Creating Unified Leadership Structures

 In this video, Paul and Howard share wih us their wisdom about creating unified leadership structures. 

Understanding Roles & Responsibilities 

3 Functions (roles)

1. Trustee Board: Governance, legal compliance, and financial stewardship.​ Provide oversight, legal and financial accountability, and ensure the church complies with charity regulations. Trustees are stewards of the mission, safeguarding the integrity of the organisation.
2. Senior Leadership: Vision casting, spiritual oversight, and pastoral care.​ Oversees the overall vision and strategy of the church. This team includes the pastor(s) and key leaders responsible for direction, culture, and key decisions.
3. Ministry: Operational execution and community engagement.​ (Acts 6) Carries out the day-to-day ministry of the church, including pastoral care, discipleship, worship, outreach, youth work, etc. These leaders make the vision tangible through action.

In different structures context is key - Not one size fits all. 

The Importance of Unified Leadership 

• Challenges of Disconnected Leadership: Misaligned goals, communication breakdowns, and mission drift.​
• Benefits of Integration: Cohesive vision, efficient decision-making, and enhanced community impact.​
  
  

A unified leadership approach requires:

• understanding the position of the other 
• have a heart for the vision 
• submitting to the other in areas of clear spiritual or legal governance leadership 
• being aware of the responsibilities and burdens carried by the other 

Strategies for Integration

• Regular Joint Meetings: Facilitate open communication and shared decision-making.​
• Unified Vision and Mission Statements: Ensure all teams align with the church's core objectives.​
• Cross-Functional Training: Encourage understanding of each team's roles and challenges.​
• Shared Leadership Development Programs: Invest in collective growth and capacity building.​

Activity

Step 1 : Define the Three Roles 

• Trustees (Governance)
• Senior Leadership (Vision & Strategy)
• Ministry Leadership (Implementation & Pastoral Care)

Prompt: “Start by defining each of these groups based on how they currently function—not just how they should function.”

Step 2: Name the People 

Using different coloured pens, write the names or roles of people in each group. Place them inside the appropriate circle.

Prompt: “Who currently sits in each of these groups? Use names or roles. If someone is in more than one team, include them in each relevant space.”

Step 3: Draw the Connections 

Draw arrows to represent:

• Reporting relationships
• Accountability lines
• Collaboration points

Use different coloured arrows or string:

• Blue: Formal accountability/reporting
• Yellow: Informal / collaboration & communication
• Red: Unclear or strained relationships 

Prompt: “How do these teams currently interact? Where are the formal links - and where are they informal or missing?”

Step 4: Analyse the Organisational Health 

Reflect on what the map is showing:

• Are communication lines clear?
• Is authority balanced and appropriate?
• Are there “overloaded” individuals?
• Are all 3 teams aligned with the church’s mission?
• What does this diagram reveal about your current leadership model?
• How well are vision, governance, and ministry aligned?
• Where do communication or authority bottlenecks exist?
• How can the 3 teams be better integrated while honouring distinct responsibilities?

Step 5: Design for Alignment

Redraw the diagram, showing an improved structure (for you, right now) that supports unity, clarity, and healthy communication. Develop an action plan for integrating their leadership teams.​