Transcript By Training the Voluntary Muscle

BUILDING UP THE BODY OF CHRIST
Last year we looked at making disciples which concentrated on the individual. This year Training Brief will focus on the body of Christ – what some people
may call team building or team working . This is a fascinating subject – we know that God deals with individuals and we see plenty of evidence of this in the
Bible. He also deals with communities, with groups of people – and we can find lots of evidence of this in the Bible as well. So what can we do about our
communities/teams/groups as we seek to build up the body of Christ? Here are a couple of ideas to get us started.
WHAT DO I WANT FROM THE TEAM I’M IN
The first thing to consider is what teams are you part of. You could be a member of a number of teams – at work, at church,
in the community. It would be worthwhile identifying all the teams you are involved in and which ones you particularly want
to initially focus on. These may be teams you have a bigger responsibility for, or ones that have only recently been formed, or
one that you feel is struggling to achieve all it can. Once you have identified the team(s) spend some time thinking and
praying through what you see as some of the issues that need to be resolved for the team to be most effective – but don’t be
too ambitious about what might be achieved!
God, grant me the serenity to accept the things I cannot change, the courage to change the things I can, and the wisdom to know the difference
TEAM DEVELOPMENT – THE STAGES
WHY THIS TEAM?
People who study teams have identified a collective life cycle…
 the forming stage, all very exciting if a bit daunting
 the storming stage, where the agendas or assumptions of the various team members
clash and there can be a feeling of unease. If the team comes through this it reaches…
 the norming stage, with defined aims and values and stronger relationships, which at the
optimum leads to…
 the performing stage, where no problem seems too big and there is no end in sight. But
all good things come to an end (at least in this life) and even if the team is not broken up by
life events it will move on to…
 the platforming stage where inertia can set in and new blood or new impetus is required.
This idea doesn’t come from Scripture, but we can at least
evaluate and learn from the research of others. It may be that
teams that go on and on create a ‘corks in bottles’ syndrome
where there is no opportunity for others to exercise and develop
their gifts. We forget that we are all getting old!
A few questions:
 Where is your team on this cycle?
 What problems and comforts does this give you?
 How can you progress (or stay) at the “performing” stage?
Why do you think God has brought you together in your
team to serve him in this place and at this time?
Here are a few verses from Ephesians 4:
Now these are the gifts Christ gave to the church: the
apostles, the prophets, the evangelists, and the pastors
and teachers. Their responsibility is to equip God’s people
to do his work and build up the church, the body of Christ.
This will continue until we all come to such unity in our
faith and knowledge of God’s Son that we will be mature
in the Lord, measuring up to the full and complete
standard of Christ. (Ephesians 4:11 – 13)
 What are the gifts that God has given your team?
 What is the particular work that God wants you to do?
 What does building up the body of Christ mean?
 How does this team help build up the body of Christ?
If you have any comments to make or want Training Brief to look
at any particular issues, please get in touch.
ONE FINAL LITTLE THOUGHT
The ratio of we’s to I’s is the best indicator of
the development of a team
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ESPRIT DE CORPS
A definition of “esprit de corps” is: the common spirit existing in the members of a group, inspiring enthusiasm, devotion, and strong regard for the honour
of the group. Can this be achieved in your team?
TEAM SPIRIT IN THE BODY OF CHRIST
Read the following bible passages and reflect on how
your team could have better team spirit and then
answer the three questions at the bottom.
Since God chose you to be the holy people he loves,
you must clothe yourselves with tender-hearted
mercy, kindness, humility, gentleness, and patience.
Make allowance for each other’s faults, and forgive
anyone who offends you. Remember, the Lord
forgave you, so you must forgive others. Above all,
clothe yourselves with love, which binds us all
together in perfect harmony. And let the peace that
comes from Christ rule in your hearts. For as members
of one body you are called to live in peace. And
always be thankful. (Colossians 3:12- 15)
Is there any encouragement from belonging to Christ?
Any comfort from his love? Any fellowship together in
the Spirit? Are your hearts tender and
compassionate? Then make me truly happy by
agreeing wholeheartedly with each other, loving one
another, and working together with one mind and
purpose. Don’t be selfish; don’t try to impress others.
Be humble, thinking of others as better than
yourselves. Don’t look out only for your own interests,
but take an interest in others, too (Philippians 2:1-4)
 What do people do in your team that should be
encouraged?
 What happens in your team that hinders a good
team spirit?
 What could you start in your team that will enable
you to be more effective as a team?
