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Christine has over 20 years of children's ministry experience. She's the author of 10 books and hundreds of articles related to children's ministry. It's no wonder she enjoys an almost-daily latte to keep her going! She is also the executive editor of Children's Ministry Magazine and serves as Group's children's ministry champion, responsible for research, development, and innovation in children's ministry resources. 

4 Ways to Develop Culture

Culture is your brand. The way your team greets people, deals with challenges, ministers to kids and families, and even says goodbye is culture. The look and feel of your ministry comes from the culture you create. So you can't leave culture up to chance. Here are 4 key ways to develop the culture you want--assuming you already know what that culture is (based on your goals and values).

1. Recruit well. You can't make people be who they aren't. If you want high-energy, motivated, upbeat as values in your culture, recruit those kinds of people. For the sweet, quiet ones, put them behind the scenes. But recruit what you want to project in your culture and then put those people out front.

2. Train thoroughly. Tell your staff over and over "why" they're doing what they do--not just what they do. Coach people to say and do things the way that represents what you value. For example, if you want people to greet guests a certain way, ensure that you give them the exact wording. Focus on the details because it's the details that convey your culture.

3. Overcommunicate. Ensure that everyone on the team knows your values and the culture you're trying to create. This is especially critical when you're building a new ministry and with new people joining your team. Take the time to share your story, dreams, goals, and values with every single person. Give them specific examples of how you've seen the culture you desire lived out.

4. Check up and check in. Regularly check in to see if your culture is alive and well--or if it's becoming a foreign land. Ask others what they feel and see when it comes to your culture; then make adjustments. Ask your staff what they think your culture is; then make adjustments. Culture needs constant fine-tuning to stay on track. The only way this can happen is if you're providing accountability on every level. 

Posted at 09:08
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