The Need for Coaching

“The mark of good leaders is that they’re always learning and thus growing spiritually, intellectually, experientially, and emotionally.”   So writes Aubrey Malphurs in his book Building Leaders (Baker Books: 2004).   He goes on to say that “leadership development is never ending, because leaders are learners and if they ever stop learning, they stop leading.”

In the CRCA we are committed to seeing leadership development across our denomination, in our churches, and among our pastors.   The third task of our denominational missional vision is about training, about “multiplying the number of well-trained leaders actively involved in God’s mission.”   This does not only refer to seeing more people raised up for gospel work – part-time, full-time, ordained, unordained and/or voluntary.   It also refers to those leaders who are currently serving churches and in ministry positions.   We are committed to assisting those in ministry to be life-long learners so that they will continue to give good and godly leadership among God’s people and in our communities.

The vast majority of ministers who are serving churches have received some formal training leading up to ordained ministry, the kind of training that is provided by the RTC.   Such formal training passes on a wealth of Biblical and theological knowledge (head stuff - knowing) and develops ministry skills (hand stuff - doing), to put into practice what people training for ministry have learned.  Murphurs doesn't seem to be a strong supporter of content-driven training.   He writes:  “Some serious disadvantages of formal content-driven training are that it tends to be too academic, ignores leadership training and people skills, tends to be out of touch with the culture, and doesn’t involve the student in enough hands-on ministry experience. In addition, most programs still require that the emerging leader move to where the institution is located to pursue training.”    Reflecting on this, and knowing the direction RTC has taken in reshaping theological education, I just need to say that what Murphurs writes is not reflective of the kind of training one would receive at the RTC.   The RTC surveyed multiple training models before developing its new model.   The RTC has carefully cultivated ministry training that combines the strengths of different approaches.  Murray Capill, the principal at RTC confirmed this when he noted some of the values that shape the training one receives at RTC.  He noted, for example:

• We believe good content really matters – content that equips people to think deeply about ministry. Current skills last for a few years; deep thinking lasts for a lifetime.
• RTC lecturers are not just good academics but all have extensive ministry experience. That’s an RTC policy that not all colleges have.
• RTC faculty mentor ministry students, and strongly encourage local church mentoring as well. It’s been a key feature of the new model.
• RTC’s flexible delivery model enables students to undertake theological study alongside ministry practice, internships and apprenticeships. CBT specifically enables this.
• RTC’s friendly community with a family-feel means faculty-student interactions are frequently driven by the students’ interests, questions and needs.
• RTC’s core values aim at rich and relevant training that is biblical grounded, theologically robust, gospel-focused, spiritually rich, culturally relevant, and yes… winsomely engaging!

And in addition to all of this, students do not have to move to Melbourne to receive this theological training; the entire training, outside of a few intensives, can be done on-line.   

Some ministers continue formal training post-ordination.   A couple of decades after my own ordination I pursued doctoral training leading to my DMin from Gordon-Conwell Theological Seminary.  Such formal training is vital and valuable.   But besides formal training, that is for the most part content-driven, emerging leaders would benefit immensely from being coached – working intentionally and closely with a mentor or coach.

Malphurs writes:   “The oversight of a good and godly mentor is invaluable to an emerging leader.   In my experience, although I’ve learned much from poor leaders about how to not lead, good leaders who have modelled servant leadership, challenged me, trusted me, and been willing to spend quality time with me have been most instructive.”   I cannot agree more!   Throughout my years of parish ministry I have met regularly with good leaders whose investment into my life has given shape to how I have done ministry and helped me to “live a life worthy of the calling I have received.” (Ephesians 4:1)   In my first years of ministry, as a newly ordained 25 year old minister, I met monthly with a vastly more experienced pastor.   His wise counsel and timely advice helped me navigate those early years of ministry.   In my second congregation I continued to meet with this mentor but in a different setting.   We met with a growing group of pastors who were truly desiring effective ministry to happen and to see our churches impact our communities.   Every month we would meet for peer-mentoring and we would learn much from each other.   In my last congregation I met regularly with a godly elder in our church.   We would study Scriptures together and pray for and with each other.   There was accountability and his input into my life helped me have endurance in the face of a ministry that was demanding and challenging.   To this day I continue to meet regularly with another pastor to receive input, encouragement, correction, and find accountability.    Again Malphurs writes:   “Prospective leaders would be wise to identify servant leaders in their communities and form a mentoring [coaching] relationship with some of them.”

If you see yourself as a leader in the church, are you still learning?   If not, then your capacity to lead your congregation is limited.   And what our churches need today, besides a fresh outpouring of the Holy Spirit, are leaders – leaders who will not only teach well but reproduce themselves in others and multiply the number of well-trained individuals in ministry.    So don’t stop learning.   You might decide to pursue ongoing formal training.   The RTC offers some great flexible study options to suit anyone wanting to do further learning, from on campus in the Melbourne CBD to the comfort of your own home via distance and online subjects.  In addition, every leader should have a coach who can give input to their life and ministry, who can come along a minister and help sharpen and shape all aspects of pastoral ministries.

If you want to know more about how to establish an effective coaching relationship check out SHIFT – Coaching for healthy churches and leaders.   There you will find questions you can intentionally and regularly discuss with a coach, along with resources to increase ministry competencies and tools to guide the coach relationship.   You can also contact This email address is being protected from spambots. You need JavaScript enabled to view it. directly for more information or assistance.