Episode 009: Do You Need Written Job Descriptions for Volunteers in Small Churches

Intro  0:01  
Hey, this is Laurie Graham. Welcome to The Small Church Ministry Podcast.

Laurie Graham  0:15  
Hey, thanks for popping into another episode of the Small Church Ministry Podcast. I’m so glad you’re joining me today. Somebody asked me this week what my opinion was about written job descriptions for volunteers in small churches. I was so excited to get that question because, for me, it is such an easy answer. I honestly only think you need written job descriptions if one thing is true for you. So here goes, here’s the one thing. 

If you want people to do a good job and feel great about serving, then job descriptions are super important. That’s it. If that’s not a priority for you: to have people doing a great job and feel great about serving, then feel free to totally skip this episode. However, I’m kind of thinking since you chose to hit play, and hopefully, you read the title before you did. That’s probably not true at all for you. So keep listening. And we’ll explore this topic about job descriptions. 

Here’s the thing, we all want to do a good job. And we also want to know when or if we’ve done a good job. We also want somebody else to acknowledge that we did a good job, that we’re not the only one who noticed.  Now there’s no way for those three things to happen if we don’t know what the job is, or if we don’t agree to it. You might be saying, well, that can totally happen without writing it down – without having a written job description. I’ll give you that maybe, and sometimes it does. And yes, that might even be your common experience. Maybe you’ve been serving for years without a written job description. 

Laurie Graham 1:48
But I want to talk about the experiences of other people. Because some of the biggest reasons people quit volunteer jobs are because of these things. They feel unsuccessful. They’re not clear on what they’re supposed to do. They don’t feel needed. And there’s poor communication. Now, that’s not something I just made up.  It’s actually been studied, and not just for churches, but in lots of settings. Nonprofits, workplaces, tons of other places. Written job descriptions, they speak to all those things. 

People do not quit volunteering because they don’t want to serve, because they’re not passionate, or because they’re too busy. That’s not why they quit. They quit because they don’t know what they’re supposed to do. They don’t feel needed. They feel like they’re failing, or there’s poor communication. Now, they also quit because of relationships. 

Those are the two main things that keep people happy and serving whether volunteer or paid. It boils down to this: relationships and great job descriptions. 

Since relationships is an ongoing theme that I talk about, pretty much in everything I do, today we’re just going to focus on written job descriptions. Now if you do want to dig in your heels and find the exceptions, you will totally find the exceptions. There are people who serve tirelessly without written job descriptions, you got it. There are exceptions. But if you want to welcome and include the 80% who are on the fringe, or you want to help others get involved, be included and not quit, then keep listening. 

For those who are currently serving here, and you’re listening right now, and you have no written job descriptions, we’re going to talk about that too. We’re really looking today at how serving gets even better. And jobs get a little lighter and even more joyful when we include written job descriptions. 


Laurie Graham 3:40
So let’s just take a quick peek at why many small churches and even large churches sometimes avoid written job descriptions or don’t use them, especially for volunteers. Here are some of the objections to having written job descriptions. 

The first thing some people say is that we don’t need to write job descriptions because they aren’t needed – everybody already knows how to (fill in the blank.) Everyone already knows how to bring cookies or clean up after an event or chaperone kids or lead a few songs. Everybody knows they’re supposed to come on time or everybody knows how to clean up after an event. Okay, can I just say, this is not true. After working with volunteers for over 30 years, from churches to PTAs and community groups, it is totally not true that everyone knows how to (fill in the blank.) 

Have you ever had a conversation with someone and you thought it was crystal clear? And then you saw something completely different happen? Like, didn’t we just talk about that? Or Oh, I thought you said… or I thought you meant… We all have those kinds of conversations.  Where do those kinds of conversations leave you?  With misunderstandings, stress, strained relationships, awkward moments, right? 

Writing a job description and agreeing on it takes all the guessing out of it. Everybody knows when a good job has been done. They know what’s expected ahead of time. And they can decide whether they want to do it. 

Laurie Graham 5:10
Second reason. Now, again, I’m going over objections to why people don’t want to write job descriptions. We’re going to answer them and show you how they really work well when you’re doing it right. 

The second objection a lot of people have to writing job descriptions is: it takes too much time. Some people even say it takes more time to write a job description than it does to do the job myself. And I’m just gonna have to say, No, this is totally not true. It does not take longer to write a job description, not in the way that I’m going to teach you. 

