by Gary Reinecke | Apr 29, 2018 | Leader Development, Personal Development |
Very seldom do I watch the footage after a football match; but when Liverpool plays I enjoy watching Jurgen Klopp celebrate, encourage and, if necessary, console his players. His self-awareness sets him apart from other managers. This is why he is considered one of the most emotionally intelligent coaches in the game today.
Klopp is one of the most successful and sought-after football managers in the world today. He coaches Liverpool FC of the English Premier League. He is also a Christian and willing to share his views about faith – read more here.
In a BT Sport interview, “The Man Behind The Manager”, Klopp was asked: “How would you describe your style of leadership?”
His response was spot on: “Giving the right advice in the right moment.” He also expressed his desire to manage each of his players differently by remaining “close to the human being”. And finally, his commitment to helping the club, fan and players succeed by giving everything of himself “freely and expect others to do the same”.
Klopp’s ability to manage and get the best from his players is exceptional. He admits that he is not the smartest (or has the highest IQ); however, his EQ sets him apart and is legendary in the highly competitive, highly stressful and highly compensated sport of football at the highest level.
In the book Emotional Intelligence 2.0, Travis Bradberry and Jean Greaves break down EQ into four key areas:
- Self-Awareness: is your ability to accurately perceive your own emotions in the moment and understand your tendencies across situations.
- Self-Management: is your ability to use your emotions to stay flexible and direct your behavior positively.
- Social Awareness: is your ability to accurately pick up on emotions in other people and understand what is really going on with them.
- Relationship Management: is your ability to use your awareness of your own emotions and those of others to manage interactions successfully.
Consider the people you are currently coaching and developing, assess their EQ using the 3-point scale below:
- Low = unaware
- Medium = somewhat aware
- High = always aware
Now consider people you want or should be developing, using the same scale.
What new insights do you have?
If you would like to process this further, please e-mail us to schedule a complimentary, 25 minute coaching conversation with Gary Reinecke.
by Gary Reinecke | Apr 22, 2018 | Uncategorized |
“Humility is the single greatest and most indispensable attribute of being a team player.”
Patrick Lencioni
Listen to this interview with the author by Donald Miller – click here
What are the indications of humility?
This is an interesting list to brainstorm:
- Does not speak about themselves.
- Gives others the spotlight.
- Deflects attention.
I know the list can go on and on but these are some of the traits that come to mind.
In the football universe, Messi sets the standard. Arguably the best player on the planet. Think Michael Jordan, Tom Brady or Tiger Woods in terms of achievements – the persona he exudes is one of humility. I encourage you to watch this 8 minute video to see how Messi handles the attention he draws from fans around the world.
Consider the people you are currently developing, assess each according to their humility using a 3-point scale
- Low = always puts herself/himself before others
- Medium = willing to put others before herself/himself
- High = always puts others before herself/himself
Now consider people you want or should be developing, using the same scale.
What new insights do you have?
If you would like to process this further, please e-mail us to schedule a complimentary, 25 minute coaching conversation with Gary Reinecke.
by Gary Reinecke | Apr 18, 2018 | Coach Training, Leader Development, Personal Development, Uncategorized |
Last week I introduced three virtues of a coachable person based on Patrick Lencioni’s book entitled: The Ideal Team Player. The three virtues: Hungry-Humble-Smart are also wonderful traits of a coachable person. I will address each of these in the upcoming blogs beginning with the trait of a “hungry” person.
In case you missed it, Pep Guardiola led Manchester City to the English Premiership title last weekend. To no one’s surprise, the club completed the feat with 6 games remaining in the season. This gives them the chance to accumulate the most points ever during the course of a single season – and chances are, “Pep” will see his team reach that goal.
Beyond his desire to win is a relentless thirst to learn and be a student of the game so that he can find new ways to surprise his opponents. He is regarded as THE BEST manager in the game of football (soccer) today – and perhaps of all time. *He was the third of four children born to Valenti Guardiola, a bricklayer, and Dolors Sala and raised in a working-class home with solid family principles and a clear sense of dignity. His unquenchable thirst drives him to succeed, challenge his players and feed the wild beast within.
