KidMin 2015Deeper Learning Track: S.E.R.V.E.Dale Hudson

Session Two – EQUIPMain Learning - Develop strategies, resources, and training that will equip your volunteers for success. Create initial and ongoing training in a rhythm that your volunteers will connect with.

“You can design and create, and build the most wonderful place in the world. But IT TAKES PEOPLE to make the

dream a reality.”Walt Disney

If you don’t equip them you won’t keep them.

How do we equip the people God sends to us?

11 Now these are the gifts Christ gave to the church: the apostles, the prophets, the evangelists, and the pastors

and teachers. 12 Their responsibility is to equip God’s people to do his work and build up the church, the body of Christ. 13 This will continue until we all come to such unity in our faith and knowledge of God’s Son that we will be mature in the Lord, measuring up to the full and

complete standard of Christ.

We are called to make disciples. When we equip people to serve we are helping them become disciples.

Called to give them the equipment – the tools, the resources, the knowledge they need to succeed.

We are helping them grow and mature in their faith.

When equipping you are coming alongside them in their spiritual journey. You are helping them grow to the next level spiritually.

Don’t just see getting them in a classroom to fill a spot. See equipping them and helping them become closer followers of Christ.

What are some of the tools we can give them?

1, Set them up for success.

How you bring them on the team is so important – sets the tone for the rest of their time with you!

Process-Interest Card-Application – online-Interview-Background check-Orientation

2. Place people in their sweet spot.

Don’t place them where you “need” them. Place them where they need to be.

May not always be where they think they need to be. Help guide them.

How to people find their sweet spot…1. Ask them what they are good at.2. Ask them what they enjoy doing. 3. Ask them what their dream job is at church.4. Have them take a gift test and personality test.

5. Let them observe several areas if they are undecided.6. Give them permission to let you know if they are not in

their sweet spot.7. Check back with them one month after they start

serving to see if they are in their sweet spot. If they are not, encourage them to try another opportunity.

3. Provide them with a clear job description.

Here are some things to include in job description:1. overview/purpose of the position2. who they report to3. general expectations – be on time, let know if going to

be absent, attend training, etc.4. specific expectations – prepare crafts, teach the lesson,

etc.5. what gifts are needed for the position6. what the wins are for the position – keep simple

4. Resourcing What tools, skills, and support is needed? How will you provide these things?

5. Mentoring

90% of what I know is from what I’ve observed others doing

Make a list of your Paul’s

Place your new leaders with those people

6. On-the-job training

7. On-going training

Establish ongoing training plan: Frequency? Create an equip calendar? What specific areas do they need to be trained in? What elements will be part of the training?

Factors to Consider

1. Volunteers are busy.

Only going to give you so much time

In today’s busy culture, time is such a valuable commodity. So valuable that most of our volunteer’s schedules don’t allow them to attend extensive training sessions.

So how can we provide them with quick, personal, training?

We know we are called to equip the saints for the work of the ministry. How equip someone who is on the run?

How equip someone who barely gets there on time to serve?

How equip someone whose kids have soccer practice 5 nights a week and games on the other two days?

2. Volunteers are bombarded with information.

Information overload - see 247 images a day – makes noise – how do you get your message to rise above the noise?

3. Brief attention spans.

With media overload continuing to amp up, the ability to grab people's attention and hold it is an increasing challenge. 

The attention span may be an endangered species in the lightning-fast, multimedia society we’ve become.

New research finds that the average political sound bite—defined as any footage of a candidate speaking uninterrupted—has dropped to just eight seconds.

To give that information some context, consider that, during the 1968 presidential election, the average sound bite was a full 43 seconds.

And as recently as the 1990s, CBS said it wouldn’t broadcast any sound bite under 30 seconds in an effort to better promote informed, complex discourse.

9 seconds today

According to the Pediatrics medical journal, increased exposure to television and video games causes noticeable decreases in attention spans. One study says the average attention span of university students is 10 minutes.

Equip tips

#1 - Say it short.   Complexity is your enemy.  If you want your volunteers to remember something long term, then make it a simple statement.  Effective trainers in today’s culture know how to take complex truths and teach them in simple statements.

