I read Viral – Hearing God’s Voice in a Global Pandemic…and Beyond by Neil Cole and thought it was worth sharing with you. With all the available content available today, it is difficult to discern what is worth reading and what isn’t. I would definitely put Neil Cole’s book, “Viral,” on the “should read” list. I don’t use the term “must read” because it is overused and loses its meaning, but you should read this book.
In the 6th chapter, the author outlines 8 principles that catalyze Jesus’ movements. Each is critical IF you aspire to participate in some way in a multiplication movement that multiplies Jesus followers, disciple-making communities, and churches. I know other authors have distilled their lists, but I found Cole’s list gets to the root issues of a movement. Here is the list, which I am going to attempt to summarize in my language so that it might cause you to prayerfully consider them, read about them, and most importantly, implement them.
Let’s get started:
Self-Directed Learning
All too often, church leaders and structure can get in the way of what the Holy Spirit is saying to a person on the individual level. Sermons can be great sources of information along with small group curriculum, but the most powerful type of learning is that which comes from within the disciple of Jesus. When we were raising our children, I realized that when they grasped for topics that truly interested them, they were inspired to learn more. In this way, providing opportunities for Jesus followers to self-select where they need to grow can be the most powerful learning they will encounter on the spiritual journey. This more individual approach will shape the culture of any community.
Learning in Community
Over the last year, I’ve stepped away from the more common approach to training leaders in Christian coaching, which is to work individually, one trainer per one leader, To a more group-oriented approach. Instead of 1-1, I broadened my scope to 1-3 leaders. I did this primarily out of the realization that I was working cross-culturally in a context that was more communal. Makes total sense given my background in small groups, but it never clicked until this last year in the way I train. What I discovered is a more powerful dynamic. It goes along with the idea that what you learn together will make you grow faster.
Simple and Replicable Methods
It is frustrating when we raise the bar so high for people to find and follow Jesus that you need a college degree to navigate the maze. In fact, what many leaders deem as simple is actually complex to the average person. I’ve written on this topic if you are interested – READ MORE HERE.
Letting The Bible Speak for Itself
This is especially problematic with the inundation of content from Christian communicators. Much of it is good, but some of it is not so good. The challenge is when we ask people to read the Bible and let it speak – they lack the ability or skill to listen and hear what the Holy Spirit is saying to them.
Empowering all God’s People in a Lateral Leadership Model
This is especially challenging in our culture of celebrity. We all have gifts and abilities God wants to use. And you may or may not reach the status of “celebrity,” but the seeds of a gospel movement are planted inside of you and every Jesus follower. The question is, “What are you and I going to do about it?” This is not to say that there exist leaders of leaders. No, but the more people can imagine their part in a gospel movement, the flatter the organization will become. And the more agile that organization, or another way of saying that is: the more the power is “distributed” to the first-time follower of Jesus, the more they can share in the movement.
Obedience-Oriented
It is said that everything rises and falls on leadership. More elementary than that, in a Jesus movement, everything rises and falls on obedience. You only need to read the words of Matthew 28:20a, “and teaching them to obey everything I have commanded you.” It is easy to rely on other apparatuses in ministry. However, the catalyst for multiplication rises and falls on obedience!
Use of Filters
I believe this one will rub some the wrong way because it might go against the grain of best practices for pastoral care, but in the ministry of training and equipping disciple makers, it is important to focus. Cole uses the word “filter” as the process of prioritizing people of peace, or receptive individuals to the gospel, who are gatekeepers. I like the way he casts the vision to move with those who are leaning into Jesus and hold the keys to a group of people that they influence. Here are some of the examples he uses:
Culturally Transferable and Globally Applicable Methods
Principles are just that. They work regardless of culture. They are not model-specific. One example of a principle borrowed from science is gravity. When I mountain bike and take a fall, I 100% of the time will hit the ground. I go down, not up. In disciple-making, the need to confess sin is essential for growth. Further, a change in behavior, or repentance, is essential to reinforce the change.
