Part 1
Gathering, in plain language, is "collecting people." That sounds kind of funny, but I don't mean it like collecting stamps, baseball cards or Beanie Babies. Please don't create a mechanical image in your head of categorizing people on the collector's shelf of your mind. The flavor is much more of a leader who finds people interesting and full of potential-leaders who are good at gathering, love people and naturally migrate toward them.
Gathering is a skill or ability that leaders must have to be effective. It encompasses the non-negotiable fact that all leaders have a vision, and the fulfillment of that vision requires people. It's not about using or exploiting people to accomplish "your dream"; it's about valuing people and giving them an opportunity to use their God-given gifts and passion toward the fulfillment of God's plan, as communicated through human vision-casting.
Gathering is more than being a people magnet with no mission in mind, but less than recruiting for a specific purpose. It is the ability to draw people to you and to a cause.
A clear picture and test of your ability to gather people is to throw a party and see if anyone shows up! How many come? Who comes? This sounds very basic, but I am amazed at how many leaders can't throw a party-and if they did, no one would come. I was teaching this leadership skill recently and one pastor asked, "Why would I want to throw a party?!" Yikes!
Let's take this picture up a notch. I often hear a frustration among church leaders that sounds something like this: "No matter what I do, I can't get people to show up to my training meeting." The pastor or lay leader will often connect the people not showing up to the training event to a lack of commitment.
That's not true. People don't lack commitment. The truth is, they are simply more committed to something else than they are to your training event. The real deal is the leader's inability to gather people. Let's be candid: the person(s) that didn't show for you did show up somewhere else! Someone else gathered them. Someone else threw a better party.
I understand that flaky people exist, and you could light yourself on fire and they wouldn't show up for your event (actually that might do it), but I can promise you that focusing on the "flake factor" won't get you anywhere. Leaders look within and ask what they must do better to compete with the ever-decreasing market share of people's time. Leaders take responsibility. They know that if what they have to offer is of significant value (and is part of the big picture of a winning team), the people will show up. People are "gatherable" - just check out local movie theaters, stadiums and restaurants.
How do you develop your leadership skill of gathering people? Before we hit those beloved "how to's" we need to establish the fact that gathering is not just a leadership skill, but a lifestyle.
"Gatherers" can't help themselves! Leaders know that when the potential of people and the opportunities of God come together something great can happen. They are always gathering a wide variety of people, not just to get a job done, but because they realize that people are the most valuable asset a leader can invest in.
1. Communicate a genuine love and concern for people. It's one thing to say you love and care about people - it's another to consistently show it. Good intentions get leaders nowhere. Show it.
2. Remove all traces of irrelevance.
My 12-year-old daughter, Mackenzie, calls this the "geek factor." Basically, it means who or what is or is not "with it." My wife, Patti, bought me these new cool and trendy shoes. Personally, they don't look so new and trendy to me; they just look like "clog meets Birkenstock meets tractor tread," and presto a "new" shoe. (Hey, are there no new ideas, only combining of old ones?!)
Anyway, Mackenzie, upon seeing them on my feet, says..."You've got to be kidding Dad." I asked what was wrong. I wanted to find out if the shoes were dumb looking or something. She replied, "The shoes are pretty cool; the problem is that you are wearing them." Hmmmmm. What about me is so irrelevant to my young daughter? Am I really Mr. Wingtips to her?
Two lessons come from this. One, you can be irrelevant to people and not know it. And second, you may be "with it" on the inside, but still wearing Beatle boots on the outside. You purists, relax. This does not mean to "sell out." Those of you who are looking for an excuse to buy a red corvette and wear a gold chain. I don't think so. And it's not about whether or not you have a robed choir. It's about being real and connecting with people so they believe you have something relevant and of value to say to them. As for shoes, wear what you want.
3. Take the initiative to create energy and stir things up. Being yourself has already been affirmed. However, regardless of your personality, you must get in the game and mix things up. Gatherers of people don't sit on the sidelines and watch the parade go by. They get in the parade and participate with all they've got. Actually, they would gather a few people to help them in the parade! Even better, they lead the parade.
This is not about personality. You can create energy and stir things up if you are outgoing or introverted. It can be more of a challenge for an introvert, but it has been proven hundreds of times over that "reflective thinkers" can lead well. But they can't lead well if they take an academic, ivory tower approach to life.
