I’ve coached and worked alongside pastors and ministry leaders across the country while leading a youth ministry at my own local church. I’ve met a lot of great leaders, and a lot of tired ones. And one thing we ALL have in common– WE’RE DOING TOO MUCH!

We are called to spread the Gospel and bring God’s Kingdom here, and that can look a lot of different ways. Ministry looks different in every context. But I’ll tell you one thing: Paul wasn’t folding bulletins.

Whether senior pastor or a secretary, youth director or an elder, I’ve never worked with anyone in the church who couldn’t use another set of hands. And, if I’m being honest, I’ve never met a ministry leader who didn’t have at least one finger in a pot that they shouldn’t. 

Below is an abbreviated list of things we, as pastors and ministry leaders, should start delegating in 2025. Then, if you’re ready, I’ll tell you how to get started. 

1. Start Delegating Communications and Marketing

Social Media Management
Keeping your church’s social media active and engaging can feel like a full-time job in itself. Scheduling posts, replying to comments, and analyzing engagement metrics can easily overwhelm one person. This is a task where consistency matters—find someone who can dedicate time to doing it well.

Website Updates
A church website is often the first impression for visitors. Keeping it up-to-date with events, sermons, and contact info ensures it reflects your ministry accurately. But the reality? It’s a time-sink that doesn’t require pastoral oversight.

Newsletter Creation
Crafting weekly or monthly updates takes creativity and focus. Whether digital or printed, newsletters are a key way to keep your congregation informed. Hand this off to someone who has an eye for design and clear communication.

Graphic Design
From sermon slides to event flyers, visual communication is essential. A volunteer or team member with creative skills can bring your ideas to life WITHOUT you spending another 3 hours on Canva.

Event Promotion
Getting the word out through email, social media, and announcements can make or break event attendance. A communications-savvy helper can ensure your efforts reach the right people at the right time.

Who Could Help?

• A creative volunteer passionate about storytelling and visuals.
• A tech-savvy college student looking for experience and a creative way to serve.
• A Ministry Admin who specializes in communications.

2. Start Delegating Administrative Tasks

Volunteer Scheduling
Coordinating schedules for greeters, nursery workers, and worship leaders can feel like solving a Rubik’s Cube. This task needs someone who thrives on logistics and follow-through.

Meeting Prep
From sending reminders to taking notes, meetings run smoother when someone else manages the details. This frees you to focus on leading the conversation.

Database Management
Maintaining member records, attendance tracking, and donor reports are critical—but they don’t need to be handled by you.

Donor Acknowledgments
Gratitude goes a long way in stewardship. Hand this off to someone who can ensure timely thank-yous for every gift, big or small.

Calendar Coordination
A shared master calendar keeps everyone on the same page, but managing it doesn’t have to land on your plate.

Who Could Help?

• A detail-oriented member of your congregation.
• A part-time admin assistant or Ministry Admin.
• A volunteer who loves spreadsheets and planning.
• A recently retired professional who’s going a little stir-crazy at home.

3. Start Delegating Worship and Creative Elements

Slide Preparation
Prepping lyrics, sermon points, and announcements for worship can take hours. This is a simple but essential task that someone else can own.

Bulletin Design
From assembling the order of worship to including announcements, bulletins are a weekly staple that doesn’t need to be designed by you.

AV and Livestream Support
Whether troubleshooting tech or running livestreams, there are often volunteers with the skills to handle this vital ministry.

Creative Media Projects
Videos and sermon recaps can be powerful tools for engagement. Let someone with a passion for media take the lead.

Worship Set Planning
Planning Sunday’s music is important, but it doesn’t have to be your responsibility every week.

Who Could Help?

• A worship team member who’s eager to take on more responsibility.
• A young adult in your church who loves tech or video editing.
• A Ministry Admin with a creative edge or a PT support person in your local community.

4. Start Delegating Family Ministry

Parent Communications
Keeping parents informed about youth and children’s programming—whether it’s weekly schedules or event reminders—is a task that doesn’t have to come from you.

Curriculum Prep
Printing handouts, organizing supplies, or preparing craft materials is time-intensive, but it’s something that others can do with clear instructions.

Volunteer Recruitment
Recruiting volunteers can be daunting, but there are people in your church who are natural connectors and can take this off your plate.

Event Planning
Family-oriented events like retreats, Trunk-or-Treat, or parent-child game nights require lots of moving parts. Someone else can step in to manage the details, from ordering supplies to setting up schedules.

Follow-Up with Families
It’s important to check in with new families or those who’ve attended special events. Delegating this to a trusted team member ensures everyone feels welcomed and connected.

Who Could Help?

• A parent in your congregation who’s passionate about family ministry.
• A youth or children’s ministry volunteer with a knack for organization.
• A group of little old ladies who meet every Wednesday morning to pack the children’s curriculum baskets and print out worksheets. (Or is that just me? )

5. Start Delegating Logistics and Operations

Facilities Management
Scheduling repairs, managing cleaning crews, and overseeing building use are necessary tasks, but they don’t require your time.

Event Setup and Teardown
From arranging chairs to decorating, these physical tasks can be done by a team of volunteers or staff.

Tech Support
When the livestream crashes or the microphone fails, it’s better if someone tech-savvy is on hand to handle it.

Supply Management
Keeping an eye on the stock of coffee, communion supplies, or office materials is important, but it doesn’t need your direct attention.

Budget Tracking
Monitoring expenses and creating reports ensures financial transparency, but someone with a knack for spreadsheets can handle this better (and faster).

Who Could Help?

• A facilities manager or team of volunteers dedicated to building care.
• A volunteer or part-time staffer with tech expertise.
• A financially savvy member of the congregation.
• A Ministry Admin who specializes in operations and logistics.

So, how do you get started? If you’re still here at this point, that means you’re serious. You’re ready to start delegating in 2025. And you know what? I’m proud of you!

Now, here’s how you can start delegating– 

Step 1:

Print out this list or make a list of your own. 

Step 2:

Review the list again and highlight the items that make you cringe the hardest. Which of these tasks takes the most of your lifeblood? Remember– Vampires always need an invitation inside. KICK THEM OUT!

Step 3:

Pray over the highlighted items. What? You didn’t think delegation was a spiritual practice? Friend, delegation is an act of faith. Ask God which items need to fall from your plate in 2025, and then pray for God to provide the right person/people who will be passionate about taking them on.

Step 4:

Make a mini-Volunteer Megaboard (or download ours here). 

