Every once in a while, you cross paths with someone who truly stands out—someone who pairs exceptional character with a deep curiosity, vibrant faith, and remarkable talent. For me, that person is Wilita Sanguma.
Above all else, the trait I admire most in Wilita is his genuine, God-given humility. There is something about a humble heart that beautifully draws people closer to Jesus, and Wilita treats everyone he meets exactly how I imagine Jesus did when He walked the earth. Wilita’s journey is incredible; God deeply shaped him through his early years in the Democratic Republic of Congo (DRC), where he escaped violence in his home village before eventually immigrating to the United States. To learn more about Wilita’s journey CLICK HERE.
If you are as inspired by his journey as I am, I’d love to connect with you. If you want to hear more of his story or are interested in having him speak at an event, please drop us a line at admin@infocusnet.org.
Moving the Mission Forward: Disciple-Making & Coaching in Congo
About two years ago, Wilita and I began dreaming about what it would look like to train leaders in Congo in Christian coaching. (You can read more about those early conversationsHERE.) He leads an organization called Lobiko that partners with committed individuals who drive efforts to transform the lives of vulnerable children, youth, and adults living in extreme poverty. Since then, God has been moving.
From the in-person workshop in Kinshasa, DCR – July 2025
Left to right: David, Joel, Lischa, Wilita, and Gary
This past March, Wilita and his colleague in DRC, Lischa, hosted an introductory workshop to introduce leaders in Gemena to the power of Christian coaching. Because coaching is a relatively new concept in that part of the world, this was a brand-new experience for them—and the response was overwhelmingly enthusiastic! The leaders left with a deep eagerness to learn more.
From that initial group, they have selected about 20 participants to dive deeper into a second workshop scheduled for this fall. As we prepare, our team is actively discussing how to integrate a simple, natural disciple-making approach directly into the coach training process.
Why Pair Disciple-Making with Coaching?
It’s a question I hear often: Why blend disciple-making into coach training?
To put it simply, they go hand in hand. When you look at how Jesus lived and interacted with the world, He always respected the individual. He gave people the dignity of choice, never imposing His will or forcing his way upon those He invited into a life of apprenticeship. Instead, He guided them toward self-discovery.
Three vital dynamics drive this journey of self-discovery:
The Prompting of the Holy Spirit: When the Holy Spirit highlights a new idea, behavior, or action in someone’s heart, it becomes almost impossible to ignore. Learning to listen to that voice is the heartbeat of both disciple making and Christian coaching. You can think of coaching as the relational side of the equation and disciple-making as the strategic side—with the Holy Spirit serving as the perfect bridge between them.
Trustworthy Relationships: While the Holy Spirit often reveals Himself directly through dreams, visions, or miracles, walking out that faith requires community. Having a trustworthy relationship with another believer or a small group helps a new disciple process what they are experiencing and take healthy steps forward. Information is valuable, but relationships coupled with inspiration from the Holy Spirit and Scripture accelerates true spiritual growth.
Active Listening and Meaningful Questions: While disciples can grow entirely on their own, that tends to be the exception rather than the rule. Whether you use the formal word “coaching” or not, having a conversational framework centered on active listening and asking thoughtful questions is a game-changer. It helps new disciples discern the Spirit’s voice, identify practical steps of obedience, and ultimately fosters a culture of reproduction and multiplication.
A Heavy Reality on the Ground in Congo
As we celebrate these steps forward, our hearts are also heavy for the people of Congo. The country is currently facing an outbreak of the Bundibugyo Ebola virus. This particular strain has a historic mortality rate between 30% and 50%, and because there is no existing vaccine for it, containment relies entirely on traditional, difficult public health measures like strict isolation and intense contact tracing.
While the rest of the world watches from a distance, our brothers and sisters in Congo—who already navigate the challenges of severe poverty—are facing a very real, frightening enemy.
How You Can Stand With Us
Meet Wilita: Listen to Wilita’s story and see if the Lord might be prompting you to invite him to speak at an event in the future CLICK HERE.
Pray Continuously: Please lift up Wilita, Lischa, and the entire Lobiko team as they navigate leadership and ministry during this challenging season.
Connect and Support: Reach out to us at admin@infocusnet.org to discover how you can support this important work in Congo or connect directly with Wilita.
I was asked to discuss the importance of disciple makers being trained to use a coach approach. For context, the lead pastor leads a large congregation, all staff are engaged in disciple-making, and some of their leaders are experiencing real success. The pastor wanted to be convinced that it was absolutely necessary that disciple makers needed to be trained in coaching to multiply disciples.
