• If you have limited time and simply want a free downloadable resource to help with planning ahead, click here.
• If you have a couple of minutes to learn why we encourage this ministry strategy, keep reading. 

When I was a kid, I loved getting our family’s mail. Most days after school, as soon as my mom put the car in park, I would jump out and run to the mailbox to see what had arrived that day – and for whom. Call me nosy, helpful, or hopeful, but one thing’s for sure: I consistently believed that our mailbox was full of possibilities. Every single day.

And the BEST day to get the mail (for me) was the day the church camp catalog arrived. See, I grew up in a denomination that invested thoughtfully into providing all sorts of camps, each and every summer, across multiple campgrounds. So. Many. Camps. And searching through all the options was like Christmas round two.

But what I didn’t realize until I was an adult is how early in the year one has to start summer event planning for camps like these.

If the goal for volunteer leaders is to be a part of a complete team, able to be fully present with children and youth throughout camp… (or VBS or a mission trip or whatever multi-day, multi-layered event is happening)…

And if the goal for parents is for them to experience a well-organized approach where logistics and expectations are clear… Where they feel confident their child will be safe in your care…

And if the goal for children and youth is to be able to spend concentrated time with a faith-filled community, experiencing what it means to follow Jesus…

Then planning can’t just “happen” a few weeks ahead of time. Solid summer event planning starts with worthwhile winter work. Work that isn’t characterized by angst or last-minute prep. Work that might just look something like this…

Step One: Kickstart Your Summer Event Planning

Six months before your summer event, schedule a day away from the office where you can invest a full set of hours solely focused on your camp, VBS, mission trip, or event. (If you’re serving in a role that is planning multiple events, gift yourself a set of multiple hours for each.)  

• For this first step, we’d recommend staying small. This is a time for just you, or you and one teammate, to list ALL the logistics that will make your event successful. (You might even need to start with defining what “success” looks like.) Then, break down each big responsibility into bite-sized tasks.

• Before the end of this day, be sure you’ve clearly identified the first five things you need to do next. These could be inviting additional teammates to take ownership of parts of the big list, blocking out your next day away, or ensuring your families are communicated with sooner rather than later so they can save the dates and their kids can participate.  

Step Two: Finish Five in Fifteen

Diving back into the routine demands of daily ministry after your day away has the unintentional potential to undermine the work you’ve mapped out. DON’T LET IT.

• Sit down for 15 minutes on your next day back, look at those first five things you earmarked to do next, and go ahead and schedule 30-60 minutes for each one over the next 15 days. That’s right, give yourself two weeks to tackle those first five tasks. “Finish five in fifteen.” Because, if you haven’t completed them in that time frame, you’ll know you need to call in some help. 

Summer won’t wait, and neither will all the stakeholders relying on your summer event planning efforts.

You already know – families begin signing kids up for spring sports in January and some summer camps fill up before February. The calendar can get so full that some households have to hire a project manager just to find a free week for their family vacation! (Alright, maybe not. But maybe…)

• Thus, we’d recommend prioritizing these steps as a part of your first five:
  • Organize your big list into categories that are a manageable size for one person.  
  • Make a list of people who you want on your core team. These are high-capacity volunteers who can take on a category. (Remember: don’t say someone’s no for them.)
  • Confirm the dates and location(s) of your event with the larger church calendar and any other organizations you’ll be partnering with. 
  • Craft a communication plan to ensure your congregation, ministry families, and community know what they need to know to participate. (dates, cost, location, age range, etc.).

Step Three: Gather your Summer Event Planning Go-Getters 

Once you’ve invited your core leaders to their specific areas of oversight – and they’ve said yes –  plan a meeting to plan a party.

• These core team leaders will need others by their side, along with resources and supplies. (Some of which you may have already identified). So plan a meeting where this smaller group gets clued in on ALL the details. From the broken-down version of the big list to the overarching goals of the event, bring these folks up to speed on the big picture. 

• Then, create multiple call lists together. Rather than you being the one who calls everyone else, or these 4-5 leaders rushing to call all the same people, spend some time talking through who to invite to which teams. Each leader should leave with their tasks, a call list, and a clear invitation to the next: a planning party.  

Step Four: Throw A Party, Not A Meeting

Raise your hand if you want to attend 7 different evening meetings at church for the same event.

Now, raise your hand if you want to come to one big planning party where the whole team knocks it all out at once!  

You know your people better than we do. But this is a fun and different take on tackling the enormity of that big list. And while we know there are a variety of ways you can empower others, troubleshoot questions, and knock out prep, organizing one big party can help prevent the procrastination and siloing that so often happens with a piecemeal approach to planning.

So here’s a sketch of what that day can look like:

• Schedule the party for March or early April (because, you know, May gets crazy). Invite the full event team, maybe making it mandatory.

• Every party needs food, fun, folks– and a focus.
  (And, of course – you’re allowed to delegate these out, too, if that’s helpful).
  • FOOD: coffee and donuts may suffice for the morning, but providing a hearty lunch and ensuring there are snacks throughout the day will be thoughtful.
  • FUN: this isn’t just a logistical checklist event. This team gets to be a part of planning an incredible set of days where all involved can grow closer to one another and closer to the Lord. So aim for interactive vs. solely informative. Incorporating fun, funny, and light amidst the work that needs to get done will be a gift to many.
  • FOLKS: Make it easy for people to say yes to being a part of this day. Devoting a full Saturday can be a big ask. So consider providing childcare or, at least, try to attend to any potential hurdles that may hinder someone from showing up. 
  • FOCUS: This party is a multi-purpose party that can include prayer, worship, games, and fellowship – and should definitely include the sharing of the event’s theme, introduction of team members, the overarching goals, and breakout groups led by your core leaders (to discuss those big list breakdowns.) This is also a perfect time to provide the necessary safety training and emergency procedures review so that all volunteers are equipped and ready to go.

• Last but not least, the party shouldn’t end until these are accomplished:
  • Everyone knows their roles, responsibilities, and any next steps.
  • A giant (or multiple) “to-buy” list(s) has been created, and the way purchases and reimbursements will be managed for this event is clear to everyone. 
  • There’s closing prayer and growing excitement to see what the Lord will do with all that’s planned.

Step Five: Do it all again next year

Lest you think I came up with these ideas all on my own, I didn’t.
This is simply my version of one part of the genius that is The Ministry Architects Preventative Maintenance Calendar. (Yes, this is the same free download link from above.)

What is a Preventative Maintenance Calendar and How can it help with Summer Event Planning?!?!

A PMC (for short) is a proactive approach to ensuring we don’t waste winter, or any other months. Instead, this tool helps us pace our days in a sustainable way. Put another way, the PMC is a month-by-month guide that maps out a thoughtful rhythm of how to attend to those non-daily responsibilities that often get forgotten or delayed. In a nutshell, it helps make sure things don’t get missed.

