One of the most difficult parts of searching for a new position is determining whether an organization will be a good culture fit for you (and vice versa). Just because an organization is in the same location, size, or denomination as your previous roles, there’s no guarantee that you will instantly feel at home on the staff team.
Starting a new job will always be difficult, but if the existing culture lines up with your values, work ethic, and interests, the transition will be much smoother. Here are 6 questions to assess if an organization is a good fit for you.
1. Have you looked through the organization/senior leaders’ social media?
Social media is a great place to start looking for glimpses of an organization’s culture. Are they retweeting thought leaders or pastors you admire? Are they posting anything social or political that you feel lines up well with your personal view? Do they have a sense of humor and post funny videos that you enjoy?
A quick scan through an organization’s Twitter feed or Facebook page will often give you a small peek into what the culture of the church is.
2. Where is the organization located within the community?
Something as simple as an address can give a good idea of the community an organization is reaching. As a candidate, this will help you assess whether that is where your feeling lead to serve during this season.
For example, if you are applying to church or ministry, ask: are they a missional church in the heart of the city and serving the downtown community? Or are they a suburban church serving mainly families and students and in a suburban environment? Are they in an affluent part of town, or a low-income area?
These are all essential questions to ask because they often play a significant role in the church’s culture.
This is especially helpful for churches in their ministries of focus. Taking a quick look through a church’s programs can help you figure out if the ministries most important to them are also things that you are passionate about.
Does the church provide a homeless shelter, food bank, or foreign missions? What about daycare, senior assistance, and after-school programming? These are just a few examples of initiatives that a church or organization can lean into as a part of its mission.
4. Is this organization part of a particular denomination or network?
Each church or organization is unique, even within a denomination. That being said, you can usually get a good idea of where it is theologically and socially by looking at the other organizations in its denomination or network.
Even when applying for non-denominational churches, it’s important to check which denomination they came out of, if any. Maybe a church was with a denomination for 100 years and just made the transition to non-denominational in the last 20 years. Even though it may not be evident on the outside (or even to most of the congregation) those early influences can still be present deep down.
5. Have you watched or listened to services?
If you are interested in working at a church, it’s crucial that you listen to some sermons from the senior pastor. Most churches have services recorded or streamed on their website, so it should be relatively easy to access this unique window into a church’s culture. Keep in mind that a church may offer multiple services geared towards different crowds, so make sure you are looking through all the different service types.
6. Have you searched online for news articles or external pieces about the organization?
It’s always great to get some external perspectives on how a church or organization is working in its community. Searching local news sites can be helpful as well.
We always recommend learning and having as much information as possible about the church you are interested in working. It’s not only a great way for you to assess if it’s a good place for you, but it also shows the staff team that you’ve done your research and understand what they are trying to achieve.
What are some aspects of a church or organization that would make you excited to work there?
Ten years ago, it would be uncommon to find the technical director position on most church organizational charts. Since that time, technology has been woven into nearly every aspect of our everyday lives, including the church. In our work at Vanderbloemen, we often hear concerns of clients about the technology aspect of weekend worship services. We usually get the same three questions that center around the idea of hiring a technical director.
What does a technical director do?
When should we hire a technical director?
Who should we hire?
To better understand these questions, I reached out to a great friend and ministry partner. He has navigated this space over the past 20+ years of technology changes in his time as a Worship Pastor, Creative Director and now Church Consultant. Below are his insights on the technical director position.
What does a Technical Director do?
A technical director role will look different in every organization. However, the overarching theme is a highly skilled individual that can oversee the development, management, and implementation of all aspects of the AVL (audio, video, lighting) systems in an organization. This position can sometimes include stage design or IT networking, depending on the size and needs of the organization. In layman’s terms: if it plugs in, the technical director is likely responsible for it.
When should we hire a Technical Director?
Creating a new position typically stems from one of two things: either planning for the future or reacting to a pain point in the ministry. Here are some questions to help assess if it is time to think about resourcing this role.
