Group Three Marketing Plan
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The document discusses the mission of developing and directing volunteers through innovative recruitment, training, support and affirmation methods. It envisions a dynamic volunteer ministry where volunteers are treated as valuable contributors, empowered for their gifts, nurtured for growth, given leadership opportunities, and affirmed. The primary responsibility of the volunteer coordinator is to organize and conduct a comprehensive volunteer program for the congregation by providing executive leadership to the steering committee and being responsible to it.
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Group Three Marketing Plan
- 1. Our mission is to enrich the ministry of Christian Education by developing and directing the unique talents of our volunteers through innovative methods of recruiting, training, supporting, and affirming.
- 2. We see a dynamic, evolving, vibrant volunteer ministry where: Volunteers are treated as unique and valuable contributors. Volunteers are empowered to carry out the ministries for which God has gifted them. Volunteers are nurtured in an environment which helps them to grow spiritually and professionally. Volunteers are given opportunities to grow as leaders. Volunteers are more important than programs. Volunteers are given affirmation and appreciation. Volunteers are encouraged to share ideas.
- 4. Iceberg You must lead yourself before you try to lead others.
- 5. Self-discipline – the ability to do what is right at all times Core Values – adhering to principles that lead one to take a moral stand Sense of Identity – a realistic self-image based on one’s gifts and personality Emotional Security – consistent, emotionally stable conduct
- 6. Leaders much channel people, time and money toward one focused vision.
- 7. Invest people’s time, energy and resources in the organization to continually ensure that everyone is flowing in the same direction with a clear vision of the mission.
- 8. The Velvet-Covered Brick Good leaders are soft on the outside (relational), but firm as a brick on the inside (principlecentered).
- 9. Exhibit a compassionate heart but remain faithful to the mission of the organization In confrontation – remain forthright and yet redemptive In vision casting – remain clear and rational, yet possess “ethos” and passion In equipping – remain practical, yet genuine and humane In priorities – remain disciplined, yet flexible In managing relationships – remain principled, yet warm
- 10. The Starving Baker Leaders must learn to feed themselves with a personal growth plan.
- 11. Leaders must learn to feed themselves with a personal growth plan. Pursue growth in area of giftedness Create and monitor a sustained personal growth plan Recognize growth is essential for those you influence. Recognize growth is a process that happens over time
- 12. Hot Air Balloons Leaders must practice the art of encouragement and empowerment.
- 13. Practice the art of encouragement and empowerment. People can be insecure – give them confidence People like to feel special – honor them People look for a better tomorrow – show them hope People need to be understood – listen to them People lack direction – navigate for them People are selfish – speak to their needs first People get emotionally low – encourage them People want to associate with success – help them win People want meaningful relationships – provide community People see models to follow – be an example
- 14. The Waldorf Principle People expect service from leaders, but when they are served through extravagant sacrificially leadership they are surprised.
- 15. The servant-leader is a servant first. Earn influence through sacrificial service that meets the needs of volunteers Exercise patience and self-control Exercise active listening Commit to high values at all times
- 16. The Joshua Problem Leaders must multiply leaders.
- 17. Develop a culture of leaders Advise emerging leaders. Secure needed resources for the emerging leaders to grow and succeed. Establish an atmosphere of creativity, ideas and thinking outside the box. Release control of methods and focus on the mission.
- 18. Choir Director Leaders build teams of volunteers and broker their personal SHAPE and spiritual gifts.
- 19. Build strong teams of volunteers by focusing on their gifts and talents. Develops relationships Listens actively Functions as an active participant Shares openly and willingly Cooperates and pitches in to help Exhibits flexibility Shows commitment to the team Works as a problem-solver Treats others in a respectful and supportive manner
- 20. Life Sentence The contribution of a leader is often summed up in one or two sentences. What do you want those sentences to say?
- 21. Focus on responsibility to the organization and people. Develops a personal growth plan Serves the higher purpose of the organization Develop ideas to strengthen the organization and people Places value on people Focuses on responsibility to others
- 22. Primary Responsibility Provides detailed responsibilities to the program and assists in the implementation of all aspects of Christian Education (CE). The Committee is responsible for immediate and long – range planning in the area of curriculum as well as the volunteer recruiting, training, and retention process.
