One of my coworkers and I joke about starting a company called “Youth Pastor Shirts” to capitalize on the youth pastor fad of wearing untucked, button down shirts with grunge floral. You should take note, after this moment, should a site like this pop up, you stole my idea and I will prosecute you to the fullest extent of the law. Or not. But it’s a great idea.

So many churches adopt another church’s culture because they see something working across the country. Don’t get me wrong, seeing success and trying to replicate that success is great. But what works in NYC may not work in Sandusky, OH. What works in Miami, FL may not work in Austin, TX.

Jesus is Jesus. Truth is truth. If you build your ministry around the core of the Gospel, then let the culture emanate from that thought… That is when we all win. Don’t lose focus. Shatter through the idea of building a ‘church culture’ and build a ‘Jesus culture’. The rest will follow.

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3. Creating a Winning Team from Dysfunctional Members
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Every organization needs creative types in order to gain new perspectives and come up with better ways to do everyday tasks. Whether you’re a church, a non-profit or a successful business, you should encourage your staff to be creative. Think outside the box.  When you expose yourself to new things, new experiences and different situations, it opens up your brain to be able to connect the dots of old things to new things and produce creativity.

Today I read this post on the HBR Blog Network: Creativity Lessons from Charles Dickens and Steve Jobs

One of the main points is that everyone is creative in their own way and as individuals we can work on “optimizing our innovative capacities.”

A few take away points to share with your teams:

1. Reduce Stress- Stress affects creativity. Studies found that someone who is too focused or too wound up won’t be able to solve problems as well as one who is relaxed. Get up and take a walk.
2. 2.       Get out of the office and into unfamiliar environments.  Research has proven that exposure to unfamiliar perspectives can help foster creativity.
3. 3.       Let your mind wander. We should take time to let our brains wander, see new things and create new things.

A little excerpt from the post and a quote from Steve Jobs:

“Creativity is just connecting things. When you ask creative people how they did something, they feel a little guilty because they didn’t really do it, they just saw something. It seemed obvious to them after a while. That’s because they were able to connect experiences they’ve had and synthesize new things… A lot of people in our industry haven’t had very diverse experiences. So they don’t have enough dots to connect, and they end up with very linear solutions without a broad perspective on the problem. The broader one’s understanding of the human experience, the better design we will have.” 

Photo by: Rachael| The Slow-Cooked Sentence

Everyone at faithHighway just finished going through the book, “5 Dysfunctions of a Team” by Patrick Lencioni. If you haven’t read the book or never even heard of it, I highly suggest you check it out. While it’s about building teams in business, the fundamental points are applicable to any team, anywhere.

There are 5 main points to the book and each one is dissected and requires discussion among team members. I know, you’re thinking, “touchy feely…yuck!” But it’s not.  I promise. The discussions are in depth and require team members to be open and share with their team their areas of concern regarding the team. It’s a great way to evaluate what a team does well and what areas are considered “problem areas.”

The 5 points:

1. Absence of Trust- Discusses the unwillingness of team members to be vulnerable with each other. This is the base on which all the other points are built upon. Without trust it’s impossible to build a winning team.
2. Fear of Conflict- Without trust, teams cannot engage in unfiltered and passionate debates of ideas. It’s not about arguing and proving your point, it’s about sharing your ideas and listening to other’s ideas. If you’re a team, you’re all working toward the same goal. It’s building on the trust that was discussed in the previous section and learning not to hold back. The goal is to solve a problem, not have false harmony.
3. Lack of Commitment- If team members hold back or feels like they aren’t heard due to fear of conflict, then it’s likely they will lack commitment.
4. Avoidance of Accountability- It’s learning to have peer-to-peer accountability and not rely solely on the team leader to hold everyone accountable. When a team is all striving for the same goal, trust each other and are committed to each other, then they are free to hold each other accountable.
5. Inattention to Results- Team members should know and understand how their individual results affect the results of the team and how the team’s combined results affect the overall results of the organization.

You can get the book on Amazon fairly inexpensively or you can order the 5 Dysfunctions of a Team entire workshop kit. It includes facilitator’s guides, work books, video presentation and online assessment.

I’m not complaining…in fact we do have a group of solid, dependable volunteers at my church and I know our church staff is so very thankful for them! However, as a staff leader, it’s important to make sure you don’t spread your volunteers too thin.  Learning their strengths and helping them figure out where they can best use those strengths will help you build a strong volunteer staff.

