Some of the biggest challenges facing church sustainability these days is in and around sowing and supporting faith-based communities on all levels. It’s true that churches are supposed to be free of self-indulgence and opposition. We tend to think that a house of worship is free of the same challenges that inevitably affect and damage businesses in the corporate world. However, there are times when ministry professionals can possess the same weakened character traits and questionable behaviors that are harmful in big business.
It is without question that what works in making of a successful company also can be used in the building of a strong and flourishing team of church leaders and support staff. As with any business, a church’s largest and most important asset is its people. Apart from the religion, philosophy, message and/or worship style the solution to its success remains mission critical. Enriching leadership development and the surrounding workforce while helping expand on their respective individual gifts will remain the keystone to long-range success in the coming years.
One of the biggest shortcomings of contemporary church administration is human relations. Of course, working with people is a huge part of the church ministry’s job, and you’d think they would have no problem finding, keeping, and rewarding reliable employees. But in the context of a church manager-staff relationship, things can often become muddled. Money is involved. Awkwardness surrounds what would otherwise be a “normal” church based relationship. As any church ministry professional will tell you, knowing how to hire, fire, and improve staff performance is anything but easy.
Dynamic360 for Ministries. Realizing the challenges that church organizers face today, CompleteSurvey has created Dynamic360 for Ministries in order to help simplify behind the scenes HR processes. This measurement for performance is a powerful human resources tool specifically designed to aid churches in improving leadership and staff performance, building trust, and achieving a heightened level of rapport that works wonders in streamlining church business for all levels of ministry professionals.
“360 feedback has been used successfully by corporations for decades,” says CompleteSurvey specialist Scott Clark. “We see no reason why the same model can’t be applied to help churches improve staff performance.”
In general, 360 feedback is a survey instrument by which subjects—that is, any employee of a company or church—receives anonymous feedback about their performance via a web-based survey sent to their inner circle of colleagues and coworkers. This gives the subject a holistic view of their performance from the perspective of those who know them best. The anonymity removes the awkwardness of having to tell someone face-to-face about their biggest performance challenges and provides a safe platform for expressing constructive suggestions contributing to an individual’s overall success.
Corporate tools are converted for ministry leaders. In a corporate setting, 360 feedback is used to help employees improve performance with the goal of increasing total returns. It is usually used in concert with more traditional, “top-down” employee evaluations to ensure employees acquire a comprehensive view of their performance.
Dynamic360 for Ministries takes this corporate model and combines it with tools and competencies uniquely relevant to ministry professionals. So instead of measuring things like ‘Financial Literacy’, ‘Strategic Agility’, and ‘Customer Focus’, Dynamic360 for Ministries measures competencies like ‘Compassion’, ‘Working with People’, ‘Interpersonal Skills’, and ‘Verbal Communication’. Users can even add their own questions and competencies to hone in on specific traits or skills they believe are relevant to their individual settings.