Ignite the Flames of Faith: Coaching Your Congregation to a Transformative Lent

Ignite the Flames of Faith: Coaching Your Congregation to a Transformative Lent

Lent – that bittersweet season of reflection, introspection, and spiritual renewal – once again graces our calendars. Whether you’re a seasoned Lenten observer or just dipping your toes in, this period offers incredible opportunities for growth and transformation.

Now, some may view Lent as a primarily Catholic tradition, but its essence – slowing down, focusing on faith, and preparing for Easter – resonates deeply across denominations. It’s not about rituals and restrictions, but about intentionally inviting the Holy Spirit into your everyday life.

This Lent, let’s embark on a journey together. We’ll walk alongside Jesus through the Stations of the Cross, not just to remember His sacrifice, but to discover lessons relevant to our own leadership: multiplying disciples, building strong communities, and nurturing our faith.

To prepare your hearts and minds for this transformational journey, ask yourselves:

  • What memories or experiences do you have with Lent?
  • What does this season truly mean to you?
  • How can engaging with Jesus during Lent benefit your leadership?

Beyond introspection, Lent encourages action. Reflect on:

  • What area of your life needs your focused attention?
  • What could you be willing to give up to nurture that area?
  • How will you actively draw closer to Jesus throughout Lent?

Remember, Lent isn’t a sprint, but a marathon. Use this blog as a guide for you to lead your congregation well, but don’t hesitate to personalize the journey. Join me weekly as we delve deeper into the Stations of the Cross, extracting discipleship and leadership lessons and applying them to our lives.

Let’s embrace this season with open hearts and a spirit of growth. Remember, as Elizabeth Barrett Browning beautifully penned, “Earth’s crammed with heaven.” This Lent, let’s open our eyes, shed the mundane, and truly see the divine spark in every aspect of our lives, both personal and in our leadership roles.

Together, let’s make this Lent a season of meaningful reflection, renewed purpose, and profound growth.

Additional Tips to Coach Your Congregation to a Transformative Lent:

  • Encourage your community to share their Lenten experiences and goals with each other.
  • Offer resources like devotional materials, prayer guides, and fasting suggestions.
  • Organize group reflections or prayer sessions throughout Lent.
  • Lead by example – share your own Lenten journey and encourage authenticity.

Remember, your goal is to guide and inspire, not dictate. Create a space for personal exploration and meaningful engagement with the season.

May this Lent be one of profound blessing for you and your congregation!

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What Is the Best Way to Turn a Corner?

What Is the Best Way to Turn a Corner?

What is the best way to turn a corner? 

The ultimate goal of coaching is to help people and leaders you are developing or discipling change their lives for the better and grow personally and in their ministries. As you help people prepare for what’s next, it’s important to help them slow down, assess, and adjust so they can round the next corner with confidence. Here’s how…

Reflection helps you to prepare people you are developing for success. You want to help them discover a path that will take them closer and closer to their goals, personal growth, and transformational learning. Reflection conversations lead to positive action. 

The 3 Phases of Reflection

1. Shift from rehearsing the story to reflection

A good way to kick start a coaching conversation is to ask questions to find out what a person is giving their attention to at the moment. Of course, the real agenda might be forthcoming but this will get the ball rolling. Here are the questions I like to use (borrowed with permission from The Coaching Habit by Michael Bunjay Steiner):

  • What’s on your mind?
  • What’s the real challenge for you?
  • What do you want?
  • How can I help?  

Christian Coaching Essentials, p. 48

Inevitably, the people you are developing will use this as an opportunity to share about a situation that springboards into the agenda. As a coach, you ask questions that spur your clients to think deeper. Oftentime, by the end of the conversation, they will gain new insight into themselves by way of reflection.

For example: You are working with a small group coordinator to reignite small group ministry in your congregation, but she has not yet surfaced any real options. In fact, over the course of several conversations, she realizes that the options she has at her disposal are thin and this is beginning to wear on his ministry and personal tolerance levels.  

Questions for rehearsing to reflection:

  • What did this conversation reveal to you?
  • How has your curiosity been sparked?
  • What are you sensing the Holy Spirit wants you to explore further? 

2. Shift from reflection to action

Reflection is so helpful, but not worth much if it is not used to make positive changes. The next step is to take the information the people you are developing have gathered about themselves from the reflection, and take action. 

For example: The small group coordinator has pursued each lead but the trail always halts in a dead end. Now she is left with a real problem: what if a new path to relocate does not emerge?  This throws her into a spiral of despair and unbelief. Your task is to help her see that this is not the end of the road but just the beginning of exploring new avenues, new relationships, and new opportunities.  