Clarifying the Problem:
Recognizing there is a problem is the first step. If you are happy with the fruit you are experiencing then maybe, just maybe, coaching is not necessary. But if you are like most leaders who are brave enough to conduct a disciple-making audit, there is always room for improvement.
Problem #1: Growing in knowledge will make disciples.
Problem #2: Short-cuts in the short-term compromises multiplication in the long-term.
Problem #3: Relying on resources for work that only the Holy Spirit can accomplish.
Problem #4: Underestimating the power of a relationship – with a purpose.
Problem #5: Lack of humility.
Breaking the Addition Bottleneck
Every leader driving a Disciple Making Movement (DMM) reaches a critical, unspoken tipping point. The early momentum is exhilarating: groups are forming, Discovery Bible Studies (DBS) are active, and the initial wave of new believers is growing. But as the movement pushes past the second generation and approaches the third, fourth, and fifth generations, a subtle and dangerous friction sets in.
The bottleneck is rarely a lack of apostolic vision or a flaw in the theological framework. The bottleneck is the infrastructure of leadership development.
Many movement leaders view formal coach training as an unnecessary, corporate distraction from the raw work of the Great Commission. However, global data proves otherwise. Without an intentional, reproducible “coach approach”—built on active listening, powerful questions, and non-directive empowerment—the weight of managing a movement collapses back into a centralized, addition-based model. Coaching is not an administrative add-on; it is the structural support that allows a movement to scale organically and remain anchored directly to Jesus.
“If you are the only one who can lead your small group, give the sermon, or run the ministry, you aren’t leading a movement—you are managing a bottleneck.”
— Dr. Adam Grill, The Secret Sauce of Church Multiplication
Why Movements Stall at Gen 2
When a large, dynamic church champions a disciple-making movement, its natural institutional strength can accidentally become its greatest liability. Leaders are accustomed to instructing, directing, and providing answers.
When applied to a multiplying movement, this directive style creates high dependencies. New disciples rely on the church planters; church planters rely on the network leaders; and the network leaders rely on the senior pastor.
True multiplication requires an unconditional handoff of spiritual authority. If your training strategy relies purely on content delivery, you will hit a ceiling at the second generation. To break into 3rd, 4th, and 5th-generation multiplication, leaders must shift from doing for the movement to coaching the movement.
Global Evidence: The Power of a Coach Approach
To see the impact of integrating a coach approach into rapid disciple-making, consider three distinct global contexts:
1. Collapsing the Timeline: From 14 Years to Rapid Multiplication
A prominent global mission agency operating in highly restricted regions wrestled with a systemic problem: it took an average of 14 years to plant a single church using traditional, directive methods. The agency realized that pouring more content into their workers wasn’t working.
To fix this, they initiated a five-day training framework across five global regions (including India, Turkey, and Spain). They paired Disciple Making Movements in the morning with structured Coach Training in the afternoon.
The results were paradigm-shifting. Every single mission group interviewed stated that teaching coaching principles in direct coordination with DMM was the missing element. Living in the tension of technical DMM strategy and relational coaching allowed them to plant churches with reproducing coaching DNA right from day one. They collapsed traditional timelines by equipping missionaries to step out of the “expert” seat and step into the coach’s seat.
2. Supporting the Frontlines: Scaling Leadership for 15,000 Planters in India
In India, a rapidly expanding church planting movement faced a catastrophic deficit in frontline care. Thousands of new planters were out in the field with minimal personal support, leading to high burnout and stagnant growth past the initial launch phase.
The movement did not solve this by creating more curriculum. Instead, they strategically trained a dedicated team of church planting supervisors to operate as coaches.
By equipping these supervisors with formal coaching competencies, they created a relational infrastructure capable of supporting 15,000 church planters. These planters weren’t being managed by a distant hierarchy; they were being actively coached by local leaders who knew how to listen, troubleshoot, and empower. This coaching layer transformed a chaotic network into a sustainable, multiplying movement.
3. The Power of Simplicity: Attaching Disciples Directly to Jesus
Movement pioneers like Neil Cole have long demonstrated that the simplest approaches to disciple-making are the most explosive. When disciple-making is kept simple, the newest disciples are forced to rely directly on Jesus through the Holy Spirit and the Word, rather than relying on human experts.
This is where coaching becomes an essential spiritual discipline. A coach approach replaces lecturing with active listening and powerful, open-ended questioning.
