How you gamble with your budget: 5 ways to protect yourself

photo by 401K

When I first started in ministry, I had no idea how to deal with budgets. I didn’t really set a budget and I just spent money until my associate pastor told me I couldn’t. Needless to say, that was not an efficient way to run a ministry.

Although many ministers profess not to be gamblers, the way we manage our budget says otherwise. In fact, most of us don’t treat our budget the same way we treat our personal finances. We feel like our ministry budget is not really our money, so we act differently with it.

Don’t gamble with your budget. Here are 5 ways to take responsibility for your budget.

1. Ask your supervisor for a budget. When I first started in ministry, I didn’t see my budget. I think part of it was because I was young and didn’t know about budgets. Asking for a budget allows me to have greater ownership for my ministry. I begin to know what my events actually cost. Take responsibility for your budget. Don’t let someone else, who doesn’t know your ministry as well as you do, run your budget.

2. Ask for money in your budget and say why you want it. Sometimes I don’t even want to ask for the money because I think I won’t get it. However, I never know until I ask. I have often been surprised by what gets approved in my budget. If you think it is a worthwhile project to spend money on, then ask for it. If you have strong reasoning for why you are asking for it, sometimes that’s all it takes to get extra funds in your budget. Know exactly how much money you want for each project and be prepared to justify the cost. If you can’t justify the cost, don’t ask for the money.

3. See the total picture. You don’t really know what your total budget looks like unless you add your salary and benefits to it. Most ministers are surprised by how much health benefits, payroll taxes, and pensions actually cost. They add up. Just because you make $50,000 a year does not mean that’s all you cost the church. When it is budget season, ask your supervisor for the full numbers of what your ministry costs.

4. Review your budget regularly. At least once a month, review your actual expenses and revenues. If you are spending too much money, it’s better to know that in advance when you still have time to do something about it. If you wait until the end of the year to notice that you have overspent, your church budget ends in the negative for the year causing you to have less money in your budget the following year.

5. Find creative ways to bring money in. Budgets are not just about expenses. It is also about the revenue you bring in. When you find creative ways to bring money into your ministry, it allows you to do more with your ministry. I’m not a big fan of small fundraisers like bake sales and car washes. They are nice and they work. But you have to do a lot of these small fundraisers to bring in a decent amount of money. Instead of doing 10 small fundraisers a year, do one big event a year that will bring in a substantial amount of money. I used to put on a St. Patrick’s Day dinner dance and would raise about $10,000 in one night. I’d rather fundraiser once then multiple times a year. One caveat: make sure your fundraising is working in concert with how your church does stewardship and development. It is better for a church to have a unified plan then for each ministry to go off and do it’s own thing.

Too many of us are not well trained in budgets. To be successful ministers, we need to become efficient and effective stewards of the money that has been provided for our ministry.

What do you like or dislike most about budgets?

Strengths Movement

Many of you might be aware of what has been dubbed the “strengths movement.” Author and speaker Marcus Buckingham has written several books on discovering your strengths so that we can apply those strengths in our careers, ministry, and life. This video provides a short snapshot of what the strength movement is all about.

Many of his books (and the books inspired by him) are worth reading, including The Truth About You and Strength-Based Leadership by Tom Rath.

What is one take away from this video that is applicable to you and your ministry?

 

4 Simple Strategies to Recruit Volunteers

Continuing our series on recruiting, training, and sustaining volunteers, this week I want to share with you some simple recruiting strategies that have worked really well for me.

1. Start with the vision of the ministry.

Nothing motivates people more than being part of a vision that is exciting. When I share my passion and excitement about the vision for ministry, the “why” of the ministry, volunteers are much more willing to serve. Recently, I started a new podcast for our youth ministry office that would focus on training volunteers. I was trying to recruit a team of “personalities” to help bring the show alive. One of the people I invited was my friend, Lindsey. I shared with her why we were doing the podcast and why I thought it would help churches. Lindsey told me that the main reason she said yes to joining the podcast team was that she was excited about how innovative we were trying to be in our ministry. She was excited about the vision of what we were doing.

