Along with much biblical wisdom and good sense, there are a number of assumptions and values in this book that don’t square very well with Scripture.
This book has a significant overarching weakness: pragmatism.
I’m hesitant to say that a church should formally recognize one elder as the senior elder.
There’s enough biblical evidence in the New Testament to warrant the idea of a senior or lead pastor among the pastors.
The first step in preparing a healthy compensation decision is, by God’s grace, to build a healthy local church with biblical structures of leadership and accountability.
It just might be a good thing for your second hire to be a trellis-builder: an administrative pastor.
Short-term staff are a blessing from God. They should be used for his glory and their own good, as well as for the good of other congregations they may yet serve.
It’s not appropriate to sack competent staff members simply to suit the current developments at the church.
An unfaithful employee of the church undermines the trust which underlies a Christian’s giving.
Generally, if an activity is not important enough to get done if the staff position were eliminated, it is likely not important enough to get done at all.
This book can be a helpful tool for pastors as they seek to understand the cultural makeup of their churches. But ultimately, its usefulness is limited by how little it focuses on Christ.
Pastors, active church members, and church skeptics alike will be well served by this loving reminder of the centrality of the local church in the Christian life.
As you read this book you’ll see that Randy Pope has accomplished tremendous work for the sake of the gospel, and his approach to ministry planning has borne abundant fruit.
Here Piper and Carson similarly remind us that learning (scholarship) and ministry are likewise complementary—the one is necessary to the other.