I interviewed Jason Stephens on March 29th. The mistakes new staff persons make at a church are:
1. Trying to make too much change- He admitted that while change is not bad, and every church needs to change. A new pastor is a great way to bring about change, but if he or she does so too severely or too fast he is setting himself up for failure. People are resistant to change, and if one does not bring about change correctly they will find themselves in trouble.
2. Assuming they know it all- Nothing turns a people off of a new minister than having an individual assume he or she knows everything. If a pastor is new to the area, he needs to see the people of the church as a resource, and one of the fastest ways to gain the support of members is to come to them in an attitude of humility and ask them to help him.
3. Hiding- Any new staff person needs to get involved in the church in a hurry. If the new minister shows up to the office everyday and comes to church on Sunday morning, he will soon be left spiritually empty from not being connected to a local body, as well as disengaged from the body to whom he is trying to minister.
Tuesday, March 31, 2009
Monday, March 30, 2009
Week #11 Mistakes Ministers Make
Tuesday 03-31
By Nick Smith
Michael Young gave me these three mistakes to avoid Saturday afternoon.
1. Assuming they know it all – New pastors who are cocky about how good they are in ministry come off as arrogant and that is not a quality people want in their pastor.
2. Assuming they don’t know anything – While a pastor should not be arrogant, they should not be too passive either. If they think they can make things more efficient then they should at least try.
3. Trying to change too much – If a new pastor comes in and tries to change everything (even if they are programs that don’t work) then they disrupt the comforts that people have with church.
This interview gave me the impression that balance is the best key for a new minister.
By Nick Smith
Michael Young gave me these three mistakes to avoid Saturday afternoon.
1. Assuming they know it all – New pastors who are cocky about how good they are in ministry come off as arrogant and that is not a quality people want in their pastor.
2. Assuming they don’t know anything – While a pastor should not be arrogant, they should not be too passive either. If they think they can make things more efficient then they should at least try.
3. Trying to change too much – If a new pastor comes in and tries to change everything (even if they are programs that don’t work) then they disrupt the comforts that people have with church.
This interview gave me the impression that balance is the best key for a new minister.
Tuesday Report #9 Mistakes Ministers Make
On Wednesday March 18th, I interview Emily Vermilya. Emily is the Worship Arts Director at College Wesleyan Church. Emily told me 3 mistakes a new church staffer should avoid making in their first job.
1. Comparison - Do not compare you previous ministry experience to your current ministry experience; no 2 churches are the same.
2. Patience - Make a conclusive judgment about the new church you are at at least one year into the church. Do not make an evaluation too quickly.
3. Change - Do not change/implement too much too fast. The first year be a student, take notes, make observations, then later on begin implementing small changes.
1. Comparison - Do not compare you previous ministry experience to your current ministry experience; no 2 churches are the same.
2. Patience - Make a conclusive judgment about the new church you are at at least one year into the church. Do not make an evaluation too quickly.
3. Change - Do not change/implement too much too fast. The first year be a student, take notes, make observations, then later on begin implementing small changes.
Thursday, March 26, 2009
People Work – 3/26
Working with people is the biggest aspect of ministry. It is the purpose of ministry; interacting and loving on people. But how does one work well with people?
Well this is where learning and understanding people skills plays one of the largest roles. Working with people takes a focused understanding of yourself, but live an outward focused life. Instead of having an inward focus, where a person looks to his or her own needs, the person needs to live with an awareness of others feelings and needs. This is why women thrive in pastoral care position because usually women have a more keen perception of others feelings and emotions, helping them connect and build strong relationships with people.
When interacting with people, it is important to show a concern for their well being. Working with people means building relationship. The pastor should start by forming relationships with his or her congregants, on a personal level to build a sense of trust and companionship, in this way the pastor is a more personal and spiritual influence rather than being just the church figure.
Learning this skill can be done in many ways. First, in order to learn about building relationships and working with people, it is important to read and study the idea. Find books, online resources and talking with others. And of course, the best way to learn is to do. When working with people, take time to reflect and analyze how your interaction was good and how it was bad. Then apply those principles to your life. The End.
Well this is where learning and understanding people skills plays one of the largest roles. Working with people takes a focused understanding of yourself, but live an outward focused life. Instead of having an inward focus, where a person looks to his or her own needs, the person needs to live with an awareness of others feelings and needs. This is why women thrive in pastoral care position because usually women have a more keen perception of others feelings and emotions, helping them connect and build strong relationships with people.
When interacting with people, it is important to show a concern for their well being. Working with people means building relationship. The pastor should start by forming relationships with his or her congregants, on a personal level to build a sense of trust and companionship, in this way the pastor is a more personal and spiritual influence rather than being just the church figure.
Learning this skill can be done in many ways. First, in order to learn about building relationships and working with people, it is important to read and study the idea. Find books, online resources and talking with others. And of course, the best way to learn is to do. When working with people, take time to reflect and analyze how your interaction was good and how it was bad. Then apply those principles to your life. The End.
Week #10 People Work
By Nick Smith
Thursday Post 3-26-09
A person can get to know people skills by doing a lot less talking. Those people who I do not view as having good people skills in the major, are people who often talk too much. To learn people skills, you have to learn people. To even begin doing that, we must shut our mouths and learn to listen.
Another ways to learn people skills by way of learning people; is to learn how to read peoples body language. I have noticed that the words people say don’t match what their body says. By simple observation one can begin to notice these clues that their body sends off. This process will take a while to learn, but hopefully one could pick up on a few things quickly that would be big helpers.
When it comes to knowing how to work with people, I think it is best to take the, “Okay, ya, that sounds great!” approach. When someone has an idea about how to do something, don’t think that you know how to do it. In fact, even if you are 100% sure that their way will fail, do it anyway, with your whole heart. That way they will know you have their back plus when you do it right, they will know that you know what you are talking about.
