How Disney’s 4 Keys Can Improve Your Volunteer Job Descriptions


Some time ago our family ministry team read the book Creating Magic by Lee Cockerell. It was a great read with a lot of helpful leadership principles. The book Be Our Guest is another great resource, and while our family ministry team hasn’t read it together, many of us have read it on our own and we use it regular in conversations about our Welcome Teams.

One thing we learned from Be Our Guest is their four keys to creating a good show, or as it was originally talked about, a quality standard. Here are the 4 keys:

  • Safety
  • Courtesy
  • Show
  • Efficiency

What I love about the 4 keys is they are prioritized. As the author writes:

“It is, however, not enough to simply identify quality standards. They must also be prioritized. Otherwise, what happens when a conflict between standards arises?”
Theodore Kinni


It is essentially a decision-making tool all Disney cast members (employees) can use in any situation. The first thing they take into consideration is safety. If everything is safe and secure they can make sure the customer is experiencing courtesy, and so on. I also like how they prioritize show over efficiency.

How The 4 Keys Can Improve Volunteer Job Descriptions

We took the concept of the prioritized 4 keys and tweaked it a bit to upgrade our volunteer job descriptions. We’re near the end of the process of overhauling our family ministry volunteer job descriptions, so I hope to make those available to you soon.

Our goal was to make a list of the Top 4 responsibilities for each role and prioritize them. As we went to do that, we realized most roles have a different set of responsibilities during the week as compared to in the environment on the weekend. Here is a snapshot of the Top 4 for an Elementary Small Group Coach (a volunteer who leads a team of small group leaders).


As you can see, each one in the Top 4 is a word we included with a description of what it means specifically. During the week, a Coach must communicate with their team. If they have no time that week, they must do that at the very least. After that, they schedule volunteers, which is typically easy since our volunteers serve weekly. Beyond that, their job is to care for their team and develop their team members to help them get better.

That’s what a typical week should look like, but we realize every week is not typical. Hence the prioritization. They know what to do when time is limited. If time is always limited and they’re rarely getting to care and develop, we talk about it.

Our job descriptions also include a list of responsibilities and best practices, but the Top 4 helps make it simple and tangible. It’s a great tool for evaluation as well because we can easily talk through the Top 4 during the week and on Sunday and determine how well they are carrying out the role.

Would you mind sharing your job descriptions?

I’d love to see your job descriptions (if you have them) and learn from what you do. Email me at nick at nickblevins dot com.

Five Ways To Train Volunteers and Which One Is Best

Live to Serve training event for children’s ministry volunteers – see

In the survey I recently didvolunteer training was one of the top topics family ministry leaders were interested in. Training volunteers is crucial and I believe it is something many leaders struggle to do well. It’s also something that isn’t a one-size-fits-all approach, so each leader has to determine what their ministry needs.

5 Ways To Train Volunteers

In addition to figuring out what our ministries need, something we can miss is the importance of using different training methods. I think we should use multiple training methods and pay close attention to which ones fit us best based on our team, our gifts, our rhythm and our ministry size. Regardless of those factors, I do believe one of these methods is the best and every ministry should have it as a foundational part of their training plan.

Large Group Setting

This is probably what most of us picture when we talk about training volunteers. We think of a large group setting where somebody teaches content to the group. The advantage is we can train a lot of people at one time. The disadvantage is that it requires a gifted communicator to prepare and deliver the content. I think this option is helpful for orientations and vision casting.

Small Group Setting

In my opinion we don’t take advantage of this method enough. This method is just like leading a small group with the content being whatever we want volunteers to be trained with. The advantage is it doesn’t require a gifted communicator/teacher and community can be built in the process. The disadvantage is that it does require an existing structure and a lot more leaders. It also needs content that’s written and created with small groups in mind. I think this is helpful for training around specific roles, specific skills, or when we want to develop a team all together.

1-on-1 Mentoring

If you were to poll top business leaders you would find the vast majority of them receive regular coaching and mentoring. Most of us will only reach our potential with the help of a coach. The advantage to mentoring is the training can be very specific to what the person needs. The disadvantage, of course, is that it requires the most leaders and the most commitment from those leaders. In an ideal world every volunteer is led by someone who is pouring into them. I think this method should be used by every leader with the people they lead at least once or twice a year.

Distributed Self-Learning

In the world we live in this is a great training option. Essentially we create training content in some format and distribute it to volunteers for them to go through on their own. This could be training videos, articles, audio teachings, or even pushing content through email and social media. The advantage is the content lasts for a long time. The disadvantage is there may be less accountability and little relationship building. I think this is best for ongoing development and for training early on in the process.


The best churches I have learned from all use apprenticing in a big way. In fact, I think it is the best training method there is. The advantage is, as Andy Stanley says, that “leaders learn on a need-to-know basis.” Putting them in an environment where they must learn helps them retain more. Also, people typically learn and retain more by doing it and teaching it, both of which can happen through apprenticing. The disadvantage is that it’s harder to control and ensure apprentices are getting the experience you want.

What methods do you use and prefer?

Did I miss a method? What methods do you use and which one do you think is best?