Hiring From Within IS The New Normal
by Rev. Mark E. Tidsworth, Founder and Team Leader
This was highly discouraged at one time. Do you remember those days? Perhaps up until 2005 or 2010, there were very few positions on church staffs that were filled with people holding membership in that church. There were obvious advantages to this approach, born out through time and experience.
Regardless of how we feel about it, the reverse approach has gained enough momentum in practice to be called the new normal. Hiring or calling people from within the church, or from the local community, for a number of positions on church staffs, appears to be commonplace now. Why? What are the influencers here? The first two influencers are reactive responses to the current situation in our contexts, while the second four are proactive advantages.
There are fewer clergy, and seminary-trained people, available.
Church funding available for staffing is shrinking.
The growing need for specialized skills (like technology or communication) are adequately staffed by local specialists with part time or contract positions.
Church members are clearly on board with church’s mission, theology, and culture, else they would not be there.
Church members are more likely to remain in positions longer since they are invested in the community as the place they live.
Church members don’t require moving expenses, while they also have established social support systems already in place (often).
While all this is true… there are risks and dangers with any approach. In order to minimize the risks and maximize the advantages of this relatively new approach, there are emerging practices we recommend. The hiring, on boarding, and staff culture cultivation processes and ongoing work must be different and relevant. Here are four insights relevant as your church adapts its approach to staffing.
Excellent On-Boarding Process
It’s amazing how quickly one’s role in a church changes when one joins the staff team! New staff members are often surprised how their peers immediately relate to them differently. And… the new reality is that they are no longer peers. Now the staff person is a church leader, occupying a different seat on the bus, so to speak. Now the new staff person gets a front row seat for how the sausage is made, including a crash course on the strengths and weaknesses of their beloved church family. Given these gargantuan changes, churches need an excellent, robust on-boarding process. More churches are securing coaching for these staff persons as part of their acculturation into their new roles. This, plus stellar orientation and on-going support influence the likelihood of successful transitions to the church staff.
Clarity in Mission, Core Commitments, and Vision
The mission is the high level calling of this church, often captured in a statement. The Core Commitments are the values of this church, stated in action-oriented terms, reflecting their commitments flowing from the mission statement. The Vision is the missional pathways the church is pursuing in the current season of life and missional movement (need help with these, let us know). When there is clarity in these three, then staff persons are not directionless, but are equipped with clear guidance for their roles. Annual goals with action plans emerge fluidly for every position when these identity markers are clear. Churches do their pastors and staff persons a big favor when they gain clarity here.
Lead Pastors With Clear Callings To Staff Team Formation
Not everyone is called in the same ways, to state the obvious. When church staffs are formed with more people from within the church, the need for a team developer is more necessary than ever. Why? Often those hired from within are also employed elsewhere, perhaps with full time jobs. They need a cohesive mission-focused culture in order to stay on point in their roles. This means someone in the system must view their role as individual and team developers. Lead pastors are the typical people to do this work, though executive pastors or others can do this, too. Regardless, cultivating individual staff persons and team becomes more important in this new normal.
Systems of Support And Accountability
Again, intentional cultivation of team culture is more important than ever. Rather than less support and accountability, churches need more intentionality in this new normal. Here’s what will position staff persons for effectiveness:
Staff Team Covenant in Place
Individual Annual Goals in Place
Supervision and Coaching in Place
Annual Team Retreat and/or Staff Development Days in Place
Yes, it’s work to build this system of support and accountability, no doubt. While I can also tell you that when this system is operational the ministry of your church will rise dramatically.
As one can see, intentional culture formation is a key for effective team functioning in this new normal. While we regularly work with lead pastors and staff teams on each of these activities, I strongly suggest you find a way to build the system in your context that’s needed, regardless of how you get there.
One more insight - this is the new normal, for now. Five years from now, we will be having a different conversation, given the pace of change in church life. For now, I hope these insights are helpful and stimulating, contributing to effective emerging practice in congregations.