Getting the right people on the bus is essential for organizational transformation. This principle has helped hundreds of business leaders after Jim Collins unpacked it in Good to Great. But it’s not just businesses that should learn this principle.
Having the right people in the right roles is essential for ministry success. Your staff members are your co-laborers in ministry, and need to be selected, trained, and led with excellence. Clear expectations are integral to success.
If you don’t set expectations, employees and staff members will struggle with their responsibilities and probably grow frustrated in their positions. High turnover could decrease the trust of your church members and prevent you from finding qualified candidates in the future. While you might feel the pressure to hire quickly, you will save a lot of time, energy, and effort in the long run by being very intentional in your hiring processes.
It’s all about expectations and feedback!
Here are three simple ways you can empower your church staff as a senior leader:
- Set expectations for the culture within your staff and lead by example. For example, does the senior pastor know how to set his own personal boundaries by working realistic hours and being productive while at work?
- Provide job descriptions that include clear expectations for each staff member. Document these and review them with interviewees and new hires.
- Conduct regular job evaluations and provide (and ask for) feedback. Make sure you’re regularly providing your staff with positive and constructive feedback for their roles. Ask your team for feedback on your leadership.
Hiring slowly, setting clear expectations, and regularly checking in with staff will help to ensure that you have a strong, effective team.
To learn more about avoiding risks as you lead a church, download the eBook Are You Putting Your Church at Risk?
Have you intentionally hired slowly before? Do you feel confident that there was a payoff in who you finally moved forward with?