Podcast appearances and mentions of dave sumrall

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3 April 2024 - David Clements Live 6PM EST with Special Guest “DAVE SUMRALL”

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In “God is Ready to Bless you”, Guest Pastor Dave Sumrall gives us four powerful insights on giving God your financial stress. Discover practical steps to cultivate a passionate spiritual life and break free from attitudes and decisions rooted in poverty.

Host: Peter Serefine – https://Liberty-Lighthouse.com – with guests: Brent Hamacheck (1st Hour) & Dave Sumrall

Host: Peter Serefine – https://Liberty-Lighthouse.com – with guests: Brent Hamacheck & Dave Sumrall

John O'Looney Funeral Director returns to the show, exposing his latests findings.PLEASE EXCUSE THE QUALITY, RICK IS AWAY AND I AM TRYING TO PRODUCE MYSELF .. (NOT GOOD) Normal quality will return soon.SUPPORT LIBERTY TACTICS. https://libertytactics.co.uk/help-support-us/Website https://libertytactics.co.uk/Stop Hate https://stophate.comKathryns Blog https://www.exposingthelie.info/Clive de Carle Products https://clivedecarle.ositracker.com/190471/11489 Truth Social https://truthsocial.com/@LouCollinsTelegram https://t.me/loucollinsrs- Twitter https://twitter.com/liberty and Facebook https://www.facebook.com/LibertyTacticswPublic Child Protection Wales https://www.publicchildprotectionwales.org/

8 August 2023 AM Show - Dave Sumrall joins the show as a guest. Sumrall is a J6 advocate who has a documentry coming out exposing the terrbile things happening to innocent protesors from the actions on January 6th. Famous R&B artist Ne-Yo gets scolded by the media for speaking out against little children getting sex changes. Biden Family antics and more.. tune in!

As season one of the podcast draws to a close, Mama Kate is joined by her husband, Pastor Dave Sumrall.  Together they share ways to invest in your marriage, producing a stronger family and better parents!Be sure to check out MamaKate.com for bonus materials and to subscribe to our mailing list so you don't miss a single episode.

The media is doubling down and gaslighting the American public over the J6 video release. Dave Sumrall is back to talk about the media's bait and switch while J6ers remain in D.C. gulags. The media is still covering up the MAGA protestors who were killed at the hands of the Capitol Police on January 6th.It's time to ban the shots and destroy the stockpiles! Dr. Joseph Sansone and Carol DiPaolo are here to talk about the advancement of “Ban the Shots” resolutions. The mainstream media refused to publish the press release simply announcing the outcome of the vote to pass the “Ban the Shot” resolution.Matt Schlapp has been controlled opposition and a fake conservative for decades but now he's facing allegations of being a gay sexual abuser. Patrick Howely is back with Stew to detail his exclusive interview with Matt Schlapp's accuser, Carlton Huffman.For anti-woke investment strategies visit Cortex Wealth Management at https://Cortexwm.com/ Environmental social governance has taken over investment strategies and is pushing woke agendas. Carlos Cortez is here to talk about how luciferian and LGBT ideologies are now trickling into your investments. Keep us FREE and ON THE AIR! SUPPORT THE SPONSORS Below!Get High Quality Prepper Food, NOW with $100 Buckets! Use Promocode STEW for Big Discounts at https://HeavensHarvest.comTaxation is THEFT! Never again voluntarily pay the Washington D.C. Swamp, legally and safely, GUARANTEED when you attend Freedom Law School! Visit: https://FreedomLawSchool.orgProtect your retirement, Visit our friends at Goldco! Call 855-706-GOLD or visit https://goldco.com/stewClean up your AIR with these high quality air filtration systems, and protect yourself from shedding: https://thetriadaer.com/Support anti-vax activism, free clinic care, and MANLY products like IGF1 visit:https://Vaccine-Police.comCheck out https://nootopia.com/StewPeters for help increasing your mental & physical strength to battle the deep-state's KRYPTONITE plot against Americans!Magnesium is VITAL for sleep and stress, Get high quality magnesium and support the show with using Promocode STEWPETERS10: https://magbreakthrough.com/stewpetersCheck out: https://kuribl.com/ STEW20 for 20% off your order or premium CBD!Prepare your family for famine and shortages by purchasing food through: https://heavensharvest.com/Eat Carbs and LOSE WEIGHT, Check out MCT: https://thehealthyfat.com/stewFrom spy balloons to saber rattling, does China hold a deadly secret that would cripple our country beyond recognition? America's biggest threat in 2023. This documentary https://darkagedefense.com/stewpeters exposes the truth!!Go Ad-Free, Get Exclusive Content, Become a Premium user: https://www.stewpeters.com/subscribe/Follow Stew on Gab: https://gab.com/RealStewPetersSee all of Stew's content at https://StewPeters.comCheck out Stew's store: https://stewmerch.com

