John Roberto LifelongFaith Associates jrobertolifelongfaithcom Leadership for Adult Faith Formation The leader of the future isnt a person It is a team It is a group of people gifted and called by God to lead It is a community drawn together by a sense of the possible within ID: 499325
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Slide1
Situational Leadership & Teamwork
John Roberto
LifelongFaith Associates
(jroberto@lifelongfaith.com)Slide2
Leadership for Adult
Faith Formation
“The
leader of the future isn’t a person. It is a team. It is a group of people gifted and called by God to lead. It is a community drawn together by a sense of the possible within a congregation and committed to making God’s kingdom just a bit more real in their time and place. This fact alone changes the notions of leadership that pastors and congregations have operated under for years. It breaks down barriers between professional and lay leaders. It refocuses our attention on gifts and call as being the basis for ministry.” Slide3
Leadership for Adult
Faith Formation
“The focus on gifts and call leads us to a new humility about leadership. It reminds us that no one has all the gifts, but all the gifts are present within the Body. This is why a leadership team is essential for the future. When the challenges before us are great we need to take advantage of every gift God has given. That is only possible if we approach the task of leadership as a team.” Slide4
Leadership for Adult
Faith Formation
“Someone will need to see his or her primary call as bringing together the group… That responsibility requires the eyes of Jesus to see the gifts in others and call them into ministry… The team leader’s responsibility will be to gather those who are needed, guide the development of a common vision for their work, and support and encourage their efforts.
”
(Jeffrey Jones, “Leading for the Future,”
Congregations
, Winter 2006)Slide5
Leadership for Adult
Faith Formation
Part 1.
Situational
Leadership
Leadership Behaviors: Directive and Supportive
Development Level of Team
Four Leadership StylesSlide6
Leadership for Adult
Faith Formation
Part 2. Facilitating Teams
Role of a Facilitator
Planning a Meeting
Facilitating a Meeting
Stages of Group Development
Balancing Task and Relationship Functions in Groups
Leading Effective Group Discussions
Decision-Making with GroupsSlide7
Leading Teams
Leader Behaviors
Directive Behavior
is defined as: The extent to which a leader engages in one-way communication; spells out the follower(s) role and tells the follower(s) what to do, where to do it, when to do it and how to do it; and then closely supervises performance. Three words can be used to define Directive Behavior:
structure
,
control
, and
supervise
.Slide8
Leading Teams
Leader Behaviors
Supportive Behavior
is defined as: The extent to which a leader engages in two-way communication, listens, provides support and encouragement, facilitates interaction, and involves the follower(s) in decision-making. Three words can be used to define Supportive Behavior:
praise
,
listen
, and
facilitate
.Slide9
Leading Teams
Development Level
D1 - Low Competence, High Commitment
“Enthusiastic Beginner”
D2 - Some Competence, Low Commitment
“Disillusioned Learner”
D3 - Moderate to High Competence, Variable Commitment
“Reluctant Contributor”
D4 - High Competence, High Commitment
“Peak Performer
”Slide10
S3
S1
S4
S2
Low Supportive and
Low Directive
Behavior
High Directive and
Low Supportive
Behavior
High Directive and
High Supportive
Behavior
High Supportive and
Low Directive
Behavior
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED
DEVELOPING
HIGH
LOW
MODERATE
D4
D1
D2
D3
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)
(Low
)
SUPPORTI
VE
BEHAVI
ORSlide11
S3
S1
S4
S2
Low Supportive and
Low Directive
Behavior
High Directive and
Low Supportive
Behavior
High Directive and
High Supportive
Behavior
High Supportive and
Low Directive
Behavior
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)
(Low)
SUPPORTI
VE
BEHAVI
OR
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED
DEVELOPING
HIGH
LOW
MODERATE
D4
D1
D2
D3Slide12
Leading Teams
Directing
High Directive, Low Supportive
Leader Defines Roles of Followers
Problem Solving and Decision Making Initiated by the Leader
One-way CommunicationSlide13
DEVELOPMENT LEVEL OF FOLLOWER(S)
S3
S1
S4
S2
Low Supportive and
Low Directive
Behavior
High Directive and
Low Supportive
Behavior
High Directive and
High Supportive
Behavior
High Supportive and
Low Directive
Behavior
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)
(Low)
SUPPORTI
VE
BEHAVI
OR
DEVELOPED
DEVELOPING
HIGH
LOW
MODERATE
D4
D1
D2
D3Slide14
Leading Teams
Coaching
High Directive, High Supportive
Leader Now Attempts to Hear Followers Suggestions, Ideas, and Opinions
Two-way Communication
Control Over Decision Making Remains with the LeaderSlide15
S3
S1
S4
S2
Low Supportive and
Low Directive
Behavior
High Directive and
Low Supportive
Behavior
High Directive and
High Supportive
Behavior
High Supportive and
Low Directive
Behavior
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)
(Low)
SUPPORTI
VE
BEHAVI
OR
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED
DEVELOPING
HIGH
LOW
MODERATE
D4
D1
D2
D3Slide16
Leading Teams
Supporting
High Supportive, Low Directive
Focus of Control Shifts to Follower
Leader Actively Listens
Follower Has Ability and Knowledge to Do the TaskSlide17
S3
S1
S4
S2
Low Supportive and
Low Directive
Behavior
High Directive and
Low Supportive
Behavior
High Directive and
High Supportive
Behavior
High Supportive and
Low Directive
Behavior
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED
DEVELOPING
HIGH
LOW
MODERATE
D4
D1
D2
D3
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)
(Low)
SUPPORTI
VE
BEHAVI
ORSlide18
Leading Teams
Delegating
Low Supportive, Low Directive
Leader Discusses Problems With Followers
Seeks Joint Agreement on Problem Definitions
Decision Making Is Handled by the Subordinate
They “Run Their Own Show”Slide19
S3
S1
S4
S2
Low Supportive and
Low Directive
Behavior
High Directive and
Low Supportive
Behavior
High Directive and
High Supportive
Behavior
High Supportive and
Low Directive
Behavior
DEVELOPMENT LEVEL OF FOLLOWER(S)
DEVELOPED
DEVELOPING
HIGH
LOW
MODERATE
D4
D1
D2
D3
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)
(Low)
SUPPORTI
VE
BEHAVI
ORSlide20
Leading Teams
The Leader’s Goal
Build your follower’s development level so you can start using less time-consuming styles (S3 and S4) and still get high quality results.Slide21
Leading Teams
Increasing Performance Potential
Tell
Them What You Want Them to Do.
