Leadership Summit 2016: Patrick Lencioni

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Leadership Summit 2016: Patrick Lencioni

Wednesday, August 17, 2016

Leadership Summit favorite, Bestselling Author and Founder of the Table Group, Patrick Lencioni, gave a great talk presenting new content about what to look for and how to be an ideal team player.

The Ideal Team Player

#1 Humble

More interested in others than yourself
Lacking self-confidence is a violation of humility
The recognition of that which is true
Humility isn’t thinking less of yourself it’s thinking of yourself less
Pride is the root of all evil and humility is the antidote to pride

#2 Hungry

#3 Smart

Emotional Intelligence
Common sense around people
If you’re intelligent but don’t treat people well you’re not smart

It’s easy to identify the following 3 kinds of people and weed them out:

The Pawn = Humble but not hungry or smart
- Not effective on a team
- They need our prayers but probably don’t need to be invited to be on our teams
The Bulldozer = Hungry but not humble or smart
- Leave a trail of dead bodies behind
The Charmer = Smart but not humble or hungry

If a person has 2 of these it can create serious problems in the organization:

Accidental Mess-Maker = Humble & Hungry
- They care about people and want to get things done
- They ruffle people’s feathers but their intentions are good
- Not smart about how they deal with people
Lovable Slacker = Humble and smart
- They are lovable and usually do just enough work to stay around but don’t help the team and don’t go above and beyond
- You like them but they don’t perform
Skillful Politician = Smart and really driven but not humble
- This one is the most dangerous
- They know how to make themselves look humble
- Charming and driven but not humble

How to help your team get better at this:
- Help people be honest about what they’re good at and what they’re not good at
- Develop your people – you have to have the courage as leaders to consistently hold people accountable and then people will either get better or they’ll leave on their own. You’re not doing anyone a favor by not calling them on their stuff.
Hire the right people:
- Change the hiring process a little bit – we over emphasize technical skills and abilities
- Behavior always rises to the top
- Get people out of the office to see them in the real world and see how they deal with real human beings
- Ask people questions more than 1 time
- A big part of humility is forgiveness…can you ask for forgiveness, give and receive forgiveness?
- Stop doing silo interviews…a bunch of people interview them together
- Scare people with sincerity: “we’re fanatical about humility, hungry, and people smarts…we’re so serious about it that if you’re not, you’re not going to like working here and we’re not going to like working with you.”
People who are workaholics are missing something in their heart and trying to find their identity in their work

Posted in Leadership

3 Secrets of an Effective Church Staffing Structure

Tuesday, May 10, 2016

Let’s be honest: There’s no shortage of resources out there on building church staff teams. Where churches really struggle is putting what they’ve learned into action.

Later this month my friend Tony Morgan with the Unstuck Group is partnering up with William Vanderbloemen with Vanderbloemen Search Group to tackle this topic. William and Tony work with hundreds of churches of across the country; they witness firsthand where and why churches are stuck in this area.

This free webinar will break this topic down into three priority components and offer you clear next steps to start building a healthier, more effective team.

The health and effectiveness of your church starts with its leadership. This webinar will help you:

Get your structure and roles right.
Hire the right people (and know when it’s time to let them go).
Build a culture of leadership development.
Identify practical next steps you can use to circle up with your team and start leading the changes you need to make.

Thursday, May 26 at 1pm EST
Space is limited! Register now.

Posted in Leadership, Staffing

10 Articles that will Help Your Church Make Vision Real

Tuesday, May 3, 2016

Thank you for making April another great month here at Helping Churches Make Vision Real! It’s great staying connected with you through social media and hearing that these articles have been helpful. So, thank you for connecting with me through the content on this blog! You made these the top posts from this last month. If you missed out on any of them, here they are all in one place for your convenience!

10 Insider Focused Ministry Names

Still my all-time most popular post in 5+ years of blogging: The language we choose to use is important because it both reflects and builds culture at the same time. And one of the most obvious ways to tell if a church is insider focused or outsider focused is the language that they choose to use. It either says that the church is “inclusive” or “exclusive.”

