashville, Broadman Press, 1958). Charles B. Williams, The New T estament . (Chicago, Moody Press, 1950). Fred D. Gealy, exege- sis, I Timothy, pp, 417-418, The Interpreter's Bible . Volume 11, George A. Buttrick, Editor, (Nashville, Abingdon Press, 1955). 9 B.CHURCH EXPECT A TIONS OF DEACONS SUGGESTED THIS MAYBE USED AS AGUIDE BYTHE CHURCH MEMBERSHIPIN SELECTING DEACONS. 1.The term "expectations" is used to describe a set of traits, characteristics, and duties which the church desires of persons serving in the capacity of deacon. 2.The purposes of such a set of Expectations of Deacons are: a. To help deacons rediscover the office of deacon and to make new commitments to the purpose of God b.To challenge deacons to grow in grace as they serve, accepting the "expectations" as goals and challenges, rather than excuses, to decline the office because they cannot fulfill all that is expected of them c.To help the church and each member understand more fully the role of the dea- cons as the spiritual leaders, servants, and pastoral assistants d.To provide a group of reminders for members to use when selecting new deacons 3.The word "expectations" is used in the overall listing since this word refers to "what is looked for or expected." It is the responsibility of the church to develop its own list of expectations or duties for deacons. It is felt, however, that deacons should meet spiritual requirements. Therefore, the title of the first portion of the listing includes the word "qual- ifications." a.Some Suggested Expectations of Deacons That the Church May Adopt. (1) Attends Sunday School and all worship services regularly (2) Attends and participates in regular and special church business meetings, if at all possible (3) Attends and participates in regular monthly deacons' meetings and in spe- cial meetings when needed (4) Assumes responsibilities necessary to serve as a deacon officer or deacon committee member (5) Serves communion on first Sunday of each month and for special services (6) Takes church door assignments for speaking to members and visitors after each Sunday morning service (7) Assists the pastor in helping conduct worship services (8) Assists the pastor in arranging for pulpit supplies, and in obtaining leader- ship for revival meetings and special services (9) Takes leadership assignments to conduct a regular worship service or prayer service, as requested by the pastor (10) Serves as advisor to the church staff, as needed (11) Takes individual or team assignments in visiting church familie (12) Takes team assignments in visiting prospects (13) Takes individual assignments in hospital visiting 10 (14) Serves as advisor to church organizational leaders or church committees, as requested (15) Leads the church in handling spiritual needs in the community at large (16) Makes recommendations to the church in keeping with their responsibil- ities (17) Serves as counselor and reconciler in reference to all problems brought to their attention regarding individuals, families, or the church b.An analysis of the list of qualifications and duties reveals no traits or characteristics which could not be expected of any faithful Christian and church member. However, the deacon should stand out as an example of one who displays them to a greater degree in quantity and quality. c.It is difficult to know, and perhaps impossible to learn, whether a deacon or candi- date meets certain conditions. Different interpretations can be attached to the qualifications or duties. The listing is not designed to be specific and all-inclusive, but is established to serve as a general guide for comparison and improvement. C.DEACON DEVELOPMENTS IN CHURCH HISTOR Y Explanation Notes: *"History repeats itself," we say. Or perhaps it is more nearly the truth by saying, "We have a strong tendency to make history repeat itself!" This is certainly more accurate when we study the history of the role of deacons. *All the key roles deacons have had in church history seem to go in cycles. The roles developed in the 2nd through the 5th century have both flourished and declined repeat- edly. Now in our time they seem to be coming around in full cycle to flourish again. *The roles that Southern Baptists emphasize today are certainly not new. We have simply put our own stamp of identity on each role. 1.The 2nd Through 5th Centuries: a.Deacons were responsible for the following areas of pastoral work: (1)Charity (2)Administration (3)Education (4)Worship b.Deacon family ministry was begun in the 3rd century, c. "Subdeacons" were used as deacon assistants during A.D. 236-250. d. Ordination of deacons began in the 3rd century, e. Deaconesses were used beginning in the 3rd century; they were probably not ordained until the 4th century. 11 2.The Middle Ages: (A.D. 500-1500) a.The role of deacons experienced a serious decline because they were on the bot- tom rung, moving up the ladder to becoming a priest: (1) In the Eastern Church (2) In the Western Church b.The role of deaconess experienced a serious decline in all churches because women were not allowed to become priests. 3.The Reformation Period: (16th Century) a.The Reformers saw the need to return to New Testament patterns for deacons. b.The Continental Anabaptists: the role of deacon was reaffirmed as very important to the church. c.The English Separatists: the charity role for deacons was re-emphasized; the role of women deacons was revitalized. 4.England and Early America : Several important principles emerged during these years: a.Deacons received their authority from God, the New Testament, and the local church. b.The authority given to deacons was for positive and practical purposes. c. Deacons are responsible to their church. d.The role of deacons as caretakers of the temporal and secular affairs of the church began to assume a priority it had not had before. 