Posts Tagged small group coach

[Part 1/3] Connecting Your Entire Congregation: 3 Secrets to Discipling a Growing Church

By Allen White

By captainvector via 123rf.com

By captainvector via 123rf.com

After the dismissal of our founding pastor, our church was devastated. Everyone left who was in favor of our pastor. Everyone left who was against our pastor. And, all of the staff left, except for me. There I was with the 85 remaining members praying about what to do. It was a hard year.

On the very last Sunday of that year, our new pastor joined us, and hope reappeared. Our church started growing — not dramatically, but consistently.

When we reached 250 people, we heard our congregation say, “I don’t know everybody anymore.”

When we went to two services and reached 400 people, the comments changed to, “I can’t find the people I do know.”

Everybody didn’t need to know everyone, but everybody needed to know someone. We knew it was time to start groups.

I attended conferences, read books, and interviewed other pastors about small groups. The more information I collected, the more confused I became. We launched our groups for better or worse. Some of what we experienced was better than expected. The things we didn’t expect were worse.

Here’s what worked for us:

1. Small Groups Connected Our People Like Never Before.

As our church continued to grow, we didn’t want to see people get lost in the shuffle or fall through the cracks. Even though they didn’t come all at once, they were coming in a steady stream. We needed to start connecting and discipling folks ASAP.

As our couple of Sunday school classes and our midweek Bible study were declining, we found that groups were a great place for people to connect and go deeper into God’s Word. We offered a variety of curriculum for our groups to choose from. Since we only started with a few groups, it was easy to keep an eye on them and know what was going on. If a group started to stray toward the “loony fringe,” we very gently guided them back into the fold. Things were under control.

We made announcements in the services, sent postcards in the mail and emails, and featured groups regularly in the church bulletin. Our groups started to gain momentum.

In fact, we couldn’t recruit new leaders fast enough to keep up with the demand.

2. A Quality Group Experience Starts with Quality Leaders.

Now to make sure we didn’t set ourselves up for trouble, I took on the task of personally recruiting every group leader. I had been at the church for seven years at that time. I pretty much knew the good apples from the rotten apples. (And, God loves the rotten apples, too.)

The easiest place to start was to round up the usual suspects. You know, the folks we counted on for everything. I personally invited board members and founding members as well as other solid citizens. It didn’t take much effort to quickly find 10 willing leaders who I believed would offer a quality experience.

Admission: I also knew that they wouldn’t cause any problems for me. I was wearing a lot of other hats like children’s ministry, leading worship, and overseeing all of our ministries, plus speaking on Wednesday nights and occasionally on Sundays. I did not need any more problems. I had enough already.

We weren’t reaching for explosive growth. After all, since our church was growing steadily, but incrementally, we felt the gradual growth of groups would serve us well. I mean, we weren’t Saddleback or Willow Creek. There was something special about them. Normal churches like ours weren’t seeing huge percentages of people connected into groups…at least not yet.

We offered the groups to our people, and they signed up. Once the groups were full, then the rest of the folks who wanted to join a group had to hang out in the midweek Bible study with me or in a Sunday school class until the next batch of group leaders were ready to go. Even though we let a year pass before we offered groups again, we launched six more groups the following year and quickly filled them up as well.

Things were going well in the “trouble-free” department. Our groups were coming along. And, our church kept growing steadily.

Value: A quality group experience starts with a quality leader.

3. Don’t Skimp on Coaching and Training.

Every year I would gather my new recruits into a “turbo group” by way of Carl George and his book, Prepare Your Church for the Future. We spent six weeks as a small group with the intention of every leader or couple starting their own group when the training was over.

I trained them on why groups were important; how to deal with various issues in the group like over-talkers and conflict; how to recruit an apprentice leader; and how to birth a new group. The training was in the format of a small group, so based on a Bible study, I was modeling a group meeting while I was training the leaders.

After the training ended, and the leaders started their new groups, we met monthly for group huddles. While I did have a couple of other people helping me coach the leaders, I was still learning about group life myself, so I did all of the training and led the monthly huddles. The coaches visited groups and connected with the leaders.

Result: We developed a solid groups system with 30 percent of our adults in groups.

As our church continued to grow, our groups also continued to grow. Groups weren’t keeping pace with the growth of the church, but we achieved 30 percent in groups, which somebody told me once put us in the top 1 percent of all churches in the U.S. — not too shabby.

The plan was for every group leader to indentify and train an apprentice leader. Then, once a year, the group would help a new group get started either by the leader starting a new group, the apprentice starting a new group, or the group dividing into two groups. With group multiplication and the new recruits I was inviting, we were on a good pace to double our groups or better every year. I looked forward to the day when group attendance would exceed worship attendance.

But, it started to feel like I needed another 100 years to catch up with the increasing size of the congregation.

Quick Recap:
Secret #1: Small Groups Connected Our People Like Never Before.
Secret #2: A Quality Group Experience Starts with Quality Leaders.
Secret #3: Don’t Skimp on Coaching and Training.