2. One-page job descriptions.

Last week, Mark Alves commented on my blog and described how important job descriptions can be when recruiting volunteers. I couldn’t agree more. The clarity that job descriptions provide make it easier for volunteers to say yes, because the ambiguity of what they are being asked to do is limited. Keep the format simple:

  • Title of position
  • Key responsibilities
  • Qualities needed
  • Term of commitment
  • Benefits of the position

3. Allow others to recruit for me.

If I’m leading my ministry well and other volunteers are enthusiastic about what we are doing, then their energy serves as an awesome recruitment tool. Actions speak louder than words, and when the actions of your team express excitement and commitment to the ministry at hand, others want to get involved.

4. Let prospective volunteers check out the ministry.

Before they say yes, allow them to see the ministry in action. It’s one thing to talk about the ministry position. It’s a whole other thing to see the ministry in action. Let them visit and watch, meet the other volunteers, and have them participate in some way. Not only does this allow them to see if the ministry is a right fit, it allows you to see if they are a right fit as well.

Here are some strategies that I stopped using a while ago. Why? Because they don’t work!

  • Bulletin articles and pulpit announcements: I always think they are desperate when they announce volunteer positions in church. I don’t want to volunteer for a desperate ministry. Plus, even as a church guy, I don’t read the bulletin. If I don’t read it, the likelihood of others not reading the bulletin is high.
  • Guilt: I’m always surprised how guilty some ministry leaders make me feel when they ask me to help. It makes me want to volunteer less, not more. Guilt doesn’t work.
  • Email invitations: Emails are too easy to ignore and doesn’t have a personal touch. I try to invite while meeting people face to face. Second best option is a phone call.

What strategies do you use to successfully recruit volunteers?

One Rule About Affirmation and Praise

photo by mikecough

I have been very lucky. In every ministry position I’ve had, I have had a wonderfully gifted and talented administrative assistant. Each time, they have added tremendous value to my ministry by sharing with me their gifts of organization, responsiveness, and timeliness.

The power of a good administrative assistant in ministry is underrated.

That’s why I was floored one day when I heard a manager at a church tell me not to affirm and praise my administrative assistant as much as I do. He said, “she’s just doing her job. You should expect her to do the work you give her without the need to praise her for everything she does.”

I am so thankful for the gift that my administrative assistants have been. They do things I cannot do and we complimented our gifts very well. There are many, many tasks that I have been able to pass on to my administrative assistants over the years because they are more than capable of handling them with a great level of excellence.

Why would I not praise them for that???

That comment has not stopped me from affirming those I minister with on a regular basis. Whether it is an administrative assistant, a volunteer, a fellow staff member, it doesn’t matter. Whether it’s their job does not matter. I am truly thankful for the gifts they share in our ministry. They enhance our ministry in ways that I could never do by myself. That alone requires praise and affirmation.

My rule about affirmation is simple:

Reward the behavior I want to see more of.

One way to reward people is by affirmation. I think our culture lacks positive feedback and affirmation. We crave it. When we get it, we work doubly hard to receive that affirmation again.

When you see someone do something great, even if it is a stranger picking up a piece of trash from the ground, let them know how much you appreciate what they have done. If you mean it, if it’s genuine praise, I guarantee you will see that behavior again.

Name a time when you were affirmed by a leader that you then worked extra hard for that leader. Share your comments with us below.

20 Effective Ways to be an Ineffective Leader

I am always looking for a recipe for good leadership. I want to be as great of a leader as I can, so I learn and reflect on my leadership to improve my skills. Sometimes, the best way to learn how to be a good leader is to learn how to be a bad leader.

If you want to be an ineffective leader in ministry, just follow this recipe:

1. Break all the Ten Commandments in one week… or one day.

2. Depend totally on yourself, never your team or the Holy Spirit.

3. Never, ever, communicate with your team. When they are unable to read your mind, yell at them while sweeping all the items off your desk.

