COACHING LEADERS

pastors, church planters & missionaries

What significant problems are you struggling to fix?

When did you realize there is something missing in your leadership journey?

How has the workplace changed and left your team with a high level of dissatisfaction?

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A COACH WILL DRAW-OUT VS. TELL YOU WHAT TO DO

Coaching in one word = EMPOWERMENT.

One leader compared coaching to “Coming Alongside and Drawing Out” vs. mentoring as “Going Before and Pouring In!” (Tom Wymore)

A helpful working definition of Coaching is a relational process to help a leader discover and take the next step in their leadership development.

  • Macro change – visionary leaders who are introducing a new initiative
  • Micro change – small steps that taken over time have a strategic impact
MINISTRY DYNAMICS THAT BENEFIT FROM COACHING
  • Casting a vision AND implementing it across the organization
  • Maximizing employee engagement that leads to real ministry impact
  • Creating a learning a culture, managing effective team meetings and implementing powerful 1-1’s
BEGIN WITH THE END IN MIND

Coach Agreement – a strong start to a coach relationship begins with a discussion to clarify expectations and includes some of the following:

  • Objectives – What do you want to accomplish in a coach relationship?
  • Measures – How will you know when you have achieved your objective?
  • Gains – What do you want the impact to be for you and your organization?
  • Logistics 
    • Duration
    • Frequency
    • Online preparation
    • Evaluation points
    • Accountability
    • Costs
  • Agenda Harmony – each appointment has a specific agenda that the leader co-creates with the coach.  
    3 DISTINCTIVES THAT WILL FIT YOUR UNIQUE CONTEXT

    Principled based

    • Universal principles are fundamental to my process vs. a particular model that leaders are forced to embrace.

    Need-driven

    • When we initiate a coaching relationship I ask you to clarify what you want to achieve and as long as we remain focused on that agenda, then the relationship will fulfill its intended purpose.

    Processed oriented

    • The complexities of life and work oftentimes interfere with the best laid plans so we adjust the plan as we progress.
    TOOLS THAT WILL HELP YOU SUCCEED
    • One tool I use to set a baseline is the Harrison Assessment.  This is one of the most reliable and in-depth assessments that helps you gain a clear picture of the traits you excell in and how you can maximize those in your work.  Many times leaders I coach find themselves in transition and this is a great tool help them through that process.

      Other tools I’ve used over the years include:

    MEASURING YOUR SUCCESS FROM A COACHING RELATIONSHIP
    This can be answered in three ways. At the outset of the coach relationship I co-create a coaching agreement with the leader. I ask the leader respond to three questions:

    • Objectives – What do you want to accomplish in a coach relationship?
    • Measures – How will you know when you have achieved your objective?
    • GainsWhat do you want the impact to be for you and your organization? 

    If we meet or surpass these expectations then we are successful.