Why add one more tool to my toolbox? The others work fine…

For leaders who are already strategic planners, a PMC is still useful. You can combine a few of your hyper-focused guides into one comprehensive behind-the-scenes calendar. And, for leaders who feel great angst around event planning, the PMC is a game changer! You don’t have to let the phrases “last-minute” or “after-hours” characterize this work. The PMC outlines an earlier start to all major event planning and helps you have more control of the pace. 

Ultimately, the PMC is one more resource that can strengthen the sustainability of your ministry and help care for others in your community more intentionally. 

And who wants to miss out on that?

As a big fan of summer camp, parties, mailboxes, and well-paced ministry days, Renée would love to talk. She’d be happy to help your summer somethings be exactly what you hope they will be. Just click here to send her a note and she’ll connect with you soon.

Renée Wilson will tell you the best advice she ever received as a volunteer in youth ministry was “prepare well and love ’em to Jesus.” And that’s exactly why she’s a part of our team. Through her 20+ years of mentoring and ministering with children, youth, and young adults, Renée knows the value of building healthy teams and loves creating approaches around the vision of seeing more and more people come to know Christ.

The post Don’t Miss Winter: The Ultimate Summer Event Planning Guide appeared first on Ministry Architects.

Okay, what if you were told you got to have a coach or mentor or guide to meet with regularly as a support piece to your job? Does the change of phrase make a difference?

We’re guessing it does. Because nobody likes to feel like they’re being scrutinized. We’d all much rather be coached or mentored (dare we say, discipled) rather than supervised or evaluated. 

Whatever the reason may be, how we talk about and approach THIS piece of vocational ministry matters. The church staff evaluation process matters. 

And the good news is, if you’re a supervisor of any kind: you get to set the tone! You get to establish a different way of walking with the people on your teams so that your church’s approach looks a lot more like thoughtful discipleship rather than anxiety-inducing dread brought on by an annual critique and threat of job loss.

Granted, there are a lot more ways to describe staff support in churches today than those two options. ???? So, let’s take a look at 4 features of a healthy staff evaluation process:

1. Meet WEEKLY (Not just for annual staff evaluations!)

• Please hear us; we’re not saying have more meetings. We’re saying meet more with one another. Establish a standard that weekly, 15-minute check-ins happen between all supervisors and individual staff. Some weeks, you won’t go the full 15 minutes. Other weeks, you might need a longer stretch of time. But each week, every staff member is discussing these 3 questions with the person they report to / are supported by:
  • What are the big things this week?
  • Where are there potential challenges?
  • What can I do to help / Where do you need more support?
• Don’t forget: lead pastors need people, too and should also have a ministry partner who they meet with weekly.

2. Review Roles and Reasons ANNUALLY

• Once each year, take the time to review job descriptions and discuss the reasons why each role exists in the life of the church to help fulfill its mission.
  • This kind of conversation not only reminds each person of the purpose of their position but also provides an opportunity for any readjusting that might be needed so that everyone stays aligned and works towards the same goals. 
  • Be sure to include a visual of the larger organizational chart as a part of this review, too. Seeing where we fit and that we belong can be just as important as hearing how we’re doing.
• If this annual conversation needs a refresh in your church, or you’d like to see a template for what this can be, click here for a free staff evaluation conversation guide.

3. Tend to the Team ROUTINELY

• It sometimes doesn’t matter how much everyone loves Jesus, working on a team means working with other humans, and humans are human: we all fall short (and get on each others’ nerves.) This is why healthy staff support not only focuses on individuals, it also incorporates times when teammates can leave their desks and focus on their relationships with one another.
  • Idea: Host a team-time-out once a month, where everyone has some kind of fun together. (i.e., sharing lunch, going bowling, playing Mario Kart… this doesn’t have to cost a lot.)
  • Idea: Incorporate teammates’ feedback in the annual review process, allowing other staffers to provide insights and encouragement anonymously.
• As a part of this piece, supervisors should aim to be observant of team dynamics and address any tensions that may exist with a Matthew 18 approach.

4. Be Clear CONSTANTLY

• Clarity is kindness. Which means there should be no surprises at any checkpoint as to the following workplace questions:
  • Am I doing my job right?
  • How do others experience me?
  • What are my growing edges?
• Clarity removes the suspense of surprise because feedback related to these questions is embedded throughout all the conversations happening above.

So how are you doing? 
Where could your church staff grow in how teammates invest in one another?

We’d love to hear!

And if you’re looking for more ideas on how to refresh your staff culture and approach this work from a place of discipleship, be sure to listen to this episode of The Ministry Architects Podcast.

Contributors:

David Gaddini

david.gaddini@ministryarchitects.com

David is the senior pastor at Fellowship of Faith in McHenry, Illinois. David produces a podcast, Questions You Never Thought You Could Ask in Church.

Brent Parker

brent.parker@ministryarchitects.com

Brent is the lead — and founding —pastor of The Church at Woodforest, a campus of The Woodlands Methodist Church north of Houston, Texas.

Anthony Prince

anthony.prince@ministryarchitects.com

Anthony currently serves as the Executive Pastor at Real Life Church of LA, a growing church plant in the foothills of Los Angeles, CA.

The post 4 Features of a Healthy Staff Evaluation Process appeared first on Ministry Architects.

• Families plan vacations around Vacation Bible School dates so their kids don’t miss out.
• VBS is often secured on the church’s annual calendar, right after Christmas and Easter.
• Financial resources are strategically designated, as new yard banners get purchased, set designs get crafted, and SWAG (stuff we all get) gets ordered.
• The entire church building pauses pretty much everything else to accommodate all that a VBS needs.

Plus, almost everyone who’s ever lived near a church building knows: this is THE thing churches do in the summer for kids. 

Which means, if you’ve been around the church world long enough, you’ve probably heard some good, Christian people actually complain about how “that family” always finds “every VBS in town” to send their kids to for “free childcare”.

It’s on this hill I’d like to – not die but – build a bridge.
Because… isn’t that the point?
AND… what if we got ahead of them?

What if families unfamiliar with our churches didn’t have to do any research to know when our VBSs were taking place? What if… what if we strategically invited every kid we can to VBS?

Investing in the children and families who already attend our churches is a great, good gift. 
Of course, it is! 
AND, two things can be true at once. 

Because, while getting to hang with the kids you already know can be another faith-strengthening experience for their already-established roots…

…VBS offers an incredible opportunity to meet kids you don’t know! 

And not just kids! 
You could meet their siblings, their parents, cousins, neighbors, teammates – all sorts of folks!

It’s such a sacred space when an adult, who has minimal, if any, connection to your church, entrusts their children to you!

