Lentils and Leadership

In my doctoral program on leadership, I recently wrote a paper about a “minor” biblical leader. The point of the paper was to glean leadership lessons from leaders who don’t make the headlines in the Bible that we typically read about. I am sparing you the length of the paper and offer a summary of the document here.

In 2 Samuel 23, we find a brief but powerful account of Shammah, one of David’s mighty men. His story is often overlooked, yet it carries profound lessons for leaders today. Shammah was appointed for a specific role, stood firm in defending what seemed insignificant, remained obedient to David and God, and achieved victory through God’s faithfulness. His example reminds us that leadership isn’t always about grand, visible victories—sometimes, it’s about faithfully stewarding the small, seemingly unimportant tasks that contribute to a greater mission.

Appointed for a Purpose

Shammah didn’t choose his battle—he was assigned to it. Scripture tells us that while others fled from the Philistines, he stood his ground in a lentil field (2 Samuel 23:11-12). At first glance, defending a field of lentils may seem trivial compared to the larger battles David’s men fought. Yet, Shammah didn’t question his assignment. He understood that his role, though perhaps unglamorous, was part of a bigger picture.

As leaders, we may be called to tasks that don’t feel transformational. We might oversee a small team, manage routine operations, or work behind the scenes. But like Shammah, we must recognize that every role matters in God’s plan. Faithfulness in the "small" things prepares us for greater responsibilities (Luke 16:10).

Defending What Others Overlooked

Why a lentil field? In ancient Israel, lentils were a staple food—humble but essential. The Philistines likely saw it as an easy target, but Shammah saw it as worth defending. Others retreated, but he held his ground because he understood that even the "small" things contribute to the larger mission.

In leadership, we will face moments where we must stand firm in areas others disregard. Whether it’s maintaining integrity when no one is watching, investing in people who aren’t "high-profile," or upholding values when it’s inconvenient, Shammah’s example challenges us to defend what God has entrusted to us—no matter how insignificant it may seem.

Obedience to Authority and God

Shammah’s loyalty wasn’t just to the land—it was to David and, ultimately, to God. His obedience reflected his trust in the leadership God had established. He didn’t act independently; he fulfilled his duty within the broader vision of David’s kingdom.

As leaders, we must also submit to authority and align our actions with God’s will. Even when our tasks feel mundane, obedience matters. Additionally, we must trust the teams around us—leaders and followers alike—to fulfill their roles, knowing that together, we contribute to a mission larger than ourselves.

Success Through God’s Faithfulness

Shammah didn’t win because of his own strength—Scripture says "the Lord brought about a great victory" (2 Samuel 23:12). His success was rooted in God’s faithfulness, not his own ability.

Likewise, our achievements as leaders depend on God’s power, not our efforts alone. When we commit to our assignments with diligence and trust in Him, He produces the results.

Leadership Lessons from Shammah

Shammah’s story teaches us:

1. Every role matters—stay faithful where God has placed you.

2. Defend what others overlook—what seems small may be vital.

3. Remain obedient—to God and those He has placed in authority.

4. Trust God for the outcome—success comes from His hand.

May we, like Shammah, be leaders who stand firm in our assignments, knowing that our obedience today contributes to God’s greater plan tomorrow.

Summer Capital Campaign Planning

Although spring officially arrives tomorrow, I find my own thoughts are drawn forward in time to summer! When the days grow longer and the warmth of summer settles in, churches often experience a natural shift in rhythm. While summer is traditionally a time for vacations, rest, and fellowship, it also presents a unique opportunity to lay the groundwork for a successful autumn kickoff for a capital campaign. A capital campaign is a significant undertaking, requiring careful planning, thoughtful leadership, and broad congregational engagement. By using the summer months to brainstorm, gather feedback, and build a strong leadership team, your church can set the stage for a meaningful and impactful campaign that addresses both immediate needs and long-term goals.

1. Brainstorming Ideas for Allocation of Funds

One of the first steps in planning a capital campaign is determining how the funds raised will be allocated. Summer provides an ideal time to brainstorm and prioritize the needs of your church. These needs often fall into several categories:

• Building Needs: Many churches face maintenance, renovation, or expansion projects. Whether it’s repairing a leaky roof, updating outdated facilities, or building a new space for ministry, addressing building needs is often a primary focus of capital campaigns. Consider conducting a facility assessment to identify urgent and long-term projects.

