
Today’s episode is unique and particularly close to our hearts as we address a question from one of our listeners, Drew Williams, head pastor at New Life Lutheran Church. This direct engagement with our audience not only reinforces our community’s interconnectedness but also grounds our discussion in real-world church leadership scenarios.



Drew’s church, nestled in the rural landscapes of northwestern Illinois, has witnessed substantial growth, expanding from 200 to nearly 300 members in just a year and a half. This growth, while commendable, has surfaced challenges in nurturing an inviting culture, particularly among long-standing members. Drew’s concern echoes a common sentiment in many churches: How do we encourage our congregation, regardless of their tenure, to actively invite and engage new people?



Storytelling: The Heart of Engagement Storytelling is a powerful tool in any church leader’s arsenal. By sharing stories of members who have successfully invited others, we can create a ripple effect of inspiration throughout the congregation. These stories, whether shared during sermons or as part of the church announcements, can ignite a passion for invitation and demonstrate the tangible impact of such actions.



Focused Teaching: The Leader’s Role As church leaders, our words and teachings hold significant weight. Regularly integrating the theme of invitation into our messages can reinforce its importance. It’s about more than occasional mentions; it’s about making invitation a consistent part of our teaching, helping the congregation see it as a natural and essential aspect of their faith journey.



Magnetic Community Service: Beyond the Church Walls Engaging in community service provides an excellent avenue for members to invite others. Activities that serve the community are not only fulfilling but also present less intimidating opportunities for newcomers to experience the church community. These acts of service act as a bridge, connecting the church to the broader community in meaningful and impactful ways.



Conclusion: A Journey Towards Growth



In summarizing these strategies, it’s clear that revitalizing our church’s invite culture is a multifaceted endeavor requiring persistence, creativity, and commitment. The journey is ongoing and evolves as our church grows.



As we draw this episode to a close, we extend an invitation of our own. Our upcoming book, “Unlocking Your Church’s Invite Culture,” delves deeper into these strategies and more, offering a comprehensive guide to cultivating a vibrant inviting environment in your church. For more details and to be the first to get your hands on this resource, visit www.unlockinviteculture.com.



Thank you for joining us in this exploration of church growth and community engagement. Your dedication to expanding your church’s reach and impact is not just commendable; it’s essential to the spread of our faith. We’re excited to see how these strategies come to life in your communities and look forward to hearing your stories of growth and engagement.

Revitalizing Invitation: Strategies for Engaging Your Church Community

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Thanks for tuning in to the unSeminary podcast. We’re talking with Brad Dreibelbis, Next Gen and Operations Pastor at The Journey, a church in Delaware. 



How do you identify and find high caliber leaders, particularly from the next generation? Too many churches wait for young leaders to be trained in other places instead of raising them up from within their church. Listen as Brad shares how The Journey is raising up young leaders and providing opportunities for them to develop both character and competency.




* Take risks on young leaders. // No church ever feels they have enough leaders, and at The Journey they’ve taken a proactive approach to this issue by investing in students and young adults. Think of it like Moses turning over the reins to Joshua and Caleb and leaving that legacy to the next generation. Help people early in their faith to grow in their character and calling to support what God is doing in their leadership.



* Focus on the next generation. // The target demographic of who The Journey is trying to reach is framed through the lens of an 18 to 30 year old man. It’s important to have on-ramps for older followers too and remind them they are important in the church, but investing in and taking risks on the next generation ensures that you are building for the future.



* Make disciples. // Brad’s team completes monthly reports that include identifying an 18-30 year old who could move into their leadership pipeline. Talking about potential leaders as a team adds a layer of accountability and encourages the staff to bring others alongside them and make disciples. It’s important to give young leaders opportunities even though it will be messy at times.



* Play the long game. // Don’t neglect that your kids and student ministries are your best feeder for young leaders because they’ve already been baked into your culture. Start investing in them when they’re young children. Teach them biblical principles and give them chances to lead as they grow.



* 90-day contracted internships. // There aren’t always open staff positions at The Journey so they have created 90-day contracted internships for young people in the church who have potential. The interns are paid as employees for 90 days and are in charge of a particular ministry or objective. This short-term opportunity offers young leaders a chance to grow and build skills while allowing staff to evaluate their character. After the 90 days, some interns may stay on for more growth opportunities or be offered a staff position.