A job description could easily be one sentence with three little bullet points.  It does not have to be an intimidating three-page document at all. And honestly, writing the job description is such a clarifying exercise, it makes you think, what do I want to see? Why are we doing this? Are there different ways that could happen? It’s a beautiful experience to have. 

Job descriptions, once you write them, they’re reusable. They’re recyclable. They’re easily adapted to other ministry positions and even other ministry areas. In addition, part of ministry is sharing the mission and the joy of service.  Would you agree with me on that? If a few extra minutes of your time is going to make it easier for someone else to be involved, then so be it. 
This is called leading. Otherwise, you’re just doing.  So let’s step up and lead a little better instead of just doing things ourselves. 

Another really common objection I hear from people about why they don’t want to write job descriptions is that volunteers will feel offended because you’re treating them like employees. I’m just going to say that is totally not true. Writing a job description doesn’t make people feel you’re treating them like employees. It actually makes people feel like you value what you’re asking them to do. Do you see it? Their job is important because you’ve taken the time to actually write down what you’re hoping to see and why it even exists. They love it. I love it, you’ll love it, too. 

We all love knowing what’s expected and when we’re doing a good job. And that’s what volunteer job descriptions are about. Because really, people don’t want their time wasted. You’re taking the time to write a job description. That’s an indication that this thing, this task, this mission, little or big, is important. It matters. 

Not only do job descriptions help get great results and help volunteers feel important because they are. But job descriptions also cut down on emotional stress, miscommunication, unspoken hurts, and so much more. Don’t we all really have enough relational stress already? It’s not like we need to add more stress or create more stress by not having job descriptions.  It is a simple thing that really makes a big difference. 

Relationships are tough. We’re all human, we feel, we react, we have needs, we have hurts, we have history, we have baggage, and we’re all walking this journey, trying to do the best we can. And in saying all that, we’re not supposed to ignore the tough stuff at all. But that doesn’t mean we need to make it more difficult than it is. One way to cut down on the difficult moments is just to have clear communication. It prevents so much misunderstanding and really fosters healthy relationships. 

Laurie Graham 8:38
Just this week, one of my friends in the Small Church Academy was sharing about her ministry role with me as the worship leader. There’s some tough stuff going on right now. And it has to do with people, people overstepping and miscommunication.  As we were talking about it, she stated, well, I’m the worship leader, so I’m supposed to choose the music. That’s my job. Here’s the thing.  I’ve been a worship leader in different settings. And yes, I like to choose my songs. If I’m worship leading, I want that.  However, that is not always a shared expectation. I know churches where pastors choose all the songs, or they at least have a lot of influence and veto power for sure. I’ve seen worship leaders that use their teams and the teams together choose the songs. I was actually in a church where an older lady offered me $5 every time I did a traditional hymn. She was wanting to choose the songs and she thought her $5 would really help. So in this situation, if you have always chosen the songs in the past, is it actually your job? 

Does everyone involved agree to it? How do you know if they do agree if there’s no job description? Now, it turns out for my friend, sadly, that there actually is no written job description at all, and there’s never been one for her position. I do want to say that is not unusual, especially in small churches. But here’s the thing. There’s relational stress between a team member, a worship leader, and a pastor, because of some preferences, needs, maybe insecurities, and more. Do you see how a written job description would have just prevented all that? 

If there’s a job description, it eliminates the question.  When issues come up, hey, this is my job, or is it your job? Or how do we work together? It solves it all.  It answers it. The same thing happens in Vacation Bible School, who’s in charge of what?  I thought I was bringing a snack right?  Or in a community yard sale? You know, someone’s pricing this table, and I come along behind them and change it all. Now I have been that person, it was terrible. I was the one who changed the prices. It caused awful relational hurt and a lot of discussion. Do you know what the thing was?  We never talked about it ahead of time – whose job was it? I knew at that moment it never should have even happened.  It should have been defined ahead of time. We’ll add a lot to that in the future. 

Laurie Graham 11:05
Job descriptions are living, breathing, adjustable working documents. They can change, you can review them, you can tweak them, and make them better. Job descriptions don’t sit in a binder collecting dust, not good job descriptions. Good job descriptions are referred to regularly; they’re utilized. They’re front and center for everybody to see. 

Please hear me. We’re not talking about more busy work or red tape, or evaluation or judging people. What we’re talking about is a tool that makes ministry more effective and more life-giving. 