High-Impact Viral Ministry Reflection Questions
Are you building dependent followers or self-directed disciples? What is the evidence that the people you train are capable of teaching themselves and others?
How can we transform our current learning spaces into vibrant, irresistible communities that naturally draw people in and propel them toward deeper knowledge and action?
If you had to cut 50% of your ministry activities tomorrow, what would you eliminate to focus exclusively on what directly reproduces mature disciples?
What are the subtle ways we might be editing, complicating, or talking over the pure voice of Scripture, preventing its direct, unvarnished impact?
What specific actions are you taking to make discipleship the universal expectation (the “bar”) for everyone, while simultaneously making leadership accessible and shared among many?
What is the missing invitation or challenge that could move people from simply knowing the truth to actually experiencing the joy and transformation of obeying it?
Beyond good intentions, what is your measurable strategy for identifying and focusing your time and resources on the “people of peace” who will accelerate your mission?
If someone observed your team for a week, what core, non-negotiable principles would they easily identify as the actual, lived “DNA” that governs every decision and action?
A couple felt a strong calling to plant a church in a rapidly growing community. They did all the right things: visiting the location, prayer-walking the streets, and sharing their vision with trusted mentors at their home church. When it was time, they took the next crucial step: engaging in a thorough assessment process, including the behavioral interview, which is the gold standard for most church planting networks.
The insights they gained were powerful. The assessment clearly affirmed their incredible relational capacity and knack for casting a compelling vision. But—and this is key—it also gently highlighted an area for growth: being more intentional about building robust disciple-making ministries.
Armed with this clear-eyed understanding and the full support of their sending church, they launched in August 2022. Fast forward three years, and their church is thriving! They’ve appointed elders, are financially self-sustaining, and have cultivated a vibrant community where over 80% of adults are actively engaged in disciple-making groups.
This kind of rapid, healthy growth isn’t just luck; it’s the direct result of a well-equipped couple who understood their strengths and proactively addressed their growth areas before launch.
It’s a Launchpad, Not a Hurdle
Think of a church planter assessment as your personal compass. Its main goal is to pinpoint a planter’s unique strengths and surface the areas where they might need a little extra coaching or support to truly flourish.
If you’re an aspiring church planter, a lead pastor in a sending church, or a network leader, you know how important it is to be a good steward of your resources—time, money, and people. What if you could increase your accuracy for identifying successful planters with reliable, granular data? The great news is that church planter assessments have come a long way.
Why Investing in a Strong Assessment is Valuable
When we look at organizations outside the church, we see powerful data:
As much as 80% of employee turnover is due to bad hiring decisions (according to The Harvard Business Review).
It’s estimated that a “bad hire” can cost an organization up to five times their annual salary (SHRM Study).
We are investing in eternal work. The stakes couldn’t be higher. A comprehensive assessment is an investment in the long-term health and sustainability of the planter, their family, and the church they’re called to start.
Consider Adding a Trait Assessment to Your Process
Most church planting networks rely on the Behavioral Interview—a tried-and-true method that helps assessors create a comprehensive profile. We wholeheartedly support this method, and we believe a powerful combination is to pair it with a Trait Assessment.
1. Behavioral Interview: Getting to Know the Real Planter
A behavioral interview dives into in-depth conversations about the planter’s past experiences. Assessors explore specific real-life situations—how the leader approached them, the decisions they made, and how they navigated the relationships involved. Past behavior is often the best indicator of future performance. This process can predict both areas of success and areas that might become a stumbling block without focused attention.
2. Trait Assessment: People Gravitate to Activities They Enjoy
When we talk about traits, we’re talking about those built-in, natural bents you came into the world with—the unique ways your brain and body are wired. They are often aptitudes you didn’t learn in a class but are a part of who you are.
