How to develop management skills, part two

Ed. note: CLICK HERE for the first part of this very helpful and instructional article from Gayle Hilligoss.

• Be a role model. Ultimately the supervisor’s task is not to manage work but to lead people. Earn credibility by setting a good example for your team. Few things are more destructive to the morale of the team than a manager who lacks personal commitment. Those who expect a pleasant working environment, quality results, professional respect, and dedication to ministry must lead the way.

• Be supportive. Workers should be able to count on your support. Look out for their interests. See they have the time and equipment to perform their tasks satisfactorily.

• Share the big picture. People want to know their work is meaningful and has purpose. Periodically remind team members how even routine tasks fit together to accomplish ministry goals. Pray with and for your team.

• Admit mistakes. Even the best managers make a bad call now and then. Accept responsibility for yours. When your team sees you handle situations well, they learn how to deal constructively with their own mistakes. In the long run, this cuts down on errors and gives your team confidence to try new things.

• Lighten up. Take your job seriously, but not yourself. The effective supervisor remembers what it was like not to know how things are done. She never gets carried away with her own importance; those who throw their weight around make poor leaders.

• Build a solid reputation. Your words and actions give others an image of who and what you are. Perceptions matter. Strive always to be honest and authentic; your team will notice if you do—or if you don’t.

• Practice objectivity. Effective supervisors are willing to risk personal popularity to get the job done. Sometimes the task you need to assign is not a pleasant one, but one that must be done. Sometimes criticisms must be offered, work must be corrected.

Resist any tendency to ignore necessary tasks for fear of hurting feelings. Instead, confront with courtesy, respect, and authority. Be equitable, fair, and impartial. Focus on gaining satisfactory results.

• Evaluate. The quality of work is improved when: 1) team members know what expectations are, and 2) when they know how their efforts at meeting those expectations are perceived. Regular performance reviews are a valuable tool to both supervisor and worker.

• Provide continuing training. Churches do well to budget adequate funds for education. As manager, review funds available and request adjustments when needed. Use various types of training to keep your team informed and enthused. Internet resources are affordable, accessible, and abundant.

Of  course, you have already discovered Effective Church Communications is a wise investment guaranteed to keep you and your team on the cutting edge. You are off to a good start!