Learning people in general is a lifelong process, because we are always meeting new people and having to adapt to their personality. But learning individuals can be a relatively easy thing. Just by spending time with a wide variety of people will help you learn how to deal with different people. If you have only ever hung out with your brother who is exactly like you, then it is time you found a few new people to hang with.
Thursday Post 3-26-09
A person can get to know people skills by doing a lot less talking. Those people who I do not view as having good people skills in the major, are people who often talk too much. To learn people skills, you have to learn people. To even begin doing that, we must shut our mouths and learn to listen.
Another ways to learn people skills by way of learning people; is to learn how to read peoples body language. I have noticed that the words people say don’t match what their body says. By simple observation one can begin to notice these clues that their body sends off. This process will take a while to learn, but hopefully one could pick up on a few things quickly that would be big helpers.
When it comes to knowing how to work with people, I think it is best to take the, “Okay, ya, that sounds great!” approach. When someone has an idea about how to do something, don’t think that you know how to do it. In fact, even if you are 100% sure that their way will fail, do it anyway, with your whole heart. That way they will know you have their back plus when you do it right, they will know that you know what you are talking about.
Learning people in general is a lifelong process, because we are always meeting new people and having to adapt to their personality. But learning individuals can be a relatively easy thing. Just by spending time with a wide variety of people will help you learn how to deal with different people. If you have only ever hung out with your brother who is exactly like you, then it is time you found a few new people to hang with.
Thursday #10: Learning People
How we learn to work with People:
1. Evaluate yourself. It is important to always be introspective. If working with people is not something you are naturally gifted with, you should be in the frame of mind that you are constantly learning in an effort to improve yourself. When walking away from different interactions with people, ask yourself honestly how it went. What could I have done differently? Is there anything that worked really well? What should be improved?
2. Have someone you trust evaluate you. Gaining the kind of friend who can honestly tell you how things are is a priceless gift. Maybe this is a spouse, or a coworker, or just a best mate. But having an outside perspective can be incredibly valuable. This can be dangerous, as there is the possibility of feelings being hurt, but setting up guidelines beforehand as well as knowing there is a love that underlies everything being said can help one evaluate in a way that is not possible by oneself.
The underlying factor in both of these is experience. It is impossible to grow without experience, and if we really want to get better with people, we have to be with people. This is a non-negotiable.
1. Evaluate yourself. It is important to always be introspective. If working with people is not something you are naturally gifted with, you should be in the frame of mind that you are constantly learning in an effort to improve yourself. When walking away from different interactions with people, ask yourself honestly how it went. What could I have done differently? Is there anything that worked really well? What should be improved?
2. Have someone you trust evaluate you. Gaining the kind of friend who can honestly tell you how things are is a priceless gift. Maybe this is a spouse, or a coworker, or just a best mate. But having an outside perspective can be incredibly valuable. This can be dangerous, as there is the possibility of feelings being hurt, but setting up guidelines beforehand as well as knowing there is a love that underlies everything being said can help one evaluate in a way that is not possible by oneself.
The underlying factor in both of these is experience. It is impossible to grow without experience, and if we really want to get better with people, we have to be with people. This is a non-negotiable.
Tuesday, March 24, 2009
Tuesday #9: Church Fight
I interviewed Thad Spring on March 17th.
Thad shared a story of being at a church plant in which the largest small group within the church was withdrawing themselves from Sunday morning worship to go and pray. Thad, fearing that they were in danger of separating themselves from the body without doing so intentionally, let them know that while he valued their prayer efforts, he would really appreciate it if they would join the rest of the congregation in worship.
The people of the small group mistook this as animosity towards them, and they decided that Thad did not like them. They let this fester, and began making comments about Thad amongst themselves and eventually other people in the church. Thad heard about this, and confronted them and tried to make reconciliation. They told him they were fine, and were going to be able to move on from the situation.
Several months later, a completely different situation came up in which one of the daughters of a couple in this small group was having a rough time, and said that she did not like Thad. This gave them the ammunition they needed to launch an assault against their pastor. They came out with guns blazing, and began spreading rumors and dissent within the church. Thad tried to make reconciliation again, but this time they said they would have no part of it, and wanted to leave the church.
Thad brought witnesses with him at both of these confrontations, something he said was one of the smartest things he did throughout this experience. One of these witnesses happened to call Thad on an afternoon during which the church fight was in full force. He said he saw the entire church board gathering together in the parking lot, and thought Thad should know, in case they had not told him. This was a meeting Thad was not aware of, and he assumed it meant they were deciding to fire him. He called someone on the board and asked for the honest answer of what was going on. The board member told him they had gathered to pray for Thad and his family, because they had unanimously decided to support him, and dismiss all claims of those opposing him.
He said it was one of the most trying experiences of his life, for both him in ministry, as well as his family. His wife at one point wanted to quit all together because it was such a heart-wrenching experience. He said his major take-aways from the experience were to bring a witness in hairy situations, and to always use God as your advocate, never ceasing in prayer.
Thad shared a story of being at a church plant in which the largest small group within the church was withdrawing themselves from Sunday morning worship to go and pray. Thad, fearing that they were in danger of separating themselves from the body without doing so intentionally, let them know that while he valued their prayer efforts, he would really appreciate it if they would join the rest of the congregation in worship.
The people of the small group mistook this as animosity towards them, and they decided that Thad did not like them. They let this fester, and began making comments about Thad amongst themselves and eventually other people in the church. Thad heard about this, and confronted them and tried to make reconciliation. They told him they were fine, and were going to be able to move on from the situation.
Several months later, a completely different situation came up in which one of the daughters of a couple in this small group was having a rough time, and said that she did not like Thad. This gave them the ammunition they needed to launch an assault against their pastor. They came out with guns blazing, and began spreading rumors and dissent within the church. Thad tried to make reconciliation again, but this time they said they would have no part of it, and wanted to leave the church.