- 23. Primary Responsibility To organize and conduct a comprehensive volunteer program for the congregation. He/she will be directly responsible to the Volunteer Steering Committee (VSC). He/she will provide executive leadership to this Committee.
- 24. Elmore, T. (2008). Habitude: Image that form leadership habits and attitudes. Atlanta, GA: Growing Leaders. McKee, J., & McKee, T. (2008). The new breed: Understanding & equipping the 21st century volunteer. Loveland, CO: Group. http://sbedac646.blogspot.com/
Editor's Notes
- It is the goal of this virtual organization is to equip Christian Education leaders with skills and strategies that will foster increased volunteer participation. We are focused on leadership strategies that enhance, increase, and sustain the volunteer ministry.
- Please see our vision above.
- It is the focus of this organization to help leaders develop pertinent leadership skills.Initially, the Steering Committee and Volunteer Coordinator will complete the Habitudes leadership training and address the following characteristics: integrity; focus; emotional intelligence; life-long learning; kindness; servant; mentor; team builder and humility with personal focus. This training will allow participants to grasp the qualities of true leaders and thus utilize these qualities in leading the volunteers in their Christian Education environment. Once other volunteers are secured for the organization, the new volunteers will also complete this same training under the direction of the Volunteer Coordinator and Steering Committee. In this presentation we will address each characteristic identified on a separate slide as well as a short summary of how the Habitudes training will help the leader grasp the given characteristic. An image will be included on the slide to help the participant recall the lesson. The second slide for each characteristic will identify how this leadership trait is necessary in their given job description and how it relates to working with volunteers per The New Breed textbook.
- The iceberg is a great visual for the characteristic of integrity. Ninety percent of our leadership is made up from our character something invisible to the eye, just like 90% of an iceberg is below the water surface. However, it is that 90% that sunk the Titanic on April 14, 1912. Our character is the sum total of: self-discipline, core values, sense of identity, and emotional security. Without these you will sabotage your own leadership.During this lesson, leaders will focus on developing their character and see howcharacter builds creditability, earns respect, creates consistency, and earns trust.
- Integrity is compiled of these four identifiers. Theseidentifiers offer the leader a base for other leadership traits and are included in our job descriptions for the Volunteer Steering Committee and Coordinator. Jonathan McKee and Thomas McKee address in their book, The New Breed, the issue of empowering your volunteers. Many leaders who lack integrity have a great desire to control things versus empowering others. They believe that their ways are best. However, if the leader is not self-disciplined, have a true moral stand, or cannot realistically identify their gifts and personality, they are oftentimes emotionally insecure and deficient in leading others.
- Leaders must stay focused on the central vision for the organization and remember that strength is the key to growth. A river is more narrow, flowing, clear and helpful. It flows in one direction and is useful in providing power, light and modes of transportation. This represents what we want from our volunteers. Floods are destructive and moving in all directions. Volunteers that are moving in different directions can create chaos in the organization. The leader will learn the art of staying focused with a clear vision of the mission and how to use that central vision in leading volunteers.
- It is pertinent that our Volunteer Steering Committee and Coordinatorremain focused on the mission and vision for the Christian Education program. McKee & McKee state, “If you’re a volunteer leader, your job is to focus all the passion, energy, and enthusiasm of your volunteers into a successful organization to make a lasting impact” (p. 117). They further remark that a manager can pave the road but it takes a leader to actually mobilize the powerful energy. This lesson will help our leaders identify exactly how to do that.
- A great leader will show a compassionate heart (the velvet) but is strong and firm when it comes to the mission of the organization. He or she needs to display authenticity because people today long for leaders who are both strong and sensitive. This lesson teaches the leaders that they are complete when their strength leads to sensitivity. A wonderful example of a velvet-covered brick leader was Abraham Lincoln. In 1860 he won the Republican nomination over three more highly qualified candidates. Lincoln surprised everyone when he invited all three of these candidates to serve on his cabinet. He is quoted as saying, “We needed the strongest men in the Cabinet. We needed to hold our own people together. I had looked the party over and concluded that these were the very strongest men. Then I had no right to deprive the country of their service.” Lincoln exhibited emotional security, the makings of a great leader.
