As part of our multi-site gathering, Leadership Network often brings in a non-church guest to share some transferable principles. This time around it was the COO of Sticky Fingers, a chain of sixteen rib restaurants in five states.
Two things stuck.
He said, "Our operating partners are the keepers of the culture."
I've toyed around with the idea of creating a Pastor of Culture position at NCC. The only reason I haven't is because I think everybody on staff and all of our leaders are keepers of the culture. But I love this concept. We are keepers of the culture. And there is nothing easy about creating and managing church culture. It is our most difficult and most important job as pastors.
The COO also said something interesting. He said that even if they don't have a job opening, but the right person walks through the door, they will create a position and hire them on the spot.
I love that approach to hiring. For what it's worth, my radar is always on and my antennea is always up. I think we have to be in hiring mode all the time. Some of our hiring stories are pretty bizarre at NCC. I knew after a quick conversation or bumping into someone in the blogosphere that we needed them on our team. Sometimes it'll start out as a part-time position or internship. But we're always trying to get the right people on the bus.
One footnote.
Sticky Fingers has a line item in their budget for rewarding employees. One-half of one percent of their revenue goes directly toward rewarding employees in unique and creative ways.
For what it's worth, we have a line item in our development budget. We reserve up to 1% of our budget to reward our team. Our staff is always going the extra mile and I feel like that deserves an extra blessing.
Two things stuck.
He said, "Our operating partners are the keepers of the culture."
I've toyed around with the idea of creating a Pastor of Culture position at NCC. The only reason I haven't is because I think everybody on staff and all of our leaders are keepers of the culture. But I love this concept. We are keepers of the culture. And there is nothing easy about creating and managing church culture. It is our most difficult and most important job as pastors.
The COO also said something interesting. He said that even if they don't have a job opening, but the right person walks through the door, they will create a position and hire them on the spot.
I love that approach to hiring. For what it's worth, my radar is always on and my antennea is always up. I think we have to be in hiring mode all the time. Some of our hiring stories are pretty bizarre at NCC. I knew after a quick conversation or bumping into someone in the blogosphere that we needed them on our team. Sometimes it'll start out as a part-time position or internship. But we're always trying to get the right people on the bus.
One footnote.
Sticky Fingers has a line item in their budget for rewarding employees. One-half of one percent of their revenue goes directly toward rewarding employees in unique and creative ways.
For what it's worth, we have a line item in our development budget. We reserve up to 1% of our budget to reward our team. Our staff is always going the extra mile and I feel like that deserves an extra blessing.
2 Comments:
my thoughts alone...don't hire a Pastor of Culture...it moves one of your core convictions and distinctives to "someone's" portfolio - keep it on the entire team's portfolio - have your staff BE the keepers of the culture - make it a part of their portfolio/ministry description - for what it's worth...
Patrick Lencioni, author of "The Five Dysfunctions of a Team" says that the top executive is the creator and keeper of the culture. Sounds like you are doing a great job of that and your team has fallen into step behind you. Keep up the good work.
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