IHOPKC Leader Mike Bickle ‘Permanently Disqualified’ From Church Office

Pastoral recommendation team issued report following abuse investigation.

Mike Bickle, former leader of International House of Prayer in Kansas City (IHOPKC), has “disqualified himself permanently from holding any such high and honorable office anywhere in the Body of Christ in his lifetime,” according to a Pastoral Recommendation Team (PRT) report, convened by Tikkun Ministries.

Bickle “failed to live in a manner commensurate with the Gospel message, the expectation of godly character, and the authority he received at the time of his ordination, which was to be used to protect and serve the flock of God,” the report states.

In 2023, Bickle was initially accused of clergy sexual abuse by former IHOPKC leaders based on allegations from several women that spanned multiple decades. In December 2023, he confessed to “inappropriate behavior” but not the “more intense sexual activities” he had been accused of. IHOPKC leaders then cut ties with Bickle.

In February, an independent investigative report by Firefly found that Bickle committed sexual abuse or misconduct involving at least 17 survivors. Tikkun Ministries, which previously had ties to Bickle and IHOPKC, oversaw the Firefly investigation as well as constituting its own Pastoral Recommendation Team.

The members of the PRT were Jerry Dirmann, Mark and Nicki Pfeifer, Steve Prokopchak, and Rich Nichol. It also included subject matter experts in the abuse arena and an advisory panel, including Diane Langberg and Tim LeCroy.

The goal of the PRT was to review the Firefly report and make its recommendations to IHOPKC regarding “discipline and restoration for the violators and care for those who were violated.”

According to the report, Bickle’s “sexually inappropriate behaviors and cover-ups appear to have opened the door to the creation and sustainability of a ‘long-standing culture of systemic sexual misconduct and cover-ups that have thrived since IHOPKC’s inception in 1999.’”

In addition to Bickle being permanently disqualified from leadership, the PRT recommended he be removed from the local fellowship of a church until he submits to a process of repentance. That process should be long enough to demonstrate “the fruit of humility, holiness, fidelity, and sexual purity through the process of receiving professional counseling” by individuals who have expertise in “walking alongside abusers and assessing genuine repentance.”

Even then, the PRT recommends that any church where he is involved adopt careful sex offender policies, such as appropriate and proactive boundaries and full and regular communication regarding the offender and parameters he must follow.

Should Bickle be restored to a local church, he could possibly serve nonpublic, non-leadership roles, “such as organizing donations for the director of a community outreach ministry, building maintenance, and similar private, nonauthoritative acts of service.”

The PRT noted that any such roles must be voluntary, nonpublic, and somewhere other than IHOPKC and its affiliates. It further clarified that Bickle should be barred from attending or participating in any IHOPKC gatherings or participating in its ministry.

Other recommendations for Bickle include his issuing a public apology, taking responsibility for his years of sexual abuse, misconduct, and manipulation and his submission to professional counseling for himself and his marriage.

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The PRT also recommended immediate removal of IHOPKC leaders who were “directly involved in mishandling reports” of Bickle’s sexual abuse until they engage in a process of “repentance, counseling, and healing.”

It also recommended that IHOPKC leaders who failed to confront Bickle be removed from public ministry for at least two years and permanently disqualified from holding office at IHOPKC. This includes Dave Sliker, then-president of IHOP University; Stuart Greaves, then vice president of the Global Prayer Room; and Lenny Laguardia, then vice president of ministries, and any other leaders known by the IHOPKC Board of Directors.

Sliker, Greaves, and Laguardia should “publicly and in writing take responsibility for their mishandling of sexual misconduct and the abuse of their leadership authority.”

The PRT suggested the IHOPKC board of directors create an Independent Council of Presbyters (ICP) composed of between five and nine credible ministry leaders with expertise in understanding abuse, clinical therapists, and/or individuals with expertise in interfacing with abusers.

