by Gary Reinecke | Sep 11, 2016 | Uncategorized |
Not too long ago a friend commented that leadership development is a “gooey” science. By that, he meant that it is difficult to quantify the skills of a leader. We see the fruit of good leadership and the effects of bad leadership. But how can leadership effectiveness be measured and developed?
A leader I met wanted his team to raise their leadership game and do it in a way that would sustain their development. He went further to describe a relational process with a competency-based assessment to evaluate whether people were moving forward, or backward in their leadership skills. As he described what it was he was looking for, I was thinking to myself about the system I have used over the last 7 years to train leadership coaches within teams, churches and organizations.
After we discussed this further I pointed him to the flyer entitled “Developing Effective Leaders” which is a helpful summary of the process I described to him. After a few more conversations with his senior leadership team, they decided to invest a year in the process and then evaluate how their people responded. At the end of the first year the team gathered to report – the feedback was stellar! Based on those results, the team decided to expand the circle and continue the effort with some of the original participants. Now they are two years in, and the proof of concept suggests that more and more the coaching, combined with a competency-based leadership development resources are meeting and surpassing expectations. Leaders are being developed, a coaching culture is being created and disciples are being made.
See if “Developing Effective Leaders” addresses some of the questions you have about developing leaders. If you have other systems that you use and wouldn’t mind sharing with others, please enter the name with a brief description below. Thank you for your suggestions…
by Gary Reinecke | Sep 5, 2016 | Uncategorized |
Many years ago I was working with a group of pastors and church planters from a culture different than the one I was accustomed. The first time we met, the majority of the participants showed-up several minutes late. Each had a legitimate reason. I thought that was unfortunate, but moved on. However, as time passed I observed a pattern emerging – the leaders were showing up later and later. Eventually I realized I was not doing my part to communicate expectations in a way that registered that our meeting needed to be a priority.
This created a sense of urgency with the various participants for a few months, altering their behavior; but over time, they defaulted back to their original behavior. I tried everything I knew to keep the meetings as punctual as promised but struggled with this same issue the entire year. What I failed to understand was how different cultures view time. More importantly, I had not learned how to adapt and navigate the cultural map when our values clashed.
I’m reading a book entitled The Culture Map by Erin Meyers. In it she describes the difference between the way people communicate in Low and High Context cultures. I’m discovering the nuances that differentiate cultures and the implications for coaching across cultures.
Low Context: Good communication is precise, simple, and clear. Messages are expressed and understood at face value. Repetition is appreciated if it helps clarify the communication.
High-Context: Good communication is sophisticated, nuanced, and layered. Messages are both spoken and read between the lines. Messages are often implied but not plainly expressed. (p.39)
Communication is one of eight areas the author addresses to help navigate cultural gaps. Here is an article to illustrate the challenge when working across cultures – see Cultural Coaching. Whether you are coaching in the same culture or across cultures, is it helpful to assess your cultural profile using the Self Assessment Questionnaire. There is also an Interactive Cultural Map Exhibit to identify and compare the contexts in which you coach.
The Culture Map is an informative resource to assist in your coaching relationships as well as training leaders ministering across cultures.
by Gary Reinecke | Aug 26, 2016 | Coach Training, Leader Development, Personal Development |
Several years ago my family traveled from Phoenix, AZ to camp at “Big Basin”, which is in the Redwoods of Northern Cal. To take advantage of the time in the van my wife and I decided to listen to Daniel Goleman’s book Emotional Intelligence on CD. We discussed the case studies with our then 8 and 10-year old, who were very curious about the topic.
The thing I remember from that research and others since, is that EQ is flexible and can be developed, in contrast to IQ. In fact, I’ve witnessed how EQ can be developed personally, with my kids and leaders I coach – over and over again.
Recently, I came across a simple framework for EQ that I want to pass-on. In their book entitled, Emotional Intelligence 2.0 by Travis Bradberry & Jean Greaves (p.24), they discovered four skills that comprise EQ, as illustrated above:
The top two skills, self-awareness and self-management, are more about you. The two bottom skills, social awareness and relationship management, are more about how you are with other people.
EQ is a powerful force. EQ can be developed, like a muscle – over time. Here are three questions to help you harness your EQ:
- Identify one skill from the illustration above that you will work on this week?
- What will you do to develop that skill and when?
- How will you assess your progress?
With intention, action and review, EQ can be developed. If you would like more information, click on Emotional Intelligence. Then scroll down the page and expand the menu of resources.
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.