1. In the first column of a spreadsheet or on paper, write your shortlist of 1-5 tasks you’d like to delegate this year, leaving three rows between each task. 
2. In the next column, through prayer and discernment, jot down three names of people in your congregation who you believe might be able to take on this task.
   • DO NOT make their excuses or say the “no’s” for them. I promise they are perfectly willing and capable of saying no to you themselves.
   • That’s why you need three names per task– Statistically, 2 in 3 people will say no to you. But that’s okay! You have backups.)
3. If you have wracked your brain and you do not believe that anyone in your congregation could possibly do this task… Wrack someone else’s brain. Ask your spouse. The church secretary. The town gossip. Sometimes, we just need another set of eyes.
4. However, if no one is able to think of a name, let alone three, this might be a task worth outsourcing. If that is the case, type “External” and move on to the next task. 
5. Once you have your list of tasks to delegate, you’re ready, right? Wrong! Time to send it to a trusted prayer partner. Spend a couple of days intentionally praying alongside this friend over these tasks and the specific names on the document. If God provides greater discernment, change your list accordingly. If not, IT’S GO TIME!
6. Finally, after all that, it’s time to start tapping shoulders. Start with your first choice for each task, and reach out how you’re most comfortable. Some leaders are callers, some are emailers, and I’m a texter. Whatever method of communication you won’t put off until tomorrow is the right method of communication.
   • If you are reaching it via text or email, say something like, “Hey so-and-so, we’ve got an exciting opportunity for helping out with [communications, etc.] at the church, and I immediately thought of you. Any chance I can catch you [on the phone sometime this week/after church on Sunday/take you to coffee] to chat more about it?
   • If you are starting with a cold call, lead with enthusiasm. You’re not desperate. You’re excited to share this important responsibility in the church with someone you think could do an amazing job with it. 
7. And what if they say no? Well, that’s why you’ve got three names, right? Start dialing. 
8. But what if you wrote “External” for one (or all!) of your dreaded tasks? I’m not going to sugar coat it. It can be hard when you feel like you’re doing it all by yourself, and it feels like there is no one you can even think of to ask for help. But it’s not hopeless. There are several options for bringing in outside help to you and your ministry. Here are some questions to consider:
   • Can I afford to bring someone on as a full or part-time staff member?
   • Is there a possibility for a stipend if I look for a local intern to fulfill this task?
   • If there is no budget, is there someone in the congregation I could ask about supporting an auxiliary person like this?
   • Could a remote Ministry Admin from Ministry Architects better fit my budget?
   • If this is something we don’t have money for, who can I bring alongside me this year to intentionally pray that God sends us the right people to help in these areas?

To wrap up…

I’ll say it again: Delegation is an act of faith. It’s trusting that God has placed people around you with gifts and skills to share the load. Start small by identifying a couple of tasks from this list to delegate. Over time, as your team grows in confidence and capacity, you’ll find yourself freed to focus on the parts of ministry that only you can do. And remember, whether it’s a passionate volunteer or a professional Ministry Admin, help is out there—and you’re not alone.

If you get stuck, though, please don’t hesitate to reach out to us here at Ministry Architects. We are real pastors and ministry leaders who have been where you are. We are happy to offer a free coaching call to help pull you out of the rut, and we have downloadable resources, blogs, and podcasts that we would love to share with you. 

Brandi Kirkland

brandi.kirkland@ministryarchitects.com

Brandi Kirkland serves as a staff consultant and SEO specialist for Ministry Architects. Church systems and strategy are her very favorite thing, and she loves what she does every single day. Brandi graduated from Johnson University with a bachelor’s degree in Christian Ministry and gets to be the rare graduate who actually works in their field of study. Brandi has led children’s and youth ministry in both single-site and multi-site churches, and believes that each church has its own, unique offering that it brings to the cause of Christ.

The post 25 Things Pastors Should Start Delegating in 2025 appeared first on Ministry Architects.

Rest in peace, CE dollars. Rest in peace.

But it’s a new year! And, whether or not your church has budgeted money for your continued leadership development, there is still time to ask your boss or board for help becoming an even better leader in 2023. I know because I’ve done it. And you can, too!

To help you think through how to make the asks you need to make, I’ve invited my friend and former boss to lend his voice to the conversation, in order to get a supervisor’s perspective on what I’m suggesting. Anthony Prince currently serves as the Executive Pastor at a growing church in the foothills of Los Angeles, CA. I’m Brandi Kirkland and I’ve previously answered to the titles of children’s pastor, kids lead influencer, and various other global roles at multiple single and multi-site churches. Now, I’m a staff consultant with Ministry Architects helping churches make their ministries more sustainable, the marketing more effective, and their searches run smoother.

When Anthony and I worked together, I was one of over a dozen direct reports he had on our family ministry team at a large multi-site church in North Carolina. Anthony talks a lot about trust when it comes to the relationship we have with our bosses and that’s especially true in conversations about money and resources.

ANTHONY: Do you trust your boss? Or, more importantly, do you believe that your boss wants you to succeed in your ministry role? As a supervisor, I want the teams that I work with to have the resources they need to accomplish the work that God is calling them to. When Brandi and I worked together, there were days when working together was difficult, but I always wanted her to succeed. If you find yourself in a ministry calling where it’s hard to believe that your supervisor wants what’s best for you, then we’d invite you to use THIS HANDY TOOL to help determine if you should stay or leave the role you’re currently in. With that said, we’re going to assume that this statement is true: “Your leaders want you to succeed.” If it helps, write this statement on a post-it and put it in a spot where you can see it as you: “The leadership at my church wants me to succeed”.

That said, here are some basic principles for making an ask. Some Anthony taught me and others I learned the hard way. Let’s go…

1. Always tie budgetary requests to your leadership’s goals.

Trust me. Your direct supervisor has goals for the future, goals for the church, and goals for your ministry. Hopefully, they’ve shared some of that vision with you, but even if they haven’t, you should be able to glean some ideas by looking at where they’ve put money in the past. (And if it’s the squeaky wheel… it might be time to get a little squeaky, friend!) But seriously, if you can tie your goal to the goal of your leadership, you’re halfway there already.

ANTHONY: Your goals aren’t the ones that keep your boss up at night, theirs are. Learning how to integrate what your hopes are with what your leader is hoping to achieve is a great place to start a conversation. If you’re not sure what your supervisor’s goals are, one way to find out is by asking them to help you do some goal-setting for the next three to six months. While they’re helping you, feel free to ask to clarify some of their goals so that you can see where there might be some integration and synergy. Just make sure it doesn’t come across like you’re accusing them of not having goals or vision when you ask – it’ll be harder to have a conversation about resources if your boss feels like they need to defend their leadership ability.