My dear friend, mentor and ministry partner, John Maxwell, is the quintessential "energy creator" and is one who "stirs things up." He often says to me, "Hey Dano, let's make a mess!" What he means by that is not random, unplanned, unintentional reactionary behavior; it's his way to express getting out on the edge and launching something new before it's perfected (or sometimes before it's approved or funded!! You go, John!).
In contrast, Andy Stanley, pastor of North Point Community Church (6,000 - 7,000 in attendance) is quiet, introspective and reflective. He is also a brilliant leader who stirs things up. Leaders (gatherers) never let the ripple on the water go smooth. People are attracted to action not stagnancy, and this goes for both you personally as a leader, as well as the organization you lead.
4. Consistently make intentional positive investments of value in other people.
Gatherers are not collectors of people who put them in glass boxes like trophies. They don't see people as a means to an end. They are respecters of God's amazing and extraordinary creation. Leaders honor the people they gather by investing into their lives in such a way that the people are "bigger, better and stronger" because of it.
Leaders invest more into people than they expect out of them. That's a basic law of transformational leadership. Give more than you get. People figure out quickly if you want them only for what they can do for you, and they, quite candidly, will resist being gathered.
5. Communicate clearly the reason for gathering and the value of the gathering.
Up to this point, I have resisted making comments that may be considered as an element of recruiting. But gathering and recruiting are related, and they do overlap. Recruiting, however, is more specific (person by person) than gathering. So this point focuses on gathering a group for a specific purpose, without necessarily emphasizing any one individual.
This idea is reflected in things such as: a Sunday School class, a small group, a training session, a special meeting, or a youth social activity. People resist being gathered when the reason for gathering is not crystal clear. And more importantly, they absolutely will not be gathered for anything if they don't see significant value for themselves and for the church. There may have been a day when people would show up out of loyalty or whatever, but those days are gone.
6. Deliver.
Do whatever you do with class, style and excellence. Every time you gather a group of people, large or small, you are developing a track record that determines whether or not they will come back the next time. From your church service itself (yes, that is gathering) to a special business meeting with your Elders, plan to deliver with excellence. If you are thinking that people should come to church because they love God, and your Elders should show up because - because they are committed leaders in the church and "by golly I expect them to show up" - think again.
People will come if it's good and they believe it's worthy of spending their valuable time. That's the deal; that's the bottom line. You must deliver. Good enough doesn't cut it. Lack of preparation is lethal. Remember, someone else out there is willing to pay the price - and unfortunately the one who will pay the price to "gather" is often not another church, but one of the world's many attractions and distractions. People are smart shoppers and their time is limited. Promise value and substance - and deliver.
Part 2
In my travels among churches, it seems as though the idea of recruiting is
"old school" and the new wave is "releasing people into gift-based
ministry." I support that 100%. I certainly believe in helping people to
find their way into the ministry that God designed especially for them.
And there is no doubt that Holy Spirit directed ministry wins hands down
over performance oriented activity. But for those who want to abandon
developing the skill of recruiting for a higher, more spiritual approach,
I can't support that. I've traveled to many churches and I haven't found
one yet that has people standing in line, pleading for their turn to serve
in the nursery. We still must recruit. I don't think the Holy Spirit has
forsaken the nursery, but people are people and most of them would rather
hang out at Starbucks than serve in the nursery. Hmmm, could we serve iced
latte's in the nursery?
It may be the word itself, "recruit" - it sounds too military, like an
Army recruiter. We want to live at a higher spiritual level and that's
good. The goal of discipling people toward Christian maturity is essential
and helpful, but in the meantime - we're still looking for someone to
teach the 4th grade boys!! And as you'll see in this article, the Holy
Spirit can, and needs to be part of the recruiting process.
The leadership skill of recruiting doesn't exist in a vacuum. The skill of
gathering is a critical pre-requisite to effective recruiting (see last
edition of The Pastor's Coach). With that as a foundation, let's look at
what seasoned leaders do to recruit.
1. There is a direct correlation between the amount of time invested in
the recruiting process and how long the person will serve in a particular
ministry.
Don't recruit while running down the hallway, out of breath and late for
the church service. Take time. Make an appointment to meet for "coffee" or
dessert somewhere and invest some time. This communicates two things;
first, that the person is important and second, the ministry is important.