A Large Multisite Church in Phoenix is Hiring a Small Group Pastor

I’m pleased to announce a new Staff Search. Sun Valley Community Church, the church I have the honor of serving at, is beginning a national search for a Small Group Pastor to serve on our Tempe Campus. Sun Valley began as a church plant in 1990 in Chandler, Arizona. Over the years Sun Valley has grown into a large mult-site church in the Phoenix area. Currently there are four campuses located in Casa Grande, East Mesa, Gilbert, and Tempe and with a fifth campus opening in the fall of 2016 in Queen Creek. Together nearly 7,000 people attend a Sun Valley Campus each weekend.

Where there’s a Huddle there’s a Team

How do you know if the volunteer teams at your church are really working? I don’t mean are they getting stuff done and meeting objectives, I mean are they developing people. After all the point of building volunteer teams at your church isn’t just to use people to accomplish objectives but rather to create opportunities and relationships to develop people.

Why Some Churches Win But Most Lose

Not every church is winning. In fact Thom Rainer, President and CEO of LifeWay Christian Resources has stated in his research that: “Eight out of ten of the approximately 400,000 churches in the United States are declining or have plateaued.” There are a lot of reasons why 80% of churches in America aren’t winning and there’s no “silver bullet” fix. But there are a couple of things that winning churches consistently do that losing churches don’t.

3 Expectations that Young Leaders Need to Change Today

A lot has been written in recent years about the Millennial Generation and young leaders; most of it negative. At the risk of sounding like the old guy in the room, I’ll admit, it does seem like the expectations of young leaders are a little off the mark. In fact, here are three expectations in particular that I think young leaders need to change today if they want to be successful in the future.

How Many People Should Your Church Have on Staff?

Before you buy into the idea that you need another staff person at your church, think again. That just may be the worst decision you make at your church this year.

Making the Assimilation Process Work at your Church

While there are a lot of reasons that churches get stuck and plateau or begin to decline the biggest culprit is that somewhere along the way new people stop getting connected or assimilated into the life of the church. It doesn’t have to be that way. Try giving the list below to the Sr. Leadership Team at your church to read and then come back and have an honest conversation about each point and identify opportunities to improve and islands of strength to build on.

8 Reasons Why People don’t Volunteer at your Church

I’ve never worked with a church that has said they don’t need more volunteers. But I’ve worked with a bunch of churches that have trouble getting people to volunteer and stay engaged volunteering. This is a critical issue for churches to figure out. The reason why this has to be a front-burner issue is because at the heart of it, volunteering is an essential component of the discipleship process in someone’s life. Plainly put, volunteering is discipleship. Understanding that, here are 8 reasons people aren’t volunteering in your church…and subsequently aren’t growing in their relationship with God.

4 Common Church Merger Mistakes

There are a lot of good reasons that two churches might choose to merge together. After being a part of two separate church mergers and both coaching other churches through the process and observing other mergers happen around the country I thought I’d take the time to share four common church merger mistakes that I see happening.

The 3 Most Important Responsibilities of a Leader and Why you Can’t Meet Them All

Should a leader be out in front charting the way forward? Should they be magnetic personalities who immediately change the temperature of the room they walk into? Should they be a great developer of others? Or do leaders simply get paid to make decisions? The truth is, there are three key responsibilities of leaders and unfortunately leaders are usually good at one of these…NOT all of them.

Photo Credit: justin fain via Compfight cc

Posted in Leadership

10 Articles that will Help Your Church Make Better Hires

Tuesday, February 23, 2016

Recruiting and hiring a new team member can be exciting! Hire the right person and the whole team benefits. When you invite the right person to join your team not only is there an infusion of new talent, but also new ideas, fresh eyes, and a new well of experiences to go to. One new hire can literally improve the performance of the entire team. On the other hand, hire the wrong person and the ministry at your church could be set back for years. Over the years I’ve written quite a bit about hiring and building staffing strategies in a church setting. Here are some of the more popular posts.

You are Who You Hire

The reason that a new hire is so powerful and pivotal is because people lead out of who they are and the organization or church always takes on the personality of the leader. In other words, you are who you hire. No matter what their skill set, abilities, experiences or personality is; people always lead through the filter of their unique identity.

