Reflecting on my recent involvement with a micro-church, or house church, network, and comparing it to the prevalent church model in the West, I recognize how different these two models are when examined through the framework of ATTRACTIONAL and MISSIONAL/INCARNATIONAL terminology (micro-church or house church).
The Great Divorce: Why We Struggle to Blend
Many leaders attempt to “bolt-on” missional living as an additional program. This approach often fails because the “operating system” of an attractional church is designed for gathering, whereas the missional life is oriented towards scattering. A congregation can certainly lean towards the other model, but the idea of being fully attractional AND missional presents a significant challenge.
The Attractional Model serves as a “Cathedral”—a stunning environment for seekers to experience the sacred.
The Missional Model functions as a “Network”—a decentralized movement of disciples engaging in the marketplace, gathering in homes, or in third spaces.
When you attempt to integrate both within the same structure, your staff may experience burnout, and your congregation may become perplexed. Whether you find yourself in the chaotic middle of a church plant or at the helm of an established congregation, the pressure to select a “side” is unyielding. Should you prioritize the Sunday experience—the lights, the band, and the clear message that attracts people? Or should you concentrate on the community—the gradual, incarnational effort of living among the people?
Here is a perspective on how the two models can complement one another. I do not aim to assert that one method is better than the other—merely that they are different! However, in this context, different is beneficial, as both approaches are necessary.
Attractional – Come & see what Jesus is doing
The Attractional model represents how most churches operate in the Western world: Sunday morning worship is designed to draw in those distant from God while nurturing the faith of believers. Corporate activities are focused on the church campus. Small groups, age-specific programs, and the mobilization of individuals based on their spiritual gifts and interests help integrate people into the church community. Below, this is illustrated in the orange zone.
Nonconformist – Unable to find a space that fits them
On the left side in the green zone lies the Nonconformist group. These individuals typically do not connect with what occurs during the corporate attractional gatherings in many churches. Why is this the case? There are numerous reasons. I recall inviting my friend Santos to my church during college. It was a classic example of what I refer to as the attractional church. He wasn’t particularly impressed. He didn’t dislike it; he simply didn’t connect with it. I can think of more extreme examples, but the reality is that Nonconformists do not see people like themselves represented, and I’m not primarily referring to race or ethnicity, which leads them to feel that their needs are not prioritized within the gathered community.
Missional – Community for the sake of others
On the right side of the bell curve are those I describe as individuals on a mission together for the benefit of others. The shared mission and incarnational approach drive this group to transition from the attractional church to newer forms such as micro-churches. The arrow signifies the dynamic flow of the mission.
If multiplication is your vision, then take this into account!
Micro-Church Networks are flexible.
I witnessed this a few months back at the house church I attended. A couple in the community had a tree fall in their backyard due to heavy rainfall. That morning, the church shifted from its usual location to assist the family in clearing the debris and then held the church gathering in their home. The smaller size (micro-environments) around which the community is structured influences the mission.
Micro-Church Networks possess an impressive ability to replicate.
This conclusion comes from a survey conducted by Exponential on micro-churches in 2025. While it may seem intuitive, the data now backs up the theory. You can download the report for free – CLICK HERE.
Micro-Church Networks engage more individuals with the five-fold gifts.
From my experience, I can observe how individuals with the gifts of apostle, prophet, evangelist, shepherd, and teacher are activated in a micro-church. Smaller settings enable people to exercise their gifts in a secure environment. Larger gatherings are always an option, but typically, the norm is 3-20 people, gathered in a circle, discerning the work of the Spirit through scriptures, worship, prayer, and fellowship.
Micro-Church Networks are attractive communities for Nonconformists.
During the holiday, I invited my two adult children to join the house church I have been attending to gather their feedback. I was taken aback. They described their church experience that morning as “compelling” due to the interaction, the opportunity to discuss differing perspectives, and authentic engagement.
Micro-Church Networks allocate a significant portion of their budget to financial investments.
Beyond the essential needs to operate the network, funds are reinvested directly into the community the church serves. Larger networks necessitate oversight, care, and support. These are crucial as the number of churches expands into the third, fourth, fifth generation – and beyond.