Here are four steps to help you get started:

1. List Your Strengths- have your volunteers and staff make a list of their strengths. They should include the activities they enjoy the most, the things they are best at.
2. Ask Others- It doesn’t hurt to have someone else create a list of strengths for you or your volunteers/staff. It might be surprising to see how someone else views them. Maybe pair volunteers up, if they know each other well and start with questions like: What am I best at? What are my weaknesses? What strengths might I build on?
3. “Hire” your volunteers- Interview your volunteers for specific positions. Get to know your volunteer and encourage them along the way. Take time to listen to them and see what they are looking for. Maybe even let the volunteer interview you.
4. Review the Strengths lists- once you start listing strengths on each of your volunteers and getting other’s feedback, keep it in a file. Every quarter, when you meet with your volunteer, go over those strengths and see what areas they would like to grow in.

What other things can help build a strong volunteer staff?

*photo by Jacob Moyer

If you have other ideas, please share them…let’s get some creative juices flowing!

There are three different types of volunteers.

1. Committed Volunteer-  Super involved, maybe you include this person on your core team of volunteers. This person doesn’t need a ton of direction from you because they know the ropes. They know the answers to people’s questions and are ready to train new volunteers.
2. New Volunteer- Willing to help, but not super involved mostly due to lack of knowledge. They want to help, but aren’t familiar with the processes or the way of the land. They probably get overwhelmed seeing you running around all morning. They’ll need a lot of direction. Give them specific tasks at first and help them grow into a committed volunteer.
3. Substitute Volunteer- a group of people willing to fill in as needed for your core team volunteers

The easiest type of recruiting is probably for the substitute volunteer. There’s no real long term commitment. All they have to do is volunteer once in awhile, when someone else can’t. All volunteers want to feel needed. Whether they are a substitute or commited, give them ownership of their position. Look for leadership skills within your volunteer base and be willing to hand over certain tasks. Turning new volunteers into committed volunteers is tough. Here are a few things to think about:

1. Have volunteer positions been posted somewhere with a clear definition of what’s involved? A lot of times people won’t volunteer because they don’t know what their signing up for. A vague invite to volunteer within the children’s department could range from changing diapers, singing songs or just helping with crafts.  Communicate the expectations clearly…treat it like a job posting.

2. Have you asked people from outside your peer group to volunteer?

Think outside your circle of friends and their circle of friends. Have you considered asking retirees within the church to help volunteer? What about teens in the youth group? College group?

3. Have you announced your need for volunteers in other places beside the church bulletin?

Video Announcments? Facebook Posts on the Church Facebook page? Skits announcements? Bathroom door poster announcements? Website Announcements?

4. Does your church have a place on their website with all volunteer needs listed?

Having a centralized location where people, who are willing to volunteer, can go and find where they can serve. Having a detailed description of each position will probably be helpful in helping them feel qualified and needed for the job.

5. Are you encouraging and thanking your volunteers?

A genuine smile and thank you can go a long way in keeping your volunteers. When they feel appreciated, they are probably more likely to continue serving because they can see how it benefits the church and helps you. Never take for granted the power of a simple, “thank you.”

What other ideas do you have?

My church has recently gone through a lot of change within our young adults’ class. Personally, I enjoy change because things happen when there’s healthy change. If we get too settled and comfortable with what’s going on around us, then nothing will happen. Nothing will grow. It will eventually die. But when there’s change, it’s vital that vision and goals are communicated clearly.

There are very few really awesome communicators in the world. Funny how several people can interpret the same message differently.  AND there are hundreds of different ways to communicate the same message.  No wonder we misinterpret, get our feelings hurt and assume too many things.

Through some of this change, I’ve realized the importance of communication and thought I’d pass it along.

1. Don’t assume- Thinking of combining groups or removing a program? As a leader, you have the authority to do those things, but consider getting input from those who will be directly affected. Don’t assume that everyone understands your vision. Communicate your vision in several different ways. Talk about it on Sunday morning. Send an email during the week. Talk to individual “influencers” within the group so they can help spread the word.
2. Start a Conversation- Get input from the leaders within your group on changes you want to see within the group. Maybe you already have an end goal in sight, but you’ll want to make sure you’ve got a few people willing to get to that goal with you.  As much as we don’t want to admit it, everyone is human and the lack of communication often breeds negative feelings toward the leaders in the group and toward the overall vision.
3. Remember it’s not YOUR Vision-  Unless you’re flying solo and know how to lead a group better than God, then the vision you have is probably not self-given. Hopefully, God gave it to you and wants to use you to bring him glory and accomplish his goal for the group. Get people talking about the vision God has placed on your heart and let Him change their hearts.