Thad brought witnesses with him at both of these confrontations, something he said was one of the smartest things he did throughout this experience. One of these witnesses happened to call Thad on an afternoon during which the church fight was in full force. He said he saw the entire church board gathering together in the parking lot, and thought Thad should know, in case they had not told him. This was a meeting Thad was not aware of, and he assumed it meant they were deciding to fire him. He called someone on the board and asked for the honest answer of what was going on. The board member told him they had gathered to pray for Thad and his family, because they had unanimously decided to support him, and dismiss all claims of those opposing him.
He said it was one of the most trying experiences of his life, for both him in ministry, as well as his family. His wife at one point wanted to quit all together because it was such a heart-wrenching experience. He said his major take-aways from the experience were to bring a witness in hairy situations, and to always use God as your advocate, never ceasing in prayer.
Monday, March 23, 2009
Week #10 Church Fight
By Nick Smith
Tuesday 03-24
1. The Issue
The conflict in his story arose from adding a contemporary service the regular Sunday morning worship. The people who objected the contemporary service did so because they thought it was against the “proper” way to worship. Bob told me that their objections were based largely on a misunderstanding.
Other objectors thought that this contemporary worship would change the nature of the church, making it less sacred and more secular. Others thought that the church was doing well as is so there was no real reason to change it.
2. How Bad It Got:
The problem didn’t cause a church split or anything, but it did cause a few families to leave.
3. What could have resolved it—what someone should have done.
Bob says that the best action was taken. Instead of letting everyone know about the issue ahead of time, the elders just chose a date and implemented it. This way, there could be no discussion and people would just have to accept it. Now, I do agree that it was a good tactic. But I am not sure I really like it, as an American, I think I have the right to complain about everything. The reason I am not really sure it was the best tactic is because people did get angry enough about it to leave. Were those people right to leave their church family over this issue?-No. But something should have been done to restrain those who they thought would have had the biggest problem with it. Forewarn those people; let them know that there will still be a traditional service available. I think people are too willing to leave the church, and as pastors, we should be aware of this issue.
Tuesday 03-24
1. The Issue
The conflict in his story arose from adding a contemporary service the regular Sunday morning worship. The people who objected the contemporary service did so because they thought it was against the “proper” way to worship. Bob told me that their objections were based largely on a misunderstanding.
Other objectors thought that this contemporary worship would change the nature of the church, making it less sacred and more secular. Others thought that the church was doing well as is so there was no real reason to change it.
2. How Bad It Got:
The problem didn’t cause a church split or anything, but it did cause a few families to leave.
3. What could have resolved it—what someone should have done.
Bob says that the best action was taken. Instead of letting everyone know about the issue ahead of time, the elders just chose a date and implemented it. This way, there could be no discussion and people would just have to accept it. Now, I do agree that it was a good tactic. But I am not sure I really like it, as an American, I think I have the right to complain about everything. The reason I am not really sure it was the best tactic is because people did get angry enough about it to leave. Were those people right to leave their church family over this issue?-No. But something should have been done to restrain those who they thought would have had the biggest problem with it. Forewarn those people; let them know that there will still be a traditional service available. I think people are too willing to leave the church, and as pastors, we should be aware of this issue.
Thursday Report #7 People Work
Working with people is a vital component to being pastor. In this essay I will identify was in which I can learn how to work with other people better.
One affective way in which I can learn how to work with other people would be to shadow a congregational life pastor. I would follow him or her around and see the way he or she interacts with people. By observing the way he or she works with people, I will be able to learn how I can work better with people.
Another way I can learn how to work with people would be to read books on this topic. Some helpful books that I could read would include: John C. Maxwell's Ways To Win With People: How To Make Others Feel Like A Million Bucks as well as George Boran Youth Ministry That Works: Practical Ideas for Working With Young People. Reading books would help me with the "head knowledge" of working with people in the church.
Another way I can learn is to interview a pastor who has years of experience working with church people. In this interview I would ask him or her various questions on how to handle people in the church.
I can also look to the Scriptures for instruction on how to work with people. Studying the life of Christ as a model for working with people would be very helpful. Also, reading Paul's letters would motivate me to be better with ministering to people in the church.
One affective way in which I can learn how to work with other people would be to shadow a congregational life pastor. I would follow him or her around and see the way he or she interacts with people. By observing the way he or she works with people, I will be able to learn how I can work better with people.
Another way I can learn how to work with people would be to read books on this topic. Some helpful books that I could read would include: John C. Maxwell's Ways To Win With People: How To Make Others Feel Like A Million Bucks as well as George Boran Youth Ministry That Works: Practical Ideas for Working With Young People. Reading books would help me with the "head knowledge" of working with people in the church.
Another way I can learn is to interview a pastor who has years of experience working with church people. In this interview I would ask him or her various questions on how to handle people in the church.
I can also look to the Scriptures for instruction on how to work with people. Studying the life of Christ as a model for working with people would be very helpful. Also, reading Paul's letters would motivate me to be better with ministering to people in the church.
Tuesday Report #8 Church Fight
On Wednesday March 18th, I interview Emily Vermilya. Emily is the Worship Arts Director at College Wesleyan Church. Emily told me a story that took place in her former church in Colorado.
THE ISSUE: The main issue was that this church had 2 separate campuses and each campus had a head pastor and worship pastor, but there was 1 lead pastor that was in charge of both campuses. One of the campuses had to let their worship pastor go. So now there was only 1 worship pastor left. The lead pastor decided he wanted there to be only 1 worship pastor who was in charge of worship for both campuses. The head pastor of the campus who had to let their worship pastor go did not agree with the lead pastor in this decision.
HOW BAD IT GOT: Even though there was disagreement, the lead pastor went forward with his decision to just keep 1 worship pastor. It got bad enough that the head pastor was acting very rudely to the worship pastor which caused bad conflict. And eventually the head pastor was fired.
WHAT COULD HAVE RESOLVED IT: This situation could have been resolved by establishing a clear leadership structure in the church. Also this issue could have been resolved with there was a clear/writte-out philosophy of the multi-campus church.
