This doesn’t change when we become Christians nor does it suddenly go away when we answer the call to serve the Lord in vocational ministry.
No one knows this better than the pastors reading this. You know, and, thankfully, so does the Lord. When we feel lonely as followers of Jesus, regardless of our role within His kingdom, we have the opportunity to identify with Him.
No one knows what it is like to not only feel forsaken, but be forsaken, like our Lord.
The Apostle Paul got this and shared this sense of connection to Christ in his letter to His followers in Philippi. (See Philippians 3:10.)
When it comes to loneliness, we all go there. None of us should stay there.
Pastor, here’s the BIG POINT: DON’T BE LONELY ALONE.
When we stay lonely alone, too long, we risk the real problem, isolation.
Proverbs 18:1, “Whoever isolates himself seeks his own desire; he breaks out against all sound judgment.”
The root word in this verse is פָּרַד paw-rad’; to break through, spread or separate: disperse, divide, be out of joint, part, scatter, separate, sever self, stretch, sunder. (Strong’s, H6504)
We all face loneliness. However, isolation is a choice.
How do you know if you are choosing isolation as a leader? Isolation is characterized by numerous symptoms. These symptoms come on slowly but very surely.
Join us in The Lonely Leader – Part 2 coming soon as we uncover these symptoms together.
Lead the way in encouraging people to keep gathering when they aren’t enjoying their vacation or weekend get-a-way. Be creative in providing opportunities for this not only in your main weekend worship experiences, but at other times for just getting together for fun and fellowship. Cookouts and/or tailgate parties never go out of style and can be done by churches large and small!
Our Need to Grow! This is all about spiritual growth.
Lead the way in encouraging people to continue in personal and family spiritual growth.
You need to come right out and say it, “We don’t need a vacation from growing in Jesus.”
Start at the most basic place. Talk about having a daily time reading God’s Word and praying and how fundamental this is to us as followers of Jesus. Share from your heart what this has meant to you and/or have others share what it has meant in their lives and families.
Don’t “pound the pulpit” about it. Instead, talk in simple terms and transparent ways about our temptation to do this over the summer. Then, provide some practical ways to grow in a personal/family devotional life.
Here are a few reminders you can give and resources you can offer:
Download the YouVersion Bible App and follow a personal daily reading plan. Offer plans for groups and/or as a congregation. https://www.youversion.com/
Provide a subscription to RightNow Media. This resource provides an amazing amount of video teachings, messages, conferences, and entertaining choices for all ages! https://www.rightnowmedia.org/
Our Need to Give! This is all about stewardship.
Lead the way in encouraging people to stay out of debt personally and as a family over the summer.
Start with caring about their personal finances and debt so they know you truly care about them, not just what they can give! Then, lead the way in encouraging everyone to continue (or start) tithing and giving.
Here are a few suggestions for your staff/lead teams and resources you can offer:
Leaders who intentionally create and actively encourage a culture of delegation, position their teams well for health and growth. Of course, too many leaders fear delegation for a variety of reasons and this keeps them, their lead teams and the organization as a whole from reaching their full potential. This doesn’t have to be you. Learn to multiply your influence through the power of delegation!
Here are 5 Steps to Delegating Well…
Step 1: Choose wisely
Resist the temptation to pick someone too quickly, just to meet a need and, let’s face it… get it off your “To Do” list.
Do your homework. Don’t accept the first person to eagerly volunteer or press someone close to you into service just to fill the void. Delegate the same way for a short-term project you would hire a full-time staffer, keeping a sense of calling, character, chemistry and competence in mind.
John Ortberg affirms, “I don’t have a problem with delegation. I love to delegate. I am either lazy enough, or busy enough, or trusting enough, or congenial enough, that the notion of leaving tasks in someone else’s lap doesn’t just sound wise to me, it sounds attractive.”
Step 2: Explain simply
Only expect people to do exceptionally what you have communicated exceptionally well. This is all about letting people in on just what they are getting themselves into. People are far more likely to partner with you if they are aware of the level of commitment they are agreeing to. This means explaining and putting into a simple document the who, what, when, where and how of the role they will be fulfilling and/or task they will be undertaking.
Step 3: Empower willingly
The extent of authority should match the breadth and depth of responsibility. Leaders that fail to lend authority to those they have tasked with responsibility find their pool of quality people drying up fast. Explain simply to those you are empowering and to all those they will be leading who reports to them and who they report to. We are all accountable. Resist the urge to micromanage or hover. Give them space to do what needs done. Remember, you have been lent power to lend power.
