Tag: Job

Building a Healthy Staff Culture

4 Questions I Ask My Team on a Regular Basis

Building a Healthy Staff Culture

If you are a leader, one of the things you must always think about is culture. The culture of your church or business. The culture of your staff and team.

The problem with culture, though, is that it isn’t always written on the wall. As one author put it, What You Do Is Who You Are. Which means you are continually building culture.

You are creating it through your interactions, personally and in meetings. You are creating it through how you spend your money and time. You are creating it through how people work in meetings. You are building it through how you handle your own emotions. You are creating it through whether or not you burn out or if you are healthy.

While culture is a squishy thing, a leader must pay attention to it because if you aren’t, your culture will get away from you.

The reason is: Whatever culture you create at work, people will emulate.

If you look around and see dishonest, burned out, or backstabbing people. That’s the leadership and culture.

If they’re honest, balanced, and humble, that’s leadership and culture.

If the marriages in your church are falling apart, that’s leadership and culture.

Those closest to the leader emulate the leader and his or her life and pass those things on. Yes, people make decisions along the way, and a leader isn’t responsible for everyone’s personal choices, but the reality is that a leader shows what makes someone successful or what is allowed.

For example, very quickly in a new job, you learn what it means to be successful somewhere. Can you be late on things? Who holds the real power at a church (hint: it isn’t always the person with the title)? How do things get done?

All of this goes back to culture.

That’s why Henry Cloud famously said: “A leader gets what he or she created or allows.”

Culture will end up determining if you are successful in reaching your goals. But it will also determine where you end up as a leader or a church.

And this is the most important reason to pay attention to it. Because you may not like where you end up, you may not like the church you become.

Written by Josh Reich

Article taken from here.

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To Hire or Not to Hire

To Hire or Not to Hire

To Hire or Not to Hire

The unique challenges of the Covid pandemic highlighted how churches must reallocate personnel dollars in the future. As more ministry shifts online, churches will need to beef-up their digital ministry staffing. Additionally, volunteers saw unprecedented expectations placed on their shoulders during the pandemic.

These changes have left many church leaders wondering–what should be a paid position and what should be a volunteer position?

Truthfully, this is a timeless question that churches should have been thinking about more critically for years. Large churches or churches with significant incomes tend to hire out every position they can. It is not uncommon for churches of 1000 in average weekly attendance to pay all of their musicians! By contrast, smaller churches or churches with fewer means tend to wait as long as possible to hire a position, often burning out the same handful of volunteers who do most of the work.

The right balance is in-between these extremes. Rather than make a comprehensive list of which positions should be paid and which should be a volunteer (which could vary from church to church), use these three guiding principles to help you know when to hire.

Principle 1: The position involves shaping strategy.

Our Leadership Pipeline Design process emphasizes that volunteers are capable of higher-level leadership skills than most churches assume. Volunteers can coach, manage the schedules for other volunteers, and delegate tasks to frontline volunteers. We call these “L3 Leaders” or volunteers at the Coach Level.

Churches often think that staff should do 100% of the coaching, scheduling, and delegating. But even in a midsize church, this expectation is unrealistic. Consider that a Children’s Pastor in a mid-size church could have hundreds of volunteers. How is he or she supposed to manage the schedules or coach that many people? Hint: it’s not possible.

Any paid staff person should be at a position that requires strategy development, not just management and task execution. A focus on strategy does not mean that staff sit in their offices all day and don’t manage people (they do!) or don’t execute tasks (they do, but should focus on fewer tasks). However, healthy churches understand that ministry staff positions primarily exist to bring strategic thinking and leadership leverage to a specific ministry.

If a position does not require translating church-wide vision into ministry-specific strategy, only volunteer management or task execution, it is not worth hiring out. Volunteers can do it.

As a church gets larger and complexity increases, the need for strategy development increases. It’s reasonable for a large church to have staff in production or marketing. But the same principle applies–don’t hire people to run the camera or press next on ProPresenter. Hire the people who are shaping your digital production strategy, and leverage volunteers for the rest.

Principle 2: The position requires safeguarding theology.

This principle can be tricky. Even your children’s ministry volunteers that work in the preschool classroom, to some extent, are safeguarding theology. Indeed, small group leaders and Sunday school teachers are defending theology.

However, this principle’s intention is not just teaching proper theology, but making high-level theological decisions. For example, children’s ministry volunteers should not choose the curriculum–someone at the staff level should. Small group leaders should not select their content–a staff leader should.

Many churches are failing in this area. Too many churches are giving up this responsibility! They let small group leaders hop on to Right Now Media and select their group’s content without much oversight. This abdication is dangerous.

