Friends! I’m kinda’ laughing at myself, right now. This journey of career change has reignited my quirky love for vision boards, spreadsheets w/ formulas and metrics. Now… there are many people who are over-the-top crazy about these wonderful little tools. I don’t think I hold a candle to them. But I do love a good at-a-glance spreadsheet that tells me I’m making progress… on pace… moving in the right direction.
As I submit resumes, write cover letters, send thank you emails and schedule interviews I track my progress on a trusty little Google sheet. (I heart google). I was using a pretty basic layout until a friend (WAY smarter than me) shared a great tool from themuse.com. I’ve made my own modifications, but generally use the “my progress” tab just as it was created.
My key modification is a second tab to track my research. You see, as I search for this next chapter of my career I want to know more about the organization in consideration.
Is it a good fit for me?
Will they offer the kind of work environment in which I can thrive?
What do others have to say about their experience in that organization?
When it comes to finding the best company to work for, these are critical questions to ask. Maybe the right job is offered… but is it with the right organization? That’s what makes the powerful step of research so helpful. As I’ve crafted and honed my tracking sheet, I’ve leaned on five key websites to help me ‘grade’ an organization. Maybe you’d find them helpful too. 🙂
Glassdoor: A great resource for finding out what current and former employees have to say. You can get a sense of what the organizational culture is like, as well as the work environment.
Indeed: This job search engine also offers employee reviews. You can search for a specific organization and see what others have to say about it.
LinkedIn: It’s not just for networking. The key statistic I track here is the average number of years employees stay in the organization. When people choose to stay, there’s a good chance the culture is worth sticking around.
Great Place to Work: I only just discovered this one. It’s all about identifying the best companies to work for. They conduct research and surveys to determine which companies are the best in terms of culture, benefits, and overall employee satisfaction. It’s trickier to search but when I find an organization of interest, the information is a gold mine.
Comparably: This website allows you to compare different organizations in terms of salary, benefits, and company culture. You can see how one company stacks up against others in the same industry.
As I’ve tracked this information, I feel more empowered to know what organization could be a better fit for me. I already know when I’m responding to an email or talking with a recruiter which organization I might be willing to sacrifice on a benefit or two knowing the organization is worth my investment. i confess, I’ve never taken this approach before. And I wish I’d received that advice years ago.
So… my friends… (particularly those of you that are crazy smarter than me)… that leaves me with one parting question.
I don’t know that I’ve thought much about the affects or depth of change until now. Not sure I’ve ever considered how I felt about change until I had to face the prospect of what I face today.
A significant career change (among other things… but that’s for another day).
As someone who has been in the same career for 20 years, the thought of transitioning to a new field is both exciting and intimidating. While I’m a sucker for new opportunities, the fear of the unknown and the possibility of failure are REAL. I’m sure I’m not alone. I’m sure what I feel is normal…
the fear
the doubt
the uncertainty.
But despite all of this, I know it’s never too late to make a change and explore how the path to living out my passions might be found on a map I’ve yet to explore.
So… as I explore, I thought I’d bring you with me, my friend. (you’re welcome)
And since transparency has always been a high value in this space, you’ll get to see all of it… the good… the bad… the comedic interlude… all of it. And maybe… hopefully… amidst the mess of my wrestling you’ll find a nugget that encourages you to try something that scares you. I have a dear friend that used to tell me, “Do it scared.”
So… that’s what I’m doing. I’m doing it scared.
In fact, here are a few fears with which I’m actively wrestling. And overcoming feels like an endless exercise in resilience:
Fear of the unknown:“What does the future hold? Can I find a job in a new field? Can I translate the skills I’ve developed in the non-profit space to a new environment?” Feeling anxious about these is likely normal and maybe even worse than reality. So, to combat the fear I’m working to do my research and try to gather as much information as possible about this new field and the job market. Project & Program Management appear to be solid segues into the corporate space. So, that is where I’ll focus first.
Fear of failure:“This feels too risky. What if this doesn’t work out? At least I know the non-profit space and it’s common pitfalls. What if I can’t be successful in this new field?” This fear of failure is especially daunting for me. Maybe because I’d been in my previous career for a long time and built up a certain level of success. So, today I’m reminding myself that failure is a natural part of life and an opportunity for growth. When I consider the story I want to tell on the other side of this, I don’t want fear of failure holding me back from trying something new.
Fear of being too old: “Have I missed my opportunity? Is it too late for a career change?” Let’s face it. I’ve invested two decades in my previous career. But I’m compelled to remind myself it’s never too late to learn and grow. The previous 20 years hold the potential to be a set up for the next 20 years. And I believe the best is ahead.