For instance, maybe you’ve always been great at connecting with people, effortlessly relating while at the grocery store or pumping gas. Or perhaps you’re more introverted and thrive in solitude, finding that spending time with a crowd drains your emotional battery. These are your raw, natural inclinations.
The great news? With focused coaching and support, the traits that support these behaviors can be developed! The Harrison Assessment is a reliable tool we use that looks at 125 traits and filters them through the essential church planter competencies to rate the level of enjoyment a planter will experience in various tasks. Enjoyment Performance Theory suggests that when a person enjoys 75% or more of what they do, they will be three times more productive. (You can read more about the Harrison Assessment, HERE).
The Benefit of Two Assessments
The behavioral assessment is based on the ratings of the assessors, while the trait assessment is a self-assessment conducted by the planter. Combined, they formulate a comprehensive picture of the church planter’s potential to plant a healthy, reproducible church. Anecdotally, the results are impressively consistent, with the data from both assessments supporting each other and giving us great confidence in the path forward.
Partnership between InFocus & Thrive Church Planting
Since 2020, I’ve had the joy of collaborating with Micah Dodson of Thrive Church Planting on Leadership Collectives, Discipleship Collectives, and coach training. Now, we are working together to provide comprehensive church planter assessments.
It’s About Flourishing as a Human
In a recent conversation with a former assessment client, Micah was reminded of the deep power and influence of a robust assessment. The planter was calling to share his excitement over the recent grand opening of their church plant: stories of baptisms, a growing leadership team, and strong attendance.
While celebrating all of those wins, the planter reminded Micah of an assessment recommendation he had received a year prior.
Humbly, he opened up: “Remember that invitation to put away my phone and laptop on evenings and days off?”
Micah recalled, “Yes, how has that been going?”
The planter explained, “It has been so impactful to my family. In fact, over the summer, we spent more time together having fun than any summer prior.”
Micah was so encouraged. The contribution the assessment had made wasn’t just about his church’s health; it was about his family’s health, his personal health, and his belief that he could plant a church and flourish as a human and a child of God. Please let us know if you are interested in learning more about the assessment process we use – CLICK HERE to find a time to speak with Gary that fits your schedule. We’d love to partner with you in helping planters thrive.
I’ve been wrestling with a crucial question in the modern church:
“Are we equipping people to hear God, or just telling them what He said?” It’s a real frustration to see a void of training dedicated to helping people listen to and discern the voice of the Holy Spirit. While teaching Scripture, memorizing the words of Jesus, and consuming content through sermons and books are vital, imagine the world-changing impact if we poured a comparable amount of energy into the practice of listening to God and actually obeying Him. This longing for impact leads me to focus on the gift of prophecy and its essential role in the life of the church.
It surfaces a crucial question: What is the primary function of the prophetic gift in our missional context today?
The Key Function: Equipping Listeners
The role of the prophet, as outlined in Ephesians 4:11-12, has a two-fold function. The typical role is to discern the times and understand what needs to be done, exemplified by court prophets like Nathan. However, the second and often overlooked function is to equip people to hear, listen, and discern the voice of God.
This function is essential for true growth and multiplication. In the Old Testament, there were schools to train promising prophets, where experienced prophets like Samuel modeled, taught, and coached apprentices like Nathan. Their primary duty was to train the young apprentice prophets on how to listen and respond to God. The goal of the prophetic function is to serve as a conduit of God’s voice, AND in turn, train others to hear and respond to God for themselves. It is so vital for those with the gift of prophecy to empower the saints for the work of ministry, leading to exponential spiritual growth.
This brings up another important question: What are the characteristics of a prophetic leader?
Characteristics of a Prophetic Leader
When discussing the “five-fold ministry,” missional and church planting leaders offer a perspective on the prophetic gift that highlights key characteristics:
The “Disturber” or “Questioner”: Prophetic leaders are the ones who challenge the status quo and speak truth. They ask the difficult questions that expose hypocrisy, call for repentance, and push the community to align with God’s will. Their function is to create “holy discontent” that leads to growth and change.
