Summary

This video discusses strategies for recruiting and training youth ministry leaders. It emphasizes the importance of building a healthy leadership culture, identifying ideal leader qualities, designing a recruitment strategy, and following up with potential leaders. Various recruitment methods are suggested, such as personal recruitment, storytelling, open houses, and ministry fairs. The video advises against stealing leaders from other ministries and being desperate or guilt-tripping people into serving. It stresses the need for continuous recruitment efforts and creating opportunities for potential leaders to initially serve in more minor roles.

Main Points

Building a Healthy Leadership Culture

Before recruiting new leaders, it is crucial to assess and address the health of the existing leadership culture. A healthy culture welcomes new leaders, has clear roles and responsibilities, and is prepared to effectively onboard and support additional leaders. If the culture is healthy, it can save the efforts of recruiting new leaders, who may feel unwelcome or supported, leading to their departure.

Identifying Ideal Youth Leader Qualities

Identifying the desired qualities and characteristics of ideal youth leaders before recruiting is essential. This helps avoid accepting anyone who says yes, which could damage the existing culture. Ideal qualities mentioned include loving God, loving students, connecting with students, being a role model, being committed and faithful, and possessing relevant giftedness.

Designing a Recruitment Strategy

Various recruitment strategies include personal recruitment (the "Jesus model"), storytelling about life change and successful leaders, open houses, open leadership training events, ministry fairs, and live announcements. To attract quality leaders, it is advised to "ask big" by sharing the ministry’s vision and impact and "ask small" by providing detailed information, such as job descriptions and applications.

Following Up and Continuous Recruitment

Effective follow-up with potential leaders is crucial, including circling back, addressing questions, and communicating roles and expectations. Recruitment should be an ongoing process, with annual campaigns, seasonal efforts, one-on-one conversations, and creating "first serve" opportunities for potential leaders to get involved in more minor roles initially.

Action Items

• Address any issues, ensure clear roles and responsibilities, and be prepared to onboard and support new leaders effectively to build a healthy leadership culture.

• Identify the desired qualities and characteristics of ideal youth leaders for your ministry context.

• Design a recruitment strategy that includes personal recruitment, storytelling, open houses, training events, ministry fairs, and clear communication of roles and expectations.

• Follow up consistently with potential leaders, addressing their questions and concerns and providing opportunities for them to gradually get involved.

• Implement continuous recruitment through annual campaigns, seasonal initiatives, one-on-one conversations, and creating "first serve" opportunities for potential leaders to get involved in smaller roles initially.