Does the question scare you? It should.
Believe it or not, you are reproducing who you are in others.
If your volunteers were to adopt your habits, your values, your work ethic, your pace of life, and your passion for Jesus, would they succeed?
Would they still be serving in ministry in 5-10 years?
Or would they suffer from boredom or burnout?
I was having a long overdue conversation with a good friend recently and was asking him some questions about the church he was a part of.
The church seems to be thriving. Strong leaders are birthed, catch a certain spiritual DNA, and are released to lead amazing ministries themselves.
It got me thinking about the culture I’m creating in my ministry.
What Culture Are You Creating?
Is it more about doing ministry or empowering others to do ministry?
Are you more concerned with the “who” or the “what”?
If you’re even remotely connected to church work and church life, it’s busy. We need the help of numerous volunteers to pull off events.
We call it “making disciples” but too often it looks like “abusing volunteers” to get our task list accomplished.
Beyond just getting a volunteer behind the drum cage or in the tech booth, I’m sure you want to make disciples. You don’t want your volunteers to serve for a short time and leave burned out.
I want my volunteers to have a life-changing experiencing serving under my ministry.
I want it to be a pivotal moment in their life where they catch a fire for Jesus like they never have before.
I want them to be launched into ministry that they never thought possible.
How does this happen?
I thought of at least 5 ways we can transition from using and abusing to raising up and releasing:
1. Connect the ministry activity to a higher vision
Any ministry in the church is more than just itself. Cleaning toilets, playing bass, leading a small group, working in the nursery. Always envision others with the “why” behind the “what”.
Talk about the souls who are getting saved. Give them a Biblical vision for what they’re doing. Connect the ministry to a higher vision beyond the “task”.
2. Help them discover their gifts
I’m usually able to spot this pretty quickly. Unless you’re working with an arrogant person, most volunteers have some confidence issues. They don’t feel they’re really that good.
Help them discover what they’re good at. This can happen through a conversation or by observation. I usually ask God to give me discernment and open my eyes to see others with potential.
3. Give them opportunity
Opportunity to fail, make mistakes, and take a chance. If all you do is micro-manage and use them to serve you, they won’t last. They need opportunity to soar.
Give them deeper responsibility. Create a safe environment for trial and error.
4. Speak constant encouragement
Not just “good job” or “nice work”. Validate the gift of God in your volunteers. Tell them what you see in them. Speak of their potential and destiny. Call it out.
I can think back to specific moments in my life where other men of God validated my gift. It was life changing. You don’t realize the power that your words have. Speak encouragement often. You can’t overdo it.
5. Express Gratitude
When was the last time you thanked your volunteers for what they do? Along with encouragement of their gifts, express gratitude just as often. They take time out of their crazy lives to serve God’s people. That’s a beautiful sacrifice.
Thank them, honor them, don’t take for granted what God has blessed you with.
Question: What would you add to the list? How do you transition from abusing volunteers to truly making disciples of Jesus? You can leave a comment by clicking here.
For further reading: “How To Increase Church Staff Without Spending A Dime”
Dude, excellent post. So many pastors are desperate to fill gaps in their ministry that they’ll fill them with anyone asking to help out. Keep it up, man!
Thanks dude.
I think one question you have to ask yourself is, “If you were to step away from your ministry role tomorrow, what would happen to the ministry itself?”
If it would collapse then you are not raising up leaders, you are not discipling. It doesn’t happen overnight. Jesus spent 3 years with the Apostles before they “got it.” But if your ministry revolves around you and not being intentional about raising up new leaders, then I think something is wrong.
My church is in the process of developing and adopting a leadership development path that holds all ministries accountable to being intentional about raising up new leaders. We [the global church] need more leaders.
That’s a great question, Chris. We need a church driven ministry, not just a charismatic leader who does it all. Love it! Are you guys creating your own leadership development path?
Yes and no! I know. stupid answer. Our leadership development path is based off of someone else’s so the general idea, yes, but we made some system wide ‘tweaks’ so that it is easily replicated in any environment at any campus.
No stupid answer! Thanks Chris. Your comments always stir my thoughts a bit.