There is much more that could be discussed regarding this subject, but from my recent experiences, I have noted the following. Globally, some of the most effective movements in disciple-making and church planting include elements of the micro-church DNA: love God, love your neighbor, and make disciples.
Questions for Your Personal Reflection:
Do you think it is feasible to be both attractional AND missional? Why or why not?
What approach are you most dedicated to?
If money were not an issue, which option would you choose?
What is your reasoning behind your answer to question #2?
What feelings does the statement evoke in you: “…the idea of being fully attractional AND missional is difficult.”
From Monument to Movement: What the Pandemic Taught Us About the Future of the Church
For decades, we were taught that the health of our ministry could be measured by the crowd in the pews and the hum of the HVAC system. Then, almost overnight, the doors were locked, and the chairs were empty.
Many of us spent the pandemic trying to figure out how to get the “program” online, waiting for the day we could “get back to normal.” But what if the disruption wasn’t a detour? What if the empty buildings were actually an invitation? In Viral: Hearing God’s Voice in a Global Pandemic…and Beyond, Neil Cole suggests that the crisis didn’t break the church—it unmasked it. It showed us that while we were busy building monuments to addition, God has always been interested in the power of viral multiplication.
Here are five key shifts every leader must consider as we lead “beyond” the crisis.
1. The “Apocalypse” as Revelation
The Greek word apokalypsis does not mean “the end of the world,” but rather “the unveiling.” The global pandemic functioned as a giant magnifying glass, exposing the structural cracks in our modern ecclesiology. For many congregations, when the Sunday gathering was stripped away, they realized there was very little “church” left in the remaining six days of the week.
The Unveiling: It revealed our over-dependence on the “holy man, holy building, holy hour” model.
The Leadership Pivot: Leaders must resist the urge to simply “return to normal.” Instead, we must ask: “What did the pandemic reveal about our discipleship that we can no longer ignore?” True leadership in a post-pandemic world is about building structures that are “antifragile”—systems that actually grow stronger under stress.
2. Hearing the “Still, Small Voice” Amidst Global Noise
In a world saturated with digital opinions, political polarization, and health anxieties, the ability of a leader to hear God is the ultimate currency. Cole suggests that the pandemic was a “global interruption” intended to break our addiction to busyness and noise.
The Disciplined Ear: Discernment is not about predicting the future; it is about being present with the Father. The pandemic forced a collective “Sabbath” upon the world, reminding us that the mission of God does not depend on our frantic activity.
The Leadership Pivot: Pastors must move from being “Content Creators” to “Spiritual Directors.” We must teach our people how to tune their ears to the frequency of the Holy Spirit so they can navigate the “Beyond” with peace rather than panic.
3. Decentralizing the Divine Encounter
For decades, we have conditioned believers to come to a central location to “experience” God. The pandemic broke that monopoly. When the doors were locked, God’s voice began to be heard in kitchens, on Zoom calls, and during neighborhood walks.
Democratizing the Spirit: This is a return to the “Priesthood of all Believers.” If God can speak to a family in their living room without a professional liturgist present, the role of the pastor changes fundamentally.
The Leadership Pivot: Denominational leaders should shift from managing “Central Hubs” to supporting “Distributed Networks.” We must empower the laity to believe that they are fully capable of hosting the presence of God without a middleman.
4. The Shift from “What” to “Who”
When crisis hits, the human brain demands to know what is happening and why. However, the viral nature of the Gospel is rooted in the Who.
The Character of God: Instead of trying to provide theological justifications for suffering, the pandemic called the church to demonstrate the character of Jesus—the One who sits with the broken.
The Leadership Pivot: Our preaching should shift from “Information” (explaining the crisis) to “Incarnation” (becoming the hands and feet of Christ). Leaders must help their people find their identity in whose they are, rather than what they do for the church institution.
5. Viral Hope: Reproducing the Gospel Organically
A virus is dangerous because it is small, invisible, and highly reproductive. Cole argues that the Gospel should be the same. The “Beyond” refers to a future where the church is not a destination but a movement that spreads through natural social fibers.
