Setting Clear Expectations is Vital for a Strong Leadership Culture

“Simple organizational structure and clear accountability 

are necessary conditions for the exercise of effective leadership.” 

John Adair

Because of the church’s desperation for leaders, nomination committees and church leaders often set the bar low to entice people to serve. Churches even ask people to serve on committees that no longer function, but still have to get a “yes” from a certain number of people to fill out the required judicatory paperwork. (Note: It is better not to have optional standing committees than to ask people to commit to non-functioning ones.) If not enough people are passionate about serving, it’s not the right time to offer that particular ministry.  

The nominations committee is responsible for setting up expectations for potential leaders before offering a nomination. It is way more effective to set high expectations than low expectations just to get someone to say yes. When low expectations are set, that’s exactly the level of commitment and service one can expect to receive. People want to serve in places where they can make a difference, have impact, and feel their time is worth the investment.  Ensure a leadership covenant, job description, and leadership expectations (i.e., meeting times, prep work, retreats, training) are in place. As the nominations committee, share this information and expectations with potential leaders before they say yes.

Leadership development includes these four steps: Identify, recruit, equip, and deploy leaders for ministry. Too often the leadership equipping process is begging for a yes and then deploying. Be sure people are matched well with their passions, spiritual gifts, and commitment for the position to serve. Train people before deploying them for ministry so they are confident in the how, why, and intended outcomes of the ministry.

Potential leaders must be supplied with their job descriptions and expectations for any leadership or ministry position for which they are being considered. Setting low (or no) expectations is contradictory to building high-capacity leaders who are engaged, committed, and passionate about the leadership role and its potential for impact.

When practiced in a healthy manner, accountability is actually a positive and collaborative leadership tool to empower and equip people. Accountable leadership provides authority and responsibility while holding the person accountable for their work and outcomes. Accountability helps break through barriers, moves projects forward, builds the confidence in team members, and provides direction and clarity.

S - Set Expectations

I - Invite Commitment

M - Measure Progress

P - Provide Feedback

L - Link to Consequences

E - Evaluate Effectiveness

If your church is interested in learning more about setting expectations and accountable leadership, check out these resources:  on-demand accountability webinar and the accountability demo video.