The purpose of this inventory (evaluation) is to help congregations determine where they stand in terms of change and how receptive a congregation will be to make changes to be more effective.

The inventory consists of 16 sections. Simply read the headings and the paragraph descriptions carefully, and make an honest evaluation of where your congregation is in terms of the information provided. Then indicate your evaluation by selecting one of 3 choices (Completely true, Partly true, or Not true at all). Each choice has a value attached to it. The value of the choices is described in the descriptions.

At the end of the inventory, you will receive an email with your score as well as an explanation of what the following steps can be.

All the best as you complete the inventory.

Church on the Move team.

Please complete the form below to start the evaluation.

Last Name

First Name

Best Email Address *

Phone

City

Country

Instructions on how to complete the Church Readiness Inventory.

Choose the option that best describes your evaluation of the statement offered. Click on "next" button when you have made your decision.

Please confirm your congregation's name or denomination.

Church or Denomination

Leadership

The pastor and the church board (official leadership) are favorable toward and directly responsible for change. Also, any influential persons (unofficial leadership: the church patriarch, a wealthy member, etc.) are for change, score 5. If moderately so, score 3. Only the secondary level of leadership (other staff, Sunday school teachers, etc.) is for change while unofficial leadership opposes it. Here it is less likely to occur, score 1.

Completely True

Partly True

Not True At All

Vision

The pastor and the board have a single, clear vision of a significant future that looks different from the present. The pastor is able to mobilize most relevant parties (other staff, boards, and the congregation) for action, score 5. The pastor but not the board envisions a different direction for the church, score 3. The pastor and board have not thought about a vision, and/or they do not believe that it is important, score 1.

Completely True

Partly True

Not True At All

Values

The church's philosophy of ministry (its core values) includes a preference for innovation and creativity. Though proven forms, methods, and techniques are not discarded at a whim, the church is more concerned with the effectiveness of its ministries than adherence to traditions, score 5. If moderately so, score 3. The church's ministry forms and techniques have changed little over the years while its ministry effectiveness has diminished, score 1.

Completely True

Partly True

Not True At All

Motivation

The pastor and the board have a strong sense of urgency for change that is shared by the congregation. The congregational culture emphasizes the need for constant improvement, score 3. The pastor and/or the board (most of whom have been in their positions for many years) along with the congregation are bound by long standing traditions that are change-resistant and discourage risk-taking, score 1. If somewhere between, score 2.

Completely True

Partly True

Not True At All

Organisational Context

How does the change effort affect the other programs in the church (Christian education, worship, missions, etc.)? If the individuals in charge are all working together for improvement and innovation, score 3. If some are, score 2. If many are opposed to change and/or are in conflict with one another over change, score 1.

Completely True

Partly True

Not True At All

Processes & Functions

Major changes in a church almost always require redesigning processes and functions in all the ministries of the church such as Christian education, church worship, etc. If most in charge of these areas are open to change, score 3. If only some, score 2. If they are turf protectors or put their areas of ministry ahead of the church as a whole, score 1.

Completely True

Partly True

Not True At All

Ministry Awareness

Does the leadership of your church keep up with what is taking place in the innovative evangelical churches in your community and nation in terms of ministry and outreach effectiveness? Does it objectively compare what it is doing, to churches that are very similar to it? If the answer is yes, score 3. If the answer is sometimes, score 2. If no, score 1.

Completely True

Partly True

Not True At All

Community Focus

Does the church know and understand the people in the community-their needs, hopes, aspirations? Does it stay in direct contact with them? Does it regularly seek to reach them? If the answer is yes, score 3. If moderately so, score 2. If the church is not in touch with its community and focuses primarily on itself, score 1.

Completely True

Partly True

Not True At All

Evaluation

Does the church regularly evaluate its ministries? Does it evaluate its ministries in light of its vision and goals? Are these ministries regularly adjusted in response to the evaluations? If all of this takes place, score 3. If some takes place, score 2. If none, score 1.

Completely True

Partly True

Not True At All

Rewards

Change is easier if the leaders and those involved in ministry are rewarded in some way for taking risks and looking for new solutions to their ministry problems. Also, rewarding ministry teams is more effective than rewarding solo performances. If this characterizes your church, score 3. If some times, score 2. If your church rewards the status quo and only a maintenance mentality, score 1.

Completely True

Partly True

Not True At All

Organisational Structure

The best situation is a flexible church where change is well received and takes place periodically, not every day. If this is true of your church, score 3. Some churches are very rigid in their structure and either have changed very little in the last five years or have experienced several futile attempts at change to no avail, score 1. If between, score 2.

Completely True

Partly True

Not True At All

Communication

Does your church have a variety of means for two-way communication? Do most understand and use it, and does it reach all levels of the congregation? If this is true, score 3. If only moderately true, score 2. If communication is poor, primarily one-way and top-down, score 1.

Completely True

Partly True

Not True At All

Organisational Hierachy

Is your church decentralized (has few if any levels of leadership between the congregation and the pastor or the board)? If so, score 3. If there are people on staff levels or boards/committees who come between the congregation and the pastor or the board, then more potential exists for them to block essential change, score 1. If between, score 2.

Completely True

Partly True

Not True At All

Prior Change

Churches will most readily adapt to change if they have successfully implemented major changes in the recent past, score 3. If some change, score 2. If no one can remember the last time the church changed or if such efforts failed or left people angry and resentful, score 1.

Completely True

Partly True

Not True At All

Morale

Do the church staff and volunteers enjoy the church and take responsibility for their ministries? Do they trust the pastor and/or the board? If so, score 3. If moderately so, score 2. Do few people volunteer and are there signs of low team spirit? Is there mistrust between leaders and followers and between the various ministries? If so, score 1.

Completely True

Partly True

Not True At All

Innovation

The church tries new things. People feel free to implement new ideas on a consistent basis. People have the freedom to make choices and solve problems regarding their ministries. If this describes your church, score 3. If this is somewhat true, score 2. If ministries are ensnared in bureaucratic red tape and permission from "on high" must be obtained before anything happens, score 1.

Completely True

Partly True

Not True At Aall