Micro-Multiplication: The future belongs to small, agile “micro-churches.” These units are small enough to be intimate, yet potent enough to transform a neighborhood. They are “viral” because they don’t require a massive budget—they only require the presence of Jesus.
The Leadership Pivot: Success is no longer measured by “How many people did we bring in?” but by “How many points of light did we send out?”
The Shift in Perspective
Feature
Traditional Approach (Pre-Pandemic)
Viral Approach (Post-Pandemic)
Primary Location
The Sanctuary / Building
The Home / Social Network
Communication
Top-down (The Pulpit)
Multidirectional (The Body)
Success Metric
Attendance / Seating
Sending / Hearing & Obeying
Leadership Style
CEO / Performer
Coach / Spiritual Director
Core Strategy
Attractional Programs
Organic Multiplication
Taking the First Step Toward Viral Health
Shifting from an institutional mindset to a viral one doesn’t happen by changing your Sunday bulletin; it happens by changing your soul’s scorecard. This week, I challenge you to take one “decentralizing” step:
Identify a “Person of Peace”: Instead of planning a new program to bring people to you, ask God to show you one person in your community who is already open to the Gospel.
Empower a Micro-Leader: Identify a layperson and, instead of giving them a task to do for the church, give them the “permission” to start a small discovery group in their own home or workplace.
The virus of the Gospel doesn’t need a stage to spread—it just needs a host. Are you ready to release control and watch the movement grow?
Join the Conversation
Which of the five shifts feels most challenging for your current leadership context?
How has your “scorecard” for success changed since the pandemic?
What is one way your denomination or church can better empower “ordinary” believers to hear God’s voice?
The Lobiko Initiative took my team to the Democratic Republic of Congo this past July to transition from our virtual leadership training into an intensive, in-person Christian coaching workshop. The mission focuses on “training the trainers” using a biblically grounded and culturally adapted framework to empower local leaders to equip future leaders for community transformation. Alongside the training, we toured the important work the Lobiko team is doing in Gemena, including a medical center, college, and an orphanage.
We learn from St. Ignatius that soul care is an essential, intentional practice for ministry leaders to combat the “fast-paced” cultural narrative. Leaders must actively nurture their spiritual well-being because an untended soul naturally slides toward negativity and burnout. To help leaders model what they believe, we have provided seven practical habits—ranging from nature and creativity to service and gratitude—encouraging you to take one specific action to live a truly vibrant life.
Lent is a spiritual reset, encouraging leaders to hit pause on life’s “busyness” to focus on deep devotion and growth as a disciple of Jesus. Starting with the mortality and penitence emphasized on Ash Wednesday, the journey combines practical action—like fasting or adopting new habits—with the ancient wisdom of St. Ignatius’s Spiritual Exercises. Readers are invited to engage in weekly reflections, Scripture readings, and the “Prayer of Examen” to cultivate interior suffering with Christ and build more meaningful spiritual rhythms. Ultimately, by intentionally slowing down and seeking “grace,” believers can foster a deeper love for Jesus and a more effective leadership style.
In this blog, we explore the Ignatian “grace” of sorrowing with Christ, arguing that intentionally sitting with Jesus’ suffering prevents us from over-focusing on His divinity at the expense of His relatable humanity. By slowing down during Lent rather than rushing to the celebration of Easter, believers can better appreciate the depth of Christ’s sacrifice and His permanent connection to our own human struggles. Ultimately, engaging with Christ’s anguish expands our capacity for empathy, helps us navigate personal overwhelm, and deepens our intimate relationship with a Savior who understands suffering firsthand.
There is a perceived void in the modern church by shifting the focus from simply telling people what God said to equipping them to hear and discern His voice for themselves. Drawing on the “APEST” framework and Ephesians 4, the prophetic leader is highlighted as a “disturber” who challenges the status quo and acts as a coach to help others develop their own spiritual discernment. This equipping function is essential for moving a congregation from a state of dependency on a single leader to a vibrant, multiplying community of mature disciples.
