NCLS

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C
SPCC

• NCLS

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Limitations

• 2006. 600 forms ordered, 352 received
• Who filled them in?
• Ie. Which services / age groups are likely to be
  more represented?

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The Core Qualities - Internal
An Alive and Growing Faith Your faith
commitment. Relationship with God. Private
devotional practices. Growth in faith over last
year.
Vital and Nurturing Worship Services are
inspiring. Growth in relationship with God.
Helpful preaching.
Strong and Growing Belonging Your sense of
belonging in this church. Levels of friendliness.
Levels of conflict. Your level of participation
in the life of this church.
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The Core Qualities - Inspirational
Clear and Owned Vision A vision that is shared.
Goals that are real and achievable. Leadership
looking to the future.
Inspiring and Empowering Leadership Inspiring and
empowering leadership that communicates clearly
and focuses on the wider community.
Imaginative and Flexible Innovation Leadership
encourages innovation. Congregation open to try
new things. Openness to different worship style.
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The Core Qualities - Outward
Practical and Diverse Service Involvement in the
churchs welfare programs. Involvement in
community service organisations. Helping others
informally.
Willing and Effective Faith-sharing Involvement
in the churchs evangelistic programs. Share
faith with others. Invite others to church.
Discuss faith matters at home?
Intentional and Welcoming Inclusion New arrivals
welcomed and those drifting away are followed-up.
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The Circle of Our Strengths
7.1
6.6
4.7
6.5
4.7
5.6
6.2
6.0
5.8
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How was it measured?
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NB Average score is 5 Your overall average score
is 5.91
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Modest Growth
What happened?
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Attendance Measures
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What is the age profile of staff/board?
What do the 30-somethings like about SPCC?
Why not an increase?
Parents? Cultural Gap
Pulling their weight?
Cultural conservatives?
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Male / female in leadership?
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Reflection Questions

1. What is the envisioned way forward to reach more
   people at SPCC?
2. Are there age-segments with particular cultures?
   How do they affect the vibe of the church
   particularly new people?
3. How can the high level of training / competence
   be a kingdom resource?
4. Is ethnic diversity / age-profile / gender
   profile reflected in leadership?
5. How to increase percentage of newcomers while not
   targeting switchers?
6. Are the long-term attenders on board with current
   vision?
7. Why might Youth (15-18) and YA (19-25) be less
   satisfied with what is offered (despite high
   levels from church)? How does this gel with the
   decline in age profile for 20-29ers? How are we
   going at reaching Aussie YA? How does this gel
   with culture generally?
8. How comfortable are we with who we are and are
   becoming?

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