by Gary Reinecke | Sep 12, 2017 | Coach Training, Leader Development, Personal Development |
So far, I’ve focused on the importance of the:
- Spiritual: Discern the will of the Father, helping those you coach to do the same
- Relational: Value the other person
- Personal: Embrace your unique contribution
- Interpersonal: You can’t want something for someone else more than they want it for themselves
- Inspirational: Help people tap into their creativity
- Intellectual: Challenge for clarity
- Analytical: Analyze to Energize
This week I shift focus to the pragmatic aspects of coaching.
Lesson #8 – Coaching Etiquette
This lesson can be learned the hard way. Like the seven proceeding lessons, experience is the best teacher. The notion of etiquette makes me nervous because you might interpret that the author, me, is an expert on the topic. Far from it. However, I have observed when certain things build rapport vs. detract from the coach relationship.
Boundaries are vital when coaching leaders. A principle in coaching is “confidentiality”. But what happens when the issue moves into the grey zone – from important information, to a “secret”, for instance. When you have been given information, that would be helpful for others to know. What do you do?
Honestly, this can be a challenging dilemma.
When certain agreements have been made up front, what do you do with information that could, and perhaps should, be shared with others?
One simple, but sometimes overlooked step is – ask permission! Asking permission to share the information from the person you are coaching. I have wrestled with this on ocasion and have forgotten the direct approach works best.
Let me take this up a level.
When you are asked to coach multiple members of the same team, including the team leader, what is the best scenario if confidentiality is an issue for you? One suggestion: bring another leader in to coach the other members of the team so that you are not the “information broker” of the entire team.
This assumes you do not have supervisory responsibilities. If you are a supervisor who is using a coach approach then there are certain obligations you have as an employee to the organization you serve. This is an exception. But if you are external to the organization, like coaching a church planter or regional leader; the “multiple coach” scenario applies.
In the big scheme of things, confidentiality is challenging to keep all the time, in every situation. Stakes are high. Coaching etiquette touches on many topics, but confidentiality is certainly high on that list.
Here are five reflections on how to determine if information should remain confidential:
- Will keeping the information confidential make it uncomfortable for you?
- Will this information do harm to other people? This might cause personal harm or mission drift.
- What could the repercussions be if you don’t share the information?
- What could the repercussions be if you do share the information without permission?
- How will this affect your coaching relationship if you keep this information confidential?
Finally, take this lesson seriously. Relational trust is incredibly complex but can be destroyed in a moment. I like Warren Buffet’s quote on a related issue – integrity: “It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.”
When it comes to coaching etiquette – you will seldom be criticized to taking the conservative approach to preserve the integrity of the relationship.
by Gary Reinecke | Sep 6, 2017 | Coach Training, Disciplemaking, Leader Development |
So far, I’ve focused on the importance of the:
- Spiritual: Discern the will of the Father, helping those you coach to do the same
- Relational: Value the other person
- Personal: Embrace your unique contribution
- Interpersonal: You can’t want something for someone else more than they want it for themselves
- Inspirational: Help people tap into their creativity
- Intellectual: Challenge for clarity
This week I shift focus to the analytic aspects of coaching.
Lesson #7 – Analyze to Energize
We have a saying around my home – “exercise to energize”. I’ve modified that saying slightly to apply to coaching: analyze to energize. Help the person you are coaching thoroughly understand the problem until they see the path forward.
How many times have you been working with a disciplemaker, and through asking powerful questions to reflect; the answer has mysteriously come to the forefront of their minds. I believe that happens more often than not when we are true to the coaching process. The results can be transformational.
Over the last 30 years a large part of my work has been in training and developing missional leaders in coaching. Most leaders who have been coaching for a while have done an adequate job using their intuition. Intuition can take a leader pretty far. But to move from good to great, helping to empowering, or effective to strategic requires three key components:
- Comprehensive coaching process
- Answers the questions – “What do I need to do every time I engage in a coaching conversation?”
- Mastery of the key coaching skills
- Answers the questions – “What skills do I need to develop to engage in a coaching conversation?”
- Principle-based framework
- Answers the questions – “What topics will I coach leaders on to cultivate disciplemaking movements?”
