Featuring: Dr Steve Brown. April 25 June 20, FlyingInFormation.ca

Transcription

1 april 25 REGINA april 26 WINNIPEG april 27 OTTAWA april 28 BURLINGTON may 9 ST. JOHN S may 10 HALIFAX may 11 TORONTO may 12 MONTREAL june 07 CALGARY june 08 EDMONTON june 09 SASKATOON Featuring: Dr Steve Brown April 25 June 20, 2017 FlyingInFormation.ca june 20 VANCOUVER In partnership with Parasource

2 Church Ministry: Team Development Survey

3 About the respondents: Denomination & Position Denominational Affiliation Position Other Baptist Pentecostal Independent United Church Mennonite Charismatic Anglican Presbyterian Brethren In Christ Alliance Reformed Lutheran Salvation Army 9.9% 8.7% 5.8% 4.7% 4.7% 3.5% 2.9% 2.9% 1.7% 1.7% 0.6% 19.2% 18.6% 15.1% Denominational leader 1% Lay leader / volunteer 27% Pastoral staff 14% Senior / Lead / Executive pastor 43% Outreach / Missions pastor / leader 8% Other church staff 7% Church Ministry: Team Development Survey

4 Most important roles to them as a team leader. 84% 88% 81% 74% 78% 70% 65% 73% 58% 40% 38% 34% 34% 27% 28% Vision Caster Encourager Developer Delegator Recruiter Total Senior / Lead / Executive pastor Other Church Staff Church Ministry: Team Development Survey

5 Roles needing improvement in their development as a team leader. 43% 35% 29% 22% 22% 22% 21% 18% 17% 14% 16% 17% 8% 5% 10% Developer (Helps grow individual and team capacity) Vision caster (Helps set the vision and direction of the team) Recruiter (Helps identify and invite the right people to the team) Delegator (Helps assign the right tasks to the right people) Total Senior / Lead / Executive pastor Other Church Staff Encourager (Helps motivate and build team morale) Church Ministry: Team Development Survey

6 Obstacles they believe hinder the effectiveness of a team. Lack of Vision/Purpose Lack of communication Lack of Leadership Lack of training Lack of unity Lack of team morale Lack of recognition 12% 25% 24% 24% 30% 22% 38% 45% 61% 69% 65% 56% 61% 58% 51% 78% 77% 77% 77% 84% 92% Other Church Staff Senior / Lead / Executive pastor Total Church Ministry: Team Development Survey

7 Preferred role as a team leader RANK 1 RANK 2 The Collaborator (Known as forward looking, goal directed, accommodating, flexible, and imaginative) The Communicator (Known as supportive, considerate, relaxed, enthusiastic, and tactful) RANK 3 The Contributor (Known as responsible, authoritative, reliable, proficient, and organized) RANK 4 The Challenger (Known as honest, outspoken, principled, ethical, and adventurous) Church Ministry: Team Development Survey

8 Meet our Featured Speaker Dr Steve Brown President Arrow Leadership Author of Leading me and Great Questions for Leading Well A graduate of Tyndale Seminary (MDiv) and Gordon-Conwell Theological Seminary (DMin) Blogs regularly at: Former pastor and marketplace leader

9 Vision Caster Session 1 Establishing the vision and direction of the team Handbook pg 10

10 Most important roles to them as a team leader. 84% 88% 81% 74% 78% 70% 65% 73% 58% 40% 38% 34% 34% 27% 28% Vision Caster Encourager Developer Delegator Recruiter Total Senior / Lead / Executive pastor Other Church Staff Church Ministry: Team Development Survey

11 5 Key Ingredients 1. Clear 2. Compelling 3. Communicate! Communicate! Communicate! 4. Creative 5. Repeated

12 Vision of God (God s Character, Purposes and Priorities) Exodus 3:4-6 Three Dimensions of Vision Personal Vision (Who and What) Exodus 3:10-12 Corporate Vision (Where and Why) Exodus 3:7-9

13 Roundtable: Case Study 10 min. Pg 13 The leadership at Hope Community Church want to prioritize small groups as the key place for care and connection in the church. Around your table, work together to brainstorm 3-4 practical ideas or action steps to: 1. Cast this corporate vision to current small group leaders in the church. 2. Stir the personal vision of potential new small group leaders. 3. Connect this direction to a bigger and fuller vision of God.

14 Recruiter Session 2 Inviting the right people onto the team Handbook pg 14

15 A Spectrum of Teams All those who were in distress or in debt or discontented gathered around him, and he became their commander. About four hundred men were with him. 1 Samuel 22:2 Some Gadites defected to David at his stronghold in the wilderness. They were brave warriors, ready for battle and able to handle the shield and spear. Their faces were the faces of lions, and they were as swift as gazelles in the mountains Day after day men came to help David, until he had a great army, like the army of God. 1 Chronicles 12:1-2, 8, 22

16 Roundtable: Lessons Learned 10 min. Pg 17 Work as a group to create your own list of 4-5 recruiter lessons you ve learned the hard way (by mistakes) 2. the easy way (through success) Learned the Hard Way Learned the Easy Way

17 Delegator Session 3 Assigning the right tasks to the right people Handbook pg 18

18 The next day Moses took his seat to serve as judge for the people, and they stood around him from morning till evening. When his father-in-law saw all that Moses was doing for the people, he said, What is this you are doing for the people? Why do you alone sit as judge, while all these people stand around you from morning till evening? Exodus 18:13-14