*If you are interested in reading more about Pep Guardiola here is the link to an article highlighting his journey that created his incredible appetite and work ethic.
When identifying leaders to coach, having a hunger to learn, continually improve and achieve, is critical to a fruitful coaching relationship. Nothing is more inspiring than a person who has the desire, that drive and grit to grind it out when hard work is required. This hunger will drive the agenda for many a coaching relationship.
Consider the people you are currently developing, assess each by their willingness to word hard using a 3-point scale
- Low = lacks drive
- Medium = solid work ethic
- High = crushes it at every opportunity
Now consider people you want, or should be developing, using the same scale.
What new insights do you have?
If you would like to process this further, please e-mail office@infocusnet.org to schedule a complimentary, 25 minute coaching conversation with Gary Reinecke.
by Gary Reinecke | Apr 11, 2018 | Uncategorized |
Cristiano Ronaldo is a lot of things.
This week Real Madrid played Juventes in the second leg of a home and away series. The caption under the photo reads: Cristiano Ronaldo shows what he is made of after scoring the penalty that saved Real Madrid from Champions League humiliation against Juventus. The man is a beast on the football (soccer) pitch!
Ronaldo is a champion, he loves the BIG stage, he is THE MAN when everything is on the line. In addition, he is seldom criticized for his humility. I’ve found that humility is one of the key qualities of a coachable person in the arenas you and I minister.
What makes a person coachable? I’ve been asked this question and have thought about a concise response. Most of the time, I vett potential leaders that I am considering to coach using my intuition. Here are some of the issues I consider:
- Like-minded vision
- Like-minded values
- Like-minded expectations for coaching
- Alignment in the “x” factor(s)
- And the all important – chemistry!
In general, I believe a coachable person is one who is willing to work hard. A coachable person is teachable, that is, they desire to learn and grow. A coachable person possesses a high degree of self-awareness.
Do you coach leaders within local churches?
Do you coach leaders in church planting networks?
Do you coach leaders in mission societies?
I’ve coached leaders in the venues mentioned above at about every imaginable position, and for years I’ve had the good fortune of attracting people who fit the description of a coachable person above. When I hear leaders struggle with people they lead, supervise and develop; I’ve discovered that the three virtues Patrick Lencioni identifies in The Ideal Team Player provides a great framework to vett strong team members, employees and people you want to coach. Let me suggest the three virtues, along with a key question that I use to help vett potential leaders to coach.
Three virtues of a coachable person:
- Hungry – Is this person a hard worker?
- Humble – Is this person eager to learn?
- Smart – Is this person emotionally self-aware?
Of course, if you are leading a team and you have inherited the members of the team, you must work with the personnel you have. As a church planter, you may not have the luxury to recruit the ideal team player; but this gives you an idea of the qualities to look for. Likewise, when people approach you to coach them, these virtues along with the clarifying question can guide your decision-making process.
The three qualities were identified in The Ideal Team Player by Patrick Lencioni; and provide a helpful description of who would make a good candidate for you to coach.
by Gary Reinecke | Apr 5, 2018 | Church Growth, Leader Development, Personal Development |
Not too long ago I was asked to recommend a book to help churches design a leadership pipeline. A “leadership pipeline” is a leadership development process that helps local churches establish, grow and reproduce leaders. At that point in time, when I searched my mental files, I came up short. Today, I can answer that question with a resounding “yes”.
“The Leadership Difference”, by Robert Logan, offers principles for the leader who’s vision is to develop other leaders. Reflection questions with related resources enable reproducing leaders to create their unique development process.
