Are People On Your Team “Quiet Quitting?”

Hey! If you’ve not checked out all the new free resources on the site, start here: https://gavinadams.com/leadership-coaching/

In this new post, let’s talk about QUIET QUITTING.

Have you heard of this? If not, you need to because people on your team are doing it now, and you may be, too.

Ask Your Team Better Questions to Reinforce Better Behaviors

Your staff and volunteer culture may be the most crucial aspect of your organization.

That’s what Peter Drucker believed. When he said, “Culture eats strategy for breakfast,” he believed that your values, beliefs, and norms drive behaviors. As strategy, model, systems, and methods are behavioral, your culture ultimately determines if your model is followed.

I’ve seen this play out in my leadership journey time and again.

One of two things happen in organizations:

1. Values Remain: Well-defined values that are consistently reinforced keep desired behaviors in place. How people work and act remains consistent with the values.

2. Values Drift: The other option is the inverse. At a minimum, every organization has values written on the wall, on their website, or printed in a brochure. But if these values aren’t consistently reinforced, the associated behaviors give way to personal and natural behaviors. Worse, these new and potentially undesirable behaviors begin an inversed process, creating new (and unwritten) values, beliefs, and norms.

It’s simple, really.

Values create beliefs that drive behaviors. Since behaviors are more tangible, the values remain in place when they are reinforced. When behaviors are not reinforced, new behaviors form and eventually establish new beliefs and values.

Reinforcing desired behaviors is the secret to keeping your desired culture in place.

In this NEW POST, I give you a simple exercise you can do in your organization to test the values to behaviors connection.

You Should Be In More Meetings!

No leader is looking for more meetings to attend, but if you’re not holding these three meetings, you’ll lack the relational influence to lead well.

In this NEW POST, I unpack the three most critical meetings every leader should have to grow relational influence.

ALSO… if you’ve not downloaded the FREE e-book (How Management Slowly Destroys Leadership) or watched the FREE leadership video resource on my site, be sure to check it out: https://gavinadams.com/leadership-coaching/

7 Steps to Get the Full Story from Your Staff (Or Most of It)

Have you ever heard of “skip-level meetings?”

A leader and friend told me about this practice a decade ago and it unlocked some of my most important organizational insights.

In this NEW POST, I outline the 7 steps you must take to implement this learning practice.

More, I give you the exact questions I ask in these skip-level meetings.

I hope you can implement this practice in your organization!

ONE MORE THING: I have one opening in my portfolio for a consulting relationship. Here’s what I offer with this service:

Leadership Coaching Partnership: An exceptional coaching partnership should be mutually beneficial. I use the word “partnership” on purpose, as I desire to become more than a strategic coach, but a friend, supporter, and encourager of you and the organization you serve. The Leadership Coaching Partnership includes digital coaching sessions and on-site experiences.

If you’d like to learn more about this opportunity, please respond to this email. Thanks.

4 Strategies to Read People to Better Lead People

Wouldn’t it be easier if your staff learned how to best work with your personality rather than you trying to learn how to work with each of their personalities? This thought has crossed my mind more than I’d like to admit. When you lead a team, you lead a diverse group of personalities. You’ve probably […]

How to Determine Your Church Staff Size

How do you determine your church staff size?

This staffing complication has only gotten more complicated in the past few years. How you determine your staff size may determine more about your church’s future than you think.

When I first began leading in the church, we thought about staff size as a ratio of physical attendance. That was the predominant approach, and for the most part, it worked.

Enter the pandemic and the accelerated trends every church has experienced! No church leader can use this antiquated staffing solution in isolation.

In this NEW POST, I outline a better approach to determine the size of your staff.

If you know any church leader who needs to read this, please pass it along. Also, I’m going to spend some more time this month talking about staffing in the church, so be sure you and your friends subscribe to stay connected to this conversation.

How to Execute a Strategic Plan at Your Church – Crafting the Plan

Too many leaders attempt strategic planning without fully considering their past and present circumstances.

As I’ve said in the past several posts, the better (and more honestly) we evaluate who we are and where we are, the better we’ll be able to define a strategy that moves us to where we want to be.

In this NEW POST, we move along from Defining Reality and Position” to step two: Develop a strategy

If you need to better understand strategic planning, I hope these articles help.

How to Execute a Strategic Plan at Your Church – Where Are We, Really?

If you want to execute an actionable strategic plan, you need a practical process. 

Effective strategic plans do not just present where you want to go – they begin with a complete understanding of where you are. And who you are.

That’s the goal of the first segment of strategic planning. And it ends with a reality check.

In this NEW POST, we’ll finish out the “Determine position and reality” portion of our strategic plan.

How to Execute a Strategic Plan at Your Church – The One Unifying Question?

All actionable and pragmatic strategic plans follow a similar process:

1. Determine position and reality
2. Develop a strategy
3. Design the tactics
4. Measure the progress

Part of the first step is to ask the ONE that defines our strategic true north while creating unity within the organization.

In this post, I give you that ONE KEY QUESTION.

How to Execute a Strategic Plan at Your Church – Differentiation

Have you ever heard or used the term “Points of Differentiation?”

Differentiation is what makes you, you. Differentiation is essential to your brand, product mix, and market positioning. It’s also part of your culture.

When you are working on a strategic plan, determining your position and reality requires you defining your differentiation.

You don’t want to lose it when you plan for the future. The opposite, in fact – you want to leverage it!

How do you define your points of differentiation? In this NEW POST, I give you 8 questions to get your started.