* Ministry boot camp. // The Journey runs a ministry boot camp for 10 weeks during the summer for students and young adults—anyone who has finished eighth grade through 30 years old. The camp is a 20-hour-a-week commitment to help young leaders grow in their relationship with God while learning practical ministry. Participants commit to attending 12 hours during the week on Tuesday and Thursday mornings, and then serving during weekend gatherings so they gain ministry experience while interacting with people.



* Learn to listen. // All of us are wired by God for a calling, even if it may not be in paid ministry. Help young people at your church to hear from God and create enough space to prioritize their faith. In The Journey’s ministry boot camp, the first hour is spent sitting and listening to Him—a new experience for some of the participants.



* Monthly focus. // Every month The Journey sets a different goal as part of their monthly focus strategy. This strategy sets a vision area that the whole church should be focused on, defines a vehicle to achieve it, and establishes measurable goals.

Calling the Next Gen to Leadership: Insights on Empowering Emerging Changemakers with Brad Dreibelbis


Today, we’re continuing our series on how your church can expand from 1,000 to 2,000 members in just 1,000 days. We’re focusing on the practical steps and metrics essential for managing such significant growth without overburdening your team or losing touch with the community’s needs. This discussion builds on our ongoing series, where we explore strategic engagement of new guests to achieve a sustainable and impactful growth rate—a growth rate that outpaces the community’s growth, ensuring that our church not only maintains its presence but also amplifies its influence. Join us as we unpack the crucial metrics that can help us double our congregation size while fostering a welcoming and vibrant church environment. 




* Sustainable Growth Rate: We unpack the “Goldilocks” growth rate that is neither too fast to exhaust the church team nor too slow to impact the community. The ideal growth rate should outpace the community’s growth, ensuring the church gains influence and doesn’t lose ground.



* Attrition and Growth Metrics: Churches typically face a 15% annual attrition rate, including departures for various reasons—ranging from natural attrition to discontent with church dynamics. A growth of at least 15% annually is necessary to maintain current congregation sizes. However, to achieve a doubling in size, Rich advises targeting specific metrics:

* 3% Average Documented New Guests Weekly: Aim to attract new guests equivalent to 3% of the church’s size each week.



* 26% Retention of New Guests: Of the new guests that visit, retaining 26% is crucial to achieving the desired growth.






Focus on New Guest Metrics




* Average Documented First-time Guests: It’s vital to have documented evidence of first-time guests, which includes obtaining contact information (email, phone number, and ideally a mailing address). This allows for effective follow-up and integration into the church community.



* Weekly Consistency: The focus should be on consistent weekly engagement rather than sporadic bursts, ensuring that every weekend offers opportunities for newcomers to visit and feel welcomed.




Best Practices for Guest Information Collection




* Ethical Bribe: Using incentives like mugs, water bottles, or t-shirts as a welcoming gift can encourage guests to provide their contact information.



* Dedicated “New Here” Area: Churches should have clearly designated areas for new guests, staffed by personable and engaging team members, to make newcomers feel acknowledged and valued.



* Ongoing Engagement: It’s important to maintain an ongoing strategy for guest engagement, with regular prompts during services and events to remind and encourage participation.




Future Steps: The discussion on retaining 26% of newcomers will continue in future episodes, outlining specific strategies and follow-up actions to help solidify the initial contact and integrate new individuals into the church community.



This episode of the Unseminary Podcast lays down a practical blueprint for church growth, focusing on the crucial first steps of attracting and documenting new guests. With a systematic approach to guest engagement and information collection, churches can set the stage for substantial and sustainable growth, moving towards doubling their congregation in a realistic timeframe.

From 1,000 to 2,000 in 1,000 Days: Understanding New Guest Metrics





Welcome back to the unSeminary podcast. We’re talking with Zach Zehnder, the co-founder of Red Letter Living. Zach is a pioneer in creating 40-day challenges that have transformed discipleship and church growth in over 1000 churches. He’s also the teaching pastor at King of Kings in Omaha, Nebraska.