A COMMITMENT TO ACT
One church leadership team I worked with tried to define what adjectives should describe the
way that they communicate together as a team. They agreed that they should be:
 Concise, Supportive, Purposeful, Relating , Engaging
And shouldn’t be:
IX AYS TO AIN
 Clueless, Muddled, Despondent, Negative, Pressurised
This led to a number of actions from the team, including:
SPRIT E ORPS
 Having clear objectives and strategy
1. Build Trust
 Put in personal effort
2. Communicate positively and
 Review the past and improve the future
openly
 Be honest
3. Expect the best from others
 Be aware of possible misunderstanding
4. Give recognition and
 Be informed and “thought through”
appreciation
 Check heart, mind and motivation
5. Give credit and take
 Be positive
responsibility
 Trust in God’s sovereignty
6. Make it fun!
 Avoid certain words i.e. never, always, should, ought
Which of these describe your
 Ask questions rather than make statements
team?
S W
G
E
D C
AND ANOTHER EXAMPLE…
A team wanting to build team spirit agreed the following
after participating in a simple team building exercise.
We will develop Team Spirit through:
 Respect
 Support
 No favourites
 Truth and love
 Accept and value the differences of others
 Transparency
 Responsibility and tasks
 All the team takes the credit
 “We” more than “I”
 Celebrate success together
If you have any comments to make or want Training Brief to look
at any particular issues, please get in touch.
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[email protected]
What do you need to work on as a
team?
What would other team members
say? (Maybe ask them!)
Is the last one essential?
ONE FINAL LITTLE THOUGHT
It is amazing how much
you can accomplish when
it doesn’t matter who
gets the credit
THE REALITY OF WORKING TOGETHER
In the bible there are demanding and challenging descriptions of how teams should work together. Reading something and agreeing ideas doesn’t mean
that it will all work well and we will be the best team we can be. This Training Brief looks at how teams could work together and considers a problem or
two that might occur within a team – what would you do if it happened to your team?
TEAM WORK PRINCIPLES
I worked with a team that looked at the way
they behave and how they could get the
most from working together. They agreed
these principles.
 get the opinions of everyone
 argue in the team but not outside
 pray
 deal with a disagreement as soon as
possible
 sort out an argument in private
 always seek unity
 don’t be aggressive with my own opinion
 be interested in what others say
 show kindness, humility, gentleness,
patience
 be prepared to explain your point of view
more than once so that others can fully
understand it
 be very careful about quarrelling and
fighting
 don’t slander other members of the team
Do you agree with all of these?
Which would you see as priorities for your
team?
Why not create your own team work
principles and discuss how they can be
applied within your team?
It is easy to agree to principles but a whole
lot more difficult to work them in reality.
15 COMMON PROBLEMS IN TEAMS
Being in a church or a ministry team doesn’t mean
that we are problem free. Teams are made up of
people, and people are not perfect, and imperfect
people lead to team problems. Below is a list of the
most common problems that might be faced by a
team working together. As you read through these
ask yourself two questions:
1. Which ones are we more susceptible to in our
team?
2. What shall we do to deal with it, or avoid it?
These team problems are not in a priority order. If
any of these are evident in your team then they are
your priority.
 Tasks not being completed by the deadline
 Members not contributing
 Inability to focus on the task
 Lack of trust amongst the team members
 Conflict between team members
 Domineering personalities
 Ineffective leadership
 Failure to compromise/cooperate
 A lack of realistic evaluation
 Lack of creativity
 Absence of team identity
 Difficulty in making decisions
 Ideas not thoroughly discussed as a team
 Difficulty in getting started
 Internal politics
If you have any comments to make or want Training Brief to look
at any particular issues, please get in touch.
www.christiantraining.org.uk
[email protected]
THE PERFECT TEAM
Just one of the many verses in the bible that
talks about teams:
I appeal to you, brothers, in the name of our
Lord Jesus Christ, that all of you agree with
one another so that there may be no divisions
among you and that you may be perfectly
united in mind and thought.
(1 Corinthians 1:10)
Is this a reality or an aspiration? If it is a
possible reality, then what are you going to do
in your team to see this actually happen.
There’s no doubt
that
we
are
imperfect people
and this verse was
written in a letter
to people just like
us.
“In the great things of religion be of one mind;
and where there is not unity of sentiment, still
let there be union of affection. Agreement in
the greater things should extinguish divisions
about the lesser. There will be perfect union
in heaven, and the nearer we approach it on
earth, the nearer we come to perfection” –
Matthew Henry, commenting on this verse..