And while we probably could write a whole book about the motives of parents, relatives, and guardians when it comes to bringing their kids to faith-based places, for THIS event – Vacation Bible School – let’s just take a moment to steep it in some Great Commission* waters and consider how VBS truly does help disciples make disciples. (*Matthew 28:16-20)

1. VBS changes lives.

I know more than one friend who met Jesus for the first time at a VBS. 

And you already know, some kids live in homes where faith is a word said on Sundays rather than a life lived with a Savior. Some kids live in homes where children are seen and not heard – and love is earned, not abounding. And some kids live in homes where they have to fend for themselves, with no caring adults around at all. 

Vacation Bible School is a firsthand experience of what Jesus meant when he said, “Let the children come to me.” (Matthew 19:14) And YOU get to help every size, shape, and style of kid know what that love looks like, sounds like, and feels like.

Next step:

Have you ever asked your volunteers or staff leadership about the role VBS played in their stories? What about the whole congregation? Try it! Doing so would not only remind people of the impact these concentrated times together can have on a life, it also helps everyone remember that kids’ faith matters, too. And by investing time, presence, prayers, and funds in events and experiences like VBS, people are investing in disciples who are just a bit shorter, stickier, and younger than they are. (This is also a big part of championing your ministry.)

2. VBS gives gifts.

I bet you could join me in writing down dozens of parents’ names who significantly appreciate the gift of time VBS provides each summer. Their kids are safe and they can get that grocery shopping done without all the extra “help”.

Don’t knock it ‘til you try it! While VBS requires scads of volunteers, those parents who don’t say yes are not the worst. First of all, you already know that just because you were a kid doesn’t mean you’re good with kids. Second of all, give some people a break! If shame is your game in creating your teams, please – for the love of grace – stop. Recognize that parents are experiencing your version of Jesus, too, when being communicated with, equipped in their roles, and invited to VBS (amongst all other things.)

Here are 3 gifts VBS can give to parents and guardians:

Time:

What a wonderful break in their summer days, to be able to simply drop off and pick up and experience quiet for a few hours. Gift it with a smile, friends. 

Food:

What if, for one week of the summer, caretakers didn’t have to plan all three meals for a few days? Could you center your VBS around a meal, or offer an additional half-hour where parents could pick up and join in a meal, too?

Community:

For many, parenting is a lonely season where you’re surrounded by other adults, but you don’t really know them. What if your VBS created a “big-persons station” with coffee, donuts, and a leader who helped guide fun and fruitful conversations? Who knows where those connections could lead?!

Next step:

Consider how your VBS can be a gift to parents/relatives/caretakers. This might require a pivot in your plans or a shift in how you use your resources. But caring for the whole family could make a whole lot of difference – and see their return. (And if you don’t believe me, ask Chris Sasser.)

3. VBS ventures beyond the ordinary.

If your church isn’t inviting everyone and their neighbor to VBS, you’re missing out.

Read that again. YOU are missing out, not just the people you’re inviting. The family of God is big and messy and beautiful and different and extraordinary, and when we only focus on those we know, we miss out on swads of people that are threads in the tapestry of eternity. 

Vacation Bible School isn’t a copy + paste of your typical weekly offering, so neither should its invitees be. VBS is often a big, beautiful, different – and, yes, messy – derivation beyond the ordinary that your congregation embraces! So what would it look like to embrace the people who aren’t typical, either? Not just the program.

Next step:

Dream with your team and ask: what population wasn’t present at last year’s VBS that we could welcome this year? 

Kid participants:

Do all the students at the nearest elementary schools know your VBS dates and have an invitation? Are the teachers able to talk about your VBS knowledgeably, if parents ask questions? Connect with your local school(s) and build that bridge. (And if a whole school feels daunting, start with one classroom or grade and build relationships with those teaching teams. Forging relationships with other stakeholders in the life of a child will do far more good than being a random church person who shows up once a year with a whole bunch of flyers and hopes someone says yes.)

Student leaders:

Are you connected with your local high school service organizations? (think: Key Club, Student Council, etc.) Do you need extra volunteers – and do they need service hours – and could you connect with club advisors now to be able to offer VBS as a summer serving option? Be sure to include with this idea the time it takes to put together and provide a proper training with background checks and an intentional pairing of the new-to-church youth with a familiar-with-church youth. (This might look different than the training you’re already using for the VBS volunteers in your church. And bonus points if you create an opportunity for your youth minister to connect, too.)

Foster care networks:

Could your church partner with your local foster care network and be a summer respite option for foster parents to bring their kids to? Better yet: what would it look like to design a VBS specifically so that you could be this kind of gift for this kind of community?

Listen, “Don’t fall into the trap of thinking you have to change everything to get a different result than the one you’re getting. Just change something and before you know it, you’ll be running.” — Heather Kenny, senior consultant, One Step at a Time

You know now when VBS will be. 
And you know now that seeing rooms and worship spaces filled with all the energy kids exert brings life to a church building, and all those who are a part. 

So much so, don’t you just want to build a bridge and share VBS with every kid you can?

Renée Wilson will tell you the best advice she ever received as a volunteer in youth ministry was “prepare well and love ’em to Jesus.” And that’s exactly why she’s a part of our team. Through her 15+ years of mentoring and ministering with children, youth, and young adults, Renée knows the value of building healthy teams and loves creating approaches around the vision of seeing more and more people come to know Christ.

The post The bridge that is: Vacation Bible School appeared first on Ministry Architects.

You absolutely believe that the Lord is calling you to move from your volunteer* position to a vocational staff role or from one church staff to another. So… How do you know where to go? And… what are the questions to ask when interviewing?

It’s one thing to choose a community of faith to be a part of as a congregant. It’s a whole ‘nother space of discernment to determine where you could step onto staff and embrace a mission you’re responsible for helping others embrace, too.

So, here are the questions to ask when interviewing at a church. Full disclosure: Did I have all these questions answered when I started applying for my first ministry job? Nope. I sure didn’t. Rare is the leader who does. In fact, there are a few I still wrestle with after many years in ministry. But this will give you a good starting set of questions to consider as you navigate the world of interviewing.

1) Consider your non-negotiables.

ASK: What are the things I absolutely believe and don’t want to have to “unteach,” should another leader in the church say differently?

“Hot topics”: Socially relevant issues often include intersection of politics and faith, abortion laws, gun ownership regulations, and the like. You’ll come up with a list that’s right for you but what you don’t want is to land a job, find you disagree significantly, and need to leave a community because the teachings aren’t how you understand God’s Word on the matter. This isn’t good for you or them.

Sacraments: If you’re called to work with children and youth specifically, you might also ask what position you can hold with some of the following experiences:

• Baptism: Can babies be baptized or just people who can profess their faith for themselves?
• Confirmation: Is this necessary or no? And, are you one of the teachers or is it another leader?
• Marriage: What is the definition of marriage? How do you celebrate marriage? When can divorce happen, if ever?
• Communion: Are you a part of a tradition that invites everyone to an open table or no? 
• And any others…

Leadership: This might not climb to the top of your non-negotiable list but asking how a church approaches leadership roles could impact the ways in which you can build a team (and maybe serve). 

