Posted by: whereintheworldismike | November 7, 2015

Lead the Church Now! Pt 5

Zapp! The Lightening of Empowerment

by William C. Byham, PhD, with Jeff Cox

Steps to Zapping others… (104)

*KEY PRINCIPLES

  1. Maintain or Enhance Self-Esteem
  2. Listen and Respond with Empathy
  3. Share Thoughts, Feelings, and Rationale
  4. Ask for Help and Encourage Involvement

…these lead to the soul of Zapp!

IN SUMMARY: (103)

Provide Support

Without Removing

Responsibility for Action

 

In delegating I can: (109)

  • Refer the task to proper person
  • Delegate authority to carry out task and make decisions
  • Delegate task without giving decision making authority
  • Keep the task

Also need to monitor how it’s working as appropriate to the situation.

People respond negatively to monitoring only when it is inappropriate to the situation.

Sharing responsibility with people does not mean abandoning responsibility. (110)

Through Zapp!, people gain responsibility in their individual jobs, but I still have the responsibility to…

  • Know what’s going on
  • Set the direction for the department
  • Make the decisions they can’t
  • Ensure that people are on course
  • Offer a guiding hand; open doors to clear the way
  • Assess performance
  • Be a smart manager

To channel action (115), mutually establish the following:

KEY RESULT AREA

The direction we want to go

MEASUREMENT

A way to know we’re moving in the right area

GOAL

Something to tell us if we’re there yet

(119) Each person came up with personal goals that would enable the dept to reach its overall goals.

Each person had personal goals…

To help meet the department’s goals…

To help meet the company’s goals.

  • Constant performance feedback relative to goals keeps the Zapp! Level high.
  • If possible, people should manage their own feedback system.
  • Changing measurements and goals Zapps! people in new directions.

To get maximum Zapp!, many people need coaching/training/equipping on how to do their jobs.

(129) Coaching steps:

  1. Explain purpose and importance of what you are trying to teach.
  2. Explain the process to be used.
  3. Show how it’s done.
  4. Observe while the person practices the process.
  5. Provide immediate and specific feedback (coach again or reinforce success).
  6. Express confidence in the persons ability to be successful.
  7. Agree on follow-up actions.

People learn faster from successes than failures. (130)

Learning more about your job boosts your Zapp! (131)

Use key principles to overcome blocks and slippage such as defensiveness, anger, or mistrust to get improved performance (133).

For Zapp to work, people need: (137)

Direction: key result areas, goals, measurements

Knowledge and skills: job, team, and organizational information; job and technical skills; interpersonal and decision-making skills

Resources: tools, materials, facilities, time, money

Support: approval, coaching (training/equipping), feedback, encouragement, reinforcement, recognition

*(137) the people became the heroes

They gave back their personal best

TEAMS Ch 25

Teams they created grew out of the basic functions and responsibility areas in the department.

I love this example of a really cool form of worship. I found it on YouTube a while back.

Lacrae raps that “the lukewarm just sit there and watch.” I have heard many say in the recent past that the North American Church is most like the Laodicean Church (Rev. 3:14-20) and the main thrust of this passage is a church that thinks it has all it needs and relies on its resources but in God’s eyes it is weak, blind, and in need of rescue from the Lord of the Church. Now a little farther down the road, it is clear that we as a church are hurting and in need of healing, renewal, and empowerment from the Lord of the Harvest.

Leadership in the new kind of Church God is raising up must come from those who have come in from the harvest. It must be empowered and equipped to a degree seldom seen in the Church before. Ephesians 4:13 must be taken most seriously. Our job is to grow and help others grow to the “full measure of Christ.” This will be a lifelong process. We will never arrive–in this life. But we must persevere and encourage one another and engage in prayer that is transformational.

Here are some insights from a great resource for developing empowered members/staff. This is a key component of a church that is faithful and fruitful in this age.

Zapp! The Lightening of Empowerment

by William C. Byham, PhD, with Jeff Cox

The challenge in training is to Zapp with empowerment rather than Sap or draw away empowerment. In starting a movement to Christ this must be done sooner rather than later.

Steps to Zapping others… (104)

*KEY PRINCIPLES

  1. Maintain or Enhance Self-Esteem
  2. Listen and Respond with Empathy
  3. Share Thoughts, Feelings, and Rationale
  4. Ask for Help and Encourage Involvement (step by step gradually increasing responsibility)

…these lead to the soul of Zapp!

IN SUMMARY: (103)

Provide Support

Without Removing

Responsibility for Action

In delegating I can: (109)

  • Refer the task to proper person
  • Delegate authority to carry out task and make decisions
  • Delegate task without giving decision making authority
  • Keep the task

Also need to monitor how it’s working as appropriate to the situation.

People respond negatively to monitoring only when it is inappropriate to the situation.

Sharing responsibility with people does not mean abandoning responsibility. (110)

Through Zapp!, people gain responsibility in their individual jobs, but I still have the responsibility to…

  • Know what’s going on
  • Set the direction for the department
  • Make the decisions they can’t
  • Ensure that people are on course
  • Offer a guiding hand; open doors to clear the way
  • Assess performance (measure the metrics that really count–not just the easy ones that are easy to measure)
  • Be a smart manager

To channel action (115), mutually establish the following:

  1. KEY RESULT AREA

The direction we want to go

2. MEASUREMENT

A way to know we’re moving in the right area

3. GOAL

Something to tell us if we’re there yet

(119) Each person came up with personal goals that would enable the dept to reach its overall goals.

Each person had personal goals…

To help meet the department’s goals…

To help meet the church/company’s goals.

  • Constant performance feedback relative to goals keeps the Zapp! Level high.
  • If possible, people should manage their own feedback system.
  • Changing measurements and goals Zapps! people in new directions.

To get maximum Zapp!, many people need coaching/training/equipping on how to do their jobs.

(129) Coaching steps:

  1. Explain purpose and importance of what you are trying to teach.
  2. Explain the process to be used.
  3. Show how it’s done.
  4. Observe while the person practices the process.
  5. Provide immediate and specific feedback (coach again or reinforce success).
  6. Express confidence in the persons ability to be successful.
  7. Agree on follow-up actions.

People learn faster from successes than failures. (130) Responsibility must be added gradually and progressively.

Learning more about your job boosts your Zapp! (131)

Use key principles to overcome blocks and slippage such as defensiveness, anger, or mistrust to get improved performance (133).

For Zapp to work, people need: (137)

Direction: key result areas, goals, measurements

Knowledge and skills: job, team, and organizational information; job and technical skills; interpersonal and decision-making skills

Resources: tools, materials, facilities, time, money

Support: approval, coaching (training/equipping), feedback, encouragement, reinforcement, recognition

*(137) the people became the heroes–Make heroes!

They gave back their personal best

Teams they created grew out of the basic functions and responsibility areas in the department.

May the Church grow and reach many thinking in new ways and following the Spirit that is working mightily in this  age.


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