Step 4: Resource thoroughly
You wouldn’t ask someone to drive a nail without a hammer or to bake a cake without flour. Don’t task people to do something without giving them the tools to get the job done right. While these should include tangible resources such as a specific budget, gathering/working space and technology, don’t overlook the intangibles such as the details they need to lead in an informed way.
Step 5: Follow-up responsibly
“How’s it going?” and “What can I do to help?” should be common questions you ask as a leader. Realize that if you have chosen quality people to serve they will be tempted to lead without seeking out additional advice or assistance. Be an occasional but intentional presence. Listen to concerns and lend a hand. Then, when the task is complete or the role has run it’s course, sit down to process the highs and lows and glean from the experience what you would or wouldn’t do again, what didn’t work and what did.
Oh… and CHEER WILDLY!
Be your team leaders, teams and volunteers biggest fans. Lead the way in encouraging and cheering on those you are privileged to partner with in seeing your unique mission fulfilled.
Learn the power and practice of delegation well and see the influence of your teams go farther than you ever imagined!
How can you not only meet, but exceed your goals for 2018?
Find a partner and use this GoalSettingGuide18 to help you discover your “Why?”… set your goals and then achieve them with confidence. This is a limited time offer so download it today and get on your way to realizing your goals for 2018!
You can do this! We can help.
Need a partner in life, ministry or organizational coaching? I would love to hear from you and discuss what a partnership might look like. Just let me know in the discussion feed below or email me at email@example.com and let’s get started!
It’s been said that, “Timing is everything.” While it may not be everything, it does play a valuable role in gathering and keeping great volunteers in your ministry or organization.
Answer the following questions from the perspective of those you seek to engage as volunteers..,
When is the training? How long will it take? When training is involved, be clear about the investment of time this will take in addition to the actual event.
What is the prep or setup time? Cleanup/tear down? Follow-up? It’s easy to overlook these practical parts of the equation as “givens.” However, factor this in so that people have a realistic view of what they are committing to and how much time it will take.
When does it start? Your event or initiative isn’t likely the only thing people have going. Are other things in your ministry starting at the same time? Be clear about when their commitment begins so they can plan effectively.
When does it end? Remember, people have other places to go and things to do. This one is BIG!!! Create a culture where things “running late” are the rare exceptions.
When people know you value them and their investment, they are far more likely to partner with you. Few things say this like valuing people’s time. Create a culture where people can “set their watch” by the way you communicate and stick to the timing you have asked your volunteers to give.
Need some help taking your volunteers and teams to the next level? Let us know the best way to contact you in the thread below. Let’s partner together to take you volunteerism viral in the coming year!
Who wouldn’t love to partner with more great volunteers? Getting and keeping them doesn’t just happen. You have to give great people a great reason to partner with you. Let’s get more specific about this by answering a simple question from the perspective of the volunteer… “Why should I?”
1) Answer the “why?” first. Don’t just show them the need, give them the reason. Paint the picture for them of what their effort means to the the need at hand and, more importantly, the people involved. Show and tell people how their involvement will make a real difference.
2) Crunch the numbers of the need. The more specific, the better. How many people are being affected? How long has the need existed? Where is “ground central?” What will the stats be in 3 or 5 years if nothing is done about it?
3) Set a clear goal. You may not be able to meet all of the need. However, what is your part as a church or organization? Again, be specific with your goal. How much money do you hope to raise? How many homeless care packets do you hope to make?
4) They need to “see it!” in person or at least video (or both). This is all about painting the picture of the “Why?” for those you hope to engage in the effort. Find those gifted at this and enlist their services from your hard-copy literature to your on-line presence, be sure to promote with honesty (don’t oversell it… people will see through this!), excellence and consistency.
5) Finally, remember that information is inspiration! Consider using some type of graphic that tracks the giving or effort toward the goal and keep it updated. Don’t wait until the end to thank people for their investment of time, resources or money. Thank them for every step achieved towards the clear goal and then… celebrate the win!
Great volunteers will more often respond to a clear call for a worthy cause. Your job as a leader is to give them the reason why they should!
Need help discovering the “Why?” of your next effort or for your overall ministry or organization? Respond below with your contact information and let’s talk about how we can partner to take your volunteerism viral!
