Church as a place: of Safety

It seems to me that one of the most important things that being Church brings is safety and this comes about in a number of forms:

Safety to be honest about our problems because we know:

• We will be listened to

• We will be given time

• We will be helped to further identify and resolve those problems

• We will find respect, and

• We will not be condemned or ridiculed

Now whilst I'm sure many will read this and say, "Yeah, we all know that already,' I am certain that a good many others will find at least one of the points above has been missing from their experience of church somewhere and at sometime: And of course we all have, because Church (and church in the local sense) is made up of flawed and imperfect individuals.

Of late I have encountered a number of people, near and far, who have engaged me in conversation and during it has voiced their sadness at the way they have been treated by others in the club we know as Church. I wish I could say that it was limited to leaders or people with some degree of authority but in fact it seems to me that perhaps we are all, across the board, becoming just a little less tolerant and a lot more impatient.

I made this comment to a church leader (they weren't CofE so for once I can breath a limited sigh of relief) and their response was, 'Well, they're just so demanding. They want your time and want you to listen to them and then want you to make their problems go away and I don't have the time for all that!' Sadly they weren't that impressed by my response to their response, because I merely pointed out that if they weren't there do do that then what did they think their role was?

What followed was a litany of 'I have to ...' and you know what, they didn't have to at all, the problem came from the fact that they were not only a blinking control freak but they also functioned as the lord of all they surveyed - running their little club as a fiefdom when some were granted rights and privileges whilst others were merely pew-fodder and their to be commanded and controlled. But I must be getting better for I merely smiled and left them to all that work they have to do - but sadly, one of their members I met have decided that they should do that too and have joined another (still not CofE) club elsewhere.

Now I know that we all have people around us who want time and a listening ear but never respond to advice.

I know that there are always people who have opinions and want things to be done differently - and perhaps if they wanted to 'do' the things done differently in the different way they wanted them to be done rather than merely criticise and make their demands they'd find life was a different reality for them too!

I am also all too aware that there are those who continue to do really silly things (and claim it was satan what made them do it perhaps?) and continue to repeat their mistakes at an alarming rate and sometimes increasing intensity - BUT - we have to make our churches safe and this means getting priorities right:

People are the most important thing we have in church and even if this means that we invest hours in them only to see them leave - it is right that we did it, and right that we do it again for the next person.

I'd rather have  a 'worship band' that sounds like Des O'Connor and a church (for Church = people) that purred like a Rolls Royce than the other way round - for I know which of the two blesses God.

Rather than keep looking for church growth and seeking the lost (and attractive to those in other churches) we need to concentration on shepherding our flock for this is where real Church is to be found and it also results in retention. Bringing them in is relatively simple - it's the keeping them that takes the work and if you aren't prepared to do that work - then you need to be prepared to lose them: And send them with a blessing!

A friend recently said of my blog that it was a place where I often appeared 'to have a cob on' and they wondered how people read what I wrote without 'chucking a brick through my window' (verbally rather than physically). Now I have to admit that I'm rarely angry when I write this stuff - it's merely a five/ten minute dialogue internally - the physical evidence of an inner struggle, consideration or 'trying to make sense of' moment.

I don't write to lecture - but as a 'memo to self' which I invite others to read and consider and offer correction, advice, pity or prayer - but if it touches a nerve, inflames a passion or gets you going too, them I am doubly-blessed.

Church is a great place - it's only some of the people in it that make it a pain,

Church is a bigger pain when the people who make it so are those who lead.

So if you're a leader - how are you doing?

Ask your members ;-)

phew - nine minutes - keyboard's smoking and I'm off to early communion, funerals, school assemblies and a couple of meetings and whatever else the day brings - please pray for those who lead, we're not always sitting indoors with our feet up :-)

Volunteers - Recruit and RETAIN

As I have been thinking about volunteers I have come to the conclusion that whilst training is a moderately neutral element the real struggles come in the form of the high inertial load in getting people to volunteer and the working against those factors which would cause things to stop that we call retention.

One of the best ways to get volunteers is to get converts because as people come to faith it is relatively easy to harness that zeal and new found passion and make volunteering part of the discipleship package. The problems come when you try to get some of the church members who have been part of the congregation for some time to get themselves moving What one invariably finds is that they are stuck where they are or simply refuse to budge because "they've tried it before'. These people need a good push (a squib up the backside as my dear old Dad used to say).

The real issue therefore, especially if the 'done it all before' camp is to be believed, is that of retention. Keeping volunteers both doing and remaining when they stop doing (which I think is called 'being'. It's retention that I want to think about today:

The issues as I understand them are this:

1. The job gets boring - there needs to be some degree of challenge and development in the things we get volunteers to do,

2a. The organisation needs to be smooth (too many volunteers) - Many of those I meet who 'used to volunteer' ceased to do so because they turned up to find someone else doing the task they thought they were coming to do.

2b. The organisation needs to be smooth (too few volunteers) - Others who did volunteer find themselves 'attacked' because no one was on the rota and they get the flak for not having been present (when they weren't supposed too be!). Let volunteers experience stress and criticism too often and you'll lose them (and the people they fought with!).

3. Approbation - A bit of applause, recognitions, flowers, chocolates, a meal (or whatever) says that what the person does is valued (and so are they). Work without the volunteers receiving a bit of recognition and you'll be working without volunteers (just after the tough and unnoticed event they did)!

4. The 'lone volunteer' syndrome - Leave the job to one person and you can be sure that they will (usually) come to resent it and yet (often) will ensure that they maintain the status quo so that they are both Mary and Martha rolled into one! They make the job their won and ensure that it stays that way.

5. Progression - with some jobs what it is is what it is whilst others lead on to greater (perceived) things. The lack of progression, when it is expected, promised or has been the custom, leaves people feeling that they are not valued or up to the task. Either way, the potential for the volunteer ceasing is great - look at what the role is and where the last few people that were doing it have gone (and why they went too). The other side of this coin is the 'dead end' role. The singe task that leads nowhere and so results in someone being the magazine distributor for twenty years (I've met him) - a job they do with a deep lack of joy and eventual total disinterest.

Over the course of many years I have met volunteers who have served their body well and then folded because they didn't get (often promised) progression, recognition or support. Far too often they found themselves locked into mundane or boring roles and there was just no joy or fun in what they did. Worse still, most people let this continue because they didn't want to get lumbered with the job (and clergy are often very bad in this area).

So if you have volunteers you need to work to keep them. We might not have to do what they do but
we can still come alongside and say 'Thank You' and offer them some form of reward and recognition (and even think about helping the role change or them move to keep them fresh and enjoying it).

The workman is indeed worthy of something and if it's not money then it's respect, recognition and thanks!

HTH