5.The 19th Century: (Southern Baptists) a.Deacon duties were redefined in terms of helping ministries. b. Rotation of deacons was begun. c."Business" affairs of the church were a key role for deacons in many churches. d."Executive Board" was often used to refer to deacons. e. Conflict was strong on the acceptability of deaconesses. 12 6. The 20th Century: (Southern Baptists) a.There is considerable reaction to deacons being too closely aligned with church business. b.Cautions were expressed concerning the misuse of authority by deacons. c.Deacons have spiritual duties to perform other than those related to church busi- ness and the ordinances. d.The concept of deacons being servants of the church re-emerged in 1950. e.Pastoral ministries of the deacon were re-emphasized in 1968. f. Deacon family ministry plan was re-emphasized in 1972. g.Spiritual maturity of the deacon as a church leader was given new emphasis in 1980. h. Women serving as deacons on the same level as men is a current trend. REFERENCE: Charles W. Deweese, The Emer ging Role of Deacons . (Nashville, Broadman Press, 1979). 13 III. AREAS OF DEACON MINISTR Y Explanation Notes: *Three main areas of deacon ministry are outlined. There are many practical ways deacon groups can implement each one of these generalized statements. *Know your people, and new ways to minister to their needs will continuously sur face. Be Spirit-led initiators of good ideas to strengthen the church and minister to all people. A. Proclaim the Gospel to All People 1.Better witnessing to the unsaved 2.More effective worship services 3.Leading in church and community evangelistic revivals/crusades B. Lead the Church in Accomplishing Its Mission 1.Lead the church to understand its mission 2.Involve members and families in Bible study 3.Build and maintain the fellowship of the church 4.Involve members in ministering to one another 5.Lead members to relate to the community C. Care for People in the Church and in the Community 1.Provide care for every resident member and family 2. Visit active and inactive members 3.Help families relate to community agencies that can help them REFERENCE: Charles F. Treadway, Deacon Chairman Planning Guide . Editor, Henry Webb (Nashville, Convention Press, 1978) p. 25. 14 IV.ORGANIZA TION FOR DEACON MINISTR Y Explanation Notes: *The concept of the Deacon Family Ministry Plan is undergoing at least four major changes: *In past years, deacons have understood the plan to be a visitation ministry to church families. More recently, the plan is best understood as a caring ministry to church modern-day family units of one person or more. It includes home visitation but involves caring for each family member wherever his/her need may be expressed. The deacon may minister in the hospital, at a ball game, in the grocery store, in a church hallway, etc. *Some churches are experimenting with the idea of implementing the Deacon Family Ministry Plan through the Sunday School. If your church is interested in this approach, contact the proper consultant at the Virginia Baptist Resource Center, Richmond, Virginia, for more information. *If the deacon-family unit ratio is too large to manage well, note the suggestions in Number 17 of the Twenty Steps to Conducting the DFMP. Dedicated couples are being enlisted to help the deacon and his/her spouse. *With more women now serving as deacons, and also since some married couples now serve together, different ways of assigning family units have become neces- sary. *More recently some churches are using a Deacon Team Ministry Plan. It is based on the congregaton 9s needs and the interests and abilities of each deacon. See item B., which is the next section. A. The Deacon Family Ministry Plan Adefinition of the plan: "It is a systematic plan for reaching every family unit in the church through personal ministry." 1.Benefits of the plan: a.The entire church is strengthened. b. Families will be reminded that the church really cares for them. c.Trust in the deacons will grow . d.Families will be able to discuss their problems with the deacon and benefit from his ministry. e.Programs of the church will be interpreted more clearly. f.Fellowship of the church is strengthened. g.It will lighten the load of the pastor and staff. 15 h.Deacons will discover the real meaning of the servant role. 2.Organization of the plan: a.Deacon-family ratio b.Basis of assignment c.Date of assignments d.Length of assignments e.Responsibility for assignments f.Alternate plans: - By Sunday School classes - By Deacon committees 3.Responsibilities for the plan: a. Deacon Chairman b. Deacon Secretary c. Associate Deacon Chairman d. Individual Deacons e. Other Deacon Leaders 4.Projects of the plan: a.Proclamation projects (1) Sermon series discussion (2) Support church revivals (3) Personal witnessing visits b.Care projects (1) Listening to needs (2) Using books in ministry (3) Practicing referral c.Fellowship projects (1) Celebrating with new Christians (2) Family retreat 16 (3) Recognition of deacons and families d.Community relations projects (1) Influencing community decisions (2) Recognizing community leaders (3) Community influence inventory e.Keeping records in the plan: (1) Deacon family information form (2) Deacon family ministry calendar (3) Deacon ministry referral form (4) Deacon ministry prayer list (5) Deacon family ministry monthly report 5.Twenty Steps to Conducting the Deacon Family Ministry Plan 1.Lead deacons to discuss and pray about beginning DFMP. Secure copies of program help, "The Deacon Family Ministry Plan." They may be ordered on undated literature order form from Lifeway. 2.After prayer and discussion, (1) lead deacons to vote to implement the plan, and (2) present the plan as a recommendation to the church congregation for their final approval. 3.Divide families of the church into groups of 10 to 15 families and assign a group to each deacon. 4.Secure copies of The Deacon Family Ministry Plan Resource Book, one for each deacon assigned a group of families. 5.Fill out family information form for each family and the twelve calendar forms. Use available information and add reference notes as the plan is conducted. 