What other advice would you have for churches going through change?

One of the phrases he mentioned is still resonating loudly in my mind.  The notion that our culture often times defaults to “create average products for average people.”

“Mass is built into our culture.”  As he mentioned, this is affecting our products, services, politics and more.  Instead of “revolutionizing” something by doing things that are “perfect and impossible” we just do what we need to in order to get by.  We do as many tasks as we can to meet the minimum requirements. Yuck.

BUT, what if we chose fewer tasks and did them with excellence?

What if, we stopped trying to please EVERYONE with our ministries, sermon series, or organizational vision, and chose to perfect what we are gifted at?

Would it leave some people dissatisfied? Most likely.  But remember – 20% of your clients provide 80% of your revenues.   I know we aren’t looking for revenues – but the big truth remains the same.

If you make that 20% of people, 50% happier, what does that do to your ROI (a church’s investment is in people…by the way…)?

My recommendation is to STOP, DROP and ROLL.

STOP – Stop trying to please everyone. It’s impossible. Plus it only makes your end product weak – and ugly.  We know that the “manufacturer’s color” of carpet is beige because it is the most neutral.  Who really wants a beige product?

DROP – Drop the excess ministries, services, and initiatives that aren’t in your wheel house.  Despite great intentions, it’s causing you atrophy.  Keep what you are great at and hone those areas.  As God entrusts new people to your leadership with great skills in other areas, the Body naturally is able to offer more without compromising quality.

ROLL –Roll out your services with confidence. A perfect product is something to be proud of – not to apologize for.  Even if it doesn’t apply to everyone – it will enhance the lives of the few far greater than barely affecting the lives of many.

So thank you Seth Godin, for teaching me to stop pleasing everyone and make my own revolution.  Is it time to start yours?

Photo by Amber

There are so many factors that lead to this desire to change professions.  I believe this statistic is profound in defining why:

“90% of pastors feel they are inadequately trained to cope with the ministry demands.”

Do you fall into this group?  If so, my heart goes out to you. I have been heavily involved in ministry work for much of my life and understand that, while it is incredibly fulfilling and an immense joy, there are many unexpected obstacles to face.

Perhaps this feeling of inadequacy lies in the fact that,

“90% of pastors said the ministry was completely different than what they thought it would be like before they entered the ministry.”

Today I want to know how faithHighway can help ease the burden.  What do you need?

Is it prayer?  Because I will pray for you (just email me).

Is it someone to talk to you? Because there are handfuls of ministry workers here that can talk with you.

Is it help with marketing/outreach? Because we are pros at that.

Is it empowering you to engage more visitors? Because we are passionate about that.

With years of personal experience and a visible passion to empower the Kingdom, faithHighway (and I) want to lift you up.  We want to defy the odds with you.  This year, instead of having more churches close than open, let’s work together to sustain His church.  It won’t be easy; but we certainly want to do it with you.

Photo by Diorama Studios

Statistics found here.

1. Speak first, listen second.
2. Finish your co-workers sentences to influence their thinking
3. When in a heated conflict, only make it personal if you absolutely have to in order to win the argument
4. If you want to have good customers, be a good customer
5. Social media is the platform upon which integral and synergistic revelations enter the modern workplace
6. The more cross-functional teams, the better
7. When unsure, copy multiple people on emails until someone helps you find an answer
8. Assess, Certify, Validate, Replicate
9. In order to be a leader, you must remind others of your abilities
10. Effective leaders do not eat Hot Pockets for lunch
11. When you make a mistake, learn to blame it on someone
12. Strategic implementation of day-to-day operations is vital in continuity of care for the customer
13. Don’t give up, unless you know you can’t get it done
14. When you face a challenge, confuse it by speaking gibberish
15. To truly understand leadership, you must first understand the words that make up leadership: “lead” and “ership”
16. The best way to lead is to make sure you are in front
17. It’s best to make decisions when you’re angry
18. If you act busy, people will think you’re busy
19. Passive Aggressive communications is always better than aggressive aggressive communication
20. Make sure you use the words “synergy” and “implement”
21. There is no I in team, but there is meat, and meat gives you energy

Photo By: respres