THE ISSUE: The main issue was that this church had 2 separate campuses and each campus had a head pastor and worship pastor, but there was 1 lead pastor that was in charge of both campuses. One of the campuses had to let their worship pastor go. So now there was only 1 worship pastor left. The lead pastor decided he wanted there to be only 1 worship pastor who was in charge of worship for both campuses. The head pastor of the campus who had to let their worship pastor go did not agree with the lead pastor in this decision.
HOW BAD IT GOT: Even though there was disagreement, the lead pastor went forward with his decision to just keep 1 worship pastor. It got bad enough that the head pastor was acting very rudely to the worship pastor which caused bad conflict. And eventually the head pastor was fired.
WHAT COULD HAVE RESOLVED IT: This situation could have been resolved by establishing a clear leadership structure in the church. Also this issue could have been resolved with there was a clear/writte-out philosophy of the multi-campus church.
Thursday, March 19, 2009
Thursday #9: Characteristics of a Leader
People in the church look for:
1. Christ-likeness: To use a street term, people need to see that a leader in the church is "smokin' what he's sellin'." If we are going to lead people down a path of spiritual maturity, we had better be on that same journey ourselves.
2. Integrity: Nothing is more of a turn off than someone people don't feel as if they can trust. If we say we are going to be one thing, we should be that to all people, at all times.
3. Authenticity: If people don't believe what we say is genuine, we are going to have a hard time getting them to follow us. People should be able to trust those leading them in the church, and if this is not something we can convey through our actions of authenticity we are in trouble.
4. Passion: If the guy in charge isn't excited about what's going on, why on earth should anyone else be excited. If we are going to convince people that what we are doing is worthwhile and important, we need to be sure we convey that ourselves.
5. Contributing: While delegation is a wonderful tool, it is not one to be used for the result of the leader not doing anything. People need to see that we are invested in what we are leading as well, and that means being able to pull our share of the weight.
6. Humility: In the world, there is an idea that a leader must be the perfect individual with absolutely no flaws. While people don't want their pastor to be a flailing idiot, it is a positive thing to express humility and be honest about who we are.
7. Charisma: We need to enjoy the people we are serving. If we can't make an environment somewhat fun, it is not one that volunteers are going to enjoy. We need to be people ho can be in relationship with others and create a positive atmosphere that will generate success.
1. Christ-likeness: To use a street term, people need to see that a leader in the church is "smokin' what he's sellin'." If we are going to lead people down a path of spiritual maturity, we had better be on that same journey ourselves.
2. Integrity: Nothing is more of a turn off than someone people don't feel as if they can trust. If we say we are going to be one thing, we should be that to all people, at all times.
3. Authenticity: If people don't believe what we say is genuine, we are going to have a hard time getting them to follow us. People should be able to trust those leading them in the church, and if this is not something we can convey through our actions of authenticity we are in trouble.
4. Passion: If the guy in charge isn't excited about what's going on, why on earth should anyone else be excited. If we are going to convince people that what we are doing is worthwhile and important, we need to be sure we convey that ourselves.
5. Contributing: While delegation is a wonderful tool, it is not one to be used for the result of the leader not doing anything. People need to see that we are invested in what we are leading as well, and that means being able to pull our share of the weight.
6. Humility: In the world, there is an idea that a leader must be the perfect individual with absolutely no flaws. While people don't want their pastor to be a flailing idiot, it is a positive thing to express humility and be honest about who we are.
7. Charisma: We need to enjoy the people we are serving. If we can't make an environment somewhat fun, it is not one that volunteers are going to enjoy. We need to be people ho can be in relationship with others and create a positive atmosphere that will generate success.
Leadership Characteristics – 3/19
A church leader should be a person who has some characteristics that help them succeed in their position. These qualities should make people want to follow them. Here are some of the characteristics:
1. A heart after God. They should have a desire to continually be growing in their faith, this should be the most important, they are the representative of God.
2. A sense of vision. They should be able to cast a vision and give direction to get there.
3. Decision maker. They should be able to make hard decisions and stick to them.
4. Conflict mediator. They should be able to setting disputes between people to keep fights from taking place.
5. Confidence. If the leader isn't confidence then why follow them?
6. A compassionate spirit. They should care about and love people. Someone who shows that they care.
7. Creativity. They should be able to think outside of the box and come up with new ideas.
1. A heart after God. They should have a desire to continually be growing in their faith, this should be the most important, they are the representative of God.
2. A sense of vision. They should be able to cast a vision and give direction to get there.
3. Decision maker. They should be able to make hard decisions and stick to them.
4. Conflict mediator. They should be able to setting disputes between people to keep fights from taking place.
5. Confidence. If the leader isn't confidence then why follow them?
6. A compassionate spirit. They should care about and love people. Someone who shows that they care.
7. Creativity. They should be able to think outside of the box and come up with new ideas.
Wednesday, March 18, 2009
Week #9 Leadership Characteristics
By Nick Smith
Thursday 3-19-09
1. Confidence
a. A leader is easy to follow when they are confident in what they are doing. When I see that someone lacks self-esteem/confidence, I have a hard time following them. A leader must make me feel like what I am going to help them do is worthwhile, and a strong confidence will do that.
2. Small Ego
a. Though a leader must be confident for me to want to follow them, they also must have a small ego. Leaders with a large ego make me feel like I cannot do anything to help them because I perceive them to always be in control.
3. Inspiring
a. A leader must inspire their followers to follow. They must have some sort of vision and be able to cast that vision onto others. Another approach a leader might take in place of inspiring is commanding. Since we live in America, the home of the free, we don’t really like to be commanded, but we do like to have a purpose.
4. Understanding
a. I believe a leader must be a reasonable/understanding person. What I mean here is a leader must respond to peoples mistakes with an understanding that no one is going to do everything right all the time.
5. Goal Oriented
a. A leader must have a goal, if not written out it must be in the back of their mind at all times so they are able to focus, and keep their followers focused. It would be very hard for a leader to be inspiring with no goals.
6. Make others #1
a. Humility should be core to the leader. Willing to put others before themselves. If followers start to think that the leader is only worried about themselves, they will feel used and not want to follow any more.
