Few of us enter our careers already skilled in the art of leadership. We spend our early career years learning (and often failing) to become great leaders. Many never become great leaders, often because they fail to invest the time […]
Good Team Communication is essential for a healthy team. Many of us rely daily on email to communicate with team members. The problem with using email for team communication is that we rely on email for so many things that […]
If you lead a staff, one of the most valuable things you can do is to have each person on your team create an annual plan. An annual plan is foundational for everything else that your staff team will do over the next year. In fact, drop everything else that you are doing with your staff team and do this. This planning process is designed for those who lead a major ministry area such as children’s, groups, worship ministries, youth ministries, connect, etc. October is prime time to begin this because your staff can roll into 2016 knowing exactly where they are headed.
Someone on your team needs to go. Perhaps you hired him simply because he was there. Maybe you hired her early on but time has shown that she is not a good fit. Perhaps he doesn’t even want to be on your team but is not sure what else to do with his life. Perhaps he has consistently shown that he cannot do the job well. What has become clear is that he is not a good fit for the team. Most organizations (and churches) are carrying a person like this on the team. What should you do? How can you know if there is a person on your team that fits this description? Is it unkind to release a person because she is not a good fit for the team? What if it hurts your church or the person?
One of the biggest mistakes I see church planters make is putting elders in place too soon. Nothing blows up church plants as quickly as leadership conflicts. Attempting to get to a plurality of elders quickly is a train-wreck in […]