I began coaching in 1988.  I feel blessed to have had the opportunity to coach leaders to start all kinds of churches & pioneer disciple-making movements.  Last week I began sharing lessons that I’ve learned from coaching some of the most amazingly gifted, truly faithful & hard-working leaders serving in the Lord’s Church today. Here is a list of lessons that I’ve gleaned:

Lesson #1 – Discern the will of the Father

Last week I focused on the importance of the spiritual foundation in coaching. Discern the will of the Father and helping those you coach, do the same. This week, I will focus on the relational foundation.

Lesson #2 – Value the other person

You must earn the trust of the leader you coach in order for them to engage in the coaching process.

A teeter-totter works when two participants have figured out how to balance the relationship of one end of the teeter-totter with the other end. A coach must learn to gauge the:

• commitment level of the leader to the objective
• engagement level of the leader to the coaching process
• trust level of the leader to the relationship

Trust is the fulcrum of the coaching relationship.  One of the best ways to unravel a coaching relationship, or any relationship for that matter, is to break trust.

Here is a list of ten questions I’ve gleaned over the years to build and maintain trust:

Ten Trust-building Reflection Questions:

1. Under promise: What are realistic expectations for this coaching relationship?
2. Over deliver: How can I coach this leader to surpass their goal?
3. Be prompt: What do I need to sacrifice to be on time?
4. Keep confidence: What must I do to maintain confidentiality?
5. Direct lines of communication: Who must I speak to in this situation?
6. Admit when mistakes are made: What is the best way for me to approach the leader affected?
7. Reschedule as soon as possible: What potential conflicts do I see in my coaching schedule?
8. Do what you say: What commitments do I know I will keep?
9. Connect people: Who do I know that could uniquely relate to the leader I am coaching?
10. Pay it forward: How can I bless this leader through a random act of kindness?

Next week I will share another lesson that I’ve learned as the Lord has allowed me to partner with leaders who are making a significant contribution to the work of cultivating disciplemaking movements.  Leaders who have been instrumental in raising up leaders, making disciples & starting new ministries. Missional leaders who understand the force when the DNA of multiplication is integrated in the very essence of everything that they do and releasing control!

I began coaching in 1988 – 30 years ago.

The term coaching was introduced in the early 1980’s in the business arena and re-invented in the ministry world – especially in church planting circles during the late 1980’s. Coaching has evolved from a new idea to a best practice in most ministry networks where leaders are developed, congregations are becoming healthy, and new churches are planted. I feel blessed to have had the opportunity to coach leaders to start all kinds of churches and pioneer disciplemaking movements.

Lessons I’ve gleaned:

So far, I’ve focused on the importance of the spiritual (Discern the will of the Father and help those you coach, do the same), relational (Value the other person) and personal (Embrace your unique contribution) foundations of coaching. This week I shift the focus to the interpersonal foundation of the leader or team you coach.

Lesson #4 – You can’t want something for someone else, more than they want it themselves

I love attending The Global Leadership Summit hosted by The Willowcreek Association every August. It is THE gathering of leadership experts from the business (secular) and ministry (sacred) arenas. In fact, in 2008 I invited my son Joel (who was 12 at the time) and my daughter Zoe (at about the same age) a few years later, to share the experience with me. This has become our highlight of the year – bar none. I would encourage you to attend this event with your team next year.

This year we heard Angela Duckworth speak on the topic of “grit” from her research and book entitled “Grit – The Power of Passion and Perseverance”. She is a professor of psychology at the University of Pennsylvania and founder of Character Lab, a nonprofit whose mission is to advance the practice of character development. I am taking the idea of grit and relating it to the “commitment level” of a leader.

Duckworth defines “grit” as sustained passion and perseverance for long-term goals. She further explained that passion and perseverance stood out in her research based on responses to the following:

Perseverance:

• I am a hard worker
• I finish what I start

Passion:

• My interests change from year to year
• It is difficult for me to stay focused on projects more than a couple of months

The good news is that “grit”, according to Duckworth, can be developed.

How does this apply to coaching?

I’ve discovered that when a person has true grit, it is an extremely different experience vs. a person lacking this quality. When the commitment level is commensurate to the task at hand, then the person has the “grit” to succeed. Duckworth said it like this: Skill x Effort = Achievement.  Let me illustrate, with my wife’s experience as a health coach.

