Mobilizing Lay Ministry
Our members come with the most powerful motivation of all -- faith. Church volunteers are seeking ways to live out what they believe. Scripture repeatedly reminds us to be doers of the Word and not hearers only, to use our God-given gifts and to continually grow in faith and Grace.
Every organization has a climate or atmosphere that determines how it feels to be there. There are friendly climates or stuffy climates, climates that are inviting or foreboding, warm or cold, exciting or dull, cooperative or competitive. The climate of a group is one of the major determinants of whether or not our member volunteers choose to participate.
Nine Factors That Affect Climate
- Relationships: How rigidly defined and separated are the roles of clergy and laity, pillars and pew-sitters? Is there a lack of clarity in job definitions, poor delegation, responsibility without authority? Is there a feeling of distrust or threat? Or do all members feel they are part of a synergistic team, where the whole is greater than any of its parts, and that they are better together than alone?
- Rewards: How does your congregation say "thank you" to volunteers involved in the community, as well as in the congregation? Do you reward only the obvious talents, or the quiet gifts as well?
- Warmth / Support: Do people feel supported, enabled, and equipped by both clergy and lay leaders to succeed at what they are asked to do? How often do you laugh (and cry) together?
- Conflict: How do you handle conflict – or do you? Conflicts that are denied or ignored often go underground and create a climate of uneasiness and uncertainty. Is questioning okay, or is conformity the expectation?
- Physical Setting: Does your church have a hospitable and inviting climate that makes everyone (new or old, active or inactive, clergy or laity) feel welcome and cared for? How antiseptic, or how lived-in, is your house of God?
- Identity: Leadership styles have a tremendous impact on climate. Do all members feel as if they belong and are valuable children of God, with unique gifts to share? Or does your climate reinforce the ministry of a handful?
- Standards: Has the congregation identified its mission, goals and objectives? Does each member see himself or herself as an important contributor to both setting and accomplishing these goals and objectives? If the congregation has an exciting sense of mission – of being involved in more than maintenance functions – the climate comes alive and enthusiasm spreads.
- Creativity / Risk: How often are the phrases "We always" and "We never" used in your congregation? Must everyone play it safe (due to fear of failure and censure) by acting in accepted, predictable ways? A climate that nurtures creativity allows for calculated risk and some failure. Without risk there can be no changes, and where there is risk there will be some failures. Do you view creative ventures as opportunities for growth and learning or as unacceptable deviations?
- Congregational Expectations: Are both rules and roles set in concrete in your congregation? Is red tape keeping people from trying out skills and ideas? Do you expect the impossible from your congregational leaders and clergy in the term of their obligations and time commitments?
Organizational Systems set the climate. Too often we have become so worn out in getting our church jobs done that we forget why we are doing them in the first place.
To correct this:
- slots must become ministries
- members must become unique individuals
- oughts and shoulds must become may I's of love
- turns must become opportunities to share gifts
When did your church last have a major "people-raising" event? Our stewardship of money too frequently receives more careful attention than our stewardship of time and talents.
And usually when we inventory our people we abuse them with a systematic rejection process labeled "Time and Talent Sheets." They tell us what they want to do and "we" never call. This must stop!
What Can We Do about It?
The Tools
Volunteers have repeatedly said that they want and need:
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to be carefully interviewed and appropriately assigned meaningful tasks
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to receive training and supervision to enable them to do their tasks well
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to be involved in planning and evaluating the programs in which they participate
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to receive recognition in ways that are meaningful to them
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to be regarded as persons of uniqueness
- to be accepted as valued members of the team
This information is a restatement from the "Diagnostic Devices" section of The Episcopal Network for Stewardship at www.tens.org and the TENS Manual for Stewardship Consultants/Mentors. For a copy of this manual contact TENS at 800.699.2669 or e-mail at tens@tens.org.
