One of the primary traps that senior pastors face with regard to delegating responsibilities to staff is the viewpoint of “doing it all myself.” They rationalize this concept by saying, “I can do it easier and quicker,” or “If I do it, I know it's done.”

However, it has been proved that an effective pastor delegates and gets the work done through his or her staff and volunteers.

The loose reins technique
Generally, when senior pastors delegate, they do so by one of three different methods: no reins, tight reins, or loose reins.

• No reins. All involved become frustrated with the no reins method, because there is little guidance and no accountability.
• Tight reins. Pastors can wear themselves out by trying to micromanage everything and by trying to personally keep tabs on what is happening at all times.
• Loose reins. The loose reins method brings freedom for the senior pastor to do other responsibilities and freedom for the staff members to work “as unto to Lord,” with guidance from the senior pastor when necessary.

In order to avoid “dumping,” the following steps can be followed when delegating responsibilities and work to staff members.

1. Define the task to be performed in writing. Outline clearly the reason why the task is important to the church or senior pastor; general responsibilities and expectations; and the time restriction, if any, in which the work must be accomplished. This should be written primarily with the ministry itself in mind, not specific staff members.
2. Prayerfully select the one who will be responsible to fulfill the responsibility. It is imperative that the one selected has the gifts, talents, and skills to perform the task.
3. Make an appointment with the one selected to discuss the task. This is vital. If the staff person is cornered after church and hurriedly given the task, he or she might think the task is not important. However, if pastors make an appointment and take time to explain the task with the staff member chosen, he or she will understand the importance of the task.
4. Have the staff member pray about it before he or she commits to the task. Senior pastors should not allow a staff person to commit to a specific task without first seeking God's will and His directive. Before a definite answer is given, the staff member should pray about the decision for at least a couple of days and perhaps as much as a week.
5. Make an appointment to discuss the answer. Pastors should set up a follow-up appointment with the selected staff member to discuss his or her decision. If he or she accepts, the pastor then can go over the specifics of the task, particular expectations, when the task is expected to be complete, and the anticipated results.
6. Reports must be given to the pastor. Regular reports regarding the staff member's progress must be presented to the pastor – preferably weekly. These can either be oral or written reports. In these reports the staff member should be encouraged to detail and discuss things like success, failure, disappointment, and the overall progress of the task or project.
7. Be appreciative. Senior pastors must always show sincere appreciation for every effort. Even when correction is necessary, sincere appreciation should be given.

• The staff member was not capable or qualified to complete the task.
• The pastor failed to give clear direction.
• The staff member could not make the necessary decisions needed to accomplish the task.
• The pastor did not establish limits of the staff member's authority.
• The pastor did not really trust the staff member.
• The work should not have been delegated in the first place, because it was clearly the pastor's responsibility.

For the church whose senior pastor delegates responsibilities, there are obvious benefits: the ministry of the church increases, the senior pastor is helped, the senior pastor is relieved so he or she can spend time in prayer and study, staff moral increases. And when volunteers are used, lay leadership is developed.