I worked with a church that touted its commitment to Biblical teaching as one of its highest values. When I visited a Sunday School class, I heard one of the worst theological breakdowns of Genesis 3. Afterward, I confronted the elders who confirmed that Sunday School teachers were “on their own” for writing content.

When ministry staff are too busy executing tasks, they abdicate their responsibility to safeguard the theology taught by the volunteers beneath them. If a role requires ensuring that theology taught downline is proper and Biblical, it is likely to require a staff member.

Principle 3: The position manages significant financial obligations.

It is common for lay leaders to spend budgetary funds. A youth volunteer might need to pick up snacks, or a production volunteer might have to grab a cable from an electronics store. But if a non-board level position requires the development of a budget and its day-to-day management, this is likely a staff position.

Volunteers should not manage budgets because it is impossible to hold them accountable the same way a staff member can. If a volunteer mismanages a budget, you can remove them from the position, but they might remain at the church. They might complain to others or mobilize the congregation to antagonize leadership. Staff members have a higher degree of oversight through meetings, and more importantly, you can fire staff for gross misconduct.

Major ministry budgets should be managed by staff, not volunteers.

What about administrative positions?

As a general rule, I consider administrative positions as extensions of ministry staff. A senior pastor’s assistant is an extension of the senior pastor’s role, in that he or she handles tasks that otherwise only the pastor could do. For example, an assistant may manage the pastor’s schedule, filter email, and perform initial sermon research.

A ministry assistant in a smaller church, likewise, may take on some tasks that are difficult to outsource or delegate to a volunteer. For example, he or she may take deposits to the bank or post office. These tasks might require a higher degree of accountability than could be expected of a volunteer, but would overburden ministry staff.

Bonus note: what to do about the gray.

Your church may have needs that don’t fit into clean categories, or your church might lack volunteers with the necessary skills to execute needed tasks.

For example, many churches realized through the pandemic that they simply didn’t have the social media or marketing tools necessary to be successful. The knee-jerk reaction is to hire a staff person in instances where there is a gap between the skills you have on-staff or in volunteers and what you need.

However, two options may be better suited to meet the need:

1. Outsource the job.

When it comes to certain ministry needs, if your church doesn’t have the existing skillset available through volunteers, consider outsourcing. Companies like Church Media Squad, among others, handle graphic design needs. You can outsource custom video editing. If your church needs help improving record-keeping, look into virtual assistant services from a group like Belay that has a track record of working with churches successfully.

Outsourcing is often cheaper than hiring on-site, gives you the flexibility to terminate a contract without the relational headache, eliminates overhead in taxes and benefits, and usually gives you access to talent above what you find on your own. Bottom line: if you cannot delegate critical, specialized tasks to qualified volunteers, consider outsourcing before hiring staff.

2. Put it off for now.

Ministry envy is real. It’s easy to look at the “cool” church down the street or online and think that you must be able to execute at the same level. You don’t. Do a few things and do them with excellence. Don’t worry about being on Facebook, YouTube, Twitter, Instagram, and whatever social media company launches before I finish typing this sentence.

Pick one and do it well. Leverage the assets you do have to execute well on a few things. As you get more qualified volunteers or financial resources to outsource, take your ministry to the next level. But don’t feel pressured to take on more than you can do well at this moment. There is no shame in that!

To hire or not to hire?

Leverage the three principles outlined above to determine if a role is better suited for a volunteer or a staff position. Your church has limited resources, and every staff member you hire adds an exponential layer of complexity to your organization.

Be sure to pause, consider, and plan before taking action in growing your staff.

Written By Scott Ball, Vice President and a Lead Guide with The Malphurs Group.
Article taken from here.

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The Fallacy of the “3 Cs” in Hiring

The Fallacy of the “3 Cs” in Hiring

The Fallacy of the “3 Cs” in Hiring

There’s been a lot written about the “3 Cs” of effective hiring – character, competence, and chemistry. While these may be a good check-list, among other best practices for hiring, I believe one of these three can be misconstrued if we’re not keenly aware of the influences that affect its misinterpretation.

I couldn’t agree more about the priority of character in the hiring process. Whether it’s in a church setting or in a secular setting, character counts. No doubt, this is perhaps the most important trait to assess when considering a candidate for a position.

I also agree with the importance of competence. A candidate must have the necessary education, experience, and skills to do the job well. Many believe this is the least important of the three, because many jobs include skills that can be learned over time. Some, of course, require a deeper level of experience and skill and must be present from the beginning.

