Social media has become the major form of communication for a large portion of the population. An even larger percent of people are “dabbling” in it.
The millennials – those born after 1980 – constitute the new mega generation.
In the Washington, D.C. area, we have found that there’s a high turnover rate within our church lay ministry leadership.
Develop a policy in the context of discipleship and full reconciliation.
Church people often are quick to admit that they’re not perfect.
The issues surrounding compensation for key employees have grown more complex.
Conventional wisdom says that the average youth pastor stays only 18 months.
It’s been said that the three most important rules of real estate are “location
Retirement. We all hope one day to do it. As church and ministry executives, you likely want to make sure you can offer your employees a competitive, robust retirement plan at a reasonable cost to your bottom line. But how do you know if your current plan is on the right track, or, if you don’t have one yet, how to choose the right one? “Establishing employee benefits is a very important consideration for any church or ministry and its employees,” says Dixie Beard, director of business development at GuideStone Financial Resources. “But before rushing into establishing an employee retirement plan, it is important to establish your ministry’s objectives, such as meeting your moral obligation to employees, evaluating your cultural environment and establishing cost parameters.”
We even have a special month for pastor appreciation (October). Gary Chapman and Paul White has written The 5 Languages of Appreciation in the Workplace (Northfield Publishing/Moody Publishers), and Church Executive asked the authors to apply their concepts to the church. Dr. Chapman is the director of Marriage and Family Life Consultants Inc. in Winston-Salem, NC, and has served as senior associate pastor of Calvary Baptist Church in that city for 40 years.