Transcript Document

Organizational Values
Association Summit
Southwestern Seminary
Fort Worth, Texas
The Malphurs Group
Aubrey Malphurs, Ph.D.
•Pastor of three churches
•Professor at Dallas Seminary
•President of the Malphurs Group
•Author
Web site: www.malphursgroup.com
The Leadership Connection
This Malphurs Group
We specialize in strategic envisioning.
We train and lead in two contexts:
• Onsite consulting-we lead
• Offsite training-we train you to lead
• Combination of the two
Contact us [email protected]
malphursgroup.com
Context for Values
STRATEGIC ENVISIONING PROCESS
1. Preparation
2. Process
•Core Values
•Mission Development
•Vision Development
•Strategy Development
3. Practice
Context for Values
ACTUAL PROCESS
•Core Values
•Mission Development
•Vision Development
•Strategy Development
A Process Overview
PROCESS VS. PRODUCT
•Product-the organization’s unique,
individual model
•Process-how one arrives at that
model
The Danger: Franchising!
The Strategic Envisioning Process
I will cover this process at the meeting
of the SBC associations in Tampa, FL,
on February 11.
Host: Ed Gillman
Books on Values
•Values-driven Leadership (Baker)
•Advanced Strategic Planning (Baker)
•Ministry Nuts and Bolts (Kregel)
This Session on Values
In this session you will:
•Discover 7 reasons why values are
important
•Learn the definition of a value
•Learn the definition of a core value
•Identify 6 kinds of values.
•Learn 6 ways to discover your values
A Values Overview
•Theology of Values
•Importance of Values
•Definition of Values
•Kinds of Values
•Discovery of Values
•Definition of Values
•Development of Values
Values Discovery Question
Fundamental question: Why do you do
what you do?
Theology of Values
1. The Bible addresses values from
cover to cover.
2. It specifically addresses the church’s
core values in Acts 2:41-47.
3. Luke seems to point out five essential
functions that are also values of a biblically balanced, spiritually healthy church*
Theology of Values
JERUSALEM CHURCH
Five Essential Core Values
1. Evangelism (Ac. 2:41, 47)
2. Bible doctrine (Acts 2:42)
3. Fellowship (Acts 2:42, 44, 45, 46)
4. Worship (Acts 2:42, 43, 46, 47)
5. Ministry/service (Acts 2:44-45)
Importance of Values
“The most important single element
of any corporate, congregational, or
denominational culture, however, is
the value system.”
Lyle Schaller, Getting Things Done, p. 152
Importance of Values
“Twenty-first century leaders no longer lead
from the authority of their position, but by an
ability to articulate a clear direction for and
the core values of their congregation.”
Bill Hybels and Ken Blanchard
Importance of Values
•Determine ministry distinctives.
•Dictate personal involvement.
•Communicate what’s important.
•Influence overall behavior.
•Inspire people to action.
•Enhance credible leadership.
•Shape ministry character.
•Foundational to the mission and vision.
•Determines organizational identity.*
Importance of Values
ORGANIZATIONAL IDENTITY
• Core values are the essence of an
organization’s identity.
• They are vital to what it’s all about.
• They make up its essential DNA.
• They answer the question, Who are
you?
Importance of Values
ORGANIZATIONAL CULTURE
• Core values are the primary ingredient
of an organization’s culture.
• Knowing your core values is key to
understanding your organization’s
culture.
Definition of Values
WHAT ARE VALUES?
The beliefs that drive the ministry.
Definition of Values
WHAT ARE CORE VALUES?
The constant, passionate core beliefs
that drive the ministry.
Definition of Values
Core Values drive and shape the
ministry:
1. Make decisions
2. Predict organizational behavior
3. Set goals
4. Establish priorities
5. Set the tone and direction
6. Make policy
Definition of Values
“Strength comes from having a clear set
of beliefs that you are willing to fight for
every day.”
John Edwards former U.S. senator from South Carolina
Definition of Values
Core values drive and thus guide and
direct the ministry. They deeply shape
every aspect of life at the ministry
regardless its size, complexity, or age.
Definition of Values
• The question isn’t do we have values,
but which values go deep and really,
truly guide what we do?
• Many organizations now have values
statements. However, they often have
only a minimal effect on what they do.
Definition of Values
1. Most organizations are on a journey
toward some destination (mission-vision).
2. The organization’s core values guide and
drive it toward that destination.
3. If the organization is off course on its
journey, the problem is with its values
(values aren’t in alignment with the
mission-vision).