• Ministry Needs: A capital campaign can also support the growth and development of ministries within the church. This might include funding for children’s programs, youth outreach, missions, or community service initiatives. Think about how your church can better serve its members and the broader community.

• Program Needs: Programs such as music, education, and small groups are vital to the life of the church. Consider how a capital campaign could enhance these programs, whether through new resources, technology, or staffing.

• Staff Needs: Investing in staff is an investment in the future of your church. A capital campaign could fund additional staff positions, provide professional development opportunities, or improve compensation packages to attract and retain talented leaders.

• Planning for an Endowment: For long-term sustainability, some churches choose to allocate a portion of capital campaign funds to an endowment. This ensures that the church has a financial foundation to support its mission for years to come.

Use the summer months to gather input from key stakeholders, including church staff, lay leaders, and ministry teams. Create a list of potential projects and prioritize them based on urgency, impact, and alignment with your church’s mission and vision.

2. Gathering Feedback from Leadership Groups and the Congregation

A successful capital campaign requires broad support and engagement from the congregation. Summer is an excellent time to gather feedback on your ideas and ensure that the campaign reflects the needs and aspirations of your church community.

Start by engaging various leadership groups within the congregation, such as the church council, finance committee, and ministry leaders. Share your initial ideas and invite their input. What do they see as the most pressing needs? How do they envision the church growing and serving in the coming years?

Next, consider hosting listening sessions or surveys to gather feedback from the broader congregation. This not only helps you refine your plans but also fosters a sense of ownership and investment in the campaign. Ask questions like:

• What do you value most about our church?

• What needs do you see in our church or community?

• How would you like to see our church grow or change in the next 5–10 years?

Engaging the larger community in this conversation can also be valuable. Reach out to neighbors, local organizations, and community leaders to understand how your church can better serve them. This outreach can strengthen your church’s ties to the community and highlight the broader impact of your campaign.

3. Building a Diverse and Representative Leadership Team

The success of a capital campaign often hinges on the strength of its leadership team. Summer is the perfect time to identify and recruit individuals who can champion the campaign and inspire others to get involved.

When building your leadership team, aim for diversity and representation. Include members from different age groups, backgrounds, and areas of involvement within the church. This ensures that the campaign resonates with the entire congregation and reflects the varied needs and perspectives of your church community.

Look for individuals who are passionate about the church’s mission, have strong communication skills, and are respected within the congregation. Consider appointing co-chairs or a steering committee to share the workload and bring different strengths to the table.

Once your team is in place, use the summer to provide training and resources. Equip them with the tools they need to communicate the campaign’s vision, answer questions, and inspire others to give. A well-prepared leadership team will be instrumental in building momentum and enthusiasm for the campaign.

4. Deciding on the Campaign’s Scope and Timing

As you plan your capital campaign, consider whether it will be a stand-alone effort or integrated with your annual fall stewardship appeal. Each approach has its advantages:

• Stand-Alone Campaign: A dedicated capital campaign allows you to focus exclusively on your fundraising goals and communicate a clear, compelling vision. This approach works well for large-scale projects that require significant resources and a concentrated effort.

• Integrated Campaign: Combining your capital campaign with your annual stewardship appeal can create powerful synergies. It allows you to emphasize the connection between ongoing ministry support and special projects, reinforcing the idea that every gift contributes to the church’s mission. This approach can also simplify the giving process for congregants.

Use the summer to weigh the pros and cons of each option and decide which approach aligns best with your church’s goals and culture. If you choose to integrate the campaigns, plan how you will communicate the dual focus and ensure that both efforts receive adequate attention.

5. Preparing for the Autumn Kickoff

With your plans in place and your leadership team ready, use the latter part of summer to prepare for the autumn kickoff. This might include:

• Developing a compelling case statement that outlines the campaign’s goals, impact, and vision.

• Creating promotional materials, such as brochures, videos, and social media content.

