Empowering Members

“I desire to do your will, my God; your law is within my heart” (Psalm 40:8, NIV)

Have you ever wondered why some organizational leaders may micromanage or why congregational members may not accurately execute assigned duties or even volunteer to do anything?

Organizational leaders (church-based businesses or church leadership) should ensure that members receive proper guidance, training, and necessary resources enabling them to become effective and productive members. Managers who ‘micromanage’ skilled workers’ performance or overwork those who volunteer, may not be comfortable with letting go of a situation if he or she is not actively engaged in the outcome of the process. Knowing your members, through motivation, support, and encouragement, one can overcome barriers while achieving desired results. I believe that individuals who attend church want to hear God’s word and do His will. “I desire to do your will, my God; your law is within my heart” (Psalm 40:8, NIV). Proper encouragement and motivation can nurture the heart’s desire to continue not only following but also fulfilling our Lord’s will.

Effective Communication

Effectively communicating with organizational members and clearly explaining expectations is a significant aspect in empowering congregational members. Disseminating accurate information, support, training, and providing additional knowledge of the workability of procedures, expectations, and trust empowers members to become dedicated workers. Empowering them may lead to loyalty and perseverance as members commit to the success of organizational objectives. Maybe business leaders are not totally ‘sold out’ on their employees’ talents. Maybe employees did not totally ‘buy into’ the efficiency of leaders’ skills. Maybe there is lack of trust and mutual respect. Behaving in a Christ-like manner means behaving like Christ. As simple as that sounds, it may be more difficult if our hearts and intentions are not pure. Instead of seeking man’s approval, we should first put our trust in our Lord. As He strengthens us, we will behave in a Christ-like manner and respect each other as we comply with God’s purpose for our lives. The book of Psalm 118:7-9 state, “The Lord is with me; he is my helper. I look in triumph on my enemies. It is better to take refuge in the Lord than to trust in humans. It is better to take refuge in the Lord than to trust in princes” (NIV).

Leaders should identify the cause and effect of the core problem and take necessary steps to correct the discrepancy. To avoid workplace conflict that would definitely delay organizational processes, effective communication is necessary to clarify objectives. Managers should find an even balance in ensuring comfort level of both leadership and members while achieving organizational objectives.
Think of a current or past goal that you desired to achieve. Probably a lot of effort went into the cause to fulfill your dream. Others may have had roles in the process or you may desire to complete it by yourself because it was a personal or Spiritual goal. You took time to analyze the situation to determine the best route to accomplish your goal. Remember that you were successful because as Philippians 4:13 reminds us “For I can do everything through Christ, who gives me strength” (NLT). Keeping God first and foremost, not only in words, but also in action leads us to victories, time and time again, because with our Lord we are more than conquerors; “if God is for us, who can be against us?” (Romans 8:31, NIV).

In organizations and leadership positions, managers should also identify effective strategies to meet business objectives. Certain levels of micromanaging are necessary (for informational and training purposes), but managers should monitor the dosage and allow employees to flourish and grow with the organization. Encourage employees and members to flow, grow, and mature as he or she fulfills personal roles and processes in their destiny by achieving business and spiritual objectives.

Based on your current, past, or future goals, what category are you in…a micro-manager or a macro-manager?

Managers have certain responsibilities to fulfill and may not be in the position to work alongside with employees or members. Proper employee training, development, and Spiritual guidance increase the chances of effective performance and decreasing the need for managerial supervision. Conducting evaluation, monitoring performance, and providing feedback allows managers, employees, and members the opportunity to clarify roles and expectations to increase performance management.
Ensuring that organizational members are complying with established standards is important to promote successful processes. On a personal level, think of a situation where a group of individuals gather together to pursue a common goal. One may understand how the process should work and the desired outcome. Even though rules and guidelines were established, others chose to violate it or do things their way. Those individuals may even encourage others not to follow their lead. The situation may lead to confusion, diminish morale, and decrease task efficiency and group productivity.

In a Christian organization, we must assess what seeds we are planting and monitor our thoughts and conversations. Regardless of the familiarity with each other, how long you have known, or have not liked a person, we should “demolish arguments and every pretension that sets itself up against the knowledge of God, and we take captive every thought to make it obedient to Christ” (2 Corinthians 10:5, NIV). Negative feelings and actions are ungodly. We are empowered to conduct ourselves in a Christ-like manner with the assistance of the Holy Spirit within us. “As iron sharpens iron, so one person sharpens another” (Proverbs 27:17, NIV). The Body of Christ will receive many attacks and as a congregation, we must empower ourselves with the Word of God, mutual support, and counteract attacks in the name of Jesus.

Manager as a Facilitator

A manager also serves as a facilitator. Establishing clear guidelines, effective communication, and being available to answer questions in an ethical manner increases credibility and a sense of fairness. Organizational leaders should be effective communicators, knowledgeable, professional, and skilled while conducting business. Also, they must be ethically grounded, maximize efficiency, and use motivational tools to bridge the gap between Uncertainties and Reasoning to define roles and expectations by using the word of God. ”Don’t change yourselves to be like the people of this world, but let God change you inside with a new way of thinking. Then you will be able to understand and accept what God wants for you. You will be able to know what is good and pleasing to him and what is perfect” (Romans 12:2, ERV).

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