Team Building for a Thriving Church
Once you have established the dream or vision for your church, the team to match the dream must be assembled or re-assembled. You should strive to get everyone on your team moving together (Clarity, Movement, Alignment, Focus). A key thought to remember is, “What you pay attention to grows”, so “If you don’t staff to your purpose…your purpose (church) won’t grow”. The first step in this process is to evaluate your team.
Following are some questions to ask…
1. Is this the team that can carry out the dream?
2. Are there players on the team that need to be adjusted?
3. Do each of my team members have
4. Is my team assembled according to my purpose and process?
Here is an analogy to consider, each staff/leader you have sits in 1 of 3 positions:
1. They are on the right bus
2. They are on the right bus but in the wrong seat
3. They need to find a different bus
What happens when a leader allows a member of the team to stay in the wrong seat or on the wrong bus?
a. Stronger members begin to pick up the slack for the weaker members
b. Stronger members begin to resent weaker members
c. Stronger members become less effective
d. Stronger members begin to question the leader’s ability
When you determine that you need to hire new team members, the next step is to determine the kind of players you are looking for. Never be afraid to go after the best. Strong leaders want to be at a place where they can stretch their leadership muscles. Don’t allow your insecurity, uncertainty or ego get in the way of adding high level players to your team.
Some things to consider about potential team members are…
1. They are results driven
a. They know how to get things done
b. They flat out produce
2. They are highly influential.
a. They attract people
b. People like them
c. People want to serve under them
3. They add value to you, the team and the church
4. They attract other leaders
a. They don’t just attract followers…they attract leaders
5. They build teams
a. They can build a blue print of how their team will look
b. They can get people on board and moving in the same direction
6. They know how to equip and resource
7. They provide inspiring ideas
8. They can problem solve
a. The higher the level of player you have the less problems they should be solving (push problems down to the lowest level possible)
9. They possess uncommon positive attitudes
10. They are committed to the vision
a. Highly committed to the purpose and process
11. They have loyalty
Finally, here are some suggestions for interviewing and hiring a new staff member
1. Ask a lot of questions and host multiple interviews with the various people on your team (if you “Hire hard you will manage easy”).
2. Ask questions about their current or former places of employment (pay attention if they speak poorly of their former boss or work place. If they do—take caution! If they speak poorly of them it is a matter of time before they speak poorly of you).
3. Ask them to prepare a layout of what they will do the first 6 months to a year if they were to get the job.
4. Ask them for ideas of how their ministry (if hired) would fulfill the process (in their opinion).
5. Make sure you have a clear job description, expectations and purpose and process.
Until next time,
QUOTE OF THE DAY:
“The team on top of the mountain didn’t fall there”
Posted on September 29, 2009, in church growth, Team, vision and tagged church growth, Effective Leader, Leadership, loyalty, respect, team building, team player. Bookmark the permalink. Leave a comment.