1. Why your church may need additional insurance. “Employment practices insurance covers certain employment-related claims such as wrongful dismissal and some forms of discrimination. These are among the most common types of church litigation today. Many church leaders erroneously assume that their general liability policy covers these claims. In most cases it does not. If your church has employees, you should consider this coverage. The more employees you have, the more essential this becomes” (“Insurance Coverage Checklist for Churches,” by Richard R. Hammar, Church Finance).
2. Embrace introverted leadership. “God made extroverts and introverts. He made you the way you are. Don’t try to be someone else; it will only leave you more tired and frustrated. Stand proudly in your introversion and don’t apologize for who God has made you to be. If you find yourself irritated or drained, maybe you have been trying to be someone you’re not. Don’t let an extroverted world, or a leadership culture that prizes charismatic personalities, define what your own leadership should look like” (“Lead Like Your Introversion is a Strength,” by Angie Ward, GiftedForLeadership.com).
3. Delegate meeting leadership. “Let team members lead the discussion on various agenda items. This can be on items that are in their area or items which you have assigned to them. Ask for team members to give status reports on agenda items. Hold people responsible for their assignments. Let the group show gentle disapproval when someone fails their assignment. There is no better way for others to gain ownership for a meeting and to learn how challenging it can be to lead! When you will be away and miss the meeting, delegate leadership to another person. Insist that the meeting happen in your absence. This develops the leadership capacity of the group and demonstrates your trust in the team. Honor and follow their decisions when you return!” (“7 Key Principles for Leading a Meeting,” by David Fletcher, XPastor.org).
4. How to ask for a raise. “Asking for a raise is especially challenging if the voice inside your head wonders whether you really deserve it. If you’re facing this situation, it’s important first to understand and acknowledge your self-worth. ... Start by researching salaries online to get a sense of what competitors are offering for your position. Establish a lower and upper pay scale. Then do a personal assessment. Look for documented instances where you’ve exceeded goals. Include detailed performance statistics, initiatives you’ve undertaken, and key areas where you’ve demonstrated your loyalty and commitment. And finally, prepare for pushback. Practicing with a coach or trusted colleague can help ensure you respond to objections without getting overheated and end the conversation on a positive note” (“Asking for a Raise When You’re Afraid To,” by Lolly Daskal, hbr.org). For more help with salary and benefits information related to church positions, check out the 2016-2017 Compensation Handbook for Church Staff.
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