Replace Yourself

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And who better to fill your shoes than a fully trained
intern?

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That’s right! Replace yourself!

No, I’m not telling you to leave your position at your church;
I’m just saying that excellent children’s ministers train their
replacements — at all times. This kind of leadership development
is wise for several reasons:

  1. As your ministry grows, it’s crucial to add staff who are just
    as equipped as you are to maintain momentum.
  2. In the unexpected, though highly likely, development that
    you’re called to another church or elsewhere, and your position
    suddenly becomes available, it’s desirable not to have a long
    vacancy in your position.
  3. As you equip others, you inevitably come across that gem in
    your volunteer pool who can and should do more than one hour a
    week!

One leadership development avenue many churches have taken is
hiring an intern. Interns can serve for just the summer or all
year-round — and interns can be all ages.

Life-Changing Experiences

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Before you object to hiring an intern for the summer because
your church may be in a hiring freeze or may be too small to add
staff or even too isolated to attract a person for ministry, read
these firsthand accounts of how an internship literally changed the
course of these young people’s lives.

• Molly Carr, youth pastor at Trinity Episcopal Church in The
Woodlands, Texas — For Molly, the chance to intern at her church
was a chance to “see what youth ministry was like before I made a
commitment to do it full-time and to see if I was really
called.”

Molly was an unpaid intern at her church, helping out where
needed but focusing on the particular aspects of ministry related
to children and youth.

“The thing I most benefited from in my internship was that I was
around people who mentored me,” Molly says. “There was someone who
was walking the walk, and I could also walk this way. They would
follow up the words they said with a lifestyle that mirrored it.
Second, there were some practical things. The hours I put in –
it’s definitely not a 9-to-5 job. There was paperwork involved. I
had to keep a group of kids quiet while I wanted to talk. I
realized, finally, that I did have a call to full-time
ministry.”

For Molly, her call to ministry came with practice, real
responsibility, and real hands-on mentoring during an intentional
program geared specifically for her. And it didn’t cost the church
a thing! Molly believes so much in the value of internships that
she has internship opportunities in her church now.

• Sarah Warren, children’s ministry intern at First United
Methodist Church in Lakeland, Florida — Sarah’s a sophomore at
Florida Southern College with a double major in religion and
philosophy. First United Methodist Church, like many churches,
recognizes that because of promising young people such as Sarah,
valuable leaders are literally closer than one might think.

“I’ve worked at this church since I was in sixth grade and just
moved up from there,” Sarah explains. “In order to become an
intern, I had to wait until I was 18, and I started in January of
2003.”

For Sarah, the best thing about being an intern is “all the
different experiences and programs I get to work in. I get to write
curriculum for our children’s worship every Sunday morning. I get
to participate in activities like skate night and Bible-study
sessions, and I get to go on fun trips. I just love the people I
get to work with in the office.”

For Sarah, her years of volunteering and now interning have
whetted her appetite for more. “I want to be a pastor in a church
or teach college.
This internship assists me in my future plans by helping me think
on my feet and work out of my own jams. I’ve been taught great life
lessons about when to hold my tongue. It has helped me with people;
I am much more capable of striking up conversations with church
volunteers and working in and out of every office at church.”

Success Tips

Before you find an intern, think through all these issues.

• Integrate interns into all of church. Like most churches, the
children’s ministry department must work in cooperation with the
other departments when they compete for space in the building or on
the calendar, and Sarah gets to learn from all that
negotiation.

When I was an intern at Quail Lakes Baptist Church, associate
pastor Wayne Bibelheimer took me with him to a funeral for one of
our church families. He was not my mentor or my supervisor, but he
felt it would give me good exposure to the full workings of the
church. I can honestly say that now, 20 years later, that memory
stands out as one of the more formative moments of my decision to
enter ministry.

By the way, one of the best training opportunities I had was
attending at the weekly staff meeting led by the senior pastor. I
was able to see how a church functions, why decisions are made, and
what truly constitutes important issues facing a church.