Okay, here goes. If you want your volunteers to actually show up, serve longer, and be as invested as you are, written job descriptions are an absolute must. Great job descriptions keep everyone on the same page. They result in better relationships, less disagreements, building, and developing people, helping people be more successful, better results in ministry and programs, and volunteers that stay and want to keep serving. No one wants to do a job and fail. No one wants to start a job and quit. And no one wants to commit to a job and then bail. Well written job descriptions can totally help. 

There are two main differences between job descriptions that you may have seen in the past and the job descriptions that I’m recommending that will bring life into your ministry positions.   First, the focus is on results instead of tasks. When you focus on results, it leaves a lot of room for creativity and personality and growth. Instead of feeling really micromanaged. To focus on the results is kind of like this… Would you rather buy cookies or make somebody’s day? Would you rather be a chaperone, or give hope to a discouraged teenager? Would you rather stand at a door and hand out bulletins or encourage people and help them feel welcome? That’s the difference between focusing on tasks and focusing on the results. 

Laurie Graham 13:12
While there are a lot of days when maybe we’d rather drop something off and run. If you want to develop volunteers and do awesome ministry, you need to paint the vision with a little more purpose. You want your volunteers to have some ownership. Don’t you like to have ownership over your own ministry? We want volunteers to have ownership – not just do someone’s bidding.  It’s the difference between it being their ministry or them helping you with your ministry. That’s why the focus on results is so important. 

The other thing that’s a bit different between maybe job descriptions you’ve seen in the past is we want to write job descriptions that are really welcoming and friendly instead of scary or demanding. A great job description should be only as long as it needs to be. And the simpler, the better. Uncomplicated and easy to read is what you’re going for. A quick glance should be enough to get the picture. Short bullet points are the best. That helps people know what they’re committing to before they sign up. It also makes for great reminders when you’re serving. 

It’s a perfect tool for evaluation and for celebration. If your job description is defined by results to achieve rather than the task in the method, it allows for a lot more creativity and for making things even better. And if it’s short and sweet, and to the point, it empowers people to do a great job instead of overwhelming them with too much information or intimidating them with a feeling like it’s too much to commit to (or maybe I can’t do that.) 

Here are five great points to writing job descriptions that empower your ministry for volunteers. Number one, start with the why. I ran a creative team for a while and our why was to enhance people’s connection with the God of the universe by engaging all our senses in worship.  We weren’t just decorating a stage or making things look professional. I’m personally not going to spend a lot of my valuable time just creating an object to make things look pretty. But if it enhances people’s connection with the God of the universe, then count me in, I’m all there. 

Laurie Graham 15:20
So what’s your why? Think about it. Why do you make coffee on Sundays? Because people are thirsty, or to create an environment where people want to hang out and build relationships?  It makes a huge difference. Why do you want to teach Sunday school children? Because you’ve always done it that way? Because you want to get through the curriculum, or because you want to create lifelong relationships and connections? 

I’m not saying there is one right answer to any ministry area, but your answer absolutely affects who serves and how they serve. It’s totally worth your time to define it. So start with the why. Why are we even doing this? Even with setup? Why are we setting up for an event? This might seem obvious because we need tables and chairs so people can have a seat. But is that it? Is that the why? 

Why are we setting up for this event the way we are? Are we allowing people to hear comfortably? Are we trying to help develop relationships? Do we want people to feel loved by the setup? Or are we really just needing chairs? It really makes a difference between chairs seated against a wall, or conversation starters being put in the center of the table, or a daisy in the middle of a table rather than cold naked tables for taking notes. This is why it’s so important to really take a step back and look at the why it makes a difference. 

Laurie Graham 16:44
Secondly, after you start with the why, you want to define the results. What do you actually want to see, now that we know why we’re doing this? But what do we want to see? If the why of having chaperones at a lock-in is that kids are seen valued and loved by Christian adults, your results might include building relationships with the students that continue beyond the lock-in. Do you see the difference? We’re not talking that the why is for chaperones to keep kids in the building and make sure that nobody’s doing anything illegal.  That would have a totally different result. Your result for that might just be that the police don’t show up, right? But when we’re really looking at chaperones as letting kids know they’re seen, valued, and loved, do you see how that changes everything? 

