3. Fear. Brennan Manning said, “Fear is what makes people hold onto power.” Like I said before, people
are messy. It doesn’t matter if they are a one-day old Christian or a faithful-fifty, people will make mistakes.
Sometimes small and sometimes big. The reputation of your organization is on the line and YOU are the leader.
In this case, most leaders believe this is the perfect solution: DO-IT-YOURSELF or hand-pick a select few that
you trust with your life to control everything.
The bottom line about fear: When we fear, we put our trust in our own ability to control the situation or
environment. Who should we put our trust in and who should control our organizations? There is only one
answer. We must surrender our fears and desire for control to a perfect and loving God who is the one who is
ultimately in charge of our organization’s destiny.
4. No volunteer toolbox. First, you must have an avenue for people to discover their strengths
within your organization. Secondly, once you know what a person’s strengths are, you set them free without
any organizational context or instruction. Personally, this has been one of the biggest mistakes I have made as a
leader of volunteers. I believe in people, champion their gifts, strengths, and talents and have no problem giving
power away. But if the volunteer has no idea how to apply their gifts within the context of your organization they
will quit. Volunteers (like employees) must have a clear vision, direction, expectation, and resources to be successful.
5. A lack of feedback and recognition. How many of you reading this article feel you get
enough feedback and recognition for the work you do? From my experience and research, I would assume that
close to 100% of you said NO (Yes, even if you are on my team). Humans are innately designed to be recognized.
God designed you to be heard and seen. It is part of your DNA make up. It is part of what gives us value and
worth as people. Some believe that volunteers don’t need feedback and recognition because they get their reward
intrinsically – meaning we feel good about doing good, especially when we are using our gifts and talents that
God has given us. But over time, the intrinsic value of service will wear thin without any feedback or recognition
from the organization and the person will quit or move on.
“
“
There is a tremendous strength that is growing in the world through
. . . sharing together, praying together, suffering together and working
together. We were meant to work together, in unity, using our individual
gifts, talents, and experiences to bring Christ’s light into this world.
As leaders it is our job to equip and encourage other to walk together
in the shared strength of service.
- Mother Theresa
Angela Craig lives in Western Washington with her husband, Mark, and their two sons. She
is the Director of the Women’s Department at the Northwest Ministry Network. Angela is
passionate about helping people discover not only whose they are, but who they are, in her
role as a Gallup Strengthsfinder Coach.
Angela has a and a Bachelor’s degree in Ministry Leadership from Northwest University and
Master’s Degree in Organizational Leadership from Gonzaga and is an Ordained Minister
with the Assemblies of God. She is available to teach at conferences, retreats, and leadership
training events. Get to know Angela at her blog angelalcraig.com.
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