Having a well-balanced and diverse staff is very important, especially when it comes to personality types. Introverts and extroverts each bring unique qualities that can work beautifully together in a workplace. However, each thrive in different physical spaces, communicate differently, and will have different preferences for how meetings are run.
Yes, I know. You deserve it. You’ve waited your turn. You’ve been patient. Why won’t they just promote you already?
There are likely many reasons why your boss hasn’t decided to move you up the organizational chart yet. Use this list as a barometer. If you want to be promoted, consider the following things before you ask for your raise.
Beginning the journey to self-care can be daunting. But as is the case in most everything, the journey begins with small steps. This is especially important for church staff members, as ministry is a 24/7 job.
These six steps take as little as ten minutes to accomplish and can make a huge impact on both your work and personal life.
Practically every position at a church is strenuous; each has its own particular set of difficulties and big asks. Worship jobs in particular can be taxing because of the hours required, from weekly practice to numerous weekend services. Below are a few simple things you can do to ease the burden for your worship team members (or really any role!).
No matter how you put it, layoffs are hard. Whether you work for a church or in the corporate world, facing termination is met with difficult conversations, heightened emotions, and an incredible opportunity for grace to triumph. So if your church is in the middle of budget cutting and eliminating positions looks inevitable, how do you handle it?
When you work on a creative team, everyone brings something different to the table. So how do you harness all the different yet equally important strengths of your team to work towards your common goals? The simple answer is: understand what makes each other tick.
So you've made the hire for your church staff or ministry! Now what? That is a great question. Most church leaders and non-profit employers spend so much time and focus on the front end of the hiring process that they often forget about how to be intentional once the new employee has arrived. But the smartest leaders we've seen - those who excel in retaining great staff members - remain intentional in their actions after the hire has been made.
One of the greatest joys in ministry is working with a great staff. But if there are challenging staff situations, it can also be one of the biggest frustrations in church leadership. Why do church leaders tend to hold on to people who are ineffective or even harmful to the church? What does it do to the team and mission? What should we need to do about it?