I've been recently given the Director of Communications position and have been asked to come up with a comprehensive communications strategy designed for our particular church body, mission, and vision, etc. I was hoping to not completely reinvent the wheel and was wondering if you had any white papers that could be used as a framework for developing our strategy?
I know what shy is, and I am not shy. At least not anymore. Growing up that’s all I was. It is what people told me I was. It was what I didn’t want to be. The dictionary defines shy as these words: bashful, easily embarrassed, timid, restrained, and reserved. Shy is thought of as a permanent personality trait. It is something you are and will continue to be. Knowing as a little girl what gained the most attention, I avoided it. I monitored my behavior with a microscope and punished myself for getting out of the box I held myself in. At times the box was safe and kept me from embarrassment but most of the time my box was a prison and the unrealistic standards I held myself to added to my anxiety.
I work with churches every week desperate to fill or "fix" a communications role with someone who has the passion and skill set to help with their communications activity. Unfortunately, many candidates who take on that communications role aren't equipped to succeed once they’re in it. Here are three common landmines I've seen sabotage best laid plans and promising new hires:
Do you endorse different Facebook pages for the different departments? I'm looking for a way ministry leaders can get pertinent info out to those interested without clogging up main communication channels in the church. It seems there would be challenges ensuring those pages reflect our values and don't get us into any sticky situations.
When I audit communications teams and functions for organizations, a crucial part of the process is leading informal focus groups with key stakeholder groups. In almost every case, I encounter team members from different departments who are frustrated with each other because they are not fully aware of changes before they are implemented.