-Who manages your AVL systems now? Is it your Lead Pastor, Creative Pastor, Worship Leader, Youth Pastor, Volunteer, or no one? Whether it is a paid or volunteer position, someone needs to oversee this area.
-Does this person have the adequate time, skills and knowledge needed to invest in these systems? If the functionality of this area is an afterthought rather than a passion, you probably have the wrong person in this seat.
-If the person managing your systems is someone else on staff, does managing these systems make him/her less effective in the primary role? Know your gifting! Just because your worship or youth pastor can do this work doesn’t mean he/she should.
-Are the systems too complex and require more attention than what a volunteer or existing staff member can effectively handle? Know your teams’ limits. Dabbling in something and being proficient are two entirely different things. Technology requires proficiency.
Businesses and organizations often fail because staff members are not doing the jobs they are wired for and passionate about.
-If you are actively investing in AVL equipment, have you thought through who will maintain and operate this equipment long term? Technology is expensive. Make sure you have someone with the expertise to know what you should be investing in and how to take care of it.
-Have you sought outside consulting to professionally evaluate your systems and management? Outside perspective is healthy and always a good idea for every organization. Find someone who understands your vision and can help with developing a realistic plan for your church AVL Systems. Don’t try to do it alone!
-Can the church afford a part-time, full-time, or contracted position? If not, you may want to try to make the smaller investment in training the individuals you already have.
Who should we hire?
Before deciding what type of person to hire, you first need to know what your church or organization needs. Create a team comprised of some people on the technology team and some fresh outside eyes. Discuss what the needs of this role are and what type of skills a person needs to fill those needs.
Always keep in mind this person will not only need technical skills, people skills as well. Here are some questions you can ask a candidate to help assess their skill set and passion areas:
How do you feel technology impacts the local church and community?
Why do you desire to pursue a technical director position?
How and when did you get started in technical arts?
With AVL systems becoming more and more networked based, how are your skills working with networks and what experience have you had in networking systems?
What area(s) are you’re most skilled in? Least?
Do you see yourself as an out-of-the-box thinker or a straight-line thinker?
What are your creative strengths & weaknesses?
Creating a new position for your staff can be a daunting task, and it can be hard to know where to begin. However, by asking the right questions, staying true to your church’s mission, and seeking outside help if necessary, you will be setting yourself up for success.
How has your church adopted a new role on staff in the past?
Before I joined Vanderbloemen, I wrote for a trade publication covering the 401(k) industry. During my time there, one phrase was brought up a lot – “retirement saving crisis.” Many people don’t like to think about growing old and retiring. As a result, they don’t save for retirement. In fact, a 2015 survey of more than 4,000 pastors found 33 percent had less than $10,000 saved for retirement and 92 percent listed insufficient retirement savings as one of their main financial concerns.
While this issue is something that applies across the board, there are some aspects that make this challenge especially difficult for pastors. For example, many lead pastors are typically their own employer. This means that unless they have gone through the process of designing a retirement plan for their church, they likely don’t have access to an employer-sponsored retirement savings vehicle.
Also, according to research released earlier this year by the Barna Group, the median age of pastors is on the rise. The research firm’s president, David Kinnaman, put it this way, “...there are now more full-time senior pastors who are over the age 65 than under the age of 40.” In other words, there are many full-time pastors in or nearing the retirement age. That said, just like succession planning, it’s never too early to start thinking about saving up for retirement. Many financial professionals advise saving for retirement as early as possible and contributing around 15% of your income. If you don’t currently have access to a retirement plan at your church, here are some alternative options you can consider to start saving for retirement now.
