Finding #18
When asked what changes might improve their level of effectiveness or satisfaction the staff's top three priorities were
- Improve supervisory skills of those managing others through training and coaching.
- Develop better communication among the staff.
- Involve staff members in a planning process so that more clarity regarding long-term vision and direction is understood.
Finding #19
Staff members are mixed in their level of comfort with the transition process. There is a relatively high level of satisfaction with the way leaders are communicating with them and clarity that their work is a good fit for who they are. There appears to be a significant, though typical, level of anxiety about their future employment with the church. It is important to note that more than half of staff members indicate there are staffing issues that need to be resolved prior to the calling of the next pastor.
Finding #20
The current staffing configuration evolved as a way to support the church during the illness of Dr. Chidester and has been maintained during the interim period. This appears to be working well for both the church and the staff. However, with the calling of the next pastor it is possible that significant changes will take place in the organizational structure and management philosophy of the staff.
A final reminder about the forum on January 22, 2 - 4 pm, where we will continue the discussion about the survey results and the succession process. Hope to see you there!
-- Bonnie
