Who do you go to for advice about where to focus your time and energy?
As we jump back into this topic, you might be thinking, “I don’t have the luxury of choosing where I spend my time. I’m responsible for everything in my department.” It is true, that there are things that need to be done and whether you like those things or not, or you are gifted to do those things, they still need to be done.
I want you to know that I do things every day that need to be done, whether they fall into my gifted area or not. But I do not spend the bulk of my time doing things that I’m not good at and neither should you.
Here’s how I decide where to spend the bulk of my time at work:
Step 1: Discover your strengths. You can find Part 1 here.
Step 2: Ask for input from others.
Several years ago I was the only preschool staff member in a church in Virginia Beach, Virginia. I was feeling like I was spread thin in so many directions, that nothing I was doing was excellent. I was frustrated and overwhelmed.
So, I gathered my team of leaders, all who were volunteers and worked closely with me. We were all friends and they knew me well. I laid out for them where I was spending my time during the week and asked their opinion on what they thought I should spend the bulk of my time doing.
I remember clearly, that it was obvious to them where I should be spending my time (which was recruiting, training, and nurturing volunteers) and where I should not. Not only that, they immediately started giving me solutions on how I could get the rest of the things done through volunteers and in other ways.
A few years ago, I asked my current direct reports and team of directors to answer the following questions.
1. Knowing me, where do you think I should spend the greatest amount of time and focus to benefit the entire organization the most?
2. Where do you think I lend the greatest benefit to our department?
3. What do you think I should stop doing?
4. What do you wish I would do that would specifically make you more successful in your job?
Their answers gave me incredible insight. This is a group of people that I work with everyday and who know me and also knows the importance of our mission. It made things very clear for me personally, when I heard from my team where they needed and wanted my time to go.
Did I do everything that these two teams suggested? No. But I added their input into the mix, and it weighed heavily into my own process of figuring out where I needed to focus my time and energy.
When we work in ministry as if we must do everything ourselves or it won’t get done, then we rob other, more gifted leaders, of the opportunity to lead. Honestly, we limit the potential of our ministry, to only what we are capable of doing ourselves.
Here’s my challenge to you. Gather a few wise people around you and ask them where they think you should spend the bulk of your time and energy. Then be creative in your solutions in getting the rest of it done.
Want to talk about leadership? Learn to leverage not only your own strengths, but the strengths of others. That’s what leaders do.
Next: Part 3: Examining your schedule & making the tough decisions.
Post written by: Kendra Fleming - Multi-Campus Children’s Ministry Director
November 4th, 2009 at 3:31 pm
Strong!!! The questions to direct reports are off the chain… I know I should do that and feel embarrassed that I haven’t done it….Daaaang! Question…in our recent multi-site launch much of the New Campus Children’s ministry leadership is that of high capacity volunteers. I feel like my Job is to erase the lines between paid and unpaid and flatten the org chart in family ministries do you have any systems? What’s your experience with leading in that world? I know you guys value high level volunteers how do solicit and incorporate their feedback into the Global North Point Leadership World (one church 3 locations)?
November 4th, 2009 at 4:34 pm
The best way to incorporate volunteers intohigh level positions is to identify the positions (example: Producer for a Large Group environment). Write a clear job description. And then start hand picking that person. Pick them just like you would pick a staff member. Meet with them in the same way. Give them the same amount of leadership, time, and direction. Leaders who are volunteers want big responsibilities. They want to make the call. They want to own it. So let them!
Find people you trust and spend time with them. Then give feedback, encouragement, re-direction, etc, just like you would to a staff member. Give the leadership of that area over to them!
Our volunteers own significant areas of ministry. An example: the entire technical production of KidStuf at NP is lead by volunteers!
Thanks for the feedback!
Kendra
November 4th, 2009 at 10:01 pm
Thanks for your insight, I agree that key volunteer leaders want big responsibilities and as I focus toward my strengths I’m sure they will take on parts of those roles…Question do you or would you include them in your multi campus meetings?
November 4th, 2009 at 10:40 pm
I always believe that you should have whoever you think will help you accomplish what you need to accomplish in the meetings. I definitely include volunteers in meetings. In some of my positions in the past, I didn’t have any staff and ALL of my meetings were with a small team of volunteer directors who ran everything with me on Sunday morning. I think it’s good to mix up who attends meetings sometimes too. Good to get different perspectives.
Our staff is larger now and so many times I find myself really trying to be careful to limit who is in meetings and to be sure that we have the right people around the table to solve the problem or create/inspire the new idea.
Kendra
November 5th, 2009 at 1:15 pm
Great thoughts! I look forward to applying this to the new leadership environment that I am entering into right now. Look forward to reading the rest of your posts. Thanks for sharing.