Yes, that song. R-E-S-P-E-C-T, find out what it means to me.
The church has a respect problem when it comes to asking people for time and talent contributions. In other words, the church has a problem respecting the above-and-beyond work and family efforts of her people, and there’s no 12-step program to help. Every church and ministry I’ve ever been involved with, and a great number I’m quite familiar with, suffers from this problem.
What does it look like?
Being unprepared for meetings with volunteers, making it difficult for them to do what you asked them to do. Expecting work for free for the church/ministry when the person you’re asking makes his/her living doing that work. Dragging your feet on a project and/or making it impossible to do the project well, saying things like “no rush” (possibly deluding yourself that you’re working with the volunteer’s schedule, when you’re actually wasting his/her time and drive to be excellent at what you’ve asked).
Now, to be fair, there are volunteers who are unprepared; there are volunteers who initiate the offer to do valuable work for free (and even spend assets to make it happen); there are volunteers who drag their feet and bring lots of excuses to the table. As a leader, would you be satisfied with that? I’m guessing, unless you have a very view of volunteers (sounding something like “they’re the only help I’ve got/can afford, I’ll have to make do”), that this is not what you’re looking for in people resources and talent offerings. Then why, oh why is it acceptable in leaders?
How to get your R-E-S-P-E-C-T back.
- Get rid of the spirit of poverty. God has placed every person, gift and talent your ministry needs to grow the Kindgom within reach. If you are lacking, it’s because you’re not looking; you’re not empowering; you’re not raising up the standards and seeking excellence.
- Take the time to plan and prepare, in advance. Once a leader has identified a volunteer’s talent and asked him/her to contribute it to a particular ministry, show respect to that gift by giving clear direction, bringing the necessary information to the table to ensure the volunteer has all that’s needed to see the role to successful completion in an appropriate amount of time.
- Remember that volunteer time (all non-staff-person work at a church!) is above and beyond personal discipleship, family time, and professional responsibilities. Those are built-in realities, not excuses, so it’s incredibly poor form to a leader to complain about being over-worked/over-taxed on time because of working with volunteers on a project or ministry team.
- Give projects clear expectations and direction which apply to all members of the project/ministry team. Set the example of being on-time, prepared to give clear direction, run concise meetings when needed, watch for signs of strain on your people (are the same dozen people involved in everything?) and take steps to alleviate it (what are the abilities/gifts of the people not involved in anything?)
This idea goes hand-in-hand with a general cultural disregard for respect, which plays out in the ways we exploit and make fun of individual’s difficulties and struggles and call it humor. So commonplace, this dynamic, that people actually line-up for the honor of being exploited and made a mockery (the first half of every season of American Idol, anyone?).
A little respect, sockittomesockittomesockittome…