Is God moving across America to heal our land that is steeped in sin? Bo Dittle is here to report on the revival at Asbury College. Three days after Sam Smith gave a satanic performance at the Grammys the revival started at Asbury College! God is in control. Will America ever get the truth about the J6ers who were murdered by their own government? Dave Sumrall is here to explain that Fox News, Tucker Carlson, and Marjorie Taylor Green have all known the truth about J6 for more than a year. Turning the J6 footage over to private entities only serves to buy the deep state more time to cover up the truth. MTG has seen video evidence of the people who died on January 6th and done nothing about it. Israel and Pfizer conspire to keep the public in the dark! Steve Kirsch is back to detail the latest news about Israel and Pfizer's secret liability contract. Redacted documents almost certainly would reveal very embarrassing and inconvenient facts Israel doesn't want the world to know. Pfizer convinced the Israeli government to sell out their own citizens for access to the bioweapon clot shot. Protect you and your family from dangerous spike proteins at http://HeroicDoctors.com Dr. Paul Alexander is here to expose the lies about the mRNA bioweapon injections. The medical industrial complex has falsely claimed the clot shot stays localized at the injection site. In reality, the death vaxx circulates deadly mRNA throughout the entire body. Watch this new show NOW at Stewpeters.com! From spy balloons to saber rattling, does China hold a deadly secret that would cripple our country beyond recognition? America's biggest threat in 2023. This documentary https://darkagedefense.com/stewpeters exposes the truth!! Keep us FREE and ON THE AIR! SUPPORT THE SPONSORS Below! Taxation is THEFT! Never again voluntarily pay the Washington D.C. Swamp, legally and safely, GUARANTEED when you attend Freedom Law School! Visit: https://FreedomLawSchool.org Protect your retirement, Visit our friends at Goldco! Call 855-706-GOLD or visit https://goldco.com/stew Clean up your AIR with these high quality air filtration systems, and protect yourself from shedding: https://thetriadaer.com/ Support anti-vax activism, free clinic care, and MANLY products like IGF1 visit:https://Vaccine-Police.com Check out https://nootopia.com/StewPeters for help increasing your mental & physical strength to battle the deep-state's KRYPTONITE plot against Americans! Get the best sleep you've ever had with this high quality, non drowsy sleep supplement: https://sleepbreakthrough.com/stewpeters STEWPETERS10 at checkout for 10% off your order. Check out: https://kuribl.com/ STEW20 for 20% off your order or premium CBD! Prepare your family for famine and shortages by purchasing food through: https://heavensharvest.com/ LOSE WEIGHT, and CLEAN OUT your GUT: https://www2.gutcleanseprotocol.com/cid/7013w000002HTxJAAW Go Ad-Free, Get Exclusive Content, Become a Premium user: https://www.stewpeters.com/subscribe/ Follow Stew on Gab: https://gab.com/RealStewPeters See all of Stew's content at https://StewPeters.com Check out Stew's store: https://stewmerch.com