2. Don’t spring the conversation on your boss.

Imagine walking into your supervisor’s office and saying, “I want to take a $2,000 class. Will the church pay for it?” Most likely, they’ll spit their coffee across their desk and then YOU’D owe THEM for the replacement Bible, the Macbook Pro, the Batman bobblehead, AND the coffee. Depending on the size of the ask, it’s probably a good idea to send an email to schedule an actual chat. I’ll let Anthony jump in here, but I’m betting he’s going to say PLEASE let them know that the reason for meeting is to discuss continuing ed rather than not giving a reason and adding to an already existing stress ulcer.

ANTHONY: Let me take a moment to double down on what Brandi is suggesting. When I receive a message from a staff member or congregant that asks “Can we talk?”, I start playing through the scenarios that I could be walking into. And, depending on the day, I might walk into our conversation with more anxiety than is helpful for the situation. Knowing that my team is wondering about goal-setting or pursuing a resource they’re curious about helps me frame my posture going into the meeting. You don’t have to say everything about the meeting before the meeting, but a general framing is always helpful.

3. Always put the dollar amount at the end. 

This seems so basic, but it still needs to be said. DON’T LEAD WITH THE PRICE TAG. Sticker shock is a real thing, especially when it comes to managing nonprofit budgets. Come prepared with a great brochure and all the reasons this opportunity is going to help build your ministry. Tie it back to the goals of the leadership, like I said before. And then, AND ONLY THEN, talk prices. If you have a couple of different price points, even better. Do your research ahead of time so you can answer questions in the meeting you asked for. If lodging, transportation, food, or books will be needed, know these details (and prices), too.

ANTHONY: Your church’s budgeting process is something you should be familiar with before going into conversations like this. If what you’re asking for exceeds what is allotted for personal development or continuing ed, that should frame the way you go about asking for the additional resources. Though you shouldn’t lead with the price tag, I always appreciate when I can tell that my team members aren’t making their ask in a vacuum because they’ve considered how their request fits into the rest of what we’re trying to accomplish as a church. Additionally, Brandi suggests bringing a brochure to the meeting, but this is another area where you need to know how to speak to your boss. Brandi knows I love a good powerpoint presentation, so she always knew the best way to pitch an idea to me was with visual aids. If it involved a whiteboard, I almost always said yes.
(Brandi: That’s true!)

4. Never, ever, EVER rely on the adage, “It’s better to ask forgiveness than permission” …even for continuing ed

Both as a former employee and boss, this one makes me nauseous. It’s not better. This frame of mind breaks the trust that your boss has in you, it brings up questions about your leadership, and it can disrupt your overall integrity. It doesn’t just have the potential to hurt other ministries and what they are able to accomplish this year, it hurts you for the months and years to come. No conference, cohort, or membership is worth losing credibility as a leader and starting (or exacerbating) a distrust that could lead to the people you minister to having to miss you in the future.

ANTHONY: I’m both thankful and frustrated that we have to say things like this to Jesus-followers, let alone church leaders. Nothing erodes trust faster than this sort of mindset.  Not only that, but spending church resources without permission can lead to your removal from a ministry position… and that’s a hard thing to explain if you try to pursue a future position at another church.

So, these are the basics. And they apply to most of the asks we as ministry leaders are going to address throughout our working life, though with varying degrees of gravity. For example, a book is a much smaller investment than coaching. Thus, depending on your relationship with your leadership, it’s probably a much smaller conversation. But the same principles generally apply. 

There are a plethora of options when it comes to reaching your leadership goals and expanding your ministry tool belt. And, in part two of this resource, Anthony and I will walk you through some of our favorite options AND how to ask for them. 

For now, Here’s the key takeaway: You are worth investing in. Whether or not you trust that your leadership team wants what’s best for you (and we hope they do!), you are worthy of growth and development. Just like the people in your congregation or parish, God has a plan for you, for your life and your ministry, and for the people you will reach. And if you want to talk more about any of this, we hope you will let us know.

The post How to Ask Your Pastor for Continuing Ed Money (Pt. 1) appeared first on Ministry Architects.

But where there are nuances to be mindful of, we didn’t want to leave you without help. Listed here are some great ways to spend the continuing ed (CE) budget you either have, or wish you had, and how to ask your leadership to invest.

1. Buy a Book

This is the easiest of the asks, so it’s a great place to begin. In fact, if you’re someone who has paid out of pocket for books you need to improve your ministries – just so you didn’t have to bother your bosses – you’re not alone. (Guilty!) And it’s why we wanted to start here as you begin learning how to ask for support. 

So, what are some approaches you can use to ask for a book?

• If you have an existing continuing ed budget or a rule that allows you to spend up to a certain amount without approval, try this:
  *Knock, Knock*
  “Hey [Boss], I was just wondering if this [budget/rule] included leadership development books for clergy and staff?”
  • Nuances:
    1. A special meeting probably isn’t needed for purchasing a book if there is already an existing budget.
    2. If your supervisor has further questions, let them know where you heard about the book (podcast, facebook group, review, Google search, friend, etc.) and tie it back to your goals and, especially, your leader’s goals.
    3. If they say “No,” this is a good time to ask for clarification on what that continuing ed money can be used for or what continuing ed or professional development items might be inline with the budget this year.
• If you have no continuing ed budget and are bringing it up in your regular 1-on-1 meeting, try this:
  “I’ve been thinking about [your boss’s goal] and [your own personal goal for the ministry], and I heard about/found this book on [specific podcast, Google search, Facebook group]. I’d love to read it and see if we can pick up some new approaches. Would that be something the church could pay for? It’s $12.95 on Kindle.”
  • Nuances:
    1. If they have more questions, give them any more details you have about the book that tie into the church’s goals or issues you may be facing currently and how you hope this book might help. 

ANTHONY: Most leaders love the idea of learning, but don’t have time to read all of the things we should be reading. One of my favorite things a staff person has done is read a book in their field and then give me a bookmarked copy with the 3-5 things they wanted me to check out from what they read. Because what they did helped me grow, it made it that much easier to give them permission to pursue future resources. I knew they’d bring something back to me that would help me better understand their ministry area and help me grow in my own leadership skills. Just be mindful that a book titled, “I’m thinking about quitting my job” or “How to lead when your boss is a bad leader” might create some relational tension between you and your supervisor – so tread lightly.

2. Go to a Conference

Conferences are great! They’re exciting, they’re educational, and they pump you up for another ministry year. Coming out of 2022 (And 2021. And 2020.), they could be just what the doctor ordered for a discouraged spirit. But you probably can’t tell your boss that you need them to pay for the conference ticket (Ouch!), transportation, and accommodations because “it’ll be fun!”