By this I mean, if you are coaching a leader to refine their disciplemaking process, church planting process or leadership pipeline – you have a framework that you use to help the leader assess their process. You may not be fully aware that you have one, but you are consciously or subconsciously operating from your experience. Or the leader you are coaching may have that process already in hand through the network they participate in. In either case, it is imperative that the framework you use to formulate questions is built on principles. Why is this so? If your process is linked tightly to a particular model you will discover limitations. Especially when you work across denominations, cultures or with diverse leaders.
For instance, I have been working with a disciplemaker in Southeast Asia. Over the last five years he has collaborated with a network of missionaries who have catalyzed a disciplemaking movement. To-date, about 400 Discovery Bible Studies have been birthed, with some groups reproducing to the third and fourth generation. In addition, two new church plants have been birthed from their efforts.
If I came in with a western model of disciplemaking I could do more harm than good. However, if the disciplemaking process is based on principles, then the questions I ask will come from a more global understanding of disciplemaking and not direct the leader down a path that will lead them to a distinctly western model.
This leader has seen the necessity of coaching in a disciplemaking movement. The reason why many movements stall-out in the first generation it due to the leader’s inability to release the need to control the outcome. Once again, when a principle-based approach is taken – the fruit tends to be healthier. The leader will posture himself/herself in the role of catalyst which results in reproduction into the second, third and fourth generation.
The framework I use is called the Leadership Multiplication Pathway Storyboard. When you take a closer look, you see four phases of development, each with it’s own storyboard:
- Character – Missional Discipleship
- Calling – Focused Ministry
- Competency – Effective Leadership
- Culture – Continuous Multiplication
You can read more about the system by clicking here and downloading the article at the bottom of the page.
The storyboard is simply a tool. It is the technical side of coaching. The relational side is you, and what you bring to the equation.
Here are five principle-focused questions to coach a disciplemaking movement leader:
- What is a disciple?
- Describe your disciplemaking process?
- What is missing in your process?
- What do you need to change?
- What it your next step?
Whatever framework you use, it is important to understand the nuances, strengths and limitations of the process you use. The strength of the storyboards are the principles they are based upon. This allows for diverse applications regardless of model of ministry, contextual issues or leadership approaches.
by Gary Reinecke | Aug 29, 2017 | Church Growth, Church Multiplication, Leader Development |
So far, I’ve focused on the importance of the:
- Spiritual: Discern the will of the Father, helping those you coach to do the same
- Relational: Value the other person
- Personal: Embrace your unique contribution
- Interpersonal: You can’t want something for someone else more than they want it for themselves
- Inspirational: Help people tap into their creativity
This week I shift focus to the strategic aspect of coaching.
Lesson #6 – Challenge for Clarity
There is a wonderful dynamic when a leader or team moves from:
- confusion and perhaps discouragement to agreement on an issue
- a rough idea to a vision
- good intentions to action
In coaching, the moment when shifts occur, the leader moves to greater clarity.
Let’s talk about a real situation. I was coaching a team to help them navigate their vision. One of the big components of their vision was church planting. As I facilitated the visioning process with them God was doing something that forced them to clarify – He was preparing a team to plant a church in another part of the country.
As we met it became more and more obvious. Rather than talking about some day planting a church; this team began asking an entirely different set of questions:
- Who will be going?
- What commitments will we (the parent church) ask of the team planting the new church?
- How will we communicate with the rest of the church body?
- What resources will we provide?
- How will we relate to the new church?
In this situation, the team realized that God was already at work, and the leader(s) needed to cooperate. They had a choice: would they support the work He was doing, or would they resist?
The more leaders are willing to put themselves in a posture of responding, to what the Lord wants from them, the more He asks of the leader(s) – according to their level of obedience.
Coaches can be immensely helpful. When leaders struggle to clearly see what God is doing, a coach can help clarify where they need to focus. As leaders clarify, they must be challenged to take action. Here are five tips a coach can implement to assist leaders to maintain an open posture to the Lord:
- Celebrate the “wins” (ways God is at work)
- Pray to thank God for His goodness
- Clarify current reality
- Brainstorm actions
- Challenge to take the next step
One resource I’ve found extremely helpful in clarifying vision for church planters and pastors is the vision frame. This is a great resource that defines the key components of vision. Check out Will Mancini’s book, Church Unique, for more information.
by Gary Reinecke | Aug 22, 2017 | Church Multiplication, Coach Training, Leader Development, Uncategorized |
Lessons I’ve gleaned after coaching missional leaders for 30 years:
So far, I’ve focused on the importance of the:
- Spiritual: Discern the will of the Father, helping those you coach to do the same
- Relational: Value the other person
- Personal: Embrace your unique contribution
- Interpersonal: You can’t want something for someone else more than they want it for themselves
This week I shift focus to the creativity of coaching.