• Planning kickoff events, such as a special worship service, banquet, or community outreach day.

• Setting up systems for tracking donations and communicating progress to the congregation.

By taking these steps during the summer, you’ll be well-prepared to launch your campaign with energy and enthusiasm in the fall.

Conclusion: Embracing the Call to a Capital Campaign

As we journey through Lent and look ahead to the advent of summer, let’s embrace the change of pace as an opportunity to reflect on God’s call to stewardship and growth. A capital campaign is more than a fundraising effort—it’s a chance to dream boldly, serve faithfully, and build a legacy that honors God’s work in your church and community.

By using the summer months to brainstorm, gather feedback, build a leadership team, and prepare for the autumn kickoff, your church can lay a strong foundation for a successful campaign. As you plan, remember that this effort is not just about meeting financial goals but about deepening your congregation’s commitment to God’s mission and strengthening your church’s impact for years to come. Let this summer be a season of preparation, prayer, and possibility as you embark on this exciting journey.

Multi-generational congregations and stewardship

I recently had a write an article for my PhD program on the role of generational diversity in the workplace. It got me to thinking about the multi-gen setting of our congregations. Generational attitudes impact the practice of stewardship. Here is the article re-worked without all the academic stuff in it- formatted as a blog post. How do you think generational perspectives on stewardship might impact a capital campaign in your congregation?

The modern workplace is a dynamic tapestry woven from the threads of diverse generations, each contributing its unique blend of experiences, values, and perspectives. This generational tapestry, while a source of vibrant innovation and a rich pool of talent, also presents a unique set of challenges for leaders and organizations. Understanding the nuances of these generational differences is crucial for fostering a harmonious and productive work environment where everyone feels valued and respected.

This article will delve into the characteristics of the four primary generations currently shaping the workplace: the Silent Generation, Baby Boomers, Generation X, and Millennials. We will explore the potential benefits and challenges arising from this generational diversity, and discuss strategies for effective leadership in a multigenerational environment.

Generational Overview:

• The Silent Generation (1925-1945): Shaped by the hardships of the Great Depression and the sacrifices of World War II, this generation is characterized by a strong work ethic, unwavering loyalty to their employers, and a deep respect for authority and traditional values. They are often described as patient, disciplined, and dedicated to their careers.

• Baby Boomers (1946-1964): This large cohort witnessed significant social and political upheaval, including the Civil Rights Movement and the Vietnam War. They are known for their ambition, competitiveness, and strong desire for personal and professional achievement. They are often described as team players, optimistic, and driven by a strong sense of purpose.

• Generation X (1965-1981): Coming of age during an era of economic uncertainty and rapid technological advancements, Gen Xers are known for their independence, adaptability, and skepticism towards authority. They value flexibility, work-life balance, and results-oriented approaches. They are often described as independent, resourceful, and tech-savvy.

• Millennials (1982-1999): Raised in the digital age, Millennials are tech-savvy, collaborative, and value work-life balance and meaningful work. They are often described as optimistic, tech-savvy, and collaborative, with a strong sense of social responsibility.

The Benefits of Generational Diversity:

A multigenerational workforce offers numerous advantages. The diverse perspectives, experiences, and skill-sets of different generations can fuel innovation and creativity. For example, the technological expertise of younger generations can be invaluable in developing new products and services, while the seasoned wisdom and industry knowledge of older generations can provide valuable guidance and mentorship.

Reciprocal mentoring programs, where members of different generations learn from each other, can be highly beneficial. Younger employees can gain invaluable insights from the experience and industry knowledge of their older colleagues, while older employees can learn about new technologies and communication styles from younger generations.

Addressing the Challenges:

While the benefits of a multigenerational workforce are significant, it also presents unique challenges. Differences in communication styles, work expectations, and values can sometimes lead to misunderstandings and conflicts.

Communication Styles: Younger generations often prefer more informal and digital communication channels, such as instant messaging and social media, while older generations may prefer face-to-face interactions and formal communication.

Work Expectations: Differences in work ethic and expectations can also lead to friction. For example, Baby Boomers, known for their strong work ethic and long hours, may perceive younger generations as less committed. Research bears out that younger generations remain committed to their work, but desire for flexibility in terms of when that work is completed. 

