Church Hiring & Staff Management

Church Hiring & Staff Management

Presented by: Slingshot Group

Table of Contents LEADERSHIP THAT GOES THE DISTANCE 3 Leadership is temporary, because no matter how much we try to preserve our position, role or authority, there will come a day when we’re no longer the first or best choice for the future. It’s real, it’s natural, and it’s very Biblical. Throughout scripture, we find leaders, kingdoms and movements of God beginning and ending, rising and falling, coming into power and then dissolving. Should we consider our own leadership any differently?

Leadership is stewardship, because leaders either choose to use their influence, authority and power for something greater than themselves, or they squander it on selfpreservation and personal gain.

Here are 10 ways to better steward the leadership opportunity in which God has temporarily placed you

By Monty Kelso

TEACH THEM HOW TO SAY GOODBYE

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Churches must not only decide on a new leader, but also pay attention to the vital aspects of preparation and closure.

By Nancy Beach

5 WAYS TO RECRUIT AND RETAIN THE RIGHT PEOPLE

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One of the things that I’m asked most often is how to recruit and retain the right people for the right role. Over the years, I’ve identified five things a potential candidate is looking for in his or her next church.

By David A. Miller

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Church Hiring & Staff Management

Leadership that goes the distance 10 ‘R’s that will help you be a better steward of the leadership opportunity God has (temporarily) provided

By Monty Kelso

Leadership is temporary stewardship.

Leadership is temporary, because no matter how much we try to preserve our position, role or authority, there will come a day when we’re no longer the first or best choice for the future. It’s real, it’s natural, and it’s very Biblical. Throughout scripture, we find leaders, kingdoms and movements of God beginning and ending, rising and falling, coming into power and then dissolving.

Should we consider our own leadership any differently?

Leadership is stewardship, because leaders either choose to use their influence, authority and power for something greater than themselves, or they squander it on self-preservation and personal gain.

Here are 10 ways to better steward the leadership opportunity in which God has temporarily placed you: #1: Rethink — Spend concentrated time with God and the council of others to determine the best method to fulfill your ultimate purpose. #2: Relinquish — Realize when it’s time to gradually move up stage, stage right or stage left. Make room for the generations that follow to step into their own roles in ministry. #3: Relegate — Remember that your main job is to give ministry away.

You should always be working towards handing roles and responsibilities over to others who show signs of potential. Identify early on who you can mentor into lead roles within your area of ministry. #4: Recruit — Pursue young talent! Don’t be afraid to entrust young people with more than you think possible. They will often rise to the occasion. #5: Recalibrate — Dial in the rhythm of your week (time management) so you can make well-informed decisions and act on those decisions swiftly, thoroughly and with graciousness. #6: Renovate — Be aware that what has worked in the past will not always work so well in the future. Whether it’s the way you design a service, communicate a message, reach out to your unchurched community, or lead a staff meeting, you will discover that innovation leads to success.

Remember: imagination x initiative = innovation. #7: Recreate — We all need makeovers now and again. Grant people you respect permission to tell you the hard things about yourself that churchexecutive.com

might result in diligent work on your part. Budget for self-development / improvement. Cooperate with God as He longs to finish what He has begun in you. #8: Realize — Staying relevant requires that you realize what is going on in the world around you. Stay culturally, globally, socially and spiritually aware of what is happening in the world. What is trending?

What are patterns that shape perspectives? What communicates best?

(Hint: embrace social media!) #9: Resonate — By pressing in to culture, you will relate better to how people think and learn, and to what motivates them. Your awareness of culture will affect how people perceive you. Being “in the world, but not of it” means that you can understand the challenges of life and relate without compromising your core beliefs and values. #10: Rest — There is holiness in taking time to rest and find gratitude for all that God is doing around you. Time is on your side. No matter what position you find yourself in, there will always be an opportunity for ministering to others.

As you face inevitable ministry transitions and shifting leadership dynamics, may you always remember that any season of leadership is one of temporary stewardship. Embrace your next season, and lean into the opportunity to be part of something larger than yourself, trusting that God will show up and provide what you need for the journey.

Monty Kelso is a nationally recognized leader and clinician with decades of experience serving the local church. He is the President and Staffing Lead of Slingshot Group [ http://slingshotgroup.org ], a staffing and coaching firm partnered with the local church to find and build the best leaders possible.