6.Lead deacons to read and discuss directions on how to use The Deacon Family Ministry Plan Resource Book, provided in each book. 7.Inform the church about the family ministry plan and how it will be con- ducted. a.Show the video, "The Deacon Family Ministry Plan," to the entire church and give opportunity for discussion. Lead church to approve the plan and be committed to supporting deacons in con- ducting it. b.Provide enough copies of all groups and deacons assigned to them for each family to have a copy of all of the groups and deacons to whom assigned. c.Place one or more copies of family groups in the church office and post a copy on each bulletin board. d.Publish several groups in church bulletin over a period of weeks. List families for whom addresses and other information are needed, encouraging church members to share information they may have. e.Complete information on each family in the books and publicize the date the plan will go into operation. (The best time to begin operating the plan is at the beginning of the church year, but may be started at any time.) 8.Lead deacons to write a letter to each family assigned to them prior to beginning operation of the plan. (Asuggested letter may be found on page 87 of the book. The Ministry of the Deacon , by Howard Foshee. Another letter to new families added to the membership of the church and assigned to the deacons throughout the year is on page 88 of the same book.) 9.Prepare a "New Member's Kit" (if one has not already been prepared) to be given by deacons to new members and families. Suggestions for the kit may be found on page 86 of The Ministry of the Deacon. 10. Lead the deacons to keep a record of ministry actions for each family on the back of each family information form. 11.Insist that each deacon turn in a report of ministry actions each month, using the Deacon Family Ministry Monthly Report, Form D-35. (Twelve of these forms are in each Resource Book.) If a deacon does not perform min- istry actions, he should still turn in a form with the word "None" written across it, for this is a report. The deacon secretary, or another deacon assigned the responsibility, should compile the reports each month and at the end of the year. 12. Allow time in each deacons' meeting for a discussion of the reports and for prayer about family needs. 13. Evaluate the progress of the family ministry plan at least quarterly in the deacons' meetings. Provide for adjustments and improvements in the fami- ly groupings. 14. Include in the deacons' report to the church information about the progress of the plan and suggestions as to how all the members may give their support. 17 15.Lead the church to elect more deacons as the number of groups increases. The ideal ratio is one deacon for every ten families in the church. 16. As the end of the year nears, revise and update each book, and have all the books ready to be reassigned to different deacons for use in the new year. (Some churches may prefer to make assignments of books for more than one year.) 17. Involve the spouse of deacons in working alongside them in ministering to the families in their groups. Some churches encourage each deacon to enlist a deacon in reserve or a capable layperson to serve as a yoke-fellow to work with the deacon in ministering to his/her families. Amore recent method is to enlist two couples living in each deacon's assigned area to help the deacon in this ministry. 18. Provide training opportunities for deacons in developing their skills in ministering. 19. Lead church members to become aware of needs of fellow members and to become involved in ministering to each other. 20. Undergird all efforts to minister with prayer and the leadership of the Holy Spirit. NOTE: Current trends requiring changes in administering the plan (1) More women are being elected as deacons than we have had in the past, especially in Virginia. (See my survey report) (2) Married couples often are elected to serve at the same time. (3) Tight schedules at work, at home, at school for many parents, at church, and at civic community organizations for every active and able family member affects the time that many deacons can devote to DFMP. (4) Many deacon couples are both employed outside the home, and each of them finds it very difficult to minister to the traditional number of assigned family units. (5) The definition of a modern-day family unit has drastically changed the way a unit is assigned. (6)Some churches are now using elders as well as deacons. (See my survey report) These are the most obvious trends. Research on these trends is in order. Experimentation needs to be done by deacon fellowships to effectively deal with much-needed changes in the DFMP. REFERENCES: The Deacon Family Ministry Plan Revised (Nashville, The Sunday School Board of the Southern Baptist Convention, 1972. Revised 1977). The Deacon Family Ministry Plan Resour ce Book. 18 19 B. The Team Ministry Plan Adefinition of the plan: It is a systematic plan for ministering to individual or group needs in the church through a volunteer caring ministry. 1. AList of Possible Teams: - Newcomers Visitation - New Member Orientation - Hospital Caregiving - Nursing Home/Shut-ins or Homebound - Benevolence and Crisis or Casseroles - Widows and Widowers Transportation - Small Repairs or Small Jobs or Helping Hands - Prospect Visitation/Witnessing or Evangelism - Neighborhood Canvassing/By Phone on In Person - Inactive Member Recovery - Church Ordinance - Deacon emeritus - Celebration - Prayer - Teacher Equipping - Bereavement - Home Health Care - Crisis Intervention - Pastoral (to retired Ministers/Missionaries) - Jail Ministry - Public Relations/Church Greeters and Guides - Staff Support - Age Groups - Member Visitation or Telecare (By Phone each quarter) - E-mail Communication - Add Your Own *Note: Some churches use only deacon ministry teams. Church committees are disbanded. Other churches use a combination of deacon ministry teams and church committees. Do what is best for your church. 