On development, rather than aid...
On calling, rather than herding...
On long term strategy, rather than short term projects...
So how do we begin to flesh out this vision?
When we read the Book of Acts, we see patterns and models for missions that are deeply and firmly rooted in a spirit-led community of missional disciples.
Our present structures reflect the influence of corporate hierarchy, more than this biblical pattern emphasizing community, and still we hope for - maybe even want or expect - fruit similar to that produced by the Acts model.
Here's where we've been, working with a hierarchical structure:
It's fascinating to do a word search in the Book of Acts for every reference to "send", "sent", "went", "gathered", and so on.
Here is one concept we find in Acts:
The Incubator is a spiritual greenhouse that dovetails perfectly with the church's discipleship efforts and worship focus. It's purpose is to create a community environment with optimal growing conditions for missional disciples. The disciples gathered regularly for encouragement, food (yeah!), to learn from each other, and to pray with each other.
The Training area focuses not on classroom lectures, but on sharing experiences and reflective learning. By meeting in small groups to draw out of each other what we have learned from our cross-cultural and ministry experiences, we naturally begin to relate to each another as Paul's, Barnabas', and Timothy's.
The Sending arena allows us to mitigate legal and financial risks to the church institution when the church itself authorizes and endorses missions travel. It is a dynamic mix of administrative details and personal coaching, and provides rich experiences which feed back into the Training and Incubating arenas.
This is not a static model - it is a dynamic, constantly revolving model in which members move freely from one circle to the next and around and around. This movement from Incubator to Training to Sending and back creates velocity and momentum within the organization, strengthening the group as a whole.
This model is also more inviting to leadership development than the traditional hierarchy. Experienced leaders who just show up in this community can be recognized for their prior experiences related to missions without having to climb a corporate-style ladder in order to gain influence. New leaders find their ideas gaining traction based on whether they fit with vision and actually work in the field.
There are two keys to success with this model:
1. Retain deep overlap among the three areas - any separation risks divergent efforts and loss of focus on the purpose and mission of the church.
2. Retain a deeply committed, experienced group of missions leaders at the core of this community, a team that is capable of keeping the missional flame white hot in each of these three areas.