This episode is a critique on an "Encounter" service that took place at Action "Church" in Florida on February 2, 2022. ***RESOURCES*** To view the service minus my commentary, go here: https://www.youtube.com/watch?v=V4KUdBEWDcc This link shows the quiet divorce of "Pastor" Justin Dailey of Action "Church": https://julieroys.com/orlando-megachurch-pastor-justin-dailey-divorce/ Some biblical critiques on John Bevere, Chris Hodges, Dave Sumrall, Layne Schranz, Paul De Jong, Lou Engle and Joel Cave (for the last link, change the aforementioned names sans Bevere in the search bar to pull up those respective links): https://www.youtube.com/watch?v=8WAdq2OF9Qg&t=13s https://www.youtube.com/watch?v=wbohrdrhvLc https://www.youtube.com/watch?v=CtzUQQTmqGY&t=22s https://www.youtube.com/watch?v=_UK_L8FRdRQ&t=23s https://www.piratechristian.com/search?q=Chris%20Hodges&f_collectionId=55de6923e4b0316f2d24335c Sources refuting movie sermons and "Vision Sunday": https://earnestlayman.wordpress.com/2021/06/09/topic-the-asininity-of-movie-sermons/ https://www.youtube.com/watch?v=BcF0mpFtoGU Some insightful articles on communion: https://www.gotquestions.org/who-can-take-communion.html https://www.gotquestions.org/take-communion-unworthily.html https://thecripplegate.com/elements-of-communion/ An article showing the wickedness of Phil Wickham: https://pulpitandpen.org/2016/06/08/popular-ccm-artist-phil-wickham-joining-catholics-at-idol-worship-festival/ Some sources showing the issues with singing Bethel, Hillsong and Elevation "Worship": https://www.youtube.com/watch?v=Y0uFSYHVSRk&t=2s https://www.youtube.com/watch?v=-TlYGF1_kJg https://www.youtube.com/watch?v=b6nSe8tPYw0 https://www.youtube.com/watch?v=C7R6AKFlWhI https://podcasts.strivingforeternity.org/programs/apologetics-live/justin-peters-responds-to-sam-storms/ https://www.christianpost.com/news/worship-leader-blasts-hillsong-elevation-bethel-music.html An interesting article on Maverick City Music, a band who had a song played during the service: https://julieroys.com/maverick-city-conditional-apology-racy-wedding-photo/ A good "Hit The Bar" video exposing Jentezen Franklin: https://www.youtube.com/watch?v=SGk_ZCrKoCY A great video by Justin Peters that refutes the blasphemous "Holy Spirit Activate" nonsense: https://www.youtube.com/watch?v=de0VlmHIeK4 Some links showing the wickedness of Bethel and their scenario with Olive Heiligenthal: https://www.youtube.com/watch?v=V9yIj9PS0xo&t=19s https://www.youtube.com/watch?v=5oW16LH2LDE https://www.nbcnews.com/news/us-news/come-out-grave-jesus-name-california-church-prays-resurrect-girl-n1105246 https://www.youtube.com/watch?v=VMsK_cTfGOw Video showing Lou Engle's workout: https://www.piratechristian.com/museum-of-idolatry/2016/4/the-lou-engle-kundalini-workout-program Thanks for listening! Scripture quotations are from the ESV® Bible (The Holy Bible, English Standard Version®), copyright © 2001 by Crossway, a publishing ministry of Good News Publishers. Used by permission. All rights reserved. “Scripture quotations taken from the (NASB®) New American Standard Bible®, Copyright © 1995 by The Lockman Foundation. Used by permission. All rights reserved. www.lockman.org” Scripture taken from the New King James Version®. Copyright © 1982 by Thomas Nelson. Used by permission. All rights reserved.

