Posts Tagged ‘staff’

Leadership Pipeline

Friday, April 30th, 2010

While in a seminary leadership class I read a great book on leadership by Ram Charan et. al.; The Leadership Pipeline: How to Build the Leadership Powered Company. The book discusses why corporation often fail to develop leaders in their organizations. The root problem, Charan proposes, is that the organization does not think about the skills and training necessary to develop a leader in their organization. Rather than preparing and promoting the best leaders they promote the best performers who often are not the best leaders. For instance, the best salesman in the organization may be great at sales but mat never be a good sales manager.

The book proposes that to develop leaders in an organization the organization needs to first identify the skills and abilities necessary for the next level of leadership. Then they can train to and promote to those skills and abilities.

I think this is true in the church world as well. It seems that those who are the best communicators or have the best stage presence are pushed into leadership in the church, whether they are good leaders or not. I think we have failed to identify the skills and abilities necessary to lead in the church. We, therefore, train and promote communication ability and neglect other necessary skills and abilities.
We need to identify the skills and abilities necessary to lead and start training to and promoting to those. Below I’ve started a list of skills and abilities that I think are necessary for leadership in the church. What would you add or subtract and why?

Communication (While I think this one is over-emphasized I don’t think it should be left out.)
Team Building
Project Planning
Delegation
Time Management
Supervision
Task Evaluation
Leadership Evaluation

To Hire or not To Hire

Thursday, January 7th, 2010

In the past 13 years, I’ve had the privilege of serving in both volunteer and staff leadership positions in churches and parachurch organizations. It’s interesting to me how haphazard many churches are with regards to identifying which jobs are volunteer positions and which jobs are staff positions.

The problem seems to be that the decisions are driven by pragmatism rather than vision. Pragmatism works well for short-term decisions. The decision to fill a position with staff or volunteers is a strategic decision that has far reaching consequences. Leadership teams, therefore, need to have a firm vision of the difference between staff roles and volunteer roles in the structure of the church.
It is important to remember that it is not the staff’s responsibility to do the ministry of the church. It is the whole church’s responsibility to do the ministry of the church. The staff is responsible to equip the church for ministry.

When making staffing decisions the questions that are often asked are:
(1) Can we afford to hire this position? (Do we have the money?)
(2) Can we afford no to hire this position? (Do we trust a volunteer to do it?)

These are pragmatic questions. They do not focus on vision. Better questions to ask are:
(1) Does this position require special skills that it is unreasonable to expect a volunteer to have?
(2) Are the expectations of this position unreasonable to expect from a volunteer?

I’ll unpack these questions in future posts and explain why I think they fit the vision/strategy category rather than being merely pragmatic. I’d love to hear from you though. What questions do you think should be asked in determining whether a position is a staff or volunteer position?