I’m curious how others approach training and supporting elders and deacons in their churches. What has actually been helpful for you when it comes to identifying, recruiting, and training elders and deacons? Do you use a specific curriculum or have you build something specific for your church? How do you handle the nomination or discernment process? Have you tried mentorship or having people “shadow” the role before stepping in? What onboarding looks like for you, and how do you continue supporting people once they’re in the role?
Looking forward to learning from the Network community about how you approach recruiting, training, and supporting elders and deacons!
Comments
We attempted to create training plans for several leadership positions in our church. We know they're not perfect, but we thought they were better than nothing. You can find them here, including plans for training elders and deacons.
We onboard new elders and deacons 3 months before they are installed, so that they get a sense of how things work, and so that they have a say in the budget they will be responsible for.
We spend time in council praying and listening for God to lead us to those who display gifts for serving as an elder or deacon. Then we offer to connect them with a mentor who will take them through the training. Currently, we have two people serving on council, one elder and one deacon, who were mentored and trained and are now serving.
@Trees Hate You Another important issue is sustainability. Churches should avoid creating leadership cultures where elders and deacons become overworked or feel they must handle every ministry need themselves. Shared responsibility, sabbath rest, and mutual encouragement are important for long-term faithfulness.
I think discernment should never feel rushed. Taking time often prevents future conflict or burnout.
At Crosspoint, nearly 10 years ago, we had an elder resign in frustration because the congregation had many unwritten expectations of elders but he received no training. After reflecting on the truth of his comments, I committed to training elders and deacons with 6 months of weekly hour-long meetings with all incoming officebearers who are willing to make the commitment. It's a pattern of one-on-one mentoring that I learned in 222Disciple.
In our meetings, we spend time in prayer, practicing gospel-telling, and reviewing everything written about the role of elders and deacons in the Bible, Church Order, and the CRCNA's ordination formulary. Because the meetings are weekly over 6 months, there are opportunities for Q&A. Officebearers can ask, "In last night's council meeting we discussed X: can you give me the background on what X is all about?"
Weekly meetings also give opportunity to make one or more visit together. First I'd lead while you watch and we'll discuss. Then you lead and I'll watch and we'll discuss. It's a great way to teach and hold each other accountable.
Every weekly conversation begins and ends in prayer. For some officebearers, it's great practice for leading in prayer before needing to pray aloud on a visit or leading the congregation in prayer during a worship service.
Six months of weekly meetings is a big time commitment for me as a solo pastor and for the incoming officebearers but I've found it to be one of those situations where a high investment gives a high return.
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