Two Types of Teams – Church Staff and College Dept

Two groups of people dividedOver the past decade, I have served on two types of teams – a church staff team and an academic departmental team.  Five years on the first; six years and counting on the second.

In retrospect, these two types of teams could not be any more different.  Something I wish I could have understood way back when.

Here are some differences between the two.

1.  Church staff teams work very close to one another, while academic department teams have lots of internal space.

Church staffs usually share the same calendar with everyone fighting for dates.  They also have to share resources from the same budget, utilizing the same key people, reserving the same facility space, and sometimes even the sharing the same office.  Everything is close; everything is shared.  One thing done by a particular staff person effects everyone else in some way or another.  No one is an island unto themselves.

Academic teams are very different.  There is more internal space between the faculty members.  While they may have to share the departmental budget, they usually function from their own calendar, working independently from their own class schedule, making improvements to their own degree programs, and even separating their own students from others in the department.  The internal space within provides more individualism and less shared resources.  This can be both a good thing and a source of conflict if not managed properly.

2.  Church staff teams meet frequently, while academic department teams may meet once or twice a month.

Again, this promotes more internal space between faculty and their day-to-day activities.  Church staffs have to communicate with each other.  They have to know what the other team members are doing, so not to disrupt the delicate balance of everything.  Significant time meeting one-on-one with your senior pastor or sitting down together as a team is essential.

Academic teams do not have this requirement.  As long as you are doing your thing, teaching your classes, meeting with your students, you are good to go.  You also have the academic calendar and its scheduled breaks like fall break, Christmas break, spring break, and summer break.  There are times when it might be two or three months before I see any my colleagues on a regular basis.

3.  Church staff teams must be unified and functioning in a semi-healthy dynamic in order to succeed.  Academic department team don’t require the same level of unity. 

The indicators of success are so wildly different. For the church staff, success might be measured in spiritual growth or programmatic advancement or development of an effective outreach strategy.  For the academic dept., success is mostly measured in numeric growth, graduation rates, retention from year to year, new program development, and adding of faculty members.

The academic dept. team can say,  “Hey, we had a great year” and really not be united behind a singular vision or even enjoying spending time with one another.  That is not the case with a church staff.

A seasoned faculty member once told me that teaching on the college campus is like playing on the Ryder’s Cup squad – Everyone is collectively on the team, but you still play your match by yourself.  As long as you personally are doing your part, you don’t have to really like or even play along with your academic team mates.

4.  Lastly, church staff teams live in a highly emotional environment, while academic dept. teams only experience high emotion once or twice per year, usually around the end of term.

The discipleship and soul-care of saints and expanding the kingdom through evangelism form a very emotional environment for the church staff.  Everything is personal.  Relationships are personal.  Church politics are personal.  Team dynamics among the staff is very personal.  Not to mention living life together with church members whom you love and who love you in return.  The heart is always engaged.

Academic dept. teams are not like this.  While there are personal relationships among colleagues and meaningful relationships with students, the environment is not nearly as emotional.  It can be at times, but it usually is not.  Students move on.  Semesters move on.  Graduation comes every December and May.  The fall semester becomes the spring semester and then everyone leaves for summer break.   We start again in the fall and follow the pattern year after year.

As I look back over the past eleven years, these two types of team stand in stark contrast.  I never knew how different they really are.  I wrongly assumed the team I joined on the college campus would be very similar to the team I left from church.  I was wrong.  They are two completely different environments.  I don’t think one is better and the other worse; they are just wildly different.

 

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Go Cross-Vo Not Bi-Vo

I have been involved in bi-vocational ministry for the past 6 years.  This simply means I work a normal, full-time job (for me on the faculty of a Christian university) and serve part-time in local churches.  I have loved every minute in this dual ministry role.

What I do not love is the terminology: bi-vo.  Bi-vo, short for bi-vocational, has a negative connotation to it.  To most people in the pews it means that their pastor or church staff member is split in two.  That your heart is divided.  That you have to focused on one job to the detriment of the other.  As if you are in a tug-of-war between two jobs – one will win, the other will lose.

