COMMITMENT & 6 Ideas That Can Increase Giving and Community

by Bob Whitesel D.Min., Ph.D. and the 2017 Missional Coaches Cohort, 2/1/17.

  • Annually teach on giving.
    • Teach as a two-week series [studies show one week isn’t enough; three weeks people get bored / annoyed]. Offer it in January or February, after everyone’s Christmas bills come in and household budget/resource allocation is a priority.
    • When teaching on giving, teach on graduated giving – meaning, if you don’t
      give at all, where could you start? If you do give, but give less than 10%, how
      could you increase to the next percentage? If you give 10% or above, could you begin increasing giving to the next percentage as a ‘legacy gift’ to the church?
  • Annually review tithes & offerings.
    • Who knows who gives, and how much? Who knows who’s not giving, or has
      slacked off in giving? John Maxwell suggests the Treasurer, Senior Pastor, and Exec Pastor know in order to pray for givers & giving, and lean into those needing encouragement.
  • Annually review ministry priorities.
    • Get key staff and board together for a half-day or full day of ministry review. Are you most important ministries getting significant resources for ministry?
    • If they’re not, they might not be as high a priority as you think they are. Make adjustments as necessary.
  • Offer Stewardship classes.
    • Twice a year, offer Financial Peace Classes [or similar program].
    • Rather than a staff or board member, attempt to have a key layperson whose financial affairs are in order teach the class, in order to avoid people viewing church leaders as greedy for resources.
  • Expand giving options.
    • Do you offer a variety of ways to give such as: text-to-give, webpage for
      automatic giving, or giving kiosks? What does live giving look like in your church?
    • Do you have special giving opportunities – a campaign to pay down debt / faith promise giving for missions? Beyond weekly / monthly giving, what special giving emphases could be created?
  • Tell stories about giving.
    • Who’s willing to share live or via video a story of how God stretched them to give more generously/sacrificially? Who’s been blessed by receiving a gift through the church? What ministries could you highlight that wouldn’t exist without giving?
    • Interview some older folks who are long-time members. Ask about the vision and mission of the church, and how they see it being fulfilled. Ask them how they prayed and gave in the early days for God to bless and expand the church’s reach.
    • Interview younger folks, families, or individuals who are new. Ask about their experience being welcomed or helped. Use questions in these video stories to connect the dots between giving and outreach / mission accomplishment.

© Bob Whitesel DMin PhD & MissionalCoaches.com #PowellChurch

LEADERSHIP EVALUATION & Are You A Good Boss? Test Yourself With These 5 Questions

by Lisa Quast, Forbes Magazine, 1/2/17.

… A Gallup study of 7,272 U.S. adults revealed that 50 percent had left their job to get away from their manager to improve their life at some point in their career.

Poor people management skills also negatively affect employee happiness and productivity, with managers accounting for up to 70% of variance in employee engagement scores.

Want to find out how good you are as a people manager? See how many of these five questions you can answer with “yes.”

Have you clearly defined and communicated the vision and strategy for your group, department or organization?

Have you worked with each employee to help him or her understand the role they play in contributing to the success of the organization?
According to a Robert Half Management Resources survey, 53 percent of workers are unable to make the connection between their day-to-day duties and how they impact the company’s financials.

Do you meet regularly with each employee for progress discussions?

… This doesn’t mean meeting once a year with employees to provide performance feedback – it means holding regularly scheduled two-way communication sessions, providing ongoing feedback year-round, giving credit where it is due, and being unafraid to have difficult conversations.

Do you empower your employees to succeed by delegating challenging and meaningful work?

People want to succeed and they want to continue learning. If you don’t provide opportunities for growth and help employees build on their strengths, then you won’t be viewed as a good people leader.

Do you recognize great work?

This doesn’t mean throwing out a “nice job” comment every now and then. Backhanded compliments – an insult disguised as a compliment – also don’t count. Recognizing great work means providing recognition and rewards that reinforce positive behavior, increases employees’ sense of progress and keep them motivated.

Read more at … http://www.forbes.com/sites/lisaquast/2017/01/02/are-you-a-good-boss-test-yourself-with-these-5-questions/#5571004c3de9

COMMITMENT & “If you’re not helping, you’re making things worse” – Jesus

Luke‬ ‭11:23‬ ‭MSG‬‬, Jesus said:

“This is war, and there is no neutral ground. If you’re not on my side, you’re the enemy; if you’re not helping, you’re making things worse.”

Read more at … http://bible.com/97/luk.11.23.msg

 

LEADERSHIP: 3 Emotions at the Root of Success

3 Emotions at the Root of Success
by Geoffrey James, Inc. Magazine, 4/1/14

“People who accomplish great things tend to feel these three emotions very strongly – and that’s no coincidence… Yesterday, the final piece of a puzzle fell into my lap, a puzzle I’ve been working on for the past 10 years.

I’ve been trying to build a model for how emotions create success, but I kept on getting tripped up when I came to gratitude. I was categorizing it as a result of success or a form of success. And that didn’t seem quite right, somehow.

Here’s the missing puzzle piece: A study soon to be published in the journal Psychological Science proves that people who are grateful are willing to wait longer for a financial reward. In other words, gratitude creates patience.

Bingo. I’m now able to put gratitude where it actually belongs: as a source, rather than result, of success. This completes the following pattern:

1) Gratitude

2) Commitment

3) Empathy

Read more at … http://www.inc.com/geoffrey-james/3-emotions-at-the-root-of-success.html