• Gender Differences: Are there restrictions on which roles men and women can hold in a church?
• Relationship Status: Does a person’s relationship status change how they are able to serve? (married vs. single vs. divorced vs. dating vs. ____)
• Accountability + Decision-making: Is there a board or a council of elders that provides oversight and accountability? Or is it all up to the staff? 
• Pastoral Selection: How does one become ordained in the tradition? And how are pastors hired (and fired)? 

IF THE TURNTABLES ARE TURNED…

Churches should be able to state their non-negotiables, too. An organization will be wise to vet applicants early on and only consider those who align well on some of the most impactful tensions of our day. If you’re an applicant interviewing with a church team who can’t answer these, you will want to consider if their absence-of-stance matters.

2) Consider your worship.

ASK: Is this a community, and are these leaders, I want to inform my personal faith journey?

Everyone who follows Jesus has a preferred way to connect with Christ in community.

You’re not just working another job; as a church staff member, you’re a part of the community. And while some folks choose to work in one place and worship in another, wouldn’t it be great if you could be at home in just one place? Check out a church’s online service, listen to past sermons, experience their offerings, and really ask yourself if you can worship there.

IF THE TURNTABLES ARE TURNED…

As part of an interview process, a church should incorporate an opportunity for applicants to experience worship with them. Ideally, if a community worships in multiple styles, candidates will get to see all the options.

3) Consider your community.

ASK: Are there people here I can connect with and be myself around?

People need people. We all do. Even if we think we’ll be okay without.

If you don’t see “your people” in the seats of the church, a thoughtful question to ask during an interview is if there are others in the church or around the town who are of a similar life stage (or whatever qualifier you know you’re looking for). 

Ministry can be very lonely. (Don’t believe me? Check out #4 on the “Should I Quit My Job?” list.) And, while it’s easy to learn what fun things-to-do your new church is close to, you’re going to want friends to do those fun things with. If those people are not in the church, it’s okay to ask the questions about what’s around town and ways you can intentionally meet new people.

Another important question to consider has to do with your current community: How close do you want to remain to the friends and family who know and love you right now? 

Do you want to be within a day’s drive? Or is taking a flight aokay with you? Getting home for holidays and other happenings will matter. And only you know how much. In my first ministry job, I could work a half day on Thursday, make it home for a late dinner, and stay through an early dinner on Saturday, making it back to my church’s town a little after midnight – getting just enough sleep before Sunday. That 7-hour drive was “nothing”… until it was something. So building your search radius around proximity to people could be a good idea. 

IF THE TURNTABLES ARE TURNED…

One way churches can care for their staff is to have a guide that clearly states parameters around office hours, health leave, vacation days, etc. I use the word “care” because, being a church, the leadership can take into consideration the needs of staff beyond the “standard operating procedures” most businesses hold. As an applicant, knowing the questions to ask when interviewing is important. Asking about the flexibility of work space and hours may make or break your decision – and that’s okay. It’s better to know before stepping into a job how a church values a healthy approach to work rather than experiencing unhealth, firsthand.

Last but definitely not least: A heart to serve the Lord and a call to work in ministry doesn’t need all this figured out. These are just some questions to ask when interviewing at a church. And… over time, where you and the church just aren’t aligned, you’ll start to feel some internal tension. Plus, if you work with kids, youth, or young adults, someone’s bound to ask some question along the way that will lead you to wrestle with most of the questions above. And the more you can put words around some of all this now, the easier it will be to apply to the kinds of churches you’re in sync with, and the more likely it is you’ll stick around for a good, long while when hired. Which is good for you AND them AND all the people you’re serving. 

And whether you’re a leader who’s looking or a church who’s searching, if you want to talk more about any of this, let’s plan a call. 

*HOT TAKE: If you’ve never served as a volunteer in the ministry area in which you’re about to pursue a paid position – DO! Go ask the current leadership, right now, if you can join the team! You’ll start learning the ins and outs of what makes that ministry happen – a ministry that’s a part of a church you already know (and love) – and it’s free, on-the-job experience you can take with you into your next.

Renée Wilson will tell you the best advice she ever received as a volunteer in youth ministry was “prepare well and love ’em to Jesus.” And that’s exactly why she’s a part of our team. Through her 15+ years of mentoring and ministering with children, youth, and young adults, Renée knows the value of building healthy teams and loves creating approaches around the vision of seeing more and more people come to know Christ.

The post Church Staffing 101: Questions to Ask When Interviewing at a Church appeared first on Ministry Architects.

Quitting your job for a pay raise is a choice. 
But it’s one we hope you don’t have to take. 

Data explaining The Great Resignation shows job changes often lead to better pay, more flexibility, greater benefits, opportunities for advancement, and an overall easier time balancing work responsibilities and life living.

My question is this:
Do you have to quit to get it?

Each of us has an ‘it’ that goes beyond purpose or call. It was very clear to me early in life that I loved working with kids and I had a knack for connection and teaching. Those three characteristics alone opened up a world of possibilities. Should I be a doctor? Pastor? Teacher? Counselor? 

But, you already know, beyond the heart of why we do what we do is the how. And caring for kids from a cubicle, with rigid office hours, dodgy health options, and pay that doesn’t allow much of a life outside of work, this is the “how” that many ministry leaders face.

So finding another avenue to live out my purpose just makes sense, right?

Maybe.

What we all need to do is identify our “its”. So, what are those elements of employment that help us thrive vs. simply survive? (vs. resign)

What’s your it?

Our team has put together a thoughtful list of reasons to stay or go. If one of the “go” reasons is your deal-breaking current reality, a resignation is probably right for you. After acknowledging that truth, please read this resource as you plan to transition and, then, consider inviting a coach, spiritual director, or therapist to walk with you through this next season. (I can help connect you.)

But if your current reality is more of a difficult situation than a dealbreaker, let’s see if we can salvage your situation.

it #1: The Pace of Work

REALITY: You’re exhausted.
RESPONSE: Do you need a break? Or do you need to break up with unhealthy habits?

REMEDIES: You might just need a work-free weekend, week, or multi-week sabbatical. Have you had those conversations with your supervisor? What do you need to do to get some time away and really reset and return refreshed? OR you might need to reassess how your time is spent on the daily. Check out our rhythmic week and let’s connect to talk through the healthiest ways for your work to get done.

it #2: Healthy Relationships

REALITY: Your feelings have been hurt.
RESPONSE: Does the other person know? Is the relationship repairable? Is reconciliation possible?

