Leadership Through Love - Chapter 4 - "Train and Let Loose" (Steve Martin)

Chapter 4

Train and Let Loose

A.    It Is Who You Know

B.     Hire To Complement Your Strengths

- where, not if, you are weak, then let them be strong

     C.  Outsource as needed

People come and people go. So much of the USA is on the move, shifting here and there. No wonder residential real estate firms continue to do well most of the time, as people change jobs, and often need to re-locate within cities, or to other cities.

When my father, Louis Martin, retired from the Viking Pump Company, he had been there for over 30 years. When our family lived at 1116 Main Street in Cedar Falls, Iowa, I had been in that same home from 1^st grade until my first (and only) year in college. My wife’s parents lived in the same house for 48 years, in Peru, Illinois. (As of June 2013, Laurie’s Mom, Lorraine Unzicker, has now lived there 54 years...and counting.)

Lorraine Unzicker (front left) - Laurie's Mom 

Photo taken at Billy Graham Library in Charlotte, NC

- 2010

It is more common these days for people to move from house to house, city to city, state to state, as jobs change, due to transitions with companies themselves, and with the employees.  How do leaders and administrators find good people to meet the business, church or ministry needs, as they themselves grow, or fluctuate with life around them?

Often it is said that it is not “what you know but who you know.” And I would agree, based on my understanding of relationships, and the years of experience which has proved this to be so in my hiring selections.

Personality tests abound, resumes are plentiful, but I have yet to be convinced that what is “tested” in a twenty minute survey or written by a potential candidate in a resume’ is as trustworthy as knowing people themselves. And how do you get to know people that can do what you need done on the job?

The Holy Spirit is my guide. He has promised to lead me and direct my steps. I believe that holds true when it comes time for an administrator or human services director to make the changes necessary within the staffing positions. Out of relationships within the church, or through networking with other ministries and businesses, we can get to know people who have the skills required, or can be trained to do the tasks needed.

My first goal as the one doing the hiring is to know the person’s character, which weighs more heavily in my book than even their skill level. If I see someone who is trustworthy, diligent, having a servant’s heart and attitude, and teachable, then I am far better ahead bringing them on staff, than going out and selecting someone who I have no history of involvement with. I have found that selecting someone with the character within, who has the willingness and the spirit to be taught that which they may not know as yet, will better serve the organization, and will learn the tasks that the work requires.

One who “knows it all” brings a pride and attitude with them that has proven detrimental when placed on your team in the workplace. Those not willing to cooperate, receive instructions, and “hear and obey” your leadership will only bring trouble down the road. Careful observance beforehand will save a lot of headache later.

Once a new employee is trained sufficiently to do the regular routines, let them have enough space to create better ways of doing them. Freedom to grow, by not being controlled by the boss, will cause the employee to “make it their own”, or “take ownership” as my good friend Jack Alongi so often said, at Derek Prince Ministries.

Jack Alongi (3rd from the right)

Included in the photo are the 

Love For His People, Inc. Board Members (2010)

(L-R) Curtis Loftin (seated), Cathy Hargett, 

Jeanette Alongi, Dr. Bill & Cindi Duerfeldt, Jack Alongi

Laurie and Steve Martin

We had one employee, a young man with no leadership skills initially, that came to work before my time at one ministry. He started out in the shipping department, doing the mail runs, filling book and cassette orders, and basically doing what he was told to do. At times though he had disagreements with his supervisor, and on one occasion, after she and I concurred on what to do, we gave him a day off with no pay, over an incident that required noticeable action. This drove home our point.

As the years went by, his supervisor, Liz Spooner, (another employee who had worked 25 years on the job!) retired, and because he had put himself “under the rule” to be taught, we gave him the staff position of being the Shipping Supervisor. Today, he has his own web design business, and has grown into a very fine man. His character allowed him to mature, and his teachable spirit gave him the means to learn the job, and become that which his mentors had taught him over the years.

The Lord has given each of us gifts. Encouraging your staff to take something, and expand it, brings fulfillment to them, and will “profit” the organization more. Controlling every situation, such as micro-managers do, only stifles the atmosphere and the office members.

