Tag: Evaluation

Evaluating Small Groups

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Everyone knows that before you take your car on a road trip, you really should do more than fill up the gas tank. You might check the tire pressure and take it in for an oil change. You might decide it’s time for new windshield wipers or even a new set of tires.

Getting ready for the next leg in your small group ministry adventure? Maybe it’s time you took your ministry through my signature 10 point checklist!

  1. Review your small group ministry’s present state.  There are a number of ways you can think about the way things are right now.  An accurate understanding of where you are right now is essential no matter where you want to go.  See also, Diagnosing a Small Group Ministry and The Four Helpful Lists by Tom Paterson.
  2. Review (or create) your end in mind for your ideal small group.  What kinds of groups do you want for every member of a group?  Are there certain activities and habits?  Are there certain experiences?  What do you want it to feel like to be part of a small group in your system?  See also, The End in Mind for My Ideal Small Group.
  3. Review (or create) your preferred future for the kind of small group leader you dream of producing.  Spend some time thinking about the kind of leaders you will need to have in order to create the micro-environments that actually encourage life-change.  See also, From Here to There: The Preferred Future for Small Group Leaders.
  4. Review (or create) your annual group life calendar.  Have you planned to take advantage of the best opportunities to connect unconnected people?  Have you built in the steps that will allow you to maximize impact?  Or have you compromised and compressed timelines in a way that will lessen impact?  See also, How to Build an Annual GroupLife Calendar.
  5. Evaluate your current coaching team.  Do you have high-capacity, hundred and sixty-fold players on the team?  Or have you compromised and added thirty-fold players who struggle to accomplish their mission?  Have you settled for warm-and-willing when hot-and-qualified is needed?  See also, Diagnosis: The Coaches in Your System.
  6. Evaluate your current plan to develop the coaches on your team.  Remember, whatever you want to happen in the lives of the members of your groups must happen first in the lives of your small group leaders.  If that’s true, then whatever you want to happen in the lives of your leaders must happen first in the lives of your coaches.  Can you see where this is going?  Assuming that your coaches will develop themselves is short sighted and compromises the integrity of your system.  See also, 7 Practices for Developing and Discipling Coaches.
  7. Evaluate (or create) your plan to develop your existing small group leaders.  I am a fan of a very low entry bar of leadership…but the word “entry” is a very important word.  I also know that lowering the bar and recruiting HOSTs won’t often put shepherds into the system, but people who are willing to open up their home.  If you want to make it easy to begin as a host, you’ve got to make it nearly automatic that new hosts step onto a leader development conveyor belt that moves them in the direction you want them to go.  Don’t have the conveyor belt?  Now’s the time to build it!  See also, Steve Gladen on Saddleback’s Leadership Pathway.
  8. Evaluate your existing leaders in search of potential coaches.  Look over your list for high capacity leaders who may be able to put their toe in the water of caring for another new leader or two.  Your best coaching candidates are almost always leading their own group and doing a great job.  Inviting them to test-drive the coaching role by helping mentor a new leader or two is a great way to let them put a toe-in-the-water.  See also, What If Your Coaching Structure Looked Like This?
  9. Take a careful look at the next connecting event you’ve got planned.  Will you take advantage of the next optimum time to connect people?  Do you have several weeks of promotion built in?  Have you designed the event to appeal to unconnected people?  Have you chosen a study that will peak the interest of unconnected people?  Have you already chosen a great follow-up study?  See also, 6 Essential Components of a Small Group Launch.
  10. Evaluate (or create) your recommended study list.  One of the most helpful tools you can provide for small group leaders is a recommended study list.  It doesn’t have to be elaborate.  It can begin as simply as a top 10 list.  It can exist as a page on your website or a simple handout that you keep updated.

What do you think?

From: Evaluate Your Small Group Ministry with This 10 Point Checklist
By Mark Howell

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Transformational Churches

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I have known about the book, but it is funny how something really grabs your attention after a while. I found this information online and have moved this book to the top of my reading list. How has the church gotten away from the original mission of making disciples, and growing an “army” of disciple-makers? And how do we measure our success, certainly it can’t be by the standards of the world. Take five to see this video. Who is doing this, and how has it worked?

Transformational Discipleship, by Eric Geiger, Michael Kelley and Philip Nation

A Christian’s desire to grow in faith is beautiful and biblical, best illustrated in Jeremiah 17 where Scripture describes “The man who trusts in the LORD” as being “like a tree planted by water… It will not worry in a year of drought or cease producing fruit.”