Definition of Values
4. The values will guide the ministry toward
some destination, but it may not be the
its desired destination (missionvision). Cf. Power of a Value Chart.
5. The solution is to change the values or
the stated mission-vision.
Definition of Values
Values Identification
1. Functions (timeless), not forms (timely)
2. Ends, not means to ends
3. Explain why you do what you do
(Example: Community vs. Small groups)
Kinds of Values
•Conscious vs. unconscious values.
•Shared vs. unshared values.*
Kinds of Values
Shared values means that your people
agree on the definition as well as the
importance of your values. Thus, you will
need to take time to carefully define your
values if they are to be shared.
Kinds of Values
ADVANTAGES OF SHARED VALUES
•Greater commitment to organization
•Reduced conflict
•More positive work attitude
•Greater job satisfaction
Jennifer A. Chatman
Kinds of Values
•Conscious vs. unconscious values.
•Shared vs. unshared values.
•Personal vs. organization’s values.
Kinds of Values
•Conscious vs. unconscious values.
•Shared vs. unshared values.
•Personal vs. organization’s values.
•Actual vs. aspirational values.*
Kinds of Values
Who’s values?
•Excellence
•Respect
•Communication
•Integrity
Kinds of Values
Enron Company Values
•Excellence
•Respect
•Communication
•Integrity
2000 Annual Report
Kinds of Values
Actual vs. Aspirational
•Actual-values you own and practice.
They’re deeply felt and affect everything
you do every day of the week.
Ask: Where’s the evidence?
••
•Aspirational-values you
believe that
you need in order to obey God.
Kinds of Values
•Conscious vs. unconscious values.
•Shared vs. unshared values.
•Personal vs. organizational values.
•Actual vs. aspirational values.
•Strong vs. weak values.
Kinds of Values
Strong vs. Weak Values
•Strong-widely shared and deeply held.
•Weak-narrowly shared and not deeply held.
Jennifer A. Chatman
Kinds of Values
•Conscious vs. unconscious values.
•Shared vs. unshared values.
•Personal vs. organizational values.
•Actual vs. aspirational values.
•Strong vs. weak values.
•Single versus multiple values.*
*Power of a value
THE POWER OF A VALUE
Evangelical Churches
Unifying
Value
Doctrine
Evangelism
Worship
Fellowship
THE POWER OF A VALUE
Evangelical Churches
Role of
Pastor
Role of
People
Primary
purpose
Typical
Tool
Desired
Result
THE POWER OF A VALUE
Evangelical Churches
Unifying
Value
Role of
Pastor
Role of
People
Primary
purpose
Typical
Tool
Desired
Result
Doctrine
Teacher
Students
To Know
Sermon
Outline
Educated
Christians
THE POWER OF A VALUE
Evangelical Churches
Unifying
Value
Role of
Pastor
Role of
People
Primary
purpose
Typical
Tool
Desired
Result
Doctrine
Teacher
Students
To Know
Sermon
Outline
Educated
Christians
Evangelism
Evangelist
Bringers
To Save
Altar Call
Born-Again
Persons
THE POWER OF A VALUE
Evangelical Churches
Unifying
Value
Role of
Pastor
Role of
People
Primary
purpose
Typical
Tool
Desired
Result
Doctrine
Teacher
Students
To Know
Sermon
Outline
Educated
Christians
Evangelism
Evangelist
Bringers
To Save
Altar Call
Born-Again
Persons
Worship
Worshipper
Worshippers
To Exalt
Handheld
Mike
Committed
Christians
THE POWER OF A VALUE
Evangelical Churches
Unifying
Value
Role of
Pastor
Role of
People
Primary
purpose
Typical
Tool
Desired
Result
Doctrine
Teacher
Students
To Know
Sermon
Outline
Educated
Christians
Evangelism
Evangelist
Bringers
To Save
Altar Call
Born-Again
Persons
Worship
Worshipper
Worshippers
To Exalt
Handheld
Mike
Committed
Christians
Fellowship
Chaplain
Siblings
To Belong
Potluck
Secure
Christians
Discovering Values
The kind of ministry organization that you
have depends on your values!
Discovering Values
1. Who discovers the values?
2. How do they discover values?
Discovering Values
WHO DISCOVERS THE VALUES?
The key players in your ministry
The Strategic Leadership Team
(E.F. Hutton people)
Discovering Values
HOW DO YOU DISCOVER THE VALUES?
1st. Discover your actual values.