So, what do you say?

• [Disclaimer: This one needs a meeting!]
  “I’d love to talk about conferences. I know we’d like to [insert ministry goal here], and I’d really like to hear some new tips on how we might achieve some new milestones. I found this conference in [location hopefully nearish to you] that could be great.”
  • Nuances:
    1. Answer questions here, enthuse about speakers who will be in attendance, and offer to send your supervisor the link when you get back to your office. 
    2. Share any anecdotes you’ve learned at previous conferences that have helped your ministries in the past (if you have them.) 
    3. Talk pricing when asked. (Recall from part one: always put the dollar amount at the end.) Include anything that will make it easier on the church’s budget. Are you carpooling with someone at another local church? Are you able to stay with a friend who lives near the venue? These things aren’t mandatory by any means, but if you’ve got a trick up your sleeve, now’s the time to play it. 
    4. Consider having a smaller ask in your back pocket. If the answer is “no” or “not this year”, is there a smaller, local branch of that conference coming nearer to home for less that you can start with? Do they have an online webinar? It can’t hurt to be ready for a “no” with a smaller request.

ANTHONY: Some leaders love conferences while others wonder about how the investment in attending one can actually translate into practice. Before you make this ask, know which camp your boss lands in. Brandi didn’t name this, but she is the kind of person who takes things she has learned and tries to pass them on to others – which makes a conference a great investment for a church. Imagine what it would look like if you followed up attending a conference by hosting a training event for your volunteers where you shared the best things you learned with them to equip them for the year ahead. As a supervisor, I’m always looking for the biggest bang for my buck. If my staff team used conferences as a training ground to then bring those things home to our church, I’m much more likely to say “yes” to that investment. 

3. Join a Cohort

Cohorts are life-giving, like conferences, but they last longer and generally offer a little more accountability. They’re a great way to grow your skills, pursue your ministry goals, and find a community of people who do what you do all across the country. They also vary widely in price and can include resources like books and even coaching.

They are a great investment, but how do you start that conversation?

• “I’ve been looking at the challenge we’ve been facing with [recruiting volunteers] (you can insert your own challenge here, but let’s be real, it’s probably recruiting volunteers), and I found a cohort that teaches some new strategies for [recruitment]. It has a lot of great reviews and I’d love to chat with you about it.”
  • Nuances:
    1. Again, you’re going to want to answer questions here. Share anything you know about the cohort and cohort leaders, especially as it pertains to the church’s goals. 
    2. This is also a good opportunity to share how you might be able to share what you learn with the rest of the team who won’t be in the cohort. Sharing new tips and tricks can make the investment feel more reasonable, and can even take some of the load off of your supervisor, who has to come up with something inspiring for your staff meeting every week. 
    3. Offer to send your supervisor a link to the website with all the information.
    4. Again, talk about the price when asked. Don’t avoid or rush into it. It’s also good to know if there are any alternatives. For example, some cohorts are offered with or without coaching options, and there may be different organizations at differing price points. Do your research, pitch the one you’re hoping for, but be prepared to pivot!

Interested in joining a cohort?
Check out these options from Ministry Architects!

ANTHONY: As a supervisor, I can sometimes get overprotective when it comes to who’s coaching the staff I provide support for because the last thing I want is to have staff getting mixed messages from different voices. Connecting your request to be in a cohort to the church’s goals would help me feel like we’d be moving in the same direction. Additionally, I appreciate when my direct reports let me know that they’ll run new ideas and initiatives by me before they decide to roll them out. Your leader might be more hands off and, if that’s the case, you probably need a cohort more than most people! Having a group of people in your life who are voices of encouragement can be a ministry-saver. Just make sure that you pitch this as a resource that will work in tandem with your boss and not something they’ll have to work against in the future.

4. Find a Ministry Coach

Ministry coaching is one of those things that feels more like a far off dream than it really is. I remember in my first ministry, my senior pastor told me to “go find a coach.” No leads. No “let me introduce you.” DEFINITELY no budget. Just go find one. It was like searching for the white stag. Or Big Foot. (To be clear, I never found any of them.) If you are feeling like you need the support of an experienced coach who can help you face the everyday challenges of ministry AND equip you to achieve those pesky goals we keep referring to, it’s not impossible.

Coaches are out there and they are worth the investment. So how do you ask?

• “I’m excited about the goals we’ve been setting for the upcoming year, and I’m excited to get started. We’ve got a lot going for us, but I think we could go further, faster if I had a ministry coach. I’ve been looking into ministry coaching, and it seems like it could be a solid investment for the ministry.”
  • Nuances:
    1. For this one, I feel like it’s really important to know what organization you’re looking into and why. The good news is that many organizations and individuals offer multiple levels of coaching packages with more or less months, and varying levels of engagement throughout the coaching relationship. This means that the price can be very attainable, but it also means you need to narrow this down for your employer. What’s the ask specifically?
    2. You also want to have something you’d like to learn in mind. Some coaching can be more like counseling sessions where a pastor or staffer goes to complain once a month, but the sessions don’t accomplish much. If your boss has experienced this kind of ministry coaching, they may be less inclined to fund the expedition. However, if you can name some things you’d like to achieve through coaching – becoming more organized, creating new and sustainable systems for student retention, developing strategies for volunteer recruitment– they will probably be much more willing to hear you out.
    3. When it comes to pricing, you’re going to want to know ahead of time the cost of 6 months, 12 months, or whatever you’re looking at and why you think that amount of time will help you AND THE MINISTRY succeed. It also might be good to have a cohort with coaching options on hand to discuss, in case your supervisor leans toward a little more bulk for their buck. 

ANTHONY: Asking for a ministry coach can feel like a gutsy ask for some because it feels like a vulnerable ask. Not every boss creates a space that’s safe enough to ask for this sort of help. Saying you need the help of a coach might come across as you saying that you’re not up for the job you’ve been hired to do. However, there are ways for a supervisor to hear this request without coming to that conclusion! The best athletes in the world have multiple coaches, so the idea that only people who aren’t good at what they do are the ones who need coaches is a myth that’s easy to bust. As Brandi said, knowing if your boss has been given coaching in the past lets you know what sort of bias you’re working either with or against. Beyond that, having a clear start and end point lets a boss know that this tool you want to spend church resources on is a temporary investment with lasting results! Depending on your need and/or your church culture, you may be in need of a Spiritual Director instead of a Ministry Coach. Knowing your need will help clarify your ask and can set you up for getting a “yes” to the thing you need most.

Unsure of whether coaching or spiritual direction are right for you?
Here’s a great blog to help you decide.