You Just made a Great Hire…Now What?

Churches are notorious for racing to the finish line of a hiring process, getting the newly hired candidate in the room and breathing a collective sigh of relief. The typical church basically says, “Congratulations, you’re hired! Here are your keys. Now go figure it out.” Once the new hire is made you’re not done.

6 Reasons your Church should use a Search Firm to Make Your Next Hire

Hiring a new team member can be exciting because it means there is going to be fresh eyes on old problems and status quo ministry, new ideas, and a new well of experiences to go to. But sometimes the best move that you can make is to enlist the help of an Executive Search Firm.

5 Reasons I would Never Hire You

While at first pass this post may come off as negative, the goal I can assure you, is to be helpful. I’ve had to say no to more people than I’ve said yes to. My hope is that this post will help move you in the direction where you’d hear me, or someone else, say yes to you in the near future.

5 Common Hiring Mistakes that Churches Make

Churches are notorious for making well-intentioned bad hires. At most churches the hiring process usually goes wrong for one of the following 5 reasons.

6 Principles of Building a Staffing Strategy at your Church

Great teams don’t happen on accident. Over the past 15+ years of working with churches the best hires I’ve seen have always come through a well thought out staffing strategy. Based on that experience the following are 6 principles that I help churches think through when it comes to building a staffing strategy.

4 Steps to Making the Right Hire

Success is rarely stumbled upon, and great teams don’t just happen. They’re intentionally built with a keen understanding of where you are going, and not just what, but whom it’s going to take to get you there. That’s where making the right hire comes into play. The problem is that churches are notorious for making the wrong hire, and the usual culprit is a lack of any semblance of a hiring process.

When a Volunteer should become a Staff Member at your Church

In growing churches it’s not uncommon for high capacity volunteers to serve as and function like paid ministry staff members. Instead of paid staff members I’ve seen volunteers oversee entire ministry segments in a church even attending weekly staff meetings and staff retreats. But when is the right time to hire that person and move them from a volunteer to a paid staff member?

When to Hire from the Outside

In making your next hire the best place to begin is by looking for existing talent that is already inside the church or organization first. For more on that, check out part-1 of this post “When to Hire from the Inside.” But an inside hire may not always be the best hire. In fact here are three overarching principles that will help you understand when it’s time to go outside to make your next hire.

Why Hires go Wrong

When a hire goes right it fosters synergy, movement, and momentum. But when a hire goes wrong there are setbacks, losses, and ultimately the mission suffers. Below are the 2 most common mistakes made by churches, which lead them to making the wrong hires.

This next post is a little extra bonus to follow up on that last one: “What a Hire Gone Wrong will Cost You”

Posted in Staffing

When a Volunteer should become a Staff Member at your Church

Sunday, February 14, 2016

To put all my cards on the table I must admit that I’m a bigger fan of developing volunteers than I am of hiring staff. But sometimes the right thing to do is to make the hire.

Some people will tell you that this tension hinges on one simple issue. I’m not of that persuasion. In fact I think there are multiple factors you should take into consideration before you pull the trigger on hiring a volunteer who has “worked their way into a job.”

1. Availability: If the volunteer that is leading the ministry moved away would you have to pay someone to replace them?

2. Impact: Is the impact and scope of the ministry the volunteer is leading broad enough and deep enough that you’re beginning to think about whether you should be paying them or not?

3. Specialization: Sometimes the role requires a specialized skill-set that simply demands a salary if you’re looking for a particular quality. This isn’t uncommon in a teaching role, technology, or creative arts.

4. Accountability: While hiring someone involves a salary, it also involves another level of accountability.

5. Time: How much time is the volunteer investing in the ministry? Is it a 40 hour a week job?

6. Leadership: Do they know how to build teams and develop people? Are you going to pay them to do ministry, or lead people to do ministry?

7. Culture: Do they understand, embody, and know how to perpetuate the unique culture you’re building at your church?

What other questions come to mind? What should church leaders be asking to determine if they should pay for a role or not?

Leave a comment; I’d love to hear your thoughts!

Posted in Leadership, Volunteers

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