Knowledge Transfer: As Baby Boomers approach retirement, ensuring the smooth transfer of their valuable knowledge and experience to younger generations becomes crucial.

Strategies for Effective Leadership:

To effectively manage a multigenerational workforce, leaders must embrace diversity and create an inclusive environment where everyone feels valued and respected. This requires:

Promoting Open Communication: Encourage open dialogue and feedback among employees from all generations. Create safe spaces for employees to share their perspectives and address any concerns.

Fostering Intergenerational Collaboration: Implement initiatives that encourage collaboration and knowledge sharing across generations. This could include cross-generational mentoring programs, joint projects, and social events.

Providing Flexibility: Offer flexible work arrangements that cater to the diverse needs and preferences of different generations. This could include flexible work hours, remote work options, and compressed work weeks.

Recognizing and Valuing Diverse Perspectives: Acknowledge and appreciate the unique contributions of each generation. Recognize and reward employees for their achievements, regardless of their age or background.

Investing in Training and Development: Provide training on generational differences, communication styles, and cultural sensitivity. This can help employees develop a deeper understanding of their colleagues and improve their ability to work effectively together.

Knowledge Transfer and Succession Planning:

As Baby Boomers retire, ensuring the smooth transfer of their knowledge and experience is critical for organizational success.

Develop Robust Knowledge-Sharing Platforms: Implement knowledge-sharing platforms, such as wikis, online databases, and mentorship programs, to capture and disseminate the valuable knowledge and experience of older employees.

Tailor Knowledge Transfer Methods: Utilize a variety of knowledge transfer methods to cater to the learning preferences of different generations. For example, younger generations may prefer digital platforms and interactive learning experiences, while older generations may prefer face-to-face interactions and mentorship.

Implement Effective Succession Planning: Develop clear succession plans to ensure a smooth transition of leadership and expertise within the organization. This involves identifying and developing high-potential employees from all generations.

The Evolving Generational Landscape:

The generational landscape is constantly evolving. As new generations enter the workforce, new dynamics and challenges will emerge. Leaders must stay informed about emerging trends and adapt their management styles accordingly.

Conclusion:

A multigenerational workforce presents both opportunities and challenges. By understanding the unique characteristics and needs of each generation, fostering open communication, and promoting collaboration and knowledge transfer, organizations can create a workplace where all generations thrive and contribute to their full potential.

By embracing diversity and creating an inclusive environment, organizations can harness the power of a multigenerational workforce to drive innovation, enhance productivity, and achieve sustained success in the ever-changing business landscape.

The Ice Storm as a Pivot Point for Stewardship

The ice storm here in Indiana last week was terrible. In my own community, 60,000 people were without power at one point. Trees were down, roads blocked, and some places of business were closed. I did get a few calls from pastors whose churches were damaged by the ice in some way. We can’t lose sight of the pain and challenges caused by the storm. It is also an opportunity for us to talk about how repairs could be a call to consider what we could be called to do in 2025.

The Ice Wasn’t Nice

The recent ice storm brought unexpected challenges to many Midwest churches. Damaged roofs, broken windows, and compromised structures have disrupted worship services and raised concerns about long-term building maintenance. While the immediate focus is on repairs and ensuring the safety of congregants, this unfortunate event presents a unique opportunity for deeper reflection and discernment about the future of our ministry spaces.

The storm has likely stirred up conversations about deferred maintenance, a common issue for many churches. Aging buildings require ongoing upkeep, and the financial burden of unexpected repairs can be significant. This is a timely reminder of the importance of proactive planning and budgeting for building maintenance. And maybe the storm clean-up offers an opportunity to talk about tackling some of those projects.

Further, the storm may have brought to the forefront long-held desires for renovations or expansions. Perhaps the current space no longer adequately accommodates the church's growing needs, or perhaps there's a vision for a more welcoming and accessible facility. These conversations, often put on hold due to other priorities, may now have the space to flourish.

Beyond Repairs: A Time for Discernment

This period of rebuilding offers a unique opportunity to engage in a wider and more prayerful discernment about the use of church space.