4. Preach a message on Sunday, and then do the total opposite on Monday.

5. Try your best to never see your staff or volunteers. Intentionally hide from them, especially when they have problems.

6. Make a decision, and then make a contrary decision the day after.

7. Recruit a volunteer and expect them to get it right the first time without any coaching from you.

8. Micro-manage every detail of your teams’ tasks.

9. Never smile.

10. Only point out people’s mistakes.

11. Say one thing, but mean another thing.

12. Always look out for yourself.

13. Avoid conflict at all costs.

14. When someone emails you, follow the 144-hour rule before you respond.

15. Never learn and never grow ever again.

16. Never admit your mistakes or failures.

17. One day, be totally happy and easygoing. The next day, be mad, upset, and angry. Repeat.

18. When you are in a meeting, abruptly cut people off and then leave the meeting without warning.

19. Take everything seriously.

20. Don’t ever pray.

Okay, I have a confession. I have committed some of these ineffective strategies. The one that stands out for me is number 7. I have some work to do.

Which ineffective strategies have you committed?

 

Identify Future Leaders

This video falls in perfect alignment with the current series I am writing on recruiting, training, and sustaining volunteers. From the Harvard Business Review, this video shares the five defining characteristics all potential leaders possess.

How does this apply to ministry? For one, we cannot just recruit any old volunteer for any position. We should look for these characteristics in our volunteers in hopes that they will be effective volunteer leaders in our ministry.

Of course, if you hire ministry staff, this video is very applicable as you and I look to employ staff for our ministry.

 

4 Things You Should Know About Your Prospective Volunteer

Last week, I started a new series of blog articles on recruiting, training, and sustaining volunteer ministers. The next two weeks, we’re going to focus on the recruiting aspect of the series.

Not too long ago, I wrote a post and gave a workshop on “The Preamble To Recruiting Volunteers.” The premise of that article and workshop was that before we can recruit or invite people onto our team, there are two things we should try to have in order:

  • An exciting and clear vision of the future of your ministry.
  • Some success under your belt.

I still believe these are two powerful things we can have to successfully recruit volunteers.

However, there are some simple truths that I need to understand about my prospective volunteers. As I understand these things, I can more adequately speak to the needs and desires of my volunteers.

 

It is not just about giving of their time and talent. It is about receiving.

Yes, people do volunteer to give. But the moment they stop receiving, they will stop volunteering. What do volunteers receive while they serve? There are practical things that they receive, like training, food, and maybe little gifts and gift cards. But more importantly, they receive the gift of knowing that what they are doing is making a difference. If at any point a volunteer does not feel that, they will stick around for a short time, but then jump ship. Volunteers need to receive while they give.

 

Volunteers are busy.

I don’t know any volunteer that is not busy. They have work, spouses, children, homes to take care of, and social lives to be lived. Why would they say “yes” to one more thing? The fact is that busy volunteers do say yes to ministry and are willing to work and work hard for you. However, I need to be flexible with the time that they give. I cannot expect every volunteer to commit to a program once a week. That’s just not realistic for many volunteers. I need to provide other opportunities to serve in which they can volunteer from home, or for one-time events. As the leader, I’m the one that needs to be flexible, not the volunteer. (Although flexibility is always a great strength in volunteers.)

 

Most people won’t ask to volunteer.

There have been only two or three handfuls of time that a volunteer has come up to me and asked to volunteer. Why? For starters, they are busy, not sure if they have the right gifts, and not clear about the opportunities that exist. That means I need to take the initiative and show them how they can volunteer while busy, what gifts they have that match the ministry, and share with them the many ways they can serve.

 

They care about the “why” of your ministry more than the “what.”

You can share with prospective volunteers all day long what you do in your ministry, but until you articulate why your ministry exists, it’s hard for people to stay excited for a long period of time. I’ve just recently learned this. If they are excited about the “what” and don’t know the “why,” they will only volunteer until the “what” is not exciting any more (which always happens). If they know why the ministry exists and how it is making an impact in the world, then no matter what the “what” is, they will remain excited and committed to the ministry.