When Gina coaches an individual on their journey to health, she asks the person to define their “why” with a question: “Why do you want to lose weight and gain health?” The answers are varied and normally require further reflection to clarify, for instance: “I want to lose weight to be able to touch my toes” – might be the initial response. Upon further reflection, that person may realize the deeper motivation is to be able to play with their grand-children and not be sidelined prematurely. The more Gina helps people unpack their “why” the more they can tap into their intrinsic motivation. The challenge for the health coach (Gina), is managing her expectations.

Let’s circle back around and bring this into a ministry context. Imagine a leader you have coached. The lead pastor/planter/team leader is challenged to change direction at a critical juncture in the development of the church they lead and ask for coaching. It is imperative that you assess their commitment level. This will determine if they are willing and able to make the shift.

A common shift that I have coached leaders through is the place disciplemaking groups play in their church, e.g. will they be a church with small groups or “of” small groups. Many will say “yes” to the latter but do not fully understand the cost organizationally, and to their leadership. The more established the church, the more challenging this shift.

Here is the reason I am explaining this concept of “grit” as it relates to coaching. Once you identify the motivation or “why” a person wants to influence a change along with their level of commitment, you as their coach must not want it more than them. Plain and simple. Once you establish their motivation + commitment, the best way to serve them is to meet them where they are.

If you cross that invisible line and reveal that you actually want “it” more than they do, you have entered the “struggle to be you” zone of coaching. The s2bU zone is when you have lost objectivity and put yourself in the seat of the leader you are coaching. In effect, you are coaching yourself – don’t do this! It is not helpful to the person, it is embarrassing for you, and is the quickest way to unravel a coaching relationship. I know; I have crossed this line before, and these risks are real.

Here is a checklist to keep you from entering the S2bU zone:

Regarding your client:

1. What does this person want to achieve?
2. Do they understand what it requires?
3. How do you assess their commitment level?

Regarding you:

1. What adjustments do you need to make to adapt to their commitment level?
2. Do you want this more than them?

Next week I will share another insight that I’ve learned as the Lord has allowed me to partner with leaders who are making a significant contribution to the work of cultivating disciplemaking movements.

So far, I’ve focused on the importance of the:

• Spiritual: Discern the will of the Father, helping those you coach to do the same
• Relational: Value the other person
• Personal: Embrace your unique contribution
• Interpersonal: You can’t want something for someone else more than they want it for themselves
• Inspirational: Help people tap into their creativity
• Intellectual: Challenge for clarity

This week I shift focus to the analytic aspects of coaching.

Lesson #7 – Analyze to Energize

We have a saying around my home – “exercise to energize”. I’ve modified that saying slightly to apply to coaching: analyze to energize. Help the person you are coaching thoroughly understand the problem until they see the path forward.

How many times have you been working with a disciplemaker, and through asking powerful questions to reflect; the answer has mysteriously come to the forefront of their minds. I believe that happens more often than not when we are true to the coaching process. The results can be transformational.

Over the last 30 years a large part of my work has been in training and developing missional leaders in coaching. Most leaders who have been coaching for a while have done an adequate job using their intuition. Intuition can take a leader pretty far. But to move from good to great, helping to empowering, or effective to strategic requires three key components:

• Comprehensive coaching process
  • Answers the questions – “What do I need to do every time I engage in a coaching conversation?”
• Mastery of the key coaching skills
  • Answers the questions – “What skills do I need to develop to engage in a coaching conversation?”
• Principle-based framework 
  • Answers the questions – “What topics will I coach leaders on to cultivate disciplemaking movements?”

By this I mean, if you are coaching a leader to refine their disciplemaking process, church planting process or leadership pipeline – you have a framework that you use to help the leader assess their process. You may not be fully aware that you have one, but you are consciously or subconsciously operating from your experience. Or the leader you are coaching may have that process already in hand through the network they participate in. In either case, it is imperative that the framework you use to formulate questions is built on principles. Why is this so? If your process is linked tightly to a particular model you will discover limitations. Especially when you work across denominations, cultures or with diverse leaders.

