As a leader, you might supervise other leaders. As such, you would be the one to implement the use of job or ministry descriptions with those leaders. They in turn will use job descriptions with people in their sphere of influence. Consequently, the way you use job descriptions will potentially impact how the other leaders use them as they observe and experience your example. It’s the multiplication effect of 2 Timothy 2:2. — “And the things you have heard me say in the presence of many witnesses entrust to reliable people who will also be qualified to teach others.” Though this verse does not refer to the use of job descriptions, the principle itself could apply.
You need to model the proper use of job descriptions. Ministry is about so much more than the end result. How we get there matters to God — process.
Questions to Ask About the Kind of Example You are in Using Job Descriptions:
In previous posts we looked at developing job descriptions based on the basics of life in Christ. How we use this tool should reflect those same basics.
- Are you being an example in purposefully using job descriptions?
If you merely hand someone a piece of paper at the time of recruitment with little input about it and without using it as a future tool, then you are communicating that job descriptions are insignificant. Meaningfully use this piece of paper and the leaders for whom you are responsible in turn might determine to use it in a helpful way with others.
- Are you being an example of showing people the importance you place on their contribution by how you use their job description?
If you act like the job description is merely a formality, similar to signing a tax form, then you are doing little to promote the value of what you are expecting people to do. Use it to stress how their part really matters and they in turn might promote the dignity and worth of others in how they communicate ministry expectations to people in their sphere.
- Are you being an example in making it clear that people are accountable first and foremost to God?
If you act like the job description is something you can hold over people to control their behavior to meet your standard, then you are very likely not giving the impression that what God thinks matters most. Use this piece of paper as a jumping point for discussing their ministry in light of God’s expectations and they in turn might ask the right questions of those for whom they are responsible.
- Are you being an example in putting an emphasis on heart qualities, not just behavior?
If you skim over the character traits that are listed on the job description and primarily emphasize the skills required, then you are undoubtedly encouraging people to think that what they do matters more than who they are. Use this opportunity to emphasize how the character traits help them more effectively do each of the tasks and they in turn might get beyond mere outward conformity with those in their sphere of influence.
- Are you being an example in following through on the promised support described in the job description?
If, on paper, you promised to provide resources, training, and accountability but in reality do little to support them, then you are opening the door for them be lax in fulfilling the responsibilities listed for them. Hold yourself accountable to doing your part and others might not only take their commitment seriously but also in turn be supportive toward others.
- Are you being an example in nurturing your own walk with God?
If you list personal growth expectations but do little to nurture you own walk with God, then you are undermining the importance of this section of the job description. Use personal examples showing why pulling on God’s power is so important to spur them on to doing the same and they in turn might be able to communicate to others, “Follow my example, as I follow the example of Christ” (1 Cor. 11:1).