Friends, that’s a lot of options, and you’ve got a lot to mull through. But we’re going to end this part the same way we closed part one: You are worth investing in. Whether or not you trust that your leadership team wants what’s best for you (and we hope they do!), you are worthy of growth and development. Just like the people in your congregation or parish, God has a plan for you. For your life and for your ministry. For the people you will reach. And if you believe that you could be helped by any of the above options, then we say GO FOR IT! 

I know that a “no” might hurt your feelings. (Trust me! I’m the queen of rejection sensitivity dysphoria!) But a “YES!” could change your life. You can do this. But you don’t have to do it alone. Reach out if you need a little more encouragement. We’re just an email away.

The post How to Ask Your Pastor for Continuing Ed Money (Pt. 2) appeared first on Ministry Architects.

“Years of preparation had made her movements effortless, her turns seamless, her leaps weightless. A dancer of unparalleled talent, she mesmerized the crowd with her skill, but even more with her passion. Her countenance proclaimed in no uncertain terms that she was made for this moment. 

But she would finish much sooner than anyone expected. Coming down from an arching leap, she landed with a jolting crack, her foot driving its way through the rotting wood of the floor, her body twisted in pain, her leg bent in places it was not made to bend. She was pulled from the stage, wondering if she would ever dance again. 

The master of ceremonies dismissively apologized, “Inexperience does this to a dancer.” But no one repaired the floor. 

And then, as if nothing had happened, the next performer was introduced.”

Mark DeVries. Sustainable Youth Ministry (pp. 51-52). InterVarsity Press.

My Story

The first time I read those words, I just stopped, eyes frozen on the white page. The small black letters blurred for a time as the words crashed over me. I had been that dancer. I had fallen through that dance floor. And then, I’d been replaced with the next victim. In fact, at that point I was on my third faulty and neglected dance floor, and it was clear that no one was interested in making any repairs. I sat there, holding Mark’s book in my hand, recalling all the holes I’d been dancing around for years, and wondering, for the first time, if maybe dance floors didn’t have to have holes. If maybe it was a lack of maintenance, and not my dancing, after all.

You may have experienced a similar resonance while reading “Sustainable Youth Ministry” by Mark DeVries. If not, maybe you are experiencing it now.

Or maybe, you’re recognizing that it’s your dance floor. Maybe you have started to see a pattern in your church and you are ready to make some repairs. 

You’re not alone.

Whether it’s your job to build churches or build ministries, all of us are responsible for maintaining what we at Ministry Architects call “The Dance Floor.” You may have a staff team of 50 leaders or a Sunday volunteer team of 5. Either way, creating the systems and structures that equip those leaders for success is your responsibility, and it’s not easy, but you can fix the dance floor. 

And you had better.

For the last decade or so, churches have been hire- and fire-at-will. And while a well-known former Seattle pastor’s remarks on the “bodies behind the bus” have recently resurged to the general cringe of us all, this mindset was never limited to that one mega-church. Now, as we find ourselves in the throes of the Great Resignation, churches are coming to the realization that they are going to have to put their best foot forward to attract– and retain– staff in 2022. We’re going to have to put in the work to find the best strategies for staff retention.

And the first step is to stop trained ballerinas from falling through dance floors. Here’s how:

Strategies for Staff Retention:

Step 1: Find the Holes:

This should be obvious, but it’s not. It’s really, really not. In fact, I would suggest that holes wouldn’t be in the dance floor in the first place if leaders like you and I could see them. So, you are going to have to really dig. And you’re going to have to be humble. Really humble.

Did the last three children’s directors all complain about communication as they walked out the door? Did the last five volunteer youth leaders who “suddenly” quit over the last year all mention “lack of preparation?” 

There are probably patterns, but we have to be humble to see them. And humble is hard. 

So dig. Dig without blame or agenda. And friend, it’s going to be a lot harder if you have asked for honest feedback in the past and then hurt people. So, be honest with yourself as you dig. Is your staff being closed-lipped and closed-off? Did something they spoke with you honestly about come up recently in their annual review? It takes courage to speak truth to power. Honor that. And honor them.

If this is a struggle for you, if you’ve searched your heart, your backlog of emails, your team, and your trusted mentors, and you still don’t know what the holes are or how to fix them, let us help. 

We’re committed to being non-judgemental load-bearers,
let’s talk about what it would look like to partner in 2022.

Step 2: Create a Plan:

Once you know where the “holes” are you can create a plan to fix them. Sit down with a mentor or, better yet, sit down with a couple of key leaders representing those who have been most affected by these holes. 

(Tip: If this group is just your “Executive Leadership Team,” you will get nowhere. No offense, but this is the same group who didn’t fix the holes in the first place. At this point, if you want to fix the dance floor in a meaningful way, you need on-the-ground feedback and new voices.)

Our favorite way to do this at Ministry Architects is to create a Game Plan. We start with a 3-Year Goal. Where do you want to be in three years? It’s best if this is a S.M.A.R.T. Goal (Specific Measurable Achievable Relevant Time-Bound). Then, you create a 1-Year Benchmark that puts you on a trajectory to meet that 3-Year Goal. 

An example:

Let’s say the hole in your dance floor  is a lack of respectful and advanced communication. The outcome your church has experienced because of that hole is a high staff turnover rate and general staff burnout. Then your 3-Year Goal could be something like this: 

“8 of our 10 current staff remain on staff through 2025 and 8 out of 10 are able to report that they are ‘highly satisfied’ with their experience working with our church.” 

In an effort to strategically work towards that goal, set a benchmark to reach at the end of the year. The 1-Year Benchmark could look something like this: 

“A weekly staff email has been established within which upcoming decisions and events are announced three or more months in advance. Additionally, staff accomplishments are celebrated weekly.” 

The goal of the 1-Year Benchmark is that you never have to think about the goal. Benchmarks should be structured so that if you successfully complete the year one, year two, and year three benchmarks, you will achieve the 3-Year Goal.

Now, no Game Plan is complete without tasks. 1-Year Benchmarks like this are not just announced and, like magic, come to fruition. So, take the time to write out every single task that needs to be attended to in order to accomplish this one year benchmark. 

For our example, here are a few questions that will be helpful to answer:

Would someone need to be named to write this weekly email? What does the funnel for decisions and events being named 3-months in advance look like? Is it a large staff? How do staff achievements reach the writer? How do we collect nominations? Do we want to reward recognized staff members beyond a shout out? Who’s buying/sending the Starbucks e-gift cards? Write every single task down. 

But don’t stop there. 