For instance, I have been working with a disciplemaker in Southeast Asia. Over the last five years he has collaborated with a network of missionaries who have catalyzed a disciplemaking movement. To-date, about 400 Discovery Bible Studies have been birthed, with some groups reproducing to the third and fourth generation. In addition, two new church plants have been birthed from their efforts.

If I came in with a western model of disciplemaking I could do more harm than good. However, if the disciplemaking process is based on principles, then the questions I ask will come from a more global understanding of disciplemaking and not direct the leader down a path that will lead them to a distinctly western model.

This leader has seen the necessity of coaching in a disciplemaking movement. The reason why many movements stall-out in the first generation it due to the leader’s inability to release the need to control the outcome. Once again, when a principle-based approach is taken – the fruit tends to be healthier. The leader will posture himself/herself in the role of catalyst which results in reproduction into the second, third and fourth generation.

The framework I use is called the Leadership Multiplication Pathway Storyboard. When you take a closer look, you see four phases of development, each with it’s own storyboard:

1. Character – Missional Discipleship 
2. Calling – Focused Ministry 
3. Competency – Effective Leadership 
4. Culture – Continuous Multiplication 

You can read more about the system by clicking here and downloading the article at the bottom of the page.

The storyboard is simply a tool. It is the technical side of coaching. The relational side is you, and what you bring to the equation.

Here are five principle-focused questions to coach a disciplemaking movement leader:

1. What is a disciple?
2. Describe your disciplemaking process?
3. What is missing in your process?
4. What do you need to change?
5. What it your next step?

Whatever framework you use, it is important to understand the nuances, strengths and limitations of the process you use. The strength of the storyboards are the principles they are based upon. This allows for diverse applications regardless of model of ministry, contextual issues or leadership approaches.

Are you looking for a group to connect with to sharpen your coaching skills?

Would you like to learn how to make disciples using a coach approach?

Are you coaching leaders to catalyze a movement of multiplying churches?

Check out InFocus Collectives

Whatever is alive in Christ, multiply it. The gospel has exponential power and potential so that where we plant the full gospel message about the Bridegroom, the Bride is sure to be showing up next.

-Tim Vink

If not you, who?

Who do you know that has a vision to make disciples and form churches, that plant churches?

The Disciple-making Movement Collective is the perfect opportunity to be equipped with the necessary skills to catalyze this process. 

I’m excited to have two world-class leaders who are co-facilitating the InFocus Collectives with me.

• Daniel B has helped catalyze 400+ Discovery Bible Studies & will be sharing principles from his experience in the Disciple-making Collective.

• Tim Vink has stewarded the movement within a denomination that has moved from 3% to 14% of churches reproducing since 2005: nationally across the evangelical landscape only 4% are reproducing churches or “Level 5” according to Exponential research.

The three environments you will experience in the collective include coaching, group interaction, and personal application. 

See DISCIPLE‑MAKING COLLECTIVE for dates, times & registration click here.

See CULTIVATING MULTIPLICATION MOVEMENTS COLLECTIVE for dates, times & registration click here.

Who do you know that has a vision to catalyze a disciple-making movement?

Who do you know that is responsible for the systems contributing to the multiplication of churches?

Collectives are focused learning intensives that take the best practices to make more & better disciples by creating the healthiest environments possible.

• Activate your vision through individualized coaching.
• Assess your framework to cultivate a movement of disciples and healthy churches by interacting with other members of the Collective.
• Apply principles in designing an action plan to implement in your context

Reason #1: Start 2018 strong

Finish 2017 in a forward looking way. Calibrate your ministry by assessing what you are doing to multiply disciples and churches. Put plan in place to start 2018 with a clear plan.

Reason #2: Raise your awareness

Learn from seasoned leaders. Consider what others are doing without a prescriptive approach. The four group sessions will give you the opportunity to interact with practitioners and then de-brief in the six coaching sessions to allow you process how the principles can be adapted to your context.

Reason #3: Take action

Allow the Lord to speak into your vision. Collectives create space for leaders to discern the voice of the Holy Spirit. When you have a new direction, thought or nuance that you wan to act on, the power of the coaching relationship will help you take action.