1. Open an IRA.
One of the most straightforward ways to save for retirement on your own is to open an individual retirement account (IRA). Much like a savings account, you can deposit funds into an IRA and save up for retirement. Unlike savings accounts, IRAs can be tax-deferred. When you open an IRA, you can choose between a traditional IRA or a Roth IRA. In a traditional IRA, the money you deposit can be tax-deferred and the money you invest grows in the account without being considered taxable income. A Roth IRA is the exact opposite. You pay taxes on the income you put into the account, but you get to withdraw the money in retirement tax-free.
Currently, you can only contribute up to $5,500 annually into IRAs. However, the cap is raised to $6,500 a year for those 50 years of age or older.
2. Look into what your denomination offers.
Even if your church doesn’t currently offer a retirement savings plan, some denominations offer retirement plans for their members to participate in. If you’re certified or affiliated with a certain denomination or religious organization, you may want to check if there are any retirement savings plan options available.
For example, The Foursquare Church offers a Foursquare Retirement Plan for eligible members. The United Methodist Church has similar options for clergy and employees of UMC organizations who serve as sponsors of the plan. Group retirement savings vehicles like these may be offered as more of a supplemental way to save for retirement, but if you haven’t started building your “retirement nest egg,” it could be a good place to start or at least explore your options.
Even after writing about 401(k)s for almost a year, the financial jargon and investment lingo still intimidate me. If you’re like me, a financial advisor would be a good investment. There are many statistics and “financial crises” out there to make anyone panic, but that information alone is not going to help. You can be a mindful steward of your finances and resources without being perpetually worried about whether you have enough money to retire. A financial advisor can take that panic and help convert it to a practical plan for your future.
What are some ways you find helpful to prepare for retirement as a pastor?
The Vanderbloemen Leadership Podcast brings you interviews from leaders across the theological spectrum of the global Church. Our goal is to bring you thought-provoking interviews that encourage you, challenge you, and help you build, run, and keep great teams.
In today's episode of the Vanderbloemen Leadership Podcast, William talks with Rusty George, Lead Pastor of Real Life Church in Valencia, California.
Rusty George is the Lead Pastor at Real Life Church in Southern California; a multi-site church with campuses in Canyon Country, Valencia and a large online community. Under Rusty’s lead, Real Life has become one of the fastest growing churches in America–growing by 111% in 2011 alone.
Beyond leading his church of 6,000+ members every weekend, Rusty is a global speaker, leader and teacher focusing his message on helping people find and follow Jesus. Rusty has also written several books and writes regularly on his website.
His latest book is Better Together: Discover the Power of Community.
Rusty talks with William about:
Building a church literally from the ground up
The best way way to deal with disappointment in ministry
Why a church leader's top priority needs to be community
How to navigate a feeling of failure as a pastor
The right place to entrust our value and worth
Why Community Is Essential To The Advancement Of Your Ministry with Rusty George - SoundCloud (1435 secs long)Play in SoundCloud
Church leaders often feel the tension of loving the church, desiring to serve faithfully, and balancing their responsibilities with family and the other demands of life. Maintaining a balanced life can be a constant struggle. Even the most successful pastors have battled in the arena of busyness and succumb to a sense of guilt that no matter how much they do it is never enough.
Most often there’s a marriage relationship to be maintained and repaired, and there are children to be loved and nurtured. Dedicated church staff members want to completely fulfill the job description as well as the self-imposed expectations of their own ministries. The competing demands on time and energy can be draining. The question is, how do church leaders keep from getting in that position in the first place?
Here are some steps to achieving and maintaining balance as a church leader.
1. Fill up your tank.
It’s daunting to look down from the road and realize the fuel tank is on empty. There’s an immediate rush to find the nearest station! The key to fighting this rush is looking down the road more often and refueling regularly. Church leaders give so much of their time, energy, and spiritual gifts that they could be at risk of burnout if not refueled regularly.
Martin Luther said, “Prayer is the most important thing in my life. If I should neglect prayer for a single day, I should lose a great deal of the fire of faith.” Things like a daily personal devotion, coaching and consultation with respected counselors, regular time off, ministerial conferences, etc. will provide an outlet to recharge. Don’t assume that sermon preparation is also developing and deepening your faith. While that might happen, only a concentrated attention to personal prayer and reflection will develop a pastor’s emotional and spiritual core.