•Personal ministry values
•Organizational ministry values
2nd. Determine your aspirational values.
Discovering Values
DISCOVER ACTUAL CORE VALUES
Personal
1. Write out your values (“cold turkey”).
2. Take a personal values audit.
(Two examples: The Jerusalem Church
Discovering Values
DISCOVER ACTUAL CORE VALUES
Organizational
1. Take an organizational core values audit.
2. Identify any unique-to-the-ministry values.
3. Identify any single driving value.
4. Use the storyboard process.
5. Collect and read other ministry’s values.
6.
Examine
the ministry’s
(Two
examples:
The budget.
Jerusalem Church
7. Who are its heroes?
8. What beliefs are you willing to fight for?
Discovering Actual Values
1. Take the Organizational Core Values Audit.
2. Identify any unique-to-the-ministry values.
(Two examples: The Jerusalem Church
Identify Unique-to-the-Ministry Values
In addition to your values audit, answer
the following questions:
1. What is unique about your ministry?
2. What makes it different from all other
ministries in the area?
3. What attracts clients/churches?
4. Why would people bypass other
ministries
to use your
(Two
examples:
The services?
Jerusalem Church
5. Why are you a part of this ministry?
Identify Unique-to-the-Church Values
SOME ANSWERS
A Christian Self-Image
You can have a positive self-image, not because
of who you are in yourself, but because of what
God has done for you in Jesus Christ.
Fellowship Bible Church, Dallas, TX
(Two examples: The Jerusalem Church
Identify Unique-to-the-Church Values
SOME ANSWERS
Lost People Matter to God
We believe that lost people matter to God, and,
therefore, ought to matter to us.
Willow Creek Community Church, Chicago, IL
(Two examples: The Jerusalem Church
Identify Unique-to-the-Church Values
SOME ANSWERS
Ministry to People
We believe that ministry to people is more
important than buildings.
Heritage Church, Moultrie, GA
(Two examples: The Jerusalem Church
Identify Unique-to-the-Church Values
SOME ANSWERS
Creativity
Fellowship Church, Grapevine, TX
(Two examples: The Jerusalem Church
Discovering Actual Values
1. Take the Organizational Core Values
Audit.
1. Identify any unique-to-the-ministry values.
2. Identify a single, driving value.
4. Conduct a storyboarding session.*
(Two examples: The Jerusalem Church
Discovering Values
STORYBOARD GUIDELINES
•Suspend all judgment.
•Quantity, not quality.
•Please, no speeches.
•No killer phrases.
Discovering Values
STORYBOARD GUIDELINES
•Use your judgment.
•Quality, not quantity.
•You can make a speech.
•No killer phrases.
Discovering Values
DISCOVER ACTUAL CORE VALUES
Organizational
Limit to 6 core actual values!
Discovering Values
DISCOVER ACTUAL CORE VALUES
Based on these actual core values:
1. Rate each value as to whether it is
inward or outward focused.
2. Which are inward focused?
3. Which are outward focused?
Discovering Values
DISCOVER ACTUAL CORE VALUES
Optional
Discover your negative personal and
organizational core values?
Discovering Values
DISCOVER ACTUAL CORE VALUES
Reflection
Based on these actual core values:
1. Who are you? What is your identity?
2. Do you now understand much of why
you do what you do?
3. These values are taking you somewhere-toward a mission. Where or what
is that?
Discovering Values
DISCOVER ACTUAL CORE VALUES
Reflection
•Do your personal values align with those
of the ministry? If not, what can you do?
•You have four options:
-Change your values.
-Change the ministry’s values (time).
-Find a ministry that shares your values
-Start a new ministry (“cold start”).
Discovering Values
DETERMINE ASPIRATIONAL CORE VALUES
1. The danger of including them*
2. The discovery of them*
3. The listing of them*
Discovering Values
DETERMINE ASPIRATIONAL CORE VALUES
The Danger of Including Them
Risks organizational cynicism, alienation, loss of
credibility, etc.
Discovering Values
DETERMINE ASPIRATIONAL CORE VALUES
The Discovery of Them
Discovering Values
DETERMINE ASPIRATIONAL CORE VALUES
1. Compare your actual values to those of a
healthy ministry/church (E.g., Jerusalem-Acts 2)
Jerusalem Church
CORE VALUES
•We value teaching (Acts 2:42).
•We value fellowship (Acts 2:42, 44-46).
•We value worship (Acts 2:47).
•We value evangelism (Acts 2:47).