Next to each task, write the date by which this is going to be accomplished and who the task is assigned to. You have a whole year to start what amounts to a newsletter, but that time is going to fly and, without dates and persons responsible, you’re going to be in the same position in a year as you are today. Write it down and then decide how you’re going to stay accountable to the process.

Step 3: Stay Accountable to the Process:

At Ministry Architects, we generally use something called a “Renovation Team” in order to manage this process. It’s like a kitchen renovation– the kitchen might be in shambles, but the family still has to eat, and go to work and school, and practice, and… just live. So, generally, the family hires a contractor to take on the process of renovation.

In the world of church work, the Renovation Team manages the process of change so that the church staff and lay leaders currently running the church can continue running the church. Depending on how deep and how wide the holes are that you are trying to address, you may need a small team (3-7 members) who are outside the day-to-day and can manage the list of tasks, benchmarks, and goals. For us, this team is often a mix of staff, lay leaders, and church members who are doers and who have the capacity to accomplish the necessary tasks. 

If the holes in your dance floor are smaller, and you feel like you can address it on your own, you will at least want to ask a trusted friend or mentor to help keep you accountable to the process. Trust me, intentions are good, but action is better.

Step 4: Pivot as Necessary:

In the end, though, your solution might not be the solution. Landing on the right strategies for staff retention is hard. Stay committed to the goal more than the strategies you thought would work. If you are six months into the new staff email and your open rate is a bust, or your frazzled staff are whispering in the hallways about how it’s so long they would rather do ANYTHING than read one more– Pivot. Would a 15-minute Monday morning Zoom call work better for everyone? Can you spice it up? Shorten it? Are people feeling more or less heard? Address that.

Look, you might not have all the answers, especially on your first go, but when people see how committed you are to them rather than your agenda, they will be more committed to you, your leadership, and the church. 

People, people, people. -Matthew 22:39

Because they’re worth it.

Additional Strategies for Staff Retention:

The dance floor is incredibly important– and often incredibly neglected– but it’s not the only strategy for retaining staff and volunteers. In fact, there is another strategy that I never hear anyone talk about, and I really can’t understand why. 

Is morale down with your staff? My guess is that it’s a resounding YES!!! 

And, of course it is. We’re going into year three of Covid-19, Christmas is over, and there’s a new variant that’s, get this, EVEN MORE CONTAGIOUS.

But, if we’re being honest, and I do want to be honest, was it better in February 2020? What about December 2019?

Is Covid just an excuse we are using because we are tired and we don’t know where the holes are in the dance floor of staff morale? 

Honestly, I don’t know what the holes are in your dance floor. I don’t know the specifics around why your staff is so unenthusiastic (if they are), or why they have been since before Covid. I don’t know why they’re leaving or, sometimes worse, staying with miserable energy.

But I do know how you can be more attuned to it. It’s not easy, but it’s practical and logical, and not hyper spiritual. You can even measure it if you want.

Here’s the formula: 

+ > – 

It’s really that simple. Or it will be, when I explain it. 

Your positive output should be greater than your negative output. 

That’s it. 

Are you having to bring a lot of bad news to your staff team lately? Moving back online? Reinstituting masks? Are you losing your lease at the school you rent as cases rage in your area?

These are all things that feel outside of your control. Do you know what is within your control?

Compliments. Celebrations. Positive emails. Vision casting. Prayers for the families of your staff. Shout outs. Telling stories of new life. Get togethers. Zoom parties. Cookies. Text messages. Bonuses. Raises. Meaningful interactions with your team. Warm socks. 

There are a lot of difficult things happening in this world, and people have a subconscious point system tallying the positive and the negative things in their minds. They are tired and they are sad. And you can’t control Covid. And you can’t control all the sad things. But you, as a leader, can control how many of the positive points come from your mouth, and staff won’t leave a leader like that in 2022. Or ever, if they can help it.

Finding the Right Strategies for Staff Retention that Work for You:

Obviously, strategies for staff retention is a big topic, and this blog could fill a book if it kept going, but what’s important is that you act. My prayer for you today is that you take a step towards fixing your dance floor. That you separate yourself from the problem and unite your team, whoever they may be, around making 2022 a safer, kinder year for church staff and volunteers. And, maybe, that you make positive vibes a priority for those around you. The world is hard enough without a mean boss, and your church probably has enough “holes” without the next staff person leaving. 

So grapple. Dig. Open your eyes to what God has for you and your team in 2022. And if you need help, reach out. 

You don’t have to do this alone. 

The post Strategies for Staff Retention in 2022 appeared first on Ministry Architects.

Maybe, if it really is just a “season” (a season with a DATE!), you should wait. There are absolutely seasons where that is true. However, if this “season” feels like every single Monday is bringing some new crisis to deal with, or some new fire to put out, or even just the same, exhausting rhythm you can’t seem to break, I’d like to tell you…

Why now is the time to take the leap into Church Consulting:

You have a BIG vision… But there are some BIG challenges.

God put a mission in you. He put drive and passion, and He put opportunity. You didn’t come to this place, this moment, by accident. That dream that lives in your heart is important, and it’s His dream, too. Maybe you have felt that calling. Maybe you’ve even done some great vision planning. But now, you’re looking up at all the mole hills that have piled on to make mountains and you’re tired. Maybe you’ve started to doubt. Maybe you’re even starting to wonder if you got the message wrong…

DON’T STOP!

That incredible, God-sized vision for God’s church that lives in you is possible. You just need a plan, and you might need someone to help carry the load. 

That’s where church consulting comes in. 

You’ve got heavy arms. 

We’ve got a strong back.

You were gaining ground before… But now you’re STUCK.

I don’t believe that you’re the type of leader who longs for the glory days. You don’t live there any more. But maybe you do remember a time, maybe even a time as recently as February 2020, when your church was gaining ground. Maybe your worship center was filling up every Sunday with energy and momentum. With worship and worshippers. And you were SO excited to see what God was about to do.

And then it stopped.

Maybe it slammed on the breaks like a Covid-19 lbs. freight train. Or maybe it drained like an air mattress while you were sleeping. But somehow, it stopped. Whether you’ve tried everything and you’re out of ideas, or you are flat on the ground at a complete loss – church consulting can help. You don’t have to do this alone and empty handed. We can walk beside you and give you the tools you need to move forward.

You’re not sure how to MOVE FORWARD.

There is this moment, just as you are making progress on a big goal, where the fog clears. In that second – the possibilities are infinite. You can do it. You can create any change. Then suddenly, as the possibilities spread themselves into countless paths in front of you… you realize that you have no idea which path is the right one. 

You can accomplish anything! 