Reflecting on the Lausanne 4th Congress, the “business” of the Church is people transformation and Kingdom expansion through disciple-making movements. Tracking metrics like spiritual generations and leadership development is essential because we naturally prioritize what we measure, yet many leaders are distracted by finances, facilities, and ministry busyness. To keep the Great Commission as the primary focus, we recommend a relational five-step framework and a set of practical metrics to shift from an event-based ministry model to one of exponential spiritual multiplication.
The essential habits of a growing disciple are—Bible study, confession, making disciples, service, and fellowship. While these biblical principles are universal, their execution must be “contextualized” for the American culture, such as using relational spiritual formation language rather than direct calls for confession. By prioritizing creative and culturally sensitive expressions of these habits, leaders are encouraged to move beyond rigid methodologies toward authentic, life-giving transformation.
A successful church plant is often the result of a rigorous assessment process that identifies a leader’s unique strengths and growth areas before they launch. By combining behavioral interviews, which analyze past performance, with trait assessments like the Harrison Assessment, church planting movements can significantly increase a leader’s long-term sustainability and productivity. These tools serve as a “personal compass” for the planter, ensuring they not only build a thriving church but also maintain their personal health and family relationships. Ultimately, such data-driven investments are vital for good stewardship of the resources dedicated to eternal Kingdom work.
The ancient Ignatian Exercises serve as a practical and powerful framework for spiritual discernment in modern decision-making. While we must acknowledge potential hurdles like its military origins or Catholic roots, the structure and use of “sanctified imagination” help leaders engage both the mind and soul rather than relying on logic alone. By intentionally slowing down to sorrow with Christ, practitioners can experience benefits such as increased humility, curiosity, and a deeper ability to listen to the Holy Spirit.
The “Breakthrough Circle” framework can be used to navigate personal change and establish lasting spiritual habits. Using his own journey into spiritual formation as an example, the author explains how an inflection point of dissatisfaction and curiosity leads to a cycle of discovery (observation, reflection, discussion) and intentional action (planning and accountability). This tool is a versatile resource for leaders to use in their own lives, within their ministries to equip disciples, and even with family and friends to process significant life shifts. It’s time to move beyond mere desire for growth by adopting a structured, relational process that turns new insights into sustained realities.
This list is more than just a ranking—it’s a snapshot of our collective curiosity. We’d love to hear your insights:
Do you see a pattern? Is there a central theme running through the top 10 that reflects our focus this year?
What made them must-read material? Why do you think these posts were the ones everyone had to see?
Which one was your favorite? Tell us which post resonated with you personally.
Thank you, as always, for your prayers and continued support this year. Get ready; 2026 is going to be amazing!
As you step into 2026, may you walk with faith, courage, and confidence, knowing that God’s love accompanies you always. We don’t know what the future holds for us, but we know who is holding our future, and in that, we can take solace. We hope you will continue this journey with us into 2026, as we have many exciting things planned.
The Lord bless you and keep you; the Lord make his face shine upon you and be gracious to you; the Lord turn his face toward you and give you peace.” — Numbers 6:24-26 NIV
May the wonder of that first Christmas, the joy of God’s abundant blessings, and the peace of Jesus’ presence be with you always.
We are incredibly grateful for you and the support you’ve provided us over the past year. As we approach the end of this year, we pray that you can fully embrace the joy and peace of the season alongside your friends and loved ones.
As 2025 draws to a close, I wanted to share a genuine sneak peek into the conversations we’ll be diving into on the InFocus Blog next year. My heart is truly set on staying at the leading edge of mission—not just in the US, but globally.
Sometimes that means we need to take a brave, introspective look at ourselves; other times it demands we reconnect with the foundational power of our historic roots; and at still other times, it requires us to look ahead to anticipate what’s coming.
I see our journey in 2026 organized around these three key, continuous questions:
1. What’s Tripping Us Up from Our Primary Task? (A Candid Self-Assessment)
We’re all pouring our best into ministry, but honestly, what are the real-life barriers that are actually getting in the way of our shared, primary task of making disciples?
Is it the tyranny of the urgent? Are our schedules so full of maintenance that we have no bandwidth left for mission?
Do we need greater clarity on the goal? Do we have a shared, practical understanding of what a multiplying “disciple-maker” truly looks like in our context?
