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Direct Hit

Aiming Real Leaders at the Mission Field

Direct Hit
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US$ 12.00

The second Abingdon publication by Paul Borden, whose first book, Hit the Bullseye has sold nearly 10,000 copies.

I. Chapter One – Introduction and Overview

II. Chapter Two - Essentials for Leaders
(It is important to note that this book assumes a pastor is new to a congregation which like many congregations, is on a plateau or in decline. This pastor sees himself or herself as a leader who anticipates a better future for this congregation. However, the congregation sees the role of the new pastor as someone who will minister to their needs and fulfill the traditional chaplain role that is typical for most pastors and most congregations. Therefore this pastor is going to need to take three to five years to lead the congregation through systemic change (change the culture of the congregation). The book is how the pastor and key lay leaders develop the communication strategies required to lead such change.

III. Chapter Three - Developing a Vision and a Communication Strategy for its Implementation
A. The basic assumptions about the congregation and the pastor’s role are discussed.
B. The pastor must first spend time developing vision.
C. The pastor must then begin to develop a communication strategy that will be employed over the next three to five years to prepare the congregation for change

IV. Chapter Four – Creating and Communicating Urgency
A. Creating and communicating urgency is as crucial as casting vision
B. The pastors’ responsibility is to determine the urgency for which the vision is an answer.
C. The pastor must now develop a communication strategy to create urgency in the congregation over the next three to five years in order to provide motivation for embracing the vision.

V. Chapter Five – Developing Key Teams in Preparing for Change
A. While the pastor is working on vision and urgency the pastor must be developing key supporters among the right lay people.
B. The prayer team must be recruited. 
C. The vision team must be recruited.
D. The team that will lead the vision once it is embraced must be recruited now.

VI. Chapter Six – Preparing for change before it occurs
A. When systemic change comes one must move quickly to embrace and implement the changes so leaders can to take advantage of a window that is never open long. 
B. Specific strategies and tactics must be occurring during the preparation time for the future

VII. Chapter Seven – Bringing in the Experts
A. At the appropriate time somewhere in the three to five year window most pastors need an outside expert to come in and help them break through the final resistance that once gone allows systemic change to occur.
B. Bringing in an expert requires a specific communication strategy on the part of the pastor and lay leaders.

VIII. Chapter Eight – Conclusion
A. Once the expert does the job of helping the leaders through systemic change, it is time to embed a new DNA into the life of the congregation.
B. Leaders must have a communication strategy already in place once the change is here.
C. A brief summary of the book and some statements to motivate and encourage leaders to adopt the overall strategy of the book will be developed.

Abingdon Press; January 2006
141 pages; ISBN 9780687641987
Read online, or download in secure PDF format
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ISBNs
0687641985
9780687331949
9780687641987