2. Build accountability.
People who know you well and observe your life regularly can almost always tell when you are getting out of balance sooner than you could yourself. If married, your spouse should be your greatest ally and one that can quickly recognize imbalance. Listen to it. This person knows you better than anyone else (and sometimes yourself). Outside of spousal relationships, it’s vital for pastors to invite other people close to them who can speak wisdom and truth when necessary. Give the people close to you permission to identify when your life is out of alignment.
God, family, ministry. Date your spouse and set aside time for family. One of the hardest lessons learned as a pastor was the necessity for committees and ministry teams to sometimes meet without me. I had to give up some control, but the payoff was huge with my family. Practice the art of saying “no”. Even the most effective church leaders aren’t able to do everything needed from them. Ministry work is extremely important, but no more important than a church leader’s family.
4. Engage in delegation.
Involve your team by handing over greater responsibility. It’s important to remember you are usually not the only person who can do the job. More often than not, your staff team is a valuable resource that can take on responsibility (if you let them).
Delegation keeps your life in balance while simultaneously giving a development opportunity to those who share in the work. It is key to make sure your team knows all the necessary information to complete the task and your established expectations. If you have communicated clearly, methodology shouldn’t be an issue. Simply put, just because an employee does things differently doesn’t mean they won’t do the job right.
5. Exercise Consistently.
Studies have shown that stress and imbalance can be corrected with regular exercise. In 1 Corinthians 6:20, Paul wrote: “You are not your own… Therefore honor God with your body.”
Church leaders especially should consider the habits of walking, jogging, biking, or going to a gym to lift. It’s therapeutic, healthy, and could improve your capacity in ministry. Performance and personal satisfaction are heightened when the body is strong and capable.
6. Give up perfection.
Seeking perfection is time-consuming and often unrealistic. Instead of succumbing to the pressure of dotting every “i” and crossing every “t”, do the best you can in the time you have. A balanced view recognizes that God calls us to tasks in all areas of life and that no one area can command all our time. In times of high demand, your effort is best placed on activities of the highest priority; lesser priorities may have to slide. When God gracefully blesses our efforts, it makes us more thankful for His provision and care.
The tension of competing demands can be considered a sign of vitality. The fact that church leaders struggle with imbalance shows a zest for life and the desire to use the talents and gifts given to enrich the lives of others. A healthy mind and spirit inhabiting a healthy body should be every church leader’s objective.
What are some ways that you’ve battled imbalance as a church leader?
No matter the situation, firing someone is a difficult and sometimes an uncomfortable thing to do. Firing someone who is volunteering their time can be even worse. We often tolerate in volunteers what we would not tolerate in an employee because the volunteer is not getting paid. Oftentimes it feels like it would be easier to just keep them on the team rather than have a difficult and potentially awkward conversation.
In a workplace where volunteers are almost always needed, it can be hard to tell a volunteer they can no longer serve in a particular capacity. Here are 4 suggestions for how to gracefully fire a volunteer who is a poor fit for the position in which he/she is serving.
1. Affirm his/her calling to serve.
Everyone is called to serve the body of Christ. Just because a particular ministry may not be a great fit for this specific volunteer, start the discussion by affirming the volunteers calling to serve the local church and the body of Christ.
2. Thank him/her.
Whether they were a good fit or not, this church member did just give countless hours to serve in a volunteer capacity, and that should be acknowledged. Thank the volunteer for the giving of his/her time to do something helpful for the church.
3. Be honest.
Have an honest conversation with the volunteer as to why he/she will not be allowed to serve in a particular capacity any longer. Communicating why you feel the volunteer is not a good fit for a ministry or position might bring to light something the volunteer had never considered before or noticed in himself or herself. Many times, A poor fit is due to poor self-awareness. Being honest with your volunteers can help them learn from their mistakes and help them discover something about themselves that they might not have known.
