Recruitment issues – It should be made clear that one of the key tasks of team leaders is to be active in recruiting their own teams.The most powerful tool we have in recruitment is the conviction of a team leader actively calling people to be part of their team.Because they have the integrity and commitment to inspire and challenge people to actually come and join them.So I agree with the following recommendation; “Encourage team leaders to play an active role in recruiting team members for their own teams.”In fact, I think it should be the bedrock of our recruitment strategy, alongside developing strong local links with partner churches. Team leaders shouldn't rely on UE to recruit teams for them, but be able to demonstrate a commitment (and possibly also evidence of a existing gift) to be able to call team members to them before they are accepted. Calling people to a vision is such a crucial aspect of leadership that I question any criteria of leadership which doesn't include this! If they feel a lack of confidence here, then perhaps some internal training and even role-playing practice might be appropriate at a national team leader's day.
I also think that developing some formal means of providing short-term mission exposure with teams would be an excellent approach because it would strengthen the work of teams and give people a chance to experience what a UE team is like…so I also really agree with the recommendation that says “Arrange taster weeks or weekends."
Finally, I think the idea of a person specification for team members and team leaders is also an excellent idea…it enables an exploration at interview of everyone's expectations and hopes.
Open Days – we need to create open days which scratch in multiple places for the variety of people who come along to think things through.A specialism of the Anabaptist stream – multi-voiced worship.Or perhaps we can create dedicated Open Days which focus on those who are interested in UE as a concept and distinguish these from Open Days which are focussed on recruitment.
Website – its actually really hard for team leaders to use the website.It would be great if website training were part of the induction process for team leaders.
Recruitment
Recruitment issues – It should be made clear that one of the key tasks of team leaders is to be active in recruiting their own teams. The most powerful tool we have in recruitment is the conviction of a team leader actively calling people to be part of their team. Because they have the integrity and commitment to inspire and challenge people to actually come and join them. So I agree with the following recommendation; “Encourage team leaders to play an active role in recruiting team members for their own teams.” In fact, I think it should be the bedrock of our recruitment strategy, alongside developing strong local links with partner churches. Team leaders shouldn't rely on UE to recruit teams for them, but be able to demonstrate a commitment (and possibly also evidence of a existing gift) to be able to call team members to them before they are accepted. Calling people to a vision is such a crucial aspect of leadership that I question any criteria of leadership which doesn't include this! If they feel a lack of confidence here, then perhaps some internal training and even role-playing practice might be appropriate at a national team leader's day.
I also think that developing some formal means of providing short-term mission exposure with teams would be an excellent approach because it would strengthen the work of teams and give people a chance to experience what a UE team is like…so I also really agree with the recommendation that says “Arrange taster weeks or weekends."
Finally, I think the idea of a person specification for team members and team leaders is also an excellent idea…it enables an exploration at interview of everyone's expectations and hopes.
Open Days – we need to create open days which scratch in multiple places for the variety of people who come along to think things through. A specialism of the Anabaptist stream – multi-voiced worship. Or perhaps we can create dedicated Open Days which focus on those who are interested in UE as a concept and distinguish these from Open Days which are focussed on recruitment.
Website – its actually really hard for team leaders to use the website. It would be great if website training were part of the induction process for team leaders.