How to Avoid Micro- Managing on the Board

By Daryl Busby, Ph.D. Dean, Canadian Baptist Seminary

Here are some practical ways to help church board members get their work done effectively and on time:

• Always begin with prayer. When we pray well, we decide well.
• Determine the purpose of the conversation about each issue: Are we here to Describe the issue, Debate the options, Discern the best choice; or, Decide and move forward? Frankly, rarely can we do all four steps at the same meeting. The Chair and pastor can help to determine at what level each issue currently sits.
• Determine if each issue is actually a Board concern. Ask, “Are there other people better located and informed to make this decision (front line people in the ministry). Where necessary, the Board can develop policies to assist them in making these decisions and provide procedures or processes to guide them. Trust the ministry team or those directly involved!
• Limit the board to foundational potential “bet the farm” kind of discussions and issues. The board should answer questions related to “where will we be in three years”; while more management level ministry teams should answer questions, “where will we be in three months?”
• Remember: micro managing will ensure that we keep repeating the past and not grow. Mission fulfillment demands delegating to appropriate people. That is part of, “equipping them for ministry”.
• Limit conversation for each topic to a maximum of forty five minutes per issue. Discussions beyond that are often merely “spinning wheels” and rehashing what we have already heard. Only go beyond that time period if you remain confident that an action will be forthcoming…soon!

Delegate as much as possible. Reasons to delegate:

• Time: We do not have the time to make all these decisions and sometimes the matter cannot wait until the next meeting.
• Training: Allow people with the expertise to make the decisions. They have the training or talent to address this matter.
• If necessary, have a report back to the board regarding the progress.
• No: this assigned team may not do it as you would have, or even as you would like it done…they will do it THEIR way; and even better than you!
• Work from policies and outcomes. Measure success and effectiveness from the outcomes desired.
• Candidly, “micro managing” can remain a cover for either fear or lack of trust. Sometimes church bullies want to create a filibuster until they get their way. Ask the question, “why do we micro manage?” Granted, sometimes in a crisis, boards need to micro manage…but be careful! Short term only. Rarely, if ever does anything good come from meetings that go beyond 9:30 pm.

Now let’s head home!

 

Five Ways to Function as a Board

Working Board:

• During the beginning of the church or when the church is small.
• Board essentially does the work of the Pastor and staff.
• Board is heavily involved in the work and detail management.
• Short term horizons and evaluations.
• Primary goals are do the work, find more people and raise the money. Busy!

Managing Board:

• When there is a “weak” or new Pastor.
• The Board feels a need to manage the church, or enjoys this aspect.
• Board is hands on and proud. Very active in the ministry.
• Focus is on administration and operations.
• Primary role is to make decisions about many things.
• They like to tell the pastor how to steer.
• Can be found in all sizes of churches.

Governing Board:

• Competent or long term Pastoral staff.
• Church has grown to a point that not all decisions can be processed through the Board.
• Clearer division of duties between Board and Pastoral Staff.
• Policies and Strategic planning dominate the agenda and concerns.
• They hear reports, and delegate much of the work to the pastor and staff.
• Focus upon assessment and accountability issues.

Passive Board:

• Less involved and heavily dependent upon the Pastor/Staff.
• Board approves what comes before them. Little debating and discussion.
• Policies and Vision are weak. Primarily a maintenance work.
• Primary role is to affirm the Pastor and let him do it. After all, he is the expert.
• Little accountability and sense of assessment.

Failing Board:

• The Church is in crisis and the Board seems unsure.
• Financial strain or moral collapse.
• Distrust and urgency to become a managing board.
• People quit the Board.
• The World outside has changed and the church is out of step. Board has little sense of reality.