We want to be good leaders or we wouldn't have signed up for the job! Sometimes we need more tools in our toolbox to address the challenges -- like retaining volunteers, engaging employees, navigating personality differences, delegating well or setting measurable goals in a ministry setting.
We come to you for a one or two hour session on any topic below for team building sessions, conference break-outs or training programs. Combine a series of topics into a targeted training series for your leaders OR check out our event's page to find out the next upcoming public session.
The Dance of Communication
Wouldn’t it be awesome if we just woke up one morning great communicators? We would know what to say, how to say it and when to speak or keep quiet. Results would be positive influence, greater connection, better collaboration, sustainable action steps and more! However, communication is a dance that takes two partners moving together in rhythm. You can’t learn to dance overnight, AND the rhythm of great communication can’t be learned overnight. In fact, with each new “dance partner” we must practice applying our skills in a different way to find that rhythm once again. Learn your own style and how to adapt your communication style to get better results.
Managing Expectations through Change
When teams are going through seasons of change the roles, expectations, outcomes, and activities all move into the realm of the unknown. Confusion is a natural side-effect of change. People don’t know what to focus on first. The demands feel overwhelming even if there is enough time to get stuff done. The lack of clarity sends some team members diving into new things even if it’s not their job. Others step back to watch and wait. Some may even actively resist the efforts to change. People really don’t hate change. They hate the way we try to change them. Discover four unique approaches to change and how to manage expectations during seasons of change in ways that connect and motivate your team.
Navigating Conflict Differences
When the heat turns up in our conversations the tendency is to dig in our heels and expect others to adapt to our needs. It is difficult to modify natural preferences to engage healthy conversations in heated moments. Each natural approach has strengths – and blindspots. Creating awareness gives us the opportunity to experiment with new approaches to handling conflict in our relationships. Explore natural tendencies in processing and resolving conflict while brainstorm strategies to create a pause that will invite perspective into the conversation.
Get Engaged : Find your Passion for your Work
Research shows 3 questions employees ask to decide if they will stay or start looking for their next gig:
1. Do I have relationships at work that energize and inspire me?
2. Is there opportunity for me to do what I love and develop my career?
3. How well does the pay and benefits match the value I am contributing?
Figure out how you can engage yourself and others to contribute their best at work and do more of what you love.
Leveraging Moments of Brilliance
If we want to learn about our successes, we must study success rather than focusing on our mistakes. Learn from those things you do really well and retain a powerful appetite to repeat and do all over again. Explore those moments of brilliance when you felt like you were at your best; fulfilled by the work, the process, the people or the results achieved. Identify themes of brilliance and create an action plan to leverage brilliance in your work.
Coaching Skills in Tough Conversations
Tough conversations trigger this primitive flight-fight response. Guards go up. Defensive responses pop into our head, and maybe we even put those thoughts into words. Every leader is faced with starting the tough conversation whether it’s about performance, attitude, relationships, expectations and a multitude of other topics for people who must work together. Explore four steps to navigating a tough conversation. Prepare your message. Activate listening. Ask learning questions. Facilitate Action.
Goal Setting in for Ministry
You have probably heard of a SMART goal -- it is an acronym that helps us break down what is important and useful in making a goal something that defines the bullseye. However, a ministry environment goal setting can be intimidating. It is so much easier to measure profit, customer retention or sales metrics – but how do you articulate a goal for people impact? We will uncover the anatomy of a SMART goal to create a gap – a dilemma – that can inspire conversation and guide concrete actions with an emphasis on measuring results in a ministry setting.
Boost Team Retention
People who choose to work in ministry or churches get up and go to work every day because they are making a difference. Smart people using their talents and expertise to make the world a better place. It’s not the dollar they work for it’s the difference. However, research shows that while mission is enough to draw in smart, competent, and energized people, it isn’t always enough to keep them. Employees in nonprofit agencies report three key areas reasons they choose to look elsewhere:
(1) insufficient compensation or rewards ,
(2) lack of advancement or growth opportunity, and
(3) negative working conditions.
There is an opportunity for greater retention in our organizations – let’s stop the turnover and keep talented people engaged in the mission of the organization.