People vs Policies

Posted by David Drinnon on Mar 27, 2010 | 7510 commentshttp%3A%2F%2Fwww.equipthem.info%2F2010%2F03%2F27%2Fpeople-vs-policies%2FPeople+vs+Policies2010-03-27+17%3A00%3A12David+Drinnonhttp%3A%2F%2Fwww.equipthem.info%2F%3Fp%3D751

Several years ago, I posted about the tension between policies and people. Two years later, the balancing act remains. Policies and standards are set to control costs and to maximize efficiency in the technical support of an organization. However, in reality there are always exceptions and one size doesn’t fit all. Some IT professionals I know are bent towards policies and as a result they rule with a heavy hand. They are rules driven, black and white, and often misunderstand the consequences of their own rules on the mission of the organization. There is often a disconnect between senior leadership and IT staff. However, as IT professionals, we want to empower our pastors and staff. We exist to support them in being efficient and effective in the ministry of the church. So how do we maintain the balance? Here are a few principles to keep in mind:

1. Rules without a Relationship Leads to Rebellion- If you have rules or policies, but little relational investment in the people you support, you are headed for trouble. Develop relationships with the people you serve. Befriend them. In those relationships, you will have a better understanding of their needs and goals. This helps you be proactive and find solutions for problems before they are even communicated to you or your team. Once you have built up a few ‘wins’, you can then afford to take a relational hit when you have to stand by your rules.
2. No is Never the First Response- Buy time and find alternative solutions if you are unable to accommodate one’s request or need.
3. Error on the Side of Empowerment- Wow! The corporate world would say just the opposite. But this is the difference between a corporation and a church. When you are confronted with an issue that poses equal amount of liabilities with the benefits of empowerment. Go with empowerment. God will bless it. If you discover later that you made a bad decision, then look at it as an opportunity to establish and educate the need for boundaries and policies.
4. Accept Exceptions – It in inevitable, but make sure you can explain why. Here are some of the reasons for exceptions that I have used: staff position (executive staff, etc.), training (has a person been trained), job descriptions, employment status (full time, part time, contract, etc).
5. In Person not InBox – If policies and people are at odds, deal with it in person. Don’t use email! Remember, you’re about relationships not rules.