Proposed Advancement & Reporting Structure
Hey all,
Check this out: The Core Advancement & Reporting Structure
This is my proposal for how to structure The Core. Family Members are, well... everybody. Team Members at large are those team members without leadership responsibilities, just pitching in to get things done. Ministry Leaders are those with responsibilities over a specific ministry or activity, Coordinators are those who coordinate the Ministry Leaders, and Directors are those who direct all the activities that occur under one of the four main purposes. Overseers consist of Directors, and some Coordinators (probably depending on seniority), and will work with the Pastor to cast the vision for The Core, and make broad organizational decisions. Except for those positions located in the far right column, everything other position mentioned is just a sampling of the total number of leaders I expect to be working within The Core.
All this is true in my head, at least... so far...
Thoughts?
posted by The Coreman at 3:05 PM
2 Comments:
I like it in visual form better than narrative form. ;-)
My first question would be with regard to "reporting". What exactly would we be reporting? Successes and struggles? I guess I see things being much more organic, with many of these individuals working together and meeting together regularly. The way I see it, the 4 overseers will meet at least weekly with the pastor, and everyone, including the pastor, will have a mentor that they meet with weekly. All of the mentors may not necessarily be in The Core, but most should be.
As far as advancement goes, I like Erwin McManus' stories about the way advancement happens at Mosaic. First off, no one enters a leadership position until they've been with Mosaic for X period of time on the bottom rung, cleaning bathrooms or whatever. Secondly, Erwin sees to it that people change positions every so often (i.e. the youth pastor may switch and be the worship leader, and the education pastor may become the youth leader, etc.) In other words, someone on one of the worship teams may discover a gift and passion for discipleship and end up in that position eventually. In other words, I anticipate a lot of "crossing over".
Other thoughts:
I think that the pastor and each of the 4 overseers should be mentoring at least 3 individuals all the time, and that each of the coordinators and ministry leaders should be mentoring at least one, both with respect to their area of service and with respect to spiritual formation in general. I see the pastor and the overseers mentoring home church pastors and some coordinators. Again, the pastor and each overseer need to find someone senior to them both in age and spiritual maturity to mentor them.
Mentorship is going to be the marrow of The Core. It's what is going to be our primary distinguishing factor, and it's going to determine our success or failure, depending on how faithful we are to it. It's disciple-making, the Great Commission.
All that said, I like the chart. It's a good "chain of communication", regardless of how mentorship and collaboration take place.
I'll mention again, since it's on my mind, that we're going to need to write up "job descriptions" for each of the director positions, so that we have a clear idea of what will be expected of each of us. This will also help us gauge our readiness for such roles (assessment) and identify areas that need strengthening/modifying (capacity) prior to assuming these roles.
9:47 PM
Oh, one other question... what do you mean by seniority? How will that be determined? I'd recommend avoiding the use of that term if at all possible, 'cause it really puts out bad vibes.
9:50 PM
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