Instead of giving a new believer the answer, a coach asks: “What is the Holy Spirit saying to you through this text, and how are you going to obey it this week?” This simple shift ensures that the umbilical cord of the newest disciple remains firmly attached to Jesus, the head of the Church, rather than to a human mentor or a local church staff member.
Transferable Principles for Movement Leaders
Integrating a coach approach into your disciple-making movement yields a clear set of transferable principles that accelerate multiplication:
The Principle of Synergy: Pair the technical mechanics of disciple-making (like Discovery Bible Studies) with the relational skills of coaching. Content tells people what to engage; coaching helps them process how to live it out.
The Principle of Non-Directive Empowerment: Shift from giving answers to asking powerful questions. This shifts the ownership of growth from the teacher to the learner, making the model instantly reproducible.
The Principle of Structural Tension: Allow emerging leaders to sit in the healthy tension of making disciples and figuring out how to develop the next generation of leaders. Coaching provides the relational safety net to navigate this stretch.
The Principle of Distributed Oversight: To scale a movement across thousands of groups, you cannot scale management; you can only scale coaching. Coaching decentralizes care while maintaining high relational accountability.
The Strategic Invitation
If you want to see your church’s movement reach the 4th and 5th generations, the next step is not writing a better curriculum or hosting a larger conference. The next step is building a sustainable, reproducible coaching culture that empowers the everyday believer to lead.
Investing in coach training is the strategic bridge that transforms an addition-based mega-church into an exponential, unstoppable kingdom movement.
Reflection Questions:
How many disciple makers do you have?
How many generations deep are your highest producers?
How satisfied are you with their progress?
Where do you expect them to be in 12-18 months time?
How will your top producers navigate the shift from being the disciple maker to coaching disciple makers?
The High Cost of the “Expert” Mindset: Why Pay-to-Play Soccer and Professionalized Ministry Can Hinder Movements
During my early morning walk, I noticed a scene that illustrated one of the great challenges in disciple-making movements in the West. There is a striking parallel between the way the US develops its soccer players and the way the dominant centralized church model in the US attempts to develop disciples. In both arenas, we have fallen into the trap of professionalization. We operate under the assumption that if we want real results, we must outsource the work to hired experts.
The results, however, speak for themselves: stagnation, plateaued growth, and a distinct lack of the creative, organic movement seen across the rest of the globe.
The Soccer Problem: Street Ball vs. The Structured Academy
In the image above, we see a classic scene from American youth sports: a sprawling, pristine facility where a professional coach directs a small group of children while parents watch from the sidelines. The centralized authority of the coach guiding the children under the watchful, passive eyes of the adults.
While this looks organized and well-funded, it highlights exactly why the United States historically struggles to compete at the highest levels of global soccer. Most soccer experts agree that young players learn the fundamentals of the game at the grassroots in their neighborhoods. Once the young person’s potential is seen by scouts, the academies can be a wonderful environment to develop players into professionals, or if they are serious about making it on the international stage, they go to Europe. But until the sport is deeply rooted in the culture, the void will be filled with professionals – for better or worse!
The Global Model (Organic Play): In Argentina, Brazil, England, France, and across Africa, soccer is learned in the streets, alleys, and local parks. Children play unorganized, high-stakes pickup games for hours or join a club to learn from their peers and more experienced players. They learn spatial awareness, grit, and improvisational creativity because they have to survive the chaos.
The American Model (The Pay-to-Play Bubble): In the U.S., we have commercialized youth development. We hire professional coaches to run structured drills for an hour or two a week. The game becomes rigid, over-coached, and expensive.
By outsourcing the game to “experts,” we strip children of ownership, raw passion, and the thousands of unmonitored touches on the ball that breed true instinctual genius.
The Spiritual Parallel: The Dominant Centralized Church Model
This exact structural flaw is crippling the local church. Somewhere along the line, everyday Christians outsourced the Great Commission.
Just as soccer parents pull up a lawn chair to watch a hired coach develop their child’s athletic ability, churchgoers frequently sit in pews to watch a hired pastor do the work of ministry. We pay professionals to preach, evangelize, counsel, and plant churches, reducing the average believer to a passive consumer.
The Historical Reality: Church history and modern missiology prove that whenever the ministry of making disciples and planting churches is outsourced exclusively to professionals, movements plateau.
When a movement requires a seminary degree, a salary, and a corporate budget to function, it can lose the dynamics of a movement. It can become a bureaucracy.
