SouthNaz Coaches
Training
April, 2014
Developing High-Impact Servant Leaders
Coaching: Benefits to You!
“The principles and processes we
are going to use in coaches
training, you can and should use in
your personal life, business as well
as in your church ministry.
Everything we do should be
reproducible.”
Devotional Thoughts about…
Who are some of the leaders and
“influencers” that have impacted
your life the most?
What characteristics did they have?
What attitudes did they have?
What did they do that made such a
“high-impact” on your life?”
A coach is…
One called alongside to help…
…like Barnabas
“Son of Encouragement”
A coach is…
One who sees potential before
others do
“Son of Encouragement”
A coach is…
One who goes looking for “people
on the edge” and brings them into
our circle
“Son of Encouragement”
A Good Coach
The atmosphere of great leadership
and coaching leads to Kingdom
advance
“Son of Encouragement”
Goal of Coaching
Come alongside to help someone
succeed…
Barnabas raised Paul
higher than himself
Goal of Coaching
Barnabas is a great example of
a good mentor and coach. Any
others from scripture that come
to mind?
Casting Vision for
Church-Wide Coaching
U.S. Army Corp of Engineers
“The difficult we do
immediately, the
impossible takes a little
longer.”
Our Church
Staff &
Coaching
Team
Coaching
Others to
Excellence
Competence
8 Qualities of Coaching Staff
1. Spiritual health / relational maturity
2. Good reputation with those who work
closely with them
3. Humility – being teachable, a learner
4. Consistent positive attitude
5. Passion to reach lost & broken people
6. Growing competence in ministry
8 Qualities of Coaching Staff
7.
8.
Loyalty to the church, their
department members and our
coaching vision
Available & commitment to
coach and mentor
3 “Make or Break” Areas
1. Recruitment
“pulling the team together”
1 Samuel 10:26
Saul was "accompanied by
valiant men whose hearts God
had touched."
1 Samuel 14:52
“Whenever Saul saw a mighty
or brave man, he took him into
his service.”
Genesis 11:6
“If as one people they speak
the same language…nothing
they plan to do will be
impossible for them.”
3 “Make or Break” Areas
1. Recruitment
2. Accountability
Accountability Issues
1. Relationship to the church
2. Relationship to the staff
3. Relationship to their department
4. Relationship to their ministry team
3 “Make or Break” Areas
1. Recruitment
2. Accountability
3. Quality Assurance
Coaching Qualification
Our
Coaching
Team
Associate
Quality Assurance Issues
1. When someone is served by a SouthNaz coach,
they must walk away a “raving fan” of what we are
doing. Deeply satisfied ministry leaders are the key
2. Multiple levels of coaching development
3. Annual coaches training upgrade
4.We will develop multiple levels of Coaching
training as our coaching vision grows.
This is our vision of a
church-wide Coaching
movement -- and it is just
now beginning to happen!
Overview of the
Coaches Training Process
5 Step Overview of the
Coaches Training Process
1. Assessment of current coaching skill
2. Learning the basics of coaching practics
3. Developing a coaching action plan with the
people you lead
4. Participating in on-going SouthNaz provided
coaches training events
5. Identifying and learning from skilled others
Building Leadership Credibility
Positional
Expertise
Relational
Spiritual
Leadership Credibility
Positional
In your role, you have direct
authority or responsibility over
other people you coach
Keys
You must balance the church and the ministry’s
agenda with that individual’s personal needs.
Your time together must include
encouragement, not just a perceived “check-up.
You must be perceived as helpful, trustworthy
and caring.
Leadership Credibility
Expertise
You have recognized
knowledge and/or experience
in the area you are leading.
Keys
Coaches with expertise and knowledge are in
high demand.
But they may not have enough credibility to
create lasting change.
Leadership Credibility
Relational
Comes when you have taken
the time to develop a personal
relationship and trust with the
person you are coaching.
Keys
Relational credibility is more quickly established
when the coach is vulnerable in their own failure.
We must seek to meet the needs of the other
person and help them with their own issues.
Leadership Credibility
Spiritual
We are recognized for
wisdom and have God-given
spiritual discernment.
Keys
Spiritual credibility rises greatly when we use the
Bible, pray, give the person a word from God, etc.
The development and use of spiritual disciplines
are critical here in building coaching and
leadership credibility.
Leadership Credibility
Building Your Credibility
Effective leaders continue to
work on developing expertise
in each of these areas.
Keys
You always begin with one or two means of
credibility with someone at the beginning.
Good coaches maximize their potential by
shifting to “four wheel drive!”
Leadership Credibility
Positional
Expertise
Relational
Spiritual
Think about it…
Which base of credibility
do you use the most?
Which one do you want
to strengthen?
What is one thing you
can do to grow in that
area?
