Almost a year ago, I was watching the documentary on the Patriots most recent Super Bowl win, so it was not this year since they lost to the Eagles, and that still stings. The documentary is called "Do Your Job" because that has been the mantra of the of the Patriots teams for the last several years. Something that struck me was a shot that the cameras took of words etched in the glass of their offices, It said..
When you're here..
Do your job
Put the team first
So what can we as pastors and church leaders learn from a football coach, specifically one that is not a believer and known for his grumpy demeanor? I think if we look at these 4 simple rules, we can see a difference in our leadership and how we develop as leaders, and how we develop new leaders. We are going to look at each rule one at a time, so this week let's look at "Do your job."
Do Your Job
I have a hat with this on it, it really is a big thing here in New England. People know that this is what the Patriots are built on, and often not what our churches are built on. I tell my leadership team that they have 2 jobs, 1) Their stated job and 2) Make sure the job gets done. The idea of "do your job" doesn't mean that I never have to do anything that is outside of my normal job description or even job title. It means that I need to do my job above all else, and make sure that it gets done well. God has called me to a role and position, and I need to honor that and work hard at my job. In both Colossians 3 and in 1 Corinthians 10, Paul instructs believers to work hard at all they do and to do so to the glory of God.
In our context, we have outlawed the word "can't" from the vocabulary of our staff. That does not mean I don't allow our staff to fail or make mistakes, I do not allow them to quit. Can't implies some idea of getting up, we allow people to not complete a task or a job when they have exhausted every resource possible, and are unable to finish the task / job. There is an expectation that we all will do our job and do it well. That is definitely the part that cannot be left out, when our job gets done it must be done well, and should always be implied and understood. The result is that while we have high expectations of our staff, we also have high production. We all work hard and get our job done, and done well. We collaborate, and work together, but we also hold one another accountable to do our jobs. That is what is important, for the staff to function well, and to follow the idea of doing our job, we hold one another accountable. All staff must be accountable for what gets done, and what does not get done. The temptation is that as leaders we step in and save our other leaders from failing by doing their job for them. The issue with that is that our leaders are never able to learn from their mistakes. I always allow my leaders to fail, as long as the mistake will not have catastrophic results. However if that is the case, we have to make a decision if that person is fit for leadership in the first place. A great example for doing your job is how we handle the worship service. As a team, we all discuss how the worship service is run, but ultimately the worship leader and I are the ones who lead and run the service, because it is our job. It is not the responsibility of our Children's ministry or Community Group directors. They have input, but it is ultimately not their job to do it.
How do you handle this concept in your context? What are some ways that you can encourage accountability for your and your leaders? My hope is that you will be able to institute a way to encourage and model for your leaders the importance of doing their job. Please feel free to leave any questions or comments below.