1. Adult Team Recruitment, Development and Management
August, 2015 1

2. 2

4. 4

5. 5

7. 7

8. Welcome to the Institute

9. Garage sale 9

10. Objectives
-Value the critical importance of team in successful ministry
-Principles and techniques for successful team recruitment
-Components of team formation
-Tips for management
-Evaluate your current efforts and plan for team building

11. Focus questions see page 2611

12. Why don't people volunteer?12

13. Some answers: • Bad experience in the past :
• Fear of commitment
• Bad experience in the past :
waste of time, not meaningful
engagement
• Lack understanding of, or
interest in, organizations
• Not part of important personal or community values
• Too many organizations
competing for a person’s
time 13

14. An all too common truth... 14

15. Our badge of honor? No one dies it as good as us. It's my job.
Look how noble I am, how much I suffer. 15

16. Our role = Youth ministry coordinators
Coordination is the ordering of various strengths for graceful and effective action.
(Whitehead)
Coordinators of youth ministry...not THE youth minister.
Called to activate parish. Call forth gifts; make disciples. Form community. Change the world. 16

17. Why do people volunteer?17

18. Some answers... Help others Someone did it for them Make new friends
Learn new skills
Fulfill baptismal call
Gain experience
Develop personal leadership ability
Belong; Be part of a team
Be recognized
Receive professional training
Be creative
Have fun 18

19. Numbers 11

20. Analogy: Target and arrows (we must be strategic)20

21. 4 key components to working with teams
-defining needs and roles,
-invitation/recruitment,
-training/formation and
-supervision/support 21

22. 1. Defining your need 22

23. Main points Self-Reflection: needs Prioritizing or leveraging needs
Working on drafts of position descriptions

24. Turn to a neighbor One area you could REALLY use some support … OR
One thing you would really like OFF of your job description

25. Start with position descriptions25

26. 26

27. Defining: Position descriptions
Name of role
Tasks
Abilities needed
Desired Results
--Landmines
--Consequences
Length of commitment
Additional involvements
Supervision and support
Salary
Other Benefits 27

28. 28

29. Closing comments Don’t do too much at one time--
start with a place of leverage

30. 2. RECRUITING and INVITING VOLUNTEERS30

31. Main points Variety of methods: General and specific Qualities sought
Key values in invitation
Some mistakes

32. Different methods; different effectiveness32

33. Some strategies to identify team members
--Discussions with parish staff and leaders
--Seek recommendations from other volunteers
--Call parents together
--Brainstorm with young people

34. Some qualities for ministry

35. Key values for recruiting and inviting
Genuine—need and gifts
Specific—tasks, fit, benefits
Limited—both parties know it isn’t open ended: “forever and ever. Amen” 35

36. Additional notes Written and verbal invitation
Let people tell you “no”
for themselves. 36

37. 7 Deadly Sins 1. Use announcements alone. 2. Recruit by yourself.
3. Recruit volunteers who make only long term commitments.
4. Assume that “no” means never.
5. Use the “anybody will do” philosophy.
6. Ask people to do busy work.
7. Never thank volunteers. 37

39. To be continued 39

40. 3. Training and formation40

41. Main points Team versus group of helpers Formation
Training and Orientation areas and methods

42. What makes a group a team?

43. What’s the difference between formation and training?

44. Community/spiritual formation44

45. ...one another Love ...(John 13:34) Pray for...(James 5:16)
Care for...(1 Cor 12:24-25)
Bear...burdens (Gal. 6:2)
Encourage...(1 Thess. 5:11)
Admonish... (Col. 3 :16)
Speak the truth in love (Eph. 4:15) 45

46. Orientation and Training
Diocesan policy
Local expectations
Specific skill training 46

47. Options/variety Lending libraries, diocesan A-V,
internet, universities, mentors 47

49. 4. Supervision, Support and Evaluation
Removal 49

50. Delegation
Directive management
Supportive management
Challenges

51. A model of delegation Desired Results Guidelines/ Landmines Resources
Accountability
Consequences 51

52. Directive leadership
Define tasks and expectations (job descriptions)...specific goals, outcomes of events, etc.
Provide “how to” handouts
Provide checklists
Provide training
Offer verbal directives and support in the process
Appoint (be) a clear contact person
Use and set time lines
Share past program information and evaluations
Share and make known what available resources and “landmines” are 52

53. Support Offer verbal feedback in process as well as after work is done
Give opportunities for persons to take responsibility
Listen
Ask
Physically be present
Sometimes being directive is being supportive! 53

54. Hospitality/refreshments Advocate on behalf of these volunteers
Apprentice them to others or have others apprenticed to them
Share the inspiration of past successes
Process and de-brief with people after successes and failures
Sense when the task is beyond a person’s limits
Pray with volunteers 54

55. Make sure people have (easy and ready access to adequate) resources
Share their accomplishments with others publicly
Pay for training
Small stipends/gifts
Provide child care for volunteers
Follow-up
Celebration 55

56. Challenging behaviors and performance
Affirm
Challenge
Resolution
Time frame
Document
Follow through 56

57. Inappropriate Behaviors
Code of Conduct/Expectations/
Job descriptions
Offer accountability and mentoring
“Sabbatical” or time-out 57

58. Removal/dismissal
Confront youth workers about specific issues before removing them.
Be in prayer.
Have a conversation with your pastor.
Have strong evidence and anecdotal illustrations to support your decision.
Set a date to meet and review again.
Be pastoral but strong.
Don’t wait until you find a replacement. 58

60. A word of caution... 60

61. page 35

62. Diagnostic tools
When someone comes in to discuss an issue or concern, use the following questions:
 Is the person just coming to vent?
 Is the person coming to share or receive information?
 Is the person coming to look for affirmation or encouragement?
 Is the person asking for advice to solve the issue?
 Is the person asking for action/decision on your part to solve the problem? 62

63. More diagnostic helps Emotion, then content Structure, then behavior63