It's never easy letting a team member go. Yet as leaders, we carry that responsibility to protect our organization and help protect our company culture. Whether from a Human Resources violation or lack of personal performance, we must work through the tough question, when is it time to let a team member go? On this week's episode, we conclude this two-part series with the Lead Pastor of ITOWN Church, Dave Sumrall who helps us answer that really tough question. ---- Do you have a question? Looking to get help on a business decision? Know a great guest for our show? Email roipod@iupui.edu so we can help your organization make better business decisions. ---- Ready to take your next step? Check out if a Kelley MBA is right for you: https://bit.ly/35aeAfZ ---- Show Notes: MATT: It's a conversation no one wants to be a part of – “we're sorry, but we're going to have to let you go.” Though it's not an easy discussion to lead, it's a necessary one to ensure our organization continues in the right direction. On this episode we're wrapping up this two-part series with the Lead Pastor of ITOWN Church, Dave Sumrall, who's helping us answer the tough question, when is it time to let a team member go? Let's get to the podcast… ||ROI MUSIC PLAYS|| MATT: Welcome to another episode of The ROI Podcast presented by the Indiana University Kelley School of Business. I'm your host Matt Martella alongside Associate Dean Phil Powell – where we work hard to help organizations make better business decisions. If you're new to the show, welcome to the Kelley family. Our weekly podcast offers 3-5 take-a-ways for organizational development. And to our loyal audience, thank you for your continued support. We are honored you spend this time with us each week. We would love to hear from you! Send us your questions to roipod, that's roipod@iupui.edu. Last week, we asked the question, when to hire a new employee? Dave Sumrall, took us inside his organization – giving us his insight on when they decide to hire a new staff member. If you missed last week's episode, be sure to go back and listen. This week, we're going to the other side of the HR spectrum to answer the tough question, when is it time to let a team member go? PHIL: One of the hardest conversations any leader has to lead is one of termination. Even when an employee clearly needs to move on, it weighs heavy on any manager because – despite popular belief, we are all human. And most of the time, firing an individual becomes the last resort for the leadership team. So when is it time? MATT: As we know, leadership always starts with ourselves. So, in order to answer the question when is it time to let someone go, we must clearly understand our processes throughout our organization so we have a baseline to move from. Dave Sumrall: I think that the key to that is to never get disconnected from the people who are impacted. I think it's easy to lose your way as the senior leader when you get too disconnected from the process - it's why when you watch the show, "Undercover Boss", every C-level executive or business owner that goes out and experiences the hands-on impact of the customer and the employees at the ground level, come back and makes organizational and systematic changes. It's when we get removed from the process, as pastors, when we only stay in the green room, never shake hands with the people, we're never in the hospital, we're never involved in the messiness of people's lives, that we start creating policies and procedures and culture that doesn't meet the needs of people. I would say to every high-level executive of any business organization to always find ways to get out of the office and stay connected to the ground level, the grassroots, folks that the organization impacts, because you get real, raw customer feedback, and you can make real-time changes to systems and procedures that can very easily grow irrelevant for the people you're trying to reach. PHIL: (Talk about developing empathy; importance of not being “hard”; relationship development with staff) MATT: Going back to last week's episode, we need to look through the same filter we do when asking when to hire a new team member – we have to use our clearly defined culture. Going back to a clip from last week, Dave said: Dave Sumrall: One of the phrases that we have is, "culture has to be caught, it can't be taught". Those new employees will clearly stick out like a sore thumb when they don't embrace it. Then they have to make a choice, "Am I just going to do what the culture is? Am I going to be that? Or, am I going to move on and find another place to work?" And then those that don't have it clearly can see that they're going to have to make a choice - be like everyone else and embrace the culture and honor it, or remove themselves from the organization cuz it doesn't work. PHIL: If we have the right culture, it will act as our protection from always having the tough conversation of firing an individual. Most of the time, a strong culture, that's defended by the leadership inside an organization will weed people out on its own, as Dave said. Not only will we notice that person is not fitting in, but that individual will feel it too and have to make some tough decisions on their own – am I going to be a part of this or not? MATT: But what happens when we do have that team member who fits the culture, but misses the mark? How do we know when we need to let them go? First, we need try to come alongside them, and try our best to coach them through this. Dave Sumrall: The worst thing you can have is someone where they don't understand that they're not succeeding, or they don't understand that they don't embrace the culture, in their mind, they're doing everything they know how to do, and they're embracing the culture. Those are the most difficult conversations to have. For organizational leader or department head, that has to be constant, difficult conversations of, "Hey, here's where you were off, and here's why", just practical examples. We like to embrace that shoulder-to-shoulder, while we're in the midst of setting up this tent or setting up parking cones, "Hey, I noticed this, can you speak to that." "Hey, that conversation was a little rough that you had just 5 minutes ago" - we're kind of addressing it in the moment, but with a lot of grace, it's not, "let's go to coffee, let me sit down, let me have this very confrontational conversation", because you can make it a lot lighter. I think a lot of leadership momentum in a person's life, because it's not as confrontational, they don't have this big wall up, they're not trying to defend themselves and defend their actions. I think through constant shoulder to shoulder conversations, you can create this dialogue that allows you the opportunity to speak into people's lives, holding them to the standard of culture and performance. Then when they don't meet those expectations, you just be faithful to continue having the conversations and eventually, they just get tired of getting talked to. Typically, even those that are a bit self-deceived will come around and they'll begin to see, "Okay, you're still talking to me about this, and obviously, I feel like I'm doing what I'm supposed to, but I'm not making you happy, I'm not meeting your expectations". So in the rare cases when we have to let someone go, like I said, it's never a surprise. PHIL: And the key to effective shoulder-to-shoulder conversations starts with building a relationship on trust early on. Dave Sumrall: The best thing is to build a relationship. For us, I would like to believe that from team members who burn out, who just serve, who are good team members, all the way up to high-level staff members, that there's somebody over them, in relationship with them, so that the conversation can be trusted. It will be a sensitive conversation if there's no relational foundation, cuz I have to know that you're for me before you start to really speak into my life. We really try, from the very beginning, to be faithful with that, let's have good relationships - let's build community, let's make sure that this person knows that I trust them - so that if I have to talk to a team leader or a team member who seems to be burned out and is obviously not finding success, that they're not saying, "Hey, you don't have that room to speak into my life, who are you to say there's a great reputation so that conversation can flow naturally, and if that relationship isn't there, I can tell managers, leaders, make sure you build that relationship with that person and let them talk about their life, let them describe what they're feeling and what they're sensing before correcting because I think that that foundation of relationship