ONE FINAL LITTLE THOUGHT
As iron sharpens iron, so a friend sharpens
a friend.
WHO DOES WHAT IN YOUR TEAM?
Getting a team together and helping them to work well is a challenge. It is all about using the abilities and gifts of the people in your team. It is not about
expecting all the team to have the same role in the team. We are all built for something. We are all given different gifts. This edition of Training Brief just
begins some thinking on this – one idea from a Cambridge University professor , the other from Paul the Apostle.
TEAMS – WHY THEY SUCCEED OR FAIL
TEAMS – WHO DOES WHAT?
Meredith Belbin is a team building guru who looked at successful teams and identified the roles Paul visited a number of churches during his missionary
journeys and has lots of advice for them as they try to be
that need to be fulfilled to enable the team to be most effective. These roles are:
all that God wanted them to be as they tried to build God’s
Role Description
Strengths and Weaknesses
Kingdom on earth. Here is just one piece of advice, to the
.
IMPLEMENTER
Disciplined, reliable, and efficient. Turns ideas into
church in Rome:
Administrator. Keeps organisation’s interests to actions. Inflexible, conservative, slow to respond to
Just as our bodies have many parts and each part has a
the fore
new ideas
CO-ORDINATOR
Mature, confident and trusting. Clarifies goals,
special function, so it is with Christ’s body. We are many
Leads and co-ordinates. Ensures all views are
promotes decision making. Not necessarily the most
parts of one body, and we all belong to each other. In his
heard and keeps things moving
creative team member.
grace, God has given us different gifts for doing certain
SHAPER
Dynamic, outgoing. Challenges, pressurises, finds way
things well. So if God has given you the ability to prophesy,
Drives the task forward. Influences by
round obstacles. Prone to provocation.
speak out with as much faith as God has given you. If your
argument.
gift is serving others, serve them well. If you are a teacher,
PLANT
Creative, imaginative, unorthodox. Solves difficult
teach well. If your gift is to encourage others, be
Source of breakthrough ideas. Contributes
problems. Weak in communicating with and
encouraging. If it is giving, give generously. If God has given
novel suggestions.
managing people.
you leadership ability, take the responsibility seriously. And
RESOURCE INVESTIGATOR
Extrovert, enthusiastic, communicative, explores
if you have a gift for showing kindness to others, do it
Helps the group by using contacts. Finds out
opportunities, develops contacts. Loses interest once
where and when to get the resources.
initial enthusiasm has passed.
gladly. (Romans 12: 4-8)
MONITOR EVALUATOR
Sober, strategic and discerning. Sees all the options.
A team is not a homogenous unit where everyone
Analytically tests ideas. Assesses whether
Judges accurately. Lacks drive and ability to inspire
behaves and does the same thing. It is a group of
contributions are valid and to what extent the others.
people all playing their own part, using the gifts
team is meeting its objectives.
that God has given them, accepting that others
TEAM WORKER
Social, mild, perceptive and accommodating. Listens,
are fulfilling different roles in the team and will
Manages conflict. Maintains the group process builds, averts friction. Indecisive in crunch situations.
not always see things the same way.
by joking and agreeing.
 How will you ensure that everyone in your team is
COMPLETER FINISHER
Conscientious. Searches out errors and omissions.
using the gifts that God has given them?
Pushes group to meet deadlines. Tries to get
Delivers on time. Inclined to worry unduly. Reluctant
 What do you do if someone is playing a role that they
things done and suggests conclusions
to delegate.
are not gifted to do?
Belbin recognises that each role has weaknesses as well as strengths and these are “allowable
ONE FINAL LITTLE THOUGHT
weaknesses” because of the role that is played by the individual.
Wearing
the
same shirts doesn't make a team
 Which roles are played by your team members?
If you have any comments to make or want Training Brief to look
at any particular issues, please get in touch.
www.christiantraining.org.uk
[email protected]
BEING THE BEST
In this edition of Training Brief we have a case study of an organisation that is the best company to work for. Is your team the best? Is there anything we
can learn from the best company? Is it possible to be the best without compromising the gospel? Where does excellence fit into your team?
SUNDAY TIMES BEST COMPANY TO WORK FOR – UKRD GROUP
“It is more than a radio station,” says Mark Watts, the community and education coordinator for Guildford-based 96.4 Eagle, which is part of the UKRD Group. Watts makes
programmes for community offshoot Eagle Extra, and says that he believes the work he
and his colleagues do, including supporting young offenders, the armed forces and school
children, is truly life-changing.