7. Creative
a. Finally, I think people are more likely to follow someone who is creative. This is because a creative leader is always coming up with new ways to do the same boring things. This creates an interest in the followers.
Thursday 3-19-09
1. Confidence
a. A leader is easy to follow when they are confident in what they are doing. When I see that someone lacks self-esteem/confidence, I have a hard time following them. A leader must make me feel like what I am going to help them do is worthwhile, and a strong confidence will do that.
2. Small Ego
a. Though a leader must be confident for me to want to follow them, they also must have a small ego. Leaders with a large ego make me feel like I cannot do anything to help them because I perceive them to always be in control.
3. Inspiring
a. A leader must inspire their followers to follow. They must have some sort of vision and be able to cast that vision onto others. Another approach a leader might take in place of inspiring is commanding. Since we live in America, the home of the free, we don’t really like to be commanded, but we do like to have a purpose.
4. Understanding
a. I believe a leader must be a reasonable/understanding person. What I mean here is a leader must respond to peoples mistakes with an understanding that no one is going to do everything right all the time.
5. Goal Oriented
a. A leader must have a goal, if not written out it must be in the back of their mind at all times so they are able to focus, and keep their followers focused. It would be very hard for a leader to be inspiring with no goals.
6. Make others #1
a. Humility should be core to the leader. Willing to put others before themselves. If followers start to think that the leader is only worried about themselves, they will feel used and not want to follow any more.
7. Creative
a. Finally, I think people are more likely to follow someone who is creative. This is because a creative leader is always coming up with new ways to do the same boring things. This creates an interest in the followers.
Tuesday, March 17, 2009
Week #9 “Firing” an Ineffective Volunteer
By: Nick Smith
Tuesday 3/17/09
On Sunday after church, I meet with pastor Bob Woods to discuss this issue.
1. Don’t make it sound like you are the best teacher when you go to this person to talk about the issue.
2. If the person is irresponsible or ill prepared, try to work with them. Encourage them and try to help them. Don’t accuse them of these issues but rather let them respond by telling them what you have heard.
3. When you come to this person, do not come with an angry attitude, but one of love.
4. The most difficult teachers to deal with are those who think they are doing a great job but they really aren’t. You just need to notice that they have a great passion to help and then find an alternative. After you have found that alternative, then present it to them, tell them you think they would be great at it.
5. Bobs final rule of getting rid of an ineffective Sunday school teacher was to estimate how much harm they were doing. If they weren’t too horrible, it might be best to not worry about it. It might actually cause more harm in the person you are getting rid of than the amount of harm they are causing.
Bob had some great thoughts on this issue, very practical and insightful.
Tuesday 3/17/09
On Sunday after church, I meet with pastor Bob Woods to discuss this issue.
1. Don’t make it sound like you are the best teacher when you go to this person to talk about the issue.
2. If the person is irresponsible or ill prepared, try to work with them. Encourage them and try to help them. Don’t accuse them of these issues but rather let them respond by telling them what you have heard.
3. When you come to this person, do not come with an angry attitude, but one of love.
4. The most difficult teachers to deal with are those who think they are doing a great job but they really aren’t. You just need to notice that they have a great passion to help and then find an alternative. After you have found that alternative, then present it to them, tell them you think they would be great at it.
5. Bobs final rule of getting rid of an ineffective Sunday school teacher was to estimate how much harm they were doing. If they weren’t too horrible, it might be best to not worry about it. It might actually cause more harm in the person you are getting rid of than the amount of harm they are causing.
Bob had some great thoughts on this issue, very practical and insightful.
Tuesday #8: Firing a Teacher
I interviewed Thad Spring on March 12th about how to fire a bad teacher. He told me that simply, the most important and beneficial thing you can do is have policies in place before hand that give you an objective basis on which to take action. If you do not have this, taking evaluation from people actually in the class, on an anonymous basis allows you to give feedback to the teacher without making them your thoughts. Hopefully they respect the opinion of the people they are teaching, and if a significant number of his or her students think they are not in the right place it may be easier for them to step down.
He said that often when people are approached about stepping down they have the attitude that if they do not fill this position no one will, and it has been his experience that this is almost never true. If this is a situation where no one else is passionate enough to take over this ministry, there is a good chance that this ministry is not going to be around for much longer. In almost all situations, someone is able to step in and do a better job, which is a relief to the pastor, the people involved, and even the former teacher.
He said that often when people are approached about stepping down they have the attitude that if they do not fill this position no one will, and it has been his experience that this is almost never true. If this is a situation where no one else is passionate enough to take over this ministry, there is a good chance that this ministry is not going to be around for much longer. In almost all situations, someone is able to step in and do a better job, which is a relief to the pastor, the people involved, and even the former teacher.
Firing a Teacher – 3/17
I interviewed Dave Drury to get his insights on firing an ineffective Sunday-school teacher.
Dave said that he wouldn’t fire this teacher. If the teacher really is ineffective, they are probably going to run themselves into the ground. But if they need some help, he suggests that he wont fire them, but he will marginalize them. This means that he will subtly let them get to a point to where they know they are ineffective and they will choose to back out.
He will do this unless they are causing problems and need to be removed. In that case, he models the removal process after Matthew 18 with the confrontation by two people with a conflict resolution style. He said that it is important to fight when needed and only when needed. Don’t start with fighting, work with them and on them until it gets to a point where you cant do anything but fight. When you do fight; fight fair and fast. Get authority with the person, go to their class and talk to the class, take a person along with you and bring up issues to the class. Ask the problematic teacher to start by taking a break and let them phase out.
In any case, ineffectiveness needs to be dealt with and addressed. Don’t leave an ineffective teacher alone, take care of the issue.
Dave said that he wouldn’t fire this teacher. If the teacher really is ineffective, they are probably going to run themselves into the ground. But if they need some help, he suggests that he wont fire them, but he will marginalize them. This means that he will subtly let them get to a point to where they know they are ineffective and they will choose to back out.