Ha!! By the way, have you read “exponential” ??
I have, yes. Really enjoyed it.
now add 2+2 and see what you get…..
catch my drift? 🙂
First: Excellent Post!
You’re a great writer and I appreciate it.
Second: my notes here may cause a reply longer than the post. Please bear with me as this is an area where I have a lot of experience.
I spent about 15 years volunteering in churches. I no longer volunteer. I am, with many thanks to David and others, compensated for my work.
I view volunteering seriously and always showed up. Per an excellent Peter Sellers movie, “being there” is most of what needs done. As such I was able to do lots of interesting things. In my opinion, unreliable volunteers are worse than having no volunteers. But I digress…..
What really tipped the scale for me was the insincere – “thanks for all you do…” This was said as I was juggling tons of my own (expensive) equipment to the church to allow the service to happen at all. When my time and equipment commitments exceeded the paid staff, it led to bitterness and a move.
This is a very long discussion, but at some point churches need to decide what is essential to their service delivery and be willing to compensate those who make it so. [2 Kings 12:11].
Volunteers and volunteering are great things – deeply in need of appreciation. Church leaders need to spend time with them. Don’t assume that they are just happy to be there. Don’t assume that you can schedule them on, or off, without talking to them. The volunteered act may be their mission. But, it may NOT be. They may just feel an obligation. Those are very different views of the task. Knowing that difference, and responding to it correctly will make the difference between volunteers who are happy to be there versus those who become jaded and leave both the post and the church. If they are *essential* to your services, you should treat them as *essential* servants.
Just my $0.02
Thanks for your thoughtful response, Lou. What would you say are the best ways to appreciate volunteers?
Really, really good question.
There are two threads that make seem important to me:
1) Include them. For example: “Over the next couple of months we are going to do this ‘thing.’ Do you want to be involved? What would you like to do?”
2) Talk to them. I was stunned one Saturday to find out that the pastors didn’t know I showed up 2.5 hours before they did. They just assumed that the things the volunteers did took no more time than what they could see.
If they are an essential part of the mission of the church, they should have the same connection to that mission as the paid staff.
And one other thought:
Those involved directly with them should attempt to spend some social time with them. I’ve had iTunes cards thrown (literally!) at me, but that’s not the same as being asked to lunch. That’s definitely more difficult to find time to do, but you might both learn a lot. Volunteers tend to know a *LOT* about what is happening in the church. They are your connection to the unspoken thoughts of the congregation.
I was just wondering if you made your worship team members sign contracts?
No, we don’t do a signed contract. Seems a little “heavy” in my opinion. We do, however, have an interview process. What do you guys do, Ashlei?
I thought so too, before our worship leader left to go on to another career, we had to have a probation period where we would have to go to practice for up to 3 months, sign a contract and if you did anything to go against the contract, such as show up late to practice or have a bad attitude you would have to pay a dollar, and the price would go up pending multiple offenses. I was just wondering if it was only my church that did that. Things have changed with the new worship leader but, is it only my church that had contracts and penalties?
I have a strict “attend for 3 months” policy before you can join our team. I have an extensive handbook that communicates my vision for my team as well as what the expectations are for those that wish to join as well requirements and other things.
The “put a dollar in the jar” thing seems pretty extreme, but I don’t think there’s a problem with having clear expectations carved out for potential and current team members.
Excellent article David.
I have been a volunteer the majority of my life in church work. I have also been in leadership and paid positions as well. As a volunteer I find that leadership can forget that their volunteers have busy lives outside the church setting. I have been interrupted at my paid job by phone calls, texts, and even asked to take time off from work for church events. Sometimes the expectations financially and physically are unrealistic. It is not wrong or unchristian for a volunteer to say no. The smaller the church the more volunteers are asked to do.
I would ask that leadership be cautious of their dialogue with volunteers. The “all or nothing” mentality is too aggressive and leads to burnout. By saying “we need total commitment” or complaining if volunteers are not involved in everything, all the time and available all the time creates burn-out.
If a person shows talent, that does not mean all of their energy is to be devoted to one church. Some ministries are built on the launching pad of the local church. If the local church is not careful they will keep a global ministry waiting on the launch pad.
