If your church is like many others, it probably has a limited budget. Plus, the staff is likely busy with ministry activities, and it is difficult to take on additional responsibilities. This can be an issue when it comes to risk management — improving safety for congregants and enhancing your facility’s security.
Background screening employees and volunteers is the most effective tool for keeping congregations safe. Yet, most ministries make major mistakes when implementing background check procedures.
States require us to purchase auto insurance. Banks make certain we have mortgage insurance. Parents with children buy life insurance to protect their families in case of an unexpected death.
Yet, despite the fact that research shows we are much more likely to become disabled for more than three months than die in any given year, many of us do not have disability insurance.
I’ve consulted with dozens of churches formally, and perhaps hundreds informally. However, many churches never evaluate their ministry with any rigor.
The reason, these churches say, is because they don’t see the need for the effort, expense and potentially difficult season (emotionally) inaugurated by bringing in someone from the outside or going through an evaluation process. In my experience, those who refuse to evaluate themselves are either trying to avoid seeing empirically what they already know to be true through experience (painful), or are deferring pain in hopes it can be avoided by grasping for quick-fix solutions in the present (“We got this”).
Such mindsets betray feelings of, We could fix this if we really wanted to or really thought there was a problem. The words of the late Dr. Charles Siburt come to mind here: “Then why haven’t you?”
Most people don’t like change. Most leaders want to challenge the status quo. Leadership is, in part, the process of helping people see the need for change, embrace the vision for change, and then implement the change.
Serving a cause that is greater than oneself is one of the top attractions of working in a Christian organization. These survey results indicate employees in Christian workplaces experience work that is meaningful and life giving.
Succession planning is the process of developing high-potential employees who have the ability to play leadership roles within your organization. It involves careful evaluation of staff capabilities and development of a process that includes training, mentoring and skill development.
“[I]t wasn’t what occurred during the hiring process that put the children and church at risk; it was what didn’t occur after.”
“Do I buy a car or lease one?” “Do I work to pay for my education — or my children’s — or do I take out a loan?” “Do I rent an apartment or buy a house?” For each of these questions, making the right decision depends on a number of factors that are unique to you. But one financial question leaves us with very few choices: “Do I save for retirement?”
Some churches stay in a perpetual cycle of growing and declining. The church peaks, then dips, only to peak again. It’s possible for a church to stay in this cycle for decades.