🧭 Elder and Deacon Renewal Pathway

Purpose

This pathway helps a legacy, plateaued, rural, pastorless, or wounded church renew its elders, deacons, board members, trustees, and long-time leaders through study, prayer, role clarity, accountability, and leadership multiplication.

Topic 6 focuses on Renewing Elders, Deacons, Boards, and Stuck Leadership. The master template calls for this practical tool as the Elder and Deacon Renewal Pathway, helping churches honor faithful leaders, address stuck patterns, and raise new leaders with wisdom.

This tool is not meant to shame existing leaders. It is meant to help them become refreshed, trained, prayerful, and ready for the church’s next season of ministry.

Part 1: Opening Prayer and Scripture

Begin with prayer.

Lord Jesus Christ, Head of the Church,
thank You for the leaders who have served this congregation through many seasons. Give us humility to honor what has been faithful, courage to name what needs renewal, wisdom to clarify roles, and grace to train new leaders. Make our elders, deacons, board members, trustees, and ministry servants prayerful, teachable, accountable, and fruitful. Amen.

Suggested Scripture Readings

• Acts 6:1–7

• Acts 20:28

• Romans 12:3–8

• Ephesians 4:11–16

• 1 Timothy 3:1–13

• 2 Timothy 2:2

• Titus 1:5–9

• 1 Peter 4:10–11

• 1 Peter 5:1–4

Part 2: Leadership Snapshot

Church Name

Date Completed

Who is completing this pathway?

☐ Pastor
☐ Interim pastor
☐ Elder board
☐ Deacon board
☐ Church board
☐ Trustees
☐ Ministry mentor
☐ Soul Center leader
☐ CLI/CLA student or minister
☐ Other: ________________________________________

Current Leadership Structure

Check all that apply.

☐ Pastor
☐ Interim pastor
☐ Elders
☐ Deacons
☐ Church board
☐ Trustees
☐ Treasurer
☐ Ministry directors
☐ Informal family leaders
☐ Denominational oversight
☐ Partner church support
☐ No clear leadership structure
☐ Other: ________________________________________

Part 3: Honor the Faithful Past

Before naming problems, name faithfulness.

What have current or past leaders carried well?

Check all that apply.

☐ Kept the church open
☐ Maintained the building
☐ Paid bills faithfully
☐ Visited the sick
☐ Supported funerals
☐ Organized worship or pulpit supply
☐ Prayed for the congregation
☐ Served during conflict
☐ Preserved church history
☐ Cared for widows or seniors
☐ Supported missions
☐ Practiced hospitality
☐ Helped during crisis
☐ Other: ________________________________________

Write a brief word of gratitude for current leaders.

Who should be personally thanked?

Part 4: Honest Leadership Assessment

Rate each statement from 1–5.

1 = Not true
2 = Mostly not true
3 = Partly true
4 = Mostly true
5 = Clearly true

Three areas needing the most renewal:

Part 5: Role Clarity Review

Elder Role Review

Elders, where present, commonly serve through spiritual oversight, shepherding, prayer, doctrine, pastoral care, accountability, and mission guidance.

Does your church have elders?

☐ Yes
☐ No
☐ Unsure / different structure

If yes, are elder responsibilities written and understood?

☐ Yes
☐ No
☐ Partly

Needed clarification:

Deacon Role Review

Deacons commonly serve through practical care, mercy, hospitality, benevolence, visitation support, service coordination, and helping the church meet real needs.

Does your church have deacons?

☐ Yes
☐ No
☐ Unsure / different structure

If yes, are deacon responsibilities written and understood?

☐ Yes
☐ No
☐ Partly

Needed clarification:

Board or Trustee Role Review

Boards and trustees may serve through governance, stewardship, property care, financial accountability, policy, and legal or administrative responsibilities.

Does your church have a board or trustees?

☐ Yes
☐ No
☐ Unsure / different structure

If yes, are board or trustee responsibilities written and understood?

☐ Yes
☐ No
☐ Partly

Needed clarification:

Ministry Leader Role Review

Do ministry leaders have written expectations?

☐ Yes
☐ No
☐ Partly

Needed clarification:

Part 6: Stuck Leadership Discernment

This section should be completed prayerfully and carefully. Do not use it to attack people. Use it to identify patterns that need renewal.

Check any patterns currently present.

☐ One leader can block almost every decision.
☐ One family has too much informal control.
☐ Leaders resist training.
☐ Leaders avoid prayerful discernment.
☐ Leaders do not welcome younger or newer leaders.
☐ Leaders protect the building more than the mission.
☐ Leaders use history as a veto.
☐ Leaders avoid difficult conversations.
☐ Financial decisions are unclear.
☐ Board meetings are reactive or tense.
☐ Ministry ideas are usually stopped rather than tested.
☐ Leaders are tired but will not release responsibility.
☐ Leaders are afraid of change.
☐ Leaders do not understand their roles.
☐ Leaders confuse personal preference with biblical conviction.
☐ Other: ________________________________________

What stuck pattern is most urgent?

What might be underneath this stuck pattern?

☐ Fatigue
☐ Fear
☐ Grief
☐ Control
☐ Lack of training
☐ Role confusion
☐ Financial anxiety
☐ Past conflict
☐ Loss of trust
☐ Concern about safety or liability
☐ Family pressure
☐ Lack of new leaders
☐ Other: ________________________________________

Explain:

Part 7: Teachable Leader Discovery

A revitalized church looks for teachable leaders already present in the body.

Qualities to Look For

Check qualities present in possible leaders.