For the current leadership of IHOPKC, PRT recommended adopting a comprehensive sexual abuse policy; conducting thorough background checks for all employees and volunteers who have contact with children and vulnerable populations; mandating training for all staff and volunteers about recognizing the signs of abuse; establishing a confidential system for reporting abuse; creating and following a policy suspending individual leaders against whom an allegation of sexual abuse is brought and being fully transparent about past abuse; and developing a care plan for those who disclose abuse.

To the survivors and their families, the PRT urged IHOPKC to “establish a fund by which trauma therapy may be obtained for victims and spouses.”

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EDITOR’S NOTE: MinistryWatch exists to help donors become more effective stewards of the resources God has entrusted to them. So, why does MinistryWatch report on sex crimes? These stories are tough to read and sometimes even tougher to report, but we think they are vital to our mission to bring transparency, accountability, and credibility to the evangelical church. Donors who are supporting these ministries need to know this information. Ministry leaders and others can learn lessons from these stories. Victims feel supported.  To read more about why and how we report these stories, read “Why MinistryWatch Reports On Sex Crimes.”

Another reason we report on sex crimes is to highlight for ministry and church leaders the importance of employing best practices for hiring and supervising employees in Christian environments.

Below is a list of best practices, curated from content on ministrywatch.com. These are adapted from discussions on Christian ministries, churches, and Christian educational institutions.

Clarifying Mission and Faith-Based Requirements

• Clearly define and document the organization’s religious mission to guide all hiring decisions, ensuring that faith alignment is central.
• Assess personnel needs based on what is required to fulfill the mission, recognizing that requirements may vary by role (e.g., teachers in a Christian school might need to model faith in curriculum delivery).
• Develop detailed job descriptions that explicitly link positions to the mission, including necessary faith commitments, conduct standards, and how they connect to the religious identity.
• Require candidates to affirm a statement of faith (e.g., a restatement of the Apostles’ Creed) to ensure they share the organization’s beliefs, as this is protected under federal laws like Title VII for religious nonprofits.
• Implement policies where employees assent to the mission, receive training on their role in it, are held accountable, and are treated consistently in evaluations or issues.

Avoiding Nepotism and Conflicts of Interest

• Create written anti-nepotism policies prohibiting direct reporting relationships between relatives (e.g., spouses or siblings) and limiting family members’ involvement in hiring, firing, or reviews.
• Establish boundaries to prevent conflicts, such as excluding relatives from decision-making roles in personnel matters.
• Promote transparency and open communication with staff and stakeholders about family hires to build trust and address potential issues.
• Adhere to any denominational guidelines, such as restrictions on family members serving on oversight boards or committees.
• Use resources like sample policies from the Evangelical Council for Financial Accountability (ECFA) and seek professional advice to tailor policies.

Thorough Vetting and Background Checks

• Conduct comprehensive investigations into candidates’ past, especially regarding allegations of misconduct like abuse, using independent firms if needed for objectivity.
• Create confidential channels for reporting concerns or additional information during the hiring process.
• Make relevant assessment findings public (while protecting sensitive details) to demonstrate integrity.
• Include spousal interviews or family vetting to assess overall fit with organizational values, though this should be handled carefully to avoid legal risks.

Legal Compliance and Conduct Expectations

• Hire based on shared faith and mission alignment, as federal law (e.g., Title VII) allows Christian organizations to prioritize believers without discrimination claims.
• Enforce a code of conduct aligned with “Judeo-Christian” values (e.g., prohibiting gossip or certain personal behaviors), but ensure it complies with anti-discrimination laws and does not overreach into protected areas like pregnancy or religion.
• Train new hires on core values, such as working “as unto the Lord,” to integrate them into the ministry culture.
• Be aware of limits: Secular aspects of the organization cannot mandate specific religious practices, and at-will employment allows flexibility but must avoid violations of federal protections.

These practices emphasize stewardship, accountability, and protection against legal challenges, such as those from employment laws or state requirements.