Great insights, Scott. It’s so tough when there’s so much to do and not enough people to do it, you know? How do you suggest we as church leaders not be too aggressive while still challenging our volunteers at the same time?
David, great post. In mentoring in creative arts, I think it is imperative that we not “abuse” our volunteers. My policy is that I will do anything that I would ask one of my volunteers to do…otherwise, it is just a task list. Developing and discipling, while it takes time, is worth it!
Love that policy! Do you have a particular system for mentoring/discipling in your creative arts ministry?
I don’t have a really regimented system. Basically, if someone is a vocalist and interested in singing, they plug into Choir (1st service) or Ensemble (2nd and 3rd)…that gives me the opportunity to get to know them, their voice, and if they will commit. If they show commitment, and vocally they are solid enough, they can work their way into the vocal rotation, which includes vocal coaching from my better vocalists…so they can improve as they learn! For instrumentalists, I talk with them individually (I do with vocalists too), and then have them play “on the side” in rehearsals, and have my solid players evaluate, work with, and coach them until they are ready to play for services, whether in rotation, or just unplugged to get the experience of getting over nerves, etc. First and foremost, however, is the importance of all of them plugging into Bible Study and spiritual growth.
Love it. We started doing a weekly Bible study on Sundays a while back and it has been going great.
I would add “Instill a sense of partnership”. I wrote a post awhile back about the Best Motivator. Partnership is what motivates me not just to participate but to take ownership in anything I do. When I am partnered in any activity or mission/vision, I create a heart connection that is not easily broken.
Great point, Tony. I wish I would have included that. So true.
Thanks for the thoughts, David. We should be careful not to “abuse volunteers.”
One key for me is to understand where my musicians are in life. Some have small children, and certain rehearsal times aren’t good for them. There are others whose schedule is more flexible.
We have to be sure that we are serving them, and they need to know that as well.
I think keeping a constant connection to them is key. Periodically ask if the schedule is working for them, especially if you sense from their mood that there may be an issue.
Communication is key.
Mark, I agree with you. I think it’s better that we err on the side of over-communication. Don’t assume everything is OK. As your team grows, does this get harder for you?
“I want my volunteers to have a life-changing experiencing serving under my ministry.
I want it to be a pivotal moment in their life where they catch a fire for Jesus like they never have before.
I want them to be launched into ministry that they never thought possible.”
WOW – this is big dreaming! But inspiring too 🙂
Gotta dream big, right? I think if we’re intentional about our visions it can happen. Too often we just settle for the status quo – maintaining mediocrity, you know?
Something I could do better is connecting the “why” with the “what” – great insight.
What helps me stay connected to my team members is the time I spend with them 1:1. I don’t think you could ever give enough encouragement and appreciation to your volunteers. Maybe they wouldn’t care to receive it “in-passing” but it will go a long way over coffee or lunch.
Authority, mutual respect, and support. God can sometimes bring skilled true expert volunteers to your church. If you ask or expect a volunteer to do something or to lead. Then you must give them the respect and authority they need to do it, and support/back them up in the reasonable decisions they have to make – especially if others seek to gossip undermine and contradict as seems to happen far too often in churches… Asking a volunteer to lead without any authority or support is cruel. You will lose them. Regardless of all the nice compliments and praise… Volunteers will sometimes need answers to reasonable questions in order to function. Volunteers sometimes need to know better what is needed or desired. If you avoid or deflect dialog with them, or replace or undermine that function with no thought or discussion. You will lose them. I have strong experienced and skilled technical gifts to give, but I’ve personally been experiencing these kinds of things over a long time at my church. I want to help and support, but it seems as if my gifts are being increasingly marginalized. I’ve already left one leadership part of volunteer ministry (leadership they said was expected of me) due to no authority or support. I feel I may soon altogether leave heartbroken. I might consider talking with the senior pastor about it if I could believe it wouldn’t hurt his time and he would actually really listen rather than simply hear, judge and tell. . .
Sorry for the long downer post. I just hope it might help someone in their thinking about volunteers and disciple making.