You work with a team, no doubt. Whether you lead a dozen paid associates in a huge church or a handful of volunteers in a smaller setting, you lead a team.
As the leader, you have enormous impact on their levels of enthusiasm and engagement. Problem is, if you let that enthusiasm and creative thinking go unchecked, it may lead to growth and progress beyond your comfort level and ability to control!
Now, we don’t want that, right?
So if you are determined to squelch the personal growth of your staffers, frustrate them to no end, restrict the potential of your church and generally demotivate your team, here are five of the best ways to do so.
1. Quickly nix any new ideas from the start.
Make sure to set your default immediate answer to anything new as “No!” This strategy prevents initiatives that may take things out of your control. A great side benefit – it will also work to help reduce the likelihood of new ideas springing up in the future.
2. Publicly criticize any mistakes make by subordinates.
It’s not wise to take them aside privately and use the error as a teaching moment. Certainly don’t do that and then follow up with the affirmation that you know they’ve learned something that will help them succeed in the future! If you take those steps, you’re practically guaranteeing the subordinate will develop into an even better leader. Who knows what would happen then?
Remember, humiliation and embarrassment can serve as powerful tools to squelch any future goof ups. Most people won’t even try!
3. Micro-manage your leaders.
It’s not good enough to just kill their ideas! You also need to ensure they have no leeway to try their own methods for getting things done. Otherwise, before you know, they may not even depend on you! So make sure to spell out every detail and then watch ‘em like a hawk.
4. Do not conduct periodic mission, vision, and strategy review sessions with your staff.
You probably don’t have a bigger vision for what the church is about. If you do, you may not have it written down. However, even if you have those kind of statements, there’s no reason to use them in any kind of concrete way to inspire, direct and motivate your staff!
5. Forget about recognition for your staff, leaders and volunteers.
Why would you? You do all the work anyway! No, they’re just doing what they should be doing so no need to go to all the trouble of speaking a few words of gratitude, praise and affirmation!
Bonus Tip: Do not communicate when implementing a new plan.
Suppose something slips by you and somehow the church launches a new program or initiative. Do not communicate early and often about the upcoming changes! Leave people in the dark as much as possible. That’ll leave them off balance and unsure how they should participate. It’s a great de-motivational strategy!
(In case you’re not completely sure, yes my tongue is firmly planted in cheek throughout this article. I’m just kidding.)
Still, is it possible you’re following one of the “strategies” above and inadvertently demoralizing your team?
Just something to think about; hope it helps!