can make that conversation so much smoother, because their hearts are open. When their hearts are open, then you lead with questions: why do you feel that way, what's going on, tell me what emotions you're processing, versus, saying, "Hey, you're failing, and I can tell you're terrible, and you need this or that". Just asking questions and drawing it out of people is a great leadership tactic that once the trust is built, then they'll be honest in that conversation. I think the other thing is you have the conversation really early - you need to be intuitive as a leader to the needs of the people beneath you, and how well they're doing, and call that out early: "Hey, I know things haven't been going well lately, and I want to know where you're at." I do that a lot with our team, in fact, just the other day, I called a guy and said, "Hey, we've had some tough conversations, I need to know where you're at, how are you feeling? What's going on? I care about you, I want you to be successful." When you establish that foundation, then people are a lot more open to suggestions and to leadership and guidance when they're navigating those emotionally fragile moments of burn-out. MATT: The next thing we need to check, before deciding when to let that person go, is for burnout. Have they been working really hard and making no progress? Dave Sumrall: I think that too much of culture, things burn out from working too hard - I don't think that's true. I think burnout comes from working hard and making no progress. We have to make sure that people are winning, and that they feel like they're winning. In fact, when we see a person that looks like they're drowning a little bit - you can always see it in their eyes, the eyes truly are the window to the soul - you can look into a person's eyes and see the condition of their soul. We monitor that very closely in our organization. We also know that when someone is having constant leadership conversations, we're doing a lot of shoulder to shoulder conversations, that they're probably struggling. We're faithful to have that conversation too, "How do you feel about this? Where are you at? How's your motivation doing?" and as people start to show signs of burnout, it usually means that either they're in the wrong role, or they have too much on their plate. We'll cut back people's levels of responsibilities so that they can feel like they're winning, cuz they need a few good, "Hey, you did that, and it worked out great." versus, "you dropped the ball here, you missed that detail, you missed this over here." - too much of that for too long, it doesn't matter if you're working 20 hours or 80 hours a week, that's going to grind at you pretty hard. In ministry sometimes, it's kind of a job that's never done, because even as you're counseling and helping people, there's always somebody else that's hurting, always somebody else to visit, so we have to make sure that we protect that day off really strong, that we keep people - we call it - in their lane. We keep them in their gift mix, or in a place that they're passionate about, because if someone's passionate, and they feel like they're winning, they're never going to burn out, no matter how hard they work. As long as they're taking at least a day - like Scripture says, "Take a Sabbath" - they take one day off. When people start to violate those things, we can see that they start to get tired and will either shift their role, take away their responsibilities, will send them on vacation, we'll make sure that we monitor it closely. If people can't get into a healthy pattern or rhythm, typically, it's because they're not supposed to be on the team, and we help them make that transition as well. PHIL: (Toxicity of burnout inside the organization) MATT: Finally, after we've built a relationship on trust that shows we care about them, we have many shoulder-to-shoulder conversations to help coach them, we've tried to help find their passion and win to combat burnout out – yet have no success, then it's time we have that tough conversation and let that person go. Dave Sumrall: At ITOWN, when it's time for someone to go, it's not a surprise to anybody involved. That's kind of the rule of thumb we use is that it should never be a surprise. Sometimes you have people on the team, they know that they don't fit in the culture, they know that they're feeling expectations, and basically, by the time you have the conversation with them of, "We think it's time to go a different direction", they're saying, "Oh thank God, I really wanted to quit anyway, but didn't have the guts to," or, "I was about to quit," or sometimes they do go ahead and quit. I've always been told to hire slow and fire fast, and I wish I had been a little more faithful to that. There are a couple of times where I felt like we needed positions filled and jumped the gun on people that probably shouldn't have been a part of the team, and ended up creating a little bit of heartache. Or there were times that there were cultural things wrong within the team and I just convinced myself that it wasn't a big deal because I didn't want to have the confrontational conversations that would make things difficult and felt like it would be awkward. I didn't' have confrontation as often and as frequently as I probably should have. I would say that it's been my greatest regret is the times that I knew I needed to make a change, but I drug my feet in doing it, because it just costs us time organizationally - we could've been healthier, we could've been growing, we could've identified the right people, but we couldn't, because we had the wrong people in place. I knew we had the wrong people, and just kept convincing myself that somehow it would all work out, when in reality, God was waiting on me to be faithful with the leadership He'd given me to have the tough conversations and allow them the opportunity to move or to grow… Now we're just faithful to have those conversations and faithful to manage those staff that are here. Early on, when we find somebody that seems like they have lots of potential, but we see some of these warning signs, we just call those things out early, and are faithful to have those conversations of, "Hey, I'd really like for this to work, but I see there's a little bit of inflexibility, I see there's a little bit of pride, and I've tried to teach you a couple of things, and you seem to always have the answers, and you don't have a lot of honesty there in your own life and self-awareness." We're faithful to talk about that now before they ever get on the team, and I think we save ourselves a lot of heartache. ||ROI Music Plays|| MATT: So let's recap… one of the toughest conversations to have as a leader is letting a team member go. No matter if it's immediate termination or one that follows extensive coaching, it's never easy. Just like last week, our foundation to knowing when it's time to let a team member go stems from our culture. A clearly defined and defended culture will do most of the hard work for us – as in, it will weed out people who do not fit. They will feel it and have to decide if they're going to embrace the culture or move on. But what happens when they do fit the culture but are not performing well? The first way to answer when to let that person go is by building a relationship early on rooted in trust and personal care. If they don't trust you, they will have a hard time receiving some coaching. Once trust is established and we have leadership conversations, we don't coach face-to-face, rather we go shoulder-to-shoulder. Whether casually in the hall, on the way to lunch, or working on a project together, use that time to mention what they can do better. This addresses the problem in the moment yet is a softer approach to a “come into my office” meeting. Next, we need to address and identify burnout – Can you see it in their eyes? Are we having constant leadership conversations? If burnout is the case, it's up to us to help them find the right role, take off responsibility so they can win, or give some time off to help recalibrate their heart and mind. Finally, once we are confident we've done all we can do as leaders, now is the time to let that team member go. Even though it's a tough conversation to have, here's some good news, this conversation will not be a surprise to anyone involved. When we get to this point, both you as a leader and the team member involved will see it coming. This has been another episode of the ROI Podcast presented by the Indiana University Kelley School of Business. I'm your host Matt Martella alongside Associate Dean Phil Powell, where we work hard to help organizations make better business decisions. Thanks for listening.