The Path Forward: Returning the Game to the People
To spark a true Disciple-Making Movement (DMM)—or to build world-class soccer players—the strategy must shift from centralized professionalism to distributed empowerment.
Every believer is a disciple-maker; simple churches focus on mobilization to multiply.
Have you taken the Disciple-Making Assessment?
Breaking out of that deeply ingrained “spectator” mindset isn’t easy, but there are local communities successfully making the shift right now.
I recently picked up a book titled “7 Practices of Disciple Making Churches.” It is a fascinating read—one of the few I’ve found that digs into the traits of North American churches that are quietly adopting the powerful principles used by global disciple-making movements. Unlike the high-profile mega-churches that usually dominate our newsfeeds, these networks often fly under the radar, focusing more on depth than on the spotlight.
Are you ready to see where you stand? I’ve created an assessment to guide you and your team through the process to spark crucial conversations.
👉 [CLICK HERE to assess the Disciple-Making culture in your church!]
Let’s move together from just managing crowds to truly multiplying the Kingdom. I’d love to hear what you discover as you walk through this with your team!
The Coaching Secret: Why the Best Leaders Never Stop Growing
We have all met them—the leaders who seem to have it all together, yet their growth has hit a distinct plateau. Then, there are the others. The ones who are constantly expanding their capacity, handling fresh challenges with a surprising amount of grace, and lifting everyone around them.
When I reflect on the leaders I have coached or trained to be coaches, the vast majority were coachable. C.S. Lewis stated, ‘Humility is not thinking less of yourself, but thinking of yourself less.’ This is foundational to a coachable leader. Occasionally, I encountered leaders who thought a lot about themselves and less about others. It required a lot of heavy lifting and patience on my part to work with the latter.
What separates the two? It isn’t raw talent or a higher IQ. It comes down to one game-changing trait: coachability.
In his insightful book, Ten Marks of a Coachable Leader, Gary Rohrmayer unpacks what it looks like when a leader is truly ready to grow. If you are a coach, a mentor, or a leader wanting to invest in your team, recognizing these traits changes everything. Let’s walk through Rohrmayer’s ten marks together, complete with a quick gut-check for you as the coach and an inventory question to ask the leaders you serve.
1. Understanding Spiritual Authority
Coachable leaders recognize that they aren’t the ultimate authority; they operate under a bigger, divine map. They willingly yield their own ego and agenda because they respect the spiritual guardrails and leadership structures placed around them.
Self-Reflection for the Coach:Am I modeling a yielded life, or am I leaning too heavily on my own expertise and title?
Assessment Question for the Leader:Where are you currently wrestling with submission to authority, and how is that impacting your peace?
2. Action-Oriented
Insight without action is just a nice conversation. Coachable leaders don’t just nod along during a session; they leave the room looking for ways to immediately test, apply, and execute the strategies you discussed.
Self-Reflection for the Coach:Am I celebrating a leader’s insights, or am I pushing them toward concrete, measurable action steps?
Assessment Question for the Leader:Looking at our last conversation, what is the single most important action step you took?
3. Stretchable
True growth happens right at the edge of our comfort zones. These leaders don’t shrink back when a goal feels intimidating; instead, they allow their coaches to expand their thinking, their capacity, and their vision for what is possible.
Self-Reflection for the Coach:Am I playing it too safe with this leader, or am I offering healthy challenges that stretch their faith and skills?
Assessment Question for the Leader:What is one goal on your plate right now that feels just beyond your current strength, and how can we approach it?
4. Exhibiting Readiness and Adaptability
Change is the only constant in leadership, and coachable people don’t break when the winds shift. They maintain an agile mindset, staying mentally prepared to pivot their strategies when circumstances mutate.
Self-Reflection for the Coach:Am I helping this leader anticipate shifting tides, or am I just helping them manage their current routine?
Assessment Question for the Leader:When unexpected changes hit your organization recently, how did your team see you respond?
5. Taking Initiative with the Coach
The best coaching relationships are pulled, not pushed. A coachable leader doesn’t wait for their mentor to chase them down, send reminders, or provide artificial motivation; they own their growth and actively drive the relationship forward.
Self-Reflection for the Coach:Am I doing too much heavy lifting or chasing this leader down to get them to show up?
Assessment Question for the Leader:How can you take greater ownership of our time together to ensure we are tackling your highest priorities?
