First Baptist Church Consultation

August 18-20, 2006

Introduction

The consulting team has taken this ministry with great seriousness. We recognize that this congregation belongs to no one but God and therefore that which we recommend we do so with sensitivity in order to help this congregation be in more complete alignment with His mission for His Church. Also, we want all to know that the leaders have answered our questions with honesty and integrity. In fact, we have found the leaders of this congregation to be as sensitive as we, the team, to wanting to lead this congregation appropriately before God.

Strengths

1. Pastor and Staff. The senior pastor is well respected by both the congregation and leaders of the church. His preaching is valued and seen as a key factor in much of the good that has happened during his tenure. He has great pastoral instincts and is well liked by those who work with him closely. The staff members are passionate for their ministries and exercise their responsibilities with competence. The senior pastor and staff form an excellent team.

2. Children’s Ministry. This ministry is meeting needs for families as well as having a key outreach into the community. The person leading it is quite capable and has recruited a very good team of people to work with her. The leader has an excellent background for this position, and she possesses a vision for how this ministry can expand and accomplish far more.

3. Youth Ministry. The leader is able to relate well to teens, whether they are believers or unbelievers, and has built a good volunteer staff. He reflects a mature outlook on ministry and life. He also has a vision for how this ministry can continue to grow and develop.

4. More than Adequate Facilities. The facilities, though older and in need of upgrade, provide accessibility and visibility, and are central to the city. They present no restrictions for a much larger ministry, other than perhaps parking. The potential for health and growth are not limited by these facilities.

5. Opportunity for Ministry Impact. God strategically placed this congregation where a great harvest can be achieved under His guidance. There is access to the University, senior adults are moving in, and many young families are calling America’s number one city their home.

Concerns

1. Outward Focused Mission. The congregation is not committed to an outward focused mission. For the most part, much of what the congregation does is to meet the needs of individuals and groups who are already part of the congregation.

2. Vision. There is no clear and compelling vision for how this congregation will impact positively the community of Fort Collins and in turn the world for Jesus Christ.

3. Assimilation. No one is overseeing the development and implementation of an assimilation program. Any assimilation that occurs for new people does not happen intentionally.

4. Financial Resources. The financial resources of the congregation are not allocated strategically to implement an outward focused mission and compelling vision.

5. Leadership and Mission. The leadership of the congregation is not deployed well to implement an outward focused mission or a compelling vision. The congregation is understaffed for growth and effective ministry.

Prescriptions

1. The staff and elders need to formally decide whether or not they will lead the congregation to be an outward focused entity in order to regularly and consistently make more disciples for Jesus Christ. This vote must take place no later than October 1, 2006. If the leaders decide to move the congregation to focus outward, they must then begin a ministry audit of all ministries to determine how those ministries fit the new mission. If it is determined that a ministry does not fit the mission, that ministry must either be changed in order to be brought into compliance with the mission or discontinued. This audit needs to be completed by May 31, 2007.

2. Once the staff and elders determine that they will lead the congregation to move outward, a vision needs to be developed. A mentoring pastor will lead the congregation through an envisioning day. After this day is completed the pastor, in conjunction with the staff and elders, and with input from the congregation, will develop a vision for the congregation. This vision needs to be in place by January 1, 2007.

3. The senior pastor needs to recruit a person to create, develop, and implement an assimilation program. The purpose of this program is to help new people become connected to the congregation and find their place of ministry in either this congregation or the wider body of Christ. This individual will oversee this new program as well as have oversight for the groups that are part the overall ministry of the congregation. This person should be in place by February 1, 2007.

4. Money that has been raised for the major renovation of the front of the church building, offices, etc., needs to be channeled into staffing for growth and effectiveness. Changing the building, which will be necessary at some point, will not bring the growth that is needed now. The children’s ministry needs at least one full-time person and one additional full- or part-time person. The youth program needs a second fulltime person. And a fulltime assimilation person needs to be employed. Staff members must be seen as a financial investment rather than a financial liability. These new staff members will also require some additional support staff to help them be effective.

The congregation has too much money going out for missions and other causes. The current figure proposed for the new budget for money going outside the congregation needs to be frozen at its 2007 level for several years. Once the congregation has grown and that amount is no more than 15% of the budget, it can be changed.

The congregation also needs to take this money and use it to send key staff members to learn from other healthy growing congregations. Also, money needs to be spent to provide a coach for the senior pastor in order for him to develop and grow as a leader in order to be the person God can use to lead this congregation to fulfill an exciting vision. The decision to re-allocate these funds needs to be made by October 15, 2006. New staff members need to be hired as soon as possible once the funds are available.

5. The staff members need to develop specific, behavioral, and objective goals for their respective ministry areas. The senior pastor needs to then take these goals and develop congregation-wide goals for which he will be held accountable by the elders. The initial setting of goals needs to be accomplished by January 1, 2007. It is understood that the initial evaluation of goals, which will occur in June of 2007, will be purely a test to help staff members get used to this new requirement. Starting in the fall of 2007, goals for that ministry year will determine staff member evaluations and how staff member ministries will be recognized.

The senior pastor and leaders need to determine that a new Sunday morning worship service will be started soon after the beginning of the New Year. This new service should be geared for younger people. The current service might be changed slightly to target retirees that are moving into the area. Both services need to be contemporary in feel and sensitive to the needs of unbelievers. The decision to initiate this service must be made no later than October 15, 2006.

Conclusion

We want to thank the leaders and the congregation of First Baptist Church for this opportunity to consult with you. God has used this congregation in significant ways throughout its long history. However, we are convinced this congregation’s best days are ahead of it, if the leaders choose to lead this church to become effective in consistently and regularly making disciples for Jesus Christ.

Consultation Team
Dr. Paul D. Borden, Rev. Nick Lillo, and Ron Ramsey