It’s “chemistry” that I believe is often misinterpreted in some ways. The misinterpretation comes when “chemistry” is used to define how well the pastor or the top leader “likes” the person. Do they have similar personalities, similar interests, or similar hobbies? I’ll call this “personal chemistry.” I think this is where the chemistry criteria gets off track.

Sure, it might be nice if two leaders who work closely together can play golf or go fishing together on the weekends. Or they can start every meeting talking about all the games from the previous weekend and the performance of their favorite athlete. But I don’t believe this kind of “personal chemistry” is necessary for there to be a good organizational fit.

Many organizations do reflect the personality of its leader, but most organizations should be more sophisticated than to only hire staff with whom the top leader can have a “high five” relationship. When a leader expects his closest team members to be too much like him, he misses an opportunity for some valuable diversity.

Perhaps the best interpretation of “chemistry” in the 3 Cs is when it’s used to refer to the candidate’s fit in the culture of the organization. Let’s call this “cultural chemistry.” Cultural factors in an organization can allow some leaders to flourish and others, while equally competent, to struggle or fail.  We should closely assess whether the candidate’s values and their vision line up with those of the organization. We should determine if there are factors that would create a significant misalignment with the team with whom they’ll be working. We should focus more on the candidate’s identity and less on his persona.

God made us with different personalities, passions, and interests for a reason. That kind of diversity can be very healthy for an organization. Those diffeences can complement the others on the leadership team. They can provide balance, perspective, and accountability. If we’re all essentially the same, even in our “personal chemistry,” some valuable contribution to the team is likely to be missing.

Written By Steve Smith, Executive Pastor at First Baptist Church of Broken Arrow, Oklahoma.
Article taken from here.

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How to Have Better Conversations With Your Senior Leader

5 Key Leadership Traits of a Great Campus Pastor

How to Have Better Conversations With Your Senior Leader

If you are a children’s pastor, youth director, or next-gen leader, chances are you have asked yourself some version of the following questions.

How do I help my senior leader understand my vision?

Is there a way to get my senior leader to agree with me on this decision?

How do I get my senior leader to see things my way?

Part of leading a next-gen ministry is leading up to your senior leadership, so how do you have better conversations with your senior leader?

1) Think about the bigger picture.

Just like there are elements or dynamics of your job that your senior leadership may not fully understand, there are also elements of your pastor’s job that you may not be aware of or fully understand. It’s easy to look at your pastor and wonder why they made a particular decision. But other dynamics may be playing into that decision. Your senior pastor may be managing board dynamics, staffing issues, or budget restrictions. By understanding that they have to see the whole picture while you carry your ministry’s vision, you’ll be able to build a bridge and have better conversations.

Before presenting a new idea, try asking yourself these questions.

If I were in their shoes and position, what dynamics would play into this decision?

What information will they need to know?

How does this decision affect the church as a whole?

You will earn points with your leader when you show that you have thought beyond just your ministry.

 

2) Ask, don’t demand.

When you present new ideas, try posing them as questions. Use phrases like, “Would it be possible to” or “Would you be open to.” By asking questions instead of making demands, you start the conversation with less tension and leave more room to discuss the idea.

 

3) Try it as an experiment.

If you are making a significant change, ask for a trial period. Offer to try it for a few months and then re-evaluate if it doesn’t work. Not only does this demonstrate flexibility, but it also makes the decision less overwhelming.

 

4) Give your leader time.

Remember, there may be other dynamics that affect this decision. Your pastor may even have to run the decision by a board, elders, or other staff. By giving them time to think about it, they can make better decisions and will most likely feel more positive about the conversation in general.

Written By Carey Nieuwhof
Article taken from here.

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What to Look for in a New Worship Pastor Job

What to Look for in a New Worship Pastor Job

Looking for a new worship pastor position at a new church? Things to consider:

 

In early 2014, I was working at a university and received an invitation to bring a team of students to a church in Colorado Springs. The trip went well. Eventually it led to my wife and I flying out to this church once a month. Every trip we would do training and lead worship on Sunday morning; which ended up lasting fifteen months. About halfway through our “consultation” period we began to sense that this church could very well be our next home. Sure enough, in the spring of 2015 we committed and moved that fall.

We had an ideal situation for choosing a next ministry destination:

(1) plenty of hours spent on the ground, (2) over a long period of time, (3) while engaging with congregants, staff, and the senior pastor. All of these factors gave us the opportunity to discern what it might be like to live, work, and worship with those people.

I doubt the slow process like this will ever happen like that again, but I’m grateful for it. Typically the timeline of “trying out” is more compressed, which on top of asking all the questions, makes it difficult to really grasp the culture of a church.