4. Suggest an alternate position.
Was this volunteer poor in one area, but maybe gifted in another? Recently, I was talking with a pastor who had to fire a volunteer from student ministry because the volunteer just was unable to connect with students on their level. It simply wasn’t working. However, the volunteer was very gifted in the area of media and tech. After affirming the volunteer’s calling to serve and thanking him for the time he’s already given to the church, the Pastor informed the volunteer he could no longer serve in student ministry because he did not feel it was a great fit for the volunteer or the ministry.
However, he then went on to suggest that the volunteer serve on the weekends in another capacity helping the media relations team. The pastor was able to redirect the volunteer into a position that better suited the volunteer’s giftings and still allowed the volunteer to serve the church. In turn, the volunteer felt more appreciated and motivated to serve the church well.
Volunteers are not simply “free-labor”. After all, there are definite costs associated with volunteers – the financial costs of training programs, the time and effort it takes to mentor and pour into volunteers, etc. Keeping a volunteer on a team just because you assume it doesn’t cost the church anything to do so is a myth that needs to be understood.
By affirming their calling, thanking them for their time, being honest and redirecting them to a position that might be a better fit, you will save both the church and the volunteer significant time, money, frustration and disappointment in the long run.
How have you had to deal with this experience in the past?
Every time we launch a new search, we will receive an email or two from our client letting us know that they’ve been approached about the position we are helping fill. This shouldn’t surprise me, but I always wonder why individuals try to skip out on the benefit of using an objective third-party in their job search. I’m sure there are several reasons, the most common being that they know someone on staff or want to have a personal connection with the church.
This makes perfect sense, but that approach (and others like it) fail to consider the trouble it could lead to. Here are the top 5 potential troubles when applying directly and attempting to bypass the search firm:
1. Job Security
This is by far the most important consideration to make when thinking of taking a new position. When job seekers apply directly to a church, they risk the churches contacting their current employers and jeopardizing their current roles – before they’ve even been considered.
Executive Search firms provide confidentiality for job seekers. What I’ve learned over the years is the church world is much smaller than people think. It is easy for a hiring pastor to call up a friend and get the scoop on a candidate (even though it may not be objective), and make a snap judgment. With a retained search firm, candidates don’t run that risk.
Note: Be careful using a search firm that doesn’t communicate clear expectations about confidentiality.
As many job seekers know, it is rare to find your next ministry position after your first application. When candidates approach a church directly, they will miss out on other opportunities that could be a closer match to what they are looking for. This is a huge benefit to using a search firm in the search process.
Though candidates seeking placement cannot hire us, it is our job to help churches find their best match. Every day, we look back over previously reviewed candidates and consider them for current openings. In fact, often these are the individuals who are placed at churches.
3. Falling Through The Cracks
Most churches are not equipped to handle the flood of resumes that come in when they announce an opening. Many people want to be in vocational ministry; there are certainly more people interested than there are paid openings on church staff. Because of this, the hiring manager or committee chairperson is often flooded with resumes and emails regarding the opportunity. In the case of the hiring manager, they are typically overworked already (hence the need for a new hire) and will struggle to filter through all the resumes, let alone send back correspondence with each.
The committee chairperson is a volunteer who is also balancing work and home life in addition to the volunteer position on the search committee. This person likely doesn't yet have a great system for reading through and corresponding with the hundreds of applicants who are interested. The net result is that people, unintentionally, fall through the cracks.
Full disclosure: Before I came to work at Vanderbloemen, I applied to a large growing church. I made it past the introductory phone call, and had a face-to-face interview, which went well. After it was over, I waited a week and emailed to the person who interviewed me. No response. One week later, I called and left a voicemail. No response. I was not only hurt, but also upset. The pain of rejection is deep, but the pain of being ignored and forgotten is deeper. At least had I been rejected, I would have closure. Thankfully, I’ve healed from this. However, I’ve let my own experience influence how Vanderbloemen communicates to candidates – and continually improves our communication. We are always looking for ways to make this better.