So number one was start with the why. Number two was define the results you want. Number three – write bullet points. Have clear expectations and keep them short. 
Here’s an example of some bullet points for a lock-in.  It might be
Have a 10-minute conversation with three different students throughout the night. 
Ask five different students about their dreams for the future or their fears. 

How about this one as a bullet point – respond in a calm voice and love when you need to correct bad behavior.  Or this for a bullet point – participate in the breakout fun options like playing spoons, so that kids know that you want to be with them.  

I’m using this example of a lock-in because so many people roll their eyes and don’t want to chaperone a lock-in. Let me ask you this. Would you like to be a person that builds a relationship with a youth and makes a life change? That sounds so different. 

Laurie Graham 18:25
The fourth thing is to include a start and end time for their commitment. Whether this is one night, or a term like September through December, this is so important. We need to stop putting people into eternal commitments. This scares people away and makes people feel stuck and does not allow for any renewal at all. When you get asked to teach Sunday school, it feels like forever sometimes. 

How about this one? Do you ever get annoyed when somebody leaves early, and you’re left cleaning up alone, again? This happens so often. But I want to ask, that somebody who left early – were they ever asked to stay until one o’clock? Did they agree to it? Do you see how this works? We’re literally expecting things from people and they were never asked or they never even agreed to it. That’s how these relational issues even come up. And it really destroys relationships instead of doing what we’re supposed to be doing in the church, which is building really great relationships and being interdependent as God has called us to be. 

Alright, the fifth thing about job descriptions, but let me just review. We start with the why. Then define the results that you want. You write the bullet points of clear expectations and you include a start and end time. The last thing is this: a great job description is going to answer who, what, why, and where,  but it’s gonna leave a little bit of room for the how. And this is where we like to let people have a little creativity, make things better, and utilize their gift. It just looks a little different because they don’t have to do it exactly the way we would have it done. We just want to have the results that are part of why we’re doing what we’re doing. 

Laurie Graham 20:12
Let me just give you a couple examples of what this might look like to put a little bit of flesh on the bones here. What does this look like for a worship team? Let’s start with the why. The why might be to usher people into the throne of God on Sunday mornings, or it might be to teach people that worship is 24/7 and to see every aspect of their lives as worship, or it could be to equip them with things that they can use at home in their own personal worship. 

After you start with your why, you want to define the results. So what are the results? If we’re doing this, what does it look like? Well, if we’re doing this, we’re going to see people shift in how they even use the word worship. Worship isn’t just Sunday mornings anymore. Or maybe we’re going to hear more testimonies of how people are worshiping during the week when they’re not actually at church. 

Now, bullet points for your worship team are certain positions on your worship team with clear expectations.  This could be to show up for practice, learn your skill well to minimize distractions. Maybe it’s to build relationships with other people at church or to be involved in Sunday school. You’re going to include a start and end time commitment. Now with a worship team, I would say you’ve got start and end times for practice, and for Sunday. Also a term so that after a year, they get to decide (and you get to decide) if this is still a fit.  They can re-up or not. 

So there’s a couple different start and end times, and answering the who, what, why, where, and leaving a little room for how. That is so important in worship when we can be creative in how we’re accomplishing these things. Right? 

Laurie Graham 21:47
So what does this look like, these five things, if we’re talking about being on a women’s ministry team or a men’s ministry team? Well, first off, start with the why. Why does this team exist? What are you really looking for? Well, we want to connect people to people and people to God. Or maybe your goal is to have 12 events a year that go smoothly. Now, that’s a big difference. And this is going to hit one of my fundamental beliefs that we need to be about people and not about programs. You can have 12 events a year that go super smoothly, and never, never connect people to people and people to God. It just depends where your focus is. 

So let’s just go with the first one for this example. If our why is to connect people to people and people to God, then what are the results we want to see? Well, I want to see whoever’s running this event, be a team player with me.  I want them to also have good relationships with people who come.  I want to have an event that not only allows for relationships but literally facilitates that. 

Bullet points of clear expectations. This is going to depend on whose job it is at the event. If you’re in charge of the cookies, maybe the bullet point is: we want to have enough cookies that we don’t run out. That leaves a lot of freedom, doesn’t it? Or maybe it’s: bring them early enough so that you’re not distracted, setting them up and you can actually be with people as they arrive. Or having options so that everyone feels included and seen and valued. Include your start and end time. That’s good. We can pretty much solidly say what time we want you to be there and when we want you to end. 

