I've Twittered and wrote about the major overhaul we've undertaken through staff reorganization. Today, I want to explain the first two steps in that redesign. Tomorrow, I'll outline steps three and four. All the steps are equally as important, although the first two may seem less significant. For clarity sake, let me restate the goals we were reaching for with this reorganization of staff:
- We’ll become less dependent on titles and departments as the structure for making decisions and executing vision
- We’ll become more strategic in our thinking and planning by getting the right people around the table for shaping and executing vision
- We’ll work more effectively across ministry lines
- We’ll communication better between teams
- More people will be in the flow of information and decisions
- We’ll push more details and implementation to the ministry level creating greater coordination, better communication and a broader range of solutions
Step One:
Dissolution of the Executive Team. Over the past seven years, we have been led by the Executive Team, comprised of four Executive Pastors and the Lead Pastor. This group of five shaped the vision and led the staff. Virtually every major initiative started with the Exec Team and every other staff pastor or ministry leader reported to an Exec Pastor. During the January 2010 Executive Team retreat, the decision was made to dissolve the team and voluntarily lay down the title, “Executive Pastor.” There will no longer be Executive Pastors.
A hierarchy of titles creates a hierarchy of power. Sometimes that power is legitimate and sometimes it isn't. Having an Executive Team comprised of four guys with the title, "Executive," created an unnecessary and sometimes problematic power structure that got in the way of real collaboration, teamwork and collegiality--especially across ministry teams. The staff over time, began to view the Executive hierarchy as negative. The next generation of staff members want participation, a voice, and flexibility in reporting/power structures. The Executive Team was extremely productive, but it had run its course.
Step Two:
Establishment of a new title structure. Titles will be de-emphasized, in favor of areas of responsibility. Five general titles will remain, with clearly defined parameters. All staff will fit into these five employment categories:
Lead Pastor: The “Lead Pastor” designation is reserved for the individual providing overall organizational leadership and reporting directly to the Governing Board.
Pastor: The “Pastor” designation is reserved for individuals with: 1) Bible college or seminary education; 2) licensed or in the process of licensure by the District, making them eligible to provide sacerdotal functions; 3) manage ministries and/or have other paid staff under their supervision.
Director: The “Director” designation is reserved for individuals who manage ministries and have other paid staff under their supervision, but do not have formal Bible college or seminary education.
Specialist: Individuals with specialized technical education or training.
Ministry Assistant: Individual contributors who provide ministry assistance to various ministries and ministry leaders.
No more executives, assistants, associates, and all the other title nuances that were intended to convey hierarchy. The reporting structure is defined by the Organization Chart, not by titles. This will create less formality and foster a better sense being one team. I once joked about a pastor who showed a slide in a sermon where he quoted himself... but here's what I said in a blog post back in October about titles:
"...we labor over titles when the reality is that what we do is vastly more important than what we're called. Our people find their own natural way to understand each person's role, in spite of the fancy titles we apply. Function trumps formality"
So my functional, no-nonsense title becomes:
Paul Clark, Pastor
Operations
I earned the title, "Pastor" based on my education and credentialing, and my functional responsibilities are in the area of operations. That's all anybody needs to know. If for some reason somebody cares to know who reports to me or where I am in the reporting structure, they look at the Organization Chart. Very clean and simple.
Already, in just a week or so of living in this new system, I have seen these two steps pay dividends. The younger staff feel like the playing field has been leveled. There's a feeling that we're all on the same team. People are opening up more and feeling valued.
Steps three and four are huge, so stay tuned.