• Read more about the Collectives.
• Registration closes on November 10, 2017.
• Please e-mail direct with questions.

What is the purpose of a Collective?

Collectives are focused learning intensives that focus on the best practices to make more & better disciples by creating the healthiest environments possible.

• Activate your vision through individualized coaching.
• Assess your framework to cultivate a movement of disciples and healthy churches by interacting with other members of the Collective.
• Apply principles in designing an action plan to implement in your context.

Who are the Collectives going to impact most?

Disciplemaking Collective

• Micro-Church Planters
  • I’ve put a lot of thought into this one. The Disciplemaking Collective is ideal for the leader of a disciple-making movement with the goal of rapid reproduction. Daniel B has been instrumental in establishing over 400 Discovery Bible Studies in five years; catalyzing a movement of disciples, making disciples.

Church Multiplication Collective

• Regional leaders within denominational systems/networks
  • From my perspective, the most challenging role within the church hierarchy is the regional leader. Why? The regional leader leads exclusively through influence (in many networks). Perhaps a close second is the national leader who is charged to leverage influence through the regional leaders; but the conduit to get anything done is the regional leader

What is unique about the Collectives?

• We’ll discuss the principles.for disciplemaking and church multiplication.
• We’ll lean from the experienced, seasoned practitioners.
• We’ll learn in a coach-facilitated conversation vs. an information download.

Why would I join one?

1. The timing is right: Start 2018 with a plan.
2. The community is right: Focused leaders intent on the same goal.
3. The cost is right: Over the 6 months of the Collective, it comes to $5/day.

If not you – who?

• This is a great opportunity if you have a disciplemaking or church multiplication ministry focus. There may also be leaders in your circle of influence that need what Collectives have to offer. Please share this blog with them and ask/challenge then to consider a Collective.

How are you preparing for 2018?

Over the last 30+ years I’ve discovered the power of coaching leaders to help them succeed.  Leaders thrive when the learn in communities. Allowing leaders to focus on a shared issue within a group of like-minded individuals combines the power of one-on-one coaching with the strength of a learning community.

InFocus is launching two 6-month-long Collectives that are designed to allow leaders to activate, assess, and apply what they learn in their ministries. The Collectives will focus on how leaders should respond in moments of chaos and uncertainty, guiding leaders through the decisions that drive their visions.

The Collectives are focused on:

• Church Planting & Multiplication: best suited for regional leaders responsible for the health & growth of multiple congregations
• Disciplemaking: best suited for pastors/church planters

How are you preparing for 2018?  Who do you know that needs the support of a Collective?  Registration ends November 10, 2017 for this round of Collectives.  

The best reason I suggest you to participate in a Collective, is not:

• the power of coaching
• the power of a focused learning communities.

No, the best reason that I would give is the profound impact God has made through the ministries of my co-presenters who are multiplying leaders (read Multiply).

Church Multiplication Collective

• Tim Vink – Level 4-5 leader
  • Stewarded the Reformed Church of America movement from 3% to 14% of churches reproducing since 2005.

Disciple-Making Collective

• Daniel B – missionary that has catalyzed 400+ Discovery Bible studies with his team
  • Has helped train over 500 church planters in disciple-making strategies worldwide.

Allowing leaders to focus on a shared issue within a group of like-minded individuals, combines the power of one-on-one coaching with the strength of a learning community.

If you have not yet registered yet I would like to encourage you to seriously consider taking that next step. Registration ends November 10, 2017 for this round of Collectives. Below is the schedule with times listed in the links below:  

• Session #1: Nov 13, 2017
• Session #2: Dec 4, 2017
• Session #3: Jan 9, 2018
• Session #4: Feb 5, 20178

Please e-mail InFocus if you have specific questions about taking the next step to register.

See Church Multiplication Collective to register.

See Disciple-Making Collective to register.

I was coaching a leader recently and asked him what he is learning about himself. He paused, then shared:

I am learning the importance of taking time to slow down, reflect and see the progress I’ve made.

It is interesting, the more we “advance” as a species, the more we seem to need time and space to reflect.

Further, he went on to say:

Our coaching time together is the only time I slow down and reflect.

Why do you think that this is the case?

