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

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