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HOW IT WORKS STAFFING AND COACHING SERVICES

STAFFING

Whether you’re hiring, looking for a ministry position, or wanting to professionally develop in your current role, Slingshot Group partners with the local church to find and build the best leaders possible. Learn more about our processes below!

CANDIDATE

COACHING

The people you hire are the most important investment your church will make. By partnering with Slingshot Group, you’ll receive value far beyond our nation-wide network of candidates.

Seasons of change can be difficult to navigate.While you’re looking for a ministry position, Slingshot will help you discern God’s call and prepare you for what’s next.

From building a healthy team to navigating ministry or personal crises, Slingshot Coaches can be that significant outside voice that help close the gap between current circumstances and future potential.

Staffing Process

Candidate Process

Coaching Process

• Fill out a simple questionnaire to help focus our process

• We work with you to build a professional portfolio

• Fill out a simple questionnaire to help focus our process

• We join you on-site and experience your church, connect with your staff, and learn about your unique culture and personality

• We help calibrate your expectations and provide insight into compensation and other organizational dynamics

• We create a detailed agreement outlining the applicable coaching services, timeline, deliverables, and cost

• We create a Church Snapshot and Position profile to share your opportunity with our nationwide network of candidates

• As you interview with church clients, our Coaching Team will be available as needed

• We schedule on-site visits or video calls, with on-going updates as the process unfolds

• Best of all – we don’t charge you anything for our services

• We submit a final Executive Summary outlining progress made and recommended next steps

• We’ll send you the portfolios of the best-fitting candidates, including their strengths and weaknesses

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Teach them how to say goodbye 3 important lessons in church succession planning

By Nancy Beach

These days, I’m experiencing a collision of two of my favorite passions.

My mind is often filled with lyrics from the remarkable musical Hamilton. I devoured the 730-page biography, wore out the CD in my car, and then, last month, had the breathtaking privilege of seeing the show in Chicago.

I think a lot about succession planning — how churches can do a better job of healthy transition from one key leader to the next. There’s a song in the musical Hamilton that expresses what I long to see in more churches.

George Washington decides not to run for a second term, which greatly disappoints and saddens Alexander Hamilton, his right-hand man. Here’s a direct quote from their song, One Last Time: Hamilton: “Why do you have to say goodbye?”

Washington: “If I say goodbye, the nation learns to move on. It outlives me when I’m gone. Like the Scripture says: ‘Everyone shall sit under their own vine and fig tree.’ A moment alone in the shade. At home in this nation we’ve made.”

Our first President was quoting his favorite verse, Micah 4:4, about his longing to have a moment of rest. Then, Hamilton and Washington agree that through this transition, they will “teach ‘em how to say goodbye.”

I wonder what those two founding fathers would say to pastors and church communities today about how to say goodbye well — how to leave so a church can move on, flourish, and outlive the previous leader.

When it comes to healthy transition, the How of transition matters just as much as the Who. Churches must not only decide on a new leader, but also pay attention to the vital aspects of preparation and closure.

Here are three important lessons I’ve learned in the succession planning process.

Lesson #1: Letting go is much harder than we expect For pastors, spouses, long-time staff and church members, the letting-go process is exceedingly difficult. Pastors who begin to sense it’s time to plan for succession can often feel anxious and concerned about their legacy.

For years (if not decades), they’ve defined themselves in a role of faithfully

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serving their church, preparing sermons, and leading the staff. Many simply haven’t given themselves permission to imagine another season.

For this reason, I highly recommend churches bless a pastor and spouse with the gift of a Life Plan experience — a few days with a trained person who can help define what a future fit might be for the next era of ministry. It’s also hugely important for both the pastor and spouse to have a confidante — a coach or good friend who’s a safe place to continually process the mixture of emotions throughout transition. Too many pastors feel a profound sense of loneliness during a season when they most need support.

Lesson #2: Money matters I’ve been surprised by how many churches don’t have a financial plan in place for the succession process and for the future stability of their departing pastor. For this reason, some pastors stay in their role longer than they should, fearing they can’t retire with adequate resources.

Ideally, these issues will be explored and planned for long before it’s time for the church to actively engage in succession. The church board or elder team holds a high responsibility to care for their leaders, to plan for their welfare in retirement, and to have funds set aside for the season of search and transition.

Lesson #3: Celebrate the closure We can’t fully embrace the future unless we’ve honored the past. The pastor, spouse, staff and congregation all need opportunities to express their appreciation for the departing pastor, to share treasured memories, and to give appropriate honor and gratitude.