You know that disciple-making is important, but do you feel stuck on how to make it happen at your church? Wondering how to align your whole church, from kindergarten to adult, so everyone is focused on the same teaching and growing together? Tune in as Zach shares how a 40-day challenge can jumpstart your church’s growth and discipleship.




* Discipleship-centered challenges. // The 40-day challenges offered by Red Letter Living are not just about absorbing information; they are about taking action and experiencing life change. Included are message series, daily readings, and small group materials. There are also resources for kids and students. The beauty of this approach is its ability to align the entire church around a common idea, focusing on Jesus at the center. Whether you use one of Red Letter Living’s 40-day challenges or not, Zach recommends that you rollout an all-in church series once or twice a year.



* A huge impact on churches. // Over 1000 churches have participated in Red Letter Living’s 40-day challenges and the results speak for themselves. Most notably, it has helped to grow church small groups by about 40% during the 40-day challenge. A church could spend about 700 hours creating just first drafts of all the resources Red Letter Living already provides. Taking advantage of this turnkey solution removes a huge burden so church staff can focus on other aspects of ministry. And in times when division can easily creep into our congregations, these challenges also serve as a unifying force, centering us on Jesus and his teachings.



* The best way to follow Him. // The premise of the Red Letter Challenge is that the best way to follow Jesus is to simply do what he said and did. Rather than reinventing discipleship, this and other challenges by Red Letter Living focus on the words, life, and habits of Jesus. The Red Letter Challenge revolves around five key targets found in Jesus’ words: being, forgiving, serving, giving, and going. The first five days of the challenge introduces those five targets, and then a full week is spent on each of the targets, equaling 40 days. Each week participants engage in daily challenges and devotions that bring Jesus’ words to life.



* More challenges to offer. // In addition to the Red Letter Challenge, Red Letter Living offers other 40-day challenges that zero in on a particular topic Jesus talks about. For example, the Being Challenge focuses on practicing the five keystone habits of Jesus. The Forgiving Challenge is about receiving God’s freedom for yourself and then giving it away to others. The Serving Challenge looks at five aspects of how Jesus served us and then how to implement them.



* Special offer and more resources. // Any pastors and church leaders who would like a free copy of a Red Letter Living book can request one here. You can choose which book you’d like to sample and Red Letter Living will cover shipping costs within the United States. If you’re outside the US, a free digital copy is available. There are other supplies for the challenges that are offered for free on Red Letter Living’s website, including sermon manuscripts, videos, kids church curriculum, small group guides and videos, and more. Plus check out Red Letter Challenge in Spanish too.





40 Day All-In Campaigns for Your Church: Unleashing Discipleship & Growth with Zach Zehnder


You’ve often heard me stress the importance of culture, revenue, and vision in our churches, and our approach to hiring is at the heart of shaping our culture. Let’s explore five counterintuitive truths about hiring that I’ve uncovered through my experiences and coaching other church teams.



1. Judge by the Past, Not by Potential In our line of work, we are naturally inclined towards seeing the potential in people. However, when it comes to hiring, I’ve learned that it’s crucial to focus on what candidates have actually accomplished rather than what they might achieve. This approach reduces the risk of being disappointed by unmet expectations. In interviews, it’s vital to map out a candidate’s past behaviors and achievements to the needs of the role they’re applying for. Ask yourself, “If they replicate their past performance here, would it be a success?” This shift in perspective can lead to more reliable hiring decisions.



2. Enthusiasm is Overrated It’s easy to be charmed by a candidate’s zeal to join our team. However, enthusiasm does not always equate to effectiveness. We must dig deeper and evaluate the substantive skills and real impact a candidate brings. A high energy level can be a great asset, but it’s the combination of passion and proven ability that truly makes a difference. During interviews, look beyond a candidate’s excitement and assess their ability to contribute meaningfully to our goals.



3. Momentum vs. Metamorphosis Deciding between hiring internally and externally can dramatically affect the trajectory of our church’s development. Internal hires often help maintain momentum, sustaining the ongoing operations and preserving the culture. Conversely, external hires can be pivotal when you’re aiming to transform or significantly improve an area. Each hiring decision should be strategic: choose internal candidates to keep the wheels turning smoothly, or bring in fresh external perspectives to catalyze fundamental changes.



