About

The people who make up your team are the most important part of your church after sensitivity to the Holy Spirit and obedience to God’s Word. Your leadership team molds the culture of your church and guides them for better or worse. It is for this reason that you must create a great team before creating a great church.

Core Values

Healthy Teams flourish when built upon the foundation of the greatest commandment and Paul’s admonition to live worthy of imitation. Honor, Communication, Servanthood, and Authenticity are vital core values for all Christian leaders.

Honor

We value the unique giftedness of each member and recognize they are called by God, and should be esteemed by their worth as His child, beyond their role on the team. This leads to genuine concern for the overall health and wholeness of each team member.

Communication

We value the unique giftedness of each member and recognize they are called by God, and should be esteemed by their worth as His child, beyond their role on the team. This leads to genuine concern for the overall health and wholeness of each team member.

Honor

We value the unique giftedness of each member and recognize they are called by God, and should be esteemed by their worth as His child, beyond their role on the team. This leads to genuine concern for the overall health and wholeness of each team member.

Servanthood

We value the unique giftedness of each member and recognize they are called by God, and should be esteemed by their worth as His child, beyond their role on the team. This leads to genuine concern for the overall health and wholeness of each team member.

Best Practices

Best practices act as opportunities for us to express our Core Values. They move our values from being abstract to tangible. While the following is not an exhaustive list, it can provide the necessary framework to assist in the development of strong teams. Team ministry has three consistent timeframes: ENGAGEMENT, ENVIRONMENT, and ENDGAME.

Engagement

The process of invitation and acceptance of new team members.

Environment

The backdrop for team life and function.

Endgame

The exit process of a team member.

ENGAGEMENT

Clarity of invitation sets the stage for healthy team relationship. Below are best practices for each season of ministry.
HIRING PRACTICES
• Create detailed job descriptions; and
• Effectively extend the invitation.
CLARITY OF VISION & VALUES
• Review the expectations (character, demeanour, etc.)
• Provide the ministry’s strategic platform.
ORGANIZATIONAL SYSTEMS
• Provide the organizational chart of the ministry;
• Explain approval protocols; and
• Outline the procedures and practices of the working environment.
PERSONALITY/GIFTS PROFILES
• Prior to the interview, individuals should complete personality/gift profiles.
END GAME DISCUSSION
• Review the expectations (character, demeanour, etc.); and
• Provide the ministry’s strategic platform.

ENVIRONMENT

Team ministry achieves its potential when common culture is created and embraced.

CULTURE OF THE SPIRIT

• Praying together, regular team devotions, and practicing gifts of the Spirit create a culture that is led be the Spirit.

CULTURE OF PEACE

• Honoring of organizational structure and execution of a conflict resolution plan (when necessary) sets the stage for a culture of peace in the workplace.

CULTURE OF CLARITY

• Regular staff meetings, defined achievements, open dialogue, and regular evaluations are best practices that create a culture of clarity.

CULTURE OF HEALTH

• A culture of health is achieved when individuals needs are met in the areas of: family care, equity of schedule, direct communication, understanding of warning signs, etc.

CULTURE OF COMPLETION

• To achieve a culture of completion the organization must identify team wins, celebrate team wins, and evaluate team efforts on a consistent basis.

ENDGAME

The culture of the team is honored with the successful exit of team members.

FINISHING WELL

• An individual finishes well when: commitments are fulfilled, confidences are kept, relationships remain intact, and there is a transition strategy.

EXIT INTERVIEW

• Exit interviews create opportunity for the organization to address any missed opportunities and identify areas of change within the position or among the personnel.

HONOUR & RELEASE

• The successful honour & release of an individual is the measure of a personnel transition.