Featuring: Dr Steve Brown june 07 CALGARY April 25 June 20, 2017 - - PowerPoint PPT Presentation

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 june 20 VANCOUVER

Featuring: Dr Steve Brown April 25 – June 20, 2017 FlyingInFormation.ca

june 20 VANCOUVER

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Church Ministry: Team Development Survey

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About the respondents: Denomination & Position

Church Ministry: Team Development Survey

0.6% 1.7% 1.7% 2.9% 2.9% 3.5% 4.7% 4.7% 5.8% 8.7% 9.9% 15.1% 18.6% 19.2% Salvation Army Lutheran Reformed Alliance Brethren In Christ Presbyterian Anglican Charismatic Mennonite United Church Independent Pentecostal Baptist Other

Denominational Affiliation

Senior / Lead / Executive pastor 43% Outreach / Missions pastor / leader 8% Pastoral staff 14% Lay leader / volunteer 27% Denominational leader 1% Other church staff 7%

Position

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84% 74% 65% 34% 34% 88% 78% 73% 27% 28% 81% 70% 58% 40% 38%

Vision Caster Encourager Developer Delegator Recruiter

Total Senior / Lead / Executive pastor Other Church Staff

Most important roles to them as a team leader.

Church Ministry: Team Development Survey

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Roles needing improvement in their development as a team leader.

Church Ministry: Team Development Survey

35% 22% 18% 17% 8% 43% 22% 14% 16% 5% 29% 22% 21% 17% 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) Encourager (Helps motivate and build team morale) Total Senior / Lead / Executive pastor Other Church Staff #flyinginformation

Obstacles they believe hinder the effectiveness of a team.

Church Ministry: Team Development Survey

22% 24% 45% 58% 65% 77% 84% 12% 24% 38% 61% 69% 77% 92% 30% 25% 51% 56% 61% 77% 78%

Lack of recognition Lack of team morale Lack of unity Lack of training Lack of Leadership Lack of communication Lack of Vision/Purpose Other Church Staff Senior / Lead / Executive pastor Total #flyinginformation

Preferred role as a team leader

Church Ministry: Team Development Survey

• The Collaborator (Known

as forward looking, goal directed, accommodating, flexible, and imaginative)

RANK 1

• The Communicator (Known as

supportive, considerate, relaxed, enthusiastic, and tactful)

RANK 2

• The Contributor (Known as responsible,

authoritative, reliable, proficient, and

• rganized)

RANK 3

• The Challenger (Known as honest, outspoken,

principled, ethical, and adventurous)

RANK 4

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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: www.sharpeningleaders.com Former pastor and marketplace leader

Establishing the vision and direction of the team

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Vision Caster

Session 1

Handbook pg 10

84% 74% 65% 34% 34% 88% 78% 73% 27% 28% 81% 70% 58% 40% 38%

Vision Caster Encourager Developer Delegator Recruiter

Total Senior / Lead / Executive pastor Other Church Staff

Most important roles to them as a team leader.

Church Ministry: Team Development Survey

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• 1. Clear
• 2. Compelling
• 3. Communicate! Communicate! Communicate!
• 4. Creative
• 5. Repeated

5 Key Ingredients

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Three Dimensions

• f Vis

ision

Corporate Vision (Where and Why)

Exodus 3:7-9

Vision of God (God’s Character, Purposes and Priorities)

Exodus 3:4-6

Personal Vision (Who and What)

Exodus 3:10-12

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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.

Roundtable: Case Study

10 min. Pg 13

Inviting the right people onto the team

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Recruiter

Session 2

Handbook pg 14

Recruiter

A Spectrum of f 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

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Work as a group to create your own list of 4-5 recruiter lessons you’ve learned... 1. the hard way (by mistakes) 2. the easy way (through success)

Learned the Hard Way Learned the Easy Way

Roundtable: Lessons Learned

10 min. Pg 17

Assigning the right tasks to the right people

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Delegator

Session 3

Handbook pg 18

Delegator

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

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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

• f God’s decrees and instructions.”

Exodus 18:15-16

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Moses’ father-in-law replied, “What you are doing is not good. You and these people who come to you will only wear yourselves

• ut. 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

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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 s 18 18:2 :21-23 23

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What holds you back from delegating?

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What are you doing that you shouldn’t be doing?

Key Delegation Questions

“When you are doing something that someone else

• n your team could do 80% as well, you are probably

wasting your time.” Bobb Biehl

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Are you delegating a task, project, or function?

Key Delegation Questions

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What does success look like? What are the key deliverables/outcomes?

Key Delegation Questions

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• 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

4 Stages of Delegation

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Read Exodus 18:13-23. 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?

Roundtable: Personal Reflection

10 min. Pg 21

Motivating and building team morale

“Therefore encourage one another and build each other up…” 1 Thessalonians 5:11

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Session 4

Handbook pg 23

Encourager

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

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“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.’”

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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.’”

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

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

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• 1. Embrace Your Role
• 2. Encourage Corporately
• 3. Encourage Individually
• 4. Encourage Specifically
• 5. Encourage Regularly

5 Keys to Being an Encourager

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Discuss with your table group:

• 1. 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
• vercome these common stumbling blocks?

Roundtable: Encouraging Your Team

10 min. Pg 26

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

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Session 5

Handbook pg 32

Developer

Roles needing improvement in their development as a team leader.

Church Ministry: Team Development Survey

35% 22% 18% 17% 8% 43% 22% 14% 16% 5% 29% 22% 21% 17% 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) Encourager (Helps motivate and build team morale) Total Senior / Lead / Executive pastor Other Church Staff #flyinginformation

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

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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

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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

Key Practices of a Developer – 1 Thessalonians

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Discuss with your table group:

• 1. 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?

Roundtable: Developing Others

10 min. Pg 35

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

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