2. Composition of the Ministry Teams: a. Persons on each team need to have the gifts necessary to meet the specific need. b. Special tests to help each member discover one's spiritual gifts are sug- gested. c. Deacons may compose the membership of the team or organize as in "d d. d. Adeacon will serve as team leader while other members of the team are volunteers from the congregation. (Suggestion: after a special worship service, let the congregation go to a particular table and sign up to serve on a specific ministry team that will utilize their gifts. Some churches do this without using the nominating committee.) Usually when a church member volunteers, they are more committed to do the work. 20 e. Allow a team member to change to another team if they feel led of the Lord to serve another way. 3. Duties of the team leader: a. Set a good example b. Lead the team in writing out the team goal and responsibilities c. Follow up on team member assignments d. Train the team as needed e. Report to the deacons in their meetings 4. Duties of the team members: a. Take training when it is offered. b. Work with team leader to write out the team goal and responsibilities (The goal should answer this question: "How will this team make a difference in our church?" c. Take assignments and follow through on meeting the specific need of the indi- vidual or a group. d. Make a report to the team leader. e. Make suggestions to the team leader of how to improve the team's work f. Change to another team as you feel the need to do it. g. Disband when the team is no longer needed by the congregation. 5. Disadvantages of the Deacon Team Plan: a. All families in the church will not have a specific deacon to minister to them, b. Finding deacon team leaders who are highly motivated c. Provides a place for some deacons to "hide" from ministry. d. There may be a tendency to have too many teams causing some of them to lose interest when their team does not have much to do. 6. Advantages of the Deacon Team Plan: a. Every member of the church family, over time, will receive a need ministry from one or more teams. b. The plan can include volunteers from the church family as team members instead of only deacons being used. c. The plan gives both deacons and other church members opportunities to use their spiritual gifts and abilities in a meaningful ministry to others. d. Some teams can be continued from year to year, while others can be dropped or added as needs change. e. The plan provides the opportunity for high motivation both of the deacon and volunteers to do a good job because they actually want to provide a ministry that really will help others in their faith journey. The team has a sense of cdivine call" to serve. f. The Team Plan provides the Pastor with a wider scoped support system to help meet the needs of the church and community. NOTE: Agood number of churches have provided information on their ministry plan. I greatly appreciate their assistance. 21 C. Methods of Selecting Deacons Explanation Notes: * Use a method that will not embarrass anyone who may be nominated, such as nominating two persons for each vacancy. * Involve the congregation as much as possible. * Encourage your minister to preach on the biblical qualifications for deacons. * Encourage the congregation to remember that electing deacons is not a popu- larity contest. * Do not hesitate to find out how other Baptist churches elect their deacons; share ideas on the best methods. This outline includes some basic methods of selecting deacons. There are many variations of these methods being used. 1.Nomination bv Deacons: a.Deacons discuss need for more deacons. b. Deacons make nominations to the church. c. There are advantages and disadvantages. 2.Nomination bv Pastor: a.The pastor needs to be involved in deacon selection. b. There are advantages and disadvantages. 3.The Nominating Committee: a.The committee should have good knowledge of those best qualified to serve. b.The committee presents to the congregation only as many names as are needed for election. c. There are advantages and disadvantages. 4.Nomination by the Congregation: a.The congregation nominates by ballot the number of deacons needed. 22 b.Acommittee is assigned to visit each person receiving the most ballot nominations. c.Those willing to serve are officially elected by the congregation. d. There are advantages and disadvantages. D. Ordination Service for Deacons Explanation Notes: * One change is taking place in deacon ordination services. More churches are encouraging other members of the congregation to participate in the "laying on of hands" after all ordained persons have shared with each candidate. * You will notice that in Item "j" emphasis is given to putting the deacon ordina- tion certificate in a frame, ready for hanging. That is a good gesture for the church and a meaningful one for a new deacon. 1.This event should be a genuine worship experience for all participants. 2.The entire service should be carefully planned. 3.It is suggested that these elements may be included in the service: a.Appropriate musical selections: hymns, choir selections, etc. b.Appropriate scriptures and prayers c.Selected responsive reading d.Charge to the deacons e.Charge to the church f.Introduction of each candidate g.Testimony by each candidate h.Sermon i.Laying on of hands (1) By all ordained persons present (2) By all others in the congregation j.Framed certificate presented to each new deacon 23 4.The pastor and/or the chairman of deacons should inform each candidate what to expect and what he/she is to do during the ordination service. E.Duties of Deacon Of ficers Explanation Notes: * The number of deacon officers should be determined by the need of your size church. Elect only those officers that are needed. Combine some duties, if neces- sary. * Deacon training is essential. Aseparate officer is needed for this, or another offi- cer needs to be assigned this important responsibility. 