by Gary Reinecke | Apr 14, 2017 | Uncategorized |
Correct me if I’m wrong – but the image above represents a picture that many of us have in mind when it comes to creative & innovative thinking.
- a higher level of intelligence
- an experience that triggers a new discovery
- a last name like Jobs, Einstein or Da Vinci (does not hurt).
On the contrary, when you look closely at, you discover a muscle that, when exercised, can achieve extraordinary results.
A leader I was coaching, was contemplating ways to reinforce the missional values of his 7 year-old church. As he brainstormed ideas, the thought of sharing stories rose to the surface. Initially, interviewing people in the congregation, sounded like a good possibility. When challenged to think outside the box, he pondered the power of having an “outsider” (person who had been blessed by the ministry of people from the church) share his/her experience of being on the receiving end. The light bulb went on! This captured“why” the church is doing “what” they are doing. Over time, the “outsiders” inevitably explore the motive behind these selfless acts of kindness that are positively impacting the local parks, athletic teams, schools, business leaders and neighborhoods.
This idea did not come from a higher level of intelligence. Nor was it triggered by some extraordinary experience. By the way, the leader’s last name is Pope. If you would like to develop your muscles, or help those you coach, check-out the Creativity & Innovation Skill Builder under the menu with the same title. Here is the story of tranformation how the Sunnyside High School baseball team was blessed by God’s Generosity through the missional community members (Groves), anchored in Sequoia Church in Fresno, CA.
by Gary Reinecke | Apr 11, 2017 | Uncategorized |
To continue on the theme of disciplemaking movements this year, I propose a guiding question for you and those you coach:
What is getting in your way, to make disciples – who make disciples?
Reflect on that for a moment. What is your next step? …for those you coach?
I look forward to reading your response below.
by Gary Reinecke | Apr 4, 2017 | Church Growth, Church Multiplication, Disciplemaking |
The conversation goes something like this.
Coach asks: “Who is doing effective ministry in your area?”
- Leader responds: “Everyone is struggling with the same issues.”
Coach asks: “What other models of church are you familiar with in your region or in other parts of the country?”
- Leader: “I’m not aware of other models.”
Coach asks: “Who do you know that could introduce you to a different way of doing church?”
- Leader: “I don’t know anyone.”
Coach asks: “Would you be open to learning about one leader who has an effective model?”
And the conversation continues. I use that question as a last resort so that I don’t short-change the self-discovery process. The guiding principle I follow when I provide feedback is:
- The leader must exhaust all their resources.
- There is the possibility the leader could do some real damage.
- Permission has been given by the leader to the coach.
Honestly, the temptation to give advice is always present. But I know deep down that “struggle” is the best teacher!
What do you do when you come to that juncture in your coaching? Under what circumstances do you give advice? I would love to hear what you do.
If you are interested to hear about a different approach to doing church, watch this 17 minute video with Dave Ferguson interviewing Ralph Moore. Ralph discusses some of the tensions accompanying church planting as a movement leader. Learn how a church committed to reproducing disciples, leaders and churches keeps the main thing, the MAIN thing!.
by Gary Reinecke | Mar 25, 2017 | Church Growth, Coach Training, Leader Development |
I have used self-assessments, 180’s (self + colleagues) & 360’s (self + colleagues + supervisor) for many years now. It is exciting to receive the data and process this information with leaders. Sometimes the data affirms, other times it challenges and in some situations, the information can be surprising.
Awareness is the first step to change!
Let me explain. A number of years ago I was assessing a leader’s management style to determine if he had the skill-set to take more responsibility in supervising key staff. He was an excellent speaker in a large, growing church. But was unaware that his management style was driving people away. In conversation with members of his team, they were open with their feelings which were confirmed by the data. When I administered the assessment the leader was confident his scores would reveal his expertise in empowering his team; unfortunately, it exposed glaring weaknesses in his ability to manage those around him. In fact, that assessment, along with anecdotal evidence, thoroughly convinced his boss that he was not the man for the job and eventually, led to his resignation.
This was NOT the intended purpose of the exercise, but it illustrates the power of a 360. Data does not lie – it simply is! Here are a couple of questions to determine if an instrument, like the Management Effectiveness Profile (scroll down the page to Management) could be a helpful exercise for you and those you coach..
- Have you assessed your management style?
- Have you helped those you coach, assess their management style?
- How could the Management Effectiveness Profile help people in your team or organization understand their strengths and weaknesses?
by Gary Reinecke | Mar 18, 2017 | Coach Training, Leader Development, Personal Development, Uncategorized |
I rely on trusted and reliable feedback in my coaching, training & consulting.
One practice I’ve found helpful is to administer a brief survey at the conclusion of my coaching relationships, for instance. Based on that input I gain a sense of where my strengths and weaknesses lie.
Not surprisingly, executives (including pastors, church planters & missionaries) also value feedback. I read an article written by David F. Larcker, Stephen Miles, Brian Tayan, Michelle E. Gutman – published by The Miles Group and Stanford University. August 2013 (used with permission) that highlighted this point. The 2013 Executive Coaching Survey suggests:
Nearly 66% of CEOs do not receive coaching or leadership advice from outside consultants or coaches, while 100% of them stated that they are receptive to making changes based on feedback.
Feedback can be helpful. But it is really up to the individual what she/he does with it. If the data confirms the evidence then leaders will respond accordingly. In contrast, if that leader does not resonate with the feedback, then it is wise to reject it.
Let me give a quick example what I mean. I am coaching a young, competent leader. When we reviewed the feedback from a 360 degree assessment on his leadership effectiveness (see the Leadership menu) there were gaps between himself, his supervisor and his colleagues. Further, the gaps were not in a favorable direction. In other words, his self-perception was consistently higher, in several areas (I like it when it is the other way)! In response, this young leader took a curious approach. Curious what the variance in scores represented. And a proactive posture to address those variances in practical ways. Instead of making excuses, he determined to take action.
Remaining open to feedback is not always easy – but is an important trait of effective leaders.
