Building a Great Team

A GREAT team is what will set you apart. There is something incredible about being able to lean on your team members, knowing that each of them has a role, and responsibility and that it will be done well! We recommend you set up regular meetings with this team to bring clarity and awareness, cast vision, and create a great bond.

Here are our recommendations for team responsibilities. Some of these roles may be covered by the same person, while some will be only one individual and others shared! Talk amongst your team and find out what's best for you.

CITY LEADER

Main leader, organizer, communicator, and champion of your "Love _______" volunteer event. This will be your main "hoorah" person!

PROJECTS MANAGEMENT PERSON

Getting projects confirmed and on the board (and communicated to the Website Manager) - Manage project leaders and projects page (every project should have a project leader*)

MARKETING PERSON

See the "Event Promotion" Folder for promotion ideas. This person will also design/order marketing material as well as reach out to businesses, churches, etc. for sponsorship opportunities

WEBSITE AND SOCIAL MEDIA PERSON

Maintain City website using our platform

KICK-OFF PERSON (or team!)

Along with the City Leader plan the morning kick-off, vendors, activities, etc. Manage permissions with the City; most cities need permits, porta-potties for large groups of people, insurance coverage, etc.

Challenges and Solutions to Look For in Building a Team:

1. Clarity Around Roles & Expectations

• Challenge: Vague roles cause confusion and burnout - Volunteer environments often start informally, so roles can be vague. People may step up out of passion but not fully understand what's expected of them.

• Solutions:

  • Create clear role descriptions (title, scope, time, goals).

  • Co-create expectations with each leader.

  • Use onboarding conversations to align on contribution.

2. Selection Criteria

• Challenge: Lack of structure → subjective or inconsistent choices. Finding the right people -- who’s enthusiastic vs. who’s truly suited for leadership? Not everyone is ready to lead -- what can we do with those people who are eager, but not ready?

• Solutions:

  • Define values-based criteria (e.g. commitment, reliability, initiative).

  • Use informal interviews or short applications.

  • Involve current leaders in the process for shared ownership.

3. Volunteer Time Constraints

• Challenge: Unpredictable availability affects team stability.

• Solutions:

  • Set clear time expectations (MoUs or agreements).

  • Promote shared leadership to avoid dependency.

  • Regular check-ins and flexibility are key.

4. Coaching & Development Capacity

• Challenge: City Leaders may not be trained in team-building.

• Solutions:

  • Offer monthly skill-building or coaching circles.

  • Encourage peer mentorship.

  • Create space for regular reflection and feedback.

6. Mission Alignment

• Challenge: Risk of mission drift as the team grows.

• Solutions:

  • Reiterate LOC mission often.

  • Use storytelling to keep purpose central.

  • Build culture through rituals (e.g. mission moments in meetings).

Final Thought:

City Leaders are relationship weavers—success comes not just from structure, but from cultivating trust, shared ownership, and aligned purpose.