My hunch is that our fast-paced society is not conducive to slowing down and reflection.  I can use all sorts of excuses, but I hold to the truth, the things I value are the things I actually do!  One of my goals is to re-think my rythms for 2018.

Here is a helpful resource to learn how to manage the internal urges that we all have, to stay busy and in a non-reflective state.  The Emotional Intelligence profile will give you and those you coach a starting point on addressing this important area.  I’ve used this assessment on numerous occasions and it oftentimes kick-start a fruitful conversation on ways to be more self-aware to the need to be more reflective.

Check out InFocus Collectives 2018:

Collectives create the time and space for leaders to slow down, reflect – then arrive at new ways of thinking and doing.

• Church Multiplication Collective 
• Disciple-making Collective

10% discount for registrations prior to January 1, 2018

I like the statement, “First things First” coined by Stephen Covey. The intent is to ensure that the most important things get done first. Why is this important? Because other important, and urgent issues, get in the way.

Imagine if you were to give attention to the things that matter most in 2018. What difference would that make… for you? the people you love? the people you lead? the community you serve? the world?

Too often I get caught up in the business of life and the tasks of work, and lose site of the main thing.

Here is a very common situation around this time of year. The dust is beginning to settle on those resolutions made on January 1. Exercise is a classic. I notice more cars in the parking spaces at the gym in January, more people riding bikes and jogging. When we hit February the numbers begin to drop. By March and April, it is back to the norm. Why is that?

I suggest it is Mission Drift. Mission Drift is that very natural phenomenon that occurs when a new habit is being formed. There is that initial euphoria that exercise provides. After a few weeks, the realization sinks in – “this is hard work!”

How can we as Christian leaders stay focused on the main thing. Three questions to ask yourself to prioritize Disciplemaking:

1. What shifts do I need to make in my behavior to line-up with my values?
2. Who can I connect with for support?
3. Where can I acquire the skills and refine my process?

Here is an opportunity to keep discipelemaking in Quadrant II – Important & NOT Urgent.  Learn about the Disciplemaking Collective that begins this April. The Collective will be a great place for you to connect with on on the same journey to stay On Mission. The Disciplemaking Coaching Guide & Storyboard are the resources we will use.

Please send any questions that you have about the Disciplemaking Collective by clicking here.

Developing followers of Christ is like two rails of a train track. First, disciplemaking is the strategic side of helping a person follow Jesus. Second, coaching is the relational side of helping a person follow Jesus.

Coaching has evolved from an intuitive activity to a science. Discipleship sits in a similar continuum with “organic” and “programmic” approaches to spiritual strategy offering different perspectives on relational development. Combining effective coaching with a sound approach to discipleship often yields amazing results, with many individuals guided by this philosophy ultimately developing into followers of Jesus.

After listening to many leaders over the course of my career, I have discovered that coaching and disciplemaking perfectly complement one another.

What does it take to become a Disciplemaking Coach?

Listening to the Holy Spirit and asking powerful, thought provoking questions is central to the Disciplemaking Coach. 

Here are two rails the Disciplemaking Coach rides:

1. The Developmental Rail

The Disciplemaking Rail using the Storyboard  – the developmental path a person navigates on the discipleship journey.

2. The Coaching Rail

The Coaching Rail using the 5Rs – the path a coach travels as they interact with a disciple(s).

Recently, my family and I were sharing a meal with some new friends. The question of spirituality came up. My natural urge to offer my perspectives was managed by my more powerful desire to help these new friends take the next step on their spiritual pilgrimage to Jesus. Instead of sharing my nuggets of gold, I listened and asked questions. By allowing our friends space to discover the truth of Jesus for themselves, the conversation resulted in an invitation to another meal, where we will continue to explore the questions that matter most.

The Disciplemaking Collective is designed to give attention to both rails by providing:

1. Real-time learning to help you navigate the developmental path a person travels on their discipleship journey

2. Coach-skill development based on a Online Coach Assessment you administer with at least one disciple you have coached in the past.

Save the date! Please block-out 55 minutes on March 5 @ 2:30pm PST/5:30pm EST in your calendars for this important informational webinar to learn more about the Disciplemaking Collective. 

Thank you for your commitment to make more & better disciples; by creating the healthiest church environments possible.

What is the difference?