6. Making Key Adjustments
It is one thing to identify a blind spot; it’s quite another to actually change your behavior. Coachable leaders have the humility and willpower to alter their habits, schedules, and communication styles based on honest feedback.
Self-Reflection for the Coach:Am I giving specific, actionable feedback that allows the leader to make precise behavioral shifts?
Assessment Question for the Leader:What is one piece of recent feedback you’ve received that requires you to alter a daily habit?
7. Embracing Reality
You cannot fix what you refuse to see. Leaders who are ready to grow don’t sugarcoat bad numbers, minimize conflict, or make excuses for poor performance—they look reality square in the eye so they can deal with it honestly.
Self-Reflection for the Coach:Am I letting this leader spin a narrative, or am I gently helping them confront the hard, objective facts?
Assessment Question for the Leader:If we strip away all the excuses, what is the raw, unvarnished truth about the current state of your ministry?
8. Tenacious
Growth isn’t a straight line upward; it involves setbacks, criticism, and flat-out exhausting days. Tenacious leaders possess the grit to stay the course, honoring their commitments and pushing through obstacles even when the initial excitement fades.
Self-Reflection for the Coach:How am I fortifying this leader’s endurance and spiritual reserves rather than just giving them tactical advice?
Assessment Question for the Leader:Where are you feeling tempted to throw in the towel right now, and what is keeping you anchored?
9. Possessing a Constructive Spirit of Discontent
This isn’t a toxic, cynical complaint—it’s a holy restlessness. Coachable leaders have a deep gratitude for where they are, combined with a sharp, clear vision that whispers, “This could be better, and we can go further.”
Self-Reflection for the Coach:Am I helping the leader distinguish between healthy, visionary discontent and unhealthy, exhausting burnout?
Assessment Question for the Leader:What is the one area under your leadership that you are most proud of, yet know has the greatest room to grow?
10. Letting Go of the Past and Pushing Forward
Yesterday’s failures can paralyze us, but yesterday’s successes can trap us just as easily. A coachable leader processes the past, extracts the wisdom, and then consciously releases it so they can run unhindered into the future God has prepared for them.
Self-Reflection for the Coach:Am I allowing this leader to live in the rearview mirror, or am I consistently pointing their gaze to the horizon?
Assessment Question for the Leader:What old narrative, failure, or past success do you need to finally leave behind so you can fully step into what’s next?
Why This Book Belongs on Your Shelf
If your mission is to empower other leaders, Ten Marks of a Coachable Leader is a critical tool for your toolkit. Here is how it maximizes your impact:
Smarter Selection: Use these ten marks as a strategic grid to vet the leaders and emerging leaders around you. It will help you quickly identify the hungriest, highest-potential leaders so you can invest your limited time and energy where it will yield the greatest return.
Personal Clarification: Leadership development is a mirror. This book serves as a personal gut-check, reminding you to keep your own spirit humble, stay coachable, and fully capitalize on the growth opportunities right in front of you.
Immediate Accessibility: Don’t let the slim size fool you. This is a clear, fast-paced read packed with highly practical insights that you can immediately apply to your own life and share with the leaders you are mentoring.
The Bottom Line: Coaching isn’t about fixing broken leaders; it’s about unlocking the latent potential in healthy, hungry ones. When you spot these ten marks, you aren’t just looking at a leader—you’re looking at a catalyst for the future.
The beauty of a truly effective coaching framework lies not in its complexity, but in its simplicity. When a process is straightforward, it becomes reproducible—allowing leaders to pass it on and empower others seamlessly. I am always on the lookout for ways to communicate what coaching is and how it works.
The framework taught by Gary Rohrmayer at www.axelerate.org nails this balance perfectly. It strips away the academic fluff and provides a clear, three-stage roadmap powered by nine core skills that can transform any leadership conversation. It is causing me to rethink how I communicate the coaching process we use in a more reproducible manner.
Here is a breakdown of how this simple, reproducible process works and the skills that bring it to life.
The Three-Stage Coaching Process
This process flows logically from building trust to taking decisive action. Because it is easy to memorize and execute, it can be scaled across any ministry context.
1. Connecting Relationally
Every great coaching relationship begins with trust, not an agenda. Before diving into goals or strategies, a coach establishes rapport and alignment. This stage is about ensuring the person feels seen, heard, and valued. Without a strong relational foundation, any strategic advice given later will carry little weight.