UKRD is Britain’s fourth largest radio operator, and also develops software and a number of
websites. Its 283 staff operate 17 stations across England, and they appreciate the
business's values — which include openness, honesty and being unconventional. And UKRD
is clear about its overarching mission: "to change people’s lives".
“Everything (at UKRD) is open,” he says. “I wanted a position alongside people who are
good at, and believe in, what they do. When business decisions are based on strong values,
really exciting things happen. I have learnt a lot and come a long way since I've been here.”
There is no doubt that UKRD is run on strong values, and individuals believe they have a
positive future ahead of them at the firm. Training is high on the agenda at the company,
which spent over £1,000 a head on employee development last year.
Staff appreciate the autonomy they are given. Anthony Zahra, who heads up a news team
says, “You are given freedom to give things a go, and you don’t feel that someone is
constantly looking over your shoulder.”
Claire Cable, an account manager, agrees. “Ideas are always considered and encouraged,”
she says. “You’re made to feel like a person, and not a number.” Much of this open ethos
comes directly from UKRD’s chief executive, William Rogers, who, says Cable, knows
everyone’s name, and takes a personal interest in his employees.
“The reason the vision and values work is because they’re demonstrated from the top,”
says Eagle’s managing director Paul Marcus. “(Rogers is) a fabulous person to work for, a
joy.” Staff agree: they have a great deal of faith in him, and find him inspiring. Marcus
points out that there is little absenteeism at UKRD. Moreover, he says, it feels like home.
He has been at the helm for the last seven years. “This is where my heart is. People do
have an emotional stake in the firm, and that’s what makes it a special place to work.”
Extract from The Sunday Times online.
If you have any comments to make or want Training Brief to look
at any particular issues, please get in touch.
THE BEST TEAM?
Take a long hard look at your team, are
they the best they can be? The “Best
Company” case study suggests that to be
the best there are a number of things to
be evident:
 An overarching mission
 Openness and Honesty
 Being unconventional
 People who are good at and believe in what they do
 Strong values and a belief in a positive future
 Training and development
 Autonomy and freedom to give things a go
 No-one looking over my shoulder
 The culture demonstrated from the top
 Inspiring leadership
 Feeling like home
 All have an emotional stake in the team
Is this a good list of things that should be evident in the best
team? What would you challenge or accept?
Summing it all up, friends, I’d say you’ll do best by filling your
minds and meditating on things true, noble, reputable,
authentic, compelling, gracious—the best, not the worst; the
beautiful, not the ugly; things to praise, not things to curse.
Put into practice what you learned from me, what you heard
and saw and realized. Do that, and God, who makes
everything work together, will work you into his most
excellent harmonies. (Philippians 4:8,9 – The Message)
ONE FINAL LITTLE THOUGHT
Excellence is not a skill. It is an attitude.
www.christiantraining.org.uk
[email protected]
IF YOU DON’T CHANGE YOU DIE!
Trying to implement change in any team is challenging and in the church it can be even more difficult. We are all traditionalists at heart – even if some of
us are more unorthodox than others. This month we are looking at a process of how to implement change – even if you don’t like business models this is
one idea that should be considered even if you eventually reject it.
KOTTER’S EIGHT PHASES OF CHANGE
John Kotter studied over 100 companies going through change processes and decisively concluded that the following are the most common errors made:
Allowing too
much
complacency.
It is a natural
mistake to
think that
problems can
be left and
dealt with later
Failing to build
a substantial
coalition.
Opposing
forces, when
not properly
dealt with will
undermine the
initiative
sooner or later
Misjudging the
need for a clear
vision. Without
a clear vision of
the desired end
result, a change
effort can easily
turn into a list
of confusing
projects
Failing to
clearly
communicate
the vision. The
leaders need to
be careful that
they don’t fail
to share the
vision with all
involved.
Permitting
roadblocks
against the
vision. Not
identifying and
overcoming
obstacles , this
can be seen as
a lack of
commitment.
Not getting
short term
wins. Without
continuous
reinforcement
that the effort
will lead to
success, the
change may
lose impetus.
Declaring
victory too
soon. It is OK
to celebrate a
won battle, but
the war may
not be over. It
is too early to
declare a
victory.
Not anchoring
changes in
corporate
culture.
Change sticks
only when it
becomes “the
way we do
things around
here”.
