Ten Behaviors For Highly Effective Congregations
- Each year, core leaders agree on short-term goals. They agree that barring an emergency, they will not be diverted from these objectives.
- Leaders trust one another, respecting the work each does. They resist micro managing.
- Committees, because they are trusted, can delegate to smaller task forces or teams of three to five people much of the work they previously did themselves.
- Focus first on small goals and short-term planning to create successes before moving to long-range planning. This prevents leader burnout.
- Core leaders express a positive, pro-active style. They offer their vision and understand their mission well enough to share it publicly. This style symbolizes a congregation "on the move." It is reflected in the newsletter and announcements.
- Small group entry points are created for newcomers. Each month there are one or more opportunities for new people to meet one another and become integrated.
- Lay leaders are visible, active participants in the Sunday service, trained to share their faith and spiritual perspectives just as the professional staff share theirs.
- Special fundraising is conducted through the year to enhance facilities and carry out social service programs and other initiatives.
- Committees adopt a permission-granting orientation. Leaders resist the temptation to shut down new entry opportunities for newcomers.
- Accomplishments, however modest, are celebrated often, and thanks given to those responsible.
From Turnabout Topics, the newsletter of Turnabout Consultants, a church consulting firm operated by Unitarian Universalist minister Rev. Charles Gaines.