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Project"],"types_tesim":["Text"],"creator_tesim":["Cor M Chmieleski"],"keyword_tesim":["Church (Ecclesiology)"],"subject_tesim":["Ministry","Church work","Intergenerational relations","Bible--Study--Methodology","Bible. Pastoral Epistles","Leadership--Religious aspects"],"language_tesim":["English"],"abstract_tesim":["The purpose of this project was to identify common challenges facing leaders in thesecond generation of large churches. This was the reality of Hope Community ChurchDowntown (HCC DT) in Minneapolis, MN at the time of this paper’s formation. Specific areasof challenge which have been explored include growth from small to large and transitions inleadership between generation and senior leaders. The fortification of the church depends onbuilding an accurate list of common challenges that can be later addressed by church staff andleadership.The process utilized to accomplish that purpose included robust biblical and literatureresearch followed by interviews with seven pastors serving in churches similar to HCC DT. Theinitial research led to a preliminary list of challenges which were then utilized in interviews todetermine their relative validity within the lived experiences of pastors. Analysis of the researchand field work revealed five significant findings churches must address for the sake of long-termendurance: (1) Answer the question, “Who are we today?”, (2) Address unavoidable realities, (3)Foster the following, (4) Protect against these, and (5) Achieve success in pastoral succession.Each of these is explained and illustrated with real-life examples from within local churches.Upon completion of this project, a list of common challenges was presented to the eldersand staff of HCC DT. 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First, a Biblical, theological, and literary study of leadership development was done in the areas of character, competency, and alignment. Second, questionnaires and a focus group were used to understand the current view of leadership development and alignment among Grace’s leaders. Third, the nominal group technique was utilized to brainstorm key ideas and strategies for the leadership development strategy. A strategic plan was developed that began with creating a leadership culture around the unified use of language through leadership principles. Then, four strategic goals were created to develop, deploy, and debrief leaders at Grace through the use of small groups, coaching, and large group settings. 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