The trajectory of your questions must help the client think beyond present circumstances so that she can move up and out of the spiral she finds herself in. There will be some heavy lifting involved for you to challenge her assumptions and break through the mental and spiritual blockages that are holding her back. In this scenario, the client connected with another church in the community that eventually became a partner to help her discover ways to adopt a new small group model.

Questions for reflection to action:

  • What would you like your impact to be?
  • How can you create an environment where that is possible? 
  • Who do you know that knows someone who could help?

Brainstorm Exercise:

  • Using post-it notes, take a pen and ask the people you are working with to brainstorm as many ideas as possible and write each individual idea on a new post-it.  
  • Explain that the goal is quantity, not quality, and that they do not need to organize these in any order.
  • After a designated time to brainstorm ideas (5-7 minutes), ask the people you are working with to organize the post-it notes into groups formed around a similar theme or affinity
  • Examples of groups around the topic of impact: social, financial, spiritual, psychological, marriage, etc. 

3. Shift from Action to Transformational Learning

The final step is coming together again to discuss the results of the action. Once more, this step revolves around conversation and you asking probing and thoughtful questions. The goal is to use the results to help the people you are developing understand their growth and see the transformation that has taken place. 

For example: The small group coordinator has made a shift. There are details to work out every week, but the strategy to relocate has been positive on many fronts: uptick in visitors, stability, and a sense of momentum that comes with those two things.  

Questions for Action to Transformational Learning:

  • How has this experience challenged your thinking?
  • What do you need to change moving forward?
  • What insights do you have about your leadership? 

4 Benefits to the Client

1. Self-discovery

Guiding people through the reflection sequence allows them to come to their own conclusions. “Ah-ha” moments are far more powerful than simply telling a person what they need to do

2. Slow down to go fast

Life in real time rarely leaves space for deeper reflection and learning. The result is repeating the same mistakes. Helping the people you are developing to see the story frame by frame leads to greater awareness and effectiveness in future projects. 

3. Prescriptive vs. Descriptive 

Steps and pathways to growth are great—unless they don’t have an onramp where the people you are developing have access to understand their needs or forcing them to go in unnecessary directions. Prescriptive formulas don’t always fit the context. Instead, taking on a strategic role in a creative process allows your client to describe and process their own experiences, which leads to powerful insights. 

4. Surfaces values

Processing conversations gives people you are developing the opportunity to allow values to percolate to the surface. When a person has clearly defined values, they are able to make decisions with greater confidence. 

It is so clear how this young woman used each step of the sequence to great effect. She was given permission to reflect, advance her thinking from reflection into action for transformational learning that will change the trajectory of her own life and of those around her. This is a process that will push your clients to think deeper, ask more questions, develop a strong vision and take action. Ultimately, this process produces results! 

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7 Nuances to Transform Your Discipleship Culture

7 Nuances to Transform Your Discipleship Culture

Discipleship: Beyond Assimilation, Beyond Boring

Want vibrant faith journeys, not just pew-fillers? Ditch the “join the club” mentality. Begin with the end: are you raising disciples, or filling seats? Distinguish: assimilation welcomes, discipleship equips. Monitor progress – are hearts growing, lives changing? Spice it up! Make it fun, adventurous, messy. Keep it simple, focused, real. Less is more, quality over quantity. And finally, make it reproducible: empower others to disciple, creating a chain reaction of faith. Remember, it’s not about numbers, it’s about igniting souls!

7 Nuances to Transform Your Discipleship Culture: From Assimilation to Thriving Growth

Discipleship. It’s a word that gets thrown around a lot, but how often do we truly understand its depth and power? Building a thriving culture of discipleship isn’t about simply checking boxes or churning out cookie-cutter followers. It’s about cultivating a space where individuals grow into their full potential, empowered by faith and equipped to make a difference in the world.

Here are 7 nuances to guide you in transforming your discipleship culture from assimilation to a dynamic, life-changing journey:

1. Begin with the End in Mind:

Before building, you need blueprints. Define what a “disciple” looks like. Are they individuals who embody specific values? Do they actively engage in their communities? Having a clear vision of your destination helps you navigate the path and tailor your approach.

Key Question: How do you measure the fruitfulness of a disciple of Jesus? 

2. Distinguish Between Assimilation & Discipleship:

Assimilation is about making people fit into a mold, while discipleship is about helping them discover and develop their unique gifts and calling. Don’t focus on conformity; nurture authenticity and encourage personal growth within the context of shared values.

Key Question: Are your people simply being assimilated into the congregation or are they growing closer to Jesus, cultivating their character and reproducing other disciples?

3. Monitor Progress:

Growth doesn’t happen by accident. Implement systems to track progress and provide personalized feedback. This could involve goal setting, mentorship, or even simple check-ins to see how individuals are applying their learnings. Coaching keeps motivation high and identifies areas where support is needed.

