8 Good Questions to Evaluate Your Church

By Dan Reiland

It’s easy to get so busy doing ministry that you don’t take the time to evaluate your ministry.

But evaluation is how you get better.

It’s like your annual physical. No one wants to get a check-up, blood work, and maybe a test or two, but that’s how you learn what you need to know.

Then, of course, you need to act on what you learn.

The 4-point plan to get better:

  • Ask the right questions.
  • Give honest answers in a group process.
  • Determine the best-prioritized plan for improvement.
  • Take action.

It starts with asking the right questions.

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8 good questions that will help your ministry get better:

1) How is the unique culture of your church helping you make progress?

Sam Chand wrote an excellent book titled Breaking Your Church’s Culture Code. He states that more than vision, programs, money, or staff, culture has the greatest impact on your church’s future.

How would you describe your culture? Is it what you want? Is your church culture helping or hurting as you pursue God’s purpose for your church? What changes do you need to make? If the culture is healthy, what practices are in place to stay healthy?

2) How would you describe the overall morale of your church?

Are the people happy with your church? That question seems very subjective but is surprisingly easy to answer.

Do they trust the leadership? Are they fired-up about the mission? Are they passionate about following Jesus? Is there momentum? Are problems solved with relative ease (without significant resistance? You get the idea.

Morale and culture are closely linked. If you are struggling and the culture and morale are not ideal, I urge you to pour your leadership energy there first.

3) What is your approach to spiritual formation in your church?

Is there an overall sense that people are pursuing God? It’s not about perfection, but do you see progress? What factors do you consider important to help assess spiritual maturity?

Consider things like prayer, serving others, obedience, and financial generosity. How about the fruit of the Spirit like love, joy, and peace, etc.?

Do you utilize small groups? How is community developed? What priority does biblical truth hold? A great overall approach to assess spiritual growth is to gather stories of life change.

4) Are you developing new leaders?

Next to the favor of God, everything rises and falls on leadership. Do the leaders in your church demonstrate a strong spiritual depth and a servant’s heart? What is your plan to find and develop new and better leaders? You will not realize your potential as a church without a serious dedication to this process.

5) How would you describe the strength of your volunteer teams?

Are your volunteers part of vibrant and productive teams or a struggling band of survivors? Much of that depends on how you select, train, encourage and empower your volunteers. Do you recruit to a vision or just to get a task done?

All churches face the pressure of needing people to volunteer to serve, but how you build teams makes a significant difference. How would you rate the overall esprit de corps of your volunteer ministries? What is the first best step to strengthen your teams?

6) What are the financial indicators telling you?

It is relatively easy to measure results when it comes to money. The weekly offering defines reality. At the same time, one of the largest challenges a leader will ever face is successfully inspiring the people to trust God with their finances and remain faithful to generous giving.

Are you bold in your teaching of God’s truth about money? Do you offer practical training about money management? Do you personally model generosity? Where are you stronger regarding money, faith or practice?

7) Are you on mission?

You must first be clear about the purpose of your church. What is your mission/vision – exactly? Does your congregation have a good sense of what it is? Are you acting on that mission?

It’s essential that your leaders become and remain aligned together in that mission. It will always feel like you are swimming upstream if you are not headed in the same direction.

8) Do your people enthusiastically invite others to your worship services?

I have coached churches where the people had obviously lukewarm feelings about the worship service. They were not motivated to invite someone even if they had a friend they wanted to bring.

It’s not always the worship service, but it starts there. Is there anything about your church that would cause your congregation to pause about inviting their friends?

This is a huge evangelistic combination. If your people are committed to the vision enough to invite people to church, and your worship experience (from nursery to invitation) is worth inviting people to – that is the combination you work toward!

I trust these questions will be helpful to you and the health of your church.

I pray God’s wisdom for your leadership and His favor upon you!

This article was originally published at: danreiland.com

 

Practical Points For Leading Difficult People

This is part two of the article published in the previous post written by Dan Reiland.

1) Discover what is underneath.

When a person becomes difficult, and the situation seems to persist, try setting the issue aside and take the conversation to a more personal level. 

Get “underneath” the obvious to discover if there is something deeper. My favorite go-to question is “What is really bothering you here?” It’s important to ask that question in a kind and caring way. 

When you connect with the real issue, it’s much easier to love and lead someone. 

2) Manage your own emotions well.

It’s vital to remain emotionally self-aware and in control. When you lose control, you lose. 

This does not mean to become bottled up and detached, but of all the things that could make the list in the fruit of the Spirit – love, joy, peace, kindness, forbearance, goodness, faithfulness gentleness, self-control is included! (Galatians 5:22)

When you become angry, you forfeit your leadership.