Where We Failed: Bottleneck!

Failure #1. The way we recruited leaders and launched groups couldn’t keep pace with the growth of the church.

The harder I tried to recruit more leaders and launch groups, the behinder and behinder I got. Some years we started 10 groups. Other years we started two groups. One year my training yielded zero new groups.

As the church continued to grow by 13 – 33% per year, our group formation just couldn’t keep up. More people were getting lost in the shuffle, and more leaders were not stepping up at the rate we needed them.

I thought I had a good thing going by recruiting well-known people myself. The problems were kept at a minimum. But, now we faced a much bigger problem — where were the leaders going to come from?

Failure #2: Our leaders couldn’t identify an apprentice leader.

I put a lot of pressure on the group leaders to identify and train their apprentice. After all, the future of our small groups depended on apprentices, or at least, that’s what it seemed like. In every huddle and every encounter with the group leaders, I would emphasize the significance of raising up an apprentice leader. My words didn’t fall on deaf ears. They fell on stressed ears.

My leaders would pass me in the hallways on Sunday morning and say, “I’m working on my apprentice.”

I thought, “Whatever happened to ‘Hello’?”

The apprentice strategy was going nowhere good.

Failure #3: No one wanted to give up their group to start a new group.

Since the group leaders weren’t recruiting apprentices, I took the initiative to recruit potential leaders right out of their groups. There were great candidates right under the noses of the group leaders, but they just didn’t see them. I did!

Before they knew it, the new recruits were in my Turbo Group and headed toward leading their own group. The only problem was that while these potential leaders agreed to participate out of loyalty to me and the church, their hearts weren’t in it. They didn’t want to give up the group they loved. They were torn.

After the six weeks of training was complete, instead of going forward with a new group, many of them went back to the group they came from. This wasn’t progress. This was regress. My efforts were actually working against me.

Failure #4: After seven years of effort, our groups were stuck…

While we had 30 percent of our adults in groups, and our church was allegedly in the top 1 percent of all churches in the U.S., I felt like a loser. The church continued to grow. The groups were stuck. No new leaders. No new groups. No apprentices. So, I gave up on this strategy.

At the end of my time at this church, 125 percent of our weekly adult attendance was connected in groups.

I want to share with you a new strategy we created to recruit more leaders, form more groups faster, and maintain a quality group experience.

 

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How to Get Your Small Groups Unstuck

By Allen White

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I am a coach. The reason I’m a coach is because once upon a time, I was greatly helped by a coach. In fact, I still have several coaches and mentors I turn to regularly for help and advice. They ask me thought provoking questions. They offer me their experience. They care about my success. Here is the story of my success in working with a coach.

1. Stuck

After attending conferences and reading every small group book I could get my hands on, our groups hit a wall. I followed what I understood from the best and brightest. We made a plan and executed it wholeheartedly for seven years. We connected 30 percent of our average adult attendance into groups, then we got stuck. I was up against a wall, and I was banging my head against it. As our church continued to grow, our groups fell further and further behind. I needed help.

2. A Laboratory and a Network

I found help in a coaching group with 40 other churches from across the country. While we tended to be from churches of the same size, the group crossed denominational lines and represented about every region of North America. While it was a little ridiculous to have 40 other pastors on a weekly conference call, we learned from each other and from our coach. Some pastors would jump ahead and try a new idea when it was thrown out. I was one of those. Others would hold back and see if there were any survivors before they jumped in. And, that was okay. Everybody adopts new ideas at their own rate.

3. Place to Discuss Small Group Stuff

As I became more enthused about discussing small groups, some of our church staff became less enthused to hear about it. While my senior pastor was completely on board (after all he found the dollars to fund it), other staff weren’t so thrilled to hear about small groups. The coaching group provided a place with like-minded people who also had small groups on the brain. This was our community. Our band of brothers (and sisters) in the small group trenches.

4. Encouragement

Everybody faces setbacks, especially when they try new ideas. After all, when you’re performing experiments, sometimes an experiment blows up. The coaching group provided a place to test new ideas; debrief less than stellar results; and gain the momentum to move forward. As Winston Churchill once said, “Success consists of going from failure to failure without loss of enthusiasm.” As one of my friends and mentors, Carl George said, “Do whatever it takes to keep yourself inspired.” The coaching group kept me encouraged.

5. I didn’t have to walk alone.

What I discovered in my coaching group is that everyone else’s coaching structure was also lousy or nonexistent. They struggled to recruit leaders. Air time in the weekend service was scarce for small group announcements. Their group leaders didn’t like to attend meetings either. Leading up was always a challenge. I soon realized I wasn’t defeated. I was normal.

Now don’t get me wrong.