Laurie Graham 23:22
And then the fifth thing: answer who, what, why, where but leave a little room for how. This is so good to talk about with cookies. Do I really care if they’re cookies? No, of course not. So I probably want to say refreshments because maybe somebody is a cupcake maker, or they want to bring fruit. Now, do I care if you have gluten-free? Yeah, I actually do. Because one of the results we had is that we want everyone to feel seen and loved. And when you leave out dietary issues, people are left out, I mean truly. Regarding what you bring, here’s where this how comes in: you can bring whatever you want. You could bring grapes, you could bring mini quiches. I don’t care, you’ll do it better than me. You can bring five varieties, you can bring two varieties, you could just bring one that everyone with any dietary issue could eat, right? That’s how you leave room for how and don’t micromanage.  They know the result-  the result that you want to see is that you don’t run out and that you’re building a place where people want to hang out and where everybody’s included. 

So if you’re running an event like that, you might have eight different little job descriptions for whoever is going to be at your event on your team. You might have a little job description for a person taking registration, for greeters, for someone leading the devotions, and for the setup crew. You see what I mean? But before you think, oh my goodness, that’s so much work. It’s really not – because all these job descriptions are reusable.  They’re recyclable. You can tweak them, you can change them up for different ministry events, for different ministries, or just use them straight up. 

So do these five things help you a bit? Knowing your why, defining the results you want, having easy bullet points, start and end time commitments. Who, what, why, where, but leave room for the how. I hope this helps a bit. 

Laurie Graham 25:09
Please remember, yes, this takes some thought. But the reason it takes thought is because your ministry is important and it deserves your thoughts. Remember, this is what good job descriptions give you. If you’re the leader, volunteer job descriptions actually save you time in the long run and lesses a lot of stress. They help you avoid miscommunication and broken or difficult relationships. They also keep your volunteers serving happier, serving longer, and serving with more energy and more loyalty. 

Now, if you’re a volunteer, and you’re not in charge of a team, this is what a written job description does for you. It helps us make great decisions on when to say yes and when to say no, because it’s clear what we’re what we’re committing to. It also takes the confusion out of serving, and it makes our jobs more fun. It also lets us know clearly when we’ve done a good job.

Another cool thing about having these types of job descriptions: it makes formerly scary things called evaluation easy and fun and helpful and clear. Because one of the scariest things around many, many places is when you’re called in for a job evaluation. A real job, a day job, a paid job, right? Those evaluations, usually for most people, are really scary because you have no idea what’s going to happen, or what people are gonna say. 

If you have a clear job description, it’s super easy to know. And what happens is evaluating events or evaluating ministry jobs or volunteer positions, evaluation actually becomes an exercise of development and improving instead of a negative thing. 

Now I’ll be doing an upcoming episode specifically about evaluation and why it’s so great and amazing. But here’s just a little sneak peek. If you’ve got a great job description, it’s so easy to ask “How did it go?”  It’s super easy to look at bullet points and say great, no, why not? What could help? Let’s talk. 

Laurie Graham 27:17
And one last point before we say goodbye today. If you are in a position- paid or volunteer – and you don’t have a written job description for yourself, for what you’re doing, what do you do? I want to suggest that you actually go through the five steps we talked about here, and write your own job description up. And then ask whoever is supervising you or above you in ministry about it. This could be your pastor, this could be a ministry lead. Ask them to sit down with you. Maybe you’re a Sunday school teacher, and you really want to be on the same page as your Christian director. Or maybe your team doesn’t even have a clear leader. 

Now how you do this will make all the difference between whether this goes well and is super helpful or not?  First off, please do not go to your team leader or your pastor and say, “I really want a job description and it’s your job to give me one.” This is not a good idea for a whole bunch of reasons. They may not have time, or they may not consider it a priority for a lot of different reasons. Pastors in small churches have a lot more on their plates than you know. Being married to a pastor in a small church, I know this to be true. If they don’t have time to write a job description, please understand.  This is where you can help and make their lives easier.  Also, you have no idea what is going on with anyone else and in their lives. So whether it’s your pastor, your team lead, or others serving with you, do not put demands on them. It’s okay to have conversations. But please don’t give them one more thing to do. You may not know what they’re up against, or what they’re dealing with in their own lives. 

Another thing to keep in mind is, other people may have the same objections to job descriptions that I gave you at the beginning of this podcast. They may really object to job descriptions for a lot of different reasons. And it’s not your job to change their minds about that. 

