It all starts with prayer
As more churches lean on technology, it creates an even greater need for trained people to fill key technology roles. Some churches have the manpower and the ability to build an effective training process and develop previously untrained volunteers to serve in technical roles. Other churches may choose to find external labor and contract people to fill critical service roles.
Both sides have pros and cons. For this Back Talk, let’s consider churches that decide to work with their own internal resources.
Staying purely in-house with volunteers may require some time and effort to build out a training process and develop people to the point that you, and your ministry leaders, are comfortable with them carrying critical weight. In addition, they may not have a depth of experience and critical thinking ability to apply when problems arise, since they’ve only been trained to function in your specific ministry environment.
But while the skill set may take a longer time to develop, in most cases, volunteers are more of a known commodity, especially when it comes to church culture and values. They may tend to be more passionate about serving their “home” ministry and they may be more likely to go above and beyond the call of duty. If the ultimate goal for your church is to fill roles with people who are culturally developed but need an investment in technical skill, there are three filters to look through in determining who could be the best candidates to step up and fill key volunteer roles.
1-Availability
Serving in a production role may require a higher level of commitment than other volunteer roles at a church. There can be earlier call times, later nights, more weekends, etc., and that can inherently restrict a pool of willing applicants.
In many church environments, though, there tends to be a person or two that are always willing to come to the church anytime that the doors are open, and it’s almost a fight to keep them away. Even if these servants claim to have no technical aptitude whatsoever, sometimes their passion to simply be around on a regular basis can afford them the opportunity to learn something new.
2-Aptitude
This is just talent, whether natural or developed. Remember, the disciples showed up at Jesus’ doorstep as complete novices that had to be trained in ministry. How often, though, do church leaders look around for fully developed people to fill holes, without first realizing the required investment in training and developing them?
If there seems to be a dearth of people with high aptitude, chances are it’s not because they’re not able. It’s likely because there’s no healthy and effective way of training them to get better at something. Leaders don’t have to be experts in everything. They just need to be willing to teach others what they know. And people showing even a basic aptitude can, more often than not, learn even more if they’re given the chance.
3-Attitude
This is arguably the most important inherent component of an effective volunteer. People’s aptitude can be developed, and even their availability can be enhanced over time. But if someone doesn’t come equipped with an inquisitive, helpful, positive, “can-do” attitude, it’s hard to really take that person to the next level.
The good news about people with a willing attitude is that there are limitless possibilities for how they can get plugged in to make a difference. Those are the people that tend to go wherever they’re needed the most, or do whatever it takes to help the team succeed.
Another bonus: A great attitude often leads to flexibility. So, if they start out helping in one particular area, they may be willing to learn or try other roles, too.
In the end, no one comes fully formed, and everyone requires time and patience from others invested in them. If we are able to invest the time, there’s no telling what diamonds in the rough are right in our midst.
