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Setting the context. Multiplying leaders to build movements everywhere requires that development be designed around the needs of the individual as well as the organization. . Setting the context. - PowerPoint PPT Presentation
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Setting the context
Multiplying leaders to build movements everywhere requires
that development be designed around the needs of the individual as well as
the organization.
The Staff Development Cycle provides an important bridge between the
Personal Development Process and the Leadership Pipeline Process - ensuring close alignment between
one’s personal development and the overall organizational mission and
focus.
Setting the context
People are precious: We desire to be good stewards of our time and people. The staff development cycle helps us maximise and focus the conversations we have with our team members, ensuring we are being fruitful and wise stewards. It is as simple as 2 people having 3 conversations this year and it could take as little as 5 hours in all.
Staff Development CycleTeam Leader Oversees Process
Position Focus, Refine
and Review
Key QuestionsHow are a job description and a
position focus different?How is a position focus formed?What is the nature of a position focus
review? How to properly conduct a position
focus review?
Position Focus, Refine and Review
Job description:• fixed over a long period of time• broad – covers all responsibilities• doesn’t reflect changing ministry conditions• may not consider leader’s experience &
maturityPosition focus:• dynamic – reshaped regularly• focused – fairly narrow scope (priorities)• takes into account current ministry priorities• incorporates developmental needs
Job Description and Position Focus
How is a Position Focus formed?
A position focus should include:Four to five key ministry objectivesProgress on the personal
development plan The possibility of a developmental
assignment
A position focus is informed by:Updated strategic plan and end of the
year ministry evaluationA Job DescriptionA Personal Development Plan (built with
input from a 360 assessment)Input and direction from the direct line
leader regarding the next developmental steps
How is a Position Focus formed?
It is an opportunity to affirm strengths, celebrate successes, acknowledge areas of growth, and appreciate a staff member’s contribution to the overall ministry (Matthew 3:17, 17:5 and Hebrews 6:10)It is also an opportunity to provide honest feedback about unfulfilled responsibilities or areas of stalled personal or professional growth.
Nature of Refining and Reviewing a Position Focus
Nature of Refining and Reviewing a Position Focus
The positive should always take priority over the negative. Emphasis should be given to strengths over failures (Revelation 2:1-7). The person should leave this time encouraged by their growth and progress, and with renewed direction on how to be more effective in achieving their desired results.
3 Focused, Intentional Conversations
How to Conduct the Staff Development Cycle
First Conversation:
[re] focus Beginning of the year:
Position FocusEstablished
Expectations set
First Conversation: [re] focus Establish the Position Focus
60 minutes Preparation Consider:What is the role? Why does this exist? What are key ministry responsibilities (in light of our team plan)? What are the personal development priorities? What is essential for professional development
60 minutes ConversationDiscuss the above and complete the Position focus form
How to Conduct the Staff Development Cycle
First Conversation: [re] focus Establish the Position Focus
Going further: If available, the team or ministry strategic plan, the team member’s Job description and their Personal development plan all help inform this conversation
Outcome of the position focus: An individual’s personal ministry and development plan for the year.
How to Conduct the Staff Development Cycle
How to Conduct the Staff Development Cycle
Second Conversation:
Refine
Mid-year:
Position FocusRefined
Expectations reset
Second Conversation: refine The Mid-Year Review
60 minutes Adjust the position focus as required Use the Position Focus to focus the conversation.• What has gone well?• What has not gone so well?• What are you learning?• What will you do differently?• What do you need more of? Less of?
How to Conduct the Staff Development Cycle
Second Conversation: refine The Mid-Year Review
Going further: If you or the team member is having difficulty identifying appropriate development areas, this may be a good time to initiate a 360o review.
How to Conduct the Staff Development Cycle
How to Conduct the Staff Development Cycle
Third Conversation:
review
End of the year:
Position FocusReview
Expectationsmet?
Third Conversation: review The End-of-Year Review
30 minutes Preparation 90 minutes ConversationThe conversation has 2 aspects: Zoom in: How well has the position focus Concentrated efforts on the priorities? Zoom out: How has the position focus fitted with the other aspects of the individual’s role? What changes need to be considered for next year?
How to Conduct the Staff Development Cycle
Third Conversation: review The End-of-Year Review
Going further:What can be done to maximise the next cycle, ahead of the refocus conversation?Have a clearer strategic plan as a team?Write up or amend a full Job description?Gain further input for the Personal Development Plan?
How to Conduct the Staff Development Cycle
How to Conduct the Staff Development Cycle
Beginning of the year:
Position FocusEstablished
Expectations set Mid-year:
Position FocusRefined
Expectations reset
End of the year:
Position FocusReview
Expectationsmet?
How to conduct the Staff Development Cycle
We recommend placing a copy of the annual Position Focus: Review in a person’s HR file: It provides an ongoing record of the
person’s PDP progress and growth. An individual’s contributions to the
mission are documented. A person’s leadership development is
recorded. It provides valuable information for
leadership making future placement plans.
The position focus is established and refined at the mid-point and reviewed at the end of each ministry year.
The team leader initiates the conversations and provides timely accountability, midcourse corrections, encouragement and evaluation.
After completing the Position Focus Review, the leader fills out the Review form and keeps a copy together with the Position Focus Review form for future reference.
How to conduct the Staff Development Cycle
In October each national SLM director was trained in the PF tool…most were not excited about another tool for development. This week I am with nine of those SLM leaders again and they are now VERY EXCITED about the PF tool. We are starting to believe the connection that the Shaping Our Future Survey drew out - those staff with a common purpose and a clear role are more missionally effective.
One Leader’s Experience