Question:

Staff Development - I’m looking for insights on how to work with and develop my staff, not so much what to expect from them, but rather, I’d like to know: “What are a pastor’s responsibilities toward his or her staff?”  Read the responses.

Responses:

Pastor Dave Williams – Lansing, MI
I think a study on how Jesus dealt with His disciples would be a good start.  I personally meet with my staff once a week as a group.  Then, of course, one on one throughout the week.  I take them on trips, get together for outings, and try to develop a love and trust among the team.  I also give them books and CD's from time-to-time and various things so we're all on the same page, so-to-speak.

Another responsibility is the pastor should make sure his staff is paid adequately.  I understand there are, sometimes, sacrifices made in the ministry; nonetheless, it should not be a place where a pastor feels he can get cheap labor.


Pastor Mike Cameneti – Canton, Ohio
We have found that it’s our responsibility to put our main amount of time in our top leadership, so we do that in several different ways, from meeting just with them, to times of just fellowship with them, to teaching times in group settings with them. All of these are ways of us investing our lives into those most valuable to us!!


Pastor Matt Beemer – Manchester, England

I’m sure many will have great advice on this point, but one point that may not be mentioned often is to let your staff spend time with you in your every day life.  I like to take the approach like the Old Testament parents did in raising their children their children… they used every opportunity and everything along the way as learning opportunities… I ask allot of questions.  Many times when someone asks me, ‘What do you think?’ I respond with, ‘What do YOU think?

Another thing I’ve done from time to time is ask questions about circumstances and even very practical things I see.  For example, if we are going to a meeting at a venue and as we walk up to the glass doors I notice the windows are dirty, I’ll ask them staff person to stand still for a moment and look carefully at the entrance then ask, ‘What do you see?’  At first, they simply would see an entry to a building… but after a while, they start seeing the dirty windows!


Pastor Mike Webb – Lake Forest, CA
Great question! I've had people come on staff expecting me to be a different person toward them than who they saw me to be in church. When they became discouraged because I wasn't regularly having lunch with them or inviting them to my house, I asked them where they got the idea that I would. Their response was that they heard another pastor talk about his every

Tuesday lunch meeting with his staff in his home and assumed that I would do the same. When I asked why they didn't go to work for the other pastor, I was told that he didn't pay enough. 

Pastors have different approaches to church and prospective staff members should recognize the individual style of the pastor they consider working for. Some pastors turn over staff regularly striving for better results. Others show patience in developing staff to the point of hindering their church. Some pastors are ministers on a mission and a few are spiritual fathers.

I feel a responsibility to provide my staff with every opportunity to develop themselves. I expect my staff to grow themselves in the specific area that they are responsible for (music, children, youth, etc.). I will allow them the time and money to do so. But the responsibility to grow is theirs.

I also provide them the tools to develop spiritually through the teaching in our services. My style of teaching challenges the hearer to grow in God, no matter their spiritual level. Also, my library is open to my staff for further study. Again, the responsibility to grow is theirs.

Our interview process includes information on my style of pastoring. I want them to know up-front how we operate. If they can't function effectively without more props than I give, I want to know that before I hire them.

Our church has an easy-going attitude toward serving God, but we are serious about what we do. I want to hire those who know more about their area of ministry than me and give them a wide berth to produce results. I set the direction for their ministry but the best thing to do within the boundaries I establish is for them to determine.

My door is always open to my staff, but it is up to them to initiate contact with me if they need or want it. We have weekly staff meetings to discuss the church schedule and hear reports from each ministry. Questions and discussion are always welcomed. Once or twice a year, we schedule fellowships with staff. Other than that, I am busy with pastoring and expect them to be busy in ministry, too.


Pastor Ray Almaguer – Glendora, CA
I am responsible to train and develop staff. They need to be trained and developed regarding my expectations from them. Just because something seems to be "common sense" to me doesn't mean that it's common sense to them. I also need to resource them. I do this with books, conferences, CDs, and a monthly leadership meeting. I need to challenge them to continually stretch and grow personally and ministerially. I need to encourage them and reward them for a job well done. The most important responsibility I have is to live a life of integrity and consistency before them. If I don't do this, the other things will not matter anyway.


Pastor Sam Smucker – Lancaster, PA

• There needs to be a genuine care coming from the pastor
• Showing care and concern about their family
• A pastor needs to provide a positive environment for his staff to work in
• When a staff member goes through a challenging time, give them extra time and affirmation
• Provide settings for your staff to learn together by taking them through a book study, etc.

Pastor Jerry Weinzierl – Sterling Heights, MI
In my church, people are not a means to an end; they are the end!  I believe that if you are hiring  properly and are honest with yourself, then the staff problems that can arise are not so much a people problem, as they are a leadership problem.  We teach what we know; we reproduce what we are.

I believe to increase your stability in a staff, or to have proper staff development, it begins in the interview process.  Important elements to a good interview will include (a) knowing what they are called to and, (b) who they are called to.  You will want to watch for signs of the four negative behaviors:  (1) “It wasn’t my fault” – inability to accept responsibility, (2) “That will never work” – nay saying, (3) Hostility – if they complain to you about someone, they will complain to someone else about you, and (4) Hopelessness – “Why bother, it doesn’t make a difference anyway.” 

Provide a Job Description.  Be clear concerning your expectations.  Remember that accountability happens legitimately only when expectations are clear.  Provide access to you.  Position your staff according to their gifting.  Practice the three stages of ministry: (1) Plan and prepare, (2) Performance, and (3) Party and celebrate!

Finally, minimize frustration by not giving responsibility without authority, and authority without accountability to you.  And last but not least, keep your sense of humor.

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