There are three groups of people that are important to engage with while auditioning for a new position.

Here I’ll share who they are and what kinds of things I’d be asking and listening for in times of engagement.

Senior Pastor / Senior Leadership

In most Evangelical or charismatic churches, the senior pastor is the key culture setter and decision maker. The first two questions I’d ask is: Who will your direct report be? And how directly involved will the senior pastor be in your department?

Obviously, the senior leader casts the overall vision, but some senior pastors have very generic, basic wishes for their worship leader and will be relatively uninvolved in your day-to-day operations. Other times – particularly if they are former worship leaders themselves – the senior leader will have very specific expectations down to weekly involvement in song selection, style, service flow, etc.

Some people work better with regular specific guidance. Others will hate it and feel micromanaged.

Let me be clear: neither is inherently right or wrong. You just don’t want to be three months in and have this blindside you.

Don’t be afraid to ask specific questions.

Are you being hired to be the primary worship or to build a great team?

Or are you being hired to be a production manager / creative director with the title “Worship Pastor”?

If it seems like there’s a lack of clarity from the senior leader, get more specific.

Ask things like:

How do you envision me spending the bulk of my time? Songwriting? Meeting with team members and volunteers? Praying and preparing solely for Sunday morning?

You need to know the Senior Pastor’s vision for you position & all of these questions will help you draw it out – despite what’s posted in the job description.

At the end of the day, if you feel like you can align with the vision that the senior leader casts for your position there’s a good chance you’ll be able to thrive. If not, you probably shouldn’t take the position even if the benefit package is fantastic.

Current Staff Members (Colleagues)

One of the greatest things the pastor did when we were auditioning was setting up time with other staff members, where he wasn’t there, with explicit permission to ask them anything we wanted. It revealed his security as a leader to trust employees to talk about the strengths and weaknesses of the organization and not feel threatened by it. If you request this and it’s either denied or evaded then that might be a sign that the culture isn’t open and honest.

If you are able to get time with future colleagues, ask them what it’s really like to work there.

Is it common for things to change at the last minute with no rhyme or reason given?

Difficult to get vacations approved or what typically happens when personal requests are made?

Flexibility with office hours or is it more of a “clock in, clock out” environment?

When you’re asking these questions, do you sense fear or dishonestly in their answers?

Candidly, do they seem scared for their jobs? Or do they seem to have healthy relationships with their direct reports?

Lastly, inquire about the workplace expectations.

Does every little thing require approval?

Is there space to have open conversations and share disagreements with superiors?

This group can be the most tricky to get direct answers from, but if you ask good questions and pay attention you can learn a lot about how the organization really works.

The Volunteers in Your Area

Volunteers are choosing to attend and serve in this ministry; which is where you should expect to learn the best things about the church. They have nothing to lose! Weaknesses in the ministry are easiest to find out about from volunteers.

With volunteers I would ask questions like:

What drew you to this church and what has kept you here (you’d be surprised how often they’re not the same)?

Which areas of the church have you participated in and which areas seem to be the most healthy and life-giving?

Then I would ask them pointed questions about the worship ministry.

Do you feel like your voice is honored when you share thoughts, opinions, or suggestions?

How have you been treated when you’ve needed to take time off or request off for sickness?

Try and get a sense of any unspoken frustrations. Maybe there aren’t any – fantastic! That also speaks to the culture.

The most crucial thing to remember…

There are no perfect churches and we all know that. But there are churches who are honest with their imperfections and are pursuing Christlikeness together – then there are others who aren’t.

Ultimately, you want to be where God wants you to be. But, unless you sense a strong call from God, you don’t want to be in an unhealthy, stifling environment where fear and control pervade the culture. Engaging with these three groups of people can help you discern if this is that kind of place or not.

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Written By Jonathan Swindal
Article taken from https://worshiponline.com/what-to-look-for-in-a-new-worship-pastor-job/
For more info and resources about worship ministry > https://worshiponline.com/

Cost of Living Differences Matter in Salary Negotiations!

Cost of Living Differences Matter in Salary Negotiations!

Cost of Living Differences Matter in Salary Negotiations!

If you find yourself looking for a new position in a higher or lower cost of living location, you want to make sure you come with the right tools when it comes to salary negotiations. Now more than ever, candidates hold what seems to be the majority of the cards during these negotiations, but you still need facts to back you up! As a Co-Founder of Froot Group Staffing, a church staffing company, I have been involved in many salary negotiations and I want to share with you a few things that may help you if you find yourself in this situation in the near future.

