Vacations-with-a-Purpose

By Ken Godevenos, MBA, CCP, CHRP 

A quick search on the Internet for “vacations with a purpose” yields tons of information.

With one online query, you can find out about volunteering in just about any capacity, improving your health, helping build a school in a third-world country, discovery or research, learning history, restoring 19th-century buildings, and so much more. Each one has a good purpose as its goal.

As church leaders, many of us have led our own short-term mission trips for others as part of their vacations. As I thought about this ever-growing phenomenon, I wondered what kind of vacation-with-a-purpose a church staff member would take. Would it be alone or with family? And is there a role for the church in such a vacation?

Of course, the type of vacation-with-a-purpose a church worker might take depends greatly on who he or she is, how much time is available, the time of year, personal likes and dislikes, the nature of any family or others who might come along, financial resources, and current perceived needs for personal development. Assuming all these factors have been considered, and an ideal and feasible opportunity for such a vacation with a purpose has identified, there are still several issues to consider before signing up:

“Will I get what my body, mind and spirit need?” If a staff member has been working hard mentally, physically and emotionally at work, going on a vacation that’s draining in those areas isn’t a wise move. The consequences will only be felt upon his or her return, and both the employee and the church will suffer.

“Am I being selfish in taking this vacation-with-a-purpose, or do others going with me (my family, for example) really desire this experience as well?” As much as it will help his or her career and personal development, a vacation selected for one member of the family isn’t a “family vacation.” Many of us drag our spouses and children to far too many things that should really be done on church time.

“Am I sure this isn’t career-related?” If the answer is no, don’t require the employee to take it as a vacation — designate it as a training or developmental opportunity. If that won’t fly because of cost or other considerations, compromise between using some of his or her own money and vacation time and having some of the costs covered and the time charged to work.

“How will this experience help me (and anyone else going) be a better person and Christian all-around, not just a better pastor?” Vacations-with-a-purpose are supposed to change us — to open our eyes to new and different things the Creator has placed in our world. While these might help a pastor preach or teach better (which they should), the goal in going on such trips as part of their vacation should be to make be a better, more complete individual for the glory of God.

“What, specifically, will I hope to achieve? Do others going with me share this perspective?” While such a question might well be asked of a training experience, it also makes great sense for a vacation-with-a-purpose. Taking the time in advance to determine how and what an experience will help an employee learn or achieve helps better determine whether or not it’s needed.

“When I get back, will I be in a refreshed, renewed state of mind and body?” Will the employee be better prepared to give your church all it deserves in his or her work or calling, or will that person need more downtime?

As employers, church leaders must first realize that what a staff person does on his or her vacation is strictly their call, providing it doesn’t include a lifestyle contrary to the Christian standards and mores we expect as a condition of employment. As an extreme example, if becoming intoxicated during a regular work week evening isn’t acceptable, neither should it be on vacation.

Leaders should always be concerned about their employees’ personal development and wellbeing, and, to a certain extent, their families’ mental and spiritual health. To that end, employers could provide and share ideas and information of potentially valuable vacations-with-a-purpose with all employees. If a church is really large, it might even be able to help employees and their families get group rates.

If leaders feel a particular vacation-with-a-purpose would be of high value to their employees as individuals, and their participation in the vacation would have side benefits for the church or for the entire working environment, then consideration should be given to applying fair and equitable (not necessarily equal) incentives for employees to participate in such vacations.

Another consideration: Those going on such a trip, using their vacation time, might justifiably deem some of their time spent there as work. Beware, however, that if this isn’t done or communicated well, there could be some fallout. On the flip side, the potential benefits are well worth the effort of finding a fair way to make it possible.

Participation in internationally-led Bible conferences. These are open to everyone and feature top-notch activities and speakers in exciting locations. They also usually include lots of activities for the entire family.

A “non-intense” course of interest. This might be taken at an appropriate resort, where there’s lots of time for real play, relaxation and fun with the family. And the course doesn’t have to be related to Bible teaching.

A cruise that offers great facilities and activities, yet presents opportunities for growth and learning. Typically, these include special, optional courses or opportunities to hear great speakers.

Vacations to some of God’s wonders of the world. The pastor can reflect on God’s Creation in awe, whether he or she is alone or traveling with the family. Hiking into the Grand Canyon, visiting the Great Coral Reef, and experiencing South America’s rainforests all spring to mind.

For families interested in music, there are wonderful vacation opportunities to explore the history and works of great composers and hymn writers. As a bonus, the traveler gets to see some incredible places.

Most importantly, staff and church leaders should do everything possible to avoid or discourage one particular type of vacation-with-a-purpose: speaking at a conference, preaching at another church, running a week-long series or seminar, or conducting a general gospel crusade. While all are honorable endeavors, these activities can risk one’s health in the long-run. They also misuse the vacation benefits afforded to employees.

We all need vacations. Sometimes we need to just veg out on a beach. Other times, we need to simply seek God in solitude. Sometimes we need to experience God and creation differently. Other times, we need to broaden our horizons and learn something new.

While seeking to satisfy just one of these needs alone might be most appropriate once in awhile, well-thought-out, purpose-driven vacations help us and our employees achieve more.

Ken Godevenos has served on and/or chaired several church boards. He is a human resources and church consultant, mediator, executive director of SCA International (www.scainternational.org), and co-leader of the Take3 ministry (www.take3.org). Call 905.853.6228 or visit www.accordconsulting.com for more information.

Q: We support a number of missionaries, as do most churches. Most of the missionaries I know are supported by dozens of churches, and even more individuals. This means when they come home on leave or for sabbaticals, they must spend almost all their time visiting each church, which leaves little time for personal development and rest. Is there another way?

A: As an executive director of a mission myself, this question is near to my heart. There’s another way, but I’m not sure myriads of churches or missions are following it.

First, your observations are correct: Most missionaries on furlough jokingly say, “I’m bushed! I need to get back to the mission field.”

Now, to answer your question, I’ve often wondered what it would be like if a church took on fewer missionaries, but supported them more extensively. Currently, many churches provide very small amounts of monthly support; to keep everybody in the congregation happy, though, they support more than 100 missionaries. And many are very proud of their records.

A missionary family with full support from a small handful of churches or donors, however, has a much better chance of better communications and relationships with its donors. It provides a greater chance to get to know them while on leave, and increased opportunity to be ministered to through teaching and the Word when home.

The downside, of course, includes the question of what happens when one church or major donor stops his or her support due to death, affordability, or any other reason. Missionaries and/or their missions will need to develop mechanisms in which, for a short period of time, the remaining supporters are asked to make up the difference or the missionary will need to focus on getting a new partner in his or her work.

Which leads to another advantage of this approach: Donors become real partners, with a greater interest and stake in the welfare of the missionary and his or her ministry. Donors who can’t afford to be major contributors can be part of a church’s or special group’s support for the missionary, not unlike a person who contributes to a group gift for a special occasion.

The objective is to deepen the relationship between the missionary and his or her donors. At the same time, it frees the missionary to do ministry on the field, or get fed when on furlough rather than spending all his or her time with donors. Such an approach can be implemented over time, with each missionary being encouraged to reduce the number of different supporting entities while increasing support.

Alternately, churches can help by agreeing to support fewer new missionaries, but increase the support of those they have or provide larger percentages of support to any new ones they do get.

Finally, missions can be involved in encouraging this approach with their missionaries and their donors. This should help maximize the effectiveness and resources of the missionary-supporter partnerships around the world!

Send your questions to Ken Godevenos at kgod@accordconsulting.com. They will be addressed either directly or through this column, always honoring requests for confidentiality.