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In bi-vo ministry, someone wins, someone will lose.

While more and more churches are considering going bi-vo because of financial constraints and/or declining attendance, they feel having a bi-vo pastor or bi-vo worship leader is a sign of defeat and impending death.  In all actuality, bi-vo can be a huge boost in lay-ministry involvement, community engagement and potential outreach.

Therefore, I think we need to change the language.  I think we need to reframe the vision and conversation surrounding bi-vocational ministry.

From this point forward, I will use the phrase “cross-vocational” instead of bi-vo.

  • Cross-vocational means you are living equally in two worlds: the marketplace and the ministry location.
  • Cross-vocational means you have on-going relationships with two groups simultaneously – your brothers and sisters in Christ and those you serve in the workplace.
  • Cross-vocational means you are fluid, entrepreneurial, creative, willing to be flexible, able to lead and succeed in both contexts.

Cross-vocational ministry has been the calling card of our missionaries and church planters for centuries.  They all have had to work both sides of the ministry field, in the world and out of the world, serving those who have yet to hear and to those who are fully committed to Christ.  I believe the cross-vocational spirit will come to more and more pastors and church leaders in the days ahead.

I believe a cross-vocational shift is coming in America for three primary reasons.

1.  Significant differences between the Builders & Boomers and the X’ers and Millennials in giving and stewardship patterns will result in precipitous declines in church budgets.  There will simply not be enough resources to fully-fund church staff, especially in light of health care cost.  (See my recent post on the ending of full-time paid youth ministry.)

2.  As evangelism and baptisms decrease, pastors and church leaders will demand freedom to engage unreached people within their communities.  This access will only come from unhinging themselves from a pervasive Christian sub-culture inside the church and interacting with more non-believers out in the real world.

3.  As churches streamlining and simplifying their ministry efforts and programming (aka the winnowing effect), they will have to say “no” to the secondary, more peripheral ministries in lieu of keeping the essential ministries.  The end result will be less day-to-day work to do.  This means less needed, fully-funded paid staff.

I do not see any way around this ministry shift.

I do see a large number of churches really struggling with this new reality.  But if they want to be proactive, they might consider going cross-vo now when its their choice instead of going cross-vo later when they have no choice.

(To be continued. More on cross-vocational ministry in the days to come.)

 

 

 

 

 

The End of Paid Youth Ministry

Every two years I teach a class called Introduction to Youth Ministry.  And every two years, I wonder if it will be the last go-round.

I have been speculating and saying publicly for years that full-time youth ministry positions were going the way of the dinosaur.  I could see it in the job postings, hear it in conversations with Educational Ministry professionals, and watch it in the churches of KY, where I serve.

At one point (5 or 6 years ago), I was receiving two or three calls a week asking for resumes of young, graduating CU students looking to serve in full-time youth ministry.  But those calls are becoming less and less.  The vast majority of calls I now receive are for children’s ministry leaders.

While I knew a change was afoot, I didn’t have any other supporting evidence.  Until Group Magazine published its May/June 2014 edition with the front cover questioning “The End of Paid Youth Ministry?” I knew someone would eventually start talking about this shift.

The piece is written by Mark Devries, founder of Ministry Architects, formerly Youth Ministry Architects.

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Group Magazine May/June 2014 Edition

Devries tracks compensation and benefit packages for full-time youth ministry leaders over the past decade.  The trend showed that from 2005-2010, there was an increase in salary and benefit packages.  Yet after 2010, there has been a steady decline.

Since that point, the compensation packages have been moving downward, making the average compensation in 2012 – $37,500, which includes take home pay, medical insurance, life insurance, retirement, travel and resource expenses all in one bundle.  In reality, the take-home pay is much closer to $25,000 which is hard to live on in America, particularly in the cities, as a single income.  Its doable, but a stretch.

The other trend of interest is youth ministry leaders who work a second job, meaning the youth ministry is not their only source of income.  Since 2005 that percentage has increased from 17% to 36%.