  1. Know Your Worth

This is the first measure you need to identify before factoring in the cost of living differences. In my opinion, your worth is not based on how much debt you have, whether or not your spouse works, or how many kids you have. Your worth is based solely on what YOU can bring to the table. Sure those other factors may cause you to make different decisions when it comes to finding the right job, but having more responsibility on your plate means you need to bring more to the table if you want to be worth more to an organization that is willing to hire you.

Education, years of experience, the quality of experience you have had in the past, staff you have overseen, ability to relate and connect with people, and other competencies are all factors that organizations will look at when factoring your worth. Knowing the results of some of these factors will help you (and the organization) determine what you are worth paying.

  1. Moving Up

I always receive questions from candidates I speak to about whether it is alright to move up in salary when transitioning from one place to the next. We always need to check our heart on this before diving into justifying it to ourselves, but in short I believe the answer is yes. Many organizations are not actively keeping up with inflation year to year in giving their employees raises, so use this transition as an opportunity to correct your worth with how inflation has grown.

Our number one ministry we are called to take care of is our families, so as long as our increase is in line with what we believe our worth is and how inflation has affected that worth, then I believe our hearts are in the right place when asking for this increase. Remember, 1 Timothy 6:10 says “For the LOVE of money is a root of all kinds of evil…”, not money in itself.

  1. Cost of Living Differences

Finally, this is the final factor in determining what salary number to present to the organization you are applying for. There are typically two different scenarios you will find yourself in. One, you are moving from a higher cost of living area to a lower cost of living area, or vice versa. Both can be difficult pills to swallow!

Housing costs are the largest factor in the cost differences, which often is driven by…you guessed it…location location location! If you are moving from Elkhart, IN to Miami, FL where the cost of living difference is around 53%, you can’t always expect a 53% increase in salary, because part of what you are “paying for” is the benefit of the location. Now you might look at that difference and say a 30% increase in salary is more reasonable, but maybe you’d need to find a house 20 minutes from your organization instead of 5 to expand your housing search.

I believe that the hardest move to make is from a higher cost of living area to a lower area. Making $80k in a city like Houston and a similar position in Canton, OH is going to equate to around $62k for a lateral move. However the same $400k house in Houston may translate to $250k in Canton, which is a HUGE difference and may actually give you more room in your budget after paying your mortgage. These are all factors to consider!

  1. Calculating Tools

The best tools I use to come up with some of these calculations are very simple to use. The first place I like to go to is bestplaces.net to give me a general idea of the cost of living differences. The site allows you to put in your current city, future city, and current salary to give you a rough estimate of what your current salary should laterally translate to in your future city.

Zillow is the next place I go to. I always try to cross reference what bestplaces.net is telling me the median home cost is with the actual types of homes I would consider purchasing through Zillow. Make sure those numbers align and adjust your cost of living differences as needed, though make sure your calculations are all lateral! Again, you’re not worth more because you want a larger house!

ChurchSalary.com is the final resource I typically use. This is one of the most robust tools because it calculates many factors, including the church specific position you are applying for. It does require a subscription, but many churches subscribe to this resource as well as search firms. If you become a Froot Group candidate, I would be more than happy to run a free report through ChurchSalary.com for you!

Written by: Alex Purtell

Alex is a co-founder of Froot Group, a church staffing company, and a worship pastor at Lifepoint Church in Lewis Center, OH.

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Pastor Appreciation Ideas: Over 50 Creative Ways to Bless Your Pastor and Staff

The #BlessYourPastor movement was started to provide free grant-funded materials to Christians, church boards and congregations to help them creatively show and share God’s love with their pastor and church staff. There is a great need for an outpouring of personal care and support, since most pastors and church staff faithfully serve and love their congregations while often facing real financial struggles. Research by the National Association of Evangelicals shows that many pastors are operating with limited financial resources to meet their families’ current and long-term needs. Fortunately, God is bigger than church paychecks and has many ways he can provide for his shepherds and workers through the generosity of God’s faithful people.

1 Thessalonians 5:12 calls Christians to show their deep appreciation to those who minister to them. Galatians 6:6 says people are to share all good things with the one who teaches them. So, the Bless Your Pastor movement invites church leaders and Christians to intentionally show and share God’s love for their pastors and staff members.

Here is a list of over 50 creative ideas for how you and others can Bless Your Pastor and staff.

Faithfully Pray

The best way to help your pastor and staff is to faithfully and regularly pray for blessings for them. Some ideas for specific blessings include praying for: • Intimacy with God • Marital love and unity • Spiritual protection • Divine guidance • Emotional and physical well-being • Parenting skills • Genuine friendships • Financial provisions • Daily wisdom • Personal encouragement • Helpful mentors • Effective ministry • Time management • Quality study and prayer times • Helpful training, courses and books • Leadership skills

Fondness

Let the pastor and staff know how God is specifically using them to bless, help and teach you to follow God. Remember their birthdays and anniversaries with a card, gift or social media post. Show appreciation for their strengths and give grace in their weaknesses.

