From Good to Great Youth Ministry Part #2

In this 7 part series we are breaking down Jim Collins’ book Good to Great and how it can apply to Youth Ministry. Jim Collins wrote this book by compiling a team of researchers to examine many different companies. Over the span of months and years the researchers compiled data that put some companies in a “good” category and some companies in a “great”. After comparing the “good” with the “great” the team came up with several factors of what makes a great company great.

Summary:
This second factor is all about surrounding yourself with the right people. Jim Collins describes this, “The executives who ignited the transformations from good to great did not first figure out where to drive the bus and then get people to take it there. No, they first got the right people on the bus (and the wrong people off the bus) and then figured out where to drive it.” Basically, by getting the right people on your team it won’t matter what happens when you make changes or face other obstacles, the right people will stay with the company no matter what. But the question that many people face is, “How do we get the right people on board?” To answer that Jim Collins and his team came up with three practical disciplines.

Practical Discipline #1: When in doubt, don’t hire – keep looking.
This discipline should make perfect sense to us; however, it can be something very difficult to do especially when in need of people. But, a company should limit its growth based on its ability to attract enough of the right people.

Practical Discipline #2: When you know you need to make a people change, act.
It might be hard to remove someone from your company especially considering no one likes layoffs or firing, but if that person is bringing the company down it’s important to act quickly. But, first be sure you don’t simply have someone in the wrong seat or wrong place in the company.

Practical Discipline #3: Put your best people on your biggest opportunities, not your biggest problems.
Your best people, your best team players will do what’s best for the company, not what’s best for them, if you see a big opportunity put them in charge, but don’t waste their gifts and talents figuring out your largest problems. Sometimes you just need to get rid of your biggest problems. If you sell off your problems don’t sell of your best people.

How this translates:
Like in the for profit world, church ministry needs to have the right people on “the bus”. If you don’t have the right people on your team, when you face obstacles or changes you will hit more resistance than necessary. In regards to the disciplines some questions to ask yourself are:

1. Am I accepting a volunteer or minister because I need help or because I truly believe this person will help the team and ministry grow?
2. What are my biggest opportunities and who is the best leader for that opportunity?
3. Do I have the right people in the right places and when do I know I have the wrong people in the wrong places?