Lesson #5 – Help people tap into their creativity
I’ve mentioned that I enjoy attending The Global Leadership Summit hosted by The Willowcreek Association every August. It is the gathering of leadership experts from the business (secular) and ministry (sacred) arenas. I would encourage you to attend this event with your team next year.
This year we heard Fredrik Haren speak on the topic of “creativity” from his bestselling publication, “The Idea Book”. I am taking the concept of creativity and relating it to the “core purpose” of coaching a leader.
Haren began by asking 3 questions in his global research:
- How many people think creativity is important to their job? 98% globally
- How many people believe they are creative? 45% globally
- Does your company/organization develop your creativity? 2% globally
Key Learning – based on his research, there is no correlation between 1 & 3.
It raises an important question for coaching: What role should a coach play in developing the creativity of leaders we coach?
Furthermore, Haren continues his examination of creativity by offering a definition for the word “idea.” According to Haren, an idea occurs when two abstract, seemingly unrelated concepts are combined in a new and novel way.
Another way of saying this is: Creative Idea = Person (Knowledge + Idea)
Let’s apply this to coaching.
Let’s say the church planter you are coaching has a vision for a different kind of church. I have been working with a planter for the last 18 months. Bruce Persons is planting The Table Church. The challenge for Bruce is to reach one of the most invisible, under-reached & under-resourced communities in the world: the Deaf and hard of hearing.
Here is how Bruce describes the unique vision of The Table Church:
- TTC is a church plant in Frederick, MD with a vision for rapid multiplication.
- TTC uses Facebook heavily, to reach remote locations of the world.
- TTC follows a sort of an organic, cell church model.
- TTC uses video because we are reaching a people group who uses American Sign Language to communicate.
- TTC’s goal is to make the gospel accessible to the Deaf and hard of hearing community through ASL.
Bruce saw the opportunity.
- Knowledge – isolation of the Deaf and hard of hearing community
- Idea – leverage the internet to reach this “invisible” group of people
With a focus on smaller communities of faith, he discovered that the internet through the use of Facebook, could cast his net wide while meeting the relational needs in smaller gatherings. As a result of streaming his sermons, 1,500 people have logged-in to worship services. This is a great example of a creative strategy that meets people where they live and creates the relational support that is a desperate need, through smaller communities of faith. He has planted one faith community at Gallaudet University, while a second is on the way in Washington DC.
What separates a good coach from a great coach? Good coaches help people reflect; great coaches have the ability to tap the creativity of a leader through listening and powerful questions.
Here are five questions to help you tap a leaders creativity:
- If you knew you could not fail, what would your church look like?
- What makes your church unique?
- How would your church make the community a better place?
- What sets your church apart from other churches?
- What excites you about your church?
The above story is used with permission – see The Table Church for more information.
by Gary Reinecke | Aug 15, 2017 | Disciplemaking, Leader Development, Personal Development |
I began coaching in 1988 – 30 years ago.
The term coaching was introduced in the early 1980’s in the business arena and re-invented in the ministry world – especially in church planting circles during the late 1980’s. Coaching has evolved from a new idea to a best practice in most ministry networks where leaders are developed, congregations are becoming healthy, and new churches are planted. I feel blessed to have had the opportunity to coach leaders to start all kinds of churches and pioneer disciplemaking movements.
Lessons I’ve gleaned:
So far, I’ve focused on the importance of the spiritual (Discern the will of the Father and help those you coach, do the same), relational (Value the other person) and personal (Embrace your unique contribution) foundations of coaching. This week I shift the focus to the interpersonal foundation of the leader or team you coach.
Lesson #4 – You can’t want something for someone else, more than they want it themselves
I love attending The Global Leadership Summit hosted by The Willowcreek Association every August. It is THE gathering of leadership experts from the business (secular) and ministry (sacred) arenas. In fact, in 2008 I invited my son Joel (who was 12 at the time) and my daughter Zoe (at about the same age) a few years later, to share the experience with me. This has become our highlight of the year – bar none. I would encourage you to attend this event with your team next year.