Have we unconsciously adopted certain cultural habits that actually make it harder for new people to connect, learn, and grow?
If you’re like me, you probably answered “Yes” to all of the above! I believe our shared opportunity is to become radically willing to ask this tough question about everything we do in ministry—whether we’re planting a new church or leading an established one. This isn’t about placing blame; it’s about bringing our shared struggles into the light so we can tackle them together.
Coming Up: I’m excited to share my experience with a very simple approach to making disciples and church planting. I’ll also be sharing a powerful interview I conducted with Dennis Bachman, a leader of the ViaCordis house church movement, as a clear example of how leaders are re-focusing their ministries to emphasize multiplication through disciple making.
2. Where Did We Start? (Reconnecting with Historic Roots)
I find immense strength in pausing to remember the passion and clarity of those who came before us. Let’s look back to our first-century roots:
What was the original, driving, life-giving impulse that started this whole movement?
What was the radical idea that drew people in? The strategy Jesus employed was simple: making disciples causes exponential, God-breathed growth. If it weren’t for that strategy, we wouldn’t be here today as part of this movement that started with Jesus and the twelve!
By remembering your roots, you can often find the simple, foundational truths that have perhaps gotten complicated over time. It can give you the courage to simplify and refocus.
It’s easy to confuse church planting by addition with true multiplication. We use the word “multiplication” a lot to validate ministry, but it’s starting to lose its meaning.
Coming Up: Expect a series of blogs that will challenge and re-frame the way we approach training church planters. The problem with much of the current training is that it focuses on launching well (the bigger, the better), rather than launching with proven multipliers—a paradigm shift that’s not new, but essential.
3. What’s Coming Next? (Anticipating Our Future)
As partners in this mission, let’s look forward together. While our historic roots are solid, the environment we operate in is always changing.
What are the cultural and societal shifts happening right now that will directly impact how we make disciples in the next 5-10 years? (Think technology, shifting demographics, and how people view community.)
How can we prepare for these shifts now so we meet the future with grace and effectiveness, rather than just reacting defensively?
I’m not a futurist, but the trends are clear: internationally, the largest growth is happening through regional house church networks. What strikes me is this question: Why are we—in one of the most prosperous nations in history—so far behind the “international curve” in disciple-making and church multiplication?
Coming Up: I will continue to explore different ways the international church is experiencing different results through its disciple-making focus. I especially want to disrupt the limiting narrative that says, “What works over there won’t work here.” I can’t wait to dive into this one with you!
I’ll be starting our 2026 discussion with a review of the Top 10 InFocus Blog Posts of 2025 on January 7, 2026.
Until then, I wish you a very Merry Christmas and a Happy New Year!
Is there one of these three topics you are most excited to see us dive into first?
As 2025 draws to a close, we are filled with gratitude for your partnership and excitement for the doors the Lord is opening in the year ahead. Your support is foundational to our vision: to accelerate disciple making, empower indigenous leaders, and catalyze multiplication movements across the globe.
A Global Vision: Why Now and Why These Nations?
We are seeing a massive shift in global Christianity, with vibrant, accelerating growth in Sub-Saharan Africa and the Asia Pacific regions. To meet this moment, our strategy is to work directly with established indigenous leaders, empowering them through coaching to multiply disciples and equip new leaders in their own cultural context.
We believe the Lord has distinctly called our team to collaborate with strategic partners in the Democratic Republic of Congo (DRC) and India in 2026.
Will You Join Us in This Movement?
This vision to empower key leaders across two nations requires committed resources. Our total budget for the necessary Training & Expenses in 2026 is $59,850.
Your year-end gift is an investment in multiplication. It doesn’t just fund a trip; it funds the coaching that equips a leader, who then trains other leaders, who then multiply disciples for generations.
Would you prayerfully consider a special year-end gift to help us meet this critical need and launch these two strategic partnerships in 2026?
Thank you for being a vital part of this global work. We are excited about what the Lord will do through our partnership in the coming year!
To make your year-end gift to support these partnerships in the DRC and India, please visit the InFocus Donor page or make your checks out to InFocus Ministries and mail them to: 25838 Seagrass Trail, Wildomar, CA 92595.