 

Next week, we’re going to talk about simple ways to recruit volunteers and how not to recruit volunteers.

Question of the day: what are some other things we should know about prospective volunteers?

The Secret Formula to Life

photo by trindade.joao

A couple years ago, I learned a powerful formula that put into perspective my life. There are two aspects of life that define everything.

The first aspect is the event. Events happen to us everyday. In fact they happen multiple times a day. The affirmation email from my pastor. The youth that decided not to show up to youth ministry. The volunteer who did show up and followed through on their commitment. The flat tire. So many events happen to us. That’s the first part of the formula.

Event

The second aspect of life is my response. I woke up on the wrong side of the bed and decided to have a bad attitude all day long. I responded positively in reaction to some negative feedback. I yelled at my child. I rolled my eyes. I got frustrated. I smiled. I listened. I gave someone a high five. I punched a wall. I took a nap.

Response

The interesting comparison between these two aspects of life is quite simple. I often don’t control the events that happen in my life. Events happen all day and every day.

Response? Well, I totally control that. Whether I yell, smile, listen, scream, whatever, I totally control my response. It is not always easy to control my response, but I do control it. Sometimes the event causes me to react quite habitually that makes me think that I don’t control it, but I do.

So here is the powerful formula:

 

Event + Response = Outcome

 

Let’s take an example. A volunteer doesn’t show up for a ministry night that she is in charge of. That’s an event. I react in a negative way. I have a bad attitude about it and I tell the other volunteers about her lack of commitment and follow through. That’s my response. It is no surprise, then, that the night does not go well. The outcome.

Let’s take another example. A volunteer doesn’t show up for a ministry night that she is in charge of. That’s the event (again). I react in a proactive, positive way. I immediately come up with solutions to make the night happen. I round up the other volunteers to help me. That’s my response. The night goes extremely well. The outcome.

Here’s the rub: no matter the event, I control the outcome. I can do one of two things: I can blame the event or change the response. Changing my response is easier.

Having a good attitude is about changing my response to events that can be deemed negative. My response, as well as the event, determines the outcome. Whether the outcome is positive or negative is totally up to me.

Everyday, I need to control my response.

 

The Empowerment Button

photo by PhotoGraham

This brief excerpt is from a phenomenal book I read titled, The New Breed. This book is all about looking at the “new breed” of volunteer and how we work with these volunteers.

This excerpt speaks to the importance of creating a culture of empowerment in our ministries.

“In their book A Passion for Excellence, Tom Peters and Nancy Austin tell of an experiment where people in group ‘A’ received puzzles to solve and some boring proofreading to do. While they did these two tasks, an audiotape played in the background – the sound included a person speaking Spanish, two people speaking Armenian, a running mimeograph machine, a noisy typewriter, and some street noise.

“Another group, group ‘B,’ received the same projects and listened to the same tape. However, they also received a button they could push to suppress the noise. The group with the buttons to push solved five times as many puzzles and made just one-fourth of the proofreading errors as those who had no button.

“Sure, you might be thinking, it was all that stinking noise!

“Guess again. Amazingly, those who could push the button never pushed it once! The mere fact that they could push the button made the difference. They possessed the power of ownership.” –pg. 81

 

How do you develop a culture of empowerment with your ministry team? What “buttons” do they have the power to press?

 

 

The Impact of Change

John Kotter, who has written some great books on change and change management, talks about naming the people who would be impacted by the change that you may be proposing for your ministry or church. From there, we are able to more adequately assess how we can lead them through a change process.

In what ways would you apply these thoughts to your ministry?

For me, just asking the question alone hits at the heart of the matter. Who is impacted? Then, speak about change through their lens so that they can embrace the change as positive as opposed to fighting an uphill battle of resistance because I didn’t take the time to think about it from their point of view.