This year we heard Angela Duckworth speak on the topic of “grit” from her research and book entitled “Grit – The Power of Passion and Perseverance”. She is a professor of psychology at the University of Pennsylvania and founder of Character Lab, a nonprofit whose mission is to advance the practice of character development. I am taking the idea of grit and relating it to the “commitment level” of a leader.
Duckworth defines “grit” as sustained passion and perseverance for long-term goals. She further explained that passion and perseverance stood out in her research based on responses to the following:
Perseverance:
- I am a hard worker
- I finish what I start
Passion:
- My interests change from year to year
- It is difficult for me to stay focused on projects more than a couple of months
The good news is that “grit”, according to Duckworth, can be developed.
How does this apply to coaching?
I’ve discovered that when a person has true grit, it is an extremely different experience vs. a person lacking this quality. When the commitment level is commensurate to the task at hand, then the person has the “grit” to succeed. Duckworth said it like this: Skill x Effort = Achievement. Let me illustrate, with my wife’s experience as a health coach.
When Gina coaches an individual on their journey to health, she asks the person to define their “why” with a question: “Why do you want to lose weight and gain health?” The answers are varied and normally require further reflection to clarify, for instance: “I want to lose weight to be able to touch my toes” – might be the initial response. Upon further reflection, that person may realize the deeper motivation is to be able to play with their grand-children and not be sidelined prematurely. The more Gina helps people unpack their “why” the more they can tap into their intrinsic motivation. The challenge for the health coach (Gina), is managing her expectations.
Let’s circle back around and bring this into a ministry context. Imagine a leader you have coached. The lead pastor/planter/team leader is challenged to change direction at a critical juncture in the development of the church they lead and ask for coaching. It is imperative that you assess their commitment level. This will determine if they are willing and able to make the shift.
A common shift that I have coached leaders through is the place disciplemaking groups play in their church, e.g. will they be a church with small groups or “of” small groups. Many will say “yes” to the latter but do not fully understand the cost organizationally, and to their leadership. The more established the church, the more challenging this shift.
Here is the reason I am explaining this concept of “grit” as it relates to coaching. Once you identify the motivation or “why” a person wants to influence a change along with their level of commitment, you as their coach must not want it more than them. Plain and simple. Once you establish their motivation + commitment, the best way to serve them is to meet them where they are.
If you cross that invisible line and reveal that you actually want “it” more than they do, you have entered the “struggle to be you” zone of coaching. The s2bU zone is when you have lost objectivity and put yourself in the seat of the leader you are coaching. In effect, you are coaching yourself – don’t do this! It is not helpful to the person, it is embarrassing for you, and is the quickest way to unravel a coaching relationship. I know; I have crossed this line before, and these risks are real.
Here is a checklist to keep you from entering the S2bU zone:
Regarding your client:
- What does this person want to achieve?
- Do they understand what it requires?
- How do you assess their commitment level?
Regarding you:
- What adjustments do you need to make to adapt to their commitment level?
- Do you want this more than them?
Next week I will share another insight that I’ve learned as the Lord has allowed me to partner with leaders who are making a significant contribution to the work of cultivating disciplemaking movements.
by Gary Reinecke | Aug 4, 2017 | Focused Ministry, Leader Development, Personal Development, Uncategorized |
I began coaching in 1988. I feel blessed to have had the opportunity to coach leaders to start all kinds of churches & pioneer disciple-making movements. I’ve learned many lessons from coaching some of the most amazingly gifted, truly faithful & hard-working leaders serving in the Lord’s Church today.
Lessons that I’ve gleaned:
So far, I’ve focused on the importance of the spiritual foundation (Lesson #1: Discern the will of the Father and helping those you coach, do the same) the relational foundation (Lesson #2: Value the other person) of coaching. This week, I focus on the personal foundation.
Lesson #3 – Embrace your unique contribution
Each of us has a unique contribution God has designed us to make. This is not a pre-destination issue – it is a design issue. Based on your unique design, what is your contribution?
When I first began coaching I was 28 years-old, recently graduated from seminary and single. One of many mentors the Lord used in my life modeled the kind of ministry I sensed God calling me, so I asked him if I could carry his bags to assist him on any upcoming projects. Over the next few years I immersed myself in learning all I could on church growth, leadership development, church planting & multiplication. This led me to pursue my doctorate through Fuller Seminary where I received my DMin at the age of 32.
