Tag Archives: vision

Middling, but Not Mediocre, Part 2

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by Carol

Be careful when you describe something as “medium.”  The Big Thompson River in Colorado is sort of a medium river.  It flows steadily throughout the year, swollen with mountain runoff in the spring and showing its rocky foundations in the summer heat.  I remember the canyon as a tourist attraction, with its old-fashioned motels and comfortable little cabins along the banks.

But one Saturday evening in 1976, the river turned into the most deadly flood in Colorado history, killing 143 people and injuring 150 more.   (See http://content-static.coloradoan.com/news/thompson/)

We’ve said that volunteers in the medium church (101-350 attendance in worship) tend to be steady, tolerant, numerically challenged, good (or great), contented volunteers who make competent leaders.  Like the Big Thompson River, the medium church can be a peaceful destination for fishermen or unimaginable power (destructive or positive) ready to be unleashed.  What makes the difference?

Think about the relationship between volunteers and the church staff (the paid kind).  Two words come immediately to mind:  vision and equipping.

Vision
In Part 1, we mentioned that volunteers need to be challenged.  Volunteers can keep on doing whatever they’ve been doing, whether it’s good for the church or not.  The paid staff needs to have the time and theological training to explore what the congregation ought to be doing.  Then the pastor and staff need to communicate these things to the members.  It’s called vision casting, and it should happen in any size church.

Equipping
The other important thing that the pastor and staff need to do is to equip volunteers. This includes spiritual growth, training, and managing “stuff” for them.

In the medium-sized church, “stuff” is where it gets tricky.  As soon as you start adding staff members, the pastor and staff have the opportunity to communicate on a day to day basis and get things done while the volunteers are not around.  Some things that volunteers were doing (or not doing) are done by staff without the input or participation of volunteers.

Let’s give a simplistic example:

The pastor sees a certain staff member every day, so the pastor asks the staff member to check the supplies in the children’s area.  The staff member sees a large tub of broken crayons.  The staff member assumes that the volunteers are not making good use of their limited storage space, so she throws them away. The volunteers come in the next Sunday night to find that the crayons they had expected to melt down for an art project are gone.  Ouch.

“Stuff” can also be dates on the calendar, equipment in the rooms, decorations on the walls, and on and on.  In the small church, the pastor doesn’t have time to look at crayons.  In the large, staff-driven church, the staff manages the materials and a whole lot of other stuff.  Between the two extremes, though, the staff and volunteers have differing expectations.  Let’s just say that, without really good communication, volunteers can be blindsided and caught off-guard — with very unhappy results.  It’s just human.

The Big Thompson flood was caused by an unusual weather pattern over the canyon.  The flash flood caught up trees and boulders.  But it was much more deadly because the rising waters also picked up cars, propane tanks, cabins, and even entire bridges along the way as the water came down the narrow canyon.  Human stuff.

Bottom line:  Don’t let human “stuff” destroy the dedication of volunteers in the medium church.  Clear the debris and keep the channels of communication flowing freely.

Middling, but Not Mediocre, Part 1

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by Carol

Like the middle child, medium-sized churches often don’t get a lot of attention.  They don’t have the big, flashy programs of the mega church.  They don’t have the hand-to-mouth financial struggles of the small church.  They just go about their business on Sundays and throughout the week, doing their best to grow believers and share Christ in their communities.

So, what makes volunteers in the medium church (101-350 attendance in worship) different?

Steady
For one thing, these volunteers tend to be steady.  (Not all of them, of course, but more often than not.)  They know that people are counting on them, but they don’t have grandiose plans to wow the world.

Leaders
There are enough levels of leadership in a medium church for leaders to rise up and yet not be in over their heads.  It’s small enough that leadership flaws, when they exist, are not fatal.

Tolerant
Members in conflict, at least to a certain level, can co-exist under the same roof in the medium church.  On the Up side, people can simply avoid those with whom they disagree.  On the Down side, though, conflict may fester and remain unresolved.

Numerically Challenged
Where one or two volunteers could handle something in a small church, most projects or programs need more staffing (or funding) in a medium church.  It’s common for the medium church to take on more than its volunteer base can actually run.

Good / Great
Volunteers can be excellent, but they don’t have to be professionals — especially those with technical skills and in the area of worship arts.

Contented
In a medium church, volunteers can get locked into tradition.  Maybe it’s because the status quo is working, and there is no apparent reason to risk it.  But medium churches actually have more opportunities to experiment — they are neither a small rowboat that sinks easily nor an ocean liner that is difficult to turn.

