an Internal Communication Strategy

Earlier this year I made a job change when I accepted the position of Executive Pastor at Rivertree Church. Through the interview process I learned that one of the most important tasks of this 'new' position was to facilitate communication between and through all the leadership teams.  After a few weeks on the job I have designed and begun to initiate the following 'Internal Communication Strategy.' Take a few moments to read this and then help by leaving comments answering these two questions:

Rivertree…an Internal Communication Strategy

 

Proper internal communication ensures that all the key leadership understands the organization’s mission, vision and strategic plan. The four key leadership roles at Rivertree are: Lead Pastor, Elders, Trustees and Staff.  A continuous flow of information between thesegroups is essential to implementation and accountability of actions toward reaching desired goals.

The Lead Pastor is a member of the Elder team and also is the main mission and vision caster.

The Elder’s responsibilities include: setting vision and strategy for church ministries, mission endeavors and personnel.

The Trustees keep watch over the resources of the church including: finances, facilities and properties.

The Staff are in the trenches daily implementing vision and mission through ministry operations.

The Executive Pastor is the member of the staff whose function includes overseeing operations and implementing strategy. The position also acts as the catalyst for an internal communication strategy between Rivertree’s leadership teams.

Continuous and open communication channels are essential to Rivertree's mission, strategy and operations. Here is a look at some communication steps that facilitate internal communication.

1. Lead Pastor - Executive Pastor a.  Meet weekly with the Lead Pastor to hear what is most pressing on his radar screen. Also, debrief with the Lead Pastor concerning Elder and Trustee meetings. (See more information on these meetings in the following points.) b. Be included in Elder and Lead Pastor communications which often are catalysts for Elder meeting agendas. (Elder meetings are held twice a month.) Work with the Lead Pastor to set the Elder agenda.

2. Elders - Executive Pastora. Be a part of Elder meetings, mainly as observer, but also be one of the agenda items: Executive Pastor Report. b. At the end of each Elder meeting the Executive Pastor recaps to the Elders what he feels needs to be communicated to the Staff and Trustees, giving opportunity to Elders for additions or deletions. c. Communicate to Trustees and Staff the Elder's agreed upon communication points, through meetings and/or email.

3. Trustees - Executive Pastora.Work with Trustees to set their meeting agenda. b. Meet every other month with Trustees. At the end of each Trustee meeting recap to this group a list oftake-aways that need to be communicated to the Staff and Elders, giving opportunity for additions or deletions to the list. c. Email to Elders a follow-up from Trustee meeting.

4. Staff - Executive Pastor a. Communicate through meetings and email important information from Elder and Trustee meetings. b. Invite the staff to submit discussion items to be included on either or both the Elder and Trustee meetings.

5. Elder - Staff - Trustee a. Initiate a quarterly joint Elder and Trustee meeting where staff members are given opportunity to report about their ministry and Elders and Trustees talk face-to-face about important issues. b. Establish a monthly email to Elders, Trustees and Staff focusing on: - Ministry “Accomplishments,” - what staff is *Working-on,” - what “Issues” staff and/or church may be facing and - who is taking the lead on the “working-on” and “issue” items.

The key to this internal communication strategy is someone paying attention and being intentional to gather and distribute information.

Would you use this model?

Did I miss something?