I have recently had the opportunity to serve on a board of an institution.  I appreciate the honor of being asked,

Why?

1.  When you are asked to lead somewhere, they don’t just need a warm body, or someone to read through reports, but someone to execute.  Make decisions, give advice, comment, dream, plan, promote, inspire, share wisdom, agree, disagree.  You get to add value to something not connected to you per se (your dream, job, vocation).  Look for opportunities to serve.

2.  This is a forum to stretch your strengths and weaknesses.  Folks on boards and committees may not see you as the normal coworker, boss, or role you may have slipped into at your workplace.  It could reveal a need to dust off how to connect with folks again, how to listen well, and how to be alert to group dynamics.  Serve well, think and work hard, and then take your fresh self back to your own job/staff meeting.

3.  Glean insights of good processes within the board.  Perhaps you realize some steps to agendas that would be of benefit where you work, or perhaps the opposite, you realize how not to do meetings.  Either way, just say no to boring, pointless meetings. 

The world needs strong Christian leaders.  Get out there!

If you find yourself as the team leader on your church staff (Pastor, Associate Pastor, Minister of Ed, Executive Pastor, Lead Pastor, etc.), you do have a choice in how you lead:

1.  Realize you are the leader. I love a cool passage about Solomon that says that he “took a grip” (msg) of the kingdom, with the Lord’s help.  I think that is a fantastic balance.  Get a grip, understand that you are the guy.  If you don’t know you are the person responsible, no one else will.  BUT before you get the big head, and potentially become an arrogant abusive leader, realize it is only by and with the Lord’s help that you are doing what you do.  He can replace you any time.

2.  You can be Buddy. In this laissez faire style, you will probably have good relationships, but poor direction, and if something critical comes up, which it will, your group will splinter, until they find the real leader.

3.  You can be Bossy. In this overty demanding and disconnected style, relationships are the last thing on your mind.  Your word is king and you want to see folks hopping no matter the circumstance.  No decisions are made without you.  Oddly, groups will splinter and they will search for the real leader.  Someone who really cares about them.

4.  I prefer Balance. When you are the boss, recognize it.  There are times when you make the call.  No one else.  Everyone has chimed in, but now everyone is looking to you.  At the same time, build healthy relationships.  One leadership coach helped me to move away from talking about staff as “family.”  I want good and rich relationships with staff, but I can’t fire my family; my brother/dad will always be that.  Instead, think of staff as being on your team.  Coach, lead, inspire, develop, and create vision.

Lead and lead well!

As team members leave your particular ministry keep these important thoughts in mind:

1.  Reflect on any changes that you need to make in this particular job and its description prior to any future search, that way you’ve made adjustments prior to visiting with candidates, and quite frankly, you know who you should be looking for.

2.  Take time to visit with the staff person in an exit interview, when appropriate and possible, and listen for things that will make your team and this position even better and more effecient in the future.  Put down your guard and listen.

3.  Find meaningful ways to bless staff in their coming, and in their going.  For instance, some churches already have established monetary gift levels according to years served, so that there is no awkward thought of what to do when someone goes.

4.  If it is the unfortunate circumstance of a termination, don’t simply “move on,” carefully think about your part in the problem: poor hiring process, poor team leadership and management, or poor communication to name a few.  Use a consultant to help you and/or your team think through the issue in an objective way.

Don’t go on auto-pilot in this process and simply wait to fill a spot, but use it as a powerful moment to strengthen you and your ministry.  What do you wish you could experience at places as you leave?  Make it happen for your exiting employees.