90 Second Leadership – Creating a Recruiting Culture: Strategy
We’re examining six components to help your church create shared values to recruit and reproduce leaders at every level of your leadership pipeline. Today we’re talking about strategy.
Our strategy of bringing people into our ministry should not merely focus on onboarding. That’s the case in most churches. What many churches call “training” is a task focused a transfer of information to get someone started in a volunteer or leadership role. That is not development; that is an information dump. A recruiting culture uses a leadership pipeline to focus on developing a person for the role, not delegating a task.
When a person begins a volunteer role, the first thing we want them to be is a learner. As they gain proficiency and mastery of the role, they become a leader. Leadership is the next step, but that’s not the only step. We want them to disciple and develop others in their role. So when we see them move from learner to leader to multiplier, we know that we’ve created that recruiting culture. Development is everyone’s job, not just the pastor’s. When we see people multiplying themselves in their current position, we know that they’re ready for their next step in the leadership pipeline.
Implementing a leadership pipeline strategy for recruiting and development moves you from a guessing game to a real game. Now that you understand the shared values of a recruiting culture and how strategy works in it, what are you going to do about it?