This post also appears on the Youth Cartel site and Canadian Youth Worker.
If you've been in any sort of leadership role you will know the reality of being evaluated. It's happening constantly. Parents are looking at you to see if you are trustworthy as a voice of reason in the life of their child. Teens are wondering if they can trust you with who they really are. Volunteer leaders are hoping they can find a faithful cheerleader who supports, encourages and cares for them as they invest their life in the lives of others. And while tests can sometimes help us evaluate the good, the bad & the ugly, at other times I wonder if they simply get in the way of our goal of defining meaning and purpose behind the ministry activity we are seeking to measure.
Over the years that I've been involved in youth ministry as a student, a volunteer and now a paid youth worker, I've discovered that there are 3 predominant themes that permeate the evaluation process from both a programmatic and personnel perspective.
Here are some thoughts on how each of these themes burrow their way into the evaluation process.
Personality - This is perhaps the most contentious aspect of evaluation. It's also the most subjective. Every person in the world possesses a unique personality and make up. Some personality traits are more endearing than others. Different environmental factors can enhance or detract from natural personality quirks. But at the end of the day, some people are going to like you as a leader and others aren't. And they base a lot of their assessment on whether or not they can understand or interact with your personality.
It's important to remember that the way you are wired is the way God intended you to be wired. As Creator, we must trust that God doesn't make mistakes. We aren't asked to be perfect like Jesus, we are asked to follow the way of life that He modelled for us. Perfection is unattainable for us as humans, and therefore we should never seek to personify it. Yes, we can grow in our understanding of ourselves and others, and in our ability to love one another, but we must recognize that we are intentionally flawed and yet still worth knowing and being known. As such, we cannot lament about different aspects of our personality that naturally connect us with people while disconnecting us from others.
Evaluation that is based solely on personality is always subjective. Sometimes it really is about you, and there is nothing you can do about it. Live into who God has created you to be while asking others to love you in the same way. If you hit an impasse in evaluation, you may have to embrace the reality that some personalities will never get along and it may be wiser to move on than to continue trying to create hope or change.
Passion - Passion is most easily defined as burden or hunger...although I do think the word suffering is appropriate to use at times. Passion asks the question: What drives you to move forward? Passion is also contagious. As people interact with you, are they experiencing our passion or are they questioning it?
Having passion doesn't mean doing more or working harder. Sharing your passion means learning to communicate what drives you forward to lead the way you are wired and to do what you do as a leader. If there are questions about your passion, it may be because people don't understand your personality, or it may be because what you are saying and what you are doing don't link up.
If you have passion, it should be seen through what you do and heard through what you say. Sure, we all have our off-days, but is it our passion that drives us to move forward or something else?
Performance - While personality may be the most subjective element of evaluation, performance seems to be the most convoluted. The typical North American church defines success based on the bottom line reality of what is most easily measured (attendance, budget & income vs. expense). We've created different metric systems to try and bring clarity to our performance, but in doing so we may have unintentional creating recurring ripples of chaos that detract from the true goal of our leadership efforts.
It's easy to say that performance should be defined by obedience and faithfulness. But how do you measure it? I will say this, if you are performing well according to whatever contextual metric is in place, questions about your personality and passion become less frequent. But if the opposite is true, questions about both become increasingly prevalent.
If these three elements are in play throughout the evaluation process, where does that leave us in our quest to evaluate and even define success? What do you think?
How can we navigate through the uncertainty of conflict in relationships? Where do we start?
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