In his book Sending Well, Dino Senesi differentiates the unique ways coaches and mentors, or consultants, operate: Coaches “Draw Out” while Mentors “Pour In”.

If you find your-self desiring to help disciples, or disciplemakers you are coaching by “drawing out” the best path forward, then you might want to explore the upcoming Disciplemaking Collective.

We will give you a sneak-peak of what to expect in the Disciplemaking Collective, meet the Disciplemaking Collective Training Team and have a chance to interact on the questions you need answered.

Disciplemaking Collective Overview WEBINAR

Can you block-out 35 minutes on March 5 @ 2:30pm PST/5:30pm EST for this important FREE informational webinar to learn more about the Disciplemaking Collective?

Please register here to confirm your spot and write “Disciplemaking Collective Overview” in the Message box. Click Disciplemaking Collective Overview Login to enter the webinar.

Thank you for your continued passion and commitment to developing the healthiest, disciple-making movements possible. We’re looking forward to supporting you in every way we can.

The Disciplemaking Coaching Collective Training Team!

Gary Reinecke – Church Health Coach Facilitator

Daniel Bethel – Missionary & Disciple-Making Catalyst

Leaders want to know what is different about coaching.

I was asked this question recently and I gave my standard answers – click here.  I like the illustration of wearing hats. When I am using a coach approach I have my “coaching hat” on. But when the focus shifts to another approach like counselor, adviser, teacher or mentor; I should be aware the leader may not see the shift they are asking me to make OR, that they may need help finding the assistance they really need OR, explain that I am willing to switch my “coaching” hat for some other hat.

The clearer we can be, the more confident people become when the shift occurs during a conversation. This is especially helpful when using a coach approach in disciplemaking and church planting/multiplication to avoid confusion, for the coach and the person being coached. I found the chart illustrated in Sending Well: A Field Guide to Great Church Planter Coaching by Dino Sinesi – to be extremely helpful to make the distinctions between coaching and other people-helping approaches. He breaks down the different roles in three categories: Function, Key Word & Scripture.

Here are the Roles with the Function and Key Word describing the outcome each role provides:

• Counselor: ER Doctor – Relief
• Advisor: Auto Mechanic – Solutions
• Teacher: Librarian – Information
• Mentor: Personal Trainer – Imitation
• Coach: Taxi Driver – Service

Reflect on these for a moment.

Below are three questions to help you clarify what approach is needed, and if you need to change your “coaching hat”…

1. What kind of assistance is the leader/team asking for in this moment?
2. Are you the best person to provide that type of help?
3. If not, how can you help them find it?

What lesson can we learn from the best coaches in the world?

What do world-class; truly world-class coaches do that set them apart?

Let’s take a look at the world of professional sports and assess what coaches at the highest level do that translates into the ministry coaching. For instance, one of the most successful football coaches in European club football is Zinedane Zidane of Real Madrid. Not only was he one of football’s greatest players of his generation; but now is approaching his team’s third European Championship – in a row. A feat that has only been achieved by Bayern Munich from 1974-1976.

For our purposes, what can we extract from what Zidane does that applies to how we approach coaching disciplemakers and leaders?

First, Zidane understands the game.

Second, he knows his players.

Third, Zidane makes the right decisions at the right time.

I realize that I am making a leap to suggest that coaching in the sport’s context can cross-over to coaching in a ministry context. But aren’t these worth consideration?

Let’s take that first one today – Understands the game. Zidane knows what, how and when to makes adjustments so that his teams score, defend and close-out games. What you also sense from Zidane is, he knows how to handle defeat.

For instance, last week Real Madrird played Bayern Munich in the European Cup Semi-Final in a home and away series. In the first leg in Munich, Real Madrid went one goal down early in the match. Zidane made changes to the squad and they fought back, away from home and won the match, 2-1. In the home series it was Real Madrid that proved their superiority once again with a convincing win, thanks to a critical mistake from Bayern’s goalkeeper.

When coaching disciplemakers and leaders, it is imperative we understand the “game”. What I am suggesting is that we must understand the process of making a disciple; and the process of developing a leader; so that we will know how to help people:

• make adjustments 
• do what is required to advance
• handle set-backs.

