Values Discovery THE FELLOWSHIP EASTON, MA PREPARE THE GROUNDWORK FOR GROWTH & CHANGE Team Formation Church Ministry Lay the Spiritual Analysis Foundation PRIORITIZE IDENTITY FORMATION TO BUILD A GUIDING FRAMEWORK Establish the Mission Identify Core Values PROCESS SIX CORE STRATEGIES FOR TRANSFORMATION Community Outreach Building the Staff Team Discipleship Pathway Assessing Facility & Setting Congregational Mobilization Raising the Finances PERCEIVE A COMPELLING AND ACTIONABLE VISION Present Strategic Vision Statements Craft a Comprehensive Vision for the Future PERFORM LONG-TERM IMPLEMENTATION GUIDELINES FOR SUCCESS Create Performance Goals Commit to Implementation Develop Effective Tactics Processes for Evaluation STRATEGIC ENVISIONING PROCESS OVERVIEW A Values Overview Theology of Values Importance of Values Definition of Values Discovery of Values Communication of Values Values Discovery Question FUNDAMENTAL QUESTION: Have you carefully identified your actual core values so that you understand what truly empowers and guides your church? Put simply, why you do what you do? Theology of Values Theology of Values The Bible specifically addresses the church s organizational core values in places like Acts 2:41-47. Luke points out five essential values of a biblically balanced, spiritually healthy church (Jerusalem Church)* 1
Theology of Values JERUSALEM CHURCH Five Essential Core Values Evangelism (Acts 2:41, 47) Instruction (Acts 2:42) Fellowship (Acts 2:42, 44, 45, 46) Worship (Acts 2:42, 43, 46, 47) Service (Acts 2:45) Theology of Values Churches also have personal values (not the focus here). Following are a few personal values: Acceptance don t have to look like us Humility we mess up too-not arrived! Honesty we don t have all the answers Courage we need to face tough questions! Vulnerability where I m struggling Authenticity what you see is who we are. Importance of Values Importance of Values The most important single element of any corporate, congregational, or denominational culture, however, is the value system. Lyle Schaller, Getting Things Done, p 152 Importance of Values Twenty-first century leaders no longer lead from the authority of their position, but by an ability to articulate a clear direction for and the core values of their congregation. Bill Hybels and Ken Blanchard 2
Who is this? What are the Core Values that drive this person, and the companies behind this person? Definition of Values 3
Definition of Values WHAT ARE CORE VALUES? The constant, passionate core beliefs that empower and guide the ministry. Definition of Values Question isn t: Do we have values? Question is: Which values go deep and really, truly empower and guide what you do? Definition of Values Most churches are on a journey (mission) toward a destination (vision). The church s core values guide and drive the church toward that destination. If the church is off course on its journey, the problem is with its values (values aren t in alignment with the mission-vision). The solution is to change the values or the stated mission-vision. Conscious vs. unconscious values. CONSCIOUS VALUES NetFlix An example of Core Values with behavioral expectations their values are: Judgment Courage Communication Passion Impact Honesty Curiosity Selflessness Innovation 4
UNCONSCIOUS VALUES Like the engine and rudder of a ship both are below the water line and out of sight. Most people are unaware of their vales unless asked to think about them. Leadership s job is to move unconscious values to a conscious level. Conscious vs. unconscious values. Shared vs. unshared values. ADVANTAGES OF SHARED VALUES Greater commitment to organization Reduced conflict More positive work attitude Greater job satisfaction Jennifer A. Chatman Conscious vs. unconscious values. Shared vs. unshared values. Personal vs. church s values. Conscious vs. unconscious values. Shared vs. unshared values. Personal vs. church s values. Actual vs. aspirational values. Pop Quiz: Who s Values are these? Excellence Respect Communication Integrity 5
