Agenda
8:30 Coffee is on!!! 9:00 Self Introduction, “Koinonia
Connection” and “Hand of the Lord Time
10:00 Understanding “Key Principles”
12:00 Working lunch12:30 Discussion of KANIAny left over time… “Popcorn” KANI 2:30 Dismiss
Koinonia Connection
Self Introduction
•Name
•Church
•How long in current position
•What initially drew you to come
Greg Williams
Born in Buffalo Lead “N-Weds”Oldest of 5 Love-Snow SkiFather-Welsh Hate-Yard WorkMother-Swiss Food-ItalianMarried-Barbara Sport-GolfLive-Marietta, GA Car- Trailblazer 265K
miles1 Daughter; 2 Sons 5 GrandchildrenGordon College Foreign Language PK 2 brothers-in-law
pastors
Hand of the Lord
Koinonia ConnectionKoinonia Connection
XX
Information + Information + FeelingsFeelings
Information OnlyInformation OnlyXX
PASTPAST Here is something about Here is something about mymy past that would help you past that would help you
know me betterknow me better
DEFINING DEFINING A difficult life experience A difficult life experience which which MOMENTMOMENT helped me grow as helped me grow as a persona person was..was..
VALUESVALUES Here’s what I stand for…Here’s what I stand for…
The 4 Levels of Leadership
• We work in organizations at 4 levels. The best way to improve the organization is to improve yourself first… “The inside – out approach.” Organizational- Trailblazing &
AlignmentManagerial-
EmpowermentInterpersonal-Trust
Personal-TrustworthinessCharacter
Competence
Leader of the Volunteers
Staff Person
Management
Team
Lead Pastor
Crossroad #2
Crossroad #3
Crossroad #4
Crossroad #5
Crossroad #1
Volunteer
A Series of Crossroads
3 Critical Issues
• 1. Work Value
• 2. Time Allocations
• 3. Key Skills
Important question: how well do I recognize the work that needs to be done and the appropriate structure/infrastructure to do it / get it done?
Learn to work at the right level
The Basic Change Model
Do
See
Get
Dynamic of Paradigm Shift D d d b b B Rejection Resistance Partial Full Partial Full Acceptance Acceptance Assimilation Assimilation
5
Not in my Lifetime!!!
Here’s how we do this and
why you should, too.
The Effective Organization
1 Stake HolderNeeds
2 PurposeMissionVision
Core Values3 Key
Strategies
Structure(Who reports to whom?)
CoreProcesses
(Work flow)
InfoManagement
System
Employee Development
System
DecisionMakingSystem
RewardSystem
Culture
5 ResultsDo they match up with Stake Holder
needs?
What Gaps???
Plan the effective organization going
clockwise…Diagnose any
ineffectiveness going counter
clockwise, beginning w/
results moving past culture to
Systems & Structure and then
to the “Higher Thinking”
1 Stake HolderNeeds
2 PurposeMissionVision
Core Values3 Key
Strategies
Structure(Who reports to whom?)
CoreProcesses
(Work flow)
InfoManagement
System
Employee Development
System
DecisionMakingSystem
RewardSystem
Culture
5 ResultsDo they match up with Stake Holder
needs?
What Gaps???
4 Systems & Structure
Roundtable Covenant
This is our roundtable, as such, it will be essential that we establish a “behavior covenant.” What are some of the behavioral expectations that could be a part of this covenant?
Confidentiality, Reliability,
Dealing with the KANI’s of Life and Ministry
• S…ituation• P…roblem• E…vidence• C…onsequences• I…mplications• F…uture Fix• I…mplications• C…onstraints
What are the Issues?
Daily Debrief
The Effective Organization
1 Stake HolderNeeds
2 PurposeMissionVision
Core Values3 Key
Strategies
Structure(Who reports to whom?)
CoreProcesses
(Work flow)
InfoManagement
System
Employee Development
System
DecisionMakingSystem
RewardSystem
Culture
5 ResultsDo they match up with Stake Holder
needs?
What Gaps???
Plan the effective organization going
clockwise…Diagnose any
ineffectiveness going counter
clockwise, beginning w/
results moving past culture to
Systems & Structure and then
to the “Higher Thinking”
Culture
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