But you cannot accomplish everything.

And, sometimes, that paralyzing thought stops us in our tracks. Yes, we seek wisdom. We seek God’s discernment. But there are so many GOOD options. Knowing which is the BEST can feel impossible. Church consultants want to listen. We believe that your church has a very specific offering to give to the Kingdom of God. You have a very specific set of strengths and gifts. And you and your church have a very particular, very beautiful, calling. We just want to help you reach it.

When all is said and done, you want to GROW both YOUR church and THE Church.

It feels like at every ministry conference in the last decade, someone, somewhere, has said that “healthy things grow.” And they are right. Growth can be a wonderful diagnostic for health. You probably have a “size” your church is reaching for. We’ve helped churches of every size– From small to large, micro to mega. And we can help you reach your growth goals. 

But I would also encourage you that daisies grow to around 3 feet while sunflowers grow up to 14 feet. When you are judging the health of the two, you compare the leaves, not just the stems. 

There are so many great metrics for measuring the health of your church. We want to help you grow healthier in all of them.

Church consulting can bring about those God-sized changes you’re dreaming of–
Start with a Free 30-Minute Coaching Call

Not sure you’re ready to make the leap all at once?

Hiring a church consultant can be a big step. Because of that, we understand that there are many factors to consider. But if you feel like you landed on this page for a reason, and if you want to take action on those things that have felt inactionable for a while, we want to help.

Talk to us about getting a rolling start with 6-months of ministry coaching!

We’ll help you prioritize the changes YOU want to see in your ministry, help you find and utilize the resources needed to pursue them, and get you the information you need to decide if a 12+ month church consulting package is right for you.

Email info@ministryarchitects.com and take the first step toward the ministry you want!

Brandi Kirkland serves as a staff consultant, search recruiter, and SEO specialist for Ministry Architects. Church systems and strategy are her very favorite thing. She’s led ministry in both single-site and multi-site churches, and believes that each church has its own, unique offering that it brings to the cause of Christ. You can connect with Brandi here.

The post Church Consulting: Why Now is the Time for Big Vision appeared first on Ministry Architects.

CLICK HERE for Ministry Architects Youth Ministry Resources FREE!

At Ministry Architects, we have a ton of great resources for your church and youth ministry. But we know that we’re not the only ones with great tools for youth pastors. So, here is a round up of some of our favorite free youth ministry resources:

Looking for free youth curriculum resources:

Maybe you have a complete curriculum plan for the next 3 years or maybe you like to piece together your messages for youth month-to-month. Either way, Covid-19 has taught all of us that sometimes you just need a little extra. A lot of curriculum companies offer one trial message series for free, which can be AWESOME. However, some websites offer free curriculum materials year-round. Check them out below!

• Ministry to Youth– https://ministrytoyouth.com/youth-group-lessons/
• LIFE.CHURCH Open Network– https://open.life.church/categories/267-6-12th-grade
• The Meeting House– http://kidsandyouth.themeetinghouse.com/
• NEWSPRING NETWORK– https://newspringnetwork.com/resources/students

Looking for free devotionals resources:

Are your students looking to go deeper with their faith? If a devotional for every student isn’t in your budget right now, don’t worry. We’ve got you covered! Check out these free downloads!

• fervr– https://fervr.net/teen-life/
• For Ministry Resources– https://forministryresources.com/category/devotioinal/
• YM360– https://youthministry360.com/collections/free-stuff/products/3-free-student-devos-plugging-connecting-what-gods-doing

Looking for free apps:

Social media has kept most of us pretty busy in the last year (or years). But that’s not the only thing your phone is good for. In fact, the apps below are two of my very favorites on this list, and here’s the best part… THEY’RE FREE!

• Grow Games & Ice Breakers– https://games.stuffyoucanuse.org/
  • This is the only thing I will editorialize on. THIS APP IS AWESOME! Seriously, it’s a life saver with games and ice breakers you can use at a moment’s notice. If you need something during check-in, standing in line, on the stage, outside, on a screen– WHEREVER — this app has got you covered! I love it. I’ve used it. And you NEED it in your life!
• YouVersion Bible App– https://www.bible.com/

Looking for free volunteer recruiting resources:

Fall is on its way and you know what that means… It’s time to start recruiting. But it’s daunting. Is there anything out there that can make it easier to find the right volunteers? Why yes, I’m glad you asked! Check out these great volunteer recruitment and onboarding resources!

• Ministry Architects– Volunteer Recruitment Process and Script
• Ministry Architects– Volunteer Megaboard
• Nick Blevins– https://nickblevins.com/resources/

More Volunteers. Guaranteed. Check Out Ministry Architects NEW Volunteer Accelerator with a FREE DEMO!

Looking for free summer resources:

So many people think youth pastors take off for summer… LOL! We at Ministry Architects know that couldn’t be further from the truth. You have a LONG to-do list. So, here are some great summer resources. Download them today and use them tonight!

• YM360– https://youthministry360.com/collections/free-stuff/products/25-rec-ideas-for-youth-ministry-summer-camp
• For Ministry Resources– https://forministryresources.com/summer-youth-ministry/
• dare2share– https://connect.dare2share.org/5-outreach-ideas-for-summer-for-youth-ministry?_ga=2.232451551.13074778.1624565281-172423612.1624469725
• Ministry Architects– Summer Trip Coordinator Job Description

Other Youth Ministry Resources FREE:

That was A LOT of free youth ministry resources… BUT WAIT, THERE’S MORE!! If you just LOVE lists of free stuff, we’ve got you. Check out more great resources at the links below!

• Ministry Architects– https://ministryarchitects.com/free-tools-and-resources-category/
• YM360– https://youthministry360.com/collections/free-stuff
• dare2share– https://www.dare2share.org/resources/
• Tansquared Youth Ministry– https://www.tansquaredyouthministry.com/ultimate-youth-min-resource-kit/
• Nick Blevins– https://nickblevins.com/free-church-resources/

Friends, the internet is BIG. On the other hand, these free youth ministry resources were worth the search. We hope this list helps you ROCK OUT this summer and beyond, and that you are able to reach MORE STUDENTS because of these awesome free tools and resources. However, you might find this list overwhelming. If you feel like you’re doing less swimming this summer and more drowning, we’d love to bless you with a free 30-minute coaching session. We’ll help you take a deep breath and get your bearings. Seriously, you don’t have to do this alone!

Brandi Kirkland loves what she does every single day. She has led children’s ministry in both single-site and multi-site churches. As a result, she believes that each church has its own, unique offering that it brings to the cause of Christ. Click here to connect directly with Brandi.