When discussing leadership development with other leaders, I’ve discovered the lines between discipleship and leadership are often blurry. In fact, some would argue, discipleship = leadership development. There is some truth to that statement. Logan makes the case and captures the essence of that dynamic; the relationship is one of interdependence:
Discipleship is the often less visible but absolutely essential foundation upon which leadership must rest. Without it, everything else collapses (p.19)
But there are also differences. The author makes a clear distinction between Discipleship Competencies and Leadership Competencies:
Discipleship Competencies:
- Experiencing God
- Spiritual Responsiveness
- Sacrificial Service
- Generous Living
- Disciplemaking
- Personal Transformation
- Authentic Relationships
- Community Transformation (p.21)
Leadership Competencies:
- Personal Development
- Developing Leaders
- Leading Teams
- Organizational Development
- Communication Skills
- Pastoral Skills (p.26-27)
This alone is worth the price of the book. A more complete list is presented in Appendix A and B. Clarifying the two creates a clear distinction. This allows a leader to design her/his own leadership pipeline, with the end in mind.
Logan is one of the leading thinkers in church planting and leader development today. His extensive experience as a coach, consultant and trainer in 30+ countries, spans four decades and gives him a broad base from which to draw. Logan is constantly asking God: “What’s next for the church to grow and reproduce healthy disciples and leaders?”
I highly recommend “The Leadership Difference” when you are being asked to build a leadership pipeline in the church or ministry you serve.
by Gary Reinecke | Mar 29, 2018 | Uncategorized |
Christ’s “mandate” is commemorated on Maundy Thursday—“maundy” being a shortened form of mandatum (Latin), which means “command.” It was on the Thursday of Christ’s final week before being crucified and resurrected that He said these words to his disciples:
“A new commandment I give to you, that you love one another: just as I have loved you, you also are to love one another” (John 13:34).
It is a solemn time for people of Faith. Jesus supped with his disciples, washed their feet and warned them of what was about to come. In our rush to move to Sunday with the anticipation of Christ’s resurrection we can miss this critical moment in time.
Several years ago I was asked to play THE part for our church’s dramatic presentation of the Lord’s Supper on Maundy Thursday. I memorized and recited the John 16 passage, word for word, verse by verse. Through that exercise I lived the Last Supper in my mind and with my co-actors. It became more and more real to me the closer we approached the evening of the performance.
I remember the solemn posture I took as I embodied His words. I imagined the humility that was required of Jesus that night. The fear that must have surrounded his thoughts. But in the midst of all of that, he embodied the essence of his life in a new command: “that you love one another: just as I have loved you.” A message our world so desperately needs to embrace today!
As we pause to reflect today on what Jesus did, let’s not forget His exhortation to pass on the love that comes through His life, His grace and His love.
by Gary Reinecke | Mar 14, 2018 | Church Growth, Church Multiplication, Coach Training, Disciplemaking, Leader Development |
Leaders want to know what is different about coaching.
I was asked this question recently and I gave my standard answers – click here. I like the illustration of wearing hats. When I am using a coach approach I have my “coaching hat” on. But when the focus shifts to another approach like counselor, adviser, teacher or mentor; I should be aware the leader may not see the shift they are asking me to make OR, that they may need help finding the assistance they really need OR, explain that I am willing to switch my “coaching” hat for some other hat.
The clearer we can be, the more confident people become when the shift occurs during a conversation. This is especially helpful when using a coach approach in disciplemaking and church planting/multiplication to avoid confusion, for the coach and the person being coached. I found the chart illustrated in Sending Well: A Field Guide to Great Church Planter Coaching by Dino Sinesi – to be extremely helpful to make the distinctions between coaching and other people-helping approaches. He breaks down the different roles in three categories: Function, Key Word & Scripture.
Here are the Roles with the Function and Key Word describing the outcome each role provides:
- Counselor: ER Doctor – Relief
- Advisor: Auto Mechanic – Solutions
- Teacher: Librarian – Information
- Mentor: Personal Trainer – Imitation
- Coach: Taxi Driver – Service
Reflect on these for a moment.
Below are three questions to help you clarify what approach is needed, and if you need to change your “coaching hat”…
- What kind of assistance is the leader/team asking for in this moment?
- Are you the best person to provide that type of help?
