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Delegation needs Communication


I Have posted before on how Delegation is a must in children’s ministry.
Today I want to follow that up with the importance of communication before, during and after delegation.

Suggestion 1: Clarify your expectations. Write out what you want to do to see if it sounds logical and comprehensive. Be specific about the timeline and results needed (this should be part of the S.M.A.R.T. process I have mentioned many times).

2. Ensure you’re on the same page. Talk things over to be sure there’s a mutual understanding of important points. Rephrase what you understand to be what has been said and any assignments given out.

3. Share your knowledge. Help those you are working with succeed by being generous with any information or tips you can give them based on your experience. When they win the team wins. Long gone are the days of keeping information.

4. Remain available for questions that may develop. Many questions can arise once a person actually starts working on a delegated assignment. Check in often to offer feedback and advice, especially in the early stages. Anything short of this kind of continual check-in is not “delegation” but “dumping”.

5. Encourage accountability. Assign whole projects and related decision-making authority as much as possible. It helps to speed things up and people often feel more motivated when they have a sense of ownership.

How would following these suggestions help your children’s ministry out if followed?

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Letting go of unproductive habits part 3

Thinking more is better

More is not always better. In fact, in many cases quality beats the quantity.

One way I would look at quality over quantity is moving from being the jack of all trades and the master of none. In this wonderful world of today with all the great networking and diverse teams that we are able to put together there really is no reason anymore (I’m not sure there ever was except we were all made to buy into that myth at one time) to have the thinking of being the one person show anymore. Discover your 20% that really allows you to contribute 80% of the results that only you can give. With the other 80% that you don’t need to be the go to person, opens the door for others who God has equipped with the gifts of some of that stuff being their top 20%. What a blessing to help “hands” to be the hands, or the “feet” to be the feet, or the “head” to be the head.

Here is another place I am recommending to focus on quality over quantity. Your team. I do understand this may not settle well for some who read this and some may even be thinking how can you discriminate against some of the team, but I would like to challenge you to think this over before coming to a judgement too quickly.

With your team I believe that not everyone on your team all have the same desire or interest to be involved at the same level. This is perfectly alright, so why is it not alright to invest in your top 20% who say they want to be there by giving more of your limited time and resources to them. I believe I see this is exactly what Jesus did knowing that His time here on earth was limited, as is ours, and He needed to set up something that was going to out live His time here on earth. Jesus had His 3, Peter, James, and John. Then we know that Jesus had His 12 Disciples (which the 3 are part of that group as well). Jesus had his 70 (or 72 depending on what translation you are reading because some manuscripts have 70 and some have 72).

Luke 10:1-2 – After this, the Lord chose seventy others and sent them out in pairs ahead of him into every town and place where he planned to go. 2 He said to them, “There are a great many people to harvest, but there are only a few workers. So pray to God, who owns the harvest, that he will send more workers to help gather his harvest.

Focusing on the things for you personally or on team members that bring the biggest rewards is a good strategy to be used your in life.

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Discovering the answers to question number 1

I had posted over here some questions that I keep in Evernote so I can draw them back up again when ever I meet someone that I want to grow from. I may not and usually do not get all the answers to these questions from that one person but I do get as many of the answers I can from each one.

I have had a friend and mentor of mine, Karl Bastian, leave a comment on that blog suggesting for me to write blog post on the answers myself. So, fair enough I will try and answer these myself with the understanding that I reserve the right to get smarter after I answer them.

Question 1 – What are the most important decisions you make as a leader for your ministry?

Answer: For me, I have been trained over all my years to make sure I have the right people on my team. So it would probably start with hiring or recruiting the top level team, those closest to me. I want to make sure I get my coordinators or those closet to me selected carefully. If I can do this and pour into them the “Strategy” & “Vision” (this would probably be 2 other decisions that I am very heavily involved in) then they will make sure the strategies and vision are poured into the rest of the teams and carried out.

There are my quick 3, what others would you add and why?

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MBWA – Management By Walking Around

Most leaders would agree that staying in touch with their volunteer base is important. This leader-volunteer connection typically takes on the structured forms of town hall meetings, video broadcasts and planning sessions. But there are informal ways to stay in touch as well, often called “Management By Walking Around” (MBWA), a phrase coined in the 1980’s in the book In Search of Excellence. MBWA, the theory goes, helps senior leadership break down barriers that can often stall effective communication across an organization.

A time-stressed Leader may be tempted to skip the Walking Around part and only focus on the Management part of the MBWA equation, but that would be a mistake. Wise organizational leaders make use of both formal and informal communications channels.

Here could be a few ideas to take advantage of your MBWA with your team.

1. Revisit the structured ways that you interact with volunteers and or employees. Has attendance dipped, or conversation been stale at the last few meetings? Maybe it’s time to change things up a bit.

2. Wander virtually. Learn to use, and become comfortable with, social media. It’s the new water cooler. See Ten things you must know before using twitter or click over to Must knows about twittering . Really depending how long this post of mine has been out when you go to look for info on twitter, just Google it because you would be surprised how many are out there sharing how to use twitter.

3. Ask a trusted advisor how you can be more approachable. Oftentimes, executives are unaware of how imposing they are.

What would some of your ways not mentioned here be?

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Common Mistakes When Communicating Expectations

There are several ways to share with your teams the expectations of “Why” something needs to be done, “What” it is exactly that needs to be done, and lastly “When” it needs to be done. Today I will cover common mistakes when communicating the Why, What, and When.

1. Failing to form an expectation clearly yourself before communicating it to others.

2. Barking out “marching orders” without making your directions clear enough that people fully understand and accept them.

3. Assuming people only need one explanation in order to understand what you expect them to deliver.

4. Excluding any explanation about why you want something done within a specific time frame.

5. Asking people to do something, but not clearly explaining when you need it done.

6. Failing to describe the resources available to do what you have asked them to do.

7. Issuing such specific instructions about what to do and how to do it, that people hesitate to “own it” themselves and think outside of the box to ensure the result.

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