1.Duties of the Chairman: The duties will include the following, regardless of the size of the church or the number of deacons: a.Lead the deacons in planning, conducting, and evaluating all of their work. b.Plan, conduct, and evaluate deacons' meetings. c.Provide deacons with adequate training and resources for their work. d.Guide deacons in organizing and conducting a ministry to families in the church. e.Serve as a member of the church council. Interpret deacon work to the council and provide deacons with information about the total work of the church. f.Participate in all deacon work, including ministering to a group of families in the deacon family ministry program. g.Report regularly to the church on the work of the deacons. h.Give guidance to the pastoral ministries of the church when it is without a pastor. 2.Duties of the Associate Chairman: (as needed) a.Serve as moderator for deacons' meetings in the absence of the chairman. b.Assist the chairman in fulfilling his/her responsibilities as assigned. c.Participate in all deacon work, including ministering to a group of families in the deacon family ministry program. 24 3.Duties of the Secretary: a.Keep accurate minutes and records of deacon work and prepare deacon ministry reports. b.Prepare and revise notebooks or resource books for deacons' use in family ministry. c.Compile and submit to the deacon chairman monthly reports of deacons' family ministry actions. d.Participate in all deacon work, including ministering to a group of families in the deacon family ministry program. e.Order and maintain a supply of deacon ministry materials for deacons to use in their work. 4.Duties of the Family Ministry Associate: (as needed) a.Organize family ministry groups and coordinate the Deacon Family Ministry Plan. b.Assist the chairman in fulfilling the responsibilities for deacon min- istry. c.Participate in all deacon work, including ministering to a group of families in the deacon family ministry program. d.Keep the church aware of deacons' ministry to families. 5.Duties of the Proclamation Leader or Committee: a.Discover opportunities for deacons to witness and preach. b.Lead in planning and implementing witnessing and preaching activi- ties. c.Lead in planning and implementing deacon involvement in revival meetings. d.Enlist deacons to participate in witnessing and preaching activities. e.Secure resources for witnessing and preaching activities. f.Report regularly on work to the deacon body. 25 6.Duties of the Care Leader or Committee: a.Discover opportunities for providing care for families and for individ- uals. b.Lead deacons in providing care for individuals and families in times of crisis. c.Lead deacons to give counsel to individuals and families with specif- ic problems. d.Lead deacons to provide vocational guidance. e.Lead deacons to provide benevolent care for individuals and families in need. f.Secure resources for family care activities. g. Report regularly on work to the deacon body. 7.Duties of the Fellowship Leader or Committee: a.Discover opportunities for improving church fellowship. b.Lead in planning and implementing activities for improving commu- nication among church members. c.Lead in planning and implementing activities to increase church members' concern for discipline. d.Enlist deacons to participate in activities to improve church fellow- ship. e.Secure resources for fellowship improvement activities. f.Report regularly on work to the deacon body. 8.Duties of the Community Relations Leader or Committee : a.Discover opportunities for strengthening church and community relationship. b.Lead deacons and other church leaders to study community needs. c.Lead in planning and implementing deacon involvement in moral action in the community. d.Lead in planning and implementing deacon involvement in civic responsibilities. 26 e.Lead in planning and implementing deacon activities to improve church and community relations. f.Enlist deacons to participate in community relations activities. g.Secure resources for community relations activities. h.Report regularly on work to the deacon body. 9.Duties of the T raining Associate: (as needed) a.Work with the Discipleship Training Director in providing training opportunities in deacon ministry for all church members. b.Provide training events and opportunities for training in deacon min- istry for deacons, pastor, and staff members and their spouses. These include group and individual study; church retreats; associational, state, and national deacon ministry conferences. c.Keep record of deacon ministry training. d.Participate in all deacon work, including ministering to a group of families in the deacon family ministry program. In some churches, the work of the associate chairman and the family ministry associate may be com- bined. In others, the associate chairman may also be in charge of deacon ministry training. The best organizational structure for deacons in any church is the one that works most effectively. If the church has a large group of deacons in service, the officers shown in the diagram on the follow- ing page may be needed. These leaders may serve on a continuing basis or only temporarily when there is need for added emphasis and activities in proclaiming the gospel, ministering to church fami- lies, improving church fellowship, and relating to and influencing community affairs. Each of the four leaders will be sensitive to needs in his assigned area and give guidance in planning and implementing appropriate activities. In churches where deacons are conducting the Deacon Family Ministry Plan, the four leaders can give support and encouragement to deacons as they minister to their groups of fami- lies. REFERENCE: Howard B. Foshee, The Ministry of the Deacon . (Nashville, Convention Press, 1968) pp. 95-99. 