Freedom

Give their spouses the freedom to be themselves and to find their own niches at the church. Let their children “be kids,” care about them, and pray for them.

Food, Fellowship & Fun

Prepare meals or baked goods for them (ask about favorite meals or certain foods to avoid). • Give them a gift card for groceries, restaurants, gas, fast food or coffee shops. • Give them food from your garden, orchard, hunting or fishing trips. • Invite them to your home or a restaurant for a meal. • Invite them or their family members to go fishing, sailing, camping, hunting, to the gym, concerts, plays or sporting events. Offer to cover some or all of the costs. • Offer them sports, concert or event tickets. • If you have a vacation home, timeshare, recreational vehicle or camping gear, offer to let them use it. • Share frequent flyer miles that can be used for conferences, vacation, mission trips or holiday travel. • Offer them the use of your dependable vehicle, SUV or minivan for a holiday family trip or vacation.

Freely Share

Share your skills and time to help with any of the following items: • Babysitting • Auto maintenance and repair • Home repairs, maintenance and projects • Decorating, painting and wallpapering • Haircuts and beauty treatments • Medical, dental and chiropractic care • Lawn and garden upkeep • Legal, estate and financial services • Tutoring or lessons for children

If needed, communicate in advance if there are any out-of-pocket costs they will need to cover (e.g., parts for a car repair or materials for home repair).

Finances

Faithfully give to your church, so your pastor and church staff can be properly compensated. Beyond the church salary, the Lord may prompt certain individuals to provide personal funding to help with any of the following items: • Bless Your Pastor and Staff Appreciation Offering • Marriage conference or retreat costs • Christian camp fees • Back to school fees, clothing or supplies • Children’s school tuition or contributions to 529 College Savings Plans • Mission trips • Lessons or tutoring • Family or couple’s vacation or getaway • Pastor’s conference, seminar or training • Seminary courses or sabbatical • Student loan debt • Retirement savings • Medical expenses

Pay It Forward

Most people have heard about “paying it forward.” Do you know you can also pay it forward by passing along possessions you no longer use or need? Possible items could include appliances, furniture, musical equipment, clothing, sports equipment or electronics. Ask if the items you may have available are actually needed and wanted by your pastor or staff families. Also, be sure they are in good condition and will not need costly repairs.

Note: Please be prepared to graciously allow your pastor or staff member to decline anything that you offer. Also note that most items mentioned here are not normally tax-deductible to the giver but are to be given out of gratefulness to God for what he has given to you.

For free PDF copies of this “50 Ways” list and a grant-funded 7-minute Bless Your Pastor training video and toolkit for church boards, visit BlessYourPastor.org.

Written by Brian Kluth. Brian is the national director of NAEfinancialhealth.org and spokesperson for the BlessYourPastor.org movement. Article was taking from Church Executive.

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10 Characteristics Of An Amazing Leadership Team

Last night I walked out of the room shaking my head.

God, I don’t know how you pulled this off, but this team is simply amazing.

Unified. Visionary. Encouraging. Fun. Passionate. Gifted. Transparent. Gracious. These are just a few of the words I’d use to describe the people who faithfully serve on CCV’s Leadership Team.

Your church may use a different name – Leadership Council, Governing Board, etc. – we simply use the phrase “Leadership Team” to describe the group of people called to serve the function of what the Bible calls “Elders.”

Whatever you call them, my prayer is your group is as gifted and passionate as the volunteer servant leaders I have the privilege of serving alongside. I tell Senior Pastors that I coach that every church ought to know the joy of being led well.

[Tweet “Every church ought to know the joy of being led well.”]

Since these kinds of things rarely happen by accident, I’d like to share with you 10 reasons why I think this team is such a special group.

  1. I’m not the smartest person in the room.
  2. I’m not the best leader in the room.
  3. I’m not the most committed Christian in the room.
  4. I’m not the oldest person in the room.
  5. Everyone knows how to humbly submit to each other.
  6. Nobody is afraid to speak the truth, in love.
  7. When they ask me to jump, I might stop to ask, “How high?”
  8. We have each other’s backs.
  9. We hold our tongues in meetings and only speak to something when we are 100% sure we have something of value to add. I speak fewer words in those meetings than anyone in the room.
  10. We tremble at the realization that God is actually leading His local church here in Philly through us, and therefore, are sober-minded in our task.