Fear of financial insecurity: “Is my inexperience in a new field a financial liability? Will I have to accept decreased salary just to break in?” Breaking into a new field often means a decrease in salary, at least initially. And that feels scary. Yet I strive to remind myself that I can do anything for a season if it’s worth it in the long run. Especially if the work offers more than just a great salary.
So, as the new year gets off to a running start, I’m in the throws of some of the biggest changes I’ve ever experienced. The career change is but one.
If you’re into journaling, here’s the question I explored with my journal today…
What would my previous leadership say to my future employer about what I offer to their organization?
It’s been a minute since posting at ginamcclain.com.
You may remember a few weeks ago I announced another project I’m working on with the illustrious Cindy Fiala. We launched a series of conversations on a vodcast called “There’s That”.
We’re two chicks with questions ready to tackle tough conversations that disrupt our leadership.
And this latest conversation certainly did that.
We had the privilege of talking to the authors of the book, Tough Stuff Parenting. And our conversation focused in on the challenges that come with parenting in ministry.
You’ll love this listen. So, hop over to our There’s That site and listen in for great guidance on parenting through tough conversations.
There’s a lot to think about when it comes to re-opening your kids and student ministry environments.
And it can begin with your volunteer team.
In this extra episode of the Orange Kids Podcast, we talk with Allison Leamon from Preston Trail in McKinney, TX about steps she’s taking to care for her team today and prepare her team for what’s coming next.
Leading volunteer teams is what we do. And when we take a moment to put ourselves in their shoes… to better understand their perspective… we discover there are a few key questions they are asking.
Even if these questions never escape their lips.
Want to improve your volunteer experience? Take a look at your ministry through the lens of 5 Things Every Volunteer Wants to Know.
Will I Feel Needed?
A volunteer is giving their time. And they want to know their time is valuable.
If they arrive to serve only to find…
…there’s nothing to do.
…responsibilities aren’t clearly defined.
…someone else is already doing the job.
It’s hard to hang on to a volunteer that doesn’t feel like their time is well invested.
I’ve made the mistake of failing to communicate the goal as I recruit small group leaders. I’ve got an objective in my head I’m trying to accomplish. I want no more than 8 kids in a small group. So, when a small group grows beyond 8 kids, I start recruiting.
But if the current small group leader doesn’t realize their group is larger than we want it to be, they won’t understand when I introduce another leader to their group.
And If the new leader doesn’t know they have ownership in the group (i.e. a portion of the group assigned to their care), then they don’t know where they can contribute. If they don’t know where they can contribute, they won’t understand why they’re there. One or both of these volunteers can end up feeling unnecessary in this equation.
Investigate
Are the responsibilites well defined for each volunteer role?
Is it clear how each volunteer role works together toward a specific outcome?
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Can I Be Known?
Your volunteers want to be known. Some to greater degrees than others. But the premise is the same. At minimum, they want to know that someone knows their name. Most want you to know what’s happening in their world outside their volunteer role.
To do this effectively, you need help. In your busy ministry role, there’s a limit to the number of people you can meaningfully know. That’s where a system of coaches comes in.
Layering coaches into your team expands your span of care and multiplies the number of volunteers that feel known in your ministry. You can’t know everybody. But everybody can be known by somebody.
The truth is, a lot of life happens outside a volunteer role. And a solid team of coaches ensures that someone on your team knows them, sees them and walks with them.
This seems like such a simple question. But it’s a pretty important question. Never assume that what needs to be done is clear. Instead, take the time to clearly define what needs to be accomplished. Not only do you remove amiguity but you honor their time with clarity. And clarity is kind.
Is there a written role description?
Is it clear, concise and actionable?
Are there checklists to follow to eliminate guess work?
Is there accountability so the volunteer knows what is checked and when?
Read & Do
Read the book, Checklist Manifesto, and fall in love with checklists. Then head over to my friend, Kenny Conley’s site and quickly download more ministry checklists than you can imagine. These are editable files that give you a headstart on crafting the right checklists for your ministry. Thanks Kenny!
How do you want me to do it?
The how is just as important as the what. So, don’t lose steam here. You might be standing across from the most talented, intelligent, credentialed person you know. Surely given time and space, they can figure out how to do what you’re asking them to do.
But don’t make that mistake. I did that for too long in ministry. And its simply frustrating for your volunteers. You see, they are giving you what limited time they have. Honor that time by providing the training they need.
Deploy an Apprenticeship Process
Connect them with a mentor volunteer to teach them the ropes. Make sure the mentor and apprentice work off of a checklist that covers the bases of the role and documents your training steps. Fill in the gaps with video tutorials that cover safety training, best practices, etc.
Why do you want me to do it?