19 Moses answered him, Because the people come to me to seek God s will. Whenever they have a dispute, it is brought to me, and I decide between the parties and inform them of God s decrees and instructions. Exodus 18:15-16

20 Moses father-in-law replied, What you are doing is not good. You and these people who come to you will only wear yourselves out. The work is too heavy for you; you cannot handle it alone. Listen now to me and I will give you some advice, and may God be with you. You must be the people s representative before God and bring their disputes to him. Teach them his decrees and instructions, and show them the way they are to live and how they are to behave. Exodus 18:17-20

21 But select capable men from all the people men who fear God, trustworthy men who hate dishonest gain and appoint them as officials over thousands, hundreds, fifties and tens. Have them serve as judges for the people at all times, but have them bring every difficult case to you; the simple cases they can decide themselves. That will make your load lighter, because they will share it with you. If you do this and God so commands, you will be able to stand the strain, and all these people will go home satisfied. Exodus 18:21-23

22 What holds you back from delegating?

23 Key Delegation Questions What are you doing that you shouldn t be doing? When you are doing something that someone else on your team could do 80% as well, you are probably wasting your time. Bobb Biehl

24 Key Delegation Questions Are you delegating a task, project, or function?

25 Key Delegation Questions What does success look like? What are the key deliverables/outcomes?

26 4 Stages of Delegation 1. Assignment What am I supposed to do? 2. Authority Will you let me do it? 3. Accountability Will you help me when I need it? 4. Affirmation Will you let me know how I am doing? Adapted from: The Top Ten Mistakes Leaders Make, Hans Finzel, 1994

27 Roundtable: Personal Reflection 10 min. Pg 21 Read Exodus 18: Take time to personally reflect on the following questions: 1. If Jethro (Moses father-in-law) were to observe your leadership, what might he say to you about delegation - You re on a good track or What you are doing is not good? 2. Take two minutes to make a list of activities and tasks that you do. 3. Look over your list. Can you think of someone who could do some of these activities/tasks eighty percent as well as you? Which ones? (Consider putting the persons initials next to the activity/task). 4. Can you think of someone who could really develop and grow if you delegated to them? (Consider putting the persons initials next to the activity/task). 5. What would the win be for you if you delegated more effectively? Share with your table group: what is one action step for you as a delegator?

28 Encourager Session 4 Motivating and building team morale Therefore encourage one another and build each other up 1 Thessalonians 5:11 Handbook pg 23

29 In the last seven days, have I received recognition or praise for doing good work?

30 In the perception of employees generally, praise is painfully absent from most companies and the workgroups within them. Less than one in three employees can give a strongly positive answer to the statement In the last seven days, I have received recognition or praise for doing good work.

31 At any given company, it s not uncommon to find between one-fifth and one-third of the people disagreeing with the item, as if to say, Not only have I not received any praise recently; my best efforts are routinely ignored.

32 employees who do not feel adequately recognized are twice as likely to say they will leave their company in the next year.

33 Praise and recognition can account for a 10-20% difference in productivity and revenue, and thousands of loyal customers to most large organizations.

34 5 Keys to Being an Encourager 1. Embrace Your Role 2. Encourage Corporately 3. Encourage Individually 4. Encourage Specifically 5. Encourage Regularly

35 Roundtable: Encouraging Your Team Discuss with your table group: 10 min. Pg What s the best way for someone to encourage you? (I.e.: when, how, what kind of encouragement, etc.) 2. What are the top three common stumbling blocks to intentionally encouraging team members? 3. What are your best ideas, practices and solutions to overcome these common stumbling blocks?

36 Developer Session 5 Growing individual and team capacity Trying to build leaders by regularly exposing them to your brilliance guarantees a lack of development. You will not have allowed anyone around you to show up with solutions outside the reach of your own personal headlights. If your employees believe their job is to do what you tell them, you re sunk. Susan Scott, Fierce Conversations Handbook pg 32

37 Roles needing improvement in their development as a team leader. 43% 35% 29% 22% 22% 22% 21% 18% 17% 14% 16% 17% 8% 5% 10% Developer (Helps grow individual and team capacity) Vision caster (Helps set the vision and direction of the team) Recruiter (Helps identify and invite the right people to the team) Delegator (Helps assign the right tasks to the right people) Total Senior / Lead / Executive pastor Other Church Staff Encourager (Helps motivate and build team morale) Church Ministry: Team Development Survey

38 Imagine you had three years left in your role/ministry. What would your top priorities be?

39 So Christ himself gave the apostles, the prophets, the evangelists, the pastors and teachers, to equip his people for works of service, so that the body of Christ may be built up until we all reach unity in the faith and in the knowledge of the Son of God and become mature, attaining to the whole measure of the fullness of Christ. Ephesians 4:11-13 Moving from Doer to Developer

40 Key Practices of a Developer 1 Thessalonians Love 2:8, 2:17 Prayer 1:2, 3:10-13 Example 1:5-6, 2:9-10 Perspective 1:4-10 Encourager 2:11, 3:1-3 Teacher 2:14, 4:3ff

41

42 Roundtable: Developing Others Discuss with your table group: 10 min. Pg Think of a person or experience that has been key to your development as a person or leader. Share 2-3 practical reasons why this person or experience was so significant. 2. How did the story of Evon s life and legacy of developing others speak to you? 3. What are some next steps for you to be more intentional as a developer?

43 For more information about World Vision Canada s Annual Church Leaders Forum Visit: Churches.worldvision.ca