27 F.Diagram of Deacon Organization This is a sample deacon organization pattern. You design the pattern that best fits yor size church and the number of deacon officers needed. CHURCH PASTOR FAMILY MINISTRY ASSOCIATE ASSOCIATE CHAIRMAN DEACON CHAIRMAN TRAINING ASSOCIATE SECRETARY 28 G. Deacon Meeting Agenda Explanation Notes: * If the deacons' meeting agenda looks radically different, it is because it is based on the deacons being servant ministers and not a board of managers for their church. When the concept of what deacons do is changed, so does the agenda change. * The time schedule is flexible; however, each meeting usually should last long enough to include adequate time for all of the eight items. * Item No. 3 in the agenda may be done in small groups, especially if the deacon fellowship is large in number. This is now being used by some large churches. 1.Devotion, prayer requests, prayers (5-8 minutes) 2.Reading and approval of minutes (5 minutes) 3.Sharing Family Ministry or Team Ministry reports (25-30 minutes) a. Hear reports b. Discuss special needs, concerns c. Pray for church members and families and special concerns 4.Training period - See section on training for suggested topics (25-30 minutes) 5.Discussion period - Items listed in priority order (15-20 minutes) 6.Pastor's period - Matters of special interest and concern to deacons (5-10 minutes) 7.Information period - Reports from church staff, church council, and other leaders about areas of church life; for information only, not for review or action (8-15 minutes) 8.Prayer Total Time: One and one-half to two hours REFERENCE: Charles F. Treadway, Deacon Chairman Planning Guide. Editor, Henry Webb (Nashville, Convention Press, 1978). p. 57. 29 H.A STUDY OF WOMEN DEACONS AND CHURCH ELDERS This research survey is limited to present practices of women deacons and elders serving in churches related to the Baptist General Association of Virginia. While serving more than twenty-five years as a deacon trainer, I have made three research studies on women deacons serving here in our state. In 1984, my study revealed that 150 churches had women deacons. Another 25 churches were committed to electing women deacons even though, due to rota- tion, none were serving at the time of the survey. Again, in 1990, there were 242 churches with active women deacons. At least 38 additional churches were committed to electing women deacons. Finally, the 1999 study revealed 363 churches reported having women deacons. Another 37 churches were committed to electing woman deacons. Churches having women deacons are located in rural, subur- ban, city and innercity geographical locations. The membership size of these churches range from some of our smaller churches to some of our largest. The churches having women deacons are located in 38 district associations and all 6 Kingdom Advance Field Strategy Regions. Only 5 associations have not had any churches to ever elect women deacons. To elect or not elect women deacons to serve is exclusively a local church decision. This is in accord with Baptist belief in the autonomy of the local church. Basic scriptures used by churches concerning women deacons are; I Timothy 3:8-13 (especially verse 11) and Romans 16:1. Biblical scholars have provided us with differing interpretations of these and other scriptures used in a study of women deacons. For additional information I refer you to your per- sonal library, your church library, college, university, or seminary libraries, and the Virginia Baptist Historical Society. These resources also apply to more study on elders. The 1999 research also revealed some churches are now using elders. In some cases elders are used exclusively. In other cases deacons are used in conjunction with elders. Currently, there are 13 churches with elders. These churches are located in 8 of the 43 district associations. At least 3 to 5 more churches identified in this study are considering the use of elders. It is too early to say that the use of elders is a trend, but it does deserve future study. Churches having elders generally identify themselves as being contemporary churches. They focus pri- marily on reaching unchurched people. Leadership structure does not follow denominational church organization. Neither do they use traditional Baptist church terminology. They use the terms "shep- herd" and "sheep" when referring to the church body. Sheep have to be led. Part of that leadership includes elders, and in some churches deacons too. Who can be an elder? An elder is any man church member (or in a few cases any woman) who is con- sidered qualified to lead the church. The quality of leadership gifts and skills is based on the person's present life style and Christian work being done. Such leaders are considered "called" and in some churches are not even "elected." The churches using only men as elders give this reason: elders support the pastor (also an elder) by close relationships. They provide accountability, communication, and encouragement. Elders are accountable not only for what the pastor does, but for who he is. This relational authority should be man to man. For this reason the elder team in these churches consists of men only. What are the basic qualifications of elders? (1) They must be of good character based on I Timothy 30 3:1-7 and Titus 1:7-9; (2) They must show evidence of spiritual leadership. (3) They must be commit- ted to the Lord and the work of their church. (4) They must be able to give supervision, encouragement, and instruction to those needing their attention. (5) They must be able to motivate the congregation to carry out the mission of the church. (6) They must be able to lead the church to avoid conflict; but if it occurs, elders must be able to lead in quick resolution of the conflict. What is the role of elders? This varies from church to church in specifics. All of them do give attention to certain basics. (1) Oversee the spiritual management of the church. (2) Assist the senior pastor and staff in providing an annual strategy recommended goals for church-wide growth. (3) Deal with con- flict