- Volunteer leaders in the Christian Education environment must remain as strong as brick in their faithfulness to their Christian morals, yet be as soft as velvet in dealing with volunteers. They must be willing to do what is right for the Christian Education department, even if they personally think it should be done another way. This can often be a difficult, especially in dealing with what McKee & McKee identify as a high-maintenance volunteer or even firing a volunteer. They offer suggestions in dealing with these volunteers but also remind the leader to “keep standards high (p. 107)”. The leader must exhibit softness but remain committed and focused on the mission.
- Many leaders are starving intellectually, emotionally and spiritually. The iceberg teaches the leaders that they must lead themselves before they can lead others, but the leader must feed him or her self before they can lead them self. The leader must realize that it takes great effort to grow. Leaders will spend time during this session developing a personal growth plan.
- Without personal growth, a leader will begin to starve. The case study in The New Breed offered a great example of how this is pertinent. Alissa shared with David how she felt the need to be intentional about her leadership. She started a continuing education program of self-improvement which is compiled of being part of a support group, reading literature on volunteer leadership continually , and attending a conference one time a year. By developing a personal growth plan, the Volunteer Steering Committee and Coordinator will ensure that they are feeding themselves.
- As the burner is released in a hot air balloon, it rises – but eventually it starts to fall and the burner will need to be refilled. People are like this. Encouragement is the oxygen of the soul and people consistently need it in order to reach their potential. During this lesson leaders will discuss the inward needs of people and how to utilize this information.
- These different aspects of kindness are addressed throughout the entire book by McKee & McKee. They note how listening is significant for the volunteer leader. By actively listening it brings to the leader’s attention information that can be used to exhibit kindness to the volunteers such as: offering encouragement, how to honor them, understanding their personal needs and overall helping them to succeed in their volunteer activities. Personal recognition and respect is what motivates volunteers as acknowledged through the Social Exchange Theory.
- Which path are you utilizing to lead others? Force – they feel threatened to follow. Manipulation – they are coerced to follow. Intimidation – they are afraid not to follow. Exchange – people follow you because of what you can do for them. Persuasion – they follow because of the ideas or incentives you provide. Motivation – they follow you because you create excitement. Honor – they follow you because you honor them through service. Leaders will be taught how to earn influence through sacrificial service that extravagantly meets the needs or wants of the volunteer.
- The Volunteer Steering Committee and Coordinator need to exhibit the acts of shepherding leadership demonstrated by Christ during his walk on earth. They must be willing to serve their volunteers, be patient with them, commit to the Christian values and actively listen to the volunteer’s needs and ideas on how they can contribute to the Christian Education department. The authors of The New Breed address some issues that demonstrate servant leadership. They acknowledge that the these individuals must nurture and lead their volunteers. Sometimes this may require the leader to be available for whatever needs the volunteers have, other times it may require the leader serving the volunteers in either an area where they need help or through the act of serving food. The authors go on to say that volunteer managers must have a “positive volunteer attitude”, we would add that they must also be able to surprise their volunteers by demonstrating extravagant and sacrificial leadership.
- Does the person’s leadership style foster a culture of leadership, or is it a cult? Leaders must learn to:1. Lead leaders2. Mentor – teach emerging leaders.3. Secure needed resources for the emerging leaders to grow and succeed.4. Establish an atmosphere of creativity, ideas and thinking outside the box.5. Release control of methods and focus on the mission.5. Enjoy the culture.During this lesson the leaders will complete the seven step process of building a leadership culture as well as how to perpetuate mentoring. Included in this lesson will be the act of discovering the leader’s personal SHAPE and spiritual gifts by completing an online inventory. The spiritual gifts inventory allows the volunteers to have a better understanding of what their gifts are. Spiritual gifts include: pastor, evangelist, teacher, faith, healing teaching, giving, encouragement, leadership, mercy and others. SHAPE stands for:S – Strengths - Discover people’s strengths or their personal abilities.H – Heart - The heart deals with what they are passionate about. A – Attitude – Have positive, can-do attitudes. P – Personality –Understanding their natural tendencies E – Experiences – The products of their life experiences
- The goal of having the Volunteer Steering Committee and Coordinator complete the Habitudes training is so they can be effective volunteer leaders; however, a subsequent goal is to have these individuals in return train the other volunteers in effective leadership. McKee & McKee note that utilizing mentorship is a great way to train volunteers. It allows everyone to start from the same grid and empowers them to become creative decision makers. In the case study, Alissa demonstrated to David the act of mentorship. She offered her personal and organizational resources to help him emerge into a leader who could succeed.
