by Greg Anderson – You are in the middle of planning your sermon for the upcoming week when your cell phone rings. You do not recognize the number. You don’t even recognize the area code. You take the risk that it is not a marketing call, and after a quick “hello” hear something like… “Hi. My […]
Archive for Greg Anderson – Page 2
Authors : Greg Anderson
Tags : Transitions
by Greg Anderson Stubborn: “Having or showing dogged determination not to change one’s attitude or position on something, especially in spite of good arguments or reasons to do so.” I typically consider “stubborn” as a negative attribute, but when it comes to a church’s mission I think a little stubbornness might be a key ingredient […]
Authors : Greg Anderson
Tags : Vision & Mission
by Greg Anderson This is the last post in a series on church staff performance evaluation. In previous posts, we discussed how co-discovery, defining essential competencies, writing job descriptions, etc., can benefit staff, leaders, and the local church. In this post, we broaden our perspective to include how performance evaluation benefits the Kingdom of God. […]
Authors : Greg Anderson
by Greg Anderson Ministry can be difficult and there are many reasons why. Sometimes ministers create difficulty by not being team players. At other times, church leaders’ formal expectations, those written in a job description, do not match tacit expectations, those written in their hearts. Sometimes, church member attitudes encourage ministers to scour the classifieds. […]
Authors : Greg Anderson
by Greg Anderson Luke 14:28-30 28 “Suppose one of you wants to build a tower. Won’t you first sit down and estimate the cost to see if you have enough money to complete it? 29 For if you lay the foundation and are not able to finish it, everyone who sees it will ridicule you, 30 saying, ‘This person began […]
Authors : Greg Anderson
by Greg Anderson How do you know your church staff members are performing their jobs satisfactorily? Do you base opinion of staff success solely on member feedback or are you more intentional with performance criteria? Have you defined performance criteria? Do you have a set schedule in place to provide feedback to church staff members related to […]
Authors : Greg Anderson
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