Coaching a Team

1. Coaching a Team The Model for Success 1. Assess the gifts and values of the team members - Assess the team members level of involvement - Assess the aims and decide priorities 2. Set the direction of the team - Allow the team members to give their input - Make a plan and set the direction with accountability 3. Coach and support the team - Help remove obstacles, recognize progress and coach 4. Follow up - Measure the results so further funding can be made available - Share results and revise goals and continue coaching

2. Show respect for each team member - The way you communicate tells the team members what you think of them - Show each team that you value them by the way you speak to them Give clear messages and check the team understands what is required - Be specific and clear - Clarify the meaning before separating - Give written message where possible Communication is the key to good teamwork

3. Match tasks to skills Assess the skills of each team member Allocate tasks according to skills. Encourage team members to participate in tasks that suit their skills. Match values to ministries We must have the right values for the ministry we plan to achieve. Place team members in ministry teams according to the values they hold. Assist those who need to adjust their values. Assess the gifts and values of each team member

4. Assess the progress of the team towards the goals regularly Encourage teamwork and compare progress with the agreed goals Adjust team members who are straying from the target thru’ dialogue and evaluation with the agreed goals Coach and support all team members no matter how good or poor their performance. There are no failures only some who need more time and coaching Adjust the direction is necessary Follow up all goals to develop accountability Assess the progress of the team

5. Build a unique team spirit • Encourage your team members to openly share what the team means to them on a regular basis. • Praise successes openly and take time to offer special praise and thanks to God for each success. Celebrate successes with joy. • Arrange some informal gatherings for team members not part of the routine schedule. • Have fun and build a positive sense of belonging to God’s family and the team.

6. Setting direction • Help each team member set personal goals that contribute to the teams objectives. • Think about what you are going to say and how you are going to say it. • Ask the team member whether they understand the tasks that need to be done. • Ask the team member to relate to you how they will go about implementing the plan • Encourage them in their ministry goals

7. Listen carefully and stay calm. Show your respect for the team member by taking their situation seriously. Look for signs of Stress Discouragement Depression Deception Spiritual imbalance Relationship break-down Ask questions such as ; What do you mean? How did you come to that conclusion? What is going on in your area to cause this problem? Who are you having difficulty with? When did this problem first arise? How do you think we can solve this problem? Handling unexpected reactions from team members

8. The Problem Is it because the team member does not know how? Knows how but has not had opportunity to act as yet? Knows how and can act but does not have the tools or resources? Has everything but chooses not to do it? Solutions Provide training Coach allowing for practice and feedback Arrange for time and tools and resources Ask again, and if the answer is still “no” invite the person to have a meeting with you privately for prayer A guide to handling personal problems

9. Coaching and support • Say what the person did well. Be specific and sincere. Evaluate whether it is a private achievement or a public one. • Say why you appreciate their positive contribution to the ministry of the team. • Recognize good work in front of the team if the achievement is meaningful to the teams overall goals. This will encourage the others. • Consider a presentation or a gift if appropriate.

10. From the Coach to the Team Team members count on you to hold them accountable to their goals and standards Provides opportunity to coach the team to do the right thing and helps them achieve their goals. From the Team to the Coach Use a well designed questionnaire to get feedback from team members on your performance as a coach. Invite members to talk to you personally. Permit open dissent if it is constructive. Constructive feedback

11. Monthly Conduct informal monthly personal interviews with each team member. Visit each team member on site every two months, preferably with spouse and family present. Always pray for the family. Quarterly Record a personal evaluation interview with each team member. Record the matters to be followed up and make an action plan and report back at the next quarterly meeting Always pray together at these interviews Follow up each team member

12. Report annually to the Encarnacao Alliance leadership in your city the progress of each team member. Report also the number of churches planted, number of converts made, number of baptisms. Report to the team members annually the progress made by the team or teams, and hold a celebration of their success with their people and the respective community representatives. Prizes, Thanksgiving? Report annually to Encarnacao