Week seven powerpoint presenation

TEAM LEADERSHIP IN TEAM LEADERSHIP IN CHRISTIAN MINISTRYCHRISTIAN MINISTRY

CHAPTER EIGHTEEN: TEAMS CHAPTER EIGHTEEN: TEAMS Van Auken says “ Christian

ministry is teamwork with a difference, teamwork makes the difference.”

Principles of an Effective Team ◦Understand Goals ◦Effective Group Decision Making ◦Share Leadership Responsibility◦Maintain Good Communication ◦ Evaluate Process and Product

CHAPTER EIGHTEEN: TEAMSCHAPTER EIGHTEEN: TEAMSSteps in Team Building

◦Teach Effective Leadership ◦Build Team Unity ◦Make use of Team Strengths◦Practice Mutual Submission ◦Teach Creativity

CHAPTER EIGHTEEN: TEAMSCHAPTER EIGHTEEN: TEAMSExamples of Team Leadership

◦Selection of Servants- Acts 6:1-7◦Antioch Church- Acts 11: 19-30 ◦Sending of 1st Missionaries- Acts

13:1-4◦The Council at Jerusalem- Acts 15

TEAM LEADERSHIP IN TEAM LEADERSHIP IN CHRISTIAN MINISTRYCHRISTIAN MINISTRYCHAPTER NINETEEN: CHAPTER NINETEEN:

RECRUITING RECRUITING Leadership Development only takes place when one’s strength’s overlap a given ministry situation.

Why a Leadership vacuum? ◦Christians Leaders are indifferent to

their responsibility ◦Lack consecration to Christ ◦Misunderstand task they are perform ◦Lack of Preparation ◦Some have never been ask to lead

CHAPTER NINETEEN: TEAMSCHAPTER NINETEEN: TEAMSProper recruiting techniques

◦Conduct a Need-Task Survey ◦Every position should directly move

towards fulfillment of mission. ◦Review Goals/Objections ◦Enlist People with common vision◦Keep Team spirit fresh ◦Use person centered approach◦Allow leader input into building of job

description ◦Do not hurry

CHAPTER NINETEEN: TEAMSCHAPTER NINETEEN: TEAMSPhilosophy and Recruitment

◦Incentive ◦Improved Efficiency ◦Evaluation Guides

Importance of Recognition◦People need to feel noticed ◦Highlights the importance volunteers

TEAM LEADERSHIP IN TEAM LEADERSHIP IN CHRISTIAN MINISTRYCHRISTIAN MINISTRYCHAPTER TWENTY: CHAPTER TWENTY:

VOLUNTEERSVOLUNTEERSInfluences on Leadership Behavior ◦Positive transfer of learning facilitates

team leadership performance ◦Negative transfer of learning is

detrimental to performanceChildhood Influences in Leadership

Training ◦ Family ◦Local Church ◦School

VOLUNTEERSVOLUNTEERSAdolescent in Leadership Training ◦Social relationships ◦Competing for approval of groups

(clicks)◦The sharing of peer problems◦Opportunities to exercise leadership

in various capacities ◦A source strength against adult

authority

VOLUNTEERSVOLUNTEERSAdult influences on training ◦Different Needs ◦Different Experiences ◦Different Attitudes ◦Different Groups ◦Different Methods

VOLUNTEERSVOLUNTEERSComponents of training program ◦Clear objectives ◦Quality personnel

Spiritual Maturity Leadership Skills Learning potential Cooperative attitude

◦Growing responsibly ( not too fast)◦Persistent Communication ◦Niche Selection

VOLUNTEERSVOLUNTEERSMethods of Training ◦Coaching plan ◦Utilization of a training consultant ◦Apprenticeship ◦Support leaders◦Visit other ministries ◦Workshops ◦Training schools ◦ Internal training ◦Staff meetings◦Local Library

VOLUNTEERSVOLUNTEERSEnlisting Trainees ◦Personal appeal ◦Public announcements ◦Communicate importance of

apprenticeship to leaders in organization

◦Recognize leadership achievement ◦Set high standards ◦Put people to work ◦Require reports of all leaders

CHAPTER TWENTY ONE: STAFFCHAPTER TWENTY ONE: STAFFDynamic tension between gift and

callingChristian concept of work and ministry

◦Understanding human nature ◦Understanding Vocation

Securing and serving volunteers ◦Evaluate recruitment process ◦Emphasize Strengths of volunteers◦Affirm potential leaders among volunteers ◦Develop adequate personnel policies