•We value service (Acts 2:44-45)
Discovering Values
DETERMINE ASPIRATIONAL CORE VALUES
1. Compare your actual values to those of
a healthy organization (E.g., Jerusalem-Acts 2)
2. Determine what’s missing.
3. Limit to 2 values (total of 8).
Discovering Values
REVIEW
1. Discover your actual and aspirational core
values (distinguish between them).
2. Determine the final number of values (8).
3. Write them up (values statement/credo)*
Defining Values
• You need to carefully define each value and
make sure that your team understands and
agrees with that definition.
• For many ministries they aren’t defined or they
are defined so ambiguously that everyone
can agree with them. That’s not what you
want. Ambiguious concepts don’t have the
power to change your organization.
• Remember-shared means that your people
agree on the importance and definition of
your values.
Defining Values
The leader and some staff:
1. Sit down and carefully define each of your six
values. Exactly what do you mean by worship,
evangelism, Bible teaching, etc.?
•We value relevant Bible teaching.
We believe that the Bible is God’s inspired, inerrant, trustworthy rule of faith for all Christians
(2 Tim. 3:16).
Defining Values
•We value relevant Bible teaching.
We believe that the Bible is God’s inspired, inerrant, trustworthy rule of faith for all Christians
(2 Tim. 3:16). Therefore, we will regularly
preach and teach the Bible in our Sunday
school and worship services.
Defining Values
2. Keep it short-the key is word choice (may want
to develop a separate longer document).
3. Take these back to the team for their input and
discussion.
4. Eventually communicate these to others and
get their input as well.
5. Communicate them no less than once a year,
clarifying exactly what we mean.
Questions?
Communicating Values
How will you communicate your core
values?
Which of the following ways might
work for you?
Communicating Values
•
•
•
•
•
•
•
FORMALLY
Written credo (values statement)*
Messages/sermons
Stories
Ministries
Language and metaphor
Brochure
Newcomer’s class
Developing a Values Credo
REASON
“Values will not have the authority to be a leadership statement until they are clear enough to be
committed to paper.”
Francis and Woodcock, Unblocking
Organizational Values, p. 33
Developing a Values Credo
FORMAT
•The Jerusalem Church
•Willow Creek Community Church
•Northwood Community Church
Jerusalem Church
CORE VALUES
•We value teaching (Acts 2:42).
•We value fellowship (Acts 2:42).
•We value worship (Acts 2:47).
•We value evangelism (Acts 2:47).
•We value ministry (Acts 2:44-45).
Willow Creek Church
•We believe that anointed teaching is the catalyst
for transformation in individuals’
lives and in the church.
•We believe that lost people matter to God,
and, therefore, ought to matter to the church.
•We believe that the church should be culturally
relevant while remaining doctrinally pure.
Willow Creek Church
•We believe that loving relationships should
permeate every aspect of church life.
•We believe that life-change happens best in
small groups.
•We believe that excellence honors God and
inspires people.
Willow Creek Church
•We believe that a church should operate as a
unified community of servants stewarding their
spiritual gifts.
•We believe that churches should be led by those
with leadership gifts.
•We believe that full devotion to Christ and His
cause is normal for every believer.
Northwood Community Church
As a church, we have committed to the following values.
•We value relevant Bible teaching.
We believe that the Bible is God’s inspired, trustworthy rule of faith for all Christians (2 Tim. 3:16).
Therefore, we commit ourselves to equipping
disciples through the teaching and preaching of
God’s word.
Northwood Community Church
As a church, we aspire to the following values.
•We aspire to become an evangelistic church.
We believe that one reason why God has placed
us in this community is to win our friends and
neighbors to Christ (Mt. 28:19-20). Therefore, we
will pursue every opportunity to witness for Him.
Developing a Values Credo
I would recommend the third for three reasons.
1.You need to clearly identify the value.
2. You need to carefully define each value and
make sure that your team understands and
agrees with that definition.
3. You need to show how the value will work itself
out practically in your church. Answer the
question, What difference will this make in our
ministry?
Developing a Values Credo
1. Turn this work over to the writing team
who’ll draft the final statement.
2. The point leader will edit the final document.
Communicating Values
•
•
•
•
•
•
•
FORMALLY
Written credo (values statement)
Sermons
Stories
Ministries
Language and metaphor
Brochure
Newcomer’s class
Communicating Values
INFORMALLY
• Leaders’ lives
• The SLT’s lives.
Communicating Values
Brainstorm some ways that you’ll
communicate your values.
Questions?