I love conferences. In fact, I wish every day was a conference, because at a conference your mind is filled with vision and grand ideas. But, as soon as you get home, reality slaps you in the face. Reality stinks.
But, what if you could take the benefits of a conference and spread it over an entire year for basically the same money?
My next  coaching group is starting in a few weeks. Will you join me?
http://allenwhite.org/coaching

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The Role of a Coach

By Allen White

By now most small group pastors and directors understand coaches are essential to sustain and support small group leaders. While everyone will agree to the necessity of coaches, most don’t know what to do with coaches, and unfortunately, most coaches don’t know what to do period. Beautiful org charts in a lot of churches actually net zero results. Here are some tips to moving your coaches in the right direction:

1.       Coaches Aren’t Accountants.

The problem with most accountability in Christian circles is that it becomes too much like accounting. Unlike Santa Claus, coaches do not relish keeping a naughty or nice list. What’s more, group leaders don’t appreciate being supervised by a supervisor. This doesn’t mean we throw caution to the wind, but we also don’t put a cruel task master over small group leaders. After all, “love keeps no record of wrongs,” right? (1 Corinthians 13:5). Read more on accountability that works here.

2.       Coaches Aren’t Middle Managers, Bureaucrats or Spies.

Years ago, Carol, one of my coaches, complained to me, “I feel like I’m your spy.” At that point, I was still recruiting and training all of the group leaders myself. Carol and the other coaches were sent out to visit the groups and report back what they saw. No wonder she felt that way.

In recruiting coaches, we work hard to select mature, capable people to serve with us. Then, often because we don’t have the coaching role figured out ourselves, we tend to micromanage them as if they are neither mature nor capable. I didn’t keep many coaches that way.

The key is to elevate the role of coaching. When I chose coaches the next time around, I invited capable, mature people to join me in a journey. We met every week for dinner and to talk about the direction of our small groups. I committed to never make a decision about our small groups outside of that meeting. We led together.

These folks aren’t underachievers who need our constant motivation. These aren’t people who are prone to wander and need a steady reminder of direction. If they are, then they shouldn’t be coaching groups. If they’re not, then they deserve more respect than a place in our little bureaucracy.

3.       The Role of the Coach is to Refocus the Player.

My friend and mentor, Carl George has drilled this phrase into my psyche. When you think about a coach in sports, he stands at the sidelines and guides his players. If the last play went terribly wrong, his job is to refocus the players on the next play. They can’t replay the last play on the field. But, if a bad play keeps replaying in the players’ minds, then the next play will also suffer.

Small group leaders have busy lives and are pulled in many different directions. On a particularly hectic day or difficult season, it’s easy for leaders to become discouraged and wonder why they ever got into this business in the first place. The relationship with the coach is key to maintaining momentum in groups. The coach is not making sure the job gets done. The coach is making sure the player is okay.

4.       Give Your Leaders the Space to See What God is Doing

The most valuable function of a coach is giving a small group leader an opportunity  to reflect on what God is doing in his or her group. Most would admit to the difficulty of working “in” something and “on” something at the same time. It’s nearly impossible. Often group leaders are working so hard in the group, they don’t see the big picture of what God is doing.

By setting aside an hour or so once every quarter, a coach can give group leaders the space they need to see what God is doing and to identify what is next. This is as simple as the coach asking the leaders to list the names of their group members, then asking them to talk about what God is doing in each person’s life. As the leaders discuss their members, the logical next steps will begin to surface for the leader.

Bob – Hasn’t been around for a while. I need to give him a call.

Joe – Struggling at his job. I need to pray for him and give him some encouragement outside of the group.

Steve – Lost his job. I need to check-in with him and see if there’s any way the group can help.

Tony – Making poor choices. I need to pray for him and for the right timing to have a tough conversation.

Brett – Shows strong leadership potential. I need to give him more responsibilities in the group and eventually invite him to co-lead with me.

You get the idea. The coach must approach this conversation as a learner, not as an instructor. It would be easy to quickly diagnose each member and offer next steps, but the next steps determined by the group leader will be the next steps that are actually executed.

To make this work, start with a few assumptions. Assumption #1: Group leaders have made themselves available to God, and God is using them in their group. If a group leader is going through a hard time, he may be wondering if God is doing anything at all. He needs encouragement. But, some group leaders so naturally use their gifts, they might not even realize how gifted they are. They also need a coach’s insight.

Assumption #2: Who you are as a coach is more significant than what you could every say to a group leader. Your relationship with your group leaders is the greatest gift you can offer them. When relationship comes first, tasks get accomplished. Without relationship, leaders easily burn out.

5.       Small Group Pastors: Get Out of Your Coach’s Way

How many Team Owners or General Managers have made their coaches’ lives miserable? Small Group Pastors and Directors, like their coaches, should approach their roles as learners, not drill sergeants. God wants to use your coaches. Unfortunately, the biggest obstacle to effective coaching is often a well-meaning Small Groups Pastor.

While you cannot give away the responsibility for the ministry, empowered coaches are effective coaches. Disempowered coaches become burned out middle managers. Your expectation of your coaches should be clear, reasonable and accountable. But, again, don’t approach accountability as an accountant. Give your coaches the benefit of the doubt: “How are your groups doing?” not “Have you followed up on your groups lately?” If your coaching system is in disarray, then you’re probably in the way.

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