He will do this unless they are causing problems and need to be removed. In that case, he models the removal process after Matthew 18 with the confrontation by two people with a conflict resolution style. He said that it is important to fight when needed and only when needed. Don’t start with fighting, work with them and on them until it gets to a point where you cant do anything but fight. When you do fight; fight fair and fast. Get authority with the person, go to their class and talk to the class, take a person along with you and bring up issues to the class. Ask the problematic teacher to start by taking a break and let them phase out.
In any case, ineffectiveness needs to be dealt with and addressed. Don’t leave an ineffective teacher alone, take care of the issue.
Thursday, March 12, 2009
Thursday #7: Theology of Conflict
Thinking about conflict theologically,
1. Conflict starts in the heart, and it is based on the condition of our hearts that conflict is either good or bad. If we are entering conflict with a brother or sister because we are motivated by love to edify him or her or the body of Christ as a whole, conflict is necessary and beneficial to all. If we are seeking to tear down someone, or pursuing selfish aims we have entered the realm of bad conflict.
2. The Bible gives a number of suggestions for how to deal with conflict between Christians, ie. Matthew 18, and it should be our responsibility to observe these and practice them in our lives. Conflict may even be motivated by good intentions, but if it is not done in a God glorifying way, it is counterproductive.
3. There are times when the good of the body as a whole may need to be placed above the personal concerns of the individual. This to say that there may be times when one must pick and choose his or her battles out of concern for the community. Sometimes it may be better to grow thicker skin in order to prevent hostility being felt between the whole body.
1. Conflict starts in the heart, and it is based on the condition of our hearts that conflict is either good or bad. If we are entering conflict with a brother or sister because we are motivated by love to edify him or her or the body of Christ as a whole, conflict is necessary and beneficial to all. If we are seeking to tear down someone, or pursuing selfish aims we have entered the realm of bad conflict.
2. The Bible gives a number of suggestions for how to deal with conflict between Christians, ie. Matthew 18, and it should be our responsibility to observe these and practice them in our lives. Conflict may even be motivated by good intentions, but if it is not done in a God glorifying way, it is counterproductive.
3. There are times when the good of the body as a whole may need to be placed above the personal concerns of the individual. This to say that there may be times when one must pick and choose his or her battles out of concern for the community. Sometimes it may be better to grow thicker skin in order to prevent hostility being felt between the whole body.
Week #8 Parliamentary Law
Thursday 3/12/09
By Nick Smith
1. Though, we might agree as a church to build an elevator for the elderly people who are having a hard time with the stairs, that agreement does not put anyone in charge of the task of making the phone calls to get that done. I would use the “law” to make committees.
2. I would not allow for the option of tabling an issue. This is because if no one can feel the Holy Spirits calling on an issue, then it should just be thrown out altogether.
3. I would also get rid of the chair. The Holy Spirit would be the rightful chair person. If people are getting out of line, the Spirit will correct them, not a human authority.
There are many problem with my new method. It just does not seem like there can really be an adaptation between these two structures.
1. First of all, if we agree on a committee, we could have put people in that committee who would not help the decision process at all and could possibly even hender it, yet they are on there because no one was willing to speak out of place and disagree with the majority.
2. The final decisions made could end up being bad decisions because no one wants to speak up and disagree.
3. Finally, having no chair could be very problematic. People could speak too long and out of turn often without a physical being directing.
Though I do appreciate the Quaker and Brethren approach to voting, I do not see anyways to adapt both models.
By Nick Smith
1. Though, we might agree as a church to build an elevator for the elderly people who are having a hard time with the stairs, that agreement does not put anyone in charge of the task of making the phone calls to get that done. I would use the “law” to make committees.
2. I would not allow for the option of tabling an issue. This is because if no one can feel the Holy Spirits calling on an issue, then it should just be thrown out altogether.
3. I would also get rid of the chair. The Holy Spirit would be the rightful chair person. If people are getting out of line, the Spirit will correct them, not a human authority.
There are many problem with my new method. It just does not seem like there can really be an adaptation between these two structures.
1. First of all, if we agree on a committee, we could have put people in that committee who would not help the decision process at all and could possibly even hender it, yet they are on there because no one was willing to speak out of place and disagree with the majority.
2. The final decisions made could end up being bad decisions because no one wants to speak up and disagree.
3. Finally, having no chair could be very problematic. People could speak too long and out of turn often without a physical being directing.
Though I do appreciate the Quaker and Brethren approach to voting, I do not see anyways to adapt both models.
Conflict – 3/12
Conflict can be the death of a church. But conflict, when handled in the correct manner, can be a way of perpetuating a church in growth and discipline. When there is a conflict between two people and it is worked through, the relationship is strengthened. This takes on a sort of Trinitarian form with the sense of relationship that can work together for good. But because of our fallen nature and of sin in the world, we are a selfish people. We want what we want. So many conflicts that I have seen come from what I think is more of a sense of I am write you are wrong.
But it is the act of working through the conflict and bringing about a resolution that brings a sense of peace and deeper meaning within a relationship. This is a tricky idea because our nature doesn’t like to be ignored. So it takes the power of God working through the person’s self-denial to come to resolution. We must come to the end of ourselves, removing our sense of pride and work with others, loving them and being able to come to a conclusion that brings one another together in deeper relationship rather than being selfish and alone.
But it is the act of working through the conflict and bringing about a resolution that brings a sense of peace and deeper meaning within a relationship. This is a tricky idea because our nature doesn’t like to be ignored. So it takes the power of God working through the person’s self-denial to come to resolution. We must come to the end of ourselves, removing our sense of pride and work with others, loving them and being able to come to a conclusion that brings one another together in deeper relationship rather than being selfish and alone.
Tuesday, March 10, 2009
Week #8 Attend A Board Meeting
Tuesday 3/10/09
By Nick Smith
This past Sunday at Michigantown Christian Church there was a board meeting held at 12:30 which is approximately 15 minutes after the service ended. The meeting lasted about an hour and 15 minutes in a cramped little room.