4. Not Hearing Objective Feedback
Just as I never heard back, often candidates who apply directly wouldn’t hear why they were a mismatch from the church they’ve applied to (even after an interview). By using a search firm, if you advance to the later stages and get the opportunity to interview, you’ll have the chance to ask questions to an objective 3rd party – our consultants. The consultants have our clients in mind, and can give objective feedback on why you might or might not be the right fit for a particular opening. This feedback is invaluable because it may help you clarify your ministry direction.
5. Avoiding Awkward Conversations About Money
Even in the ministry world, there are few more potentially opportunity-derailing conversations than those that happen around salary. Salary negotiation is a delicate process because both sides are required to trust those that they don’t yet know. I’ve heard of pastors outright rejecting job offers because of salary and never finding out that the church was expecting to negotiate. And other times that both sides couldn’t come to terms because they thought the other was playing hard to get.
Without an objective third party, there is no one to bring the candidate and the church back to the table to discuss. Search firms can step into the middle and mediate these conversations, so that no one gets gouged, and everyone ends up a winner.
Have you experienced a difficult process when applying directly to a church?
The Vanderbloemen Leadership Podcast brings you interviews from leaders across the theological spectrum of the global Church. Our goal is to bring you thought-provoking interviews that encourage you, challenge you, and help you build, run, and keep great teams.
In today's episode of the Vanderbloemen Leadership Podcast, William talks with Kieran Mathew, Founder and CEO of Amplify Solutions in Toronto, Ontario.
Kieran Mathew is the CEO and Founder of Amplify Solutions, a full-service marketing firm in Toronto, Ontario. After spending a summer in a consulting internship, Kieran found himself thinking about helping clients to grow their business within the university market. Kieran saw that business executives valued the opinions of students highly, and began to realize he understands this market better than most of the clients (being a student himself). From there, he began consulting for top Canadian corporations on how to effectively cater and sell to students. Kieran founded Amplify in July 2016.
Kieran has always been a problem solver, with two years’ work experience doing business development and serving as a marketing analyst for start-ups. Kieran has served on the executive teams of several different Western philanthropic organizations and the Huron University College Student’s Council.
Kieran talks with William about:
How to communicate vision across multiple locations
Building culture on a team that doesn't work together
How to interview for a culture fit
The importance of references in the hiring process
How to drive culture through an organization from the hire
Building Sustainable Staff Culture Across The Country with Kieran Mathew - SoundCloud (1596 secs long)Play in SoundCloud
God has uniquely equipped every person in the Church with specific skills and gifts. As Christians, we are tasked with utilizing these in our community and within our local church body. Using our God-given skills as a volunteer is a fantastic way to serve the church while simultaneously lightening the load of a church’s staff.
Some of the most common volunteer teams in churches are greeting, worship, parking, and children’s ministry. However, there is tremendous value in creating volunteer positions for a more specialized skill set. You could have many dedicated members of the church who are just waiting for the opportunity to serve in a unique way.
Below are a 3 volunteer positions churches should consider having.
1. Disaster Response Coordinator
Lord willing, this person wouldn’t need to step up often. However, if a tragedy strikes your community, the Body of Christ should be on the front lines of offering hope and healing to those impacted.
In a time of crisis, the church needs to be proactive, not reactive.
A Disaster Response Coordinator would oversee all volunteer efforts that pertain to the crisis, like home repairs and temporary shelters. Another big part of this role would be supply and donation coordination. When crisis strikes, it's key to have an organized, central area for donations so that they can be distributed to those in need.
Who would be a good fit? Former or current first responders, military professionals, event planners, or public safety officials.