REMEDIES: You might need to Matthew 18 a conversation and truly consider if you can continue working with a person. Is this a heart issue that’s hard and unyielding? Is this a humility issue that’s hindered by pride? Or is this an issue where grace and forgiveness are needed? Quitting ≠ fixed feelings.

it #3: The Expectations of Work

REALITY: You haven’t been able to accomplish all your goals.
RESPONSE: Are the goals truly accomplishable with the time frame, team, and type of environment you’re in? What are the hurdles: people, process, proficiency, or power? 

REMEDIES: Your ability to identify what’s standing in your way requires an honest look at the system in which you’re being asked to accomplish the goals, the raw materials you have to work with, and – and this is the toughest – your capabilities. Invite a small set of trusted, wise voices – who know you and understand your work – to answer these four questions about both you and your ministry: 

• What’s going well and needs to continue? 
• What’s not working and needs to stop?
• What’s lacking but has potential and needs help?
• What’s missing and needs to be started?

it #4: Personal Problems

REALITY: You are lonely.
RESPONSE: I’m so sorry. Truly. There are questions to ask and answer for this, too, but the experience of loneliness is further isolating and discouraging when we’re in churches and often surrounded by others. More and more research is being done to analyze the devastating effects of loneliness on health and longevity – and the data is alarming. I’m not with you right now as you read this – but, I see you. And we should talk.

REMEDIES: Say words. Is there anyone you’re connected to in your church, neighborhood, gym, family, former life? You don’t need a fixer; you need a friend. And people don’t know what they don’t know. If you’re good at putting on a face in public (like so many of us in ministry are), why would anyone reach out or worry? Please say words and let someone know you’d love a dinner buddy, a putt-putt golf pal, a road trip co-planner, a person or two to be around who actually wants to be around. (And, hey… people DO want to be around you.) Quitting might exacerbate your loneliness or it might give you space to work on you. But, please, say words out loud before you decide to resign.

it #5: The Interpersonal Dynamics of Work

REALITY: Your boss is extremely difficult.
RESPONSE: What are the difficulties? Is it a personality conflict that won’t be helped through conversation? Are there impossible demands? Is your boss distant or absent? Does your boss intentionally hinder your ability to do your job? Or is your boss harmful to your well-being or growth?

REMEDIES: You need to identify what you’re looking for in a boss. Do you have expectations that your boss be a mentor, a friend, or someone who simply lets you lead? 

Then, identify what kind of leader your boss is. Write down the characteristics of what you need in a boss to survive vs. thrive and compare that list with the list of what you’ve experienced with your boss. 

A different tension might exist if you’ve experienced your boss interacting with others on the team in ways they don’t interact with you. If this is the case, there’s an opportunity for conversation. If they’re just not a fit for the type of leadership you need to flourish, though, a change may be in order.

it #6: Team Structure

REALITY: You struggle to find volunteers.
RESPONSE: This is one of the top 3 tensions we hear most often from ministry leaders. So then we ask: 

• Are you struggling because everyone else is already serving somewhere else? 
• Do you struggle to make the asks and invite new team members to join the ministry? 
• Are there people equipped or excited about the ministry you lead – or is this an opportunity for new training, storytelling, or communication?

REMEDIES: Take our Volunteer Inventory. This will help you know if your best next step is a personal coach, a cohort to learn new strategies, or cultural shift for your whole church. I can assure you if you don’t pinpoint the source of your volunteer vacuum, and you quit and move onto another place, a solution will still be needed.

Still not sure whether you should stay or go? Then maybe answering this one question will help: What does it look like for you to be content in your job? If this is possible, really possible, where you already are, why would you leave?

It’s not mine nor anyone else’s job to talk you into a job. Through prayerful discernment, honest answers to thoughtful questions, and intentional discussions with those you trust, you’ll figure out what to do. And if our team of experienced ministry leaders can be a part of helping you think it all through? We’d love to talk!

Post-note: If you’re a staff leader who’s worried your team is thinking about quitting, check out these resources and let’s talk.

1. Strategies for Staff Retention by Brandi Kirkland
2. How to Support the Bi-Vocational Pastor by Jeff Cochran
3. Beyond Onboarding by Rob Dyer

The post Should I Quit My Job? appeared first on Ministry Architects.

If you’ve heard or studied anything about the Enneagram, you already know the way you learn your type is to identify your core motivation. I use this analogy often when talking about Ministry Architects because if Ministry Architects, as an organization, has a core motivation, it’s sustainability. Sustainability is why we’re all about creating healthy systems and innovative change for the future of the church. We believe these two approaches will help sustain the church long into the future. 

It’s also why when a pastor friend of mine – who lives hundreds of miles away – called me up and asked if I would serve as an interim youth minister, I knew I could. Because? At the heart of the ask was the opportunity to create healthy systems and innovative change. . . for the future of this ministry. And, as a Ministry Architect, it’s what we’re all about!

So I said yes. I said yes to serving as a virtual youth minister, working from my home – a whole different time zone away – as students gathered, leaders connected, and the church met together, without me.

And if that doesn’t sound “right” to you – you’re not the first to look at me a bit funny. My friends and family did, too. Leading a youth ministry virtually is a very different idea. As someone who has served on church staffs for years, I deeply love and greatly value working directly with students, parents, volunteers, and – essentially – people, in person. But that wasn’t the ask.

The ask was for a specific purpose during a specific season: to serve this church during a time of transition so that it might assess what kind of leader to hire, long-term. And, since this is the kind of season ALL churches will enter one day, I thought I’d share 5 things you need to lead a youth ministry, virtually.

Note: the role described here is designed for when a church is meeting in-person but the staff leader is not. To learn about leading youth ministry virtually, check out this page of tech resources and these best-of-the-best links for youth ministry.

Thing #1: You Need People

For this to work, you need people who can be present. The role of a virtual youth minister is to handle the paperwork of the ministry (the prepping of games & lessons, the ordering of supplies, the organizing of the team, being liaison to the staff and board) while the peoplework of ministry is handled by the volunteer team. The role of the youth leaders is to carry out the plans and connect and care for the students.

Sustainability check: if you don’t have people willing to be present with / teach / care for your students when there’s a virtual youth minister, you don’t have people willing to be present with / teach / care for your students, period. There’s a difference between a congregation who says they value and want a youth ministry and a community that says it values and wants youth. A transition that requires a bit more buy-in from folks quickly reveals which kind of church a congregation is.

Thing #2: You Need A Plan

Youth ministers can be known for “flying by the seat of our pants” and coming up with plans the day of (or a half-hour before) we’re with students. As long as there’s a goofy question for an icebreaker, space to run and play a game, and a Bible to read from and ask, “What do you think?”, most any youth minister can fill at least an hour or two.

But, when you’re a virtual youth minister and you’re not there, people need that icebreaker, game, and lesson before the day they see students. For this role, I crafted a semester’s worth of lessons, games, and icebreakers before meeting with team members. By doing this, they not only knew exactly what they were saying yes to, they had time to get excited and were able to plan accordingly so they could engage fully.

