Launching a Leadership Culture in YOUR Church--Pre-Conference Intensive/Jonathan Reitz at the Northwest Ministry Conference
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These are the slides from the How to Launch a Leadership Culture in YOUR Church Pre-Conference Intensive from the Northwest Ministry Conference in Redmond, WA. This intensive was scheduled to be delivered by Jonathan Reitz. When he had travel challenges, Rainer Kunz delivered this course instead.
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Launching a Leadership Culture in YOUR Church--Pre-Conference Intensive/Jonathan Reitz at the Northwest Ministry Conference
- 1. March 22, 2012 Northwest Ministry Conference Pre-Conference Intensive Jonathan Reitz 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 2. 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 3. 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 4. 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 5. 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 6. Intentional Leadership Development • The function of leadership is to produce more leaders, not more followers. • Leadership is defined by reproduction, not by activity. • Effective Leaders are identifiable by the next generation. 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC © CoachNet. Inc
- 7. 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 8. Warren Bennis Stephen Covey “ Max Depree John Kotter “A Kouzes & “Leaders – the Principle- “Leadership Force for Posner “The Strategies for centred Jazz” Change” Leadership Taking Charge” Leadership” Challenge” Creates an Service oriented Leader is servant Establishes Challenges inspired vision direction processes and systems Leads by example Continually High emotional Aligns systems Inspires a shared learning and energy and vision developing curiosity Highly visible to Generates Empowers people Aligns people Enables others to everyone constant positive and builds spirit act enthusiasm Listens Sense of wonder Leads based on Motivation and Models the way empathetically and curiosity about strong principles inspiration produce work and life in positive change general Bills flatter Courage combined Makes decisions Recognises and Encourages the communication with emotional based upon what celebrates heart structures vulnerability the next generation achievement will inherit Provides essential Caring, sharing Emotionally training and and enabling vulnerable coaching
- 9. 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 10. “No organization can possibly survive if it needs geniuses or supermen to lead it. It must be organized in such a way as to be able to get along under a leadership composed of average human beings.” -- Peter Drucker 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet CoachNet. Inc © Global LLC
- 11. 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 12. “When developing leaders start with the behaviors you want to see and not the content you want to teach”. Jon Warner 4/2/2012 A Leadership Culture inNeil Cole, Paul Kaak, Church MultiplicationGlobal LLC Inc © 2001 YOUR CHURCH--©2012 CoachNet Associates © CoachNet. Inc © CoachNet.
- 13. Ask questions any time. We are looking to fit this into a larger system. You HAVE to customize this. 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 14. 4/2/2012 14 Specialized Training in Discipleship/©2011 CoachNet Global LLC
- 15. Stage 4 Continuous Multiplication Culture Stage 3 Effective Leadership Competency Stage 2 Focused Ministry Calling Stage 1 Obedient Discipleship Character 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 16. Obedient Discipleship Focused Ministry Effective leadership Continuous Multiplication What are your strengths? What are your challenges? What do you have to work with? 4/2/2012 ©2011 CoachNet Global LLC
- 17. Character Leader Obedient Disciple © CoachNet. Inc
- 18. The Things Leaders Do! 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 19. 3. Leadership essentials Is driven from a strong set of values and “intelligence” about people’s feelings Sees possibilities and potential that is often invisible to others Describes a vision of the future and illuminates paths to get there Encourages creativity, innovation and lateral thinking 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 20. 3. Leadership essentials Enables individuals and teams or groups of people to manage personal change and reach for higher goals Starts and ends with the guiding of people’s relationships with one another Continually “walks-the-talk” and listens and learns in their journey Often consists of extraordinary strength and persistence 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 21. • Emotional Intelligence • Contextual Thinking • Directional Clarity • Creative Assimilation • People Enablement • Reciprocal Communication • Change Orchestration • Driving Persistence. 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC © CoachNet. Inc
- 22. • Manage Feelings • Pattern Thinking • Make Connections • Focused Vision • Change Management • Empower Someone(s) • Two-way Communication • Stick-to-it-tive-ness 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC © CoachNet. Inc
- 23. Emotional Intelligence Manage Feelings Our capacity to recognize, understa nd and harness our own feelings and the feelings of others A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 24. Contextual Thinking Pattern Thinking How well you link specific events, tasks and actions into a wider perspective or pattern? A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 25. Creative Assimilation Make Connections How well you creatively draw together information to arrive at robust and clear decisions or courses of action? A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 26. Directional Clarity Focused Vision How strong is your ability to identify a credible destination? How well do you describe a clear and simple way to get there? A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 27. Change Orchestration Change Management How effectively you manage personal and widespread change to actively steer a process to a positive end? 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 28. People Enablement Empower Someone(s) How well you empower individuals and teams to understand and take responsibility for their own development? A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC 4/2/2012
- 29. Reciprocal Communication Two-way Communication How well you design and transmit your message, and take other people’s responses into consideration? A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC 4/2/2012
- 30. A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC 4/2/2012
- 31. Driving Persistence Stick-to-it-tive-ness How persistently you pursue your goals, even in the face of challenge and/or adversity? A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 32. 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 33. 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 34. 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 35. Jonathan Reitz 440.550.4374 jonathan@coachnet.org www.facebook.com/jonathan.reitz Twitter: @coachnetceo 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
- 36. The CoachNet Team 4/2/2012 A Leadership Culture in YOUR CHURCH--©2012 CoachNet Global LLC
Hinweis der Redaktion
- Leadership is one of those words…
- Bottom line…what’s the ultimate test of leadership? (ASK FOR RESPONSES)ANSWER: You’re only a leader if someone is following you! You can have all the leadership knowledge in the world, but if no one responds….you’re not a leader.It’s a simple statement, but not an EASY on.We all follow one person…but we act like finding, raising up, deploying, training and focusing leaders is really easy…but we certainly make it harder than it has to be! It doesn’t have to be this hard. Let’s start with a few statements about leadership.
