It’s a scary, beautiful road when we leave the comfort of the familiar to forge a new path.

For two years, I worked as an assistant for the International Program Group Communications team. I had an incredible boss who encouraged me to pursue my passions. I flourished under his leadership as I learned more about my skills and developed relationships around the ministry.

So two months ago, when offered a new position as the International Partner Development Web and Marketing Specialist, I knew what I had to do. This was an opportunity to steward my gifting and passions for writing, marketing, and cultivating relationships of impact.

But that meant leaving the people I’d grown so close to. My co-workers had become a second family to me!

Learning a new role can be lonely. Sure, I love my new bosses and the new people I’m meeting, but I miss my old team. Leaving familiar paths to venture onto new ones feels vulnerable and sometimes scary.

A new friend of mine, Colleen,* knows these feelings well.

I met Colleen through OurCompassion, which I now work to help develop. She’s a sponsor and correspondent from Australia, and she recently blogged on OurCompassion about her struggle with cancer: (more…)

Jacob Kitonsa began working for Compassion in Uganda in 1999. He currently works in our International Program Group as a Senior Leadership Development Program Specialist.

Jacob shares that working for Compassion has given him the opportunity to root himself in Christ, to establish himself as a Christian, and to make his life his ministry.

Now, I know the organizational structure of a company is not all that exciting, but it does say a lot about how an organization is run, what its priorities are and how it tries to achieve its objectives.

Just take a look at your church.

If it has a senior pastor, five associate pastors, two youth pastors, three children’s ministry directors, two worship pastors, three small group directors and a congregation of 50 people, that’s a problem, wouldn’t you say?

Top heavy, perpetually over budget, ridiculous amounts of overhead.

Now say it’s located near an inner city and its main goal is to do targeted outreach. Now the church is potentially lacking in both talent and funding to achieve its outreach goals.

Mission and budget are crucial pieces of the puzzle for an organization. They drive strategic planning one year and five years down the road and govern the here and now.

They help dictate the best structure of an organization and enable managers to make important decisions around hiring — Who? For what purpose? When?

Last year alone Compassion grew by 371 full-time employees — a 19 percent increase. We have more than 1,500 International Program staff in the field — 67 percent of our total staff is made up of nationals. That says a lot about how we use our resources and go about our mission.

Organizational structure is important, especially for us as we have been growing so rapidly.

You all know we’ve surpassed 1 million concurrently sponsored children. What on earth does it take to support a boatload of new employees and more than 1 million sponsored children?

Well, let’s take a quick look at the mission-keepers and budget preparers at Compassion. They fit under the umbrella title Global Support Services and are one part of what makes things tick here in Colorado Springs. (more…)

So to follow up on the clock analogy, what makes Compassion tick? Which gears and teeth make Compassion run and how?

Are there letter-writing genies in the basement? Does Compassion’s headquarters even have a basement?

Do Santa’s workshop personnel kick it here during the off-season addressing and licking envelopes and sleighing over to Togo, India and Honduras to drop off sponsor letters? Payroll and finance must have a tough time keeping up with the influx of elfishness.

No genies. No basement (that I’m aware of). No elves. No sleigh. (Although there may or may not be a task force looking into the cost benefit analysis of said magical sleigh. Postage is expensive.)

Today, I will break this down into a very high level overview. It won’t be totally satisfying but one must start somewhere. We can get into the nitty gritty later.

First the Ministry Paradigm. Or rather, my version of it.

Before you tune out, the Ministry Paradigm is basically a high-level representation of how Compassion is organized to best serve children.

And when you think about it, every organization should have a specific goal: mainly to take the mission and vision, devise a strategy to implement change, employ specific operations to reach the desired outcomes, and measure them along the way to gauge impact. Right?

I think we can all agree that the children are the main focus of Compassion’s work. The children are the reason you sponsor, and it is you who allow us to serve them.

Now, we’ve got two sides of the equation. Two main feeders serving Compassion’s children — church partners in the field and sponsors here in the U.S. (and abroad). A gross misrepresentation, but go with this analogy: hands and money. (more…)

One crucial message Jesus wanted his disciples to grasp is that in God’s kingdom leaders are servants.

“For even the Son of Man did not come to be served, but to serve, and to give his life as a ransom for many.” – Mark 10:45 (NIV)

At Compassion, as God’s followers, we aspire to be more like our Savior, Jesus Christ, in who we are and what we do.

Servant leadership requires us to surrender our will for God’s will. It requires confession and seeking God’s power to transform us with His servant heart.

Listen to Mark Yeadon, Senior Vice President of International Program, talk about the importance of exemplifying Christian servant leadership.