Listening and asking questions are fundamental coaching skills. The ability to genuinely listen and understand what the Holy Spirit is doing during discipleship or leadership discussions can yield profound insights. Personally, I have dedicated myself to becoming increasingly skilled at recognizing the Holy Spirit’s voice – there’s no replacement for investing time and attention. Cultivating this ability in others to listen to and interpret the Holy Spirit’s guidance is both thrilling and transformative.
It blurs the distinction between spiritual guidance and coaching, but over time, disciples remain engaged and are more inclined to pass on their faith to future generations. Leaders embody authentic lives that align with their God-given identity. One leader who has integrated a coaching approach into his community has noticed a remarkable shift in how disciples participate in their journey of making disciples. One result has been an increased sense of “mystery” – a mystery surrounding Jesus’s longing to capture the hearts of all people, along with the unexpected discoveries they encounter along the way.
One area that has seen significant change is its outreach to “young adults.” By placing responsibility where it rightfully belongs, new disciples are taking initiative to align their lives in more fulfilling ways, which has transformed the culture. An emerging leader has risen to take the lead with a vision to guide others in listening and obeying!
Beyond Individual Coaching: Empowering Networks
If you’re a pastor or leader aiming to empower others through coaching, one of the most effective tools you can adopt is coaching itself!
As your demand for more coaches surpasses your individual capacity—transitioning from one to many—a crucial and essential step is to establish a standardized coach training program. This guarantees that all leaders employing a coaching approach, regardless of their previous experience, follow a consistent process and maintain uniform practices.
This establishes crucial quality control for your network and for the “clients” (disciple-makers, leaders, pastors, church planters, missionaries) you support.
Yet, standardizing practices is merely the starting point. To genuinely witness your coach network thrive, ongoing quality control and investment in your coaches’ development are essential.
The Challenge: Ensuring Coaching Excellence
Initially, your network may assess coaches based on their previous achievements, interpersonal skills, or formal education, such as Christian counseling. While these qualifications are beneficial, they do not always guarantee consistent coaching success. The truth is that leaders guided by “coaches” with diverse competencies will experience different levels of success.
Effective and consistent coaching is the “X” factor that will significantly influence your network’s success. Without dependable and valid assessment and development, it becomes challenging to determine where to concentrate your efforts for a coach’s growth.
Here are five typical challenges networks encounter when they fail to assess and develop their coaches:
1. Mixed Results: In the absence of formal assessment, a coach has a 50/50 chance of unlocking a leader’s potential.
2. Intuition Can Be Misleading: Many coaches, even those with some training, often depend on intuition for their own growth, which can be inaccurate.
3. Unreliable Feedback: Although client feedback is valuable, it is limited as a primary assessment tool.
4. Lack of Developmental Pathway: Without a systematic process, coaches do not have a clear roadmap for ongoing improvement.
5. No Guide to Walk Alongside: Coaches require mentors to assist them in effectively honing their skills.
Even as a solo pastor initiating a leadership training program in your congregation, you will face these challenges. In a team or network, the complexity of the problem increases with the number of coaches involved.
When was your last formal coach assessment?
Up until now, I’ve discussed everyone except for you. You may have completed a basic coach training program. You might have also undergone a competency-based assessment. If you haven’t, have you thought about taking the 360° Christian Coach Assessment?
Maybe you completed coach training that ended with the 360° Christian Coach Assessment. Is it time for you to reassess your progress in your coaching development? This assessment will establish a new baseline, help you recognize the changes in your growth, and include up to seven clients you have coached. Generally, most leaders only have two assessors during their initial assessment.
We see the 360° Christian Coach Assessment as a sort of annual check-up for coaches, suggesting a timeframe of 12-24 months between assessments. The key point to think about is whether the next step in your coaching development should be the assessment or perhaps some other specialized training that aligns with your unique ministry focus.
What about you?
Think about what actions you can take to enhance your coaching effectiveness.
Consider having a coach mentor support you along the way.
I can assist you in your coaching development journey and speed up your growth.
The added benefit?
