by Gary Reinecke | Jul 24, 2016 | Church Multiplication, Disciplemaking, Leader Development |
I am passionate about learning and studying other disciplines in society. Then extract the principles to apply to life and ministry. Here is an example from the arena of health coaching with questions to ask yourself to enhance the way you reproduce disciples and leaders.
My wife Gina is a health coach. She helps people “lose it” every day. She works for a company committed to leadership development that provides training combined with mentoring relationships. In the photo above you see four generations of health coaches beginning with Gina (far left). Each person has experienced the process of gaining optimal health by participating in a simple, reproducible program.
Following is a timeline of their development:
- Generation #1: Gina (in 24 Gina empowered the next generation & reproduced herself)
- Generation #2: Susan (far right – 16 months until Susan reproduced)
- Generation #3: Rebecca (second from left – 4 months until Rebecca reproduced)
- Generation #4: Mike (in process)
This is what I observed from Gina’s experience:
The first generation took more time to acquire the skills and pass those onto the second generation. But once the second generation experienced the way “the program” works, it took less time because they had sifted through the essentials to pass on to the next generation. Through that sifting process, the third generation took far less time to reproduce.
Here are some questions that might help you reflect on your disciplemaking and leadership development process.
- What non-essentials get in the way of making disciples or developing leaders?
- What steps are missing that would enhance what you are doing?
- How can you accelerate the process of reproducing disciples and leaders into the 3rd and 4th generation?
One insight I leave with from this experience is the importance of laying a solid foundation with the right DNA from the very beginning. Another insight is the value of solid training and support. When the 1st. generation reproduces into the 2nd., 3rd. and 4th. generations; they will resemble the 1st. generation. Finally, when the right DNA is in the seed, then the fruit of reproduction is multiplication!
by Gary Reinecke | Jul 15, 2016 | Church Growth, Church Multiplication, Coach Training, Disciplemaking, Focused Ministry, Leader Development |
VUCA is gaining traction in the coaching world and certainly has application to the world of coaching church planters, pastors and network leaders. The notion of VUCA was introduced by the U.S. Army War College to describe the more Volatile, Uncertain, Complex and Ambigious multilateral world which resulted from the end of the Cold War.
The best VUCA leaders are characterized by change-agent skills, a clearly defined change process and an intimate understanding of how to manage change.
The dynamics of change individually and corporately can be complex but with care, the process can be managed in a positive manner.
As a family we are preparing for our oldest to leave home and attend university this fall. This will be our first. If you have gone through this, perhaps you can relate – we are riding a steep learning curve. We, Gina and I, are learning to be very intentional to make sure our son is anticipating the benefits and challenges for his new found freedom. At the same time, managing the emotions on the home front.
Healthy small groups experience this dynamic when they release leaders to start-up new groups. We are going through these growing pains right now as our small group is sending off 50% of our group to join our church’s first new church plant. Our response – to celebrate the work of God in our community, have a party for the missionaries that we are sending-off and prepare for the next one.
Churches that plant churches experience similar emotional responses when they release their first daughter church. Churches that get through this first pregnancy and deliver a healthy baby become more adapt at future births. But the same emotional responses occur to varying degrees: denial, anger, bargaining, depression testing and acceptance.
One resource that I use in coaching leaders in managing change is the Change Management Skill Builder. This resource offers a brief yet concise understanding the way change works with a simple 6-step response:
- Involve
- Inform
- Initiate
- Implement
- Review.
See if the Change Management Skill Builder helps you sharpen your Change Management Skills.
by Gary Reinecke | Jul 4, 2016 | Church Growth, Church Multiplication, Leader Development, Uncategorized |
The term VUCA is gaining traction in the coaching world and certainly has application to leader development, church planting and church growth. In addition, it can aid coaches serving leaders in those arenas. The notion of VUCA was introduced by the U.S. Army War College to describe the more Volatile, Uncertain, Complex and Ambiguous multilateral world which resulted from the end of the Cold War.
The “V” in the VUCA acronym stands for volatility. The challenge is unexpected or unstable and may be of unknown duration, but it’s not necessarily hard to understand; knowledge about it is often available.
The “U” in the VUCA acronym stands for uncertainty. Despite a lack of other information, the event’s basic cause and effects are known. Change is possible but not a given.
The “C” in VUCA stands for complexity. The situation has many interconnected parts and variables. Some information is available or can be predicted, but the volume or nature of it can be overwhelming to process.
The “A” in VUCA stands for ambiguity. Casual relationships are completely unclear. No precedents exist; you face “unknown unknowns.”
A month ago I was flying through Istanbul after training leaders in the coaching process and skills in various VUCA regions around the world. Complex factors play a major part in the way they, and we, approach discipleship and leader development. It is important to be mindful of these four elements for leaders who make disciples and plant churches. Think of the missionary that imports Western approaches to evangelism and you get a sense of the paradox.
For instance, one leader I know is leading a congregation in an agricultural community and another is relocating from the the east coast of the US to plant a multi-ethnic church in the same community. The established congregation is reaching middle class families from primarily European backgrounds. The church plant will deal with a very different socio-economic group of people even through they are relatively close geographically. It is clear that the approach each leader takes to engage people will be unique; but the more agile the leader to assess and adapt, the more effective they will become.