2. Clarifying Strategically
Once a relational bridge is built, the focus shifts to gaining clarity. This is where you help the leader look at the big picture, unpack their current reality, and identify the actual roadblocks or opportunities ahead of them. It is about narrowing down a chaotic list of ideas into a focused strategic direction.
3. Committing Specifically
Clarity without commitment is just a nice conversation. The final phase of the process anchors the discussion into reality. The coach helps the leader define clear, measurable next steps, establishing ownership and timelines. By leaving the conversation with a specific commitment, the leader knows exactly what success looks like before the next meeting.
The 9 Core Skills of an Effective Coach
While the three-stage process provides the tracks, these nine essential skills serve as the engine. They aren’t confined to a single stage; rather, they are woven throughout the entire coaching conversation.
Skill
Description
Credibility
Your character, competence, and consistency. It’s what earns you the right to be heard in the leader’s life.
Active Listening
Hearing what is said and what is left unsaid. It requires giving 100% of your attention and reflecting back what you hear.
Asking Good Questions
Shifting from telling to asking. Open-ended questions spark self-discovery and unlock insights that a directive statement never could.
Goal Setting
Helping the leader articulate clear, realistic, and inspiring milestones that stretch them without breaking them.
Problem Solving
Guiding the leader to diagnose obstacles objectively and brainstorm creative paths around them.
Truth Telling
Speaking the hard truth with love. A great coach names reality and offers honest feedback when a leader has a blind spot.
Grace Giving
Creating a safe space for failure. When a leader falls short of a goal, grace ensures they view it as a learning opportunity rather than a dead end.
Resourcing
Knowing when to introduce a tool, a book, a contact, or a concept that accelerates the leader’s growth.
Sponsoring
Championing the leader. Believing in them, advocating for them, and reminding them of their potential when their own confidence wavers.
The Takeaway: The power of Rohrmayer’s framework is that it doesn’t require a master’s degree to implement. By mastering the rhythm of Connecting, Clarifying, and Committing—while leaning into these nine foundational skills—any leader can create a culture of continuous development. It is coaching stripped down to its most potent, reproducible essence.
When it comes to coaching disciples and disciple-makers, accountability is a delicate dance. I’m often reminded of this with the small group of men I lead. If I come in too hot, it pushes people away. If I’m too soft, the impact gets lost.
Over the years, I’ve found a “gentle but firm” sweet spot that works beautifully, and it boils down to a simple routine we practice during the last 15 minutes of our time together:
1. Reflect: Everyone takes a few moments to sit with the Scripture we’ve discussed and ask the Holy Spirit to prompt them with one actionable takeaway.
2. Schedule: Once they’ve discerned that step, they lock it into their phone calendar as a reminder for the upcoming week.
3. Share (Optionally): We come back together, and everyone has the option to share their step. There’s no pressure, but interestingly enough, everyone usually does!
The following week, we open our session with a quick check-in to hear what everyone learned. What I love about this approach is that it builds organic accountability on everyone’s own terms—including mine!
Learning from the Best
As a coach, I always keep an eye out for world-class secular experts whose insights can be curated to serve leaders in the church, church planting networks, and international missions.
That’s why Michael Bungay Stanier has caught my attention recently.
You might know him as the author of The Coaching Habit (the best-selling book on coaching this century) or recognize him as a Rhodes Scholar named by the ICF and Thinkers50 as a premier voice shaping modern coaching. He’s a brilliant Australian living in Canada, and he has some profound things to say about accountability.
I think his perspective is well worth tuning into at the FREEupcoming Coaching.com Summit on June 8th at 7:00 AM PST / 10:00 AM EST.
While my immediate thought is how this can empower front-line disciple-makers, his insights apply just as powerfully to pastors, church planters, and executive leaders serving in the organizational C-suite.
His session, “Courageous Commitment: The Accountability Shift for Coaches,” promises to deliver three great takeaways:
1. Three insights that explain exactly why it’s so hard to hold ourselves to the tasks we truly want to achieve.
2. Three paradoxes about accountability that will twist your thinking up in the most delightful way.
3. A surprise finale that’s under wraps— you’ll have to tune in to see it unfold!
If you’re looking to sharpen how you maintain accountability for yourself first and foremost, walk alongside others as they make disciples, and elevate leaders you empower through coaching in their ministries, I’d love for you to join me for this webinar.
Here is how to register – CLICK HERE. Sign up for the FREE access. You will have access to a bunch of other sessions that might be of interest as well, but I recommend “Courageous Commitment: The Accountability Shift for Coaches,” led by Michael Bungay Stanier.
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