Sustainability check: if programming plans are currently shared with volunteers on short notice, you’re running the risk of disengagement, burnout, and frustration from volunteer leaders. Giving teammates the opportunity to prepare and arrive ready to partner with you changes the way they see their roles and experience being valued, and that impacts the strength of your team. 

Thing #3: You Need Passion

Why does everyone love the youth minister? 

• “Because she’s so fun!” 
• “Because he always shows up.” 
• “Because I always know I’m listened to.”

Having a dedicated staff member focused solely on connecting with students and supporting the youth ministry means there’s at least one person in your church who will know the teens. This leader will have a window into understanding current issues happening in students’ daily lives and be able to advocate from a space of what students actually need based on their real life stories, not a general guess from a distant adult.

Essentially, with a staff person, you have passion present for this people group. With a virtual staffer? The passion must come from someone else. Because you definitely still need it. It takes energy to play the games, not just show up and share rules. It takes an invested interest in what a kid is saying to pivot small group conversations when the questions aren’t the right ones for the night. And it takes a commitment to be present week after week so that students experience consistency and can build trust with the church. 

Sustainability check: it’s no secret that youth group is just one of many options for students, not a guarantee in their week. Approaching planning with passion – and not just a copy + paste approach – increases the odds students will choose church because they’re experiencing something worth showing up for week after week. If you want help assessing this checkpoint further, check out  3 Questions To Ask Before Planning Your Next Youth Ministry Event by lead consultant Anthony Prince.

Thing #4: You Need to be okay with Not Perfect

Anyone else struggle with control issues? I like to think when I’m in the room, I’m able to help (read: control) more. I’m able to be the one who steps in when a student is struggling or change up a teaching if a different need arises than what fits the original plan. But virtual youth ministers aren’t in the room. Which means, I have no control over what happens once I deliver a plan, order the supplies, and provide the best details I can to the team.

And that’s okay. It has to be. In fact, it should be okay whether you or I are in the room or not. 

The best advice I’ve ever received when serving in ministry is, “prepare well and love ‘em to Jesus.” To leave Jesus out of this work and think it all hinges upon our presence and perfect plans is awfully arrogant. The team members in the room? They can do this. The lesson you prepared? It might not be the lesson they need. The student who is struggling? They may have struggled whether you were there or not. Students, families, and volunteers don’t need perfect – they just need plenty of support.

The apostle Paul was one of the best to show us that letters from prison can impact discipleship just as much as showing up, face-to-face. His guidance from afar guided in-person leaders and still shapes the church today. So learn to be okay if you’re not there and plans don’t go according to plan. And teach your team this okayness, too. 

Sustainability check: if week after week, your ministry team is encountering the same frustrations or the same student is struggling to engage, these are opportunities to see what kind of additional support the ministry needs – and you can provide. Beyond regular team meetings, be sure to leave room for outside-the-box options when the plan in place isn’t working. If you’re stuck in doing things just one way, that limits the reach, longevity, and impact of the ministry.

Thing #5: You Need Purpose

Working remotely in ministry is not for everyone. This type of role requires the skills of organization, time management, clear communication, and detail-oriented preparation. It’s important to remember: everything you’re doing as a virtual youth minister, you’d be doing if you weren’t virtual! An in-person staff member preps lessons, coordinates teams, organizes supplies, meets with leadership, plans programming, etc. They’re just on church grounds when they do it. 

By being a virtual youth minister, you’re still answering the call of being a disciple who helps make disciples. You’re equipping others with tools to reach and teach students rather than being the direct voice youth hear. You’re using your time to prep and plan so that they can use their time to connect and care. It’s a different piece of the Kingdom-building work we get to be about – but it’s still a piece. And it has purpose.  

Sustainability check: paperwork doesn’t make much sense without peoplework. They go together – and need to. Be sure to build in people time for your heart, too. When you connect in conversation with the church you’re serving, be sure to ask questions about students, families, and others in the community. Don’t just make business calls. Your heart needs more buy-in than just “how’d it go” if this role is to be sustainable. Hear stories, learn names, and be sure you’re present, too, in your own local community.

The post 5 Things You Need to Lead <br>a Youth Ministry Virtually appeared first on Ministry Architects.

And, as soon as the words left my mouth, I regretted them.
Why?
Because a belief in Jesus’ resurrection impacts every single moment of every single minute of every single day of our lives.

Not. Just. Easter.

Now, before you roll your eyes as dramatically as the stone was rolled away from the tomb (#EasterHumor) ask yourself these Easter Sunday questions:

• Will someone in your church make sure the volunteer greeters are “the nicer ones” on Easter Sunday? (some of you know what I’m talking about)

• Will the speakers in your service use different verbiage to be thoughtful of those who don’t attend church regularly?

• Will there be special communication pieces that get passed out or more intentionality around which announcements get highlighted?

• Will your pastor’s message be more passionate, more “seeker-friendly”, more salvific, or more or less any characteristic, when compared to other weeks?

• Will there be extra follow-up or invitations extended after Easter Sunday that go above and beyond what’s typically done to connect with guests?

If you answered “yes” to any of the above… the next question is: Why? Why is there an extra special effort made to do something really over-the-top on this one Sunday – instead of EVERY week aiming to be thoughtful of who’s walking through our doors?

To get all those “guaranteed” people to come back, right? So that they might meet Jesus and come to know and believe He is who He says He is and is worth trusting and following with their whole life? THAT’S why we have the nice greeters on Easter, right?

I raise these questions because I suspect I’m not alone in being completely guilty of making Easter a big deal and losing sight of the fact that EVERY time the church gathers, it’s a big deal.

EVERY time 30 or 300 or 3,000 people wake up on a Sunday morning or join in for an evening worship – any time a group of people drive to the same location and commit to spending at least an hour or two of their time with other humans in collective recognition of the ONE human who lived and died and rose again over 2,000 years ago – that’s worth celebrating! THAT’S worth inviting everyone we know to Every. Week.

Not. Just. Easter.

At Ministry Architects, we love Easter. We also love the other 51 Sundays of the year – and every day in between. And we want churches to be equipped to do what they’re called to. It’s why we ask questions like…

• Why aren’t the nice greeters the ones who greet people ALL the time?

(practical application question: Does your church have a consistent way of helping a person discern their gifts then inviting them to the best-fit places they can serve? If not, check out our Volunteer Accelerator.)

• Why isn’t there heightened intentionality with communication every Sunday?

(practical application question: Does your church have a known vision, long-range goals, and core values that all opportunities must align with?)

• Why do we seem to care more about the guests on Easter than we do about new, rare, or infrequent attendees the other 51 Sundays a year?

(practical application question: Does your church have a consistent process for connecting with people that impacts their return?)