Establish a
sense of
urgency
Create a
coalition
Develop a clear
vision
Share the
vision
Empower
people to clear
obstacles
Secure shortterm wins
Consolidate
and keep
moving
Anchor
GOD IS AN INITIATOR OF CHANGE
Contemplation
We see in the bible that God is interested in change in individuals and within communities. There is a marked change
seen in the disciples at Jesus’ ascension and then on the day of Pentecost, the people of Ninevah changed and this
really annoyed Jonah, and the rebuilders of Jerusalem’s city walls under the management of Nehemiah – these are
just a few examples. God is wanting change in us too as we continue to serve and follow him:
 Ecclesiastes 3:1 - For everything there is a season, a time for every activity under heaven.
 Romans 12:2 - Don’t copy the behaviour and customs of this world, but let God transform you into a new person
by changing the way you think. Then you will learn to know God’s will for you, which is good and pleasing and perfect.
 2 Corinthians 4:16,17 - That is why we never give up. Though our bodies are dying, our spirits are being renewed
every day. For our present troubles are small and won’t last very long. Yet they produce for us a glory that vastly
outweighs them and will last forever!
 Titus 3:5 - he saved us, not because of the righteous things we had done, but because of his mercy. He washed
away our sins, giving us a new birth and new life through the Holy Spirit.
Pray and seek God’s wisdom on what you need to change in your team and then get on with it!
If you have any comments to make or want Training Brief to look
at any particular issues, please get in touch.
www.christiantraining.org.uk
[email protected]
Relapse?
Change
Cycle
Maintenance
Determination
Action
ONE FINAL LITTLE THOUGHT
To improve is to change; to be
perfect is to change often
SUMMER REVIEW
So far in 2014 Training Brief has been looking at a number of aspects of team work and team building. As usual we are taking stock during the summer,
reflecting on what we have looked at during the first half of the year and see if there is anything that we need to do during the rest of the year. Find ten
minutes of peace, make yourself a cuppa, sit down in a comfortable place, pray and take stock of your team.
STAGES OF TEAM DEVELOPMENT
ESPRIT DE CORPS
WORKING TOGETHER
At what stage is your team at this moment?
 Forming
 Storming
 Norming
 Performing
 Platforming
Are you happy with this? Do you need to move
on, or to stay where you are? What are your
plans to make the most of your team?
He makes the whole body fit together perfectly.
As each part does its own special work, it helps
the other parts grow, so that the whole body is
healthy and growing and full of love. (Ephesians
4:16)
“Esprit de corps” is: the common spirit amongst
team members, inspiring enthusiasm, devotion,
and strong regard for the honour of the team.
Be humble, thinking of others as better than
yourselves. Don’t look out only for your own
interests, but take an interest in others, too
(Philippians 2:1-4)
Six ways of developing esprit de corps are:
1. Build Trust
2. Communicate positively and openly
3. Expect the best from others
4. Give recognition and appreciation
5. Give credit and take responsibility
6. Make it fun!
I appeal to you, brothers, in the name of our Lord
Jesus Christ, that all of you agree with one
another so that there may be no divisions among
you and that you may be perfectly united in mind
and thought. (1 Corinthians 1:10)
Does this describe your team? Is this too
demanding?
Certainly your team could be working better so
what needs to be done to iron out the wrinkles
and develop a team that you will continue to be
proud of?
What do you see as one key task that you could
do to bring the best out of team working? Make
a plan to do it!
TEAM ROLES
THE BEST TEAM?
CHANGE MANAGEMENT
Who in your team plays the following roles?
 Implementer
 Co-ordinator
 Shaper
 Plant
 Resource Investigator
 Monitor Evaluator
 Teamworker
 Completer Finisher
Are there any gaps? What will you do about it?
Are all the gifts in your team being used?
We are many parts of one body, and we all
belong to each other. (Romans 12:??)
UKRD is Britain’s fourth largest radio operator.
Its 283 staff appreciate the business's values —
which include openness, honesty and being
unconventional. Mark Watt (a member of staff)
says. “I wanted a position alongside people who
are good at, and believe in, what they do. When
business decisions are based on strong values,
really exciting things happen. I have learnt a lot
and come a long way since I've been here.”
What is your “sound-bite” for your team?
Fix your thoughts on what is true, and
honourable, and right, and pure, and lovely and
admirable (Philippians 4:8)
What parts of the change cycle should you be
addressing with your team?
For
Contemplation
everything
there is a
season, a
Relapse?
