KEYS TO STRONG TEAMS

1. KEYS TO STRONG TEAMS Building strong teams for strong churches

2. Commitment • "...the basic philosophy, spirit, and drive of an organization have far more to do with its relative achievements than do technological or economic resources, organizational structure, innovation, and timing. All these things weigh heavily in success. But they are, I think, transcended by how strongly the people in the organization believe in its basic precepts and how faithfully they carry them out." (from Thomas J. Watson, Jr., A Business and its Beliefs - The ideas that helped build IBM). • Commitment = "persistence with a purpose"

3. Commitment is evidenced by: • Single-minded, focused activity. Not easily distracted or discouraged from the task at hand. • A willingness to sacrifice to accomplish the goals of the team.

4. Paul wanted Timothy to be committed • Until I come, devote yourself to the public reading of Scripture, to preaching and to teaching. Do not neglect your gift, which was given you through prophecy when the body of elders laid their hands on you. Be diligent in these matters; give yourself wholly to them, so that everyone may see your progress. Watch your life and doctrine closely. Persevere in them, because if you do, you will save both yourself and your hearers. (1Ti 4:13-16)

5. Paul wanted Timothy to be committed • For this reason I remind you to fan into flame the gift of God, which is in you through the laying on of my hands. For the Spirit God gave us does not make us timid, but gives us power, love and self-discipline. So do not be ashamed of the testimony about our Lord or of me his prisoner. But join with me in suffering for the gospel, by the power of God, (2Ti 1:6-8)

6. Christ desires that we be committed to the task that He has given us. • Jesus replied: " 'Love the Lord your God with all your heart and with all your soul and with all your mind.' This is the first and greatest commandment. (Mat 22:37-38) • Then he said to them all: "Whoever wants to be my disciple must deny themselves and take up their cross daily and follow me. (Luk 9:23)

7. Do you want people with commitment on your team? So how do we build this commitment?

8. But leaders can decrease the commitment of team members by: • by giving orders without giving a clear vision for why this is important • By making assignments that the team members are not able to perform well. • by regularly or publicly criticizing their efforts • by making all the decisions by themselves • by forgetting to thank them

9. The Pillars of Commitment

10. Clarity of purpose • The team must have a clear focus. • Everyone needs to know, understand and own the purpose and goals of the team.

11. Clarity in understanding values • The members of the team need to understand and live by the team’s values. • The team’s values need to guide the decisions and activities of the team.

12. Clarity • Do we know? • What is our #1 purpose as a team? • What makes this purpose important? • How is this purpose connected to God’s eternal purposes? • What are the actual values that currently guide our teams activities? • What are the values that God would like to guide our activities?

13. Competence • Developing competence is fundamental to building commitment. • Commitment grows as people are tasked to do things they can do well. • The Holy Spirit increases competence by giving gifts, wisdom and strength to do ministry. • Leaders increase the confidence of their team members by giving them training, exposing them to good examples, and providing opportunities for them to gain experience in ministry.

14. How to increase a team member’s competence: • Provide opportunity for team members to receive on-going skill and leadership training. • On-site and off-site seminars • Part-time educational programs • Be a coach and mentor for your teammates. • Serve alongside of them • Watch them serve • Provide encouragement and suggestions for improvement.

15. Coaching and mentoring • the most personal and powerful way to increase competence. • a sure way for the leader to find out what the team members need. • a way to provide support and reassurance. • It facilitates learning because: • it is provided when the team member needs help. • it is focused on what the team member needs to know.

16. Influence • Team members do not remain committed when they are not allowed to have input into their roles and the team’s direction and activities and are expected to follow unquestionably the decisions of the leader.

17. Influence is important at all stages • In generating new ideas and goals • In deciding which ideas and goals to pursue • In implementing the new ideas and goals

18. Expanding Influence in innovation: • Inputting: Encourage team members to present new ideas. • Decision making: Permit them to help decide which new ideas will be tested or developed. • Implementing: Enable them to test out and gain support for these new ideas.

19. Expanding Influence in planning: • Inputting: Ask team members for information and suggestions for team goals & activities. • Deciding: Allow team members to participate in making decisions about future plans and selecting strategies. • Implementing: Delegate significant responsibilities for implementing the plan to team members.

20. Expanding influence in problem solving • Inputting: Ask team members to contribute their perspective, knowledge and experience. • Deciding: Allow team members to help define the problem, which problems should have priority time, and how the problem will be addressed • Implementing: Delegate tasks to team members to resolve the problems in keeping with their gifts.

21. Appreciation

22. Showing Appreciation • For a job well done • For hanging in when things are rough • For the contributions of each individual to the success of the whole team.

23. Showing Appreciation • Make it personal • Make it public. • Include the whole team in celebration of individual accomplishments as well as group accomplishments. • Do something creative. Demonstrate that you have thought about how to recognize these people. Look at the Apostle Paul’s commendation of others - especially co-workers.

24. Commitment is supported by: • team members’ clarity about goals and values • team member’s competencies • the influence that team members have on the direction and activities of the team • the appreciation each team member receives for their contributions.

25. Jesus’ team • How did Jesus build the commitment of his disciples? • In what ways did he clarify the vision and values of His kingdom? • How did he help them to become more competent? • In what ways did he allow them input into the work of the kingdom? • In what ways did he show his appreciation for their participation, as imperfect as it was?

26. Competency in a foreign land • Gusto kong matuto ng Tagalog. Ito lang ang alam ko. Salamat po. • How can a missionary remain committed to the task when he is so incompetent when it comes to communicating in the language?

27. What should we do if : • we do not have clarity about the vision, goals, and our role in our assignment? • we do not feel competent to do the job well? • we feel we have very little influence on the direction and activities of the team? • we do not receive appreciation for our contribution?

28. COACHING/MENTORING • “Coaching is eyeball to eyeball leadership. Every conversation is a potential coaching opportunity. It is a chance to clarify goals, priorities and expectations. It is a chance to reaffirm core values. It is a chance to hear ideas and to involve team members in planning and problem solving. Most important it is a chance to say, THANK You!”

29. Coaching is a Dialog It is one on one. It is mutual. We can coach one another. It communicates respect for the team member It is performance-focused, not just concerned about knowledge. It is problem-focused It is change-oriented.

30. Successful Coaching: • It results in positive change in attitudes and activity. • It results in renewed commitment to team ministry. • It results in positive team relationships • It helps the person do his part in a better way.