Although we may think of administration as merely managing how a church operates, it truly is a ministry of the church; a large part of administration is about how we are in relation with one another and how we live out the congregation’s mission. I’ve found that a congregational covenant or covenant of right relations, like the one we developed at Emerson, can be a powerful tool in making that clear.

I believe that relationships move at the speed of trust, so I seek to develop a collegial, respectful, and personal relationship with lay leaders and with church staff.

I’ve hired and onboarded multiple church staff. I believe it is essential to be clear and direct about expectations. I trust those I work with and prefer to delegate tasks and check in on progress, rather than micro-manage. For more experienced/motivated staff, I provide overall expectations and mostly stay hands-off. For less experienced/less motivated staff, I offer more directive leadership.

Prior to congregational ministry, I served on a church board during a ministerial transition and worked as an office administrator. These offered me valuable insight into how church runs from different perspectives. And my administrative experiences have taken place in congregations of four different sizes, with varying governance models.

In my experiences with church leadership, I’ve found that clarity about leadership roles and expectations are essential, regardless of a church’s size. And how important effective administration is in supporting the congregation to live out its mission.