In this episode of the 5 Leadership Questions podcast, Todd Adkins, Chandler Vannoy, and Brad Waggoner discuss the following questions:
- LifeWay Research shows that only 1 in 4 churches have a staff development plan in place, and 1/3 of churches spend $250 or less on training and development of paid staff members. Why is this a problem?
- How does role clarity, job descriptions, and clear goals help in development?
- How often should you meet with your direct reports? How often should you have performance reviews?
- When should you give stretch assignments and how does adding responsibility help develop your staff?
- What are three practical steps someone can take and implement tomorrow to begin to develop and lead their staff?
“It’s leadership negligence to not make this a really high priority.”
“The number one resource we have been called to steward is the people.”
“There should be clear expectations of what is it you expect them to do.”
“If people are left to their own devices, they are going to create their own job description.”
“Having a clear role profile and clear goals help in development because people know what’s expected of them and what they will be measured on.”
“I would meet at least every other week, and maybe more often if that leader is in a developmental phase.”
“Correction, input, evaluation, and appraisal should be organic in routine.”
“The questions you should ask during a performance review process is really based on the goals they have for their area of ministry, the job description and values, and ask them to score themselves.”
“You want to be careful and measured with how you do stretch assignments.”
“Giving someone training often gives someone competence and confidence.”
“Don’t just map out where they need to grow, but map out the how.”
Creating Succession at Every Level in Your Church