An exceptional book on teams by Ryan T. Hartwig and Warren Bird just came out this week. It’s called Teams that Thrive: Five Disciplines of Collaborative Church Leadership. I highly recommend it! I asked those guys (who are really smart dudes, especially in the area of church leadership) to write a guest post. Their post below offers wise insight on avoiding traps when deciding who should serve on your leadership team.
Determining who should be on your team – and who shouldn’t be – can become a challenge, especially when many different people are vying for a spot at the table. Plus, many pastors understandably want to do whatever they can to please as many of those people as possible (as Charles Stone writes about in People-Pleasing Pastors). But establishing a small yet powerful team made up of the right people – and not the wrong people – is essential to your team’s success.
To help you make the bold, sometimes difficult decisions necessary to take your team to the next level, your leadership team doesn’t need to – and in many cases shouldn’t – be:
1. Merely the lead pastor’s or executive pastor’s direct reports.
While it’s common practice to identify the senior leadership team by drawing a circle around the top two or three layers of the organizational chart, doing so is neither necessary or advisable. Sitting at a particular place in the organizational hierarchy does not automatically qualify someone for senior team membership. For instance, the senior team at one large church we studied does not include the CFO, communications director or worship pastor, even though each of them report directly to the executive pastor. Though each of them brings outstanding individual skill and commitment to their roles, the leadership team was designed to be as small as possible, and so their positions on it were not guaranteed. As you determine your team’s membership, you don’t have to be a slave to your organizational chart.
2. A democratic representation of all church constituencies.
Leadership teams are not mini-democracies. Every special interest group in your church does not need a seat—or direct representation—at the senior leadership team table. A “representative” approach means people tend to lobby and protect their constituency rather than fight for what’s best for the church as a whole. Also, because they are representatives, they tend to encourage even more representation, and therefore a larger number on the team, making it cumbersome and ineffective.
Instead, it is important that the members of your leadership team—or at least one member of your leadership team—can think strategically and broadly enough to be able to generally understand the important interests of your church’s various constituencies and consider them in the team’s discussions. Special-interest pleading is a fatal practice of leadership teams.
3. People you include largely to make them feel special.
A senior leadership team is no place to assuage a staff person who has been passed over for a promotion or whose role has been recently downsized. Nor even is it the group to offer an automatic seat solely because someone is a long-standing volunteer or long-term staff member. While placing (or keeping) that person on the leadership team might soften someone’s potential ego blow, you can be sure it will be a huge hit to your team’s productivity and overall health. Don’t fall to this temptation. At the same time, use extreme caution when using a seat on the leadership team as an enticement to lure a new staff member.
4. The “team” that was here when you got here.
Just because you inherited a team doesn’t mean you should keep that team. You may realize that the current members of the team don’t possess the needed “stuff” to lead the church to new levels. Or perhaps history indicates a particular position has always sat on the team but doesn’t contribute much. In these cases, make a move, and do it soon (and graciously). Too many leaders take too long deal with team members who sap the life out of the team; by doing so, they simply prolong the inevitable. In essence, the only reason a person should be on the leadership team is to bring a critical talent, perspective or skill to the group that enables the team to accomplish its unique purpose.
For more about how to determine your team’s optimal membership and a host of other tips to help your team thrive, see Teams That Thrive: Five Disciplines of Collaborative Church Leadership.
Excerpted with permission from chapter 8 of Teams That Thrive: Five Disciplines of Collaborative Church Leadership by Ryan T. Hartwig and Warren Bird, InterVarsity Press, 2015. Visit www.TeamsThatThriveBook.com for the book itself, exercises, and other tools to help your team.