Non-profit organizations, churches and para-church ministries all require one thing to succeed… great volunteers! One of the common questions I hear in conversations with other leaders across the country is, “Why can’t we get more volunteers?”
Let’s talk about some practical answers to this pressing question…
Ask yourself as a lead team, “Is it a worthy cause?” And, before you insist, “Of course it is!” Think about it from several different angles (besides your own)…
Don’t assume your cause is THE cause. Could the group of volunteers you are trying to engage be otherwise invested in another or even several other causes outside of your ministry at the moment? Have you asked? Would the timing be better when other initiatives have run their course?
How many other causes are being championed within your own organization? In other words, could there be a conflict of causes? Maybe it’s time to apply the “less is more” principle? What would it look like if, instead of doing a little for a whole lot, you did a lot for fewer? I would suggest that making a greater impact less often for fewer is more impactful in the long run!
Does your cause meet a need not already being met? Let’s face it, charity has become big business. Is the organization or need you are seeking to support already well funded? Are there others in your area (another church or organization) already effectively addressing the need?
Who told you it was a worthy cause to begin with? Just because its a worthy cause and making headlines in one part of the country (or world) doesn’t mean it will rally support in your unique area or culture. Are their causes that may hit closer to home for those you hope to partner with?
If you are trying to sell an unfamiliar cause to your volunteer base, you better do your homework… we’ll talk more about what this means in an upcoming post.
There are many worthy causes. Make sure it is a cause worthy for all of the right reasons.
Need some help engaging your volunteer base? Let us help you. Reply below with your best contact information for a free coaching call! Let’s explore how a coaching partnership might help you create a Viral Volunteer culture in your ministry or organization!
“How do I get more volunteers?” I hear this question from leaders across the country. Why? Because of what I have never heard from anyone, anywhere… “We have too many volunteers!”
So, how do you get (and keep) more volunteers? Let’s explore this together over the next few posts… It all starts with leadership.
Let’s be more specific. By leadership we meanCLEARleadership. Why? Because, the leadership must have clarity in several essential areas for people to develop the trust necessary to follow. Here are a few of those vital areas…
Clear Vision. Do people have a clear sense of where all of this is going? Are the leadership teams united in the pursuit of a shared vision for the church or organization? Has this been clearly communicated to those being asked to get on board? If not, get this done! People are slow to get on board a train with an uncertain destination.
Clear Goal.This is different than the overall vision of the organization. This one is specific to the initiative or event you are asking people to volunteer for. To get people to not only volunteer but to be excited about it, you have to clarify the win.
In other words, what does success look like if all goes even better than expected? The more specific you can be, the better. For example – Our goal is to pack 450 homeless care packets and deliver them to the shelter by 1pm.
Clear Information. This one is simple, but essential. Do people know what they are getting themselves into? Have you taken the time to let people know the who, what, when, where and how of what you are asking? We will cover this more specifically in an upcoming post, especially as it concerns the #1 factor in people’s willingness to volunteer.
Again, people will be slow to sign-up and show up if they aren’t sure what they are signing up for.
Clear leadership is central to creating a culture of Viral Volunteerism where the people have a high level of trust in a team that has done their homework!
Need some help gaining organizational clarity? Reply below and let’s get started with a free coaching call!
Two extremes pull and tug at most pastors, especially those that lead small/medium sized congregations . They may be called upon at any time of day or night to be one or the other. It can be as overwhelming as it is exhausting to find balance between caring for and leading the flock. In other words, being the Shepherd and the “CEO.”
The pastor as shepherd. This role calls on the pastor to be listener, comforter, intercessor, counselor, friend and more. While this can be as rewarding as any aspect of ministry, it can also be exhausting. Without some checks and balances pastors can easily find themselves suffering from compassion fatigue and worse, burn-out. This role isn’t isolated to the pastor and is shared in so many ways by spouses, kids and other ministry team members.
Still, being a shepherd never goes out of style. As a small church pastor I cared personally for the church one family, couple or individual at a time. When I was a large church pastor I was there for the staff, lead teams and their families who in turn cared for the larger congregation through small groups. To be honest, this is will always be the best method regardless of size… God’s people caring for one another! Regardless, the call to love the people we lead is still relevant, and always will be. Shepherding never goes out of style. Only the context changes with size.
