J.R. Briggs

If you were looking to hire a staff role or recruit a key volunteer at the church how would you know if they were the right fit? Is it discernment in prayer? Is it by their experience in ministry? Their skill set and personality? The confidence of a search committee or elder team? A spiritual gifts inventory and enneagram assessment? A feeling in your gut? A combination of the above?

As I look back on my ministry experience, I realize that sometimes I hired or recruited the right person. They were a wonderful fit and they (and everyone around them) thrived. But I also remember that there are many other times where I made the wrong decision and completely blew it. The leader I thought would be a good fit turned out to be a disaster – and I should have seen it coming.

So, how do we go about in the discernment process? I’ve found a simple and easy to remember guide of 6 characteristics (all starting with C) – along with a guiding question for each – helps the process. Several of the C’s come from other spaces (some even the business world) but I do believe they can be helpful in the church as well.

[1] Character: This character always needs to be first on the list. The leader must be full of integrity and honesty and possess purity in all areas of life. We talk about the need to surround ourselves with F.A.T. leaders – those who are faithful, available and teachable. Great leaders may possess the other 5 C’s below, but if they are not full of integrity and character, don’t consider having them join the team!

Question: Could I completely trust my children with this person?

(2) Competency: Certainly, God can use anyone with any skill set. This is not suggesting a corporate headhunter mentality in the church. People’s value as a child of God is not measured in their productivity or effectiveness. This is simply to make sure that they are the right fit – that their capability and proficiency matches the responsibilities of the job. I’ve seen too many wonderful people hired or put into key roles where they are just not capable of fulfilling the tasks that have been asked of them.

Question: Is this person capable of doing what we are asking them to do in this particular role (i.e. is this the right fit, based on their proficiency and skill set)?

(3) Chemistry: So much of ministry is relationships. Chemistry with those you serve alongside of is important. It doesn’t mean we have to be best friends with everyone we work with. But it is important for us to consider chemistry, both on a personal and an organizational perspective. On a personal side, is there relational and emotional intelligence and spiritual maturity exhibited in their life? Are they kind and caring, do they work hard and yet have a good sense of humor? Do I enjoy working and serving alongside this person and can we be both honest and honoring to one another in these roles? On an organizational side, is this person passionate about the mission of what we are doing here in our church – or are they simply looking to serve with friends or looking for any opportunity to lead?

Question: Is this person someone that could sharpen me and I could sharpen him or her, while also bringing out the best in him or her? And, is there a passion for and a clear alignment with the mission of our church?

(4) Consistency: Trust is built through consistency.  A leader must be responsible with big things (finances, people’s stories, relationships, etc) as well as small things (follow-through, showing up on time and when they say they will do something). Therefore, a leader must be full of trustworthiness and dependability.

Question: Have they exhibited consistency in all areas of their life and show themselves to be responsible? Can I trust them to do what they say they are going to do?

(5) Capacity: This C is related to Competency, but slightly different. This is not entirely about skill level; this also involves how much confidence people will be and how much trust they will put in the leader they are choosing to follow. Is there capacity growing or is there an evident ceiling? Those with high capacity have a tenacity to get their hands dirty and “figure it out.” They don’t give up easily. They trust, they persevere, they don’t give up and they push through when things are difficult – and others seem to notice.

Question: how confident will people be in following this person’s leadership, especially into new and uncertain areas?

(6) Calling: This is another significant C. In the secular world, you may be able to possess the first 5 C’s and be good at your job. But in the kingdom, we believe that the Spirit calls us into specific callings of vocation, especially in ministry. Calling is much more sacred and significant than a job or a fun ministry leadership role. Leaders with calling know that God have a confidence that God has brought things together in such a way that they can’t not respond to what He is asking of us.

Question: is this a simply a “good idea” or a true sense of being called to this position?

Certainly, discernment is important. These are not intended to be a formula or an equation; they are intended to be a form use with intention. Understand your context, your people and God’s specific call on your life as you use this tool. But next time you are recruiting or hiring for a key ministry position, utilize the tool of the 6 C’s and see if it is a helpful part of the discernment process.

You’ve probably seen the Learning Pyramid before. Since learning about the pyramid a few years ago, it has been a tremendous tool in my preparation and presentation when preaching a sermon, teaching a class or equipping ministry leaders in a training event. Sadly, for the first several years I focused too much on how I was teaching and not enough on how people learn. Even more, I noticed how often I focused almost entirely on just talking at people. No wonder people couldn’t remember or put into practice what I was teaching!

Of course, as the National Training Laboratories has found in their research, the more we push down into the pyramid, the more people retain what they’ve learned. In my teaching preparation I often pull out the pyramid and think, “How far down the pyramid can I push this teaching?” I don’t get down to the bottom every single time, but I absolutely make sure I don’t remain only in the 5%/Lecture category. (Sometimes, in my more courageous and creative moments, I’ve wondered if we turned the pyramid completely upside down how people’s learning process and retention would be impacted).

 

As you think about your preaching and teaching, consider the following questions in each level of the pyramid:

 

Lecture: what are one or two ways I could increase the effectiveness and engagement of what I am communicating to people?

Reading: how am I encouraging people to read in the midst of the teaching (the biblical text, a quote on the screen, a handout, etc)? What are ways I could include reading materials, either during my teaching or as a take home resource?

Audio Visual: are there natural and creative ways I can use videos or songs to illustrate this point?

Demonstration: instead of simply teaching on this abstract concept, can I demonstrate it right on the spot? Can I call a volunteer up and simulate a role-playing exercise? Or can I give a specific and concrete example of someone who has recently lived out this concept in our community?