Key Question: How does your ministry monitor progress in the disciples you are making?

4. Make Discipleship Fun and Adventurous:

Let’s face it, traditional Bible study can feel stale at times. Inject a sense of excitement into your discipleship journey. Organize mission trips, retreats, or even service projects that allow people to put their faith into action in engaging ways. Remember, learning is best when it’s also fun!

Key Question: How dynamic is your discipleship pathway?

5. Keep it Simple:

Don’t overwhelm people with complex theological jargon or a never-ending list of requirements. Break down complex concepts into digestible chunks and focus on the core principles of your faith. Remember, less is often more when it comes to laying a strong foundation.

Key Question: Can you draw your discipleship process on a napkin and explain to a brand new disciple in 3-5 minutes?

6. Less is More:

Quality trumps quantity. Is it better to have a small group of deeply committed disciples than a large group of passive participants? Foster meaningful relationships within your group, providing opportunities for genuine connection and support.

Key Question: What are the essential components to foster a culture of discipleship in your congregations, gatherings, and groups?

7. Make it Reproducible:

A strong discipleship culture isn’t sustainable if it relies solely on charismatic leaders or specific programs. Design systems and frameworks that anyone can pick up and run with. Train and empower individuals to become mentors and guides themselves, ensuring your culture thrives even beyond the initial spark.

Key Question: If you step out of the discipleship “system” will it continue on it’s own?

Remember, building a thriving discipleship culture is a journey, not a destination. By incorporating these nuances, you can create an environment where individuals are challenged, inspired, and empowered to grow into their full potential as Jesus followers. So, let’s ditch the assimilation assembly line and embark on a journey of genuine transformation, together.

Resources to cultivate disciples, that make disciples:

Make Obedient Disciples
(of already disciples)

Make Disciples
(of new-yet disciples)


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5 Questions to Empower Your Leaders on Work-Life Balance

5 Questions to Empower Your Leaders on Work-Life Balance

Most people you serve don’t suffer from laziness. 

Your people live life in the margins. When push comes to shove, they sacrifice their health (spiritual, mental, physical) in their efforts to lead well. Yet taking care of ourselves well is imperative if we aim to make any sort of impact in leading, shepherding, or empowering others in the way of Jesus.

Have you ever looked across the desk, or table, or screen, and wondered about the condition of your leader’s spiritual life, their emotional health, their physical condition, and, while coaching them, entertained a separate conversation in your head about how you could help them gain more traction in those areas? Have you thought that if they made just a few micro-changes in nuanced ways, they could thrive in both their professional and personal life?

This is the time of year when people are thinking about these kinds of aspirations.  Realistically, the good intentions that your people have in January begin to lose the feel-good sensation in February. In March, sputter. And, let’s face it: by summer, they are all but forgotten

How can I help leaders move good intentions into actions that result in deep change?

We want to support our leaders as they envision the year ahead. Ask a series of questions to help them reflect on the primary areas of life – spiritual, emotional, physical. Expand it to social, financial, and recreational. Whatever, or whatever fits their specific situation. Be prepared! Some of your leaders will share personal struggles they face and problems they want and need to confront. This is where careful, non-judgmental listening and asking powerful questions can do the heavy lifting. Resist the temptation to give advice, and finish by asking about important areas they want to change. Then move into a more focused planning conversation to flesh out a plan. The Achilles Heel of moving good intentions to action is some form of support by way of accountability.  Ask your leaders to pursue an accountable relationship that will keep them on track.  The more you can get out of the role of “accountability partner” and stay in your lane as their coach – the more you empower your people!

5 Questions to ask leaders for their work-life balance

  • How is your spiritual, mental, and physical health today compared to this time last year?
  • What changes did you intend to make last year to improve your quality of life?
    • How did it go?
  • Do you feel empowered or defeated, proud or ashamed about the state of your health in those three areas?
  • What do you wish to change?
  • What is your plan to regain balance in your work and life this year?

Here are three articles that focus on each area:

Resources to coach clients on Work-Life Balance

GOALS AND OBJECTIVES: SKILL BUILDER BOOKLET

TIME MANAGEMENT: SKILL BUILDER BOOKLET

ASSERTIVENESS: SKILL BUILDER BOOKLET

Originally posted at Christian Coaching Tools

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4 Keys to Cultivate Leaders

4 Keys to Cultivate Leaders

What is your vision to cultivate leaders?

Churches that have a vision to cultivate leaders demonstrate four keys to spot, train and mobilize leaders. If you are having success in this area, assess how you are doing in these four areas. If you are new to the idea of developing leaders, identify the area(s) where you need to begin and get to work! Here are the four areas that churches cultivate in order to develop leaders:

  1. Clearly defined pathway and outcomes
  2. Specific skill assessment and training
  3. Robust coaching system
  4. Community to cultivate relationships

Clearly defined pathway with outcomes

Every journey needs a map. To cultivate leaders, it is healthy for everyone to know the steps involved and for each individual to understand where they are at any given time.  Think back to your journey.  