The fewer the words...the bigger the impact. 

Here's an example.  Finish this sentence.  The Few...the Proud...the ____________.   Melts in your mouth not in _________________Nike…just________.

The reason you were able to finish the sentence is because it is in your long term memory.  It is in your long term memory because it's short.

If it were 60 words or a manual, you probably wouldn't remember it.

2. Keep it short.

3. Show it short.

4. Communicate it short.  Use short methods of communication with parents and volunteers. 

9. Live training

The more convenient it is for people to attend the better your attendance will be.

-have it when they are already here-during a service time 100% attendance-after service time -pre-service huddles

intentional about components

1. laughter / jokes

2. recognize new volunteer and honor a volunteer

3. 411 Announcements – need to knows

4. Teaching time-practical - grow in their ministry skills

Example...How to talk to a parent who is really ticked offHave you ever had a parent in your ministry get mad...I mean really mad?  Most of us have.  Sometimes it's unjustified and unfortunately sometimes it's for a good reason.

How you respond to an upset parent can make or break the relationship you have with the family.  Here's some practical steps from Harvard Business Review about being a good listener when someone is in "spew" mode.

Ask them what they are most frustrated about.  Then let them vent their feelings.  As they vent, listen for words that have a lot of emotion attached to them.  Words like "never" or "didn't" or "screwed up."  Listen for words they say with high inflection.

Ask them to explain more about what they mean by the word(s) that had a lot of emotion attached to them.  This will help them release their anger even more.

Then ask them what they are most angry about.  This continues to let them release their angry emotions.  During this time, you may feel your own emotions amping up, put don't give in to the urge to jump into a debate.  Listen without interrupting.  Let them have their say and get everything off their chest.

Next, ask them what they are really worried about.  After they have shared, ask them again to tell you more about their worry. This will allow you to get to the core of their emotional wound.

Finally, say, "Now I know why you are so frustrated, angry, and worried.  Since we can't turn time back, let's put our heads together and come up with a solution."

Just remember, when a parent gets upset, what you tell them is less important than what you enable them to tell you.  After they share their frustrations, angers, and worries, then you are ready to move into a healthy conversation and resolution.

Devotional – help them grow in their faith

Motivational – grow their passion “ah ha moment”

5. Care – prayer requests / create family atmosphere

6. Prayer time

7. DNA infusion

10. Big Training EventsSomeone said the reason people don't attend volunteer training events is because they have been before.

We all grapple with how to make volunteer training effective.  How can we get people involved?  What format should we use?  How often should we hold training?  

As I have led volunteer training over the past 23 years, I've

had some trainings that were a success and others that were a failure, some were home runs and some were strikeouts, some were memorable and some needed to be forgotten, some were energizing and some were blah.  

Through it all, I have found 7 key elements that make up effective volunteer training.  None of these stand alone.  It takes all 7 to make it rock.  Incorporate these into your training and you will see great results. 

Fun.There should be laughter.  Lots of it.  This can be done through funny skits, games, jokes, etc.

Festive.Make it a party.  Decorate.  Play music when they are arriving.  Give away door prizes.

FoodServing food shows you value them.  Plus it's hard for people to focus on training if their stomachs are growling.  Don't forget to feed their children as well if they are on site.

Family Friendly People are busy.  Very busy.  Make it easy for them to attend the training.  Instead of asking them to be away from their family for another night, hold the training when they are already at church.  

If you do have it on a weeknight, be mindful of the time.  People with kids have school the next day. .

Focused.   Be prepared.  Know exactly what you are going to cover.  Don't waste their time.  Make it worth their while. 

Faith Building.We are called to make disciples.  The training should not only help them grow in their children's ministry skills, but in their faith as well.  One goal of the training should be to deepen their walk with Christ.

Felt.  There should be a moment that is memorable and leaves a tear in their eyes.  An "ah ha" moment.  Remind them of why they serve.  Encourage them.  Thank them for the difference they are making.  If possible, give them a small gift to express your appreciation

11. Age specific training.

Smaller trainings done with volunteers who work in age specific areas.

12. Use Technology to take the training to them