2. Stewardship Director
Stewardship of your church’s resources is vital, and so is the stewardship of its personal finances. The Stewardship Director would be a trusted advisor to the church and the congregants.
Many lead pastors haven’t been equipped to head up the “business side” of leading a church, so having someone in the congregation to lean on and help make major financial decisions is imperative. For families and individuals, this person can be a trusted advisor for financial planning and debt management. Depending on your church’s capacity, this role could eventually mold into a full-time role on staff.
Who would be a good fit? Financial planners, investment professionals, banking executives, and retirement planning experts.
3. Community Liaison
We often hear stories of churches that are full of people ready and willing to serve their community, but simply lack the knowledge of where to start. The Community Liaison would be the eyes and ears of the church in the community. This person would network with public officials to stay in touch with current needs in the community, or connect with local clubs, scouting organizations, and nonprofits to create partnerships in supporting the community.
When a need arises, this person should coordinate and provide the volunteers with opportunities to serve the community. He/she should also find and organize resources that are needed within the community.
Who would be a good fit? Retirees, local entrepreneurs, retired city officials, and community organizers.
What are some other unique volunteer positions that your church has adopted?
It’s no surprise that the youth pastor position has one of the highest turnover rates on a church staff. The role is increasingly becoming harder to fill and it’s extremely rare to find a youth pastor who desires to stay in his or her position for life.
However, not all hope is not lost for your student ministry! These 3 ideas for church leaders will help them retain their quality youth pastors for the long haul.
1. Develop and invest.
Most pastors, no matter the age or background, desire to be developed and mentored. Though not all youth pastors are on the younger side of the age bracket, a strong majority are.
Developing and investing in your youth pastors is a key element to prolonging their time on staff.
This is one of the best kept secrets of the Millennial generation. In a study from the Harvard Business Journal, the top criteria that millennials are looking for in a boss is someone that “will mentor and coach me” and “will give me straight feedback.” Taking the time to invest in your youth pastor will not only help keep your youth pastor engaged longer, it will also build enduring trust and loyalty.
If it is not feasible for you to personally spend this time with your youth pastor, there are many other practical ways to fulfill this need.
Connect him/her with a more experienced staff member on your team
To be clear, we’re not suggesting you put all youth pastors on your leadership team. However, giving them an opportunity to earn a seat at that table and giving them that seat if they do, will create an environment of longevity among your younger pastors.
Being a youth pastor isn’t the only experience “stepping stone” to becoming a lead pastor anymore. Young pastors can become campus pastors, teaching pastors, or plant their own churches! It seems that the role doesn’t hold the same amount of opportunity it used to, but that doesn’t have to be the case.
If you don’t have the room on your leadership team to offer to someone new, there are still ways to hand responsibility over to staff members. Give your youth pastors an opportunity for leadership in other ways. Allow them the chance to earn more autonomy in their ministries. Give them a budget to manage. Let them hire assistants. Give them a chance to share their ideas with the Lead Team. Bottom line: give them the opportunity to grow and take on more responsibility.
3. Provide opportunities to teach.
This is one of the best ways to retain young youth pastors on your staff. Preaching/teaching is a learned skill, so most pastors want the chance to develop and improve their teaching abilities.
When one of our team’s consultants took his first job in ministry, he was given the opportunity to preach on the “main stage.” It made an incredible impact on him and his ministry. This was no small opportunity for him as a young pastor. The was a church ran 6,000 in size on the weekend and was broadcast locally in the area. While he wasn’t an expert at preaching just yet, he certainly got better through that experience. It allowed him to improve his communication and receive valuable feedback from the church’s teaching team.
Recruiting and retaining great staff is something our team here at Vanderbloemen thinks about constantly. Retaining great staff is a piece to the puzzle that’s worth investing in as a church. At the end of the day, young pastors want the opportunity to grow, improve, and lead. Give them the chance and you’ll grow your team for years to come!
How has your leadership team invested in your youth pastor roles?
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