The Shepherd left the 99 to go find the 1 who was lost. And I just wonder… when we all work so hard to bring our A-games to Easter Sunday, couldn’t one understanding of this parable be that even when just 1 new person shows up on a random, non-Easter Sunday, they get to…

• interact with a body of people who have a Spirit about them that’s palpable from the parking lot to the pulpit?
• experience a whole orchestra, resounding throughout a sanctuary, down the halls, and all the way out the doors?
• be connected with and known with a fierce intentionality by all those around?

All because Jesus is alive and worthy of such praise and purposeful living, every single day.
Not just on Easter.

It shouldn’t be that Easter Sunday is when it’s most acceptable to be head-over-heels, giddy with excitement about the core truth of our faith. It should be all the time! So I challenge you to not tuck away your best efforts along with your baskets and bowties for just once a year.

Pinpoint those things your church does “special” for Easter– and start incorporating them into your every week approach of discipling and reaching others now!

And if you need some help? Just give your favorite Ministry Architect a call.

*Bonus article that reveals how many minutes it takes to make a peep! And other facts that could be good for your next youth group Easter trivia game.

Renée Wilson

renee.wilson@ministryarchitects.com

Renée will tell you the best advice she ever received as a volunteer in youth ministry was “prepare well and love ’em to Jesus.” And that’s exactly why she’s a part of our team. Through her 15+ years of mentoring and ministering with children, youth, and young adults, Renée knows the value of building healthy teams and loves creating approaches around the vision of seeing more and more people come to know Christ.

The post Every Sunday. Not Just Easter. appeared first on Ministry Architects.

While we may never know the answer (it’s high school) – we DO know that BOTH are pivotal milestones in the life of a child. BOTH cause someone’s most important people show up. And BOTH mark time in a way that’s intentional (and a little tear-stained).

And, here’s the thing… I’d bet all those billion dollars on the fact that everyone reading this knows EXACTLY what happens in between those two graduations, besides those tears. 1^st – 11^th grades.

Because there’s a sequence to school. There’s a plan. And between each grade level, there’s a known next with strategic steps around transition.

Can you say the same thing about your ministry?

• When a new family arrives at your church, can you show them what a child will experience in your ministries from crib to college?
• Do you have milestones that allow a young person to mark time in their faith journeys with the ones who love them? (And not just when they’re little. “Big kids” need markers, too.)
• Have you built strategic bridges of transition (between elementary and middle, middle and high school, high school and…) that help draw those on the periphery back into the fold of community before they launch into the world as young adults?

If not – then you’re reading the right words to get started.

STEP ONE: CONSIDER THE CHILD

• Take a piece of paper and draw three columns. The first title “Life Stage”, the second “What Do They Need To Know?”, and the third “What Do We Need To Do?”.
• Down the left side of the page, create 18 rows. Then, in that first column, write out each stage of focus from crib to college. Start with “Newborn”, “Nursery”, “Toddler”, “Pre-K”, then “K”, then the numbers 1-12, and then the last row, “Post-Graduation”.

STEP TWO: CONSIDER THE FAMILY

• For each row, fill out the second column by answering the question: “What do parents need to know each year their child is involved with each of our specific ministries?”

Do they need to know…

• How to check their children in and out of programming? If there’s any paperwork they need to fill out? How you will contact them if a situation arises? How they can contact you or other leaders?
• Your safety policies surrounding volunteers and leaders who serve with children and youth? If these policies change dependent on age, location, or activity? How parents can get involved and serve?
• What curriculum is being taught at each life stage? What big events can they expect to join in with? What core truths or experiences do you hope a child knows by the time they leave elementary school programming, enter high school, or graduate into adulthood?
• Who’s in charge of the discipleship pathway for each grade level? What are the experiential opportunities that are offered to children and youth? How does the church celebrate and support children and youth with gifts (ex: first bibles) or rites of passage (first communion or confirmation)? When and how can children and youth serve with the larger church family?
• Some churches provide studies or small groups at specific points along the parenting journey that focus on things like developmental needs of children, growing up with technology, or how to prepare for an empty nest. If these are a part of your church’s offerings, that’s awesome! Let parents know sooner than later!

STEP THREE: CONSIDER THE CHURCH

• In the third column, answer the question “What is the ministry’s strategic focus for a child or youth at that age?”
• Then, answer the following to help determine what the ministry and larger church needs to do to make the plan a reality:
  • What does teaching and learning look like at each life stage? Are there any big events during certain years that a family “can’t miss”?
  • Who needs to be present to support the primary focus each year? (Pastoral staff? Volunteer leaders? A child’s family? Their peers? Adult mentors?)
  • What are the key characteristics that need to define the environments at different life stages to keep kids safe, engage learning, and provide a place where young people want to be?
  • What are the tangible takeaways or real-world experiences that will happen over time to allow for life application of learnings?

STEP FOUR: CONSIDER THE CONNECTIONS

Once you’ve determined the best ways in which your church will come alongside families to help raise up children into young adulthood, make sure it all connects.

• Does this plan shape a ministry that supports the Christian Mission: to make disciples of Jesus Christ?
• Do the experiences and truths align with the core values of your church?
• Are there clear bridges of transition in place and do parents know how their children move from…
  • preschool to school aged programming?
  • younger elementary to older elementary?
  • elementary to jr. high?
  • middle school to high school?
  • high school to post-graduation / college / young adult discipleship opportunities?
• Are you celebrating the right things? Is what you’re lifting up in the life of children and youth helping prepare them to follow Jesus beyond your programs and into their daily life?

STEP FIVE: CONSIDER THE BIG PICTURE

Last but not least, you can do all the planning and preparing and pathway sketching you want – but if you can’t answer this question, it will all be for naught: Does it all make sense?

Can the pathway you’ve created help a child get from where they start to where the church hopes they’ll end up, once they’re out of the children and youth ministries?

If you think so, then let it be known! Invite others to be a part! Bring it before Jesus and pour into the next generations with all the gusto you can muster!

If you don’t know? Email the first Ministry Architect consultant you can think of and let us help! AND – Get a team around the table and dive into these questions. Be sure to allow space for even more questions. Take a breath, talk to Jesus, and start tackling this elephant one bite at a time.

Renée Wilson

renee.wilson@ministryarchitects.com
Renée will tell you the best advice she ever received as a volunteer in youth ministry was “prepare well and love ’em to Jesus.” And that’s exactly why she’s a part of our team. Through her 15+ years of mentoring and ministering with children, youth, and young adults, Renée knows the value of building healthy teams and loves creating approaches around the vision of seeing more and more people come to know Christ.

Before devoting her days to full-time ministry, Renée earned her B.S. in Psychology from The Ohio State University and her Masters of Education and Educational Specialist Degree in School Psychology from the University of Cincinnati. She has served churches in rural, urban, and suburban settings, currently calling the east side of Columbus, Ohio home.

