The Congregational Consulting Group, organized in 2014 by former consultants of the Alban Institute, is a network of independent consultants. We publish PERSPECTIVES for Congregational Leaders—thoughts on topics of interest to leaders of congregations and other purpose-driven organizations. — Dan Hotchkiss, editor
An energy buzz often appears at the start of a new program year. Staff return from vacation feeling rested and renewed. Small groups re-form with fresh curriculum. Committees connect with dreams for a new season. If we aren’t intentional about how we align this energy, it won’t last. Buzz dissipates. Unaligned, we retreat eventually to the former status quo.
Most churches of any size have a process for saying “yes” to a set of goals we believe are in response to God’s call, whether that call be to grow in size or grow in the Spirit or to be more active in the community. But when we say “yes,” do we say it like we mean it? Or do we approach our goals as if they were New Year’s resolutions—expendable as soon as we get tired or busy or bored?
In my non-profit work, the answer was clear. When we set goals, we meant it! Goals adopted by the board were commitments, expected to be executed by me and the staff unless the board subsequently made a different decision.
Remote work and hybrid work arrangements can be complicated. Who gets to decide how much time employees spend in the office? Is it discriminatory to allow some to work remotely while requiring others to work on site? How do we know if remote workers are being productive? It’s time to push pause, review our practices, and establish new policies.
When I speak or teach about my book Governance and Ministry, someone almost always says, “That’s all well and good for large congregations with a lot of staff. But we are small. Our board would love to delegate, but there is no one they can delegate to.”
Hiring great people with excellent skills is a first step toward building a cohesive, high-performing staff. Retaining those outstanding people is just as important—indeed, may be even more important in today’s competitive job market.
When I was in seminary, my father, a long-time pastor, started to impart his wisdom: “If you have a great janitor or secretary, do whatever is necessary to keep them on the staff. Give them a higher salary, more days off, better working conditions—whatever it takes!” Once out of seminary, I learned the wisdom of his advice.
In “Staff Team Design for a New Era,” I wrote about the ideal staff team to meet your congregation’s future challenges. But let’s be frank: designing a new staffing structure is the easy part. The hard part comes when you realize you have the wrong player in a key position and you have to do something about that if you’re going build a better team.
Pastors can be in a tough spot—on the “losing” end of an evaluation process—whether they’re the evaluator or the employee. Unclear expectations and flawed accountability structures create stresses that can threaten any pastor’s ministry. Fortunately, the church can do better.