VUCA elements of any community/culture, whether India, Turkey or the US are significant and must not be ignored. The chart above provides a simple framework to bring perspective to VUCA. If you would like to view a brief explanation of the VUCA framework, click “A Framework for Understanding VUCA” (Harvard Business Review article which is referenced in this blog).
Next week I’ll talk about leader development in a VUCA environment and how to flip the framework to establish agile leaders. What are some questions you use to help leaders work through the VUCA framework?
by Gary Reinecke | Jun 5, 2016 | Coach Training, Leader Development |
Most days I start my morning with breakfast on the patio. We live in an unusual location in So Cal. Unusual in that we have an unobstructed view of a hill vs. a neighbor peering over our backyard. If you have been to this part of the world you appreciate how special this “open space” is compared to other parts of the country. I enjoy getting out before the sun rises to drink-in the cool, morning breeze and reflect on the day ahead.
I’ve been asked by a couple of people lately who have wondered about the self-care/”soul-care” of a coach. This first came out in India while training leaders in the coaching process who were learning how to catalyze disciple-making movements. A young woman asked me: “What do you do to take care of yourself?” At first, I reflected that I’m not sure I do a good job at this. I’m like most people who stay busy. Slowing down is a discipline that I’ve yet to master. But then I thought a bit more and this is what I discovered about myself.
Most mornings over the last 25+ years I’ve gotten my body out the door to exercise e.g. go to the gym, run, mountain-bike, swim or walk. The majority of those times were on my own except when I ran with the trails with buddies in Phoenix, mountain-bike with my wife or more recently, enjoy a Friday morning walk with my two brothers. During that early morning routine the Lord settles my soul for the day ahead. I listen to the Holy Spirit, discern his leading on various topics He brings to my attention and prepare my soul for the day ahead. Periodically I journal and take a more structured approach but the physical outlet of exercise has been my mainstay.
Listening and discerning what the Holy Spirit is saying, is the most critical skill in coaching (in the research I conducted with Bob Logan & Chuck Ridley we call it “Abiding in Christ” – see Developing Coaching Excellence). In fact, you can do the other eight competencies of coaching and be a very good coach; but you will never be a world-class coach without mastering this skill, based on my experience assessing and training coaches.
The challenge for you is to discover the best practice given your personality. For me, integrating physical activity and listening to God works. But for you, it may be a quiet corner at the local Starbucks. And others, it might be in the midst of serving the poor and disenfranchised. Enjoying nature is another God-given conduit to connect with Him.
What practices work for you?
I invite your feedback and would love to hear your thoughts below.
by Gary Reinecke | May 18, 2016 | Coach Training, Leader Development, Personal Development |
In 2005 I took a sabbatical. To prepare, I asked a colleague to coach me to take advantage of the opportunity. What I gained from that experience stays with me to this day.
One of the most important learnings I have from that experience is the value of being coached as you coach others. I need to be reminded every 30 days, what if feels like to be on the receiving end of a coaching conversation. Responsibility to set the agenda, anticipation for the appointment and the satisfaction when I realize that our time was well-spent, focusing on the important and not urgent areas of life/ministry.
When I was in Delhi, India recently I met a young Indian by the name of Mushek. He is launching a coaching business called Lead Well with the unique strategy to serve others who seek to do Business as Mission (BAM). That evening he asked me about my vision, where I am headed and how to get there. He coached me!
It was humbling to sit in the seat of the “person being coached” – but worth it! It was refreshing to share my vision and to have someone listen. And to leave with a fresh perspective and actions to take.
Most times I meet with my coach I leave with clarity of vision, practical steps to implement and a new perspective on my situation. Then I’m better able to coach others because I can empathize with them as they sit in my seat. What are the benefits you experience as you are on the receiving end of a coaching relationship?
by Gary Reinecke | Apr 23, 2016 | Church Multiplication, Coach Training, Leader Development, Uncategorized |
You’ve probably heard about the rule of thirds as it relates to art and photography. Recently though, people have been talking about a rule of thirds as it pertains to personal and professional development. This was reinforced as I completed a year-long training process with a network of church planting coaches this month.
These are outstanding leaders in their own right. Over the course of the training process participants were asked to engage in various learning environments including webinars, workshops, triads, etc. As you might expect, when life got in the way the urgent took precedent over the important and people were forced to choose. What I found was that 2/3 of the participants were able to complete the training.
The insight I’ve learned from training various groups over the last 25+ years is that there seems to be three distinct levels of engagement from individuals you train.
- Group #1 were “All in!” They surpassed expectations. About 1/3 of the group I trained were these high achievers.
- Group #2 were “Right on!” They met expectations. Another 1/3 engaged in the process and finished well.
- Group #3 were “Not yet!” They under-performed. This final 1/3, did not engage at the level of the first two, were inconsistent or failed to complete the process e.g. the timing for them was off.
It is important to have realistic expectations when training leaders. What is your experience like? When you objectively assess your training results, what percentage are in Group #1, Group #2 and Group #3?
Please comment below, I’d love to hear your experience.
I am entering the FB community and the 21st. Century. In May I will be traveling to India & Turkey to conduct coach training workshops. Please “Friend me” on Facebook to receive updates along the way.
Have a wonderful week!
