While many churches may have a list of core values that they’ve built, very few churches that I’ve come across have taken the time to do the hard work of defining and clearly articulating their staff values or leadership culture that they’re trying to build.
Culture is tough to define. It’s the elusive, soft stuff in the organization that’s more on the art side than the science side of leadership. It takes hard work to articulate it. But it’s a must for any church that wants to actually be intentional about building a particular staff leadership culture. A clearly defined culture allows you to make decisions, hires, and take any number of other steps at a faster pace. After all, as Peter Drucker famously said…
Culture eats strategy for breakfast.
Interested in discovering the staff leadership culture at your church? Start here. Gather your senior leadership team together and spend some time wrestling with the following two questions and build some lists together.
We love when our staff: fill in the blank
What are the stories of the heroes on your staff? What are the behaviors that you wish everyone on your staff portrayed? What are the moments that make you the most proud of your team?
We cringe when our staff: fill in the blank
What are the stories that you hope never get repeated? What attitudes have you seen your staff adopt, what behaviors have you seen your staff engage in, or what are some things you’ve heard them say that simply makes you cringe?
This article was originally posted on www.paulalexanderblog.com.