management as needed. (4) Give overseer leadership to key divisions of church ministries. (5) Report on their activities and make necessary recommendations to the congregation as needed, and especially in the annual church membership meeting. How many elders serve at a time? The number varies from one (the pastor) to as high as twelve. Some serve three years and rotate off for one year before being eligible to serve again. Others serve for five years. Afew churches allow them to serve indefinitely. How are elders selected? The process varies. (1) Some churches encourage individual church members to nominate a lay person to be an elder. The elders interview the nominee and carefully study the per- son's qualifications. If all is well, the elders recommend the person be elected by the congregation. (2) In other churches new elders are nominated by the serving elders to the congregation for election. (3) In one church the elders are chosen by the pastor because they have already demonstrated that they are spiritual leaders. They have been "called" and therefore, they do not need to be "elected." (4) Another church uses ballots, nominating committees, deacon interview, and investigation, and a final vote by the congregation. What scriptures are used in defense of elders? The key scriptures are I Timothy 3:1-7;, Titus 1:5-9; and I Peter 5:2-3. Many other scriptures concerning elders are used in printed materials of the churches. What about the use of deacons in these churches? At least four use deacons and elders. In these churches women also serve as elders as well as deacons. Deacons serve in administrative roles much like the "7" in Acts 6:1-7. This allows the pastor and other elders to give their attention to the spiritual matters of the church. They also serve in a caring role. Deacons advise and assist the pastoral staff in maters relating to specific needs or concerns of church families such as: praying for and visiting the sick, outreach visitation, grief support, counseling, discipling, and training others. Some personal observations conclude this article. (1) In over 50 years of ministry I have observed many changes in deacon ministry here in Virginia. Election of women deacons has been evolving for a long time. The new deacon team concept for ministry has rushed to the forefront within the past ten years. All reports indicate it is working well. Based on these facts, a word of caution on the use of eld- ers seems in order. Let us not pre-judge unnecessarily this new change. It may be that at least some of what is being done now in these churches will be necessary if our churches are to effectively reach the multitudes of unchurched people living in every community. (2) Pastor search committees and pastors planning to make a change will need to know where they and the church stands on the issues of women deacons and elders as they make their decisions on a new pastor or a different church. (3) Thanks to the Directors of Missions, pastors, and church staff who have willingly helped me collect the data, and understand the spoken word and printed material provided. 31 V.SPIRITUAL PREP ARA TION FOR DEACON MINISTR Y Explanation Notes: * Each deacon, as a growing Christian, needs to have some plan for daily personal devotions. Many devotional materials are available for this purpose. Choose one that interests you. * For scripture study, it may be helpful to use several different translations or versions of the Bible. * When you study the scripture, consider using meditation suggestions made in an unusual devotional book by William Clemmons. Try them as you read and study Psalm 139 from the King James Version. * Another passage of scripture in which the word "deacon" appears is in Philippians. For a tremendous devotional experience, read a portion each day, or read the entire book of four chapters in one sitting. Better still, do both. Leaving out a few words, read it like this: "Paul and Timothy, bondservants of Jesus Christ, to all the . . . deacons; Grace to you d Paul is at his best in this moving letter to his fine Christian friends who still need to grow spiritually, and that obviously includes deacons. A. How to Meditate and Pray 1.CENTERING DOWN -- Spend some time in "silence" trying to get in touch with your innermost self. 2.Now, SELECT APASSAGE OF SCRIPTURE and apply the "five Ps" listed as follows: a.PREPARING -- Write down any thoughts you have about the passage. Enter into a vital dialogue with Christ under the leadership of the Holy Spirit. b.PICTURING -- Use your imagination and intellect. Remember all you can about this passage. Relive it as if you are in the events hap- pening. c.PONDERING -- Imagine you are in the presence of Christ. Dr. Clemmons suggests that you ask the question, "Jesus, what do you have to say to me through this word of scripture?" Write it down. This is spiritual confrontation at its best. d.PRAYING -- Now you reply to Him. But do not forget to listen to Him! Praise Him. Intercede for persons depending on you to pray for them. e.PROMISING -- Out of your conversation with God that seems to have spo- ken to the deepest level of your life today, make a promise. You can say, "As a result of this conversation today, I promise ... d REFERENCE: William P. Clemmons, Discovering The Depths. (Nashville, Broadman Press, 1976), pp. 27-28. 32 B.Bible Study PSALM 139(KJV) 10 Lord, thou hast searched me, and known me. 2Thou knowest my downsitting and mine uprising; thou understandest my thought afar off. 3Thou compassest my path and my lying down, and art acquainted with all my ways. 4For there is not a word in my tongue, but, lo, 0 Lord, thou knowest it altogether. 5Thou hast beset me behind and before, and laid thine hand upon me. 6Such knowledge is too wonderful for me; it is high, I cannot attain unto it. 7Whither shall I go from thy Spirit? or whither shall I flee from thy presence? 8If I ascend up into heaven, thou art there: if I make my bed in hell, behold, thou art there. 