From Ordinary to Extra-Ordinary
In discussing the ineffective worker we have said,
Train your leaders and workers
Commend and encourage
Regardless of the method you use, Do Not Prolong the Situation
Problems range from small to critical. How critical a situation is determines how drastic an action need to be. Unsolved problems do not change by themselves. When the problem is an ineffective worker, deal with it. Remember, it is only a challenge. A challenge that needs to be addressed.
One minister of education likes to use an evaluation process when working with this type of worker. He is careful not to single this person out. The object of evaluation is not to embarrass but to improve. The following procedure is used in the evaluation process:
- Review the process of enlistment. Was this person enlisted properly? Was he given a job description, copies of all materials, and offered training before work began?
- Visit in the home of the worker. Talk to him. The worst place to approach an ineffective worker is at church. Choose a surrounding this person is comfortable with. Visit, do not call or send a letter to the individual.
- Ask the worker how he or she feels about their responsibilities. You may be surprised to discover that this person is unhappy in their present situation. While talking to the worker, read between the lines. The purpose of this evaluation is to discover why a particular worker is ineffective. Discover what needs to be done to improve this person’s skills.
- Ask what you can do to help him as a worker. Lister to the worker. Truth honestly sought is usually found. He will offer a variety of options. Each option will center around a particular need. The worker may have a sincere desire to remain on the job. Take the options given and use them to improve the individuals skills. If at all possible, redeem the individual for the Lord’s work.
- Review the workers training record. Make suggestions as to books to read, conferences and seminars to attend. Review the church training calendar. Encourage attendance and participation.
- Be positive, not critical. The purpose of the visit is to improve the ineffective worker. The goal is to lead him to be the best worker possible.
The ineffectiveness of a worker may be a conflict in personalities. This may occur between a leader and a worker. A department director and a teacher, or between a teacher and a class member. When conflicts exist, results are affected. Consider the personalities of individuals when dealing with ineffective workers.
The avoidance of personalities also includes emotions of individuals. When visiting in the home of a worker, that person may become emotional about the situation. People are naturally defensive about themselves and their work. When emotions get in the way, it may be best to leave it alone for the present. Try again later.
What should leaders do if emotions cannot be avoided? Approach the situation with extreme caution. The leader must make sure his emotions do not get out of hand. During a conference on the subject, a minister of education shared how he disarmed an emotional individual. A lady in his church was very angry with him. One morning she stormed into his office. With raging hostility, she began to tell him what she thought. He said his first reaction was to shout back. He wanted to vent his anger in return. However, he decided to let her finish her expulsion of vocabulary. When she finished, he calmly looked up at her from his chair and said, “Margaret, are you upset about something? His response totally disarmed her. At that point they were able to sit down and discuss her problem.
When a worker becomes emotional or defensive, do not counteract their reaction with an emotional response.
Whatever you do, do not lie to them. I heard the story of an individual who went to another country on behalf of his church. Some people on the team did not necessarily like what this individual did. They called the senior pastor and shared their thoughts. When he heard what had happened, the leader tried to call the pastor to explain the situation. But, the pastor had already concluded the leader was in the wrong in this particular situation. He would not return the individuals calls or even talk with him when he returned. What he did was inexcusable. He called a meeting of the elders to discuss the situation and called in the leader of the mission team. The mission team leader was told they were going to discuss the mission budget for the next year. When the mission leader got there he discovered the setup of the meeting and knew what was about to happen. The meeting did not end well and the missions leader decided to go to another church. Irreparable harm was done because the pastor told a lie to get the individual to come to the meeting.
That’s enough for today, Next time we will continue this discussion