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
Lorraine Unzicker (front left) - Laurie's Mom
Photo taken at Billy Graham Library in Charlotte, NC
- 2010
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.
You can bless this ministry work now, through: Online PayPal gifts
You can also send checks to the address below. Todah rabah! (Hebrew - Thank you very much.)
Steve Martin
Founder/President
Love For His People, Inc.
Love For His People, Inc. truly appreciates your generous support. Please consider sending a monthly charitable gift of $5-$25 each month to help us bless Messianic Jews in Israel.
You can bless this ministry work now, through: Online PayPal gifts
Don't have a PayPal account?
Use your credit card or bank account (where available). Continue
You can also send checks to the address below. Todah rabah! (Hebrew - Thank you very much.)
©2013 Steve Martin Love For His People, Inc. 12120 Woodside Falls Rd. Pineville, NC 28134
E-mail: loveforhispeople@gmail.com martinlighthouse@gmail.com
Facebook pages: Steve Martin and Love For His People
Twitter: martinlighthous, LovingHisPeople and ahavaloveletter
YouTube: Steve Martin (loveforhispeopleinc)
Love For His People, Inc. is a charitable, not-for-profit USA organization. Fed. ID#27-1633858. Tax deductible contributions receive a receipt for each donation.
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
