Due to term limits mandated in church polity, church leadership boards typically have one-third of their board turn over each year. While polity dictates this practice, changing over leadership is also a solid best practice. This rotation keeps leadership fresh, doesn’t burn people out, and allows diverse perspectives and ideas to come forward.
Too often, a church culture exists which assumes new church board members (aka church council or administrative council) come into their position already knowing the responsibilities and expectations of the new role. In my experience, this is often not the case. This type of culture also perpetuates unhealthy behaviors, habits, and practices.
Each new year, the church has the opportunity, responsibility, and obligation to train and equip leadership board members. Here are three key ways to prepare and equip these leaders for their role and provide the best possible opportunity for the greatest Kingdom impact:
Ensure each new board member receives fresh, comprehensive training. It is also a good idea for existing board members to sit in on the training. I find that existing board members pick up new things from training each year. There is often too much for a new board member to absorb in their first year’s training. When new and existing board members learn together, there is often opportunity for great conversation resulting in new insights and understanding for all. For those in simplified, accountable structure, check out this comprehensive on-demand training as well as other helpful resources.
Create a new leadership covenant each year. A leadership covenant is a written document indicating the expectations of board members (i.e. meeting attendance, preparation, behavior, etc.), behaviors (appropriate and inappropriate conversations with congregants, parking lot conversations, cell phone usage at meetings, advocate for mission and vision, etc.), how the board will do their work together (i.e. confidentiality, passionate conversation and discernment, unified voice, accountability, etc.). Samples of leadership covenants can be found in Mission Possible 3+.
Use a comprehensive approach to onboard new board members. Have them shadow existing leaders before they are officially seated in January. Review financial reports ensuring each member knows how to read and interpret the provided information so they are an informed leader knowing how to monitor and steward the finances of the church. Review pending projects and issues so they are fully informed and can participate in discussions and decisions from day one. Review the organizational chart so they fully grasp the chain of command, supervision, and communication. Ensure they have access to the appropriate (digital) files for the past year to review and understand the current reality and business of the church. Review basic general church polity (i.e. apportionments, appointment system, role of bishops and DS, etc.). Make sure their calendar is marked with all important dates such as board meeting dates and the strategic ministry planning retreat.
Using these simple (yet effective) approaches for leadership board members will provide clarity, understanding, and initial training resulting in more prepared and confident leaders who are ready to hit the ground running.