As an executive pastor I’ve had the experience more than once of inheriting a team and realizing they were not unified together on mission. When people serve on a team like that, they typically are not having fun. Additionally, work is usually being done in silos and leaders view the ministries they oversee as personal possessions. This is not a healthy situation and as the leader of that team, you are going to need to fix it. The temptation will be to blame others for your “inherited” team, and although that is technically true, it is now your responsibility to fix. Besides, most likely (although maybe it wasn’t made clear) you’ve been brought in to fix this misaligned team.
So what do you do? I’ve outlined 8 crucial steps that (in my humble opinion) are essential to move forward as a unified team.
1. Lead through teaching
I’ve held for some time that in a ministry context you must teach your team through scripture in order to move them where they need to go. This needs to be genuine, not a couple random verses that you manipulate to make a point. Take a long view of how you will use teaching to lead your team. In other words, this will take time, but as you teach you will see God use scripture to change hearts. That is why this is first, because there are some things (as good as you are) that only God can change in your team. Take time also to open in prayer to set the tone for your meeting. Again, don’t manipulate through prayer but instead lift up some of the challenges and frustrations that you are observing are genuinely faced by your group.
2. Assess each team member’s strengths and weaknesses.
You must get a clear picture of who your team members are and what they’re good at. Frequently, you’ve got someone good who is not in the right spot and therefore may be a bit of a disrupter. Get a clear picture of what the ministry/operation needs and then honestly assess if you have the right person leading the charge. You will also have to be open to recognizing that in some cases you may have the wrong person all together.
3. Cast the vision and direction of the team and ministry
This actually ties in with point number 1, you must cast a clear vision for the department and consistently move the team in that direction. As people disrupt or veer from that vision, consistently point them back, demonstrating your clarity regarding the road forward. Some of the team may not agree or desire to participate in the new vision and that will need to be addressed immediately. Make it very clear which aspects of the vision are open to refining and what aspects are set. Clarity and consistency are critical. Often this very team may have heard lots of grand ideas that were never implemented. They may be waiting for you to just drop the subject in a few weeks. It is essential that you keep the vision clear and in focus on a regular basis.
4. Be transparent as a leader and empower out of your open leadership
Transparency is one of my highest leadership values. I believe you will garner the trust of this inherited team as you begin to let them see who you really are a leader and person. Transparency means that you are willing to show your “cracks” and don’t have an inordinate need to be right or have all the answers. As your team begins to see your strengths and weaknesses they will actually trust your more. This will take real courage when you know that some of these folks don’t necessarily respect you yet. Be wise in this, but do show them you are human and that is why you value leadership based on a collaborative style.
In part #2 I’ll discuss how to make needed shifts once the vision is established and clear.
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