Church Staff: Expect Alignment with Church Purpose

If you have not read the section of the site on Church Purpose, please do so now in order for this practicum to be most helpful to you. Click below:
Church Leadership Basics: God’s Purpose for the Church

Expect Staff Alignment with God's Purposes
When our church purpose lines up with what God most expects of us, then it’s reasonable and right to pass on that expectation to staff, whether paid or volunteer. For example, Jesus identified love for God and people as the greatest commandments (Matt. 22:36-40). He said, “All the Law and the Prophets hang on these two commandments” (v. 40).

Certainly, then, any expectations we might place on people who serve in the Church should line up under these commandments.

Expect Alignment with What God Views as Top Priority

Our church purpose forms the top priorities in ministry. People need to know that they are expected to work toward the accomplishment of these priorities.

  • All they do should be brought under the umbrella of your church purpose so you function as a coordinated whole.
  • Anything that does not fit under these priorities should be brought into question.

Ways to Communicate Expectations to Align with Church Purpose

Begin when recruiting people for ministry. Look for new hires and volunteers who buy into and agree to align with your church purpose.

Job, or ministry, descriptions that reflect the church purpose can be tools to this end. Click the link learn how to communicate that you expect alignment to your church purpose in job descriptions.

Use the church purpose as a standard of measurement in staff evaluations.

If you recruit with the expectation of alignment, then continue to use the church purpose as a standard for accountability. Not only mention it, but evaluate their ministry against it.

Continue to provide reminders. Don’t assume your staff will keep the church purpose in the forefront. Regularly remind them.

Use a variety of means like email, texting, social media, and other digital means of keeping in touch with staff about these expectations. Include it on hard copy materials distributed to staff. And, don’t forget the personal touch. At minimum weave it into conversations when talking on the phone but even better person-to-person at least on occasion.

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