An organization cannot grow without a strong team working together. And as leaders, we are the ones charged to build and maintain that winning workforce. However, the question we wrestle with is not IF we should hire an employee, rather it is WHEN we should hire an employee. On this two-part series, we sat down with the Lead Pastor of ITOWN Church, Dave Sumrall who shares his executive wisdom to help us answer the question, when do I hire a new team member? ---- Do you have a question? Looking to get help on a business decision? Know a great guest for our show? Email roipod@iupui.edu so we can help your organization make better business decisions. ---- Ready to take your next step? Check out if a Kelley MBA is right for you: https://bit.ly/35aeAfZ ---- SHOW NOTES: MATT: Where there is competition, there are winners and there are losers. As leaders, we don't just like to win, we need to win. And we know that the three keys to success are a clear strategy, determination, and having the right team of people. But the question with onboarding talent is not if we build our team, it's when. On this two-part episode, the lead pastor of itown church, Dave Sumrall helps us tackle two really tough questions – when do we hire a new team member and when is it time to let a person go. Let's get to the podcast… ||ROI Music Plays|| MATT: Welcome to another episode of the ROI Podcast presented by the Indiana University Kelley School of Business, I'm your host Matt Martella alongside Associate Dean, Phil Powell – where we work hard to help organizations make better business decisions. We're so honored you're spending time with us today because we know an organization is only as good as its leadership. If you're new to the show, welcome to the Kelley Family. We put out a weekly podcast that offers 3 to 5 practical tips you can apply to your leadership right away. And to our loyal listeners, thank you so much for your support. We would love to hear from you. Send us an email to roi-pod, that's roipod@iupui.edu so we can answer any questions you may have about business. A big question many of us leaders ask is when do I pull the trigger to hire a new team member or when is it time to let that person go? On this two-part episode, we're going to give you the tools to make that decision for yourself – with confidence. We sat down with the lead pastor of itown church, Dave Sumrall who leads a non-profit organization with 32 staff members, over 1,000 volunteers, and 8 locations all over the state of Indiana, including 4 correctional facility campuses. As non-profit organizations put less focus on monetary gain than for profit entities, it can be tough to know when you can afford a new employee or if your organization can survive without an individual if you were to let them go. Dave Sumrall: I would say the biggest challenge that we face as a non-profit is we don't pay everybody to do everything. We're an organization that operates every weekend with nearly a thousand team members that we don't pay. Our workforce is unpaid, which in some respects, is a huge disadvantage because you can't just pay people to go get a bunch of stuff done. But we like to see it as an advantage because people don't have to be there - they're there by choice. So the difference in all of that is at the end of the day, it's vision - it's casting the vision and helping people understand their sense of being a part of something greater than themselves, and the fact that we genuinely care about them as a person as well. Then another thing that's extremely unique compared to a for-profit company is that from a financial standpoint, we only do business "two days out of the week", because we have services on Saturday and Sunday. In essence, everything happens on Saturday and Sunday that drives the financial model of our church. All of our financial model is based on people just giving out of the generosity of their heart, seeing the difference that we're making as a church, and believing in that difference, and trusting us with their finances. All of what we do financially, spiritually, culturally, relationally, it all is fueled out of those two days - you'd be hard-pressed to have a retail-store open for a day and a half out of the week to drive all of the sales of the company and be successful. PHIL: Non-profit organizations also possess a greater challenge than for profit companies because, as Dave said, they must have a strong volunteer force bought into the organization's culture. Dave Sumrall: That's probably been the greatest challenge as the church grows is continuing to make sure everybody understands what we rally around, why we rally around it, why it matters, and keep that culture and focus incredibly pure. At the same time, people are our most valuable asset as well because people buying into the vision and having their lives changed is what fuels the continued growth, cuz in a church setting, found people find people. Culture isn't something that we shoot for, it's something that we are. PHIL: And so, before we decide when to hire or when to let a team member go, we have to clearly define our company's culture. If you want to know how to reinvent your culture, check out last week's episode with Lee Cockerell, the former Executive Vice President of Operations for Walt Disney World Resorts. Dave Sumrall: Culture isn't something so much that's spoken, it's something that's incredibly felt in a church environment. You can tell when cultures feel off, and we always are very diligent to drill down, "Why does it feel off" - it's always because an attitude or an opinion or a prospective is off. So we monitor it just by talking about it all the time, keeping it fresh and clear in front of the team, and then having constant conversations about why does this feel off, and why does this feel right? Let's drill down what that means and why that conversation and the motivation behind it was wrong. Maybe the outcome seems right, but at the end of the day, it's a little bit more legalistic, it doesn't feel like who we are. We boil it down to just the very simple values of loving God, loving people, having a spirit of excellence, and making sure that we do everything in an attitude of fun, that we actually get to enjoy it. When we think through that filter, then it makes it really easy to navigate church life.  PHIL: Once we have our culture clearly established, now we can begin to decide when to hire or when to let go of a team member in our organization. Dave Sumrall: One of the phrases that we have is, "culture has to be caught, it can't be taught". It can't just be a set of rules, it has to be something, like I said, you become. It takes time being in the right culture to be molded by it. In some cases, we have hired from the outside, and we'll give them a period of time when they're coming from a different system or a culture into our stream to adapt to it. Some people make that transition very nicely, and other people, they don't catch the culture, and because we understand the culture is the most important thing, we never sacrifice it for a person that has potential or ability. I would say with organizations that are fighting for that new culture within a new person, making sure that from the top-down, everybody underrates it and embraces it, those new employees will clearly stick out like a sore thumb when they don't embrace it - then they have to make a hard choice. It's not something that happens behind the scenes, it's something that's very obvious to everyone. MATT: So let's answer the first question, when do we hire a team member into our organization? The first thing we need to do is define our personal strengths, and recognize our weaknesses as a leader. Dave Sumrall: As a pastor of the church, there are a few things that I'd do: I set culture, I set the vision, God speaks to me and I get to set the direction for the church or where we're launching our next campus or what sermons we're speaking on the weekends, those are my responsibility, and in so many cases, only I can do so many of those jobs. A number of people can do the accounting, there's someone else that God's called to lead students, and there's somebody else that's called to lead worship - I don't have any