Leadership

3 Ways to Avoid Losing Your Job

February 15, 2015 By Daniel Im

This is Part 4/4 of my popular Desert Experience in Ministry series.

There seems to be a universal rule out there that goes something like this,

If thou wantest something, thou shalt put a wack-load-of-effortitis into getting it

But what happens to most of us when we finally get that thing? Think about it for a moment. What happened to that Bow-Flex you bought? That machine that was going to revolutionize your life? Or what about that Juicer that was going to make you so healthy? It went from being on the counter, to being under the counter, to being in a box in your garage. Am I right?

It’s funny, most of us don’t mind putting the effort into getting something that we want, but once we get it, it’s easy to put it aside and focus on that next big thing that’s on the horizon.

If you’re not careful, the same will happen with your job.

Do you remember the amount of energy and mind space that you put into getting that job of yours? You prayed about it. You researched it. You weighed the options. You candidated. You name it, you know you did it. But since getting that job, where has your energy and mind space gone? Is it in the work that you know you were called to do? Or do you find yourself drifting?

It’s one thing to lose your job because of laziness and lack of performance. (The only advice that I can give you on that point is that a worker deserves their wages. Buckle up your bootstraps and get your work done). However, it’s a whole other thing to lose it unexpectedly. And that’s what I want to help you with today!

It’s one thing to lose your job because of laziness. It’s another to lose it unexpectedly.

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Here are 3 ways to prevent unexpected transition (a.k.a. 3 ways to avoid losing your job):

1. Set Expectations and Record Progress

Job descriptions are fluid – especially in ministry. I can guarantee you that your job description will change multiple times over in your first year, so don’t work off of a static document. Get a clear picture as to what’s expected of you from your boss, your peers and those you’re leading. Don’t assume that you know what they expect of you, and also don’t assume that they know what you’ve done. So set 30, 60 and 90 day goals after those conversations and report on your progress. This iterative process will allow you to adjust your goals as you work and create an environment where everyone is happy with the working relationship.

2. Communicate Clearly and Regularly

Tuesday’s Thought – Roosevelt and Tenacity

February 10, 2015 By Daniel Im

What amazes me about Theodore Roosevelt, the 26th President of the United States, was his incessant desire to learn and push the envelope. He didn’t let his physical weaknesses hold him down. Circumstances were more of an afterthought, than something that would influence his movement forward. He truly embodied the word, “tenacity.”

Hence, this quote:

Far better to dare mighty things, to win glorious triumphs, even though checkered by failure, than to take rank with those poor spirits who neither enjoy much nor suffer much, because they live in the gray twilight that knows not victory, nor defeat.

Hiring for Potential or Past Performance?

February 5, 2015 By Daniel Im

Credit - Garrett Coakley — Garrett Coakley – Flickr

What do you do when your church is growing and your responsibilities are increasing?

The first thing that you should always do is to delegate the peripheral aspects of your role – those things that others can easily do. You then need to build up teams of volunteers to do the work of ministry. As you do this, there will come a point where your responsibilities of leading and delegating will max you out, it’s then that you need to hire another staff member, assuming that your weekly offering can support it.

The point of this post isn’t to tell you what role to hire next, how much to pay them, or how many hours to hire them for. Those are details for another time.

The point of this post is to determine whether or not you should hire for potential or for past performance.

Should you hire for past performance?
Hiring for past performance seems like the wiser and easier thing to do. After all, you can see if they have direct experience in what you need them to do, and how they performed. The flaw with this is that you are hiring that individual, not their previous context nor their team. This is the problem when organizations lure superstars from other organizations – it’s a gamble. Even if you were to give that person the same job as they had in their previous organization, they wouldn’t perform the same.

A different culture and context affect job performance significantly.

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Tuesday’s Thought – Leonardo da Vinci and Simplicity

February 3, 2015 By Daniel Im

Leonardo da Vinci is arguably one of the most talented artists that has ever lived. Among his works are the Mona Lisa and The Last Supper. In addition to his ability to create art, did you know that he had a stellar vision for what did not yet exist? He conceptualized solar power, armored vehicles and even flying machines! Now that’s impressive.

Consider how this quote relates to your leadership:

Simplicity is the ultimate sophistication.

How are you making your leadership simple? Is your vision for your church or your organization simple? Or is it so complex that you find yourself continually having to clarify it to those you are leading?

Complex ideas aren’t necessarily better ideas. It actually requires genius and a lot of hard work to make complex concepts into simple ones. When you do that, your idea becomes scalable – which then can enlarge your leadership influence like none other.

Simplicity leads to scalability. Simplicity really is the ultimate sophistication.

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