Unlocking Ministry Potential: Leveraging Behavioral Profile Assessments in Church Planting
- Alex Palmeira
- Jan 20
- 3 min read
The purpose of behavioral profile assessment is to identify the personality traits of church planters and their core teams while fostering the development of individual characteristics to maximize recognized talents. Understanding one’s behavioral style is essential for effective teamwork, as it reduces potential tensions during the church planting process. Communication, adaptability, and respect for diversity are foundational for building a cohesive team that works harmoniously toward the mission.
This article outlines the principles and practical applications of behavioral assessment tools like APSE and DISC, demonstrating how they can enhance the selection and formation of church planting teams. It also emphasizes the significance of a balanced team profile to ensure the success and longevity of new church plants.
1. Behavioral Profiles and Their Relevance in Church Planting
Behavioral assessments reveal individual tendencies and interpersonal dynamics. Tools like APSE categorize profiles into five areas using the acronym CARFO:
C (Communication and Sociability): Sociable, expressive, and relationship-focused.
A (Action and Results Orientation): Goal-driven, proactive, and results-oriented.
R (Rhythm and Patience): Calm, methodical, and patient.
F (Formalism and Concern): Detail-oriented, systematic, and focused on rules.
O (Objectivity or Subjectivity): Logical versus emotional decision-making styles.
In the initial stages of forming a church planting team, it is essential to balance these profiles, prioritizing individuals with high C (sociability), high A (execution), and low R (fast-paced execution). This approach creates a dynamic team capable of initiating and executing the project with efficiency and relational focus. Diversity in profiles enriches the team, fostering connections with a variety of community personalities.
2. Steps in Behavioral Profile Evaluation
2.1 Applying Behavioral Tools
Using scientific diagnostic tools such as APSE, DISC, or MBTI can help identify team members' primary behavioral traits. These tools highlight individual strengths, which can be leveraged for specific roles within the team.
2.2 Creating a Balanced Team
For a church planting project to thrive:
Prioritize sociable (C+), action-oriented (A+), and fast-paced (R-) individuals.
Include diverse profiles to address various community needs and ensure well-rounded ministry functions.
2.3 Adapting to Team Dynamics
Understanding the behavioral profiles of team members helps adjust leadership styles to reduce conflicts and optimize collaboration.
3. Behavioral Profiles for Each Church Planting Phase
Each phase of the church planting process benefits from specific behavioral strengths:
Initiation Phase: Individuals with high action profiles (A+) lead the charge with goal-oriented execution.
Growth Phase: Sociable and communicative members (C+) build relationships and expand the team.
Structuring Phase: Detail-oriented and systematic individuals (F+) establish sustainable frameworks for ministry.
Balancing these traits ensures that the team remains mission-focused while effectively managing internal and external challenges.
4. Behavioral Profiles and Leadership Cycles
Church life cycles mirror the dynamics of living organisms, transitioning through stages of birth, growth, maturity, and potential decline. Behavioral profiles significantly influence these cycles:
Early Growth: Requires high-energy, action-oriented individuals to establish momentum.
Sustained Growth: Relationally driven leaders strengthen community bonds.
Maintenance Phase: Systematic and detail-focused individuals help sustain operations.
The absence of balanced profiles can lead to stagnation, overemphasis on internal structures, and diminished missional focus.
5. Practical Applications for Church Planters
5.1 Forming the Core Team
Church planting begins with selecting a core team of 20-50 people. Using tools like APSE or DISC, map out the behavioral profiles of potential members, ensuring diversity and alignment with the project’s vision.
5.2 Adjusting for External and Internal Focus
In the initial stages, prioritize external-focused profiles (Apostles, Prophets, Evangelists) to drive outreach and expansion. Pastors and Teachers can later solidify the internal structure while maintaining an outward mission.
5.3 Case Study in Leadership Selection
One example involves a church leader implementing these principles to assess behavioral and ministerial profiles using APSE and APEST tools. This approach ensured the placement of leaders best suited for specific roles, enhancing project success and missional impact.
6. Balancing Behavioral and Vocational Profiles
Behavioral assessments should align with vocational callings (Ephesians 4:11-13). For example:
A+ Profiles align with Apostleship for initiating new ministries.
C+ Profiles complement Evangelists in building community relationships.
F+ Profiles support Teachers in maintaining doctrinal and structural stability.
Conclusion
Behavioral profile assessment is a crucial step in forming church planting teams. By understanding and balancing diverse profiles, leaders can cultivate innovative, interdependent, and mission-focused teams. This process requires time and intentionality, but the results are transformative: dynamic churches that multiply disciples and advance the kingdom of God.
Future studies should focus on contextualizing these principles within specific cultural settings to ensure relevance and effectiveness.
References
APSE. Behavioral Profile Assessment Tool. Available at: www.grupoapse.com.br/apse.
DISC. Behavioral Analysis Resource. Available at: www.disc.com.br.
Hirsch, Alan. 5Q: Reactivating the Original Intelligence and Capacity of the Body of Christ. Columbia, MA: 100Movements, 2017.
Myers-Briggs. MBTI Personality Assessment Tool. Available at: www.myersbriggs.org.
Wiens, Greg, Planck, Tom. Church Life Cycles Workshop. Exponential, 2016.
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