• Re-evaluate Current Needs:

  • How well does the current building serve the church's mission and ministry?

  • Are there spaces that are underutilized or no longer relevant to the congregation's needs?

  • Are there accessibility issues that need to be addressed?

• Explore New Possibilities:

  • Could the building be repurposed to better serve the community?

  • Could it become a hub for outreach and social justice initiatives?

  • Are there innovative ways to use the space to connect with younger generations?

• Consider a Capital Campaign:

  • A well-planned capital campaign can provide the necessary funding for repairs, renovations, and even new construction.

  • It can also be a powerful tool for engaging the congregation in a shared vision for the future.

Key Considerations for a Successful Campaign:

• Clear and Compelling Vision: Develop a shared vision for the future of the church and how the building will play a role in achieving that vision.

• Strong Leadership: Secure the active involvement and support of church leadership, including the pastor, elders, and key lay leaders.

• Meaningful Communication: Communicate the vision clearly and consistently to the congregation through various channels, including newsletters, emails, and special meetings.

• Engaging the Congregation: Involve the entire congregation in the campaign through volunteer opportunities, fundraising events, and opportunities for personal giving.

• Professional Guidance: Seek the expertise of professional fundraising consultants to guide the campaign process and maximize its success.

A Time for Hope and Renewal

While the ice storm presented significant challenges, it also presents an opportunity for renewal and growth. By engaging in a thoughtful and prayerful discernment process, churches can use this time to reimagine their use of space and build a stronger, more vibrant future.

Is 2025 the Right Time for a Church Capital Campaign?

The Myth of the Perfect Time

Many pastors grapple with the question of timing when considering a capital campaign. Is there a perfect moment, a sweet spot in the church calendar or economic cycle, when stewardship fundraising is guaranteed to succeed? The truth is, there's no such thing.

The reality is that the "perfect time" is often a myth. While external factors like economic conditions and seasonal cycles can influence the success of a campaign, the most critical factor is the internal readiness of your congregation and the clarity of your vision.

Aligning with Your Strategic Vision

The most opportune time to launch a capital campaign is when it aligns with your church's strategic vision and sense of call for ministry and service. A capital campaign should be a tool to help you achieve your long-term goals and fulfilling the calling on your congregation, not a standalone event. If your vision includes building a new facility, expanding ministries, or investing in technology, a capital campaign can provide the necessary resources.

Assessing Your Congregation's Readiness

Before embarking on a capital campaign, it's essential to gauge your congregation's readiness. Consider these factors:

• Spiritual Health: Is your congregation spiritually vibrant and engaged? A spiritually healthy congregation is more likely to be generous.

• Financial Health: Assess your congregation's giving patterns and capacity. Are they consistently giving to the operating budget?

• Leadership Readiness: Do you have a strong leadership team in place, capable of inspiring and motivating the congregation?

• Congregational Buy-in: Is there a sense of ownership and excitement about the campaign's goals?

Navigating the Economic Climate

While economic conditions can influence giving, they shouldn't dictate your decision to launch a campaign. A strong campaign, grounded in a compelling vision and executed with faithful leadership, can succeed even in challenging economic times.

Here are some tips for navigating the economic climate:

• Be Transparent: Communicate openly and honestly with your congregation about the economic situation and how it may impact the campaign.

• Focus on Impact: Highlight the tangible benefits of the campaign and how it will positively impact the community.

• Offer Flexible Giving Options: Provide various giving options to accommodate different financial situations.

Ultimately, the decision to launch a capital campaign is a strategic one. By aligning your campaign with your vision, assessing your congregation's readiness, and navigating the economic climate wisely, you can increase your chances of success. Remember, the best time to plant a tree is yesterday. The second-best time is today.

Sunlight and Seeds

Trust and Transparency in Stewardship

A capital campaign in a church isn't just a march towards bricks and mortar; it's a sacred journey nourished by a delicate, yet powerful, element: trust. But trust, like a delicate seedling, requires sunlight and fertile soil to thrive. In this case, the sunlight is transparency, and the fertile soil is unwavering accountability. Let's explore why these elements are not just vital, but spiritually critical, in cultivating a successful and meaningful campaign.