These are just some of the complexities of the “game” that we are asked to play as we coach disciplemakers & leaders.

Here are three questions for your reflection:

1. What developmental process (disciplemaking & leader development) has worked for you in the past?
2. How do you engage people in a developmental process?
3. What would make the process reproducible?

I have found the two coaching resources below helpful to define the pathway for disciplemaking & leader development:

1. Making Disciples Storyboard
2. Leadership Multiplication Pathway

What lesson can we learn from the best coaches in the world?

What do world-class; truly world-class coaches do that set them apart?

Let’s take a look at the world of professional sports and assess what coaches at the highest level do that translates into the ministyr world. For instance, take one of the most successful football coaches in European club football – Zinedane Zedane. Not only was he one of football’s greatest players of his generation; but now is approaching his team’s third European Championship in a row. A feat that has only been achieved by Bayern Munich from 1974-1976.

For our purposes, what can we extract from what Zedane does that applies to how we approach disciplemaking and leader development?

First, Zedane understands the game.

Second, he knows his players.

Third, Zedane makes the right decisions at the right time.

I realize that I am making a leap to suggest that coaching in the sport’s context can have some relevance for coaching in a ministry context; but these are worth consideration.

Let’s take that second one today – Zedane knows his players. He knows their personality, strengths and weaknesses, what motivates and demotivates, how and when to challenge. What you also sense from Zedane is, he knows how hard to challenge to get the very best from his team.

When coaching disciplemaker and leaders, it is imperative that we know the people we are empowering. What I am suggesting is that we must know what makes a disciplemaker “tick” and how to help leader’s take that difficult next step in their development. Specifically a coach must know their:

• Personality
• Strengths and Weaknesses
• Motivator and De-motivators

These are just some of the complexities of the human beings that we are called to coach to make disciples and leaders.

Here are three questions for your reflection:

1. What are the personality traits of the people you coach (for disciplemaking & leader development)?
2. How do you challenge different people, differently?
3. How do you motivate different people, differently?

Here are two coaching resources I have found helpful to help coach introverts and extroverts:

Coaching Introverts

Coaching Extroverts

What lesson can we learn from the best coaches in the world?

What do world-class; truly world-class coaches do that set them apart?

Let’s take a look at the world of professional sports and assess what coaches at the highest level do that translates into the ministry world. For instance, take one of the most successful football coaches in European club football – Zinedane Zedane. Not only was he one of football’s greatest players of his generation; but now is approaching his team’s third European Championship in a row. A feat that has only been achieved by Bayern Munich from 1974-1976.

For our purposes, what can we extract from what Zedane does and apply that to how we approach disciplemaking and leader development?

First, Zedane understands the game.

Second, he knows his players.

Third, Zedane makes the right decisions at the right time.

I realize that I am making a leap to suggest that coaching in the sport’s context can have some relevance for coaching in a ministry context; but these are worth consideration.

Let’s take that third one today – Zedane makes the right decisions at the right time.

His knowledge of the game and innate understanding of his players feeds his masterful ability to make decisions that will advance his team odds of winning. Through a couple of key substitutions in the first leg of the semi-final against Bayern Munich, early in the game, the flow of the game changed. They were able to shore up their defense, build up play from the back, advance through the midfield and eventually score. This was not an accident, this was the result of a tactical change made by their coach, Zinedane Zedane.

This Saturday, May 26 we will see how Zedane matches up against his Liverpool counterpart, Jurgen Klopp (see COACHABILITY TRAIT #3 – SMART blog entry). Two extremely knowledgeable football minds with different approaches to the game. Zenedane makes tactical decisions during the flow of the game and Klopp is capable of making adjustments but is unable to alter his approach – all out attacking football. Mind you, this will be a clash of two similar but very distinct styles of play. Should be an exciting match.

What can we learn from Zedane as it relates to coaching in a ministry context? When coaching disciplemakers and leaders, it is imperative that we know when to allow the person to figure the problem out on their own vs. “fixing” or solving the problem for them. When a coach jumps in and fixes the problem it communicates: “I am smarter” than the person they are coaching. This strokes the ego of the leader and in most cases, undermines the development of the person and ultimately, dis-empowers them. But when the coach allows the person the time to reflect, expand their awareness and arrive at their own solutions, people tend to:

• Feel Empowered
• Own the Issue
• Take Action.