CHAPTER TWENTY ONE: STAFFCHAPTER TWENTY ONE: STAFFFunctioning in the role of supervisor =

directing other towards the achievement of a goal

Develop adequate personnel policies = guidelines that affect how leaders deal with volunteers

Practice adequate administrative process ◦ Placement ◦ Observation ◦ Evaluation◦ Resources ◦ Team needs

Individual needs Task Team building

CHAPTER TWENTY ONE: STAFFCHAPTER TWENTY ONE: STAFFSound principles of supervision

◦Be open with your team ◦Be positive in personal interaction ◦Emphasis collective nature of task ◦Cut down on turnover

TEAM LEADERSHIP IN CHRISTIAN TEAM LEADERSHIP IN CHRISTIAN MINISTRYMINISTRY

CHAPTER TWENTY-TWO: CHAPTER TWENTY-TWO: EVALUATION EVALUATION

Evaluation = How are we doing? Three common used terms in

evaluation ◦Testing = obtained through written

and objective means ◦Measurement = assessing the

gathering of a body of information obtained through testing

◦Evaluation = interpretation of the collected data

CHAPTER TWENTY-TWO: CHAPTER TWENTY-TWO: EVALUATION EVALUATION Evaluating organizational

structure ◦Is the ministry genuinely unified? ◦Does board function properly ◦Who is responsible for planning and

supervision? ◦Is the organization clear written and

open to public? ◦Do we require reporting from

leaders?

CHAPTER TWENTY-TWO: CHAPTER TWENTY-TWO: EVALUATIONEVALUATIONEvaluating organization structure cont.

◦How often and Whom are leadership appointed?

◦Do we have job descriptions for all workers?

◦Do we use our Officers Effectively? ◦What activities are being carried out? ◦How do our ministries interrelate?◦Does each ministry have distinct

objectives?

CHAPTER TWENTY-TWO: CHAPTER TWENTY-TWO: EVALUATIONEVALUATION

Evaluating personnel ◦Examine all key areas ◦Evaluate with various measures ◦Establish person centered climate ◦Provide corrective feedback ◦Set new goals

Evaluating ministry effectiveness ◦Do teachers use a variety of

methods in classroom? ◦Do teachers use media effectively in

classroom? ◦Do teachers communicate effectively

classroom? ◦Do students participate in classroom

procedure?

CHAPTER TWENTY-TWO: CHAPTER TWENTY-TWO: EVALUATIONEVALUATIONEvaluating ministry effectiveness

cont. ◦Do both teachers and students use

bible effectively?◦Do teachers demonstrate Christian

love and enthusiasm in the classroom?

◦Do curriculum materials reflect theological accuracy?

CHAPTER TWENTY-TWO: CHAPTER TWENTY-TWO: EVALUATIONEVALUATIONEvaluating struggling leaders

◦Disarm Tensions ◦Offer Encouragement ◦Handle Obstinance ◦Discipline when necessary ◦Negotiate and compromise

CHAPTER TWENTY-TWO: CHAPTER TWENTY-TWO: EVALUATIONEVALUATIONEvaluation of personnel recruitment

and retention ◦Do we follow written standards in selection

and development of new leaders?◦Do we conduct effective staff meetings? ◦ Is there a conscience program for

retention? Definite terms of service Fair system of promotion Set specific goals Provide adequate support Build in rewards and recognition Use separate check list

Guidelines for Evaluation◦The evaluator must know what to

look for if evaluation is to be component

◦Evaluation is sometimes best done by a person not involved with organization

◦Evaluation should be written and be specific

STAFF DEVELOPMENT STAFF DEVELOPMENT Team = group of people banded

together for common objective, having an accepted leader, with agreement on method and activities, possessing a strong sense of love loyalty among members, and having a certain division of labor within the group.

STAFF DEVELOPMENT STAFF DEVELOPMENT Three dangers to avoid in

selecting staff ◦Using improper criteria ◦Position is not clearly defined ◦Failure to understand unwritten rules

in hiring process.

Week seven powerpoint presenation

Education

Transcript of Week seven powerpoint presenation

Presenation csbo

Seven Essential Habits Powerpoint

Axis Presenation

D.VISION PRESENATION

Nouweb presenation

Local Food Policy & Health: State Policies Supporting /SNAP in Farmers Markets - PowerPoint Presenation

Download PowerPoint Presenation

Ms presenation

PPT PRESENATION

ideaLab Presenation

Seven powerpoint

HPV Presenation

Space Matters PowerPoint Presenation

CCitDG Presenation

Stg Presenation

Frog presenation

Charleston Presenation

Upcea presenation

SAFER Presenation

Download Presenation