The decision process was pseudo-parliamentary procedure. They began by having the minister and youth minister share what was coming up in their ministries. Then they moved to old business and talked about issues that had been given to individuals or a couple of people to work on. They did have a chair, he pretty much started with the guy to his left or right and they would go around the room and talk about what they had discovered within their area. It was a pretty open forum. No one really talked out of place, everyone waited patiently. After no one said anything regarding old business anymore, the chair asked if there was any more and seeing there was none, he opened up the floor for new business. When an issue came about regarding adding an overhang to the church, the chair jokingly threatened to assign it to someone if no one was going to volunteer to look into it. So there it did seem like he had some power. When there was a topic to vote on, the chair just asked if anyone wanted to say anything else about it, then he said “all those in favor…” So they do use Parliamentary procedure for voting and finally for the closing of the meeting. It was dragging on, and you could feel that more than one other person was thinking that. Finally someone said I move to adjourn, someone seconded and the chair adjourned the meeting.
This form of decision making worked well for that church. Everyone respected each other and didn’t talk over one another. I wondered if they were talking about a more serious and heated topic, if the chair would step in and have to bring some order. Another thing that I noticed was that the chair was a jerk, one that I wouldn’t be worried about offending. He said a few things that were out of line in my opinion. He made the pastor the butt of a few jokes, and everyone laughed at his expense. I could tell it upset Bob because he was not laughing, just looking at the floor. So I thought they should get a more courteous chair. It was interesting how this meeting worked though. It was like they took the parliamentary procedure and adapted it to fit their style.
By Nick Smith
This past Sunday at Michigantown Christian Church there was a board meeting held at 12:30 which is approximately 15 minutes after the service ended. The meeting lasted about an hour and 15 minutes in a cramped little room.
The decision process was pseudo-parliamentary procedure. They began by having the minister and youth minister share what was coming up in their ministries. Then they moved to old business and talked about issues that had been given to individuals or a couple of people to work on. They did have a chair, he pretty much started with the guy to his left or right and they would go around the room and talk about what they had discovered within their area. It was a pretty open forum. No one really talked out of place, everyone waited patiently. After no one said anything regarding old business anymore, the chair asked if there was any more and seeing there was none, he opened up the floor for new business. When an issue came about regarding adding an overhang to the church, the chair jokingly threatened to assign it to someone if no one was going to volunteer to look into it. So there it did seem like he had some power. When there was a topic to vote on, the chair just asked if anyone wanted to say anything else about it, then he said “all those in favor…” So they do use Parliamentary procedure for voting and finally for the closing of the meeting. It was dragging on, and you could feel that more than one other person was thinking that. Finally someone said I move to adjourn, someone seconded and the chair adjourned the meeting.
This form of decision making worked well for that church. Everyone respected each other and didn’t talk over one another. I wondered if they were talking about a more serious and heated topic, if the chair would step in and have to bring some order. Another thing that I noticed was that the chair was a jerk, one that I wouldn’t be worried about offending. He said a few things that were out of line in my opinion. He made the pastor the butt of a few jokes, and everyone laughed at his expense. I could tell it upset Bob because he was not laughing, just looking at the floor. So I thought they should get a more courteous chair. It was interesting how this meeting worked though. It was like they took the parliamentary procedure and adapted it to fit their style.
Tuesday #7: Volunteers
I talked to Thad Spring on Wednesday the 26th of February about how to recruit and maintain volunteers.
He said the most important thing to gaining volunteers is telling the story of what what it is they're going to do. That is, not telling them what you need them to do but showing them how they can make a difference. He told me that bordering on manipulation, you have to be able to show them how the world will be different because of what they are doing, for example, telling the story of little Billy who was invested into by a youth sponsor and went from a terrible home life to pursuing a call to ministry, all because someone like that youth sponsor invested in someone else.
In recruiting it is important to know what kind of individual you are looking for. He said one of the greatest ways to do this is to have an "open chair" philosophy. This would say that as a leader or team, you are always evaluating your situation, asking "who needs to be sitting here that is not?" This way you are never begging for anyone, but always working from the framework of someone you would like to work with.
Once you have volunteers, you need to be sure and take care of two things. The first, is that you need to equip them with everything they need to do a good job. Giving training is essential to making sure both they and the ministry they are involved in are benefiting from them being there. In addition, stay in contact and make sure they are happy where they are. If volunteers are not kept up with, it is easy for them to fall between the cracks, and walk away from ministering altogether.
After they've been involved, there are two
He said the most important thing to gaining volunteers is telling the story of what what it is they're going to do. That is, not telling them what you need them to do but showing them how they can make a difference. He told me that bordering on manipulation, you have to be able to show them how the world will be different because of what they are doing, for example, telling the story of little Billy who was invested into by a youth sponsor and went from a terrible home life to pursuing a call to ministry, all because someone like that youth sponsor invested in someone else.
In recruiting it is important to know what kind of individual you are looking for. He said one of the greatest ways to do this is to have an "open chair" philosophy. This would say that as a leader or team, you are always evaluating your situation, asking "who needs to be sitting here that is not?" This way you are never begging for anyone, but always working from the framework of someone you would like to work with.
Once you have volunteers, you need to be sure and take care of two things. The first, is that you need to equip them with everything they need to do a good job. Giving training is essential to making sure both they and the ministry they are involved in are benefiting from them being there. In addition, stay in contact and make sure they are happy where they are. If volunteers are not kept up with, it is easy for them to fall between the cracks, and walk away from ministering altogether.
After they've been involved, there are two
Monday, March 9, 2009
Motivating Volunteers – 3/10
For this report, I interviewed Dave Drury. He has done some work just on how to get and motivate volunteers. This interviewed was conducted on February 27th.
The best recruiting is multiplying the ministry.
The best way to recruit people is to have the people you recruit, be the recruiters. After a person is recruited, they are then a recruiter in order to multiply the amount of people involved. A person’s time spent recruiting is best when that person that is recruited will get ten more volunteers.
