The Right People on the Bus
"The people you call around you will greatly determine the level of your success." (John Maxwell) In his book, "From Good to Great", Jim Collins states that one of the central ingredients for the businesses that have gone from being a good company to a great company, is that the leader has placed the right people (staff) on "the bus". Much like a football coach needing to hire his assistants, the Pastor must have the church's blessing on the hiring and firing of personnel.
One of my fellow doctrinal students did his thesis on calling church staff. In his findings, committees felt that they had called the right person in only 26% of the cases. When you consider that there are many churches, often larger than yours, looking to fil the same staff position, it only adds to the pressure and difficulty.
Here are a few questions I am often asked.
How often should you call a staff person? In my readings and experience, I have discovered that in order to staff for growth, you must call a ministerial staffer for every 150 people you are trying to reach in Sunday School. This means, if you are having 150 in attendance, you need to call a second staff person to reach 300. When a minister is called, he not only takes on new work, but new lay leaders are drawn to his ministry. When the minister and lay leaders work together, they produce the growth. That is why it is essential that every minister knows how to recruit and train lay leaders. In my opinion, without this, growth will be very limited.
What position do you call? This, of course, varies from church to church. I feel music and education are the first two positions that need to be filled. We currently have eleven full-time ministers, and two full-time directors. When we open a staff position, we try to look and see where God is moving in our church and community. Currently, the highest number of visitors we have on Sundays are single. Therefore, our next staff position will be a Minister of Singles.
How do you call staff? I am sure there are many effective ways. In our process, we vote as a church to open the position and elect a Search Committee. The committee meets with me and the future staff supervisor to draw up a job description and a profile of who we need. My staff member and I then go and look for that person. When we find a compatible candidate, we take them to the committee. If the committee approves, they will take the candidate to the church for a vote. I am much more comfortable with the committee voting down my recommendation, than me voting down theirs. Also, the more I am involved in the calling of staff, the fewer problems I have once they are on board.
Who do you look for? Find the best. If you can't afford the best, hire the young. Then grow the young to become the best. Personally, I look for someone who loves Jesus, has a great attitude, high integrity, believes the Word, has a strong work ethic, a supportive wife, has a successful track record in at least one church, and fits well in personality and philosophy with our church.
How can you afford to call additional staff? How do you pay for the vision? Until next time.
One of my fellow doctrinal students did his thesis on calling church staff. In his findings, committees felt that they had called the right person in only 26% of the cases. When you consider that there are many churches, often larger than yours, looking to fil the same staff position, it only adds to the pressure and difficulty.
Here are a few questions I am often asked.
How often should you call a staff person? In my readings and experience, I have discovered that in order to staff for growth, you must call a ministerial staffer for every 150 people you are trying to reach in Sunday School. This means, if you are having 150 in attendance, you need to call a second staff person to reach 300. When a minister is called, he not only takes on new work, but new lay leaders are drawn to his ministry. When the minister and lay leaders work together, they produce the growth. That is why it is essential that every minister knows how to recruit and train lay leaders. In my opinion, without this, growth will be very limited.
What position do you call? This, of course, varies from church to church. I feel music and education are the first two positions that need to be filled. We currently have eleven full-time ministers, and two full-time directors. When we open a staff position, we try to look and see where God is moving in our church and community. Currently, the highest number of visitors we have on Sundays are single. Therefore, our next staff position will be a Minister of Singles.
How do you call staff? I am sure there are many effective ways. In our process, we vote as a church to open the position and elect a Search Committee. The committee meets with me and the future staff supervisor to draw up a job description and a profile of who we need. My staff member and I then go and look for that person. When we find a compatible candidate, we take them to the committee. If the committee approves, they will take the candidate to the church for a vote. I am much more comfortable with the committee voting down my recommendation, than me voting down theirs. Also, the more I am involved in the calling of staff, the fewer problems I have once they are on board.
Who do you look for? Find the best. If you can't afford the best, hire the young. Then grow the young to become the best. Personally, I look for someone who loves Jesus, has a great attitude, high integrity, believes the Word, has a strong work ethic, a supportive wife, has a successful track record in at least one church, and fits well in personality and philosophy with our church.
How can you afford to call additional staff? How do you pay for the vision? Until next time.
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