Aurora - 3 Uun 2024 - Making teams work.pptx

By Philippa Dand and Mike North

1. Module Three: Managing the Ministry

2. Why do people volunteer for children’s and youth ministry? Have you volunteered in the past? What were your motivations? Making teams work: recruitment, supervision and training Volunteers

3. Motivations Seeing a need and feeling they can help meet it Strong personal drivers – ‘I’ve always volunteered’ Family example Desire to serve – ‘I want to give something back...’ Personal commitment to the cause e.g. a youth worker saved my life… A need to be needed Friendship / social reasons Personal – even selfish – motives – ‘To get out of the house’ Guilt – ‘If I don’t no-one else will and it’ll close down’ Gaining fulfilment Spiritual drive / religious faith Desire to be part of a team Simply because they’ve been asked Making teams work: recruitment, supervision and training

4. Daniel Goleman: ‘The fundamental task of leaders... is to prime good feeling in those they lead... the primal job of leadership is emotional.’ If that is true, then recognising our volunteers motivations for volunteering at your children’s or youth group will help us to ‘prime good feeling in them.’ Richard Steel: ‘Many recognise , and are quite open about, the good that volunteering does to them, as well as the good done by them.’ Making teams work: recruitment, supervision and training

5. Some issues around volunteering today Younger volunteers tend to volunteer for one-off events (e.g. Holiday clubs, Spring Harvest etc ) rather than week in week out Many people can’t afford to volunteer – need to work instead Larger commitments in other areas of their life Families spread out – weekends often spent visiting family University students need to work during holidays Are there any other issues around volunteering today? Making teams work: recruitment, supervision and training

6. ‘Volunteers today demand, whether explicitly or not, more time from those who lead them. They respond to appraisals (formal or not), mentoring, regular reviews, volunteer agreements. Gen X and Y are used to them in their working life and they expect their leaders, even in voluntary situations, to be professional.’ Making teams work: recruitment, supervision and training

7. Safer recruitment Job or role description Application and r eferences Confidential declaration Interview DBS check Decision to appoint Probationary period Induction & t raining Accountability Making teams work: recruitment, supervision and training https:// www.churchofengland.org /safeguarding/safeguarding-e-manual/safer-recruitment-and-people-management-guidance

8. Good Induction. What did you want to know when you started? The vision and aims Key people they need to meet Relevant policies – child protection, health and safety etc Relevant procedures – how things are done, team meetings, other people’s roles etc Practical issues of where things are kept, how equipment works 2) Clear expectations Two-way expectations: what are your expectations of your volunteer and what are their expectations of you and what they’ll be doing? Making teams work: recruitment, supervision and training

9. 3) Tasks and Roles which, wherever possible, are tailored to the volunteer 4) Training and Development both formal and informal. 5) Rewards – Jesus spoke about reward for service (Matt 5:12, 6:4, 10:41, 16:27, 19:29). 6) Ownership – talking about ‘us’ rather than ‘you.’ Good chance that other volunteers will outlast you, especially if you’re a paid worker. Williams: ‘Ownership is grown through the involvement of volunteers in planning processes, decision making and evaluation and through regular consultation.’ 7) Support , supervision and accountability Making teams work: recruitment, supervision and training

10. Supervision & Management Making good use of your supervision Accountability Mentor Your responsibilities over others Review sheets Appraisals Aims and g oals to encourage growth Keeping a team on board Model what you want to see your leaders doing with your young people. Making teams work: recruitment, supervision and training

11. Your leaders / helpers should know your aims and goals (overall and specific) what you expect of them (behaviour and role) good safeguarding practice how to head up safely if you’re not there what to do if a young person discloses information of a safeguarding matter what the theme for the week/term is all about how to relate to the children or young people (what is appropriate) the boundaries of the group and how to discipline other areas of training covered by Aurora… Making teams work: recruitment, supervision and training

12. Opportunities: We are here to serve our volunteers as well as our young people – so how can you serve yours? Enabling people to volunteer on a one-off basis might help secure them in the long term. Volunteering opportunities provide people with different experiences to their work and family life Provides a sense of community and ownership for volunteers Making teams work: recruitment, supervision and training

13. Everybody can be great. Because anybody can serve. You don’t have to have a college degree to serve. You don’t have to make your subject and your verb agree to serve. You don’t have to know about Plato and Aristotle to serve. You don’t have to know about Einstein’s theory of relativity to serve. You don’t need to know about the second theory of thermo-dynamics in physics to serve. You only need a heart full of grace and a soul generated by love. Martin Luther King Jr. Making teams work: recruitment, supervision and training

14. Module Three: Managing the Ministry