Focus on Hearing God and Guiding Obedience: Prophetic leaders cultivate a culture of God-centeredness through practices like listening prayer. Their speech is often “forth-telling” (declaring God’s truth for a specific time and situation) and “foretelling” (predicting the future), encouraging responsive obedience.
Foundational and Restored Gift: Prophetic leaders emphasize the ongoing need for the gift as foundational for the church, strengthening ministry, and bringing Christ’s followers into unity. They also stress the importance of testing any prophetic message against the Bible to ensure it is genuine.
Equipper of the Saints: Prophetic leaders are as noted in the Ephesians 4:11-12 text – to equip and empower the saints for the work of ministry. The goal is to move the church from dependency on one voice to a community where everyone can hear and respond to God.
In essence, prophetic leaders are not mysterious, isolated figures – but a critical and sometimes uncomfortable part of a healthy, functioning church. They are the ones who help the church stay on mission by constantly questioning whether its current practices and culture are truly aligned with God’s heart.
Here are some works by leading missional thinkers on this topic:
Neil Cole:Primal Fire: Reigniting the Church with the Five Gifts of Jesus. In this book, Cole explores the five equipping gifts, with a focus on how the church can reactivate all five to become a more vibrant and effective movement.
Paul Ford:Mobilizing Spiritual Gifts focuses on helping churches and individuals identify and use their spiritual gifts for ministry. The author shares his perspective on the prophetic gift as a vital component for building up the body of Christ, and he provides resources for leaders to help their congregations discover and deploy these gifts.
Alan Hirsch:The Forgotten Ways: Reactivating the Missional Church. This foundational work introduces Hirsch’s influential APEST framework and its significance for the modern church. He specifically identifies the prophet’s role as the “disturber” who challenges the status quo and helps the church return to its missional roots.
A Few Questions for Reflection
I’ve been thinking about this a lot, and I’d love to hear your thoughts.
How does this description of the “prophet” gift resonate with you?
What concerns or questions does this kind of ministry bring to mind for you?
As you think about your own ministry, who comes to mind when you think of people with this gift?
Will You Stand with Us in Prayer?
We truly believe that consistent, heartfelt prayer is the seed that grows eternal fruit, and we’d be honored if you would stand with us.
We invite you to join the InFocus Prayer Team—a special community of friends committed to lifting up our work in regular prayer. This isn’t just a mailing list; it’s a dedicated partnership. As Jesus promised in Matthew 18:20, “For where two or three gather in my name, there am I with them.” We know the power of unified prayer, and we need yours!
Each week, we’ll send you a brief, focused update with specific prayer requests that reflect the most current and critical needs of the people we serve. You’ll get to pray with insight and with purpose.
Your prayers are a powerful force, and they truly make a difference in this vital work. If you feel called to link arms with us and become a prayer partner, it’s easy to join—just click HERE.
Remember the mission ofInFocus – to come alongside leaders to multiply disciples, cultivate leaders, & plant churches
I was recently asked a question that really made me pause and think: “How do you describe the gift of the apostle?”
So much has been said and written about this topic, but I wanted a clear, concise answer. After a lot of reflection, I finally landed on a response that felt right.
I remember a conversation I had with my friend, Dr. Paul Ford. Paul is a true expert on spiritual gifts; he’s traveled the world helping thousands of leaders discover their unique callings. What he shared with me about the apostolic gift was so insightful. He said that based on all of his travels and research, there are very few leaders who actually have this gift.
Now, I know that might stir up some conversation! On one hand, many people believe that all of us have one of the five gifts mentioned in Ephesians 4:11-12. From my perspective, a lot of people have apostolic ministry—meaning they do things that look apostolic—but very few have the actual gift of the apostle as a core part of who they are.
This led me to a crucial question: What is the primary function of the gift of the apostle?