  • Who came alongside you?
  • What steps were involved?
  • How was the invitation given?

Look at the Effective Leadership Storyboard below as a pathway that churches of all kinds typically follow.

Specific skill assessment and training

Think with the end in mind: what are the key skills that you need to help leaders develop?  

  • Gather a team of leaders who think strategically.
  • Brainstorm a list of essential skills needed to lead.
  • Refine that list until you and your team come to an agreement.

Consider the Leadership Skill Builder and Leadership Effectiveness Profile below as resources to assess and help leaders grow their leadership skills.

Robust coaching system

Coaching is a relationship with the purpose of cultivating leaders.  

  • What did the person who came alongside you do to support you in your development?  
  • How has this shaped your approach to developing leaders?
  • What do you actually do to cultivate leaders?

In this article, we have outlined the five best ways to develop coaches – and to grow as a coach in the process. A great place to get started is to read Christian Coaching Essentials.  One of the most critical things a Christian coach does is help people listen and respond to the Holy Spirit. You will find QR codes embedded in the book to help you go deeper into the key aspects of becoming an excellent coach.

Community to cultivate relationships

This environment prioritizes leadership development for your people. Think of it as the engine for the other three above!

  • Coaching keeps leaders engaged.   
  • Skill assessment and training offer strategic focus.  
  • A pathway serves as a map to follow.  

The environment sustains leaders from one step to the next, one generation to the next.  

If you are interested in learning more about how InFocus can help you develop your leadership development process – CLICK HERE!

Survey says….

As you know, InFocus empowers leaders to navigate complex issues of ministry to multiply disciples, cultivate leaders, and plant churches. The way we do that is coaching, training and consulting. Do us a favor and let us know how we can best service you in 2024.
Your voice matters. As we plan out how to best come alongside you in your ministry, we want to hear from the person who matters most—you. You know your ministry. You know your skill sets and goals. Take a minute or two to complete this SHORT SURVEY to let us know how we can laser-focus on what you need most in 2024. Your response will directly impact what you get from us this year.

Resources to cultivate leaders:

Effective Leadership Storyboard

Effective Leadership Profile

Leadership Skill Builder

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Planning for 2024? We Are Too.

Planning for 2024? We Are Too.

Looking ahead at 2024, you are probably thinking about the bigger picture. You know your ministry doesn’t stop with you. It trickles down not only to those you lead, but to those they lead, and to those they lead.

Effective leadership has the potential for maximum impact. You want to see your teams and ministries flourish, thrive, and expand. You want to see disciples and leaders made and multiplied. You want to see the Kingdom coming closer with each step forward they take in their plans.  

That’s what those you are leading want too. They’re looking for clarity and direction. They’re looking for practical, strategic ways of doing ministry better and smarter. They’re looking for customized solutions and top-notch guidance. So how can you stand ready to provide the most helpful guidance you can?  

Consider your ministries’ specific needs

What challenges are you facing now? What issues are you likely to be facing throughout this next year. So what are the issues you are facing? Think it through: do you need help knowing how to develop leaders? How to make disciples? How to multiply your ministries? How to deal with conflicts? How to get others on board with the vision? How to navigate leadership transitions? You’ll want to pre-think some of the most common needs your ministry will face this coming year so you can lead through the issues in the most effective and healthy possible ways. 

Reflect on your own skill base

Given the demands of your ministry, what will be required from you? Brainstorming help? Strategic planning strategies? Help casting vision? Determine which skills you’ll most need to grow in to help you sharpen your leadership in the new year.  

Plan ahead to expand your ministry influence

In addition to identifying your needs and sharpening your own skill set in 2024, you’ll want to take a wider view of your own ministry. How can you expand your ministries’ influence, be more effective, and go deeper? How can you target the influence and impact of your ministry so it grows and you’re in a stronger position to help more people? How can you know that your efforts are resulting in more life change, transformation, and the extension of God’s Kingdom? 

Survey says….

As you know, InFocus empowers leaders to navigate complex issues of ministry to multiply disciples, cultivate leaders, and plant churches.  The way we do that is coaching, training and consulting.  Do us a favor and let us know how we can best service you in 2024.  

Your voice matters. As we plan out how to best come alongside you in your ministry, we want to hear from the person who matters most—you. You know your ministry. You know your skill sets and goals. Take a minute or two to complete this SHORT SURVEY to let us know how we can laser-focus on what you need most in 2024. Your response will directly impact what you get from us this year.

This post was originally posted and adapted from Christian Coaching Tools

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