In Part 2 on medium churches, we’ll look at the relationship between volunteers and staff (especially the pastor).  Volunteers in a medium church need challenges so that they don’t become mindless sheep.  The pastor and other staff members have a significant role to play in casting the vision and gathering resources for volunteers to fulfill their potential.  But that comes with a price that is often overlooked.

7 Underestimated Words for Leading Volunteers

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by Carol

In Matthew 5, Jesus repeated the phrases, “You have heard it said that ……, but I tell you……”

You have probably heard that the “seven last words of the church” are, “We’ve never done it that way before.”  But I tell you, maybe the seven most underestimated words for leading volunteers are, “We have always done it that way.”

Neither statement is necessarily true, thank goodness.  Still, they seem contradictory, so let’s take a look.

Some congregations fight against change with every ounce of their strength.  Staff members come and go, but the nucleus of the church holds fast to an old mindset that will not budge.  And yes, in that case, the congregation that refuses to entertain any new thoughts or different ways of doing things will die.  It may be a slow, lingering decline.  The church might even look like it is thriving, but only because it is a sealed-off pocket of ancient rituals in the midst of a landscape of change.

But we have a saying about not throwing the baby out with the bath water.  Think about that picture for a moment.  Who came up with that one?!  I’m trying to picture my grandmother or great grandmother heaving a washtub of soapy water from the back porch — along with the little, pink bundle of joy.

There are things in church that are precious to us.  They tug at our heart strings and define the roles we play and carry the faith to the next generation.

Take Christmas traditions, for example.  Candlelight services probably mean more to those of us that have always lived with electric lights.  We have a core group of Christmas carols that have been carried on for decades (some for centuries).  And most Americans could stage a Christmas pageant, even if they have no personal relationship with the central character.

Traditions, rituals, and things we “have always done” give us a head start with volunteers in the church.  People can imagine where you are going with a concept.  They can see themselves as a part of it.  They can build on last year’s event.  Youngsters can look forward to the day that they will join (or grow into a new role).  Newcomers can get a sense of what holds this group together at the heart level.

Change can be good.  Don’t underestimate tradition and repetition, though.  And don’t be surprised if, when you try to repeat something, you find that it turns out different.  Remember, we serve a God who makes snowflakes.

3 Easy Steps to a Good Volunteer Experience

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Jesus Walks on Water

Jesus Walks on Water

 

 

 

 

 

 

by Carol

Sometimes they call me the Puppet Lady.  I’ve been doing puppets since I was in first grade. 

Over the years, I’ve made and performed with many kinds of puppets around the U.S. and in foreign countries.  I’m far from a pro, but I have a lot of experience.

I few weeks ago, I moved my church membership, and now I am up over my eyebrows in puppets again. 

When the pastor saw “puppets” on a list of things I’ve done, he immediately introduced me to a closet full of Muppet-style puppets.  (More on church storage closets in the near future….)  They adopted me at first sight.

I’m just a volunteer.  How did we move from “puppets stuffed in a closet” to full-blown “puppet world” in less than 6 weeks?

1.  Pastor’s vision – The pastor has known me for several years, but he didn’t realize that I had worked with puppets. 

Suddenly, a closet full of little stuffed characters jumped to life in his mind as a ministry with important potential.

Investigating at the cross

Investigating at the cross

 

 

 

 

 

 

2.  Ideal opportunity – The pastor linked me with the VBS director, who immediately latched onto the idea of the puppets telling the daily Bible story.

3.  Connectors – The youth ministry had used the puppets a few times, so the youth pastor’s wife volunteered to help for VBS.  She knows everyone in the church.  We talked about what / who I needed, and she knew people with those interests and abilities.  A few other folks helped connect me, too.  I could not have found the voice actors, puppeteers, and other resources on my own in a church that was so new to me.

In a few short weeks, I have gotten to know a lot of people, they have gotten to know me at my best (and stressed — another story for later), and we have had a great experience together in a ministry I love doing.

Shouldn’t all volunteers have that kind of inaugural experience in a new church or ministry?

Is there a place for all? The challenge of creating volunteer positions for all giftedness! Part 2 of 2

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by Kristi

In Part 1, we looked at a volunteer (Team Member 3) whose team had dissolved. Would he stay? Would he go? Let’s look at the rest of the story.

At times, leaders pressured with the task of recruiting volunteers to fully staff an organization can get blinded by the trappings of “we’ve always done it this way.” That way may not be bad or wrong. Sometimes, though, adjustment may be called for.

New Position
In the case of Team Member 3, we realized that putting him into a new team was not going to be a good solution. At the same time, we identified a stress point for our team and created a new job description that fit him very well.

