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Communication

Raising Up the Timothys

d-MinOut-MissionsWe need to equip young adults to help change their world

I am the product of spiritual genetic engineering. God has placed a passion inside of me to see global change through young people. 

Never in history have we been faced with these demographics—60 percent of young people live in Asia and 90 percent of the world’s youth live in developing nations. These countries are part of what’s known as the 10/40 Window—a geographical region that is the most densely populated and yet the least evangelized. 

Young adults worldwide are facing horrific issues, which we must confront. The average age of human trafficking victims is between 10-18, and 60 percent of those rescued from brothels in South Asia are infected with HIV. Approximately 1 million youth and children are sold into the sex industry annually.

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10 Ways to Reach People on a Budget

d-MinOutreach-Communication
The other day I started thinking about the constraints that we have as churches given today's current economic conditions. With that in mind, I began to brainstorm ways we can continue to improve how we communicate with the people we are trying to reach without spending any money.

Can it be done, even with no budget? Regardless of your church's size, location or community context, you can use the following ideas to engage the people around you, both inside and outside church walls.

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Training the Timothys

We need to equip young adults to help change their worldd-MinOut-Missions


I am the product of spiritual genetic engineering. God has placed a passion inside of me to see global change through young people. 

Never in history have we been faced with these demographics—60 percent of young people live in Asia and 90 percent of the world’s youth live in developing nations. These countries are part of what’s known as the 10/40 Window—a geographical region that is the most densely populated and yet the least evangelized. 

Young adults worldwide are facing horrific issues, which we must confront. The average age of human trafficking victims is between 10-18, and 60 percent of those rescued from brothels in South Asia are infected with HIV. Approximately 1 million youth and children are sold into the sex industry annually.

Those, as young as age 5, are being recruited and forced to serve in combat in nearly 50 wars worldwide. Child labor is another concern in developing countries. Forced labor threatens the physical, emotional and mental well-being, as well as the proper development of a child. The International Labor Organization estimates that 215 million children, as young as age 5, have been forced to work in order to pay off the debts of their parents. 

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Design: The Language of a Generation

From bulletins to Web sites—why the medium sometimes matters as much as the message.

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Working With Firms and Freelancers

Tips for hiring creative help

I'm a big believer in tapping into freelancers because hiring them often means matching the best talent to the right project. Full-time creative people are nice to have on the team, but many ministries can't afford the luxury. Here are some things I've learned through the years:

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Who’s on Your Bus?

Nine keys to building a dynamic team of volunteer communicators

Corporate consultant Jim Collins writes in his book Good to Great about the principle “First Who, Then What” and how it applies to teamwork. When building teams, Collins says, our responsibility as leaders should be to get the right people on the bus—and the right people off the bus—and then determine where the bus is headed.

This is the case when building a church communications team. This group, often powered by volunteers, is central to telling the story of a church community through its weekend services, special events, environmental design, print pieces, community outreach, online sites and more.

Consider these nine principles as foundations that will help you work with and build volunteers for your church’s communication team.

1. Match strengths, not availability. Just because someone is available to help out doesn’t mean it will result in someone helping you out. So what if they know how to use Photoshop. The question is, do they know how to use it in a way that results in outcomes you are expecting? Always look to match the strengths of a volunteer, not the availability of a volunteer.

2. Remember reciprocity. Volunteers are volunteering because they get something in return. It may sound selfish, but it’s just the way we’re wired. Whether it’s in the form of satisfaction, a free meal, kudos, recognition, promotion or just smiles, the concept of reciprocity is alive and well.

Don’t forget this, because when you know what volunteers are looking for, you can better help them obtain it.

3. Realistic expectations. Be realistic about the expectations you have for volunteers. Expect too little and you’ll never cause them to rise to the challenge. Expect too much and they’ll feel like they failed you. Communicate upfront what you’re expecting and give them opportunity to respond.

4. Spend more time on the front end. The more time you spend upfront talking through the project or outcomes, the more the volunteer will feel enfranchised and enabled. The more we sow upfront, the more we reap on the other side.

5. Educate, enfranchise, empower. Educate volunteers on everything you can about your project or expected outcomes. Graft them into the team that, with their help, is part of making this project happen. Give them the tools they need to accomplish your expectations.

6. Seek out the troublemakers. Consider the volunteers who don’t always play by the rules; the ones who test the limits; the ones who color outside the lines; the ones who talk back a little; the ones who require a little extra faith on your part to let go.

7. Hire strength, manage weakness. I employ people for their strengths, knowing I’ll have to manage around their weaknesses. For example, the insane project manager who is not so great with people: I’m hiring her project-management skills, and I know I’ll have to work with and around her deficient people skills. The same goes for volunteers—recruit their strengths and work around their weaknesses.

8. It’s OK to fire them. Isn’t it funny how we often have a harder time firing volunteers than we do paid staff? It’s OK to let volunteers go, to transition them, to move them out.

9. Be thankful (with gifts, cards and more). You never can thank volunteers enough. From throwing them celebration dinners to giving them gifts and cards, go overboard in expressing appreciation for your volunteers.


Brad Abare is the director of communications for the Foursquare denomination, founder of the Center for Church Communication (cfcclabs.org), and president of Personality.

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