ability in that area. When it comes to all those others jobs - like we talked about before - as the organization grows, you have to identify where the greatest need is, organizationally, that would keep me from doing what God's called me to uniquely do. Every pastor, every C-level executive, every entrepreneur is different in what they want their focus to be, and where their strengths lie. I've always embraced the philosophy of just staffing my weaknesses - I'm not going to spend all my life trying to get good at the things I'm bad at, I'm going to let other people do those things, and I'll just do what God is uniquely gifted me to do, what my strengths are. I think that works in every single organization, and for every high-level leader, that's a different set of strengths - everybody has unique gifts. PHIL: (Talk about leaders trying to get better at what they're not good at – instead strengthen your strengths) MATT: The next way to answer when to hire a new staff member is create a budget floor and ceiling for salaries. Dave Sumrall: We operate based on a budgetary process that says we won't exceed 35% of our income on salaries. We have that as a ceiling that we're always operating under, so that's our first guideline that we have to look at. Then we also understand that there's a number that could be too low, and I don't know what that percentage is, there were years that we've been in the low 20's percentage-wise, but the church was in some cases understaffed. When that's the case, you have too many people doing too many jobs, details are dropped, and people are overworked. Sometimes, even when we are fully staffed, if we're under that 35%, if we find something that is a great leader of leaders, we'll bring them on, because we know that they're a game changer in the organization. At every season of growth for an organization, there are different things that you need, like now that we're at the size we're at, we needed a motion graphics designer. Well, that's not something you need at a church of a couple hundred, you need to pay the pastor. When you get to 500, you need a worship leader. There are different benchmarks that you hit along the way on the size of the organization too that have unique positions. Depending on the industry, obviously there are unique things that you need as you continue to grow, and figuring out what those are, to take your company or your business to that next level, to differentiate. I know that we don't often talk about it because we're all on the same team when it comes to The Kingdom, but when it comes to market-share, you have to identify what's your market niche, what's going to differentiate you from the competition, and lean into those things - staff that team specifically to make sure that you're poised for growth. PHIL: (Budgets create safety and clarity) MATT: Finally, once we have our budget, in order to answer the question when to hire a new team member into our organization, we must decide the attributes our future employees must possess to be successful. Dave Sumrall: Well there's a few things on staff that we embrace - when it comes to people just having the right culture. Like I said, we want to be in love in God, we want to love people, we want to have excellence, and we want to have fun. But under that, there's this subset of values that we look for, like the top one would be humility. We have to have some confrontational conversations with people, cuz everybody makes mistakes, and everybody fails. We have to constantly correct and train - somebody having a humble approach towards it, and not really drawing people to themselves, but drawing people to the vision, that's very very important.Of course, teachability is incredibly important for us, and I love how Craig Groeschel defines teachability is "the ability to learn which you think you already know." I love our staff to always be learning, and in those teachable moments.I don't want them to be defensive, I don't want them to try and protect their decisions - I want them to be open-hearted, open-handed, and listen. Even for our staff, some of the best ideas that we've ever had come from people who serve on our teams - we can even be taught by the people around us. I want them to always be teachable, and then I want them to be honest: there's nothing more annoying than having to correct a problem only to dance around the subject for three days, cuz nobody will take responsibility for who is actually to blame, and the truth is kind of fuzzy of who said what, who did what, and whose fault it really was. I tell our team all the time I really don't care whose fault it was, I need to fix the problem. I just need you to be honest with me, did you make the mistake? Did you not make the phone call? Did you not have that conversation like I asked you to have?" It's okay if it didn't happen, we just need to know where we're at - we need clarity in what we're actually talking about. Then I have to have flexibility from our team - somebody that's incredibly rigid and inflexible, when they get very territorial and they want to silo the organization and have their little area that they're in charge of, that's really prohibitive. When I see somebody where, "Hey, if I need you to stay five minutes later, I need you to come ten minutes earlier", that lack of flexibility can really jam up the culture because we work as a team, and I think we have to be really flexible. Then, obviously, people have to be resilient - if you're not resilient in any organization, if you can't take correction and come back from it, if you can't have a failure and come back from it, then eventually, especially in ministry, it's a very difficult industry to be a part of, cuz you're dealing with people's lives, and everybody makes mistakes, we need them to be resilient. If we don't seize those attributes and qualities in people, we know it's just a matter of time before they're no longer with us. We value those at a very high level when we see them.We try to make sure that all of that flushes out before they ever come out on the team, and as they're doing all that, we can again see, do they have the heart for the house, do they embody the culture, do they understand the vision, is this something that they're making sacrifices to be a part of it? Those are all things that are necessary in order to really be successful. PHIL: (The importance of identifying specific traits) ||ROI Music Plays|| MATT: So let's recap… organizational leaders may not struggle with if to hire a new team member, but more so when to bring them on board. As Dave said, the key starts with a clearly stated and defended culture within your organization because culture acts as your litmus test to when you should hire. Once you start answering that question, now comes the plan. The first step to knowing when to hire a new employee is to identify our personal strengths and recognize our weaknesses. Remember, we're concentrating on building our talents rather than putting all our effort into improving all our shortcomings. Our weakness then becomes hiring criteria for future employees. Next, we need to set guidelines for our organization that protects us from spending too much or too little on the right help. That comes in the form of budgets. For itown, they do not exceed 35% of their organizational income on salaries, yet they also understand they cannot operate if they only spend 20% either because details are missed, people carry too much responsibility and everyone is overworked. Finally, its vitally important that as organizational leaders, you define the characteristics of what makes a great team member in your company. This helps to specifically identify traits for your future team, which in turn protects the culture and keeps your organization operating at maximum efficiency. Be sure to tune in next week as we continue this two-part podcast where Dave Sumrall helps us answer the next tough question, when do we let a team member go. This has been another episode of the ROI Podcast presented by the Indiana University Kelley School of Business. I'm your host Matt Martella alongside Associate Dean Phil Powell where we help organizations make better business decisions. We'll see you next week.