The Key Function: Multiplier
This is the one trait that truly defines an apostle’s impact. Their true success isn’t just about adding to what’s already there; it’s about multiplying it. Think about it this way: they raise up disciples who go on to make more disciples, they cultivate leaders who develop more leaders, and they help start churches that go on to start other churches. They are all about exponential growth, not just incremental growth.
Look at leaders like Peter, Paul, and Barnabas in the Bible. They didn’t just build one church; they sparked entire movements. They were masters at equipping others who could then carry on the work they started. This brings up another important question: What are the characteristics of an apostolic leader?
Characteristics of an Apostolic Leader
Pioneering and Visionary: Apostolic leaders are like spiritual entrepreneurs. They’re “sent ones” with a specific mission to extend the gospel. They are always looking to the future, pushing into new territories, and finding innovative ways to do kingdom work.
Foundation-Layers: Their main job is to lay the groundwork for new ministries and churches. They’re not meant to be the permanent pastor of a single place. Instead, they start a new work, get it on solid footing, and then empower others to lead and manage it so they can move on to the next mission.
Equippers and Developers: They have a unique gift for developing leaders. They create an environment where the other gifts—prophet, evangelist, shepherd, and teacher—can emerge and flourish. They are catalysts for the growth of the church and its leaders.
Trans-local and Networking: They operate beyond one location, connecting with other leaders and churches to facilitate broader movements. They care about the health of the entire church, not just a single congregation.
Custodians of the “Missional DNA”: Apostolic leaders are the guardians of the church’s core mission. They make sure that the essential beliefs and practices of Christianity are faithfully passed down from one generation and context to the next.
Risk-takers: They’re more comfortable with change and risk than most people. They’re willing to step out into challenging and unknown situations for the sake of the mission. However, this is why they need the other gifts (like shepherding and teaching) to help ensure people are cared for and not left behind.
In a nutshell, apostles are dynamic, catalytic leaders who are essential for reigniting the church’s passion for mission and creating healthy, reproducible movements. They embody the forward-moving, expansionary nature of the early church.
Here are some works by leading missional thinkers on this topic:
Alan Hirsch and Michael Frost, The Shaping of Things to Come (2003)
Neil Cole, Organic Church: Growing Faith Where Life Happens (2005)
Bob Logan, The Leadership Difference: The Key to Growing a Healthy Church (2005)
A Few Questions for Reflection
I’ve been thinking about this a lot, and I’d love to hear your thoughts.
How does this description of the “apostle” gift resonate with you?
What concerns or questions does this kind of ministry bring to mind for you?
As you think about your own ministry, who comes to mind when you think of people with this gift?
Have you ever heard when an athlete or actor announces their retirement with a big public statement, only to suddenly pop back up a few months later as if nothing ever happened? That “just kidding” attitude can be a little confusing and even frustrating for fans. While it doesn’t really affect anyone’s personal life, this kind of back-and-forth isn’t limited to the world of sports and entertainment. It also happens in ministry, and the impact on a church community can be significant. These same things relate to various roles within denominational and missions agencies; the higher up you are in the organization, the greater the impact.
You may have experienced a ministry leader hinting at a future change or even setting a retirement date, only to change their mind later. This can create a whirlwind of emotions for the congregation or organization —from panic and confusion to relief and joy. Making a premature announcement can really cause a lot of chaos for the leadership, the church body, and the pastor’s own family. You might be asking, “Why? Isn’t it always best to be honest and open?”
I grew up in a church that handled succession incredibly well. Each pastor served for a specific season, perfectly suited for that stage of the church’s life. The church is still thriving today, and I think one reason is because of this thoughtful, very intentional approach. What I remember most about the transition from the founding pastor to his successor was how the new pastor honored the one who came before him. Every year on the church’s anniversary, all the former pastors would be brought on stage one by one. They’d greet each other with big smiles and warm embraces, standing side-by-side to applaud their successors and worship God together. It was a beautiful picture of unity and respect. When a pastor felt it was time to move on, they never announced it until they were absolutely certain it was the right decision and were ready to take the leap.
