Whenever a ministry grows or changes, the structure typically requires evolution, too. It’s tempting to review and modify every role—except your own. I know this from experience.
The faith-based organization I lead has logged 20 straight years of expansion, with the most aggressive growth taking place during the past 5 years. We frequently realigned staff and responsibilities in earnest attempt to keep pace, but eventually we reached a point where we needed a new perspective; specifically, a fresh look at my role as president. Gulp!
Many months of challenging conversations took place with the board, advisors, and my wife (she serves as my top advisor on all issues, possibly a topic for a future article). A clear conclusion emerged: for the organization to thrive, we needed someone working not just for me, but, most importantly, alongside me. In our structure, the title for this new role is Executive Vice President. Many churches use Executive Pastor. In simple language: the #2 leader.
To determine what we needed this #2 leader to actually do required deep discussions about my strengths (short list) and weaknesses (much longer). Why? To ensure the left hand and right hand don’t fumble over one another. Or kill each other. We needed to consider all this before filling the position to ensure hiring the correct person. In addition to listing specific tasks and responsibilities, we gave consideration to temperament, motivations, and aspirations.
How can you do this? Maintaining the “hand” motif, consider the following when looking for a #2 at any level of leadership in a ministry:
1. Hand-offs. The #2 must possess passion to take initiatives and responsibilities—and run with them, producing strong results. This level of self-initiative requires fully embracing both halves of empowerment: authority and accountability. Watch out for anyone who longs for authority without accepting accountability. Critical to this taking place is a #1 who is willing to hand off empowerment.
2. Hands-free. The #2 will need to function well without needing involvement in everything. He or she reports to you, so a portion of the work—especially your portion—will occur outside of his or her scope of responsibility.
3. Little or no hand-holding. The #2 who can work well on his or her own will deliver a big gain to a ministry’s overall leadership because the top leader will gain capacity. The #2 who requires constant and detailed direction or management will prove more weight than worth. Oh, how #1 longs for a low-maintenance #2!
4. Handshake. The #2 must make and, of utmost importance, keep commitments. Always. No exceptions. Seriously. Trust acts as a clear make-or-break character quality for keeping a position. Yes, trust works both ways between the two leaders.
5. Raise a hand. The #2 who asks questions to gain clarity, not seek direction, is a person destined for a great leadership run. The telltale sign: Asking a question just once.
6. Hands to yourself. Both #1 and #2 should feel intense comfort in their roles. The #2 does not deep-down desire to be #1, and the #1 understands the irreplaceable value #2 brings.
Bonus item: Craft a list of five accountabilities for each position. Ensure the two sets contain no items that overlap, and deliver complete clarity to each role. The board should review both together—never one list without the other. Then comes the oil that will keep the leadership engine running smoothly: commit to candid and ongoing discussions about the lists. The overall success of the #2 position comes from the level of healthy and honest communication with #1.
When given careful consideration and deliberate ongoing attention, setting up a #1 with a #2 will equal a big high-five. I now know from experience.
David Staal, senior editor for Building Church Leaders and a mentor to a second grader, serves as the president of Kids Hope USA, a national non-profit organization that partners local churches with elementary schools to provide mentors for at-risk students. He also chairs the advisory board for a nearby college and served ten years in leadership for a local church. David is the author of Lessons Kids Need to Learn (Zondervan, 2012) and Words Kids Need to Hear (Zondervan, 2008). He lives in Grand Haven, MI, with his wife Becky. His son Scott and daughter Erin attend Valparaiso University.
