Operations 101Staffing, Class 11

Dan Reiland

Dan Reiland is executive pastor of 12Stone Church® in Lawrenceville, Georgia, listed in Outreach Magazine as the #1 fastest-growing church in America in 2010. He has worked closely with John Maxwell for 20 years, first as executive pastor at Skyline Wesleyan Church in San Diego, then as vice president of Leadership and Church Development at INJOY. His semimonthly e-newsletter, “The Pastor's Coach,” is distributed to over 40,000 subscribers. Dan is the author of Amplified Leadership – released January 2012.

Class 1—Staffing

This class will be a live case study with Dan Reiland, the Executive Pastor of 12Stone Church in Lawrenceville, Georgia.  Dan is an experienced XP and 12Stone is a thriving and dynamic church.  How are reviews conducted at 12Stone?  Who is in the room and what level of preparation is required?  We will want to understand how often reviews are done and how progress is measured.  What is the basis of the review, qualitative or quantitative measurement?  Dan will present his unique style and perspective on leading the review process at 12Stone.  There will be a multitude of take-always from this class.

The Love-Hate relationship of Reviews

Previous bad experiences Top down command and control A good review is about growth The primary purpose is personal development Coaching Conversations

Leadership is key

In the absence of leadership, in the name of relationship, we default to management, and no one wants to be managed.

Management

Process, detail, information, projects, getting tasks done

Leadership

Breath life, intuition, coaching, empowerment based, seeing people grow

Set the Context

 

What is the culture? Toxic? Business as usual? Leadership development?

Advantages of Performance Reviews

(Coaching Conversations)  

Increased communication

Increased productivity

Enhancement of teamwork

Reduction of unforeseen problems

Valuable tool for personal and professional

development

Long before the review is conducted, 3 things to increase effectiveness.

 

1. Hire the right person Character Competence Chemistry Calling

2. Invest your first and best energy into a finely crafted job description.

MAP’s (Ministry Action Plan)

Three components in a MAP Core Responsibilities New Territory Goals Leadership Development Focus

3. Commit yourself to the process.

It takes time!

Advance prep 1 hour Set an appointment – 1.5 hours Follow up 30 minutes to 1 hour

Three different motivational levels for those being reviewed.

  Top performers – communication and

recognition Middle performers – organization and

prioritization Bottom performers – direction and

supervision (correction)

The Elements of an Effective Evaluation

Looking forward – personal and professional development

Looking back – compensation level The present – improve communication,

organization and morale

5 Things people love to know!

What’s expected of me? How am I doing? Where am I headed? How can I improve? What’s my reward?

The Process

Send the review form to each staff member. Each of you complete the form in advance. Meet with your staff person, compare thoughts

and notes as the basis of your conversation. Don’t limit your conversation to what is in

print. Let the Holy Spirit guide you. Use the results of your conversation to

complete a “formal and final” form. Let the staff member see it and sign it. File in permanent employee files.

8 Helpful Guidelines

1. Speak the truth in love (get it said) Soft heart – everyone looks good Mushy heart – everyone looks the same Hard heart – no one can do any good

2. Listen! Good questions Active listening Questions from in the moment

3. Never surprise your staff person.

4. Encourage their strengths.

5. Make it a dynamic process.See the review as an exchange of information, not a report card.

6. Stick to the essentials.

7. Don’t hesitate to ask for performance.

8. Identify an area of growth.

Three final components for the review to “work”.

Trust you Respect you See you as able to add value to their life