Unfortunately, pastoral transitions aren’t always that smooth. The plan to leave can get easily derailed or second-guessed, leading to a lot of confusion. If you are a leader contemplating a transition, this blog is for you.
As a leader who has a friend or colleague contemplating a transition, you can help them navigate this season by guiding them through three key stages.
Three Parts of the Succession Transition
Pre-Transition: Make your Decision
Transition: Work your Plan
Post-Transition: Land on Your Feet
This blog will focus on the Pre-Transition stage: Make your Decision
The first step is to determine if you genuinely feel called to leave or if this is a recurring feeling of dissatisfaction that will eventually pass. A good way to gauge your seriousness is to consider telling your spouse. Once a public declaration is made, the transition has officially begun. Be certain before taking that step.
This is where I believe 80% of the problem with succession plans lies. Why?
Chances are, by the time a leader verbalizes, they are thinking of making a change, they have already made the decision. For this reason, I have done my best to encourage leaders to “slow your role!”
Slow Your Role!
I know from personal experience what it feels like to get in your head when contemplating a transition. When I was preparing for a transition, I thought I needed to communicate with all of the people with whom I had relationships in the organization where I served. Well, my good intentions resulted in some major blowback. I realized some important lessons after the fact:
Be certain – Once I made the decision that I was leaving, it was important that I stuck with it.
Be careful with whom you communicate – I kept the circle very small, perhaps too small, but it is probably better to keep it tight so that you “control” the narrative. Once it goes public, you have lost your ability to influence what people think.
Be mindful of what you communicate – I in no way wanted to be critical of the organization where I had served, so I did my best to communicate my gratitude. The reality is, no matter how well you communicate, some people will be surprised, disappointed, angry, etc.
Be empathetic – I paid attention to how I communicated my transition as much as or more so, what I communicated.
Be aware of blowback – Unknowingly, I upset people, which made the interpersonal dynamics really difficult.
One final thing. Don’t overcomplicate the transition. Do what you need to do and then move on!
Things to Avoid
Emotional Decisions: Some leaders might feel an urge to tell their board too early, before they’ve truly settled on their decision.
Temporary Urges: A season of frustration, anger, or burnout can make a pastor want to leave. The pandemic, for example, caused many pastors to question their calling. Discern if this is a temporary feeling or a true calling to something new.
Don’t Attempt it Alone: Find a trusted friend or confidant that you can verbally process this with, taking into consideration the emotional, spiritual, and organizational ramifications. Someone to guide and advise, not to dictate your next move. Remember, this is your journey, and you need to make the decision that’s right for you.
Reflection Questions – (if you are contemplating a change)
How long have you been considering this change?
Who have you shared this with, and what was their reaction?
Have you talked with your spouse about this? What did they say?
What is your true motivation for wanting a change?
Succession is a Process
Succession is a process, not a single event. A decision of this magnitude has a ripple effect and will be met with a wide range of responses. Prepare for the possibility of pushback or unexpected reactions. For instance, some people in the congregation or organization might be happy about the departure, which can be a difficult surprise. Talk through all the possibilities with a trusted friend and how to prepare for them.
Reflection Questions (if you are helping a leader prepare for a change)
How does this potential change fit with what you believe God is doing in your client’s life and ministry?
Once you inform your board, staff, and other key decision-makers, everyone will immediately begin wondering, “What’s next?” This is a great time to introduce a successor. A transition period of three to nine months, where the new pastor can overlap with the outgoing one, can be incredibly helpful. This allows the successor to ease into their role and ensures there’s a clear exit plan for both the pastor and the church.
Post-Transition: A New Beginning
As a coach, you’ll want to help your client prepare for what happens after they leave. Talk with them about a few key things:
Financial stability: Can they provide for their family right away?