Determination
time for
Change
every activity
Cycle
under heaven
(Ecclesiastes
3:1)
If you have any comments to make or want Training Brief to look
at any particular issues, please get in touch.
www.christiantraining.org.uk
[email protected]
Maintenance
Action
IF YOU WANT LOYALTY GET A DOG!
One of my favourite Old Testament stories: ‘One day Jonathan said to his armour bearer, “Come on, let’s go over to where the Philistines
have their outpost.” But Jonathan did not tell his father what he was doing. Meanwhile, Saul and his 600 men were camped on the
outskirts of Gibeah.....No one realized that Jonathan had left the Israelite camp. To reach the Philistine outpost, Jonathan had to go down
between two rocky cliffs.... “Let’s go across to the outpost of those pagans,” Jonathan said to his armour bearer. “Perhaps the LORD will
help us, for nothing can hinder the LORD. He can win a battle whether he has many warriors or only a few!” “Do what you think is best,”
the armour bearer replied. “I’m with you completely, whatever you decide.” (1 Samuel 14:1-7)
Now that’s the kind of loyalty I want from my team – but how do I get it? Even Jesus struggled to achieve this loyalty amongst his disciples – Judas betrayed
him, Peter disowned him. In this edition of Training Brief we will look at a couple of loyalty ideas that could be applied to your team.
MAXIMISING LOYALTY
Here is a model that has been used to understand customer
loyalty. Could it be used to look at loyalty within a team? It
is based on assessing individuals by their “stickiness” to the
team (their emotional connection0 and their level of activity
within the team.
Emotion
“Stickiness”
High
Affective
Habitual
Low
Depleted
Transactional
Low
High
Activity
ONWARD CHRISTIAN SOLDIERS!!!
Another 2 x 2 which forces us to put people into boxes – it is not true that there are only
four types of individuals in your team but this methodology does help us decide how we
respond to different type of people and put together a strategy for developing greater
loyalty. This model is based on how individual members of military forces may be regarded
by their commanding officers – does this work with members of our teams?
Take one of your
Loyal
Hero
Walking Wounded
team and think
through how you
Disloyal
Rebel
Missing in Action
see them.
Involved
Not Involved
Loyal? Involved?
 If they are loyal and not involved they are “Walking Wounded” – how can they be
healed and helped to come back to the battle?
 If they are disloyal and not involved they are “Missing in Action” – do they need to be
searched for? How much time should you spend looking for them?
 If they are involved and disloyal they are a “Rebel” – there will be more than one of
these in every church or mission agency. These are particularly difficult to manage and
they could be very disruptive.
 If they are loyal and involved they are a “Hero” – be thankful to God and develop them
as much as you can.
One interesting question to answer is – what loyalty are you measuring? Loyalty to you?
To the team? To God? How would your team members measure loyalty?
Affective – Individuals in your team who like the team but
don’t do much.
Habitual – Those who like you and put in lots of effort
Depleted – not engaging at all, little activity and little
emotional connection with the team
Transactional – happy to do things for the team but no
connection with the team
 So who is in which box?
 What will you do about it?
 How will you encourage greater “stickiness” where
individuals feel a lack of connection with the team?
TWO FINAL LITTLE THOUGHTS: “Where the battle rages, there the loyalty of the soldier is proved”
 How will you encourage more activity from individuals?
– “I don't like to give up on people when they need someone not to give up on them”
Sort out the “stickiness” and the activity may also improve.
If you have any comments to make or want Training Brief to look
at any particular issues, please get in touch.
www.christiantraining.org.uk
[email protected]
DON’T JUST PRETEND TO LOVE OTHERS – REALLY LOVE THEM
Being an effective team member is a demand for all of us and we will look at this in this month’s edition of Training Brief. The Apostle Paul gives a lot of
advice (or is it more like instruction) about working alongside others and we shouldn’t take his ideas lightly. As you read through Training Brief please
consider the teams you are part of and how you can be more effective within them.
WORKING WITH OTHERS…
…SOME QUESTIONS TO CONSIDER
Don’t just pretend to love others. Really love them. Hate what is wrong. Hold tightly to
what is good. Love each other with genuine affection, and take delight in honouring
each other. Never be lazy, but work hard and serve the Lord enthusiastically. Rejoice in
our confident hope. Be patient in trouble, and keep on praying. When God’s people are
in need, be ready to help them. Always be eager to practice hospitality. Bless those
who persecute you. Don’t curse them; pray that God will bless them. Be happy with
those who are happy, and weep with those who weep. Live in harmony with each
other. Don’t be too proud to enjoy the company of ordinary people. And don’t think
you know it all! Never pay back evil with more evil. Do things in such a way that
everyone can see you are honourable. Do all that you can to live in peace with
everyone. (Romans 12:9-17)
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What does “genuine affection” look like?