The 3 Dimensions of An Effective
Leader & Coach
Chemistry
Competency
Character
Training
Gifts
&
&
Experience:
Passion:
“
Knowing
“
Knowing
Yourself
the
Skills
”
”
Intimacy
&
Obedience:
“
Knowing
Christ
”
Effective Leadership & Coaching
The 3 Dimensions of an
Effective Leader & Coach
Chemistry
Competency
Character
Ineffectiveness
Skill Development
The 3 Dimensions of an
Effective Leader & Coach
Self Awareness
Chemistry
Competency
Character
Frustration
The 3 Dimensions of an
Effective Leader & Coach
Chemistry
Competency
Character
Spiritual
Disciplines
Integrity Failure
The 3 Dimensions of an
Effective Coach
Chemistry
Competency
Character
Effective Leadership & Coaching
Leadership & Coaching Basic Skills
1. Listen, listen actively
2. Celebrate Wins
3. Care Personally
4. Help Them Evaluate & Plan
5. Offer Brief Skill Training
6. Develop Dependence on the Holy Spirit
7. Pray with them
1. Listen, Listen Actively
Discovery Listening…Purpose
– Make sure you understand
– Let people process their own
thinking to gain insights
Process
– Focus your attention
– Avoid interpreting them
– Summarize what they say
– Invite them to “say more
about that”
Levels of Listening
Level One: Internal Listening
I hear the words of the
other person, but my focus
is on what it means to me
(my judgments, my
feelings, my conclusions)
Levels of Listening
Level Two: Focused Listening
The attention is focused on
the other person, not on your
self
A coach becomes unattached
from their agenda, their
judgments and opinions,
exploring the thinking of the
other person
A Study in Verbal/Non-Verbal
Communications
•
7 % Words
•
38 % Tone of Voice
•
55 % Body Language
Caution!
He who
talks most,
listens least!
“Good coaching isn’t the art
of giving good answers. It’s
the art of asking good
questions.”
We must balance the art of
asking good questions and
giving information only
when necessary.
2. Celebrate Wins
“Take time to
celebrate when
leaders reach a
goal”
3. Care Personally
Know the leader and care for
the leader and his/her family
4. Help Them Evaluate & Plan
Discover & explore
key issues…
…help the ministry
leader do both a
Ministry Evaluation
and a Ministry
Action Plan
A vision or God-given dream
without a plan is a wish!
A vision plus a plan can
become reality!
5. Offer Brief Skill Training
Offer the right tool…
...at the right time!
….this can change a person’s
whole life and understanding of
ministry!
6. Develop Dependence on God
The development of the heart, the
head and the hands are all three
important in a good leadership &
coaching relationship. We must
teach people to do what Jesus taught
his disciples to do…not to be
dependent on us as the leader and
coach but on the Holy Spirit.
Effective Ministry Coaching
Skills
Character
Attitude
Knowledge
Skills
Head
7. Pray with them
Pray for them before you meet
with them…
Pray for them as you begin the
meeting with them.
Ask what their needs are and pray
for those.
Pray for their family members by
name.
Coaching Resources
 A commitment
to be a better
coach
 Coaching
Resources at
www.onecml.org
Establishing a Coaching
Relationship with Someone
Personal (or phone) Interview
Selection probably initiated by Leadership
Community. Introduce yourself, clarify the
coaching process, help them understand
the desired
outcomes
Remember!! Remember!!
“Clarifying the
coaching process and
expectations is
essential to a healthy
coaching relationship
with someone.”
Leading a Coaching Appointment
Simple Steps To Take…
Review Notes, e-mails, etc.
 Know who you are talking to
 Know what you are talking about
Pray for them and yourself
 For Wisdom
 For Discernment
Leading a Coaching Appointment
G. R. O. W. Questions
 What is the Goal…
 What is the Reality…
 What Options do you have…
 What Will you do, next steps…
Different Ways of Asking
Questions
Closed
Open
Is this an effective
strategy for you?
What makes this an
effective strategy for you?
Is there more to be
learned here?
How can you increase the
learning in this
experience?
It sounds like you’re
stuck between two
choices – is this true?
What’s another choice you
could make besides the
two in front of you?
Turning Statements into
Questions
Statement
“That’s a
stupid idea!”
“That’s
unethical!”
Reframed as a Question
“Where has that worked
in the past?”
“What might be some ways
to improve on that idea?”
“How do you see that
matching up with God’s
Word?”
Leadership & Coaching Basic Skills
1. Listen, listen actively
2. Celebrate Wins
3. Care Personally
4. Help Them Evaluate & Plan
5. Offer Brief Skill Training
6. Develop Dependence on the Holy Spirit
7. Pray with them
The Coaching Appointment
Call with Confidence
Confirm assignments, set the next
appointment, pray for the leader &
family. Summarize your appt in an
e-mail to them.
Keep Focused on the Key Issues!