The ratio of people in the church to those involved is very important.
The church has the people that it needs to get done what it is called to. Congregants should be involved in some capacity, one shouldn’t feel bad for getting recruits, we are offering a chance to make an eternal difference.
Making contact.
When a person is recruited, you can give them the responsibility to contact others to find new recruits. Several things that help when making phone calls: stand while calling, leave the office in order to not get distracted and always thank people and make sure they feel appreciated.
In recruiting it is important to stress that the goal is for people to get involved. Laymen should be serving in the church in some capacity. The body is the body when they are contributing. Everyone has a place, so it is important to find where people fit in and what their gifts are. We all play a part in the Body.
The best recruiting is multiplying the ministry.
The best way to recruit people is to have the people you recruit, be the recruiters. After a person is recruited, they are then a recruiter in order to multiply the amount of people involved. A person’s time spent recruiting is best when that person that is recruited will get ten more volunteers.
The ratio of people in the church to those involved is very important.
The church has the people that it needs to get done what it is called to. Congregants should be involved in some capacity, one shouldn’t feel bad for getting recruits, we are offering a chance to make an eternal difference.
Making contact.
When a person is recruited, you can give them the responsibility to contact others to find new recruits. Several things that help when making phone calls: stand while calling, leave the office in order to not get distracted and always thank people and make sure they feel appreciated.
In recruiting it is important to stress that the goal is for people to get involved. Laymen should be serving in the church in some capacity. The body is the body when they are contributing. Everyone has a place, so it is important to find where people fit in and what their gifts are. We all play a part in the Body.
Wednesday, March 4, 2009
Week #7 Interpersonal Conflict and Theology
Thursday 3/4/09
By Nick Smith
1. Corporeal Beings – God has made us physical beings who are able to be touched, hugged, slapped, punched, etc. Keeping our physical nature in mind, I believe that interpersonal conflict should take place in a physical setting, not over the phone or email.
2. Submission – We love (especially as Westerners) to fight for what we believe is right and we will step on everyone’s toes to get our way, even our superiors. I think we need to have a bit more submissive mindset when dealing with most issues. Christ got most angry when the temple was being misused, but when was the last time people were trying to sell objects in your sanctuary for a personal profit? If you are not willing to die over the issue, then you might want to submit to it.
3. Love – A lot of times we forget about this characteristic when in an interpersonal conflict. I think we lose sight of Christ’s love in situations because we are worried about getting what we want and lose focus of what would be better for the relationship, group, or church as a whole. Love and submission I believe should often go hand in hand.
By Nick Smith
1. Corporeal Beings – God has made us physical beings who are able to be touched, hugged, slapped, punched, etc. Keeping our physical nature in mind, I believe that interpersonal conflict should take place in a physical setting, not over the phone or email.
2. Submission – We love (especially as Westerners) to fight for what we believe is right and we will step on everyone’s toes to get our way, even our superiors. I think we need to have a bit more submissive mindset when dealing with most issues. Christ got most angry when the temple was being misused, but when was the last time people were trying to sell objects in your sanctuary for a personal profit? If you are not willing to die over the issue, then you might want to submit to it.
3. Love – A lot of times we forget about this characteristic when in an interpersonal conflict. I think we lose sight of Christ’s love in situations because we are worried about getting what we want and lose focus of what would be better for the relationship, group, or church as a whole. Love and submission I believe should often go hand in hand.
Monday, March 2, 2009
Week #7 Motivating Volunteers
Tuesday 3/3/009
By Nick Smith
I interviewed Bob Woods last Friday regarding these 5 tips on motivating volunteers. He had some really good insights!
1. Look for passions that people have and then ask them to be part of a ministry that involves that passion. Bob told me, “If a person hates kids, then it is going to be difficult for them to get involved with the youth group.”
2. Respect peoples time. If you tell people it is going to take an hour, then do not go over that.
3. When you have a volunteer, make whatever they are doing as easy for them to do as possible. Let them know where all their resources are and that they are more than welcome to ask you questions.
4. Give your volunteers as much information as possible. People a lot of the time do not like to volunteer their time because they do not know what it is exactly that they are doing and they don’t want to feel stupid. If they are doing something as part of the service, make sure they know exactly when to do their part.
5. When recruiting, make it known that they are doing this for the Lord and not for you personally. This gives people a sense of contribution to something bigger than the immediate.
6. Let people know tat they are needed and wanted.
7. Give lots of encouragement.
8. Let your volunteers know that you have their back in case they have criticism.
The tips Bob gave seem very practical. A lot involve taking care of the volunteers that you currently have so that way they will continue to volunteer and also they will tell others about their positive volunteering experience. But, these tips are also good for gathering new volunteers as well.
By Nick Smith
I interviewed Bob Woods last Friday regarding these 5 tips on motivating volunteers. He had some really good insights!
1. Look for passions that people have and then ask them to be part of a ministry that involves that passion. Bob told me, “If a person hates kids, then it is going to be difficult for them to get involved with the youth group.”
2. Respect peoples time. If you tell people it is going to take an hour, then do not go over that.
3. When you have a volunteer, make whatever they are doing as easy for them to do as possible. Let them know where all their resources are and that they are more than welcome to ask you questions.
4. Give your volunteers as much information as possible. People a lot of the time do not like to volunteer their time because they do not know what it is exactly that they are doing and they don’t want to feel stupid. If they are doing something as part of the service, make sure they know exactly when to do their part.
5. When recruiting, make it known that they are doing this for the Lord and not for you personally. This gives people a sense of contribution to something bigger than the immediate.
6. Let people know tat they are needed and wanted.
7. Give lots of encouragement.
8. Let your volunteers know that you have their back in case they have criticism.
The tips Bob gave seem very practical. A lot involve taking care of the volunteers that you currently have so that way they will continue to volunteer and also they will tell others about their positive volunteering experience. But, these tips are also good for gathering new volunteers as well.
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