How do you take delight in honouring others?
What do you need to work hard at doing?
How often do you pray for your fellow team members?
How can you help your team members who are in need?
How can you link emotionally with others?
How does “live in harmony” work in your team?
Who in you team should you spend more time with?
Where is the lack of peace in your team? Can you do
anything about it?
BEING AN EFFECTIVE TEAM MEMBER
To work together successfully, team members must demonstrate a sense of cohesion. Cohesion
emerges as team members exhibit the following skills:
Openness: Team members are willing to get to know one another, particularly those with
different interests and backgrounds. They are open to new ideas, diverse viewpoints, and the
variety of individuals present within the team. They listen to others and elicit their ideas. They
know how to balance the need for cohesion within a team with the need for individual expression.
Trust and self-disclosure: Team members trust one another enough to share their own ideas and
feelings. A sense of mutual trust develops only to the extent that everyone is willing to selfdisclose and be honest yet respectful. Trust also grows as team members demonstrate personal
accountability for the tasks they have been assigned.
Support: Team members demonstrate support for one another as they accomplish their goals.
They exemplify a sense of team loyalty and both cheer on the team as a whole and help members
who are experiencing difficulties. They view one another not as competitors (which is common
within business and work teams) but as collaborators.
Respect: Team members communicate their opinions in a way that respects others, focusing on
“What can we learn?” rather than “Who is to blame?”
If you have any comments to make or want Training Brief to look
at any particular issues, please get in touch.
THE KEY –
COMMUNICATION
 explain your own ideas
 listen carefully to others
 express your feelings in an open and nonthreatening way
 ask questions to clarify others’ ideas and emotions
 sense how others feel based on non-verbal
communication
 initiate conversations about team spirit if you sense
tensions brewing
 reflect on the activities and interactions of the team
ONE FINAL LITTLE THOUGHT:
Finding good players is easy. Getting them to play as
a team is another story.
www.christiantraining.org.uk
[email protected]
SORTING THINGS OUT IN THE TEAM
Sometimes teams can get to a point where things are not getting sorted out and it feels that the impetus has been lost. So what can you do? November’s
edition of Training Brief gives one or two ideas that might help when you reach an impasse.
DEBONO’S THINKING HATS
'Six Thinking Hats' from Edward DeBono is a
technique for making decisions by looking at
them from a number of perspectives. This
forces teams to move outside their normal
thinking style, and helps them get a more
rounded view of a situation.
Many successful people think from a very
rational, positive viewpoint. This is part of the
reason that they are successful. Often, though,
they may fail to look at a problem from an
emotional, intuitive, creative or negative
viewpoint. This can mean that they
underestimate resistance to plans, fail to make
creative leaps and do not make essential
contingency plans.
Similarly, pessimists may be too defensive, and
more emotional people may fail to look at
decisions calmly and rationally.
Using this technique may help move from the
stalemate of not making a decision.
PRAY, THANK AND FIX
With this White Hat you focus on
the data Look at the information
you have, and see what you can
learn from it. Look for gaps in your
knowledge, and either try to fill
them or take account of them. This
is where you analyze past trends,
and learn from historical data.
Using Black Hat thinking, look at all
the bad points of the decision. Look
at it cautiously and defensively. Try
to see why it might not work. This is
important because it highlights the
weak points in a plan. It allows you to
eliminate them, alter them, or
prepare contingency plans.
The Green Hat stands for creativity.
This is where you can develop
creative solutions to a problem. It is
a freewheeling way of thinking, in
which there is little criticism of ideas.
A whole range of creativity tools can
help you here.
The Yellow Hat helps you to think
positively. It is the optimistic
viewpoint that helps you to see all
the benefits of the decision and the
value in it. Yellow Hat thinking helps
you to keep going when everything
looks gloomy and difficult.
'Wearing' the Red Hat, you look at
problems using intuition, gut
reaction, and emotion. Also try to
think how other people will react
emotionally. Try to understand the
responses of people who do not fully
know your reasoning.
The Blue Hat stands for process
control. This is the hat worn by
people chairing meetings. When it is
difficult because there are no ideas,
they may encourage Green Hat
thinking. When contingency plans
are needed, Black Hat thinking, etc.
