First Thursday Webinar: A Conversation with Matt Uitii of Woodside Bible Church скачать в хорошем качестве

First Thursday Webinar: A Conversation with Matt Uitii of Woodside Bible Church

Dave Miller of Leadership Pathway has a conversation with the architect of Woodside Bible Church leadership development program which has seen over 300 graduates. Matt’s Ministry Journey • Started in architecture, switched to ministry in 2004-2005 o Parents were first-generation believers who prioritized local church proximity o Found fulfillment discipling students on Wednesday nights over architecture projects o Left architecture one year before graduation (needed master’s for licensing) • Began at Woodside Bible Church in 2007 o Started as youth pastor at new campus location o Campus grew from startup to 800-900 people over 9 years o Transitioned to next-gen director role, collaborated across multiple campuses California Experience & Return • Left Woodside in 2016 for California church opportunity o Attracted by chance to “totally reinvent” next-gen ministry o Church had misaligned vision between elder board, executive team, and staff o Became “collateral damage” in organizational dysfunction • Healing process included therapeutic counseling through Care for Pastors ministry o Used John 15 pruning metaphor for personal growth o Senior pastor maintained relationship with regular check-ins during absence • Returned to Woodside in 2023 for Leadership Institute role o Senior pastor proactively recruited him back o Transitioned to current central ministry oversight role in January 2024 Woodside Leadership Institute Structure • 10-year program with ~350 participants, 60 now on staff • Five-tier development pathway: 1. Intern Light (ages 16-17, high enthusiasm discovery) 2. Internship (post-freshman year college, unpaid) 3. Residency Year 1 (paid, refining calling) 4. Residency Year 2 (reapplication required, higher expectations) 5. Lead Pastoral Residency (18-24 months, campus/senior pastor prep) • Current focus: developing “leaders of leaders” vs. coordinators o Goal is director-ready vs. administrative-ready outcomes o Two-year residency program with staff-ready endpoint Program Development & Recruiting • Strategic partnerships with theological schools o 12 substantial scholarships available o Recruiting at Christian university job fairs • Internal recruiting emphasis from 14 campuses, 10,000 attendees • Thursday intensive format: 60 minutes split between lecture (30-40 min) and lab work o Critical mass of 12-15 participants for peer interaction o Fall semester focuses on EQ and relational intelligence • Every participant requires boss relationship + spiritual formation mentor Current Challenges & Future Vision • Gen Z development needs: o Emotional intelligence and relational intelligence gaps o Self-awareness deficits leading to ministry mistakes o Need for real-time feedback vs. lecture-heavy approaches • Middle management development priority o Success depends heavily on direct supervisor quality o Campus pastors need training in people development vs. just shepherding • Vision for multi-tier mentorship structures o All staff levels (20s through 40s) need continued development o Professional coaching and advanced education pathways