Passionate People, Powerful Ministry

What are you passionate about?

For most, it’s a relatively easy question to answer.

The surprising aspect is how many times the answer entails something that, according to MSNBC, we aren’t doing on a consistent basis.

Identifying someone who does something simply because it’s a job or an obligation is rather simple. Almost immediately, their heart will reveal itself as being less-than interested. On the flip side, individuals who hold a significant personal stake in their activities are even easier to spot because they are far more likely to go the extra mile and raise the bar.

The difference is passion.

Difficult situations are more likely to arise in a start-up ministry (or even company) when the core individuals are wholeheartedly passionate about what they are doing yet they are forced to hire others to perform necessary tasks that those individuals aren’t passionate about.

The result is often disappointing because those core individuals are seeing their marketplace as a source of energy while their employees see an energy vacuum.

Here are a couple of recommendations to help you avoid this in your church or ministry:

  1. When hiring, take a moment to share your vision for the ministry with the interviewee. Try to get a feel for their enthusiasm about your calling and your passion. They aren’t going to love refilling the stapler but if their passion matches your own, they will get it done and do it well (hopefully with a smile on their face).
  2. Ask direct questions, before and after hiring someone, about their feelings regarding the ministry’s direction and the role they play. A little side note here: There are a lot of miniscule tasks that must be done within The Resonate Group to keep the engine running. For myself, if I can’t interact with our clients and those within our network, it is easier to lose my passion because I love to serve and interact with others. Do you know what your employees love to do?
  3. Get a feel from other members of your team about the passion-levels of their colleagues. It’s not about checking up on people. It’s about understanding that if one person is less than enthusiastic about your ministry, it runs the risk of bringing others down.
  4. Set a time on a quarterly or as-needed basis to share with your team some of the great or disappointing things that have happened and how it has further shaped your vision for the ministry. If you have some truly passionate individuals working with you, share what you believe will make the ministry more effective or reduce stress and how they can help.
  5. Don’t be afraid to let someone go. Sometimes, it’s just best for them and you.

Do you know what your employees are passionate about?

Are you hiring people who share your enthusiasm?

If your team doesn’t love the game you’re playing, then you’re much less likely to win.



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