2026 - Mission, Vision, Values, and Goals Overview
Church family, we are grateful for what the Lord has done among us, and we believe He is calling us to greater clarity and faithfulness in the days ahead. Over the past season, the elders set aside dedicated time to pray, assess where we are spiritually as a church, and sharpen our direction so that we can serve you well and steward what God has entrusted to Cornerstone.
This is not a rebrand or a new identity. It is a renewed commitment to the same Christ, the same gospel, and the same calling, with clearer language and practical steps so that we can move forward together in unity. The mission, vision, core values, and 2026 goals below are meant to give us a shared direction and shared guardrails as we pursue Christ together.
This is not a rebrand or a new identity. It is a renewed commitment to the same Christ, the same gospel, and the same calling, with clearer language and practical steps so that we can move forward together in unity. The mission, vision, core values, and 2026 goals below are meant to give us a shared direction and shared guardrails as we pursue Christ together.
Our Mission (Unchanged)
We exist to glorify Christ by leading people to Know Jesus, Grow into His likeness, and Go make Him known to others.
Our Vision (New)
We desire to see every member equipped and sent to bring the transforming power of Christ to every home, workplace, school, and neighborhood in Central and Eastern Geauga County, to the glory of God.
Our Core Values (New)
To pursue our mission to Know, Grow, and Go, and to move toward our vision of every member equipped and sent, we need a shared culture, not just good intentions. These core values are the guardrails that guide how we carry out our mission and vision together, shaping how we worship, disciple, serve, lead, and love one another:
A Culture of...
- Truth
- Dependence
- Compassion
- Stewardship
Our 2026 Goals (by December 31, 2026)
- Implement standardized deacon training and onboarding, ensure 100 percent of current deacons complete it, and identify, vet, train, and commission at least two new deacons, with each new deacon completing onboarding within six months of identification.
- Establish and implement standardized elder training and onboarding, ensure all current elders complete it, and identify, vet, train, and begin onboarding for at least two new elders.
- Document, communicate, and implement areas of responsibility for each elder, ensuring they are clearly understood, consistently practiced, and reviewed for effectiveness.
- Establish and implement a leadership development pipeline that includes at least ten leaders progressing from one leadership level to the next.
- Approve and begin executing a growth accommodation plan (facility expansion or an additional service) and initiate the first phase of implementation, with timelines, cost estimates, and defined next steps underway.
- Approve and initiate an associate pastor staffing framework that defines ministry needs, role scope, timing triggers, hiring process, and financial requirements.
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