Selling What’s Important – Part 2

This is part 2 of a two part post on ways to recruit leaders.

You can read Part 1 HERE.

There are basically three main ways to get leaders. A Big Push, catching “Show-Ups”, and leaders replacing themselves.  I tried to keep with the sales theme below.

#1.  The Traveling Salesman Approach

This is the “Big Push” discussed above.  Here, we make an appeal, or cast vision, to folks who may or may not be interested.  We’re knocking on random doors…the more…the better.

Pros

• Lot’s of contacts all at once
• Public support from above is important to parents
• Never a bad idea to get buy-in for the top brass
• Works great when you need to “catch-up” all at once.

Cons

• Least efficient method
• people inspiration fades quickly
• May get some folks coming for the wrong reasons, limited to once a year.

Practical Ideas

• See if you can get the head pastor’s support (I realize that this doesn’t always work).
• Get people in as fast as you can, they’re determination from the “pitch”  will fade as time passes.
• Don’t shy away from telling people how challenging the job can be and the requirements you expect out of them.  These will inspire the right people and the others will self-eliminate early.
• Permission to run a background check right of the bat will send “creepy dudes” away right away

#2. The Storefront Approach

Here we are catching those who “show up” – The right people seek you out.  (The wrong ones will sometimes too…Let me say this one more time…Are you running background checks?)  This way you know that they are at least a bit interested because they came to you.

Pros

• These folks usually are showing up for the right reasons
• Higher efficiency than #1
• This works throughout the year so you can fill in spots throughout the year as well.

Cons

• People come to talk to you at the worst possible time for you to give them the attention you would like to give them
• Orientation is for 1 or two people
• The largest number of openings comes in a big wave once a year at a specific time, this does not help that.

Practical Ideas

• Equip your host team, or yourself with business cards or a printed piece for those folks.  Let them observe while they get some basic info from the card.  Catch up with them after the program.
• Introduce them to another leader right away.  Relationships are sticky.
• OK…one more time.  Have them sign permission to do a background check early.

#3. The Amway Approach

Basically…let’s talk pyramids schemes (No offense to you Amway folks). Your current leaders replace themselves – This is when a leader, who is having a great time serving, brings other leaders into the ministry.  Leaders are constantly on the prowl looking for new possible leaders.

Pros

• You’re work force is increased exponentially
• Relationships are much more “sticky” than inspiration or guilt
• Highest efficiency.  People who are good at it are asking people who would be good at it.
• Leaders come in throughout the year.

Cons

• You have to say “no” sometimes to a friend of a leader
• This can get tough, but it is still the best way to get leaders
• Their timing doesn’t necessarily match the time  you need most of them.

Practical Ideas

• Make this part of your leader culture.  Replacing yourself isn’t just a good idea…it’s cultural.  It’s one of the main items on your Small Group Leader Job Description (You do have a job description right?)
• Know who brought the new guy.  Leaders are attracted to people just like them…good leaders bring you good leaders.
• Equip your leaders with some sort of card.  Have a web site or something to give folks information and contact you.  Don’t make it hard to get ahold of you.
• Make these folks a priority…many of these people will work out.

One of my dreams is not to have to depend on the Traveling Salesman Approach some day.  I know many of you live in worlds (unlike mine) that the Lead Pastor just isn’t going to get involved.  To be honest, you may not want them involved.  The good news is that option #2 and #3 are more efficient anyway.  So…get busy…building a great culture of volunteers.  The simple fact is…

If your volunteers love volunteering, they will recruit naturally.  The amount of leaders who come to you by way of your volunteers is actually an indicator of a great leader culture.  You will also have to work less and get quality volunteers as these folks have already been through one round of unofficial interviews by virtue of the conversations with your current leaders.

You can do this.