☐ Faithful
☐ Humble
☐ Prayerful
☐ Teachable
☐ Servant-hearted
☐ Good listener
☐ Emotionally steady
☐ Respected by others
☐ Biblically curious
☐ Willing to be trained
☐ Willing to be accountable
☐ Not hungry for control
☐ Reliable with commitments
☐ Able to work with others
☐ Shows care for people
☐ Has community credibility

Potential New or Renewed Leaders

Part 8: Leadership Training Plan

Who should enter a season of training?

☐ Elders
☐ Deacons
☐ Church board
☐ Trustees
☐ Treasurer or finance team
☐ Ministry directors
☐ Potential new leaders
☐ Youth or children’s ministry leaders
☐ Care and visitation leaders
☐ Worship leaders
☐ Officiant ministry candidates
☐ Chaplaincy ministry candidates
☐ Bible study leaders
☐ Micro church leaders
☐ Other: ________________________________________

Suggested training areas

☐ Biblical leadership
☐ Elder role clarity
☐ Deacon role clarity
☐ Board governance
☐ Church revitalization
☐ Conflict resolution
☐ Financial stewardship
☐ Pastoral care boundaries
☐ Child safety and volunteer screening
☐ Visitation and grief care
☐ Wedding officiant ministry
☐ Funeral officiant ministry
☐ Chaplaincy ministry
☐ Life coaching ministry
☐ Ministry coaching
☐ Bible study leadership
☐ Micro church planting
☐ CLI/CLA pathway awareness
☐ Other: ________________________________________

CLI Learning Cohort Plan

Will your church start a CLI learning cohort?

☐ Yes
☐ No
☐ Maybe

If yes, who will participate?

How often will the cohort meet?

☐ Weekly
☐ Twice monthly
☐ Monthly
☐ Other: ________________________________________

Who will facilitate discussion and prayer?

Part 9: Role Renewal and Transition Plan

Some leaders need renewed training. Some need clearer roles. Some need rest. Some need honorable transition.

Leadership Renewal Options

For each leader, choose the next wise step.

Honorable New Assignments

Some leaders may flourish in a new role.

Possible assignments:

☐ Prayer ministry
☐ Visitation support
☐ Hospitality
☐ Funeral meal coordination
☐ Cemetery care
☐ Building stewardship
☐ History keeper
☐ Mentoring younger leaders
☐ Benevolence support
☐ Community care
☐ Greeting and welcome
☐ Maintenance team
☐ Other: ________________________________________

If transition is needed, what makes it necessary?

☐ Burnout
☐ Health limitations
☐ Refusal to train
☐ Refusal of accountability
☐ Role confusion
☐ Controlling behavior
☐ Conflict pattern
☐ Loss of trust
☐ Term completion
☐ Need for new leadership development
☐ Other: ________________________________________

Transition conversation notes

What should be honored?

What should be clarified?

What should be requested?

Who should be present?

Part 10: Governance and Accountability Review

Does the church have clear written guidance for:

Top three governance items to update:

Part 11: New Leader Development Pathway

Use this pathway to help the church raise leaders without rushing them.

1. Notice

Who is already serving faithfully?

2. Name

What gifts should be named and encouraged?

3. Invite

Who should be invited into prayer and training?

4. Train

What CLI courses or local training steps are needed?

5. Apprentice

Who can they serve alongside?

6. Review

How will character, doctrine, humility, and fruit be evaluated?

7. Endorse

Who can affirm their calling and readiness?

8. Commission

How might the church publicly pray for and commission them?

9. Support

What ongoing mentoring or oversight will be provided?

10. Multiply

How will this leader help identify and train others?

Part 12: 90-Day Elder and Deacon Renewal Plan

Days 1–30: Pray, Honor, and Assess

Key actions

☐ Gather leaders for prayer.
☐ Thank long-time leaders.
☐ Complete leadership health assessment.
☐ Review Scripture on elders, deacons, and servant leadership.
☐ Identify role confusion.
☐ Identify stuck patterns.
☐ Identify teachable leaders.

Specific action steps:

Days 31–60: Train, Clarify, and Begin Role Renewal

Key actions

☐ Begin CLI leadership training.
☐ Write or revise role descriptions.
☐ Clarify elder, deacon, board, trustee, and ministry leader responsibilities.
☐ Begin governance review.
☐ Invite potential new leaders into training.
☐ Address one stuck leadership pattern.
☐ Choose one pilot ministry to support.

Specific action steps:

Days 61–90: Transition, Commission, and Multiply

Key actions

☐ Review training progress.
☐ Hold needed role renewal conversations.
☐ Transition one leader into a better-fitting role if needed.
☐ Commission new or renewed leaders for defined ministry roles.
☐ Start one ministry team with clear oversight.
☐ Schedule next 90-day review.
☐ Continue prayer and training rhythm.

Specific action steps:

Part 13: Elder and Deacon Renewal Covenant

Use this as a draft covenant for leaders.

By God’s grace, we commit to serve Christ’s church with humility, prayer, study, accountability, and love.

We will honor faithful service from the past.

We will not use history to block obedience in the present.

We will seek Scripture before preference.

We will pray before managing.

We will clarify our roles.

We will welcome training.

We will make room for new leaders.

We will not use authority to control others.

We will protect the vulnerable.

We will practice financial and relational integrity.

We will support the mission of making disciples.

We will serve as stewards, not owners, of Christ’s church.

Church-specific commitments

Part 14: Final Reflection

What faithful service should be honored?

What leadership pattern needs renewal first?

What role needs the most clarification?

Who is a teachable leader God may be raising up?

What training should begin soon?

What stuck pattern must be addressed with courage?

What would it look like for this church’s leaders to become learners again?

Closing Prayer

Lord Jesus, Chief Shepherd of the Church,
renew our elders, deacons, board members, trustees, and ministry leaders. Help us honor what has been faithful, release what has become stuck, train those You are calling, and serve Your people with humility. Make us shepherds, servants, stewards, and disciple-makers for Your glory. Amen.