I’m sure the same thing could be said about your Leadership Team. If not, how these leaders act and serve would be good things to emulate.

What are other qualities you’d add to the list to make an amazing Leadership Team?

Written by Brian Jones, Senior Pastor at Christ Church of the Valley.  – to find out more about Brain, click here!

Looking for a new position? Stop by MinistryJobs.com and have a look at the jobs that are available! Ministry jobs are hard to come by and job hunting is no fun. We help ministry job seekers find their ideal role in their next ministry – for free! More than 6 million search for a job every day. Be found! Looking to list a job or an open position? We help churches and organizations get job openings in front of potential candidates. We have several plans and packages available. Today is the day!

12 Interview Tips for Youth Pastors

This is it! You’ve been working with a youth-ministry goal in mind, and you’re about ready to go in for your first interview—but how do you prepare?!

Don’t freak out. We’ve got you covered with 12 tips that will help you nail that interview.

1. Do your research

The church is not just looking for a rock star youth pastor. They’re looking for someone that can be an asset to their team. Their main concerns are finding a candidate who will fit with their culture and fulfill their mission and vision.

If you’re able to convince them that you’re that person, the job’s yours. Adversely, if you go in knowing nothing about them and simply talk about yourself, you’re likely going to miss out on this opportunity.

So make sure you:

  1. Scour the church website paying particular attention to their goals and mission.
  2. If possible, visit the church on a Sunday morning.
  3. Read up on the senior leadership. Check out their social media feeds.
  4. Discover what you can about the church’s history.
  5. Read this list of interview questions for youth pastor candidates, and prepare for each one.

2. Don’t overdo spiritual talk

While you definitely want to confirm your calling and show that you have a legitimate relationship with Christ, you don’t want to come in with your spiritual guns blazing.

They’re trying to get to know you, and stacking the conversation with too much spiritually charged language actually makes their job harder. It might feel like it helps you, but your interviewer will feel like they didn’t get to know you—and you might even come across as flaky.

3. Get your testimony under 2 minutes

It’s likely that the interviewer will want to hear how you came to know Jesus, so be prepared. If you’re not prepared, you’re probably going to ramble. You don’t want to do that. Practice your testimony until it’s a tight two minutes.

4. Turn your ringer off

Having your phone ring or alert you to notifications during an interview probably won’t ruin everything, but it’s definitely not going help. Nothing’s more awkward than that moment when you have to apologize and sheepishly remove your phone from your pocket in order to mute it.

It’s best to do it ahead of time.

5. Communicate your understanding of youth issues

You know that youth work isn’t all about pizza parties and shut ins. It’s about helping kids negotiate their way through the cultural minefield. Be prepared to communicate the major issues facing teens today.

The key here is not to simply focus on the obvious national issues that anyone could come up with off the top of their head, but to be able to also articulate local needs and concerns.

6. Have a plan to grow the youth group

Remember, you’re not simply selling your experiences and successes. You’re working to convince your interviewer that you’re the best candidate for the job. By coming in prepared with a plan to grow their youth group, you’re:

  • Communicating your preparedness and attention to detail
  • Addressing a specific concern for the church
  • Demonstrating that you understand how to grow your group

7. Be honest about your goals

There’s a strong pull to share the things you think your interviewer wants to hear. That means that you might be tempted to hedge on certain questions. For instance, if they ask you what your five-year goals are, you might be worried about telling them that you plan to be pastoring your own church by then.

It’s in everybody’s best interest to be honest. If you’re thinking about taking a youth working job as a stop-gap measure, the church deserves to factor that into their decision. And your honesty might even open up job opportunities in this church that you weren’t aware of.

8. Demonstrate that you understand the big picture

I know that you’re interviewing for a youth worker position, but you can’t allow yourself to be that myopic. The church is a community and by ministering to individuals, you serve the church. Be able to show that you can see the bigger picture.

You may be working closely with the youth, but you’re actually ministering to families—and, ultimately, the church. Your ministry isn’t happening in a vacuum, and they’re going to breathe a sigh of relief when they discover that you get it.

9. Be prepared to share your successes

This one can be really difficult. If this is your first interview for a youth position, you might not feel like you have enough wins to really sell yourself. Prepare by thinking about all of your accomplishments and academic, church, or work acknowledgements.

Try and come up with five successes that you can share, and make sure that you can communicate how they apply to this position or demonstrate that you’re the right candidate for the job. Make sure to prioritize those those accomplishments from most important to least. If the conversation veers away from this topic, you don’t want to have started with your weakest material.

