Welcome!

Assistant Professors

Dr. Bill Egner

Dr. Brad McKerly

6. Terminations—Jon Wright. 7. Terminations, part 2—Daniel Rolfe. June 38. Staffing Plans & MultiSite—Jim

Tomberlin. June 109. HR Policy—Eric Rojas. June 1710.HR Policy, part 2—Matt Anthony & David

Middlebrook.  June 24

Level 1Certificate in Operations

Operations 101—StaffingOperations 102—CommunicationsOperations 103—FinancesOperations 104—FinancesOperations 105—Facilities

Operations 102—Communications

1. Strategy: The Culture of Your Church. July 1

2. Strategy: Parsing the Preaching Pastor, July 9

3. Web, July 154. Hardware & IT, July 225. Productivity Tools, July

29

6. Multisite & Cutting Edge Issues, August 5

7. Advertising, August 128. Policy & Practice,

August 199. Policy & Practice,

August 2210. Communications Team,

August 26

Today’s Class

Part 1—Introduction, 10 min.

Part 2—Interactive Lecture withDaniel Rolfe (50 min.)

Part 3—Q & A, 30 min.

Leading Through Launching

Gracious Transitions Pt. II

Daniel RolfeDaniel Rolfe is the Lead Pastor at Mountain Springs Church in Colorado Springs, Colorado. As a pastor, leader and communicator, he is passionate about serving and releasing leaders into their arena. After fourteen years of influence at Mountain Springs, he is moved by the mission of calling people into an authentic relationship with Jesus Christ. During his personal time, Daniel loves to be outdoors reflecting by a fire, reading in a coffee shop, playing soccer, and, most importantly, redeeming his time with his seven children and wife of almost eighteen years, Laurie.

Email Daniel:DMR@mountainsprings.org Twitter @danielmrolfe

www.mountainsprings.org

Mountain Springs is a Word-rooted, Spirit-alive and culturally-engaged church. We firmly hold to the authority of scripture and teach the Bible chapter by chapter and verse by verse. While teaching systematically through His Word, we passionately seek a move of the Spirit among our lives.

Our vision is to see people experiencing the adventure of an authentic relationship with Jesus Christ. As your pastors, we desire to serve a church where people are enjoying God, growing in truth, sharing life and living their mission. It is when our lives are involved with others and changed by the power of God, that we become strong and our city becomes great.

Today’s Topics

Clarify Where You Are Going Know Who You Are So You Can Know Who You Need The Need to Raise From Within How to Launch a Leadership Pipeline Learning & Listing Your Leadership Competencies? Top Reasons That Contribute To a Termination &/or Transition Why We Delay A Transition? Three-Strike Process of Correction Best Practices for the ‘Conversation’ Lessons from Leading A Reduction in Force (RIF) Leading Through Launching – a Process to Follow

Where Are You Going?

VISIONValues & DNA

StrategyOperations

Accountability

What are your values?

Values Create a Team Culture:

1. Worshippers2. Servanthood3. Winning4. Structure5. Unity6. Excellence7. Leadership

Build the future.

7 Keys of Launching a Leadership Development culture

1. Assess your Challenge2. Recruit your Champion3. Align your Core4. Form your Competencies5. Find your Content6. Launch your Concept7. Shape your Culture

Mac Lake, Leadership Greenhouse

Lead with a developmental bias!

Form Your Leadership Competencies

1. Learn and cultivate gifts and strengths2. Practice spiritual disciplines3. Grow in godly character4. Develop healthy marriage and family5. Become a good steward of resources6. Learn and model intentional rhythm of life7. Refine ability to set and achieve personal goals8. Share life in authentic and accountable ways

Competency: An observable skill…

Reasons for Termination

CHARACTER

COMPETENCY

CALLINGCAPABILITY

CHEMISTRY/ COMMUNITY

Five Reasons for Termination & Transition

An exposed lack of CHARACTER An absence of needed COMPETENCY An emergence of a new CALLING The reduction of financial CAPABILITY The lack of trust and authentic COMMUNITY

Where do you struggle?

Reasons We Delay A Departure

Affection – I really like this person, we connect. Affinity – Can I really fire my Mom? Aversion – I don’t want to have that conversation! Activity – I’m already busy and cannot add more Availability – Is there someone out there that can do

this? Allocation – Are we sure that we cannot find another

seat for them?

