As a church grows, so does the necessity of delegated responsibility. As the team grows, the connection to a central, driving vision becomes vague. Additionally, there will be those who are not driven by the vision, who are not necessarily willing to sacrifice for the sake of the noble cause, but are driven by other factors.

Then there are some who are not self-motivated, but take their lead from another. How does everyone stay on mission? What drives people?

In a capitalistic society, personal prosperity and gain is generally the motivating factor. The better the prospect of gain, then generally we are taught to believe that a person will stay motivated. In church world we begin looking for ways to value workers. Do we adopt the carrot-stick approach? Will workers only stay motivated when there is the potential of financial gain? Are bonuses the way to keep interest running high?

Daniel Pink writes some pretty radical and thought-provoking stuff in his latest book, Drive.

... Researchers at Cornell University studies 320 small businesses, half of which granted workers autonomy, the other half relying on top-down direction. The businesses that offered autonomy grew at four times the rate of the control-oriented firms and had one-third the turnover.

Daniel Pink, Drive, pg. 91

Let's make sure that we are on the same page: A worker is worthy of his hire. The point is not to dishonor workers. Keeping anyone poor does not motivate them. Pink is simply stating that people pitch-in, when they buy-in. That comes, when they are invited to bring their talents and creativity to shape the organisation.

A leader shapes the vision and direction, but the entire staff must shape how that can be implemented. When that occurs, then magical things begin to happen.