I imagine George Washington encouraging church leaders with this message: “Say goodbye with intentionality, grace and emotional health.

You are not the first to transition, and you will not be the last. Leave your church stronger for you having been there, and look ahead to your next season with great anticipation. Teach ‘em how to say goodbye!”

For more than 20 years, Nancy Beach [ http://www.nancylbeach.com ] served as the Programming Director and a Teaching Pastor at Willow Creek Community Church in suburban Chicago. Currently, she serves as a leadership coach with Slingshot Group [ http://slingshotgroup.org ] and is a member of the teaching team at Chicago’s Soul City Church.

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THEIR JOBS Improvisation is performing without a script. And though it gives the appearance of spontaneity, real improv requires practice and preparation to develop the ability to act and react in the moment.

At Slingshot Group, weĘźve developed the IMPROV Leadership coaching model to help ministry leaders build trust, increase collaboration, promote creativity, and feel less afraid to take risks. Which in turn, moves people towards being more committed to their roles and performance.

Learn more about our IMPROV Leadership approach and our team of ministry experts at slingshotgroup.org/coaching

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5 ways to recruit and retain the right people

By David A. Miller

One of the things that I’m asked most often in my role at Slingshot Group is how to recruit and retain the right people for the right role.

Over the years, I’ve identified five things a potential candidate is looking for in his or her next church. Church leaders, keep these things in mind when searching for the right fit for your team. #1: Location Your church location can be one of your biggest assets or one of your biggest drawbacks. When interviewing someone, look for something that connects the candidate to the city or region. It could be that the candidate grew up in that area or has family nearby, or simply that he or she follows the local baseball team.

Though it’s wise to search for connections, it’s also important to treat each candidate as an individual. Some of the best hires I’ve facilitated have been candidates moving across the country to a region they have no connection to, and yet they fit.

#2: Influence Many candidates want to know ahead of time if they’ll have a seat at the leadership table with their new position. While the answer varies from role to role, it’s important for church leadership to make clear the “voice” a new hire will have on the team and in the church.

Churches often look for a “leader of leaders” when they’re filling a position that serves as a manager of something that already exists. This becomes an issue when you’re looking for a “charge the hill” personality for a role that will ultimately have little to no influence in the entire church.

If you want to encourage a leader to stay on your staff long-term, give them influence with his or her role.

#3: Upward mobility Mobility is the opportunity to move from role to role within the organization or church. When it comes to filling positions, many churches fail to realize that they can use upward mobility as a recruitment tool.

Lateral moves can be unattractive to candidates. When someone ends up working in a similar environment and in a similar role to their last, they get bored quickly. They continuously make comparisons and begin to feel dissatisfied, as though they’ve taken a step backwards.

Many strong candidates are looking for what’s next in their ministry career. It’s important for church leadership to embrace this.

“Property Brothers” has taught me anything, it’s that we always want more house than we can afford.

Don’t wait until the very end of the interview process to talk about money. As a general practice at our company, we discuss the candidate’s salary expectations at the beginning of the interview process to maintain clarity and keep everyone on the same page.

#5: Unique mission or culture Take a moment to identify what’s unique about your church. For some, you’re in a location that causes you to think outside of the box. For others, there’s something unique about the way your staff interacts and cares for one another, or the way you train and resource.

When a church understands what makes it unique, it has a higher possibility of attracting the candidate it’s looking for.

When it comes to recruitment and retention, remember that fit matters most, and when you find that right fit — hold onto it.

Many of the best team members consistently think about these five things. If we as leaders don’t address these aspects of a role, we will lose them to another church that sees their potential. Create an environment where the people on your staff couldn’t imagine leaving.

So, how are you doing?

#4: Salary

Take a few minutes to self-evaluate these five things. Although most churches won’t be able to score 100-percent on each, you can work towards optimizing the one or two areas in which your church is naturally strong.

Think of these areas like a bar graph: If you’re low in numbers 2 and 5, then numbers 1 and 3 should make up for the deficit.

When it comes to salary, make sure that the candidate’s expectations and your church’s expectations are in the right place before you move forward. The goal is to find a candidate who meets the majority of what you’re looking for, who you can afford to pay. It’s like buying a house — if

David A. Miller is Lead Associate of the Coaching Division at Slingshot Group [ http://slingshotgroup.org ]. Over the past 15 years, Miller has had the privilege of serving as a pastor, mentor, speaker and teacher in thriving multisite churches and parachurch ministries.

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