Our donors, our fellow travelers on this path, deserve clarity about where their gifts will bloom. Detailed financial reports, presented regularly and accessibly, become the sunlight that nourishes their understanding. These reports, infused with honesty and transparency, showcase the meticulous stewardship of their contributions, ensuring every seed of generosity finds its rightful place in the growing project.

A seed grows in the right conditions and so can a capital campaign!

Remember, in a church campaign, the stakes rise beyond mere buildings. We are entrusted with not just funds, but hopes, prayers, and even legacies. This spiritual dimension amplifies our responsibility to be exemplary stewards, demonstrating the highest levels of accountability in every step. From meticulous budgeting to rigorous financial tracking, we weave a tapestry of trust that honors the sacrifices made and inspires future generosity.

Transparency extends beyond numbers. Regular campaign updates, infused with stories and progress markers, humanize the journey. Let your donors see the smiles on children's faces in the new playroom, hear the joyful hymns sung in the renovated sanctuary, and witness the lives touched by their gift. By weaving these narratives into the campaign tapestry, you not only reassure your donors, but also cultivate a shared sense of purpose and excitement.

However, accountability isn't merely a passive act of reporting. It's an open dialogue, an invitation for questions, concerns, and even critiques. Create opportunities for feedback, address anxieties with honesty, and engage your donors in open communication. This active commitment to transparency fosters a sense of partnership, reminding everyone that this is a shared endeavor, fueled by trust and mutual respect.

By embracing these principles, you cultivate a campaign that isn't just about achieving goals, but about building bridges of trust within your community. Remember, sunlight and fertile soil don't just nourish seeds; they create gardens vibrant with life, joy, and shared purpose. Let your campaign be that garden, where trust blossoms alongside bricks and mortar, and where accountability becomes the bedrock for a legacy of generosity and shared faith.

Questions for Reflection

• How can we make our financial reports clear, concise, and accessible to the diverse members of our congregation, catering to varying levels of financial literacy?

• What creative ways can we integrate compelling stories and progress updates into our campaign communication, showcasing the human impact and emotional resonance of our donors' generosity?

• What avenues can we create to proactively address potential concerns and questions from our donors, fostering an open and honest dialogue throughout the campaign?

• How can we encourage and incorporate feedback from our congregation into the campaign's direction and decision-making, empowering them to become active partners in the journey?

• Beyond the campaign itself, how can we cultivate a culture of ongoing transparency and accountability within our church community, ensuring that stewardship becomes a fundamental pillar of our spiritual practice?

By delving into these questions, you can transform your capital campaign from a fundraising drive into a testament to the transformative power of trust and mutual responsibility. Remember, when sunlight and fertile soil dance together, the seeds of generosity blossom into a community garden where faith, hope, and purpose flourish long after the campaign goals are met.

What Could We Fund with a Capital Campaign?

A successful capital campaign is rooted in a clear understanding of your church's needs and God’s call on the congregation. It's not just about building a bigger building or adding a new program; it's about addressing the specific needs of your congregation and community.

Mapping out the needs for your campaign

A Comprehensive Needs Assessment

Just like getting a rendering for a new building, a needs assessment helps you see what the footprint of your campaign might look like. You can do this informally among the leaders and members of the church or hire a coach/consultant to guide the process. In really big projects, you might do an informal internal assessment and then engage a coach/consultant to validate the results.

To accurately assess your church's needs, consider the following steps:

1. Involve Your Leadership Team:

   • Brainstorming Session: Gather your leadership team to discuss potential needs.

   • SWOT Analysis: Conduct a SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) to identify internal and external factors affecting your 1 church.

   • Visioning Exercise: Have a visioning session to discuss the church's long-term goals and how a capital campaign can help achieve them.

2. Seek Input from Church Groups:

   • Ministry Leaders: Consult with leaders of various ministries to understand their specific needs.

   • Congregation Surveys: Conduct surveys to gather feedback from your congregation about their priorities and concerns.

3. Engage the Community:

   • Community Surveys: Distribute surveys to your neighbors and local businesses to understand their needs and how your church can serve them better.

   • Community Forums: Host community forums to discuss local issues and how your church can contribute to solutions.