You can’t stop someone from pushing your buttons, but you don’t have to descend to their level.

Here’s a practical plan for when a difficult person is getting to you.

• Count to 5.

• Lower your volume.

• Sit back in your chair.

• Speak deliberately.

• Call time out if you need to.

Hot heads never win in the long run. 

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3) Set limits and boundaries.

So far, I’ve emphasized our approach with difficult people. How we manage our heart, thoughts, and emotions. 

But some people are just plain difficult nearly all the time. We don’t want to be around them, and it can be hard to love them.

Boundaries and limits are healthy and necessary. Here are the boundaries I use.

My first boundary is respect. The person can disagree with me, and express dissatisfaction with my leadership, but it must be respectful. 

My second boundary is alignment. We need to agree on the overall mission and head in the same direction. It cannot become all about their personal agenda.

My third boundary is progress. Difficult conversations are part of leadership, and it’s not uncommon to get stuck for awhile. But soon we need to make progress! 

4) Communicate clear expectations.

Setting clear expectations is vital to working with a difficult person. 

Think through what is needed for a healthy relationship, and progress in ministry and make that clear. 

5) Lead them to higher ground.

This is your opportunity to encourage and inspire.

It’s not about selling and winning, don’t close a deal like you’re in sales.

Help them see themselves and the situation differently and for their good!

  • • Establish common ground.
  • • Communicate their value. Affirm the person.
  • • Point toward the bigger vision.
  • • Warn them of the consequences of continuing in the same path.

6) Pick your battles.

Sometimes people will knock on your door with the intention of “picking a fight.” And sometimes the situation escalates to the level of a battle. 

Always ask yourself, does this battle need to be fought? Sometimes it’s important to set it aside to climb a bigger hill. 

7) Focus on solutions.

Resolution of some kind is needed. 

Productive solutions are best. 

The worst thing is to leave a situation in a mess. Someone needs to clean it up. If you don’t, someone else must. 

Two crucial questions that help bring insight and resolution:

  • • What would you like me to do differently?
  • • What do you want?

When you know what the person wants, you can be clear about whether or not you will be able to comply. In the end, sometimes you must say no and hold your ground. And sometimes you should remove the person from leadership.

There will always be difficult people you are responsible for leading. How you lead them can change you, them, and the church for good!

This article was originally published at: Danreliand.com

 

 

Leading Difficult People

By Dan Reiland

It’s probably true that the most difficult person I lead is me. 

That might be true about you too. 

But beyond that reality, there are those who seem to be genuinely unaware of the negative impact they have on others around them. And there are a few who appear to get a strange sense of satisfaction from creating problems and getting reactions from people. 

These difficult people might be a volunteer leader, a coworker, a staff member, even a family member. It can be almost anyone you are responsible for leading.

When you allow difficult people to “get away with it,” any environment can become toxic. 

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So how can we better lead difficult people and survive to tell the stories?

Let’s start with what doesn’t work.

5 common responses to difficult people that do not work:

  1. Avoid the person and the situation.
  2. Give in and surrender. Give them what they want, let them have their way.
  3. Allow the behavior to continue. You don’t give them what they want, but you allow the person to continue with negativity, gossip, etc.
  4. Pass the responsibility to deal with the person to someone else to handle the situation.
  5. Power up and conquer.

Scripture gives us insight to a better way:

“If it is possible, as far as it depends on you, live at peace with everyone.” Romans 12:18

The context in this chapter starting with verse 9 is loving people. Verse 17 says “don’t repay evil for evil,” and vs. 19 says “don’t take revenge.” 

The passage provides in principle, the practical insight we need to deal with difficult people according to God’s heart.

It tells us how we should see people. Especially when you read verse 17, “be careful to do the right thing.”

Here’s a great practical summary:

  • • I am responsible for how I treat others.
  • • I may not be responsible for how they treat me.
  • • I am responsible for how I react to those who are difficult.

Set your heart first:

A) Difficult isn’t a disease.
Don’t run from difficult people you need to lead. It’s natural to recoil from difficult people, but it doesn’t help.

While it may be counter-intuitive to move toward difficult people, it’s important to accept that it’s part of your responsibility as a leader. 

It’s easy to love your friends and followers, but the real test of your leadership is how you influence those who test you. 

B) Forgive and let it go.
One of the most disheartening situations in ministry are leaders who become hurt, bitter and live with regret. 

This may primarily relate to the more extreme situations, but it still happens all too often. Forgiveness isn’t easy, but it’s always the best path.

This article will continue in the next post.