These are just some of the benefits of taking a coach approach with people you develop.

Here are three questions for your reflection:

• What has happened when you allow people time to process their thinking and arrive at their own solutions?
• What has happened when you have stepped-in to offer your solution?
• Which approach is more empowering?

Here are three coaching resources I have found helpful to increase your effectiveness as you coach a person to enhance their problem solving abilities: 

• Problem Solving Skill Builder 
• Problem Solving Storyboard 
• Problem Solving Profile 

Missiologist, Ed Stetzer concludes:

“Church planters who meet with a mentor or coach plant larger and more effective churches than those who do not.” 

Think back for a moment. When you have succeeded, fulfilled the mission or “hit the ball out of the park”; what was required?

• Hard work – for sure!
• Discipline – yes!
• Modeling – always!
• Expert advice – you bet!
• Relational support – absolutely!

When I was in high school, all of those played a role in developing my soccer game. I trained hard, both on my own and with the teams that I played. I watched what I ate and made sure I had enough sleep. I mimicked moves of the players I admired. I listened intently to experienced pros. And I had people that I looked to for relational support. It paid off in high school and eventually led to a college scholarship at a nationally ranked, Division I school – San Diego State University.

These same qualities: hard work, discipline, modeling, advice and support are necessary for church planters.

The Church Planting Collective provides an environment where these qualities are nurtured.

Who do you know that would benefit from, and contribute to a Church Planting Collective ?

Here is the Fall schedule for the group sessions*:

• Session #1: September 10, 2018
• Session #2: October 8, 2018
• Session #3: November 5, 2018
• Session #4: December 3, 2018

*All times are: Mondays @ 3:30pm PST (4:30pm MST/5:30pm CST/6:30pm EST)

Attend a free webinar to hear an overview of the Church Planting Collective. Please indicate your availability by clicking here so that we can schedule the best time to meet as a group. Look forward to connecting with you!

Here are some related resources below:

PARENT CHURCH PLANTING STORYBOARD

PARENT CHURCH PLANTING COACHING GUIDE

Chances are, if you are reading this blog – you have been coaching leaders for a while. You probably have a designated space for coaching appointments either in your office, or a quiet place in your home or your favorite “third” space e.g. Starbucks. You might be a pastor, church planter or denominational leader. Where-ever you meet with people or conference by phone; eliminating distractions is paramount.

Here are some common distractions that people endure during a typical workday:

• e-mail
• phone calls
• people interruptions
• multi-tasking (self-inflicted)
• mind-wandering

The list goes on and on, but the environments in which we coach either enrich or detract from our ability to focus. Reality is, distractions are costly: Length of Distraction + 23 minutes & 15 seconds = True Length of Distraction. All well and good. But what can you and I do to combat & win the battle over distractions:

1. Create an uncluttered, “conversational” environment.

2. Shut-down devises – not in use.

3. Communicate to pertinent people (administrative assistant/family members/colleagues) your coaching hours.

4. Stop multitasking – you are not as productive as you think!  See How Distractions At Work Take Up More Time Than You Think.

5. Be present: there are many ways to do this. One way I’ve found helpful is a standing desk with a wooden, adjustable stool – see image above. Standing gives me the flexibility to walk around or shift my weight. A wooden stool is not built for comfort and forces me to stay alert! And is good for my back.

These are just a couple of tips to stay engaged during a coaching conversation. What suggestions do you have? Please share your wisdom below – I would love to hear your thoughts.

InFocus is launching it’s first Developing Coaching Excellence Collective to give you an opportunity to sharpen your coaching skills. This is uniquely designed to assist leaders who coach disciplemakers and church planter/multiplication leaders. In addition, since certification is a priority for some, the 10 hours are applicable to the International Coach Federation credentials including the

• Associate Certified Coach (ACC),
• Professional Certified Coach (PCC)
• Master Certified Coach (MCC).

If this is a need you have and would like more information, please click here.

What is one action you will take today to minimize distractions to focus?

Here are a couple of related resources to develop your coaching excellence!

Coaching Skill Builder

Coaching Effectiveness Profile