Then there’s the pastor as CEO. Regardless of polity, structure and/or staffing, the pastor can’t ignore the realities of organization life (visioning, goal-setting, staffing, budgeting, planning, training, etc.). I have had the privilege of pastoring churches from 9-900 and the overall responsibility is the same, only the administrative method changes. For many in small and medium-sized churches, they often find themselves as their own secretary, executive assistant, administrative pastor and more all rolled into one. There is a better way and we would love to help you find it! (Let’s talk coaching!)
Whether you have paid staff or not to handle daily operations, the reality is that the church has a business side to it and it should be handled with a practical professionalism, and a lot of prayer! After all, administration is a biblical gift. For those with the benefit of dedicated staff for all the above, you still bear the responsibility of oversight, equipping and encouraging each leader and each area of ministry well.
Pastors have long since been tasked with leading as both shepherd and CEO. “Old school” pastors and churches emphasize one while millennial ministers and their ministries have trended to the other. However, both are vital to the health of the organizational culture and congregation.
Bottom line? Pastors must be all about the business of being there for people while simultaneously overseeing the nuts and bolts of organizational life. Both never stop begging for attention and deserve equal parts compassion and excellence.
The question is, how do pastors do this without losing it? Is balance even possible?
Share your suggestions in the reply section below. Need some help finding a balance or renewing your focus on one or the other? We would love to help you find a more effective balance. Let us know how we can help through an ongoing coaching partnership. Just reply, “Let’s talk coaching!” in the reply section below and we’ll get connected!
Leadership can be a lonely life. Beyond the online image of big events, conferences, retreats, lunch meetings, speaking engagements and more… leadership can leave you feeling isolated and wondering if anyone “gets it” or the world you live in. It’s easy to find yourself increasingly lonely and longing for something missing in all of it.
My wife and I find ourselves in just such a season as I have “moved” to a new assignment while she finishes teaching at a university in another state. Not fun. So, I came up with 5 Ways to Beat Leadership Loneliness while battling a little loneliness myself…
1) Admit you are lonely. It’s okay. While you may be surrounded by busy people in the course of your work, you can still be starved for meaningful relationships that have nothing to do with meeting your next goal or pulling off that upcoming event.
Admit to yourself, your family and a few trusted friends if you find yourself growing isolated. And, while there is solace in solitude with the Lord, isolation is a different matter. Someone has said, “Isolation is the devil’s home court.” Admit it… you miss people. That doesn’t make you weak, that makes you human.
2) Know your limitations.
You crave relationship.That’s okay. We were created for it! No, you don’t need more work related interaction, you have probably had enough of that. You need people to share the real stuff of life with. You may actually find the extremes of busyness increasing right along with isolation in a bizarre and dangerous irony. How do you know when you are reaching an unhealthy place? Read on…
3) Know your temptations.
Loneliness can lead to lesser things, much less and much worse. Let’s face it, we are all tempted to self-medicate when we are in pain. The enemy knows this and will be right there to “help” with temporary “fixes” that distract from or make the pain of loneliness go away for the moment. Everyone is tempted by some of these… from comfort eating to extreme sports/exercising, pornography to workaholism, binge watching favorite shows to substance abuse, “retail therapy,” and more. How do you keep from falling into these traps?
Know what really tempts you and let a few trusted people in on it (Hint: They may already know!). Draw close to the Lord through worship and the Word. Bring others around who will encourage and hold you accountable. You can live above these temptations! Speaking of accountability…
4) Stay open.
We all need some “alone time.” However, again, it’s easy to become a “hermit” and simply shut out the rest of the world. Resist the temptation to get comfortable with being alone. Stay open to friendships and the accountability they bring. Seek out conversations about things that truly matter. Be willing to ask and, more importantly, be asked questions about your life and leadership. Be there for others as much as you need them to be there for you. Whatever you do, don’t get too used to leading and living as a “party of one.” We were made for fellowship with God and others!
5) Be active.
Don’t be busy, be active. Find a few things that fuel you spiritually, emotionally, physically and relationally. Find some things you and your spouse, kids or friends also enjoy and get into it! I like to hike, write, work out, read, and a new hobby of kayaking… anything outdoors! Be intentional about carving out regular time to restore, even rest. You will be a better person for your family and leader for your church/organization as you stay active and healthy.
I’ll admit it… I don’t get lonely sometimes, I get just plain pathetic. I need the company of the Lord, my wife, my friends, and a long trail to wander on with them!
What about you? How are you actively beating leadership loneliness? Share your thoughts below…