- A great leader acts as a choir director by recruiting volunteers whose gifts blend well together. They recruit volunteers and look for three elements:Character – honesty and disciplineCompetence – people with abilities that they needChemistry – people who fit the personality and culture of the organization.They audition and assign parts based on the SHAPE and spiritual gifts of the individuals.Leaders foster harmony through team building activities and by encouraging them.They rehearse and prepare their people.They direct them by answering two questions: Who – does – what? and Where are we going? After the performance – they deflect the applause back to the volunteers.During this lesson the leaders will expand on the previous lesson by exploring what characteristics need to be present to create effective volunteer teams.
- The Volunteer Steering Committee needs to recruit a Volunteer Coordinator that can effectively become a choir director. This individual will focus on building a Christian Education team that is effective and passionate about their mission. To do this, he or she will need to communicate constructively and effectively use techniques reflecting traditional methods and new breed of volunteer methods. It is imperative that the coordinator understands the significance of understanding individual’s SHAPE and spiritual gifts in order to utilize them in the position that best fits their natural abilities. By placing the volunteer correctly it helps eliminate burn out and frustration on the volunteer’s part. McKee & McKee address team building in their book. They state that building community is an effective way to create and restore passion. They elaborate that team building must be intentional and needs to be incorporated on a regular basis.
- During this lesson each leader will develop their life plan by following a 12 step process during a solitude time. Once they have completed all 12 steps they will write a personal mission statement to make them intentional about their personal focus. The 12 steps include: Gifts and TalentsBurdensResultsInward DesiresRecognitionPassionsFulfillmentThemesVisionStyleResourcesOpportunities
- The last Habitudes’ lesson that the Volunteer Steering Committee and Coordinator will complete is writing a life sentence. The New Breed case study shared that Alissa was intentional on creating a personal vision and this was instrumental in her successful leadership. This last step allows them to identify what it is they want to be known for. As you have learned in walking through this presentation, a majority of leadership training focuses on self-leadership. This is because, by better understanding our personal gifts and SHAPE it allows us to become leaders who others want to follow – the difference between a manager and a leader. Dr. Tim Elmore describes this as 360 degree leadership. We influence people all around us but first we must influence ourselves.
- An actual job description has been provided on our website for the Steering Committee; however, below is a summary of their duties. The Christian Education Volunteer Steering Committee:Informs the church congregation about the ministry of CE.Collaborates with the pastor to create a schedule for biblical teaching. Provides teachers for all ages as well as Appoints the Vacation Bible School Director, Confirmation Class Instructor andYouth Leader.Plans for the CE program in the areas of needs, recruiting, and curriculum.Acquires resources for teaching materials, curriculum, equipment and Methodology.Conducts an annual needs assessmentOversees the training program.Serves as liaison between the congregation and the Coordinator and volunteers.Provides a budget.Secures equipment and space.Evaluates according to prescribed CE objectives.Compiled of five members.
- An in-depth job description for the Volunteer Coordinator may also be found on our website. Below is a summary of those responsibilities. The Christian Education Volunteer Coordinator: Maintains an open line of communication and collaboration with the pastor, and VSC.Provides volunteer leadership information to the Volunteer Steering Committee for the annual assessment.Develops and implements a volunteer recruitment process.Plans and implements volunteer training programs to meet the needs of new and seasoned volunteers (in collaboration with the Volunteer Steering Committee)Maintains a continuous record of training needed and training completed.Researches and keeps the Steering Committee apprised of educational need/updates for volunteers.Communicates (to leadership and the congregation) in a timely fashion about upcoming eventsPlans and implements volunteer appreciation and recognition events with consistency.
- By the Steering Committee and Coordinator completing and implementing this training, Barbara and I believe that they will experience an enriched Christian Education ministry program with volunteers that are excited about serving in their department. It is also pertinent that these leaders commit to personal growth plans; thus, following the retreat these leaders will be studying The New Breed by Jonathan McKee and Thomas McKee to educate themselves specifically on the issues of recruiting, training, retaining and leading volunteers. Please feel free to visit our blog for additional information and more descriptive job descriptions.