The post Best of Ministry Architects: Youth Ministry Resources FREE! appeared first on Ministry Architects.

The idea of multi-level strategy here is that from the outset, whether you are just starting out or 15 years in and today is a new day, you are planning for multiple levels of growth simultaneously.
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This means that you are not only looking at your under-staffed nursery and thinking, “Man, if only I had two more weekly room leaders, we’d be set,” but you are also looking at how many more leaders you need if your ministry grows by 5%, what levels of leadership you’d like to add in the next six months, and what role descriptions you need to write even if they aren’t roles you can/should immediately fill. Maybe you relate to younger Brandi in some way (or, Heaven forbid, all the ways!), and this all sounds more than a little overwhelming, but stay with me.

I’m telling you, if you lay the ground work for these things now, you will be reaping the benefits for years to come, and what feels overwhelming and exhausting now will become just a natural part of how you lead ministry well in the…
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So where do you start? There are a lot of great ways to get started with multi-level strategy, just as there are seven great days a week to get started (365 perfect start dates a year!). But where I like to start is with the org chart. Now, the first org chart I ever created made me feel like a terrible person. It definitely felt like I was ranking people I really cared about in order of importance, which is categorically untrue. However, if this is you, I suggest turning your org chart on its side and putting traditionally “higher” level leaders on the left and then moving toward the right until you get to roles like “Assistant Small Group Leader” or “Student Helper.” Now, anyone can (and should) create an org chart, whether you hand write it on a piece of printer paper, build it using SmartArt in Microsoft PowerPoint, or print and cut out all the names of leaders in your ministry and stick them to a poster board in true Children’s Pastor fashion. The difference in multi-level org chart planning is that you are creating two or more org charts for your ministry at one time. To start with, you have the org chart with all the positions and leaders you currently and realistically have in your ministry right now. Then, you have the org chart representing what positions and leaders [TBA leaders included] you actually need for your current ministry to thrive. I actually prefer to begin with the latter.

Start by getting the facts on paper: How many rooms are you using for your ministry? What is the current breakdown of ages? Better yet, what is the ideal breakdown of ages possible in your space and with your child population? Based on your policies and values, how many leaders per room/group would you need for your ministry to be successful? And finally, what leadership positions would you need to create and fill to step out of the tasks that keep you from leading at your highest level (i.e. subbing in rooms yourself, getting the extra glue sticks, troubleshooting the check-in printers (again), prepping the weekly curriculum bins, etc.)? The answers to these questions will help inform your decisions on what roles you actually need in the current state of your ministry and help you to create the appropriate target org chart. Then, you can create the org chart you are currently working with or you can take that target org chart and fill it with the names of your current leaders, placing them in the roles closest to where and how they are currently serving. Disclaimer: For this current org chart, try not to move names into the roles you plan to ask people to fill in the future. This should be a faithful narrative of where you already are so that you can move forward with asks like that accordingly, later. I speak from experience when I say that things written on the org chart feel like they are a done deal, and, let’s face it, sometimes people say no!

The next org chart I would recommend is one that represents growth. Sometimes ministries can absorb some growth with very little changes. The two’s room grows by four children unexpectedly, and you need to add a third leader, etc. But some ministry environments are on the cusp of requiring a complete restructure even if faced with minimal growth. Do yourself a favor and know which one you are so you don’t become that crotchety Kids Director that actually hopes their ministry doesn’t grow! Building a growth org chart will help. Now, you can use the growth stats your church has been seeing if they track these things or if they have been seeing growth in the first place, or you can pick a percentage arbitrarily. I would probably suggest 10% as that number actually represents 20% growth when you look at a standard 10% attrition rate per year, and because it’s an easy number to work with. (Hey, we’re pastors, not mathematicians!) If you are using the 10% marker, you can take the average number of kids you see on a Sunday (please know the average number of kids you see on a Sunday!) and multiply that by 10% (.10). Of the number you just calculated, roughly 20% of that will be nursery (0-2), 30% will be preschool (3-5), and 50% of that will be Elementary. You can use these standards or do the math to see where your church naturally trends, as growth seems to follow the same pattern.

Once you have done all the math (sorry!), look at your target org chart. Can it accommodate this growth? What changes would need to happen in order to do so? Would you need to add leaders? Staff people? Would you need to add rooms? Small groups? What levels of leadership should be in place in order to be proactive rather than reactive? Build your growth org chart based on these answers, and as you start hitting your target org chart, remember to also start padding the areas that lead to this new growth org chart as God blesses you with leaders. It’s true that your church or children’s ministry might not grow by 10% this year, but it’s also true that God is probably more likely to bless a ministry that is prepared for growth than one that isn’t, and it is also definitely true that first time visitors are more likely to return to a church whose Children’s Ministry is over-staffed than one that is chaotic and under-resourced.

Finally, I want to be really honest—using multi-level strategy can often feel like the book If You Give a Mouse a Cookie. If you name what positions your ministry needs, you will need leaders to fill those positions. If you are able to recruit those leaders, you will need to provide them with role descriptions and train them. If you need to plan a training, you are going to need more leadership development budget.

The fact is, there will always be more to do. I encourage you to take these things one at a time and refuse – YES, REFUSE! – to be overwhelmed.
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There are a million resources out there for you (I’d start with this article on recruiting leaders: “Four Tips for Volunteer Recruiting” by Kristin Franke), and remember that God has called you to this—You are not alone when you are called by God.

One thing I would warn you against, though, is don’t look at the biggest church out there for tips. Yes, go to the conferences. Yes, pick all the brains and get all the ideas. But don’t compare yourself or your ministry to North Point. No one is North Point. (Unless you’re North Point, in which case, this is awkward.) But seriously, if you are a children’s ministry of 25 kids or 50 kids, don’t look to churches with 1,000 kids as your model. They didn’t get where they are by having the model they have now, and you won’t get where they are by trying to copy them. If you want churches to look up to, find some churches your pastor respects or has a good relationship with that are simply at the next level. Honestly, they’ll be more likely to answer your emails, and they’ll probably learn as much from you as you learn from them. If you’ve tried that approach and had no luck (and trust me, I’ve tried that and had no luck!), consider joining the next Ministry Architects cohort or simply reading “Sustainable Children’s Ministry” by Mark DeVries and Annette Safstrom if you haven’t already.

Look, ministry is tough, but I believe that you are tougher, and the God that is in you is bigger than org charts, volunteer shortages, and check-in printer issues (again). You are called, you are worthy, and you’ve got this. Go with God, and enjoy the ride.

The post Multi-Level Planning and Strategy in Children’s Ministry appeared first on Ministry Architects.