MIM EZINE, OCTOBER 17, 2005

CONTENTS

– Login Leadership – Evaluating Performance

– Book Review – From the Ground Up: New Testament Foundations

– Classified Ads

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Login Leadership : Evaluating Performance 

Tom Hanover

“Well, pastor, you’re doing a great job at Sunnyside Church !”  It was the annual review of the pastor by the personnel committee.  The gruff gray-haired chair who in a previous life had been an editor of a major newspaper smiled.  “We are very pleased with your work.  But you’re young so we are going to limit your raise to only $500.”

The Board Chair at Shady Grove Church stopped by the parsonage to report to the pastor after the previous night’s meeting.  “Well, finances are tight.  We’d like to do more, but I guess half of a loaf is better than no loaf.”

“Pastor Wilson, our finances are really struggling.  We have cut everywhere it is possible to cut, except you.  If this stewardship campaign doesn’t set some new records, we may have to do that, too.”

Many churches conduct evaluation through a system of ambiguous, incomplete, and randomly sporadic inputs such as shown in the previous statements.  Inevitably, pastors and church staff respond in one of two ways.  They lie awake at nights trying to figure out what those comments really mean or they give up trying to figure it out and stop listening to all feedback.  Either option is a step towards disappointing leadership.

Evaluation begins before employment; even before interviewing.  Evaluation begins by clarifying what the congregation’s leaders expect from this leadership position.  This is important regardless of the position:  pastor, music director, secretary, janitor, and others.  Church leaders cannot evaluate what they have not clarified and stated. 

For this reason, job descriptions and expectations should be written.  Job descriptions should focus on why, what, and who, but not how.  They should not only clarify responsibilities of the new staff person, but also the responsibilities of the congregation to the employee.  Let’s look at these components.

Why?  The why of the job description is the mission and vision of the church.  What is the mission and vision?  Why does this ministry exist?

What?  What is the focus of this role in the bigger picture?  What are the key priorities and goals?  What are the expected outcomes?  Lack of clarity around outcomes usually leads to confusion about effectiveness.

Who?  To whom does this person report?  Who reports to this person?  What responsibilities does this person have?  What authority does this person have over other staff, budget, space, programs, policies and procedures, etc?

Clear job descriptions and expectations will set the stage for evaluation.  Evaluation needs to be regular and frequent, perhaps even spontaneous.  The annual performance review may be useful to look at the broader picture of one’s role in the larger mission.  It is too infrequent, however, to provide learning opportunities and helpful feedback.  Frequent and immediate response will reinforce good behavior and correct ineffective behavior.

The most effective means of evaluation is self-evaluation.  Someone who recognizes and names their own growing edges is far more likely to commit themselves to growth and improvement.  Frequently, people are far more critical of themselves than a supervisor plans to be.  Consequently, beginning with self-evaluation puts the supervisor in the position of encouraging and cheerleading,    a much more enjoyable posture for everybody.

Stephen Covey recommends asking four questions (The 8^th Habit, pp. 260-261): 

1.      How is it going?  (Coming from the tradition of John Wesley, I often ask:  “How is it with your soul?”)  For ministry leaders this pushes the conversation to a level of spiritual revelation.  Frequently, the follow-up question is about spiritual disciplines.   “What are you doing to keep yourself spiritually healthy?”  Healthy leaders lead healthy churches.  If our ministry leaders are not giving priority to their own spiritual health, then your ministry may be headed for catastrophe.  Asking these kinds of questions in a performance review/evaluation setting emphasizes how important this is.

2.      What are you learning?  Many effective leaders are serious learners.  In today’s world of rapid change, a leader either learns or becomes irrelevant.  I prefer to take Covey’s question even farther to ask:  “What have you learned about yourself in the past year?”  This inner reflection affirms the individual’s responsibility for his/her own learning and self-discovery.  It is also quickly points the conversation to deeper levels than academic discussions.

3.      What are your goals?  This, too, affirms the ministry leader as one capable of setting and articulating plans.  Fuzzy explanations here can also point out ambivalence, confusion, and lack of support for the church’s or organization’s vision.  Lack of focus and clarity will mean others who work with this ministry leader will likely be frustrated and perplexed as well.

