Here is a quick thought when planning your organizational charts — especially for churches
Staff for needs. Don’t staff for structure.
I’ve seen this in so many organizations, but probably especially in the church.
We naturally assume that if a position comes open we have to fill it with the same title and function of the previous position.
That may or may not be wise.
Over time, if we only do what we’ve always done, we can end up with positions that are no longer the best use of limited resources for the church. Other positions that have more immediate relevancy aren’t filled — or even created — because we don’t have the funding to fill them.
This almost always happens as a result of the organization staffing for structure rather than staffing for needs.
The structure should not control staffing positions. Organizational needs should.
Maybe you need a communications director more than you need a _______ (whatever)_____. Or maybe you need two part-timers in different ministry areas more than you need one full time position. Ministry needs in the church change as the church changes.
Here’s something that’s proven valuable in my experience.
When you have available dollars — or when someone leaves and you have an open position, ask yourself some questions:
- Who do we need most now?
- What type person?
- What role do we need filled?
- What’s not getting done?
- What area needs the most attention?
- Where are the greatest opportunities?
- What has changed since this position was created?
- What is the best use of the these resources?
- Is there a better position out there than our current organizational structure allows?
Staffing a church is important. Kingdom dollars are at stake. We must spend them wisely.
