Catalyst One Day Session 4: Programming by Andy Stanley

Thursday, January 31, 2013

Andy Stanley gave a talk in session 4 on “Creating a Culture Around and Through your Programming” that I know you’re going to find helpful. If you’re responsible for ministry environments (worship services, children’s ministry, small groups, student ministry, etc.) than this talk is pure gold for you!

If everyone doesn’t have the same picture of a win you end up with chaos and nobody ends up winning

Funny Andy Stanley moment: “If I could heal people at will to draw a crowd I would, but I can’t…so I have to hire a band”

Every single ministry program (worship service, student ministry, small groups, children’s ministry) is being evaluated, not formally, but by participants. Wouldn’t it make sense for you as a staff to go ahead and have a plan to be on the same page and evaluate it together?

3 Irreducible Minimums for an Irresistible Ministry Environment

1. An Appealing Setting

The physical environment
Settings create first impressions (What does it appear to be at first pass?)
An uncomfortable or distracting setting can derail ministry before it even begins
Every physical environment communicates something; there are no neutral physical environments
Design, décor, and attention to detail communicate what and who you value most
Design, décor, and attention to detail communicates whether or not your expecting guests
Periodically we all need fresh eyes on our ministry environments

Are your ministry settings appealing to your target audience?
Do the design, décor, and attention to detail in your environments reflect who is most important to you?
What’s starting to look tired?

2. An Engaging Presentation

Engaging presentations are essential to the success of our mission
- Presenting the Gospel
- Teaching them to “obey everything I’ve commanded you”
To engage is to secure one’s attention
Generally speaking it’s the presentation that makes information interesting
An audience’s attention span is determined by the quality of the presentation
Engaging presentations require engaging presenters
Always sacrifice the one for the many not the many for the one

3. Helpful Content

Helpful = useful
It’s not enough for it to be true. It has to be helpful
Helpful content is content that addresses helping people think and act differently
Information that doesn’t address a felt need is perceived as irrelevant

Is your content helpful?
Do you content creators know the goal of content is to help people think and act differently?
Is your content age and stage of life specific?

Want to grab more Catalyst Resources for yourself and your team? I’m giving away a brand new copy of “The Power of Momentum” a 4-part video teaching series from Andy and Craig. Just sign up here and I’ll let everyone know who the winner is next week!

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Catalyst One Day Session 2: Staffing by Andy Stanley

Tuesday, January 29, 2013

I’m posting my notes this week from Catalyst One Day and here is session #2 from Andy Stanley where he talked through how the culture you’re building on your staff drives the organizational culture you’re creating!

If you make your church an extraordinary place to work then you’ll have a team full of extraordinary people because they will want to be there.

Great leaders don’t pretend everything is perfect and great; they take the time to investigate and understand what’s happening in their organization…they work on their work

Follow “we” never works. It sounds good…but “we” doesn’t get much done.

The Principle of Mutual Submission:

Healthy and productive staff cultures are characterized by mutual submission

The Message of Mutual Submission: I’m here to facilitate you’re success regardless of where either of us show up on an organizational chart.

The Assumption of Mutual Submission: While our responsibilities differ we are both essential to the success of the organization.

The Question of Mutual Submission: What can I do to help?

The biggest problem for this in the church world is the entitlement of Sr. Pastors who think they are special and anointed of God.

If you’re the boss it makes you responsible, not important. It means you have more available to you in order to leverage to help others in your organization be successful.

Titles create distance. If you have to have a title to have leadership you’ve already abdicated leadership.

6 Principles of Mutual Submission:

1. Do for one what you wish you could do for everyone

2. Systematize top down service

3. Create and maintain a sustainable organization pace

Show me an overworked staff and I’ll show you turf wars and politics…when we are too busy we withdrawal to our own little world and we don’t have time for others.

4. Celebrate and reward mutual submission when you see it

What’s rewarded is repeated

5. Confront your ego

What’s most important, creating a great organization or creating a name for yourself?

6. Drop the term loyalty from your vocabulary

If you have to ask people to sign something to be loyal, you are the one with the loyalty problem. Earn it.

Want to grab more Catalyst Resources for yourself and your team? I’m giving away a brand new copy of “The Power of Momentum” a 4-part video teaching series from Andy and Craig. Just sign up here and I’ll let everyone know who the winner is next week!

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Catalyst One Day Session 1: Values by Craig Groeschel

Monday, January 28, 2013

I’m posting my notes this week from Catalyst One Day and here are my notes from the first session where Craig Groeschel did an incredible job unpacking how values influence and drive the organizational culture you’re creating!

Healthy Cultures never happen by accident, they are created

The #1 source that shapes your culture is your values
What we value determines what we do, what we believe determines how we behave
If you want to change your culture you have to change what you value

5 Ways we allow our values to shape our culture

#1 Honestly determine what your actions say you value

There’s often a big difference between what we claim to value and how we behave

#2 Identify the values that God has put in your heart

Don’t copy values. It doesn’t work. You have to be you.

#3 Narrow down your values to 10 or fewer

If you value everything you don’t value everything

#4 Once you clearly define your values write them down in short life giving statements

If they don’t move you to action get some new values
If you can’t tweet your values they are too long
If they don’t move you emotionally they are too dry

#5 Build your people and shape your culture around your values

Lead towards your values as if your future depends on it, because it does

Organizations don’t change; people change. If you want to change the organization you have to change the people.
Hire and recruit for your values.
Remove people with distinctively different values
If you don’t like where you’re going, change directions

Want to catch more Catalyst Resources for yourself and your team? I’m giving away a brand new copy of “The Power of Momentum” a 4-part video teaching series from Andy and Craig. Just sign up here and I’ll let everyone know who the winner is next week!

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Catalyst One Day Introduction: by Andy Stanley

Sunday, January 27, 2013

This week I’m going to be posting my notes from Catalyst One Day. Andy Stanley and Craig Groeschel did an incredible job tackling what Patrick Lencioni has called, “The single greatest untapped opportunity for improvement and competitive advantage.” Building a healthy organizational culture.

New to Catalyst One Day? Catalyst One Day is an opportunity to hear the nuts and bolts of leadership, up-close with Andy and Craig. The event features dynamic worship, idea-inducing Q&A, and candid conversation between Andy and Craig.

Want to grab more Catalyst Resources for yourself and your team? I’m giving away a brand new copy of “The Power of Momentum” a 4-part video teaching series from Andy and Craig. Just sign up here and I’ll let everyone know who the winner is next week!

Hope you enjoy the notes and I’d strongly encourage you and your team to catch a One Day coming soon to a city near you!

Andy Stanley: Creating a Healthy Organizational Culture

Church culture should be so stellar that people in the market place would want to work at the church because the local church should be the greatest place in the world to work not just on Sunday but through out the entire week!
Every organization has a culture.
Culture is the personality of the organization.

5 Insights about Culture