10. Have a list of influencers

You can almost count on being asked about theologians, authors, and bloggers that have influenced you. If you’re not prepared for this question, your brain will go into panic mode and just give you white noise. Then, no matter how well read you are, you’ll end up giving the most obvious names.

Think through this question so that you can answer well. You don’t want to simply pull from the first A-list Christian celebrities that come to mind. They want to know that you’re thoughtful, and pulling out obvious choices is going to convince them otherwise.

11. Be able to articulate your call to ministry

Ministry isn’t just a job—it’s a calling. Be prepared to cogently (and briefly) explain when and how you knew that God had called you into ministry, and who helped to confirm that calling.

12. When asked about your weaknesses, be honest

If I ask a candidate what their weaknesses are, I’m not looking for a reason to disqualify them. I want to know how honest they are and, more importantly, how introspective and self-aware. It’s a huge strike against them when they give me answers like:

  • I love too much
  • I work too hard
  • I’m too focused on my spiritual life

Be honest about your struggles. If it helps, be able to communicate the strengths that those weaknesses represent—and the steps you take to mitigate those problems.

Nailing an interview is a skill

When you’re prepared, you feel confident. When you feel confident, you help create an environment where everyone is comfortable and affable. Remember the most important element of any interview is the prep that goes into it. If you’re adequately prepared, the interview should be a breeze.

Good luck!

Written by Jayson Bradley – to find out more about Jayson and read more of his writings, check out his blog!

Looking for a new position? Stop by MinistryJobs.com and have a look at the jobs that are available! Ministry jobs are hard to come by and job hunting is no fun. We help ministry job seekers find their ideal role in their next ministry – for free! More than 6 million search for a job every day. Be found! Looking to list a job or an open position? We help churches and organizations get job openings in front of potential candidates. We have several plans and packages available. Today is the day!

Why the Grass Isn’t Greener at that Other Church

If you haven’t noticed, church staffing has become a competitive market in recent years. So much so that a quick Google search of “Church Staff Search Firms” will provide you with a list of companies whose entire purpose is to help staff local churches, and whom didn’t exist 20 years ago. By the way, some of these search firms are very good at their jobs.

It’s easier than ever for church staff members to change churches…and they are. Unfortunately, staff longevity is becoming a rare thing in churches. I frequently have conversations with churches that are looking to hire a new team member or a team member who is looking to make a move to a new church.

And while moving to a new church may be what God wants you to do, it’s important to remember that the grass isn’t always greener at that new church.

Your Expectations may not be Reasonable

Often times I hear sad stories from church staff members about how the church or their Pastor hasn’t met their expectations. Expectations that go unmet can create all kinds of hurt and disillusionment. However, your expectations may not be reasonable. It’s not your pastor’s job to disciple you, working at a church isn’t always rainbows and unicorns, and I know you got into ministry to be a part of life-change and people meeting Jesus but this is your job, you don’t get to get paid to do a hobby (and you shouldn’t get paid to have coffee with people all day long). So, temper your expectations (by the way, the secret to happiness in life is low expectations).

The Problem isn’t “out there”

Typically, when I hear church staff members talk about leaving their church the conversation focuses on a problem or series of problems at the church they’re currently serving in. The first bit of input I consistently find myself providing is this: “If God has given you the insight through His Spirt to see something in the church you serve at that needs to change, instead of criticizing it why don’t you try and help it be what you see God wants it to be?” Maybe the problem isn’t with the church, maybe the problem is you’re not being solution oriented and you’re focusing on what’s wrong instead of trying to help it get better.

Planting a New Church may not Fix it

When things get tough, many young leaders are opting to leave and plant a new church. And while I’m all for planting new churches to reach new people, too often these new churches are planted for all the wrong reasons by all the wrong people.

Sometimes you have to Create the kind of place you want to be

I firmly believe, that if at all possible (it isn’t always), the best option for you and the best option for your church is for you to stay and figure it out. You will grow through the process and the church will experience the benefit and fruit of you staying and figuring it out. Sometimes it’s worth staying and creating the kind of place you want to be.

Work at a church? Trying to figure out if it’s time for you to leave your church? Check out this post about “Why Church Staff Change Churches.”

Written by Paul Alexander – to find out more about Paul and read more of his writings, check out his blog!

Looking for a new position? Stop by MinistryJobs.com and have a look at the jobs that are available! Ministry jobs are hard to come by and job hunting is no fun. We help ministry job seekers find their ideal role in their next ministry – for free! More than 6 million search for a job every day. Be found! Looking to list a job or an open position? We help churches and organizations get job openings in front of potential candidates. We have several plans and packages available. Today is the day!