9If I take the wings of the morning, and dwell in the uttermost parts of the sea; 10 Even there shall thy hand lead me, and thy right hand shall hold me. 11 If I say. Surely the darkness shall cover me; even the night shall be light about me. 12 Yea, the darkness hideth not from thee: but the night shineth as the day; the darkness and the light are both alike to thee. 13 For thou hast possessed my reins: thou hast covered me in my mother's womb. 14 I will praise thee; for I am fearfully and wonderfully made: marvelous are thy works: and that my soul knoweth right well. 15 My substance was not hid from thee, when I was made in secret, and curiously wrought in the lowest parts of the earth. 16 Thine eyes did see my substance, yet being unperfect; and in thy book all my members were written, which in continuance were fashioned, when as yet there was none of them. 17 How precious also are thy thoughts unto me, 0 God! how great is the sum of them! 18 If I should count them, they are more in number than the sand: when I awake, I am still with thee. 19 Surely thou wilt slay the wicked, 0 God: depart from me, therefore, ye bloody men. 20 For they speak against thee wickedly, and thine enemies take thy name in vain. 21 Do not I hate them, 0 LORD, that hate thee? and am not I grieved with those that rise up against thee? 22 I hate them with perfect hatred; I count them mine enemies. 23 Search me, 0 God, and know my heart; try me, and know my thoughts; 24 And see if there be any wicked way in me, and lead me in the way everlasting. VI. P ARTNERS AND PEACEMAKERS IN DEACON MINISTR Y Explanation Notes: *Deacons work as partners with all paid staff and all volunteer church-elected leaders. *Deacons are to work as team players. They are not to be dictators or church bosses. *Deacons need to understand the mission of their church and help the church to both understand it and fulfill it. A. Shared Ministry Concepts 1.Deacons minister with others in the church: a.Understand your role in relationship to that of other partners in ministry. What is your main role? b.All partners are equal in responsibility, though not in gifts and skills, c. You are to be a role-model leader in your ministry. d.Remember you are responsible to God and the congregation who selected you as a deacon. 2.Deacons minister with the pastor: a.The pastor is expected to be first among equal partners as the church leader. b.Deacons are to work as a support team alongside the pastor in ministry, both to the churched and unchurched. c.Deacons also minister to their pastor and his family, d. Deacons need to be visibly supportive of the pastor. e.Deacons should work cooperatively with their pastor in worship opportuni- ties. 3.Deacons minister with other staff (if your church has paid or volunteer persons who serve as staff): a.Deacons should work at cultivating personal friendships. b.Deacons are to work cooperatively with their staff partners. c.Deacons also need to be visibly supportive of the programs administered by the staff. d.Deacons need to help interpret to the congregation the roles and ministries of each staff person. 33 34 4.Deacons minister with volunteer church leaders: a.Deacons should work cooperatively with program organization leaders. Know what these organizations do for the congregation. b.Deacons should work cooperatively with church committees. Know the purpose and functions of each committee. c.Deacons should work cooperatively with mission ministries. Know how to help your church to reach out and minister to others in their needs, especially in their need to know Christ, the Lord. d.Deacons should work with the volunteer church leaders to develop good personal relationships that are mutually supportive. 5.Deacons minister with the congregation: a.Deacons should help lead the congregation to understand their God- given mission. b.Deacons should help lead the church to develop specific priorities, goals, and plans of action to fulfill their mission. c.Deacons should help the individual members discover their gifts and skills that God can use in the mission ministries of the church. d.Deacons should help the members to grow spiritually in their relationship to God and to one another. Remember, they look to you as an example. REFERENCE: Henry Webb, Compiler, Equipping Deacons as Partners in Ministry . (Nashville, Convention Press, 1985). B.Developing Ministry Skills Explanation Notes: * Deacons need continuous update training in how to minister to church family units in any situation calling for caring help. * In training, deacons may help train themselves by sharing their reading of training mate- rials and their caring experiences; church members with special skills, or community resource people, may be invited to lead in training. * Deacons need to learn when to refer any member of their assigned families to other persons professionally trained to handle difficult situations. Notice the list of needs pre- pared by the deacons of one church. As new needs develop in our society, they may be added to the list. New deacons also can share such a pamphlet with their family units as they begin the Deacon Family Ministry Plan assignments. 35 1.Jesus developed His skills a.Mark 1:29-31 - Simon Peter's mother-in-law was sick. Jesus developed His skills in ministering to the sick. b.Luke 10:38-42 - Mary and Martha were in conflict. Jesus developed His skills in dealing with family conflict. c.Luke 8:40-56 - Jairus' daughter had died. Jesus developed His skills in help- ing families deal with grief. 2.Identify personal and family needs and take training to meet these needs a.Please see the list one group of deacons used to minister to their congrega tion. The list follows in section C. Indentify Ministry Needs . b.Ask your church to supply sufficient quantities of booklets bearing the titles of key personal and family needs. They can help you communicate genuine caring. cHelp d organizations can provide these. 3.There are other needs that require ministry

less