by Shawn Lovejoy: Over the course of 2019 we released a lot of free content at CourageToLead.com, helping so many leaders and teams grow healthier and grow faster! You seemed to connect with our blog posts, podcast episodes, and, for today’s post, our Free Downloadable Resources.

The Free Downloadable Resources we released at CourageToLead were downloaded at a high rate in 2019. Many of you have used these to jumpstart change and improvement in your organizations, among your teams or in your personal leadership. Your downloads have proven what resources you found most helpful, so here they are…

Here are the Top 5 Downloaded Free Resources from 2019!

Setting Goals That Stick

Set goals that get things done rather than allowing good ideas to get lost in the land of poor execution. This free guide to setting goals that stick can be your roadmap.

Performance & Development Review

Take your team to the next level in how you review and develop them. Use this free template as your guide.

15 Ways to Have Drama-Free Conflict

Conflict is inevitable. Drama is a choice. Use this guide to deal with conflict in healthy ways with your team and unleash culture that other leaders want to be part of.

5 Purposes of Meetings

Meetings don’t have to be miserable. Discover the power of meetings in this free guide.

Taming Your Schedule

Calendars seem to manage chaos more than create momentum. Make the right changes to your time management and finally tame your schedule using this free guide.

Have a plan for your organization to breakthrough without causing you personal break down? We want to help!

Assess Your Growth Potential

Tackle The Tension Points

Eliminate Drama on the Team

Create a Plan for Healthy, Fast Growth!

Start by scheduling a Free Strategy Session

Source: Rewind: Your Favorite Free Resources From 2019

The post Rewind: Your Favorite Free Resources From 2019 appeared first on Passion for Planting.

by Patrick Bradley: Should you give your church plant staff fundraising requirements? You could have a bigger staff if they could offset some or all of their own salaries.

Every full-time, vocational church planter should raise funds for their plant. It’s as least as much for the vision casting practice as for the resources. But you can certainly get more ministry and community service done with more resources.

Which could include having more staff. More staff means more volunteer leaders recruited and equipped. Many hands make light work, right? But more staff comes with a price tag.

What to Consider

So you’ve decided to give your church plant staff fundraising requirements. If they’re self-funding their position (you can’t otherwise afford them), then it starts to look like “we’ll pay you what you raise.” There are different ways to structure it, but whatever you do should take into consideration:

what to do if they come up seriously short: you may not be able to make up the shortfall
what to do if they raise more than expected: they shouldn’t be able to double their salary on their own effort

Common Fundraising Requirements

Here are some of the setups I’ve seen over the years:

Staff raise a certain goal as a matter of job performance; if they under-perform, their hours or even their position can get cut
Staff raise the equivalent of half their salary and the church plant pays the other half (which usually means the church planter is raising it); sometimes it’s understood that ‘their half’ is correlated to their performance, so if they under-perform, they take a pay cut by as much as their half
Staff raise the equivalent of their entire salary and with that same performance correlation; anything extra raised over and above that amount in a month gets banked for the next month like rollover minutes

Strictly speaking, I’m not sure that’s it really fundraising in the IRS sense; your staff are really just inviting people to give to your church for intangible religious benefit. They’re not out selling cookies or asking for junker cars.

But you still want to avoid the inference or appearance that they’re getting paid a commission or bonus for raising funds. I hope for obvious reasons. So don’t say (or put in writing) that they’ll get paid what they raise. Figure out how to tie it to job performance and job requirements.

If that seems too complicated, at least don’t take the cheater way out and pay them by stipend.

You’ll have to decide for yourself whether to give your church plant staff fundraising requirements. If you do, it doesn’t have to be too complicated, and there are growth opportunities for your staff built in.

The post How to Give Your Church Plant Staff Fundraising Requirements appeared first on Church Planting Tactics.

Source: How to Give Your Church Plant Staff Fundraising Requirements

The post How to Give Your Church Plant Staff Fundraising Requirements appeared first on Passion for Planting.