Don’t worry about anything; instead, pray about everything. Tell God what you need, and thank him for all he has done. Then you will
experience God’s peace, which exceeds anything we can understand. His peace will guard your hearts and minds as you live in Christ
Jesus. And now, dear brothers and sisters, one final thing. Fix your thoughts on what is true, and honourable, and right, and pure, and
lovely, and admirable. Think about things that are excellent and worthy of praise. Keep putting into practice all you learned and
received from me – everything you heard from me and saw me doing. Then the God of peace will be with you. (Philippians 4:6-9)
 How do you balance your responsibility to make decisions and trusting in God for the answer?
A FINAL LITTLE THOUGHT
 We are God’s co-workers ,how do we develop this working relationship between God and our team?
Not
to decide is to decide
 What will you do with your team in the next month to ensure that you do not meet an impasse?
If you have any comments to make or want Training Brief to look
at any particular issues, please get in touch.
www.christiantraining.org.uk
[email protected]
TWELVE DAYS OF CHRISTMAS!
Christmas is coming, the geese are getting fat…and here are twelve proverbs and twelve ideas that you might like to put into action with your team as a
round up of our look at teams during 2014. Proverbs speak for themselves, whereas the “Build the Best Team” ideas may not be your style as they were first
suggested to a business team – but just pick and choose what you think might work best for your team. Obviously we are only interested in what God wants
of us and you might find something here that is “true, and honourable, and right, and pure, and lovely, and admirable…things that are excellent and worthy
of praise” (Philippians 4:8). If you do find something like this then take it and do it within your team. Deo Gloria!
TWELVE PROVERBS TO CONSIDER
TWELVE IDEAS TO BUILD THE BEST TEAM
At the beginning of the book of Proverbs it says: “Let the
wise listen to these proverbs and become even wiser. Let
those with understanding receive guidance”
1. Fear of the LORD is the foundation of wisdom.
Knowledge of the Holy One results in good judgment.
(9:10)
2. Pride leads to disgrace, but with humility comes
wisdom. (11:2)
3. Some people make cutting remarks, but the words of
the wise bring healing. (12:18)
4. Work hard and become a leader; be lazy and become a
slave. (12:24)
5. Only simpletons believe everything they’re told! The
prudent carefully consider their steps. (14:15)
6. A gentle answer deflects anger, but harsh words make
tempers flare.(15:1)
7. A troublemaker plants seeds of strife; gossip separates
the best of friends. (16:28)
8. A cheerful heart is good medicine, but a broken spirit
saps a person’s strength. (17:22)
9. Enthusiasm without knowledge is no good; haste makes
mistakes. (19:2)
10. Get all the advice and instruction you can, so you will be
wise the rest of your life. (19:20)
11. An honest answer is like a kiss of friendship. (24:26)
12. Those who trust their own insight are foolish, but
anyone who walks in wisdom is safe. (28:26)
From an article on how one business leader believes a “phenomenal” team can be built.
1. Don’t Settle for Mediocre : Once you realize a member of the team is performing at a
mediocre level, support him to do better.
2. Be a Thought Leader : The more you can position yourself as an authority , the more
talent will naturally be attracted to your team.
3. Trust is Crucial : A team member can be highly intelligent and a hard worker, but if you
can’t trust that person, it’s time to let them go.
4. Check their Motivation : Take a person into your team whose main motivation is to
build a team, or someone who has a passion for your “mission”.
5. Personal Lives are Important : Recognize that your team members have personal lives celebrate birthdays, weddings, anniversaries or other significant dates.
6. Maintain Systematic Processes : Once you’ve achieved success in a certain area, create
a process that mimics that success over and over.
7. Diversity Brings Innovation : To build a great team, you need diverse thinkers. A variety
of races, ages, and sexes can help a team think outside the box.
8. It’s Okay to Be Friends : Being friends and getting along not only increases performance,
it also leads to a great team environment.
9. Play to People’s Strengths : Each team member should be spending time doing what
they do best, but you should also recognize weaknesses and look to improve these.
10. Great Teams Read Together : Leaders are readers, so if you’re going to create leaders
within the team, they should consistently read.
11. Invest in Your First “Recruits” : The more time you invest in training your first
“recruits”, the less time you have to spend training the ones who join the team later.
12. Give Recognition : It not only gives people a sense of accomplishment, it inspires
others to make efforts to go above and beyond their normal duties as well.
Happy Christmas and all the best for 2015
A FINAL LITTLE THOUGHT: “And so this is Christmas...what have you done?”
www.christiantraining.org.uk
[email protected]