Three-Strike Plan (Correction)

Action Step #I

• Verbal

Action Step #II

• Written

Action Step #III

• Option 1 & 2

Action Step #1: Verbal Warning

The employee will be told in a face-to-face conversation that their performance is sub-standard in one or more requirements.

The specific problem areas and issues will be detailed and the corrective measures outlined with due dates.

An email will be sent to the employee outlining the verbal warning with dated corrective measures listed.

Immediate and sustained attention to such measures will be required and measured in order for a subsequent written warning to not follow.

Action Step #2: Written Warning

If the employee does not respond to the verbal warning in an acceptable manner, as judged by the supervisor, the supervisor and their direct overseer (Pastor or Director) will meet face-to-face with the staff member to issue a written warning.

All specific concerns and corrective measures from the previous warning will be read aloud by the supervisor for the overseer to hear in the presence of the employee.

The ongoing concerns will be focused with new firmer corrective action steps documented using the MSC/MSEC employment form. All parties involved will sign the form.

The form will be placed in the employee file and the employee will receive a copy for their own records.

Action Step #3: Dismissal or Probation

If the previous two warnings are not satisfactorily acted upon, the employee will have a face-to-face meeting with their supervisor, overseer and/or Executive Pastor (or Lead Pastor).

The specific concerns and corrective actions from the first two warnings will be recited aloud in the meeting.

Depending upon the severity of the situation, the employee will either be released at this meeting and receive final due payment or, the employee will be placed immediately on a 45-day probation.

Action Step #3: Verbal Warning (Continued)

The opportunity of probation is entirely at the discretion of the supervisor, overseer and/or Executive Pastor (or Lead Pastor).

If probation is offered, the 45-day probation plan will be reviewed as often as the supervisor desires in order to guarantee immediate and sustained improvement.

The employee will be told clearly that this dysfunctional behavioral pattern will not be tolerated during probation and an immediate termination without severance could result at any time during the probation period.

All applicable documentation will be placed in employee file and the staff member will receive a copy of all documentation added.

Dismissal As Needed

If an employee violates any form of probation, the staff member will be dismissed immediately and receive no severance.

The dismissal will be communicated directly to the employee face-to-face by the supervisor following a private conversation between the supervisor and their overseer where the employee is not present.

Dramatic Improvement As Observed

If the employee exhibits sustained and significant improvement, they will be released from their probation status and placed back into the requirements of action step #2.

If the employee continues to improve, after 12 months of consistent and great performance, the employee will have all of their employee corrections reset.

5 Best Practices for the ‘Conversation’

1. Look at Them in the Heart2. Be Concise With your Reason/s3. Be Kind in Words & Tone4. Be Self-Controlled5. Involve Other Leaders As Appropriate

People: a gift that you treasure

Leading Through Launching

1. Communicate your vision and live according to your values

2. Simplify your programs and determine your outcomes 3. Encourage your culture and form your competencies4. Lead your leaders and coach their callings5. Tackle your difficulties and embrace your discomfort6. Follow your plan and consider your audience 7. Build the Kingdom while monitoring your heart

Process Ideas for A Reduction in Force

1. Identify mission critical roles in your church and why they’re critical2. Identify bottom 10%/ Who are your A&B players? / Determine your

criteria for such3. Ensure you understand the total financial savings that you need in order

to secure your needed cash-flow margin4. Pick decision date and give yourself 14 days to feel the weight of your

decision with a handful of select exec pastoral level leaders5. Think through the communication plan – who needs to know and when6. Notify team through staff meeting of needed cuts7. Email the people the morning of and let them know that you need to

have a conversation about their employment8. When face to face, lead them through the process and apologize for your

lack of planning and foresight (when budget related)9. Hold afternoon debrief with staff notifying them of what happened and

who lost their jobs10.Share elevator speech for needed RIF (2 minute thought on why it needed

to happen)

Contact Information

Pastor Daniel Rolfe

Lead Pastor Mountain Springs Church.

7345 Adventure Way, Colorado Springs, CO. 80923 www.mountainsprings.org DRolfe@mountainsprings.org (719) 243-1784 (Cell) @DanielMRolfe

Q & ASend Questions via Chat to Tami

Bring issues and accounts from your own terminations