changing your inheritance – FILO Blog

In the life of a full-time ministry team leader, there are inevitable moments when God makes it clear that He is calling you to to move on to a new place of ministry. For anyone experiencing that proverbial illusion that the grass is greener on the other church staff, please take it from those who have been around - it isn’t. Staff cultures at churches vary dramatically, and you almost never know for sure what you are joining. That doesn’t mean you will always be walking into a nightmare when you join another team, but you can count on the fact that there will be aspects of the culture you would like to change. Speaking specifically of the team you have been hired to lead, you are inheriting a culture that might have years of developed habits and hurts that need to be addressed. So, how do we jump into a new team with a minefield of unknowns and come out the other side successful? Let’s look at a systematic approach that I believe can be implemented at any church and with any team - be it paid staff or volunteers. Feel free to adapt this to work in your specific situation.First, do your research. I don’t mean background checks and private investigators, although, there have been times when that would have saved me a lot of trouble. By research I mean be curious and ask a lot of questions. You’re going to find a lot of processes and procedures that don’t make any sense to you. Some have a good reason for existing, some have bad reasons for existing, and some happen for reasons nobody can remember. Don’t assume you know the difference. No matter how experienced you may be, it is always best to come into a new situation believing that you don’t know everything (because, well, you don’t). While doing your research, make sure to take detailed notes. Keep a Moleskin on you at all times, or create a note in one of your 350 apps on your phone. Always be ready to jot down something that piques your interest. Find time to sit down with team members individually over coffee or a meal and let them tell you their stories. It’s amazing how many people have never truly been heard. If you pay attention (and pray for discernment), you’ll find out all kinds of information about that person, even if they don’t reveal it themselves. Next, move into an evaluation phase. I always have to be careful here because I tend to believe I have things figured out pretty quickly. Be patient in this phase, and continue to ask more questions. One of my favorite things to do at this point is to gather the team (staff, volunteers, or sometimes both) and let them talk. Get a whiteboard out and ask them what things are going well and what we want to continue doing. Write down everything they say, and don’t interrupt unless it’s to ask another question for clarity. Sometimes the hard part is writing down items you don’t see as a positive, but they do for some reason. Don’t worry about that right now Then, ask them to list things that aren’t going so great or that we want to change. You might be surprised how long this list gets and how many items contradict what was on the other list! Here’s what I love about this exercise. One, I get to learn firsthand what they think about their situation. Two, I get to see potential leaders in the group - they are often the ones who speak up the most or have something substantial to say when they do speak. Three, I don’t have to say a word. I just write it all down. At this point in the evaluation phase, it’s time to start moving into action, but not too fast! Take some time to triage the situation. Look through your notes and start to organize your thoughts into at least three categories. Immediate Action Items - These are issues that cannot be allowed to continue. Immoral activity, poisonous attitudes, complete ineptitude, or anything else that puts the team at immediate risk of failure or internal damage. Priority Attention - This could include procedures that need immediate overhauling,