4.      How can I help you?  Most ministry leaders do not expect this question from a supervisor.  This is because most of our bureaucracies are looking for resources and support from the bottom for the top.  But a supervisor who turns the hierarchy upside down will empower others to lead to their fullest potential.

A successful supervisor will carefully distinguish between issues of character and issues of competence.  Both are necessary, but one cannot compensate for the other.  For example, many ministries are grateful for the warm hearts and joyful spirits loyal members bring to the ministries of churches and organizations.  These people may have impeccable character and be highly respected.  But if they do not possess the skills the ministry needs, the ministry will flounder.  It does not matter how spiritually upright Aunt Sara may be; if she has never played the piano before, she can’t be the pianist.  Competency matters.  

Character also matters.  One does not need to look very far to find wreckage along the highway of life where a leader’s character sabotaged the good of the ministry.  Leadership is based on trust.  Ministry leadership depends upon trust.  When trust is betrayed, rarely can it be recovered.  Character matters.  

Consequently, a supervisor addresses competency issues with training and skill development.  Character is addressed through spiritual formation and discipleship.  Both must happen for effective ministry leadership.  The supervisor can use the evaluation process as a tool for coaching and encouraging upright character and skilled competency. 

Tom Hanover has served in a variety of pastoral leadership roles for over 30 years, the last four as a District Superintendent supervising the ministries of more than 100 pastors and churches in southwest Ohio. He has a BA (cum laude) from Taylor University , the MDiv and DMin degrees from United Theological Seminary in Dayton . Contact Tom at thanover@pastors-study.com

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Book Review –  From the Ground Up:  New Testament Foundations for the 21^st Century Church,  J. Scott Horrell, Kregel Publications, 2004, ISBN 0-8254-2891-2, 109 pages.

Reviewed by Tom Hanover

In the midst of significant paradigm changes in the church of the 21^st century Professor Horrell identifies the key essentials of the church based on New Testament writings.  Perhaps the reason many churches resist change and struggle to survive is that they are focused on what they think are basics to ministry that have no foundation in the scriptures.

Horrell also draws distinctions between the prophetic teachings of the Old Testament for the nation of Israel and the gospel teachings of the New Testament for the disciples of Jesus Christ.  Ignoring these important contextual features could lead to some disastrous interpretations for the church of the future.

For example, Professor Horrell notes the centralizing power of Israel ’s manner of worship in the Old Testament.  The chosen people were identified by their race. 

There was one Temple in Jerusalem .  There was one day for worship – the Sabbath.  And all of it was centralized in the governance of a religious order of priests.

However, in the New Testament decentralization is the trend.  The church is made up of many races.  Followers are not commanded to come to the Temple to offer sacrifices, but to go into all the world to make other disciples.  While it is highly likely Christians worshiped on the first day of the week, there is no scriptural mandate to do so.  Furthermore, Christian leadership is not a profession, but “each Christian is declared a priest with direct access to God.”  (p. 49)

So what makes a church a church in the 21^st century?  Many churches function with four central images according to Horrell.  One, the church is a building.  Two, the church is what happens on Sunday morning.  Three, the most important thing a church does is hold a weekly worship service.  And four, the church employs a full-time pastor.

Ironically, none of these four images are essential to the church of the first century.  Using his expertise in Greek exegesis as well as his world wide overseas mission experience, Professor Horrell is able to identify the four key essentials for the church in the first century, and, he believes, the 21^st century as well.  He describes them as functions: “ worship, learning, fellowship, and evangelism/mission.”   (p. 74)

Professor Horrell writes a stimulating book for pastors and other church leaders, especially those who sense a call to lead the church towards God’s vision revealed through scriptures.  Unless you want to challenge his declension of Greek verbs, his writing is not difficult to follow.  It is a paper back of a little over 100 pages with a helpful bibliography and scripture index in the back.

The only dimension I wish Professor Horrell would have added was more reflection on the church overseas, especially in Latin and South America .  Apparently, he has had significant experience in ministry in  Brazil , and perhaps elsewhere. There are some profound movements unfolding as God’s Spirit touches lives south of the border.  Perhaps there is a sequel!

 

Order From the Ground Up

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