Devries conclusion is simple and straightforward:  “It’s not the end of paid youth ministry, but the end of full-time, fully-benefited youth ministry.”  Churches, with tighter budgets and the insufficient funds to keep up with rising medical cost, are thinking differently.

Devries goes on to say,

When we assess all the ancillary expenses required for a full-time employee, it’s not hard to understand this shift – health and other benefits for a full-timer can run as much as 30 percent of salary, making two part-timers (without benefits) a much better ‘deal’ for many churches than one full-timer. (emphasis mine)

I have seen this trend everywhere.  Churches can hire two interns or two part-time youth leaders, say one for middle school and one for high school, or one for children and one for teenagers, and not provide any benefits, insurance or time off.  In a sense, they get two (or even three) for the price of one. I have been seeing this for years.

To all my Ed. Min. students (and anyone else interested in youth ministry), if you want to serve students in the local church then find a great job doing something in the public or private sector.  Something you love.  Something you can live on.  Something you can find fulfillment in.  And then seek out a youth ministry position to serve teenagers and students in the local church.

Devries seals this revised vision when he says, “Working a second job to support our ministry calling doesn’t mean we’re bi-vocational – it’s a single vocation, expressed in different ways.”  Absolutely on-point and will be essential in the future.

Thank you Group Magazine for bringing light to this change.  We needed to hear it.

Do Things That Don’t Need a Vote

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Do Things That Don’t Need a Vote.

While in seminary, I was given a book written by Dr. Paul Powell, former pastor of Green Acres Baptist Church in Tyler, TX.  The book was called “Shepherding the Sheep in the Smaller Church.”  There was a little hidden gem in the back of the book that I have never forgotten.

Dr. Powell encouraged anyone shepherding a smaller (or any size) church to do things that didn’t need a vote.  He encouraged pastors and ministers to do the little things that didn’t need money or permission to be done.  Little things that as a pastor no one could say yes or no to like starting a small group in your home or visiting shut-ins.

Over the years in ministry I keep going back to that little mantra – “do things that don’t need a vote.”  I have added a few other suggestions to my list like…

1.  Send hand-written thank you notes.  Those still catch a surprised and grateful eye.

2.  Send small group leaders a mid-week encouragement email as they are studying for Sunday.  Their study and teaching preparation is as important as yours.  Don’t you love it when someone writes/calls and says “I’m praying for you as prepare.”  Do unto others as you would have them do unto you.  It goes a long way.

3.  Personally invite people to come to your church.  Invite your friends.  Invite your family.  For me, I invite my students all the time.  When you brings guests, it encourages others to do the same.

4.  When preaching, communicate vision and direction in where you see the Lord moving.  Tell your people what you see happening.  While the church newsletter or blog is fine to share vision dates and details, your “face-time” on Sunday morning should be used wisely in casting the direction.  You only have their undivided attention for the first 5 minutes of the message, make it count in moving the ship forward.

5.  Pray for people who come to the altar by laying on hands.  If you believe in the power of prayer (as I do), encourage your people by praying over them.  If possible, invite some others to join you in praying for their needs.  There is nothing more unifying and humbling.

6.  Walk the isles before worship and spend time with your people.  Dr. Ken Hemphill called the 10 minutes before worship the 10 most important minutes in ministry.  Don’t seal yourself off in your office or “green room.”  Be among your sheep.  Talk with them.  Visit with them.  Sit down and pray for them if they ask you to.  Trust me, they all know you are thinking about the sermon and the service, but you have been called to be their “pastor”, not their professional Bible teacher or speaker.  A pastor spends time among their sheep.

I could go on and on.

I feel like church leaders, especially in smaller or mid-sized churches, feel as if they have limited authority in leadership.  While there might be policies and procedures in place for spending larger amounts of money or specific steps to take in securing prime real estate on the church calendar, there is much ministry that can be done without any red tape.

Spend your energies doing those little things that don’t need a vote and you will find greater success in your overall ministry leadership.