by Gary Reinecke | Aug 22, 2016 | Church Multiplication, Coach Training, Leader Development |
A couple of weeks ago I was speaking to a church planting leader.
He asked my opinion on the best way to develop a church planter. I suggested that he first take a look at the essential skills a planter needs to plant a church. Then I asked him what that training process would look like. His response did not surprise me…
- Just-in-time training is the best way to equip a church planter because the learning loop is short.
- The ideal context he told me, would be the church where the planter is already engaged.
- And finally, although some classroom instruction would be helpful, having a coach was paramount.
I affirmed his insights and then asked him if he would be interested in seeing a pathway to apprentice a church planter, highlighting best practices others have gleaned from their experience. His eyes lit up, suggesting that he would be very interested. That’s when I told him about the Church Planter Pathway Storyboard.
The beauty of the Church Planter Pathway Storyboard is that a coach can use this to apprentice a prospective planter using a one page format (called the One Page Coach) but is not bound to a particular model. Four developmental phases illustrate the ongoing process a church planter must visit and revisit, again and again, until a high degree of confidence has been demonstrated in the various skills needed. Because this is a competency-based process the planter-in-training does not “graduate” until competency has been achieved vs. completing a course or working through a set curriculum.
See if the Church Planter Pathway Storyboard touches on the most critical areas of developing a church planter based on your experience.
by Gary Reinecke | Aug 13, 2016 | Church Growth, Church Multiplication, Disciplemaking, Focused Ministry, Leader Development |
The question goes something like this: “Is there a difference between discipleship and leadership?” In your experience I wonder if you have found that discipleship and leadership bleed into each other. I actually had a leader ask the question and it caused me to reflect – my initial response was “Yes, there a difference.”
One simple distinction is that discipleship focuses on following and leadership, on influencing. This to is too simplistic of course; because a leader, the best leaders, follow Jesus. At the same time though, a disciple does shift their behavior when they lead and intentionally influence others.
I’ve spent a lot of time over the last 25+ years focusing on these two dimensions. If you would like to read more, check-out the free downloadable article entitled the Leadership Multiplication Pathway (go to the bottom of the page). In the article, I focus on the distinctions between being a disciple and a leader, using the Leadership Multiplication Pathway storyboard to illustrate a path leaders can use to coach people on their journey.
by Gary Reinecke | Aug 8, 2016 | Church Growth, Church Multiplication, Disciplemaking |
The organic vs. linear conversation about making disciples continues.
Organic, or highly relational approaches work. Linear, or programmatic approaches work. Church planters and pastors make disciples in a way that is effective in their context. You make disciples in your way.
One approach does not fit all.
When leaders know the process of disciplemaking they realize that, as long as the goal is clear and behavioral milestones are established; they can personalize their approach. By the process, I mean, the essential behaviors of a maturing disciple e.g. broadly defined as loving God, loving your neighbor and making disciples. In practice, they blend the organic with the linear.
For instance, one leader that experienced the tension between an organic and linear approach discovered a happy medium with a very simple strategy that requires a discipleship coach, to guide emerging disciples through the phases of maturity e.g. connecting, growing, serving and reproducing. He has contextualized a strategy so that it incorporates the essentials of disciplemaking using the Making Disciples storyboard (seen above) as the framework. The storyboard describes the process of a maturing disciple.
Here are some ways disciplemaking coaches use the Making Disciples storyboard in a coaching relationship:
- Assessing: Where are you in your journey?
- Clarifying: What’s next on your journey?
- Evaluating: How are you doing in this area of your journey?
- Brainstorming: What can you do to grow in this area to keep moving forward in your journey?
- Confirming: What will you do to continue your journey?
Connecting leaders with tools to make more and better disciples is a passion. Take a closer look at the Disciplemaking tools to see if this helps you refine your process. Please share what has worked for you below so that we can learn from each other.
by Gary Reinecke | Aug 1, 2016 | Uncategorized |
For the last year, I’ve been learning about Disciple Making Movements (DMM). The model comes under a variety of names like Training 4 Trainers (T4T) and Life Transformation Groups (LTG); but the goal is the same = disciples making disciples. Many leaders and mission agencies have applied the approach and adapt it to their context. My contribution has been developing leaders in the strategic skiils of coaching.
Three core practices drive DMM.
Personal Discovery: Discovery (inductive) Bible Study is used to guide the self-discovery process.
Immediate Obedience: Through the discovery Bible study participants are challenged to identify an action step they can take in the following week to apply what they learn.
Consistent Replication: Reproduction is the fruit of the discipleship process, multiplying into the third and fourth generation.
Here are three questions to assist you in creating a similar process in your context:
- What are the bare essentials to make disciples?
- What obstacles are hindering disciples from making disciples?
- How can you simplify the disciple-making process to reproduce into the third and fourth generations?
For more information, view the Discipleship Making Movements video.
by Gary Reinecke | Jul 24, 2016 | Church Multiplication, Disciplemaking, Leader Development |
I am passionate about learning and studying other disciplines in society. Then extract the principles to apply to life and ministry. Here is an example from the arena of health coaching with questions to ask yourself to enhance the way you reproduce disciples and leaders.
My wife Gina is a health coach. She helps people “lose it” every day. She works for a company committed to leadership development that provides training combined with mentoring relationships. In the photo above you see four generations of health coaches beginning with Gina (far left). Each person has experienced the process of gaining optimal health by participating in a simple, reproducible program.
Following is a timeline of their development:
- Generation #1: Gina (in 24 Gina empowered the next generation & reproduced herself)
- Generation #2: Susan (far right – 16 months until Susan reproduced)
- Generation #3: Rebecca (second from left – 4 months until Rebecca reproduced)
- Generation #4: Mike (in process)
This is what I observed from Gina’s experience:
The first generation took more time to acquire the skills and pass those onto the second generation. But once the second generation experienced the way “the program” works, it took less time because they had sifted through the essentials to pass on to the next generation. Through that sifting process, the third generation took far less time to reproduce.
Here are some questions that might help you reflect on your disciplemaking and leadership development process.
- What non-essentials get in the way of making disciples or developing leaders?
- What steps are missing that would enhance what you are doing?
- How can you accelerate the process of reproducing disciples and leaders into the 3rd and 4th generation?
One insight I leave with from this experience is the importance of laying a solid foundation with the right DNA from the very beginning. Another insight is the value of solid training and support. When the 1st. generation reproduces into the 2nd., 3rd. and 4th. generations; they will resemble the 1st. generation. Finally, when the right DNA is in the seed, then the fruit of reproduction is multiplication!
by Gary Reinecke | Jul 15, 2016 | Church Growth, Church Multiplication, Coach Training, Disciplemaking, Focused Ministry, Leader Development |
VUCA is gaining traction in the coaching world and certainly has application to the world of coaching church planters, pastors and network leaders. The notion of VUCA was introduced by the U.S. Army War College to describe the more Volatile, Uncertain, Complex and Ambigious multilateral world which resulted from the end of the Cold War.
The best VUCA leaders are characterized by change-agent skills, a clearly defined change process and an intimate understanding of how to manage change.
The dynamics of change individually and corporately can be complex but with care, the process can be managed in a positive manner.
As a family we are preparing for our oldest to leave home and attend university this fall. This will be our first. If you have gone through this, perhaps you can relate – we are riding a steep learning curve. We, Gina and I, are learning to be very intentional to make sure our son is anticipating the benefits and challenges for his new found freedom. At the same time, managing the emotions on the home front.
Healthy small groups experience this dynamic when they release leaders to start-up new groups. We are going through these growing pains right now as our small group is sending off 50% of our group to join our church’s first new church plant. Our response – to celebrate the work of God in our community, have a party for the missionaries that we are sending-off and prepare for the next one.
Churches that plant churches experience similar emotional responses when they release their first daughter church. Churches that get through this first pregnancy and deliver a healthy baby become more adapt at future births. But the same emotional responses occur to varying degrees: denial, anger, bargaining, depression testing and acceptance.
One resource that I use in coaching leaders in managing change is the Change Management Skill Builder. This resource offers a brief yet concise understanding the way change works with a simple 6-step response:
- Involve
- Inform
- Initiate
- Implement
- Review.
See if the Change Management Skill Builder helps you sharpen your Change Management Skills.
by Gary Reinecke | Jul 11, 2016 | Church Growth, Disciplemaking |
VUCA is gaining traction in the coaching world and certainly has application to the world of coaching church planters, pastors and network leaders. The notion of VUCA was introduced by the U.S. Army War College to describe the more Volatile, Uncertain, Complex and Ambiguous multilateral world which resulted from the end of the Cold War.
Previously, I discussed how to Coach VUCA. To take VUCA from diagnosing to action requires a different framework. Today I will flip the framework to coach on leadership “agilitly” so that leaders can take action to navigate change effectively (see diagram above).
While coaching a newly established pastor in a new congregation to enhance their small group ministry I asked the question: “What is the state of your current small groups?” This question led to a number of insights about the health of the groups, fruitfulness, purpose, model, support and training, etc. This assessment gave him a realistic view of what he had to work with.
As he explored the future of their current small groups, it was apparent what he could expect. People would be cared for, lives would be impacted and about 20% of the congregation would assimilate into a group over the course of a 12-month cycle. Dissatisfied with those outcomes, he was led to prayerfully consider the “best case scenario” for small group environments where “life” was the primary goal. From that place he envisioned disciplemaking communities where personal and community transformation took place. The values shifted from assimilation to disciplemaking, meeting for the purpose of meeting to service in the community and maintaining group participation to growth through evangelism.
The point of the VUCA model is that the more a leader knows about a situation and, the better able the leader is to predict the potential impact of the actions proposed; the more capable the leader becomes at navigating change.
Regarding the pastor and his small group vision. With a clearer sense of WHAT IS and the necessary RIGHT ACTIONS – the better able the church has become at incorporating the vision for small group ministry.
Once a vision is clarified then the following key questions are helpful when coaching a leader to Lead Through VUCA.