- If not, how can you help them find it?
by Gary Reinecke | Mar 4, 2018 | Coach Training, Disciplemaking, Leader Development, Personal Development |
What is the difference?
In his book Sending Well, Dino Senesi differentiates the unique ways coaches and mentors, or consultants, operate: Coaches “Draw Out” while Mentors “Pour In”.
If you find your-self desiring to help disciples, or disciplemakers you are coaching by “drawing out” the best path forward, then you might want to explore the upcoming Disciplemaking Collective.
We will give you a sneak-peak of what to expect in the Disciplemaking Collective, meet the Disciplemaking Collective Training Team and have a chance to interact on the questions you need answered.
Disciplemaking Collective Overview WEBINAR
Can you block-out 35 minutes on March 5 @ 2:30pm PST/5:30pm EST for this important FREE informational webinar to learn more about the Disciplemaking Collective?
Please register here to confirm your spot and write “Disciplemaking Collective Overview” in the Message box. Click Disciplemaking Collective Overview Login to enter the webinar.
Thank you for your continued passion and commitment to developing the healthiest, disciple-making movements possible. We’re looking forward to supporting you in every way we can.
The Disciplemaking Coaching Collective Training Team!
Gary Reinecke – Church Health Coach Facilitator
Daniel Bethel – Missionary & Disciple-Making Catalyst
by Gary Reinecke | Feb 27, 2018 | Uncategorized |
Disciplemaking Collective Overview: March 5 @ 2:30pm PST/5:30pm EST
SAVE THE DATE!
Disciplemaking Collective Overview: March 5 @ 2:30pm PST/5:30pm EST for this important FREE informational webinar to learn more about the Disciplemaking Collective. Please register here to confirm your spot and write “Disciplemaking Collective Overview” in the Message box. Click Disciplemaking Collective Overview Login to enter the webinar.
Thank you for your commitment to make more and better disciples through coaching.
by Gary Reinecke | Feb 12, 2018 | Church Growth, Church Multiplication, Coach Training, Disciplemaking, Leader Development |
Developing followers of Christ is like two rails of a train track. First, disciplemaking is the strategic side of helping a person follow Jesus. Second, coaching is the relational side of helping a person follow Jesus.
Coaching has evolved from an intuitive activity to a science. Discipleship sits in a similar continuum with “organic” and “programmic” approaches to spiritual strategy offering different perspectives on relational development. Combining effective coaching with a sound approach to discipleship often yields amazing results, with many individuals guided by this philosophy ultimately developing into followers of Jesus.
After listening to many leaders over the course of my career, I have discovered that coaching and disciplemaking perfectly complement one another.
What does it take to become a Disciplemaking Coach?
Listening to the Holy Spirit and asking powerful, thought provoking questions is central to the Disciplemaking Coach.
Here are two rails the Disciplemaking Coach rides:
1. The Developmental Rail
The Disciplemaking Rail using the Storyboard – the developmental path a person navigates on the discipleship journey.
2. The Coaching Rail
The Coaching Rail using the 5Rs – the path a coach travels as they interact with a disciple(s).
Recently, my family and I were sharing a meal with some new friends. The question of spirituality came up. My natural urge to offer my perspectives was managed by my more powerful desire to help these new friends take the next step on their spiritual pilgrimage to Jesus. Instead of sharing my nuggets of gold, I listened and asked questions. By allowing our friends space to discover the truth of Jesus for themselves, the conversation resulted in an invitation to another meal, where we will continue to explore the questions that matter most.
The Disciplemaking Collective is designed to give attention to both rails by providing:
1. Real-time learning to help you navigate the developmental path a person travels on their discipleship journey
2. Coach-skill development based on a Online Coach Assessment you administer with at least one disciple you have coached in the past.
Save the date! Please block-out 55 minutes on March 5 @ 2:30pm PST/5:30pm EST in your calendars for this important informational webinar to learn more about the Disciplemaking Collective.
Thank you for your commitment to make more & better disciples; by creating the healthiest church environments possible.