- What do you think? How much impact does commitment have in one’s leadership effectiveness?BTW…this doesn’t sound like much of a recruiting approach…
- True or false here…several statements. Let’s go one at a time.(After the three statements)These three comments point us to a different kind of leadership….the kind of leadership that sets the stage for multiplication.
- 5-10 minute exercise, in pairs or triads. Tailor the length of time to the size of the group. Larger groups need more time.QUESTION: where do you see intentional leadership development in your church? FOLLOW UP QUESTION: Where do you need to see it?
- Here’s more leadership knowledge than you can shake a stick at! These are one column summaries of some of the “classics” of leadership literature.Compared to the kind of leadership-that-multiplies that we just discussed, what do you notice about these leadership ideas. (Take questions/observations. You’re looking to name that none of these systems has a multiplcation component.)
- We often look to the business world for leadership guidance, but it is VERY rare to see a multiplication component in any of those models!We need a different plan..one that includes multiplication.AND…it can’t be too complicated.
- With all the demands we have on our leadership system, it’s just a good thing we have a Savior to help us!As we change to be more like Jesus, more leadership effectiveness is within our reach!The good news is, that we don’t even really have to change THAT MUCH!
- Thisis not about introducing you to a traditional Leadership Training program where content is all importantContent is important but coaching people for change is more important Our friend Jon Warner put it this way….. So we’re going to start with the behaviors you will be facilitating in your leaders-in-training And then looking at the behaviors you will be doing as the coach in training
- This is what’s missing from most congregational leadership cultures. How do you develop leaders in a repeatable way?How do you get from where you are to where you want to be?Leaders are not born…at least not great ones. They have to be grown. How does your church do that?Here’s one route:
- MOST IMPORTANT SLIDE IN THE WHOLE PRESENTATION.Here’s a suggested pathway: 4 steps: Starting in the harvest, this process takes an individual on a journey toward obedient discipleship or, building Christ-like character. How does your church do that? We’re not going to go into this here, but you have to have that in place. Think about this as describing “Who am I—in Christ?”Then we move on to a place where they are meaningfully engaged in focused ministry that reflects God's unique gifting and calling on their lives. For many this focused ministry will be worked out in a healthy local church. These are questions of calling. What gifts do you have. How are you wired? Think about this as asking “How do I serve?Then, and only then, it may mean moving into effective leadership as ministry leaders, pastors, church planters, or movement leaders. This is only for the people who are called to lead. With a foundation of character and calling in place, we then add competencies for leadership. Skills. We can’t over-glorify what leadership is. At it’s core leadership that multiplies is skills that cause people to more readily follow you. Think of it as “Who am I leading?” See the progression?This type of effective leadership, practiced consistently, will then create a cycle of continuous multiplication that provides for a much more extensive harvest that reaches far beyond the walls of any one church. This is a culture question. You can summarize by saying “Who am I leading to lead?”Finally…notice the red line. Below this line, eVERYONE is called. Above only a few.Questions?
- Take 10 minutes individually and figure out – Who & what do you have in the 4 areas?
- Design your message to be consistentShow Slide: Words count for around 10% Body language accounts for more than 50% Tone of voice used almost 40%. People start to feel that the message is inconsistent – when what you are saying is not being backed up by what the person is hearing in your voice and what they are seeing with their eyes.
- What’s working?What’s not ?What did you learn?What needs to change in your life?What now?
- BTW…there is a tool designed to do this.Use the profiles to establish baseline of competency Use it in the coaching relationship to discuss the accuracy