During those early years I was developing the skills of a coach, trainer and consultant with the singular focus of starting healthy churches that reproduce. The more I refined my unique contribution the more I sensed God’s pleasure. It was, and remains, an ongoing process of stretching myself by taking measured risks, reflecting on the experience and assessing the fruitfulness of the work.
This three-step process of action – reflection – evaluation has served me well. Of course it is never as clear as it may appear in writing, but, the process does work itself out if you are committed to discovering your unique contribution. To help you through that process here is a list of 9 questions to help you refine your Unique Contribution so that you can more faithfully steward the gifts the Lord has given you.
Unique Contributions Reflection Questions:
Self Examination:
- What am I passionate about?
- What abilities have I demonstrated that produce fruitful results?
- What spiritual gifts fuel these skills & abilities?
Feedback from others:
- What positive feedback do people share with me?
- What skills do people consistently affirm in me?
- What impact do these skills have on other people?
Spiritual Litmus Test
- How do I measure effectiveness?
- What activities leave me energized?
- When do I sense God’s pleasure most?
Next week I will share another lesson that I’ve learned as the Lord has allowed me to partner with leaders who are making a significant contribution to the work of cultivating disciplemaking movements.
by Gary Reinecke | Jul 31, 2017 | Coach Training, Disciplemaking, Leader Development |
I began coaching in 1988. I feel blessed to have had the opportunity to coach leaders to start all kinds of churches & pioneer disciple-making movements. Last week I began sharing lessons that I’ve learned from coaching some of the most amazingly gifted, truly faithful & hard-working leaders serving in the Lord’s Church today. Here is a list of lessons that I’ve gleaned:
Lesson #1 – Discern the will of the Father
Last week I focused on the importance of the spiritual foundation in coaching. Discern the will of the Father and helping those you coach, do the same. This week, I will focus on the relational foundation.
Lesson #2 – Value the other person
You must earn the trust of the leader you coach in order for them to engage in the coaching process.
A teeter-totter works when two participants have figured out how to balance the relationship of one end of the teeter-totter with the other end. A coach must learn to gauge the:
- commitment level of the leader to the objective
- engagement level of the leader to the coaching process
- trust level of the leader to the relationship
Trust is the fulcrum of the coaching relationship. One of the best ways to unravel a coaching relationship, or any relationship for that matter, is to break trust.
Here is a list of ten questions I’ve gleaned over the years to build and maintain trust:
Ten Trust-building Reflection Questions:
- Under promise: What are realistic expectations for this coaching relationship?
- Over deliver: How can I coach this leader to surpass their goal?
- Be prompt: What do I need to sacrifice to be on time?
- Keep confidence: What must I do to maintain confidentiality?
- Direct lines of communication: Who must I speak to in this situation?
- Admit when mistakes are made: What is the best way for me to approach the leader affected?
- Reschedule as soon as possible: What potential conflicts do I see in my coaching schedule?
- Do what you say: What commitments do I know I will keep?
- Connect people: Who do I know that could uniquely relate to the leader I am coaching?
- Pay it forward: How can I bless this leader through a random act of kindness?
Next week I will share another lesson that I’ve learned as the Lord has allowed me to partner with leaders who are making a significant contribution to the work of cultivating disciplemaking movements. Leaders who have been instrumental in raising up leaders, making disciples & starting new ministries. Missional leaders who understand the force when the DNA of multiplication is integrated in the very essence of everything that they do and releasing control!
by Gary Reinecke | Jul 21, 2017 | Uncategorized |
I began coaching in 1988.
Since then, I have logged well over 10,000 hours: coaching leaders at virtually every level of church life: pastors, church planters, network/denominational leaders, missionaries & ministry leaders. I’ve worked with leaders locally, nationally & internationally on 5 continents. That is around 330 hours annually – for 30 years.
I feel blessed to have had the opportunity to coach leaders to start all kinds of churches & pioneer disciple-making movements. Leaders who have been instrumental in raising up leaders, making disciples & starting new ministries. Missional leaders who understand the force when the DNA of multiplication is integrated in the very essence of everything that they do – releasing control into God’s hands!