But how do people really grow spiritually? Transformational Discipleship describes the process that brings to life that kind of person described in the Bible. There’s no magic formula or mantra to recite here, but rather a substantive measure of research with churches and individuals who have wholeheartedly answered the call of Jesus to make disciples.

A compilation of their wisdom and stories, it guides church leaders and members to practice the intentional efforts needed to foster an entire culture in which people grow in Christian faith.

And people will grow, not because of human research, but by the power of God’s Word and of the Holy Spirit working through the church; the same way disciples have always been made. When the people of God engage in the mission of God through the Spirit of God, lives are transformed.

The Transformational Discipleship Assessment: The TDA is an online assessment tool that helps individuals and churches assess spiritual strengths and weaknesses. The goal is to help churches in the process of making disciples.

Anyone who would like to understand better where they might begin to grow spiritually should use this tool. The TDA was designed so that a small group, Sunday School class, or even an entire church could participate in the assessment.

Here are the eight discipleship attributes:

  1. Bible Engagement
  2. Obeying God and Denying Self
  3. Serving God and Others
  4. Sharing Christ
  5. Exercising Faith
  6. Seeking God
  7. Building Relationships
  8. Unashamed (Transparency)

Transformational Church: by Ed Stetzer and Thom S. Rainer

How are we doing? The church, that is. And how are we doing it? Congregations have long measured success by “bodies, budget, and buildings” (a certain record of attendance, the offering plate, and square footage). But the scorecard can’t stop there. When it does, the deeper emphasis on accountability, discipleship, and spiritual maturity is lost. Ignoring those details, we see fewer lives transformed, Christian influence wane, and churches thin out–a situation that is all too familiar across North America today.

It is time to take heart and rework the scorecard. According to Ed Stetzer and Thom S. Rainer, “Too often we’ve highlighted the negative realities of the declining American church but missed the opportunity to magnify the God of hope and transformation.”

Based on the most comprehensive study of its kind, including a survey of more than 7,000 churches and hundreds of on-site interviews with pastors, Transformational Church takes us to the thriving congregations where truly changing lives is the norm.

Stetzer and Rainer clearly confirm the importance of disciple making for all through active biblical engagement and prayerful dependence on God alongside of ever-increasing, intentional participation in mission and ministry activities. As the church engages these issues, the world will see the change:

  • More people following Christ
  • More believers growing in their faith
  • More churches making an impact on their communities

The transformation starts now.

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The Covenant Process in Supervision

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This post will serve to guide supervisor and supervisee through the covenant development process.

  1. The first section, Covenant Worksheet, will provide answers to the questions that must be asked prior to the writing of the covenant. It will take a few days or weeks for the supervisee to understand his/her assignment well enough to complete the form. As this understanding comes, the answers to these questions will become apparent.
  2. The next step will be to transfer the information from the worksheet to the pages of the covenant itself. The second section, Covenant Outline, will include the personhood and task elements in which the supervisee has identified and asked to be held accountable.

 

The Covenant Worksheet:

Covenanting is a process. It is a way through which we can together agree upon the specifics of your role during your term of service. Together, we will negotiate this role. Together, we will change it as situations and needs change. Together, we will evaluate it.

In establishing our covenant, please be ready to discuss the following questions:

1. Why am I here?

2. What are my expectations?

3. What are my personal needs at this time?

4. What goals need to be set in order to meet these personal needs?

5. What tasks should be developed to meet these personal goals?

6. How and when will we know we have accomplished my personal needs (evaluation)?

7. What are the work needs at this time?

8. What goals need to be set in order to meet these work needs?

9. What tasks should be developed to meet these work goals?

10. How and when will we know we have accomplished our work needs (evaluation)?

 

The Covenant Outline: Personal

Supervisee and position:

 

Supervisor:

 

Goal #____:

 

Tasks to accomplish goal:

 

1.

 

2.

 

3.

 

4.

 

Evaluation:

 

Goal #____:

 

Tasks to accomplish goal:

 

1.

 

2.

 

3.

 

4.

 

Evaluation:

 

Goal #____:

 

Tasks to accomplish goal:

 

1.

 

2.

 

3.

 

4.

 

Evaluation:

 

The Covenant Outline: Work

Supervisee and position:

 

Supervisor:

 

Goal #____:

 

Tasks to accomplish goal:

 

1.

 

2.

 

3.

 

4.

 

Evaluation:

 

Goal #____:

 

Tasks to accomplish goal:

 

1.

 

2.

 

3.

 

4.

 

Evaluation:

 

Goal #____:

 

Tasks to accomplish goal:

 

1.

 

2.

 

3.

 

4.

 

Evaluation: