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!
by Gary Reinecke | May 18, 2016 | Coach Training, Leader Development, Personal Development |
In 2005 I took a sabbatical. To prepare, I asked a colleague to coach me to take advantage of the opportunity. What I gained from that experience stays with me to this day.
One of the most important learnings I have from that experience is the value of being coached as you coach others. I need to be reminded every 30 days, what if feels like to be on the receiving end of a coaching conversation. Responsibility to set the agenda, anticipation for the appointment and the satisfaction when I realize that our time was well-spent, focusing on the important and not urgent areas of life/ministry.
When I was in Delhi, India recently I met a young Indian by the name of Mushek. He is launching a coaching business called Lead Well with the unique strategy to serve others who seek to do Business as Mission (BAM). That evening he asked me about my vision, where I am headed and how to get there. He coached me!
It was humbling to sit in the seat of the “person being coached” – but worth it! It was refreshing to share my vision and to have someone listen. And to leave with a fresh perspective and actions to take.
Most times I meet with my coach I leave with clarity of vision, practical steps to implement and a new perspective on my situation. Then I’m better able to coach others because I can empathize with them as they sit in my seat. What are the benefits you experience as you are on the receiving end of a coaching relationship?
by Gary Reinecke | May 15, 2016 | Coach Training, Disciplemaking, Focused Ministry |
Last week I was in Delhi, India to train leaders in coaching. Today, I’m reflecting on the view outside my hotel room in Ankara, Turkey, located northwest of Antioch (roughly a 7.5 hour drive), as I prepare for a second round of training with another group. Antioch was a ministry base for the Apostle Barnabas. One of the things I’ve been pondering lately is the biblical basis for coaching – especially reflecting on Barnabas and his role in apostolic ministry. It is easy to get caught-up in the techniques, process and skills of coaching; but lose sight of the “why”.
Here are a few ponderings on biblical passages relating to coaching:
- “…don’t ever forget that it is best to listen much, speak little, and not become angry;” James 1:19 – Listening
- “Timely advice is lovely, like golden apples in a silver basket.” Proverbs 25:11 – Speaking
- “When you obey me you are living in my love, just as I obey my Father and live in his love.” John 15:10 – Obeying (all references from the TLB translation)
I like to refer to these as a three-legged stool for coaching: Abiding (obeying) – Listening (for self discovery) – Speaking (when necessary). This simplifies the correlation between the foundational competencies of coaching. Obedience leads to listening, listening leads to powerful questions, and powerful questions can lead to speaking.
You probably have your favorite passages. What verses do you practice as a basis for coaching? Please share your thoughts and together, let’s create a firm biblical foundation for those we train to practice the “ministry of Barnabas”.
Until next week – Coach on!
by Gary Reinecke | May 8, 2016 | Uncategorized |
I’ve been reflecting on a theological basis for coaching. From observing Jesus, I’ve arrived at three reasons why Jesus used a coach approach to disciplemaking & leader development. One disclaimer – He had the distinct advantage of divine insight, knowing when to be the expert vs. when to practice listening and asking questions to gain traction on the path to self-discovery; so our results might vary.
Here are three reasons why Jesus used a coach approach.
- Reason #1 – Identity: Jesus coached people to discover for themselves who He was (Mark 8:29).
- Reason #2 – Being: Jesus coached people to discover who they were in relationship to him (John 15:4).
- Reason #3 – Doing: Jesus helped people discover how to lead like him (Matthew 16:24).
Regardless of who I am coaching I am likely to address one or more of these issues in most coaching conversations. Working with a leader through transition, he processed his responses to #2 and #3 in regards to the opportunities in front of him. The reflections that he was empowered to make through a coach approach helped him transition well into his next season of ministry. This week, as you coach new disciples or develop leaders, see which of the three areas you find yourself coaching in most frequently.
Here are three questions you can use:
- What is Jesus teaching you about Himself? – Identity
- What is Jesus teaching you about yourself? – Being
- What is Jesus asking you to do? – Doing
What questions have you used to coach people through one of these issues – Identity, Being Doing?
Please comment below, I’d love to hear your experience.
I am entering the social media community and the 21st. Century. I am in India (5.6.16-5.14.16) & Turkey (5.15.16-5.21.16) to conduct coach training workshops. Please “Friend me” on Facebook or “Follow me” on Twitter to receive updates along the way.
Have a wonderful week!
by Gary Reinecke | Apr 30, 2016 | Uncategorized |
Celebration is an underutilized resource in most coach relationships. What I mean is, when a leader meets a milestone, accomplishes something extraordinary or overcomes a barrier – it is easy to miss the opportunity to celebrate. Celebration comes in many forms, however, what I have learned is that it is not necessarily the method of celebration that matters but rather the heart behind such recognition. In other words, it must be MEANINGFUL! Let me share a story.
As you might imagine from the photo above, this month I celebrated my son’s Joel recent college decision. One of our favorite forms of celebration is an early Friday afternoon pizza at our favorite restaurant. This is not unusual for us.
For the last couple of years I’ve been taking Joel to pizza about once a month. These are special times for us to check-in, discuss issues of the heart, and to explore future direction. Of course, I can’t help myself and these conversations morph into coach-like conversations that focus on issues that have propelled Joel forward. Oh how I look forward to these times with my son!
When mentoring coaches I help them see the value of celebration by asking the following questions:
- What does meaningful celebration look like for you?
- When was the last time you celebrated?
- How did you celebrate?
- How do you help people you coach celebrate?
- What are some of the ways people you coach like to celebrate?
What kinds of things have you helped leaders celebrate?
Please comment below, I’d love to hear your experience.
I am entering the social media community and the 21st. Century. In May I will be traveling to India & Turkey to conduct coach training workshops. Please “Friend me” on Facebook or “Follow me” on Twitter to receive updates along the way.
Have a wonderful week!