Show
Them What You Want Them to Do.
Observe
Performance - Focus on the Positive.
Praise
progress, or
Redirect
.Slide22
Leading Teams
Why
teams fail. . .
Lack of a defined purpose and a team approach to achieving it
Inability to decide the work for which they are interdependent and mutually accountable
Lack of mutual accountability
Lack of resources to do the job, including timeSlide23
Leading Teams
Lack of effective leadership;
lack
of shared leadership
Lack of norms that foster creativity and excellence
Lack of planning
Lack of management support
Inability to deal with conflict
Lack of training on all levels on group skillsSlide24
Leading Teams
7
Characteristics
of High
Performing
Teams
P
urpose and values
E
mpowerment
R
elationships and communication
F
lexibility
O
ptimal productivity
R
ecognition and appreciation
M
oraleSlide25
S3
S1
S4
S2
Low Supportive and
Low Directive
Behavior
High Directive and
Low Supportive
Behavior
High Directive and
High Supportive
Behavior
High Supportive and
Low Directive
Behavior
DEVELOPED
DEVELOPING
HIGH
LOW
MODERATE
D4
D1
D2
D3
THE FOUR LEADERSHIP STYLES
DIRECTIVE BEHAVIOR
(High)
(High)
(Low
)
SUPPORTI
VE
BEHAVI
OR
4.
Production
3.
Integration
2.
Dissatisfaction
1.
Orientation
Matching Leadership Style to Team Development StagesSlide26
Facilitation Core Practices
Stay neutral on content
Listen actively
Ask questions
Paraphrase to clarify
Synthesize ideas
Stay on track
Give and receive feedback
Test assumptions Slide27
Facilitation Core Practices
Collect ideas
Summarize clearly
Label sidetracks
Park it
Use the spell-check buttonSlide28
Facilitating Groups
The
Role of a Facilitator
defining overall goal
providing processes that help members make high-quality decisions
guiding group discussion to keep it on track
making accurate notes that reflect the ideas of members
making sure that assumptions are surfaced and tested
making decisions that take all members’ opinions into accountSlide29
Facilitating Groups
providing feedback to the group
managing conflict using a collaborative approach
helping the group communicate effectively
creating an environment in which members enjoy a positive, growing experience while they work to attain group goals
fostering leadership in others by sharing the responsibility for leading the groupSlide30
Facilitating Groups
Planning
a Meeting
Objectives
Timing
Participants
Agenda
Physical Needs
Room Arrangement
Role Assignments
Follow-up MethodsSlide31
Facilitating Groups
Stages
of Group Development
Forming: Gathering and Orientation
Storming: Making Connections
Norming: Establishing an Identity
Performing: Getting the Job DoneSlide32
Facilitating Groups
Balancing
Task and
Relationship Functions
in Groups
Relationship Behavior/Functions
Task Behavior/FunctionsSlide33
Developing Leadership
3 Components of a Leadership System
Inviting
People into Leadership
Preparing and Training Leaders
Supporting LeadersSlide34
Developing Leadership
1. Inviting People into Leadership
Identifying the leaders you need for lifelong faith formation
Developing job descriptions for each leadership position
Searching for persons with leadership potential using parish-wide strategies and personal invitation
Placing people in leadership positions Slide35
Developing Leadership
Parish
-Wide Strategies
Personal Invitation
StrategiesSlide36
Developing Leadership
Personal
invitations
Personal recommendations and invitations: letter with brochure and interest finder, phone calls, personal meetings
Current leaders invite new leaders
Different parish groups/ministries take responsibility for aspects of the
program
Integrate leadership needs within an annual parish-wide time and talent survey/stewardship Sunday.Slide37
Developing Leadership
Come and see opportunities
Descriptions of leadership positions (“want ads”) in parish newsletter or bulletin
An
informational dinner for potential parish leaders with an information packet on the programming, presentations (visual), and invite them into leadership roles. Develop a “want ad” placemat to describe ways they can be involved as a leader. Slide38
Developing Leadership
2. Preparing and Training Leaders
Provide a variety of ways to learn.
Customize the training options to each individual and the ways they learn best.
Make explicit connections between training and the work of the leader/facilitator.
Focus on just-in-time and in-context learning.
Build-in transfer of learning strategies.Slide39
Developing Leadership
Independent Learning
Apprenticeship Learning
Group Learning
Institutional Learning
Spiritual Formation Slide40
Leadership Development
3. Supporting Leaders
Authorizing leaders to begin service
Providing the information and resources leaders need
Gathering information and evaluating the work of leaders
Expressing and celebrating the support of the church