Simon Sinek would say this question should be at the top. Maybe it should. But I want to end on it because its the thing that should be remembered above all else. Why?
Why is this important? Why should I show up for it? Why should I continue to invest myself in this?
These are the questions that will scroll through every volunteer’s mind at some point in their jouney. And it’s a fair question. Why is the question that forces you (the ministry leader) to refocus on the vision. Why is the question that teases out what’s most important.
Ministry can quickly fill with a lot of busy work. Answering the question ‘Why’ keeps you focused on the actions that move your mission forward.
So, what’s your why?
Another way to answer the question ‘Why’ is to craft a single sentence that defines the win for your entire team. That one-liner can be recycled in announcements, emails, team huddles and a myriad of avenues that remind your team why they do what they do.
Want to know the statement I used all the time for my children’s ministry team?
We measure success based upon the conversations we start, not the activities we complete.
Why? Because as Kara Powell would say, “Doubt isn’t toxic to faith. Silence is.” So conversation is the most important thing we can champion.
Conversations with small groups between kids and a small group leader. And conversations at home between parent and kid.
If we champion conversations in these key relationships, we move the mission of leading kids to find and follow Jesus forward.
Craft Your Why Statement
Invest the time to define why your ministry is important. Then graft that statement into your avenues of communication. When you hear others recycle it, you know you’re on track.
Working with Gina was one of the best learning experiences of my career. Gina not only brought a sensible, no-nonsense attitude to the table, she had a way of casting vision that I have rarely seen. In a few short months, she was able to bring our team together with a common mission and goal. She was able to build and help us implement processes and procedures into our systems that had been missing for years.
Gina's strategic mind combined with her deep care of those she leads is a combination that leaves a mark on anyone who is fortunate enough to sit under her leadership. I'm forever grateful for the impact she has had and continues to have on my life.
Gina is willing to listen.
Working alongside Gina and her leadership is a blessing because she allowed me to learn from what I produce from the coaching tools she delivers. As a leader, Gina shows that she is not perfect, and expects imperfection from her team as well.
The biggest aspect that I love about Gina and her leadership is her willingness to listen, and not just look for a solution.
Gina is a strong leader.
She is gifted in strategy, vision, and communication. Not only is she gifted, but she cares deeply for the church and seeing people come to know and understand how loved they are by their perfect Heavenly Father. Gina has great experience in family ministry and has personally helped develop me as a leader for the next-generation!
Working with Gina has been a gift.
Working with Gina the last several years has been such a gift to me! She has a way of asking questions and sharing her wisdom to help you move your ministry in a direction you never thought possible. She helped me take a ministry that relied heavily on one person and create a structure that supported teams of leaders and teachers. Our ministry today has so many people that are owners of their areas of ministry because of the coaching I received. Her counsel in my life personally and with ministry has been such a gift to me! If you are looking for someone full of Godly wisdom and practical advice that will challenge and encourage you along the way, she is it!
Exciting, Rewarding and Challenging
While the world of working in ministry is ever changing, the goal never wavers. Staying true to the vision becomes increasingly important and Gina has an ability to bring clarity to that goal, while inspiring and challenging leaders. Working under Gina's leadership was exciting, rewarding, and challenging. Gifts were brought to light, hurdles were broken and clarity was brought to every situation. Even in the moments of feeling stuck in leadership, movement happened. Gina has a gift for providing the next step no matter where the start point may be, but always in the direction of the end result.
An Incredible Mentor
Gina McClain has been an incredible mentor and coach of mine for the past several years. Her real world experience and humble vulnerability make her advice both wise and relatable. She is great with processing strategic systems, brainstorming new ideas, casting vision, and seeing the big picture. Gina has helped develop me into a much better leader and see things differently with new ways to grow.
Working with Gina was an absolute joy.
She has the amazing ability to take things that seem jumbled and disconnected, zoom out, and bring clarity of vision to any situation she’s faced with. Gina’s a unique leader who isn’t able to just cast strong vision but can actually give you the steps to make it happen! And of course the added bonus is that it’s just plain fun to work with Gina!
She Makes Things Fun
It was one of the greatest honors to lead under and alongside a leader like Gina. She has a powerful gifting to bring clear vision and strategy to teams while also stopping to walk through individual scenarios with care and intentionality. She makes things fun and understandable while leading a team always with the greatest balance of strength through vulnerability and wisdom. I have been changed as a leader because of working with Gina.
Thriving Culture
She guided our team towards a coaching structure, selection of key leaders, and ensured we had an optimal environment to welcome kids and families while not wavering on a safe and engaging experience.Her leadership and guidance not only strengthened the foundation, our team naturally grew because people were seen and known. The team quickly became a community with a thriving culture that people wanted to be a part of.