Discussion group: rather than listening to me communicate, can we carve our time and space for people to interact with each other? If so, what will they discuss? What questions or texts can I give them as prompts to their discussion? And what will they do with that information?

Practice by doing: Are there ways in which people can live out and practice what they just learned from me in the next 5 minutes? In the next 30 minutes? By the end of the day? What challenge(s) can I give them to attempt this?

Teaching others: Is there opportunity for someone courageous enough to come up and teach (or summarize) what they’ve learned in the process? If they’ve not done it effectively, how can we celebrate their willingness, while also offering suggestion or correction? If people have done it effectively, how can we affirm and celebrate both their willingness and ability to do something difficult in the moment?

 

It’s never fun when people inform you that they’ve chosen to leave your church. It’s a hard reality to ponder that more people have left our church over the past 8 years than have stayed. Certainly, there are positive reasons people choose not to be a part of the church any more (a job transfer or a move out of state) and there are painful reasons (e.g. conflict in the church, not meshing with the philosophy of ministry, another church is more appealing to them or – pastors’ favorite one, “we’re just not being fed” — whatever that means).

Depending upon our personality types we may simply want to avoid a face-to-face conversation and “wish them well” from afar. Others feel the need to take a confrontational and maybe defensive posture that comes from being hurt, abandoned or betrayed.

Over the past few years our elders have tried to have a posture of a learner in these formats. Though we’ve done this imperfectly, we’ve purposefully tried to possess a “help us understand” posture of humble listening. Most often, we try to meet with them one-on-one (and, when not possible, over the phone or via email) in an “exit interview” type fashion in order to ask a few questions. To be clear, these meetings are never fun, always emotionally draining and give us clammy hands walking into them. We may not like they are leaving, but we believe we can learn things from them – and hopefully be able to thank them and to bless them as they go.

Here are four questions we ask in these “exit interview” type settings-Read More

As pastors we have all experienced it.

We’ve studied, prayed and prepared a sermon all week – and now we’ve just gotten done preaching our heart out. As the service ends and people begin to leave, some look us in the eyes and say, “Nice job. Good sermon.”

“Thanks,” we say with a bit of timidity and an awkward grin.

But inside we think, Really? Do they mean it or are they just saying that? If so, I wonder what did they like about it?

The truth is we don’t think they’re downright lying to us, but we’re tempted to wonder is that the whole story – and how honest were they being – really?

Feedback, as they say, is the breakfast of champions. As a feedback junky myself, I want to improve and grow in communicating God’s Word to others. But over the years I’ve struggled with this drive-by encouragement on the way out the door. How am I to know what is legitimate feedback and when are people just being pleasant, kind, nervous – or maybe unsure what else to say but “good job”? I’ve learned to listen for five specific forms of feedback that are legitimate and credible:

(1) Specificity

When people give specific feedback to a sermon I see that they were really listening, careful to take in something of importance and then articulate that to me. Instead of “Nice job, pastor,” when I hear “You know, that second point you made about God’s patience with Israel reminded me of just how patient he is with me in my own life.” Or, “That verse you read – the one about being a living sacrifice – is going to impact the way I love my wife and kids this week. I haven’t been eager to do the simple things – change diapers, unload the dishwasher or pick up the toys on the floor after a long day. But I realized today that’s a part of what Paul is talking about.”

(2) Time passed

It’s easy to hear encouragement minutes after preaching, but I listen well when someone says, “Six months ago you taught on God’s goodness, even in times of suffering. I can’t get that concept out of my head. I think about it often and it encourages me when things are difficult.” The Spirit seems to have pierced their heart in such a way that it remains within them.

(3) People’s posture and body language

Outward appearance, of course, isn’t everything; but posture and body language can be beneficial and legitimate real-time feedback of what is happening to people internally. While we preach, we can look out and notice people to get a pulse of the room. Are people are leaning in and paying attention? Are people nodding or smiling? Were tears present during that story I told about my interaction with my neighbor? Are people leaning back with their arms crossed looking bored? Are people looking down, reading and re-reading – maybe underlining – something in their Bibles? Or – unfortunately – are people sleeping?

(4) The specific, intentional and solicited feedback of trustworthy people.

I’m a feedback junky. I always want to improve and grow. Part of my rhythm in teaching and preaching is to proactively seek out spiritually mature people who I know will be both honest and honoring with feedback a day or two after I’ve preached. I find that if I ask generic questions (“So, how was it?” I will always get generic answers (“It was good”). But if I ask more specific questions, (“How helpful was the opening story during the introduction?” or “If you could summarize my sermon in a thesis statement what would it be?”) I find I get very helpful and meaningful feedback. (I’ve even developed a one-page Teaching Feedback Form that I give to people and kindly ask them to fill it out and return it to me). At times what I hear is encouraging and affirming; other times it’s pointed areas that didn’t work and how I could improve upon them. Admittedly, sometimes some of the feedback stings, but from a trusted friend or congregant, I know they mean well and desire me to sharpen my gifts – and, for that, I am grateful.

(5) The Spirit’s affirmation.

Despite what people think, the most important affirmation we could ever receive is from the Holy Spirit. Ultimately, it’s not a popularity contest and we aren’t trying to tickle the ears of our people. We are trying to serve the Lord. So, in the quiet moments in our office before heading home or when we drive home in the car, what is the Lord whispering to us? Do we sense affirmation of faithfulness to the preparation, to our motivations and to the text throughout the week – and this morning? Do we sense the affirmation of our faithfulness to the opportunity to present God’s Word? Listen to these quiet moments of affirmation or correction from the Spirit. It’s ultimately this feedback that we should pay attention to the most.

Certainly, we want to thank and express our gratitude for those who offer brief encouragement as we leave our gatherings. But lean in and pay attention most notably to the feedback given in these five forms.