Laurie Graham 29:16
What I want to suggest is a different approach. As you go through the five steps we talked about and write down what you think the why of what you’re doing is, the desired results should be, and what you think would be helpful bullet points.  If you’re doing these things, you’re doing a good job.  Jot down what your timeframe of commitment is, and by the way, you get to choose that – it’s your life and your boundary. If you want to stop serving in June, or you only have this much time, you can jot that down.   

But just take this whatever you wrote down, whatever your thoughts are, to your ministry lead or your pastor to chat about it. And if your posture is humility, curiosity, and learning, it’s going to be a totally different conversation than coming to someone with “I know better than you.” And “this is how and why we have to do this.” So instead, it might look like this, “Hey, I really want to do a great job in this position I’m serving in.  I just want to make sure we’re on the same page, and that I’m serving well. Would you have a few minutes to sit down with me and look at what I wrote? I want to know what you think. And if I’m on the same page as your vision.”  Doesn’t that sound nice? 

Now, if you don’t want to know what they think, please don’t say you do. This is not about manipulating. This is truly about approaching somebody in humility and saying, Hey, I want to be on the same page. Now, my hope is that you will want to know what they think. And you will want to have a conversation and get on the same page, – not as you -coming at your boss or your leader or your pastor telling them what to do. But to really grow together in your relationship and looking at the vision of your ministry. 

Laurie Graham 30:59
It’s very possible that they literally don’t have time to talk with you. So if you ask if they have time, and they don’t, it’s okay. I just want to suggest that you ask if you could email it to them, so they know what you’re thinking. Because at some point, you’re probably going to loop back or they’re going to loop back or say, “Oh, this is kind of good.” Or, “Oh, I wonder why he or she did this?”  And if nothing else, they’ll know that you’re being intentional and that you care. Nobody’s gonna object to that. 

So if this is you, if that last little part was about you, and you don’t have a written job description for yourself, and you’re thinking, maybe this would be a good thing. If you do end up putting a loose job description in together and taking it to your pastor or ministry lead, I would really love to know how it goes for you. 

Please pop into our Facebook community, let me know you tried it.  Try to tag me there. Because I want to know. As I create these podcasts and other resources for small churches, your feedback truly means the world to me. It’s actually pretty odd to communicate on screens and into microphones when you have no idea who you might be helping, who’s listening, or who might even have questions. 

I got this really cool email from Jason this week. And this is what he said, (I’m editing this a little bit.) …He said, “My wife and I recently felt a clear leading from the Lord to resign from my job of 24 years and to trust God with the next step. The frantic pace I was living caught up and led to pretty deep burnout. Recently, he said, I planned a three-day silent retreat. Having never had a silent retreat in 27 years as a believer, I asked the Lord for help on preparing and maximizing this time with him. And after a simple Google search, your site is the first one I found, That’s answered prayer. Then he said this, I realize your aim is primarily to wives, moms, and women in general. But I feel 95% of what you’re saying is right on with my season of life. I so appreciate your ministry, and the time that you’ve given to burnout and how to heal.” 

Laurie Graham 33:06
I just want to thank Jason so much for his email. It really is my heart to help people in small churches really experience the yoke of ministry that Jesus talked about, which is easy, and His burden is light. I also want to mention that my ministry isn’t just for women, and it’s not even focused on women. I have to go back and check out that article that Jason mentioned, to see what  gave that impression. I occasionally get messages from men and pastors saying, I know you mostly write to women, but this is such good stuff. And although when I first started my blog a few years back, it was totally directed at women, that’s really not the case anymore. So if you’re seeing messages like that, and you’re a man, and you wonder if you’re allowed to be here, you’re totally allowed to be here. 

We’re still working on updating some of the earlier posts and some of the messaging that was on the earlier parts of the website. But this audience absolutely includes men and women and pastors and youth leaders and volunteers of all kinds. I really write and speak to volunteers in small churches and those who lead volunteers. That’s my heart – men, women, youth and more volunteers, staff, pastors, we are all in this together. If you do have a minute, please share this podcast with someone in your church or a friend who’s maybe even making an impact on the other side of the globe. If you could leave a rating or review of this podcast too. Your sharing makes a world of difference. Until next week, go be a light. Shine brightly wherever God has you walking this week, and we’ll talk to you soon.