• Empower interns. What’s probably a vital component to
preparation for real-life, full-time ministry is that Sarah isn’t
micro-managed by her children’s director. Instead, she’s is
empowered to try things, take risks, and learn from her own
mistakes, if necessary.

“Right now I’m working on Sunday school signage for the fall,”
Sarah says, “and this was assigned to me, but I am free to do what
I want with follow-up evaluations and review.”

• Delegate more than mundane tasks. There’s a danger in
recruiting and supervising an intern: It’s tempting to jettison all
the mundane or routine tasks to this person. Elevating their status
to little more than an errand-runner doesn’t equip them for a
passion to minister. Of course, they should do some of the mundane
tasks of ministry because, let’s face it, how many of us ever get
rid of the mundane tasks? As Sarah explains, the worst thing about
being an intern is “the grunt work! Having to pick up what other
people cannot or did not take care of.”

My years as an intern confirmed my own calling to children’s
ministry; gave me valuable practical, hands-on experience; and
exposed me to the inner workings of a church. I was able to sink or
swim on my own, develop programs from start to finish, and recruit
the volunteers needed to sustain a growing ministry to more and
more children.

Molly says the ideal program for interns is to “serve Christ in
a different way, to determine their call for ministry…We pull back
the curtain of what ministry really is…it’s not all programming,
going to Six Flags, or being a big kid yourself. We don’t just ask
about what they did but where they are in their spiritual life. Are
they being fed, are they doing what they need to do in order to be
a Christian themselves, are they listening to God? I need to hear
that, and it is the secret to staying in ministry!”

• Determine why you need interns. Before you find them, first
know what you want to do with them. You may assign them specific
programs such as day camps, Sunday school programming, vacation
Bible school, or other events. You may even enlist their help to
supervise some of your departments — sort of a supercoordinator –
on a Sunday morning as you give your regular team time off to
recruit for the fall.

By the way, go ahead and assign your intern the task of
recruiting — at least for part of your program. The bulk of
training for any children’s minister-in-training should include
what we all know fills up the bulk of our day: recruiting!

Two other real-life experiences that are often overlooked in
colleges and seminaries are budgets and interpersonal
relationships. Make sure your intern is in an open area where phone
conversations are fully exposed to good mentoring, accurate
feedback, and genuine accountability.

• Budget how interns will live. Are you going to pay a salary?
Sarah is paid part-time year-round for $8 per hour. Will you allow
an intern to work part-time elsewhere? Will each intern have a
place to stay — either with a family or at your church in a spare
room? Who’s going to feed your interns?

Molly says she doesn’t pay her interns. Instead, she says, “I
will pay for them to do continuing education. We have a school for
youth ministry in our diocese, and they can receive a certificate
in youth ministry. We can’t afford to pay them. They’re part-time
and need to work the other part of the time. So they need to live
in the area and might live with someone in the church.”

• Coordinate with other internship opportunities in your church.
One church has four interns each summer who share a house on the
church campus and who connect in ways that go beyond the prescribed
program for that summer.

Coordinating with your entire church makes talk of budget much
more comprehensive and compelling.

Finding Interns

So how do you find these interns who are eager to learn,
inexpensive to keep, and just waiting to help your programming rise
to the next level?

• Begin within your congregation. Advertise in early January
(colleges say to begin advertising at least one semester before the
internship will begin) within your denominational newsletter,
monthly church newspaper, or weekly bulletin. You might be
surprised to discover that there’s a grandparent of a collegian
who’s looking for summer experience in your congregation.

• Advertise at local colleges or universities. Placement offices
in most Bible colleges and universities are more than willing to
assist you in writing an attractively worded position
description.
Most colleges even have a room to loan you if you’d like to conduct
on-campus interviews or simply set up an information display table.
Don’t forget specific departments such as education, religion, and
children’s ministry to list summer internship opportunities that
will be promoted by the professors themselves.

Having interns can expand your vision for leadership development
and at the same time increase your program’s effectiveness.


Keith Johnson is the National Field Services Manager for
Group Publishing, Inc. Please keep in mind that phone numbers,
addresses, and prices are subject to change.

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