Purposeful work: Are they moving to a role where they can use their gifts to their full potential? Ideally, this new move should align with their mission or passion.
Managing expectations: It’s important to remind your client that a new job or phase of life requires time and adjustment. Immediate results are not always guaranteed.
*Please forgive the original post that went out earlier today with the pictures in code form. When it was viewed prior to sending out, everything looked perfect. Unfortunately, sometimes technology just doesn’t cooperate.
How do you navigate personal change? When it comes to your spiritual life, how can you establish new habits in your daily routine for lasting change?
For you and those you lead, this is an important topic. When you embrace the change process and understand the steps involved, you will be more able to help people take the necessary steps to not only navigate an inflection point but to sustain the new reality by taking the necessary steps. Let me give you an example.
I’ve written about my spiritual journey, beginning with the desire to grow spiritually. I joined a cohort in the fall of 2021 to do a deep dive into spiritual formation (one blog where I mentioned this is: Unleash Your Faith: A Bucket List Adventure). As part of my journey with the cohort, I worked through the Ignatian Exercises under the guidance of a spiritual director, integrated regular spiritual retreats, and traveled to Iona, Scotland, for our last intensive to experience the rhythms of Celtic spirituality. Today, I continue to meet regularly with my spiritual director.
The process I went through can be illustrated in the diagram below.
My spiritual formation journey began with an INFLECTION POINT. Dissatisfaction + Curiosity were the catalysts to DISCOVERY. Discovery began with observing what healthy practices looked like to grow spiritually. As I observed new practices, I reflected on what would work for me. And in discussion with my classmates, professors, and spiritual director, I decided which ones I would attempt.
That led to ACTION. I created a plan which now includes my Daily Office using the lectionary, regular retreats at Iona House, and annual assessments. My spiritual director keeps me accountable, helps me fine-tune my plan, and discovers nuances that keep the plan fluid. And then I take action. I’ve found the inclusion of time away on retreat to be the great “multiplier” in my life and ministry (I’ll have to expand on that in another blog at some point).
I highlight the Breakthrough Circle for a couple of reasons:
Personally– It could help you in your personal, spiritual, or leadership journey. As I walked through the steps in my journey, I resonated with each aspect of the process. Also, as I note below, the book that unpacks the Breakthrough Circle will give you a greater appreciation of how to intentionally navigate this in your life.
Ministry – It could help you come alongside people who are navigating a change in their lives. I’ve written a lot about disciple-making, and this is a great tool to use to help people focus on the change they want to see in their lives. In a ministry context, it will be invaluable to train others in your team to equip them to help others navigate change.
Family and friends – This might be a tool you can use with your spouse, children, or significant others in your life. I have not introduced this yet to my family; however, both of my adult children have experienced significant change this last year in their vocation and education. I reckon both would benefit greatly from doing an After-Action-Review to see the steps they took, so they are better equipped for the next big change in their lives.
I discovered the Breakthrough Circle in the book Breakthroughs Are Everywhere: A Guide to Making Big Shifts in Your Life and Work by Curtis Carnes. The author is a passionate Jesus follower. The book references faith, but is not a distinctly Christian book. It is written for a secular audience, specifically leaders in the marketplace.
*You might remember that the “Learning Circle” originated with Michael Breen in his work with the “Order of Mission” and 3DM. Mike created a series of shapes to make the discipleship journey more accessible to younger generations. Curtis Carnes received permission from Mike to use and adapt this diagram to the Breakthrough Circle.
I found Curtis’s story of his personal breakthrough compelling. The Breakthrough Circle makes a significant contribution to understanding how the process of personal change works. Below, I want to offer some helpful questions to engage a person in their discipleship journey.
Questions to help a new disciple process the Breakthrough Circle:
What change would you like to see in your spiritual life?
What is the motivating force?
How committed are you?
Who do you know that can support you?
What is the next step you need to take to solidify the change?
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