Renée loves college football, being an aunt, and can sing at least one song from pretty much any Broadway musical. Just ask her!

The post Creating a Discipleship Pathway That Means Something appeared first on Ministry Architects.

• Paul states who he is, because of Christ
• Paul states who the recipient is, because of Christ
• Paul gives thanks for the recipient (because of Christ)

And then? Paul goes on with his main message.

Try something: replace Paul’s name with yours in the above list and think back: when was the last time you approached your leadership team like Paul?

If the first two steps seem a bit far-fetched for you then, in the least, ask yourself this: when was the last time you started a meeting, conversation, or email with ‘thank you’?

Thank you – before asking any question?

Thank you – before giving any direction?

Thank you – before getting on with your main message?

Look at how the New Living Translation characterizes the hearts of Paul, Silas, and Timothy in 2 Thessalonians 1:3 “…we can’t help but thank God for you…”

When was the last time you “couldn’t help but…” say thank you?

Think about that.

There’s an urgency within them. A “must do” compulsion in their hearts to express love with immense gratitude, right up front.

And it makes me want to ask: How can I have a heart like this, Jesus?

IDEA #1: Choose People-work more than Paperwork

It has been my experience in vocational ministry that we say ‘please’ much more often than we say ‘thank you’. We can get so wrapped up in the paperwork of leading a ministry – the behind-the-scenes planning and the asking of others to help us with those plans – that we forget the people–work of ministry. We forget to take the time to express love by intentionally noticing the gifts of others around us – and lifting them up. Out loud. And often.

HEART CHECK – When you’re mapping out your week, how much of your time is devoted to paperwork? Do you only contact people to fill roles and take on tasks? Or do you thoughtfully connect with others? How often do you thank, affirm, and uplift those who regularly serve right beside you in the trenches of ministry?

IDEA #2: Encourage Connection not Quarantine

If you’ve ever been a part of a team where acknowledgement and accolades are rare to nonexistent, you’ve probably experienced the following:

• Depleted motivation (“Why even bother?”)
• Questioning of sanity (“Am I the only one who is struggling here?”)
• Identity crisis or discouragement in your call (“Maybe I’m not supposed to do this…”)
• Being a “team” in name only (“we’re just a group people in the same place at the same time”)

This is because when we don’t practice the holy habit of thankfulness, we’re not actively trying to see others as the unique beings God’s making them to be. We aren’t looking for opportunities to lift others up and can quickly house hearts that are incompetent when it comes to expressing authentic appreciation. Neglecting the call to outwardly value others stifles our growth and hurts the Kingdom impact we hope to make.

So, instead, let’s be leaders who encourage connection. Let’s cultivate teams who can’t be successful without collaboration. Let’s build our ministries around the truth that we need each other – and then let’s frequently celebrate why that’s true!

HEART CHECK – What does your team culture look like? Do individuals know their unique contributions matter and make the group stronger? Do you praise the offerings of your teammates on a regular basis? Are you encouraging others to do the same?

IDEA #3: Marvel at the Maker

Our God is a genius. Read and be reminded how he designed the body of Christ:

“God has put the body together… so that… its parts should have equal concern for each other. If one part suffers, every part suffers with it; if one part is honored, every part rejoices with it.” -1 Corinthians 12:24-26 (NIV)

When we pause and give thanks for a brother or sister in Christ… When someone calls out – with praise – some of the extraordinary that makes me, me – and you, you… These are moments when God gets honored because people get loved. And ALL can rejoice.

And when we ignore such opportunities? We all suffer. Because we miss a moment with our Maker.

HEART CHECK – What does it take for you to pause and give thanks for someone else? Who’s someone in your life who you know is suffering and needs some appreciation, right now? What can you do this day, this month, this year to honor God with your thankfulness?

Do you need some ideas on how to say thank you? Here’s a thoughtful top 10 list.

Do you need some reasons why living a life of gratitude is good for us? Here’s a list of 7 scientifically proven benefits.

Do you want to NOT read something else? Here’s a 3 minute TED talk about the Power of Thank You.

The post The Holy Habit of Saying “Thank You” appeared first on Ministry Architects.

Don’t worry. This isn’t another article on “reaching” that awful generation that just won’t seem to go away. (fun facts: sarcasm is a love language. And I’m a Millennial.)

No, no. THIS is a word on how to work with those who are now a part of “the largest generation in the U.S. labor force.” (source: http://www.pewresearch.org/fact-tank/2018/04/11/millennials-largest-generation-us-labor-force/)

Because Millennials have officially surpassed their predecessors in the workplace – and you probably have, or soon will have, a few on your staff – you need to understand the not-so-secret secret about these 35 and unders: They. Are. Different. Different things matter to them. Most importantly, they believe THEY matter. And aren’t just a cog in a system that needs to continue producing __________ (fill in the blank).

But here’s the interesting thing: the system still matters. Did you know that Millennials are willing to take a $7,600 pay cut in their annual salary JUST to be in a job with a better “quality of work life”? (source: https://www.forbes.com/sites/larryalton/2017/06/20/how-millennials-are-reshaping-whats-important-in-corporate-culture/#5e330d522dfb)

Their value of culture, their fight for appropriate work-life balance, their deep want to experience purpose – these MUST be considered on our staffs if we want to attract this new generation – and retain them.

Aw, yes, the “r” word. Retention. Does that matter to you? Employee transitions not only affect an organization financially (source: https://www.tinypulse.com/blog/importance-of-employee-retention), there’s a relational impact, as well. When someone leaves, this has the potential to influence engagement of your primary stakeholders (for ex., children or youth in a ministry), forward progress towards the vision (if the transitioning employee is in charge of multiple initiatives on their own), and, depending on your rate of turnover, congregational trust in leadership.

A simple place to start might be in your job descriptions. Seth Godin, author and former dot com business tycoon, recently offered some ideas with the Millennial generation in mind. Found here (http://sethgodin.typepad.com/seths_blog/2018/04/missing-from-your-job-description.html) one might suspect older generations would find these suggestions superfluous and needy. While younger generations would probably say “now you’re talking!”. The former might argue that this list is not vital to productivity. While the latter could easily counter with “some of these are essential to me working at my best.”

Here’s the thing: Both viewpoints can be right! But that’s not the real question you need to be asking. The real question is: Can you identify the culture of your workplace? Is your staff talking about this – and is everyone on the same page? Could you define your office environments and staff community to a new applicant? And could you identify what characteristics you’re looking for in a new hire, specifically related to their ability to connect with current staff? Taking it one step further, do you have a way to vet these characteristics in an interview process?

Just as much as you’re looking for the right-fit candidate, they’re looking for a right-fit, as well. So what’s your next move in figuring out what makes your team worth being a part of?

The post It’s Official: Millennials Are Taking Over The World! appeared first on Ministry Architects.