2. Get over thinking that no one can do it as well as you can.
That may or may not be true (usually isn't), but the greater truth is that
you can't do it all, and therefore recruiting, releasing and empowering
are essential elements to your success as a leader.
Perfectionism kills the skill of recruiting. If a person doesn't "perform"
to acceptable standards, don't back away from recruiting; move toward them
with world class training and genuine encouragement.
Don't get caught in the trap of "it's easier to do it myself." Many things
in ministry, independent of one another, may be easier to do yourself, but
that doesn't mean they are a priority that requires your personal effort.
A 50-something-year-old pastor in Oklahoma asked me, "Who will mow the
grass if I don't?" I said to him: "Maybe no one; let it grow. When it gets
so tall you can't find the church van, someone will cut it." He smiled and
got the point.
What if the stakes are higher than whether or not the lawn is green and
trim? There are some things in ministry that need to be done, and you may
be tempted to do them on your own. When confronted with 5,000 people to
feed, Jesus did not assume a position of "I better do this Myself."
Instead, He recruited His disciples to get the job done. In Matthew's
account, chapter 14:16, while admittedly in a directive manner, Jesus
nonetheless recruited. The partnership of spiritual leadership is revealed
in verses 17-19. Each of the disciples did what they could do. Jesus saw
the need and possessed the vision; the disciples were recruited to gather
the meager amount of food and Jesus blessed it.
Pastor, it is your job to see the need, cast the vision, recruit others to
help, and allow Jesus to bless the process.
3. The best recruiting is done one-on-one. And always recruit to a vision
- not a job description.
Pulpit announcements, letters, skits, notices in the bulletin or
newsletters rarely recruit anyone. It is best to think of these tools as
forms of information, not forms of recruitment.
Dave Sutherland, CEO of The INJOY Group, is the best recruiter I've ever
met. Some of the most gifted, high capacity people I've ever met are on
the INJOY team because of Dave. When I see a potential recruit walking
into his office, I think... "He's a gonner!" I know Dave will share vision
in such a compelling way that the winners will respond.
Dave knows that nothing beats a face-to-face, heart-to-heart connection
where you ask a person to get involved in meaningful ministry. Hype and
perks don't pull in the winners - one-on-one, heart-to-heart, compelling
vision casting does it.
Share from your heart the why of the particular ministry before you share
what exactly is done. For example, if recruiting for children's
teachers/helpers, tell first about the incredible opportunity to impact a
young child's life with the love of Christ, then talk about what the
actual duties are.
4. Give them time to think and pray about their decision.
Don't force a decision on the spot, unless they are clearly ready to
decide. But do give them a time frame to make their decision - usually
about a week is enough time, two weeks for major leadership positions.
5. Be honest about what the ministry expectations and requirements are.
Don't "undersell" the ministry. People respond far better to a challenge
than to something that is described as "no big deal." Let them know all of
the expectations as well as the overall objective.
6. Part of becoming an effective recruiter is learning how to keep those
you recruit.
Remember to do these three things and you will see results: first, express
appreciation often; second, provide quality training and resources; and
third, set them up for success.
7. Pray before you ask anyone to do anything.
There are many times when you "need someone now" to help in a particular
ministry. But when last minute emergencies give way to panic, you cut out
the Holy Spirit's opportunity to guide your prayers and the receptivity of
the person you are praying for. There have been many times when God said
"No," but then gave me another name - the right name. You may be thinking,
"I don't have time for an all night prayer vigil in an emergency" - you're
right, you don't. But I urge you to take just a few moments to quiet
yourself and allow God in on your problem. It's amazing how He can turn
panic into potential.
Let me leave you with some encouraging words. There were many things as a
pastor at Skyline Wesleyan Church that I was not good at, but recruiting
was not one of those shortcomings. I could recruit... very well, but not
because I was persuasive or charismatic or powerful.
There was a little white couch in my office that as the years went by
earned a tongue in cheek saying on the Skyline Campus that went something
like this: "Whatever you do, don't sit on the little white couch, 'cause
if you do, you're a gonner!" The little white couch was a love seat...
reminding me to love, honor and respect anyone who sat in it. That was my
secret, and this is the first time I have ever shared that. Love the
people from your heart and see what God will do.
This article is used by permission from Dr. Dan
Reiland's free monthly e-newsletter "The Pastor's Coach" available at
www.INJOY.com.
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