In many cases, recruiting is a year-round process. Just when you think you are fully staffed, someone gets sick or moves away. Typically, it’s much easier to keep a veteran volunteer than to assimilate a new volunteer. In the case of a reluctant volunteer, helping them get one foot inside the door of your organization may be a key to inviting them to a higher level of commitment.

I am pleased to say that Team Member 3 fully embraced his new volunteer position. In some ways, he’s keeping just one foot in my department while the other foot is starting to drift towards the department where his children are now involved. His current role fills a vital need in the organization I oversee. The newly created position allows him to complete his volunteer task within the first half of the program, and he is then able to go to a Bible Study for adults.

Sure, a couple times a month he is a little bit late, but his fulfillment level is high because he still gets to volunteer in an area of passion without giving up new relationships in the adult class. Additionally, before the time comes for him to fully move to another area of volunteering, my department is capitalizing on his interests and experience within our organization to establish the new position and refine that job description.

New Vision
To help prospective volunteers get a glimpse inside your organization, or to assimilate new volunteers onto your team, evaluate “front doors.” Make sure that there are easy ways for prospective volunteers to get one foot inside the door of your organization. If you are really headed a positive direction and have a successful team for them to join, just a glimpse is likely to show them what they need to see.  It may be a huge part of convincing them to join at a deeper level.

Take-Aways
Here are some ideas for starters:

1) Create new short-term jobs.

2) Have a system of purposefully using ‘substitutes’ along-side veterans.

3) Regularly host preview or open house type of events that showcase your organization.

4) Instead of staffing an event with all tried and true loyalists, invite prospective volunteers into one-time type positions that give them a taste of the organization and start building relationships with other volunteers.

5) Finally, don’t forget to find ways to help outgoing volunteers keep one foot in your organization, such as filling in as a substitute, or transferring their knowledge and interests to a new position.

Moving Forward
Remember, volunteers and volunteer organizations change and grow. Pay attention so that the volunteer positions change and grow along with them!

Is there a place for all? The challenge of creating volunteer positions for all giftedness! Part 1 of 2

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By Kristi

While listening to responses from prospective volunteers, you have probably heard all the excuses under the sun.  But have you really heard these people?  In many cases, individuals are telling you that they can’t envision where they fit in.  Perhaps this relates to their interests and passions.  Maybe their current schedule or life pressures are clouding their vision and they can’t clearly see a fit for themselves in your organization.  Your job is to help them understand how they can fit.  If they get one foot in the door, it is much easier for them to enter the rest of the way through the door at a later date – either when life circumstances change, or when they begin to understand their fit.

Pull out a copy of your staffing chart – the document where you record who is volunteering where.  What are the positions for which you are still seeking volunteers?  We all run the risk of viewing our organization through the lens of “how it’s always been.”  As you evaluate your need for volunteers and strive to connect with volunteers of all types, consider these things:

1.  Look
Look carefully at the positions that are still unfilled.  Does this task have to be done in one particular way? Or at a particular time?  Can it be combined with another job description?  Are you asking the right type of people?

A couple years ago, the volunteer teaching team in one classroom consisted of 3 weekly volunteers and another couple volunteers that rotated through the month.  By the end of the term of commitment, Team Member 1 wanted to move to volunteer with a different age group for family reasons, Team Member 2 had major surgery and was not able to return, and when asked to renew his commitment for another term, Team Member 3 initially declined.  The team he had been part of for several years had dissolved, and he had no desire to start fitting in with a new group of volunteers.

2.  Listen
Listen carefully to the folks who are requesting to volunteer and those that are declining your invitation to join the team.  Is there a recurring theme among the interests or passions of either set of people?    Who are the individuals that are rejecting your pleas for more volunteers?

As I listened to Team Member 3, I was told straight up – “I still love children….”  Through this statement, I knew that his interest was still strong in the area where he previously volunteered.  There wasn’t another area that he wanted to serve in more than the current area.  Moreover, he was a really good and faithful volunteer – one that I really did not want to lose.

3.  Assess
The twenty-first century is moving right along at warp speed.  What are you hearing from people regarding their current schedules and pressures in life?  Is your organization keeping up with changes in society and your immediate culture?

Armed with a bit of information about Team Member 3 – and most importantly, with a relationship of good rapport as a supervisor over his team – it was easy to see that he was moving into a new stage of life.  Some of his Sunday schedule was changing as his children were moving out of one division into programming for older children.  His wife was moving to serve in a different area (a possible life pressure).  If he also really wanted to move to a different area, I wanted to let him.  But I also wanted to capitalize and put his passions and gifts to work.

The question was, “How?”

For the answer, come back for Part 2.