Vulnerability: Be Reliable
- What promises do you need to keep in this situation?
Uncertainty: Be Trustworthy
- How can you engage people?
Complexity: Be Direct
- What information do people need to have?
Ambiguity: Be Understandable
- What is the most compelling manner to articulate your vision?
As you coach leaders, this simple framework will be very familiar. See if these questions help you raise your effectiveness as you coach leaders who initiate bold new visions to make more and better disciples. Please submit questions below that you have used to help leaders, Lead Through VUCA.
by Gary Reinecke | Jul 4, 2016 | Church Growth, Church Multiplication, Leader Development, Uncategorized |
The term VUCA is gaining traction in the coaching world and certainly has application to leader development, church planting and church growth. In addition, it can aid coaches serving leaders in those arenas. The notion of VUCA was introduced by the U.S. Army War College to describe the more Volatile, Uncertain, Complex and Ambiguous multilateral world which resulted from the end of the Cold War.
The “V” in the VUCA acronym stands for volatility. The challenge is unexpected or unstable and may be of unknown duration, but it’s not necessarily hard to understand; knowledge about it is often available.
The “U” in the VUCA acronym stands for uncertainty. Despite a lack of other information, the event’s basic cause and effects are known. Change is possible but not a given.
The “C” in VUCA stands for complexity. The situation has many interconnected parts and variables. Some information is available or can be predicted, but the volume or nature of it can be overwhelming to process.
The “A” in VUCA stands for ambiguity. Casual relationships are completely unclear. No precedents exist; you face “unknown unknowns.”
A month ago I was flying through Istanbul after training leaders in the coaching process and skills in various VUCA regions around the world. Complex factors play a major part in the way they, and we, approach discipleship and leader development. It is important to be mindful of these four elements for leaders who make disciples and plant churches. Think of the missionary that imports Western approaches to evangelism and you get a sense of the paradox.
For instance, one leader I know is leading a congregation in an agricultural community and another is relocating from the the east coast of the US to plant a multi-ethnic church in the same community. The established congregation is reaching middle class families from primarily European backgrounds. The church plant will deal with a very different socio-economic group of people even through they are relatively close geographically. It is clear that the approach each leader takes to engage people will be unique; but the more agile the leader to assess and adapt, the more effective they will become.
VUCA elements of any community/culture, whether India, Turkey or the US are significant and must not be ignored. The chart above provides a simple framework to bring perspective to VUCA. If you would like to view a brief explanation of the VUCA framework, click “A Framework for Understanding VUCA” (Harvard Business Review article which is referenced in this blog).
Next week I’ll talk about leader development in a VUCA environment and how to flip the framework to establish agile leaders. What are some questions you use to help leaders work through the VUCA framework?
by Gary Reinecke | Jun 5, 2016 | Coach Training, Leader Development |
Most days I start my morning with breakfast on the patio. We live in an unusual location in So Cal. Unusual in that we have an unobstructed view of a hill vs. a neighbor peering over our backyard. If you have been to this part of the world you appreciate how special this “open space” is compared to other parts of the country. I enjoy getting out before the sun rises to drink-in the cool, morning breeze and reflect on the day ahead.
I’ve been asked by a couple of people lately who have wondered about the self-care/”soul-care” of a coach. This first came out in India while training leaders in the coaching process who were learning how to catalyze disciple-making movements. A young woman asked me: “What do you do to take care of yourself?” At first, I reflected that I’m not sure I do a good job at this. I’m like most people who stay busy. Slowing down is a discipline that I’ve yet to master. But then I thought a bit more and this is what I discovered about myself.
Most mornings over the last 25+ years I’ve gotten my body out the door to exercise e.g. go to the gym, run, mountain-bike, swim or walk. The majority of those times were on my own except when I ran with the trails with buddies in Phoenix, mountain-bike with my wife or more recently, enjoy a Friday morning walk with my two brothers. During that early morning routine the Lord settles my soul for the day ahead. I listen to the Holy Spirit, discern his leading on various topics He brings to my attention and prepare my soul for the day ahead. Periodically I journal and take a more structured approach but the physical outlet of exercise has been my mainstay.
Listening and discerning what the Holy Spirit is saying, is the most critical skill in coaching (in the research I conducted with Bob Logan & Chuck Ridley we call it “Abiding in Christ” – see Developing Coaching Excellence). In fact, you can do the other eight competencies of coaching and be a very good coach; but you will never be a world-class coach without mastering this skill, based on my experience assessing and training coaches.
The challenge for you is to discover the best practice given your personality. For me, integrating physical activity and listening to God works. But for you, it may be a quiet corner at the local Starbucks. And others, it might be in the midst of serving the poor and disenfranchised. Enjoying nature is another God-given conduit to connect with Him.
What practices work for you?
I invite your feedback and would love to hear your thoughts below.
by Gary Reinecke | May 27, 2016 | Coach Training, Uncategorized |
Coaching demands humility. When you as the coach, humble yourself and are willing to lay aside your agenda for the sake of others e.g for a God-honoring endeavor like disciplemaking and leader-development – amazing things happen. That is the “magic” of coaching!