Revival is still happening. This week Dave Sumrall challenges us to conquer comparison.

Revival is still happening. This week Dave Sumrall challenges us to conquer comparison.

ARC Conference 2018 – Birmingham Greg Brooks from WIF with Matt Keller, Benny Perez, and Dave Sumrall

Pastor Dave illustrates reaching the lost through the story of Zacchaeus..

Pastor Dave illustrates reaching the lost through the story of Zacchaeus..

00:10:40 Katie Souza Botches the Doctrine of Original Sin 00:40:01 Bill Johnson & Sid Roth The God is Good "Revelation" 00:57:40 Rick Warren Passing the 10 Common Tests of Life 01:15:36 Sermon Review: Experiential by Dave Sumrall

• Highlights from Patricia King Live • Terri Savelle Foy on Making Dreams Bigger Than Our Memories • Joel Osteen Omits Critical Data From Genesis • Sermon Review: Too Legit To Quit by Dave Sumrall of iTown Church

• TD Jakes And Outgrowing Wombs • Rick Warren And Finding Your Destiny • Beth Moore's Claimin Naaman Part 2 • Sermon Review: Dream Again by Dave Sumrall of iTown Church

• Patricia King Turns Problems Into Solutions • Jentezen Franklin Says You Need a Fresh Vision of Jesus • Sermon Review: Here Comes the Sun: Realignment by Dave Sumrall of iTown Church, Fishers, IN