Excellence Respect Communication Integrity 2000 Annual Report ACTUAL VS. ASPIRATIONAL Actual values you own and practice. They re deeply felt and affect everything you do every day of the week. Ask: Where s the evidence? Aspirational values you believe that you need in order to obey God. Conscious vs. unconscious values. Shared vs. unshared values. Personal vs. organizational values. Actual vs. aspirational values. Single vs. multiple values* *power of a value 6
1. Who discovers the values? 2. How do they discover values? 7
WHO DISCOVERS THE VALUES? The Strategic Leadership Team HOW DO YOU DISCOVER THE VALUES? 1st Discover your actual values. Personal ministry values Congregational ministry values 2nd Determine your aspirational values. HOW DO YOU DISCOVER THE VALUES? 1st Discover your actual personal ministry values ( are you out of step? ) Take the Personal Ministry Core Values Audit (now) HOW DO YOU DISCOVER THE VALUES? 2nd Discover your actual congregational ministry values ( are you out of step? ) Take the Congregational Core Values Audit (now) STORYBOARD GUIDELINES Suspend all judgment Quantity, not quality Please, no speeches No killer phrases STORYBOARD GUIDELINES Use your judgment Quality, not quantity You can make a speech No killer phrases 8
ACTUAL CORE VALUES Limit to 6 actual core values! Research shows that people can t focus on more than three or four values if you really want to impact behavior. Blanchard and Hodges, Servant Leader, 50 ANALYZING YOUR VALUES Any single driving value? Any unique-to-the-church value? Fellowship Grapevine, TX (creativity) Fellowship Dallas, TX (grace) Which values are in-reach or outreach? HOW DO YOU DISCOVER THE VALUES? 1st Discover your actual values. Congregational ministry values 2nd Determine your aspirational values. ASPIRATIONAL VALUES? Compare your actual values to those of a spiritually healthy biblically-based church. (E.g., the Jerusalem Church Acts 2) Jerusalem Church CORE VALUES We value teaching (Acts 2:42) We value fellowship (Acts 2:42, 44-46) We value worship (Acts 2:47) We value evangelism (Acts 2:47) We value service (Acts 2:45) Closure Question: Did you get it right? WE USE THE 100-80 RULE Standard for commitment to a decision isn t that 80% of the team feels 100% good about the decision, but that 100% feel 80% good. 9
Communicating the Values Communicating Values Constantly communicate your values to the congregation. Question is, How will you communicate your values? Answer: Develop a plan Involve the Communication Team. Communication Plan What should be communicated? Who should communicate it? (Pastor, staff person, team, congregation, etc.) Who needs to know (church, staff, etc.) When? (Immediately, one month, two months, etc.) Communication Plan How? (Sermon, announcement, bulletin, web site, newsletter, etc.) Where? (Worship, Sunday school, New Members Class, etc.) How often? (Regularly, monthly, quarterly, annually, etc.) Why? (Builds congregational trust!) Communicating Values FORMALLY Written credo (values statement) Jerusalem Church WRITTEN CREDO (Actual Values) We value teaching (Acts 2:42). We value fellowship (Acts 2:42, 44-46). We value worship (Acts 2:47). We value evangelism (Acts 2:47). We value service (Acts 2:44, 45) 10
Communicating Values WRITTEN CREDO (Actual Values) As a church we ve committed to the following values: We value relevant Bible teaching. We believe that the Bible is God s inspired word (2 Tim. 3:16). Therefore, we will equip disciples through the teaching of his word (application). Communicating Values WRITTEN CREDO (Aspirational Values) We aspire to be an evangelistic church. We believe that God has left us here to win people to faith in Christ (Mt.28:19-20). Therefore, we will pursue every opportunity to witness for Him.* *Aspirational value Communicating Values FORMALLY Written credo (values statement) Sermons Stories Ministries Language and metaphor New member s class Banners Brochure Communicating Values INFORMALLY Leaders lives live them! Elders lives live them! Staffs lives live them! The SLT s lives live them! IT s lives live them! Implementation ASSIGNMENT The Communication Team needs to implement the following: Craft a Core Values Statement or credo. Determine with the Board and Staff when you ll begin to communicate the values to the church. Questions? 11