Ministry Action Plan Development
What do I do during the sessions with
the ministry leader I’m coaching?
What are the desired outcomes of
our planning time?
How do I use the
Ministry Action Plan?
“Focusing Your Ministry”
Practical Steps In
Building A Ministry
Action Plan
Designed for Use by Ministry Leaders & Coaches
The Secret to Finding the Right
Answer As A Ministry…
… we must learn to ask the
right questions! The last 5
questions in the planning
process are MUCH EASIER
to answer than the first 3!
• Here’s how the worksheet is used...
Key Questions in Building A Plan
1. Who are we?
Mission & Values
2. Where are we?
Needs
3. Where does God want us to go? Vision/Priorities
4. How are we going to get there? Goals/Planning
5. When will it be done?
Scheduling
6. Who is responsible for what?
Delegating
7. How much will it cost?
Budgeting
8. Did we do it?
Evaluating
Ministry Action Plan Worksheet
Goal # ___:
#4. How are we
going to get there?
Responsible Person:
How will we reach this goal?
#
1.
2.
3.
4.
Action Plan Step
By
When
By
Who
Cost
Done
Ministry Action Plan Worksheet
Goal # ___:
#4. How are we
going to get there?
Responsible Person:
How will we reach this goal?
#
Action Plan Step
1.
Step #1
2.
Step #2
3.
Step #3
4.
By
When
By
Who
Cost
Done
Ministry Action Plan Worksheet
Goal # ___:
#4. How are we
going to get there?
Responsible Person:
How will we reach this goal?
#
Action Plan Step
1.
Step #1
2.
Step #2
3.
Step #3
4.
By
When
By
Who
Cost
Done
Ministry Action Plan Worksheet
Goal # ___:
#4. How are we
going to get there?
Responsible Person:
How will we reach this goal?
#
Action Plan Step
1.
Step #1
2.
Step #2
3.
Step #3
4.
By
When
By
Who
Cost
Done
Ministry Action Plan Worksheet
Goal # ___:
#4. How are we
going to get there?
Responsible Person:
How will we reach this goal?
#
Action Plan Step
1.
Step #1
2.
Step #2
3.
Step #3
4.
By
When
By
Who
Cost
Done
Ministry Action Plan Worksheet
Goal # ___:
#5. When will it
happen?
Responsible Person:
How will we reach this goal?
#
1.
2.
3.
4.
Action Plan Step
By
When
By
Who
Cost
Done
Ministry Action Plan - Goals
Worksheet
Goal # ___:
#6. Who is responsible
Responsible Person:
for what?
How will we reach this goal?
#
1.
2.
3.
4.
Action Plan Step
By
When
By
Who
Cost
Done
Ministry Action Plan Worksheet
Goal # ___:
Responsible Person:
#7. How much will
it cost?
How will we reach this goal?
#
1.
2.
3.
4.
Action Plan Step
By
When
By
Who
Cost
Done
Ministry Action Plan Worksheet
Goal # ___:
#8. Did we do it?
Responsible Person:
How will we reach this goal?
#
1.
2.
3.
4.
Action Plan Step
By
When
By
Who
Cost
Done
Desired Outcomes
1. Good Relationship Enjoyed
A. Consistent Communication
B. Good Listening Skills
C. Caring Personally
Desired Outcomes
2. Quality Resources Shared
A. Commitment to Life Long
Learning
B. Diagnosing Needs
C. Skill Training
Desired Outcomes
3. Genuine Understanding
A. Celebrate Wins
B. Challenge Specifically
C. Seek to Understand
Character Development
The 3 Dimensions of an
Effective Coach
Confidence
Competency
Character
Spiritual
Disciplines
Integrity Failure
The Importance of Character
Development
“You were running a good race. Who cut
in on you and kept you from obeying the
truth? That kind of persuasion does not
come from the one who calls you. A little
yeast works through the whole batch of
dough.”
Galatians 5:7-9
The Importance of Character
Development
“You, my brothers are called to be
free. But do not use your freedom to
indulge the sinful nature, rather serve
one another in love.”
Galatians 5:13
The Importance of Character
Development
Integrity –
“behavior and decisions which are
consistently in line with our Christian
principles.”
“It is what we do when no one is
looking…when what we are in public
and in private are the same.”
Building Trust
Trust takes time
to establish and
seconds to
destroy.
Building Trust
Reliability
Openness
Consistency
Trust
Competence
Caring
SPIRITUAL DISCIPLINES
»Discipline of Silence
»Discipline of Prayer
»Discipline of Fasting
»Discipline of Solitude
»Discipline of Reading
»Discipline of Worship
»Discipline of Reflection
»Discipline of Service
»Discipline of Meditation
The 3 Dimensions of an
Effective Leader & Coach
Chemistry
Competency
Character
Effective Leadership & Coaching