4. Prayerful Reflection:

   • Prayer Meetings: Dedicate specific prayer times to seek God's guidance and direction.

   • Bible Study: Study biblical passages related to stewardship, generosity, and kingdom building.

Prioritizing Needs and Setting Goals

Once you've identified your church's needs, it's time to prioritize them and set realistic campaign goals. Here are some tips:

1. Align with Your Mission: Ensure that your campaign goals align with your church's mission and vision.

2. Set Clear and Measurable Goals: Establish specific, measurable, achievable, relevant, and time-bound (SMART) goals.

3. Prioritize Needs: Rank your needs based on their urgency and impact.

4. Be Realistic: Set achievable goals that are both ambitious and realistic.

5. Involve Your Congregation: Share your vision and goals with your congregation and seek their input and support.

By carefully identifying and prioritizing your church's needs, you can create a compelling case for a capital campaign that resonates with your congregation and community. Remember, the most successful campaigns are those that address real needs and inspire people to give generously.

It’s Always the Boiler!

The first document you will write for your campaign is called the Case for Support. It actually makes a case for supporting the project or projects that are a part of the capital campaign. At this point, it is really a simple leadership exercise. It might be only a paragraph that answers, “What are we raising money for?” 

The Case is the foundational document of the campaign. Not only is it the first thing you write, but you will refer to it frequently during the campaign to keep your work and results focused. It will evolve in a relatively short period of time as well. Through a process of discernment and testing, the document expands to include information about the history of the church and the vision of where the congregation is called to go. It is the articulation of why we are embarking on a journey that will consume significant time, resources, energy, money, and bandwidth that are usually wholly devoted to the ministry of the church. It casts a vision for how ministry and the congregation will be changed when this experience is over. The Case is simple but quite hard to write and it should be. It is hard to build consensus around and that is also healthy! The pain of creating it is growth and pays dividends quickly for the staff, leadership, and members of the congregation. 

As the leadership team of the church starts down this road of discerning a campaign, coming up with a short paragraph of your Case will give you a boost as you reach out to potential partners like consultants, architects, or denominational structures. 

After you hire a consultant or coach, you will go through a process that tests, strengthens, and expands your Case. I describe that later in the text. For this early phase of discernment, you will learn quite a bit by crafting something on your own. You can test it through prayer and conversation to check the fidelity of your Case against the call of the congregation and the campaign. 

It’s Always the Boiler

I think my first several campaigns all began with a boiler going out! Some of my younger colleagues scarcely know what a boiler is, but in many churches, it was the main source of heat for the campus, and in a midwestern church, it was a critical element of success in the winter! Older churches (where I primarily served in my early days) tend to have more mechanical issues than newer and more efficient physical plants. My ministry is rooted in the midwest where boilers are a staple part of the mechanical anatomy of a church operation. If we were lucky, they would go out before the winter season and there would be time for repairs. However, boilers that crashed in the winter tended to raise money faster! Maybe that was the better path! The visceral and visible connection of this part of the church made it easier for people to give. It was something someone could see (and feel when it didn’t work) and that motivates donors. 

Generally, when a boiler would fail, it would give church leadership an opportunity to look at other physical plant issues that could be addressed. This was a holy moment to consider ways to make the place we worshipped and learned to be more welcoming, accessible, and efficient. In a number of my previous campaigns, if it weren’t for a failed boiler, the church would not be the updated space it is today with new ministries that were created in the midst of that discernment.

Failing mechanical components were the catalyst to dream bigger. One mentor of mine often shared that the life of the church is so often focused on getting from one Sunday to the next that we rarely have time to consider the larger picture of the vision of our ministry. These moments forced us to pause and dream bigger about our mission and service. While a busted boiler might be the genesis of a campaign, it became the springboard for larger conversations that set the stage for growth, deepened faith, and greater generosity in the congregation.

Whether it is a boiler that goes out, a roof that needs to be repaired, or intermittent flooding in the basement, I have found these physical plant moments have been a path to expansions of ministry and outreach in ways that might not have been a priority if not for a suddenly cold winter morning in a sanctuary full of God’s people.

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