The International Coach Federation (ICF) acknowledges the 9 Christian competency areas, 55 behavioral outcomes, AND coach mentoring with InFocus. In summary, 10 hours of coach mentoring fulfill the requirement for ICF certification.
Are you ready to advance in your personal coaching journey or to empower your team with truly exceptional Christian coaches?
Thanksgiving reminds us to pause for a day and give thanks for our loved ones, nearby and away.
To the InFocus Community…
Wishing you a wonderful Thanksgiving, filled with family and friends. We are thankful for what this year has brought, and are excited to see what next year has in store. We truly feel like our cup runs over. As you reflect on this past year, what things make you feel like your cup is running over?
“Enter his gates with thanksgiving and his courts with praise; give thanks to him and praise his name. For the Lord is good and his love endures forever; his faithfulness continues through all generations.”
Get ready for a genuinely feel-good story about self-discovery and intentional growth!
For those unfamiliar, the Harrison Assessment is a powerful tool designed to pinpoint the behavioral traits an employee enjoys and doesn’t enjoy in their specific job—it’s all about matching activities with enthusiasm. (If you want to dive deeper, you can explore the concepts further in this blog: [CLICK HERE].)
💖 From “Possible Fit” to Passionate Performance
I recently had a conversation with a wonderful new hire—let’s call her Kim—in a denominational role. Her interview process included the Harrison Assessment, and she shared a poignant, powerful story about how she leveraged the report’s insights to transform her experience. With her permission, I’m thrilled to share her journey.
When Kim took the Harrison within the last year, her initial Composite Score landed her as a “Possible Fit” with a score of 70%.
💡 Job Performance Theory suggests that when an employee enjoys 75% or more of their job, they become a “Probable Fit” and are generally three times more productive. The higher the score, the deeper the enjoyment!
A 70% fit is good, but Kim saw an opportunity to get to that “Probable Fit” level—a chance to find more joy and boost her productivity.
🎯 Identifying Key Growth Areas
The report offers a high-level view (the 30,000-foot view is seen in the image of the actual scores at the top of this blog), but its true power lies in breaking down Essential Traits. These are the key traits where high performers in that exact job (tied to Key Performance Indicators or KPIs) typically score 75% or higher.
For Kim’s position, 12 such traits were identified out of the 125 evaluated overall. The top two, listed in order of importance to the job, were Takes Initiative and Analytical.
Kim’s experience after getting the job is where the story truly shines:
“I saw the initial score, and I was motivated to increase my enjoyment in my new role. I immediately asked my supervisor, Mike, to coach me. I wanted help increasing my enjoyment in the lower traits.”
This is the relational core of the story: taking ownership and engaging a coach in her personal growth journey.
🌱 The Power of Intentional Development
Let’s look at the specific traits Kim targeted for growth:
Takes Initiative: The tendency to perceive what’s necessary and proceed on one’s own.
Kim’s Score: Landed on the Negative Impact side of the scale, bordering on “Slight to Moderate.” This indicated that proactively starting tasks wasn’t a natural source of enjoyment for her in this role.
Analytical: The tendency to logically examine facts and situations (separate from analytical ability).
Kim’s Score: Landed on the Positive Impact side, in the “Moderate” column. This was a relative strength, but it still had room to grow toward a higher level of enjoyment.
The report’s color coding helps Kim understand whether she naturally derives a positive or negative impact/enjoyment from this trait while doing the job.
🎉 Embracing the Joy of Work
After working diligently on these Essential Traits—especially “Takes Initiative”—through focused coaching and self-awareness, Kim shared her enthusiastic update:
“When I first started, I saw the opportunity to grow, and my supervisor, Mike, was so gracious and supportive in helping me! The detailed information in the Harrison report, combined with the coaching I received, motivated me to change my approach. Now I am absolutely loving my work! I truly experienced the value of this process.”
Kim’s journey is a beautiful testament to the fact that a lower assessment score isn’t a limitation—it’s a roadmap for growth. By intentionally focusing on areas where she could increase her enjoyment, she not only improved her performance but also transformed her daily experience, turning a “Possible Fit” into a genuine source of professional joy.
What part of the story resonated most with you—Kim’s response to the Harrison information, or the supervisor’s supportive coaching?
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