Recently, while on vacation with my family & working our way down the coast of California, I reflected on the last three decades. My wife, Gina, says that when she read the book entitled “The ONE Thing – Sometimes it’s the only thing you do. But it’s always the ONE Thing that delivers extraordinary results” by Gary Keller & Jay Papasan; that it reminded her of me. That may or may not be true; but I do believe that my primary focus of coaching missional leaders & training coaches to empower missional leaders for the last 30 years, provides a unique opportunity to glean insights, that are worth sharing.
For this reason I would like to share lessons that I’ve learned from coaching the most amazingly gifted, truly faithful & hard-working leaders serving in the Lord’s Church today.
Lesson #1 – Discern the will of the Father
This could be taken as an arrogant statement OR simply what we as followers of Jesus are called to do on a moment-by-moment basis: Abide in Christ (John 15:4).
Recently I was training leaders in the coaching process in Malaga, Spain. We met in a Technology Park where 730 businesses office – from Google, Oracle & Micro-Soft to the one-man, sole proprietor. I was asked to meet the park’s Executive Coach and share our experience in coaching leaders.
As we explained our different approaches to coaching I highlighted the distinctive advantage as a follower of Jesus, in coaching leaders. Simply put, as I understand the literature of secular coaching, the coach relies on intuition when discerning the next step in the conversation vs. Christian coaches, who rely on the direction of the Spirit of God. The still, small voice that sometimes echos in our spirit. I’m not sure how that translated cross-culturally; but my friend acknowledged that this would be an amazing advantage, if this truly was the case. This has opened a conversation to explore what it means, to be a follower of Jesus, who happens to coach leaders.
Discerning the will of the Father suggests that we submit our will to His, listen and obey. This is the central teaching of Jesus. The more we do this ourselves, the better we are able to help others. Coaching missional leaders is a spiritual discernment process embedded in the best practices of making disciples.
How does a leader Abide in Christ? For every person that has an answer to this question, you will find as many answers. Here is how I Abide in Christ.
- Exercise. As I swim, run, bike or hike – I listen to that still small voice and in many instances, discern a key insight for my day ahead.
- Reflect. I think about the upcoming conversation I will have with a leader and ask for the Lord’s wisdom to prevail.
- Submit. I take the posture of a servant who does the will of the Master.
Those might seem superficial or simplistic, but over the last 30 years these habits have served me well. Of course there are seasons when I have been diligent with the spiritual disciplines of silence, Scripture reading, prayer, fasting, service, etc. But these three are the most consistent, by far.
Hard to believe that 30 years have passed. Right now is an important time to reflect as one chapter closes and another opens. How are you capturing the lessons the Lord is teaching you from your experience?
Next week I will share other lessons that I’ve learned as the Lord has allowed me to partner with leaders who are making a significant contribution to the work of cultivating disciple-making movements & planting churches around the world.
by Gary Reinecke | Jun 6, 2017 | Uncategorized |
How many times have you launched into a conversation that did not have a clearly defined outcome in mind? I’ve found that 80% of the success of a coaching appointment is determined in the first 5 minutes. It is during that phase when the coach helps a leader define what they want to achieve.
Here are three questions you can use to help leaders focus:
- What do you want to focus on today?
- What would you like to leave with from today?
- What would a “win” look like for you today?
by Gary Reinecke | May 30, 2017 | Uncategorized |
Greetings,
It’s not often that I endorse a coaching event, but the World Business & Executive Coach Summit (WBECS) is unique! You get to learn from over 50 of the most brilliant minds and successful coaches in one place. For those of us in ministry and see coaching as a tool to develop leaders, it is like going to the Global Leadership Summit (WIllow Creek Association) to hear from experts in related fields – but on the topic of coaching.
Each year they bring together world-class experts and sought-after coaches who you’d usually have to pay thousands of dollars for to hear them speak at conferences and events.
At WBECS during the Pre-Summit, you get to learn from them (live!) at absolutely no cost.
Whether you coach church planters, pastors, network leaders or missionaries – you will benefit from the content you glean from the experts in diverse fields. I am committed to develop my knowledge base on coaching, as well as developing you and your knowledge base. It is really fun to draw upon new insights from let’s say, the neuro-science of coaching; then apply it to coaching church multiplication leaders.
You can register for as many online classes as you like and they even upgraded the event this year with focused Round Tables, Implementation Mastery Sessions and more exciting opportunities to learn and engage.
Click here to learn more and secure your spot before the most popular sessions are full!
Blessings,
Gary Reinecke