4. Hiring Can Hinder Growth It sounds paradoxical, but adding more staff doesn’t always accelerate growth. In fact, it can do the opposite by diminishing volunteer involvement and adding to our operational costs. Remember, every team member should ideally contribute to scaling up our efforts by equipping and empowering volunteers, not just by executing tasks. Reflect on this when considering new hires: Will this person enable more volunteers to engage, or will they fill a role that could be a growth opportunity for a volunteer?



5. Adaptability Over Skill In the dynamic environment of church leadership, the ability to adapt is invaluable. When hiring, prioritize candidates who demonstrate flexibility and a proven track record of adapting to new challenges. The future will likely ask them to handle roles that don’t even exist yet. During the hiring process, explore scenarios with candidates where they’ve had to adjust to significant changes or take on new responsibilities.



These insights into the hiring process are designed to foster stronger, more adaptable teams that align closely with our mission and values. As leaders, we must be intentional and thoughtful in our hiring practices to truly enhance our church’s capacity to thrive and grow.



As we continue to navigate the complexities of church management and leadership, let’s keep these counterintuitive truths in mind to refine our approach and achieve better outcomes. Thanks for tuning in, and here’s to building teams that make a lasting impact!





5 Counterintuitive Truths About Hiring for Church Leadership





Thanks for joining in the unSeminary podcast. Today we’re talking with Mary Ann Sibley, church leader cheerleader and volunteer ministry ninja who works to make you look like the hero as you improve your volunteer culture.



Does it ever feel like there’s a lack of ownership when people serve at your church? How do you create an experience where your volunteers are excited to be there and make the mission happen? Listen in as Mary Ann offers practical help for shifting your volunteer culture to one of excitement, connection and discipleship.




* Hold things loosely. // During the volunteer recruitment process, never be desperate for volunteers. It’s better to have four who are on-fire for the work you’re doing than twenty who are just showing up to check the volunteer boxes. Let people know they aren’t required to volunteer and it’s okay if this isn’t where they should be right now. Continually cast vision and hold things loosely, trusting that God will bring the increase.



* Find the purpose. // Volunteering is a ministry, not only to the people coming to church, but also to the “one anothers” involved in serving. Part of vision-casting is helping volunteers realize that they are there for a bigger purpose. Discipleship comes into play when volunteers recognize that they aren’t only helping to fulfill what God wants to do at the church, but also allowing Him to work in their lives.



* Debrief and listen. // Bookend serving with a huddle at the beginning and a debrief at the end. A five-minute debrief keeps leaders and volunteers connected. Ask the volunteers two questions during debrief: what was a win that day, and how can you as the leader make the serving experience better. Teach your volunteers what a win looks like – even small wins create a sense of community and family. Debriefing gives volunteers a voice and helps them understand that they are more than just a cog in the wheel.



* Changes and wins. // By sharing wins and receiving feedback, we are valuing what our volunteers are doing. Don’t just listen to the feedback for improvement, write it down and act on it. Mary Ann suggests creating something as simple as a Google sheet that all of your leaders have access to. Then you can review the document to see what could be changed and where there is positive feedback in your church.



* AVERI the volunteer. // One of the barriers to serving could be your current volunteers. Mary Ann has a fictional volunteer she created named AVERI, which is an acronym for volunteers who might be Aloof, the Veteran, the Erratic, the Rebellious, or the Indifferent person. The Aloof person is cold and uninterested. The Veteran volunteer who is involved in everything may be an obstacle to others joining in and may be the most resistant to change. You never know when the Erratic one will show up for services or events. The Rebellious one will argue with you on everything. And the Indifferent one is nice but boring and disconnected.



* Find the AVERIs. // Take time on a Sunday and figure out who the AVERIs are among your volunteers that day. They may be still volunteering because they don’t want to be seen as unfaithful or feel that they need to stay in this position. Provide clear off-ramps to serving and let your volunteers know they can take a break or do something different anytime they need to; they are not required to stay on when they don’t feel this calling anymore. 



* Encourage the VICCs. // The other fictional volunteer Mary Ann created is VICC—a volunteer who is Valued, Included, Challenged, and Connected. Someone with these qualities is engaged with the ministry and other volunteers, having fun, excited to serve, owning the mission and seeing God work.

Revitalizing Invitation: Strategies for Engaging Your Church Community

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