Once certain boundaries have been put in place, for the Lord is a God of order and not chaos, then let the staff member operate out of his or her ability to think, respond, and implement new ideas and ways to complete the task. Even accounting, which I myself learned on the job, has standard operating procedures, but there is always more than one way “to skin a cat.”

Boredom caused by mundane routine produces wasted man hours. Let the people have some freedom in their positions, and offer new ideas for consideration. Reward them when new their ideas are put into practice.

Another practice I have found very beneficial in my hiring methods is to look for people who can do those tasks I either cannot do, nor have the time to do. As the leader of the group, you need to have those surrounding you who can complement the team. Face it, you don’t have all the answers, nor do you have the time to learn all the answers. But by adding people who are more skilled in areas you are not, and don’t even have knowledge about, you make the team stronger, which results in more production.

If someone shows a talent for organizing the office supply cabinet, then give them another task that requires even more arrangement of pieces and product. If someone shows a delight in sharing with visitors who come to see the structure of the organization, then make them the “tour guide” for those times.

On the lighter side of the job, as I expressed in a previous chapter, have times to celebrate with the staff a birthday or the completion of a big event, such as a weekend conference. The guy who enjoys cookouts at home can be the “grill master” for the company, and use this joy of cooking to express himself in this manner, while blessing the others.

There are certain jobs that you may not have the skilled personnel or equipment to do what is needed. At these points, outsource to those businesses which are available for such needs.  And even as you are doing this, your church or ministry becomes even more known within the community. Scripture speaks of the elder having a good reputation outside the church. Even the leader should be spoken highly of in this manner, as he conducts business with those helping him fulfill his tasks for the work.

If a job is one that is only needed for one time, or occasionally, then outsourcing, rather than getting someone trained, is worth the money. Or if the equipment costs prohibit the job from being done internally, then look for a good, reputable company that does this work, and contract the job with them. Employee costs are not only spent for salary, but also insurances, vacations and other benefits. It pays to consider both of these options – hiring or outsourcing.

Bottom line, relationships tend to allow the leader the better choice in finding and keeping good staff members. Allowing staff members to grow in their positions, without the micro-manager dictating each task and oversight of it, and outsourcing when needed brings a profitable staff climate in the office.

Shalom!

Steve Martin
Founder/President
Love For His People, Inc.

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Note: To read the Intro, Chapter Listings and first two chapters please use the Search Box in the top right hand corner of this Blog, and enter "Leadership Through Love." Be blessed in your reading!

Leadership Through Love

Chapter Listings

1.      A Gift for His Purposes

- The Early Years

- On the job training

2.      Use the Tools You Have, But Not the Staff

- Treasure the people, while digging the foundations

- Do unto them as you would…

- Bless and curse not: honor those who serve with you

3.      Right Man (or Woman!) for the Job

- All are created equal – make the most of this!

- If the Shoe Fits, Have Them Wear It

4.      Train and Let Loose

- It IS Who You Know and Are Known By

- Hire To Complement Your Strengths

- if you are weak, then they are strong

- Outsource as needed

5.      Burn Candles At Both Ends? – NOT!

- Rest and Sabbath Days

- Mornings with the Lord

- Trust in Him at all times

- We all are given 24 hours each day

6.       The Visionaries Need You!

-          They dream it - you make it happen

-          It takes a team

-          Head Won’t Get Far without the Neck

(or heads will roll)

  

7.      Field Trips and More!

- Staff Retreats

- Party Time!

- Birthdays and BBQs

- After Hours

8.      It Doesn’t All Depend On You

- The Lord is the Rock – Not You

- Whose strength  - yours or His?

   - Key Staff to Lean On

    - Trustworthy managers and assistants

9.      Practically Speaking…and Walking

- Handle each piece of paper once

- File so you can find it!

- Early morning – before the others come

- Take a Break

10.  Meetings – Time-manger or Time-waster?

- Do you really need all those meetings?

- Group or One-On-One?

- Why Morning and Mid-Week?

 - Prov. 24:6 “By wise counsel…multitude of counselors

11.  Acknowledge Him in All Your Ways

- Heart of Thankfulness

- Heart of Worship

- Heart of Service

12.  Another Man’s Vineyard

-          Follow & help fulfill their vision

-          Faithful with another’s

-          Learn and growth until your time

-          The proper way of moving on