Creating a Campus Pastor Pipeline
One of the greatest needs of a growing organization is to have people ready to step into leadership roles.
Preparing future Campus Pastors (CP) is particularly important because they are the culture and quality carriers of the organization in new areas of the communities we serve. An effective CP pipeline and development plan should have a balance of standardized elements that every candidate experiences, as well as customized elements that are tailored to each unique candidate. Plans should be based on the competencies that are required to succeed in a well-defined role. We should aim to craft development plans that consist of diverse learning experiences (classroom learning, experiential learning, shadowing, practical training, etc.).
In order to create consistency in campus pastor development, appoint someone to “own” the development plan for each candidate. This person will feel the weight of holding the candidate accountable for carrying out the plan, coordinating development opportunities, and evaluating the candidate’s progress along the way.
Here are some key elements you can include in your development pipeline to regularly identify and develop future and current campus pastors:
01 | Clarify the Campus Pastor Role
Create a Campus Pastor Profile by defining the traits & competencies of a Campus Pastor.
Competencies are the skills that a Campus Pastor needs to be proficient in to excel at their job.
Traits are the innate characteristics that could enable a candidate to lead in a particular context.
**Both of these elements can be used to identify potential candidates and also develop areas that could prepare them for performing the role.
Create a Campus Pastor Job Description to define responsibilities & results for the role.
Having a clear overview of the responsibilities, expectations, and desired results for the Campus Pastor role allows your organization and the candidate to share the same vision for success.
02 | Identify Campus Pastor Prospects
Using the Campus Pastor Profile and Job Description, aim to identify three people for your pipeline for every one job opportunity.
Having a “bench” of talent prepares you for new roles to fill, as well as turnover of existing roles. Remember to also apply these tools to evaluate external candidates. Typically, highly competent external candidates will need time to learn your culture and processes as part of their onboarding to the organization.
03 | Orient and Onboard New Campus Pastor Hires
New hires, both internal and external, will benefit from formal orientation to the organization. We cannot assume that a person who has already been an employee or volunteer is fully familiar with the systems and processes a Campus Pastor will oversee. Take time to review with them:
Reporting relationships within their teams and with their direct leader. Include peer collaborators and central department contacts they will work with on a regular basis.
Demonstrate systems and standard tasks. Take the time to show them the systems they will utilize and the tasks they will regularly perform.
Review metrics tracking and responsibilities in key areas of their campus that indicate healthy engagement in ministry activities, healthy team participation, and operational excellence.
Establish meeting rhythms with their leader, their staff, and their peers. Make sure your new employee knows how to prioritize their calendar time to connect with their team, community, and counterparts.
04 | Develop Personal Potential Throughout The Process
We can never assume that a member of our team has fully been developed in their leadership potential. Our ongoing relationship and investment in our team help people perform well in their role and, in turn, develop others.
One-on-one coaching is a great forum to identify the strengths and opportunities of an individual, to set personal and professional goals, and to have developmental conversations for critical thinking and problem-solving.
Group development allows for peers to grow together. Use peer meetings and communication, central/campus collaboration meetings, conferences, trainings, and practical exercises to continue to sharpen the collective skills of the team.
Need help implementing these steps? Join our 2-day in-person Campus Pastor Training to equip Campus Pastors and Executive Leaders for clear, confident, and healthy leadership. Click here to learn more.
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