436: Why Staff Engagement is the Key to a Thriving Camp & Retreat Ministry

What if the key to transforming your workplace isn’t just new strategies but a shift in culture? In this episode, John MacDonald, President of T Bar M Camps, shares how he and his team built trust, transparency, and alignment with their Christ-centered mission—creating a workplace where employees feel valued, engaged, and empowered.

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In this episode:

John MacDonald’s Leadership Journey

• Transitioned from a career in engineering and shipbuilding to camp ministry at T Bar M. (04:00)

• Initially expected a clear divine calling but realized that faithfulness in daily life is key. (05:40)

• Learned that God’s leading is seen more in consistent, everyday faithfulness than in milestone moments. (05:45)

• Values the small, faithful actions like budgeting, coaching soccer, and maintaining relationships as crucial leadership lessons. (05:48)

Faith and Leadership at T Bar M

• The camp’s theme verse (2 Chronicles 16:9) emphasizes God seeking faithful people. (07:09)

• Leadership is about being faithful in daily responsibilities rather than waiting for dramatic moments. (06:56)

• Emphasizes celebrating what God is doing and creating a culture of encouragement. (07:48)

Using Employee Engagement Surveys to Improve Workplace Culture

• T Bar M has used the Best Christian Workplaces Employee Engagement Survey for several years. (08:02)

• Initially, low survey scores were challenging, but with guidance from Doug Waldo, the team unpacked the data. (08:29)

• “Feed-forward sessions” helped identify areas for improvement by focusing on what a healthy workplace would look like. (09:24)

• Key areas of focus:

• Celebrating staff and their contributions. (09:54)

• Bringing clarity to roles and goals. (09:57)

• Creating structured communication practices, such as staff coffee meetings to share wins and faith-based encouragement. (10:07)

Encouraging Leaders to Engage with Employee Feedback

• Many leaders fear asking for feedback due to potential criticism. (11:33)

• John’s advice: “Do it scared”—avoiding feedback can be a greater leadership weakness. (11:40)

• Conducted one-on-one meetings with all staff over a year to understand workplace strengths and weaknesses. (12:05)

• Acknowledges that some issues can’t be fixed, but transparency and willingness to listen build trust. (12:30)

Balancing Employee Involvement & Strategic Focus

• Employees are encouraged to innovate and contribute extra effort. (12:50)

• Leaders should balance involving staff in decisions with maintaining mission focus. (13:05)

• Key principles:

• Be transparent about decision-making. (13:37)

• Apologize when mistakes are made. (13:57)

• Create a safe environment for open criticism and feedback. (14:06)

• Understand what employees do to know when and how to involve them in decisions. (14:21)

• Ask staff what activities to stop to focus on priorities (e.g., “load shedding” concept in leadership). (15:39)

Building Christian Character in Leadership & Culture

• Christian character is foundational to the organization’s mission and culture. (19:14)

• The company merged for-profit and non-profit businesses, and the integration was initially challenging due to different cultures. (19:20)

• Path of Least Resistance Concept:

• Christian culture should be the easiest choice for staff. (20:15)

• Staff must desire a Christian culture for it to be effective. (20:20)

• Organizational values must be seamlessly integrated into daily practices. (20:30)

Practicing Spiritual Rhythms

• Spiritual practices include:

• Staff coffee meetings for prayer, Bible study, and sharing life stories. (20:24)

• Covenant groups for personal and professional support. (20:41)

• Encourage open discussions about how God is working in people’s lives. (21:01)

• Leaders should model these practices to normalize them for staff. (21:06)

Organizational Culture & Balance

• It’s important to create an environment where staff feels comfortable practicing spiritual rhythms. (21:10)

• Leaders need to balance work efficiency with fostering relationships, ensuring a supportive and spiritual culture. (21:20)

Balancing Culture and the Tyranny of the Urgent

• The urgency of daily tasks can overshadow culture, but at T Bar M, relational time is prioritized. (24:16)

• Leaders must manage their schedules wisely, recognizing that between 9:00 and 4:00, their time is often dictated by others. (24:38)

• While flexibility is important in ministry, meeting commitments is essential for trust and operational efficiency. (25:04)

• Reducing last-minute crises can help minimize the tyranny of the urgent. (25:25)

Lessons for New Leaders

• Build Trust: Get to know your team—trust is foundational in any workplace. (27:05)

• Avoid Over-Control: Leaders should set high expectations but release control over outcomes. (27:31)

• Master Conflict Resolution: Learning to handle conflict effectively prevents unresolved issues from festering. (28:38)

• Create Safe Spaces: When leaders provide a safe place for difficult conversations, gossip decreases, and team trust increases. (29:04)

Fostering a Fun Workplace

• While fun is part of camp culture, not all tasks are enjoyable (e.g., spreadsheets, budget meetings). (31:21)

• A structured “Don’t Waste Fun” event failed—fun often works best when spontaneous. (32:07)

• Lunch and learns, with games added afterward, proved more effective for fostering a fun culture. (33:01)

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