Disciple Making Coaching Group

Disciple Making Coaching Group

Disciple Makers Coaching Group   Learning to Make Disciples the Way Jesus Did In an hour per week, you will: Interact with Experts in Disciple Making. Delve Deeper both Personally and Professionally into Disciple Making. Seek Customized Solutions for the Unique...
Small Group Ministry Coaching Groups

Small Group Ministry Coaching Groups

Small Group Ministry   Coaching Groups Download the Coaching Group Proposal Schedule an Appointment I created the Small Group Ministry Coaching Group to give pastors and church leaders like you the tools I needed when our groups were stuck at 30 percent and not...

2018 National Coaching Survey

Coaching small group leaders is one of the most important roles in a healthy small group ministry, yet it proves to be the most difficult to accomplish. A recent survey of small group pastors and directors from across the U.S. demonstrates the growing need for help in establishing their coaching structures and supporting their leaders. These pastors and directors were allowed to choose “All that Apply” for the first set of responses.

57% reported their biggest struggle is in Identifying and Recruiting Coaches.

39% found their next biggest complication was in Training Coaches.

30% were frustrated by a Lack of Communication between Coaches and Group Leaders.

26% were unclear about Creating a Good Job Description.

Another 26% admitted they were Unclear About the Coach’s Role.

These pastors also shared some of their frustrations and limitations by volunteering these responses:

  • Not enough time to build a coaching structure.
  • Groups are growing, so more coaches are needed.
  • Some group leaders don’t really see the need for a coach.
  • Group leaders are not engaging with their coaches.

In analyzing the survey results, there is a progression of issues. First, if the coach’s role is unclear, then it’s difficult to spell out expectations in a job description. If these things are murky, then it’s also challenging to know who to recruit and what to train them to do.

When the respondents were asked what they were currently doing in the area of coaching, the responses ranged from nothing to recruiting through a trial run at coaching to the church elders coaching small groups leaders. Some of the frustrations centered on lack of connection between the coach and the group leaders, inconsistencies in coaching, or just starting out.

Most of the respondents (74%) felt that the ideal span of care was one coach for every five leaders. Other churches used ratios of 1:7, 1:10, and even 1:25. The bottom line is that the amount of care really depends on the number of new leaders a coach is responsible for and the number of struggling leaders they are helping.

The respondents were asked about what they believed was the primary purpose of coaching. The highest percentage of pastors (44%) hold that Building Relationships is the primary purpose. The next 39% of respondents gave a wide range of purposes for coaching including encouraging, equipping, growing groups, connecting, supporting, shepherding, and a number of other things. This confirmed the findings in the first data set, which indicated there was no unified, clear direction for coaching.

Building a coaching structure is the hardest work in small group ministry. It’s also the most important work. If pastors would spend the time they invest in placing people into groups and recruiting group leaders and focused on building their coaching structure instead, their ministries would flourish and grow in unprecedented ways.

Pastors battle the tyranny of the urgent. Often pastors are serving in multiple roles and are wearing many hats. The key is recruiting a team of trusted leaders to help you lead the small group ministry. As you delegate both responsibility and authority to them, you multiply your leadership and better serve your leaders.

For more information on coaching:

The 10 Biggest Coaching Mistakes Webinar is Wednesday, August 29, 2018 at 1pm Eastern. Click Here to Register.

The Coaching Exponential Groups Online Course is available only through Friday, August 31, 2018 at Midnight. For more information: http://www.coachingexponentialgroups.com/enroll

Why Small Group Coaching Fails

Why Small Group Coaching Fails

By Allen White Image

Almost every small group pastor or director will agree coaching small group leaders is important. Yet, many of those pastors would also admit they don’t know how to adequately coach their small group leaders. Having tried and failed at various coaching structures many times myself, I have found three key issues in unsuccessful (and eventually successful) coaching.

Unclear Expectations

Many coaching structures fail simply because no one knows what a coach is supposed to do. Is the coach an administrator or record keeper? Is the coach a trainer? Is the coach a figurehead so we can say we have a coaching structure? What do we expect our coaches to do?

If we need coaches to train leaders, then why are small group pastors still running centralized training meetings? Do we really need coaches to collect rosters and reports? Don’t we live in the 21st century? After all, churchteams.com will solve all of these administrative issues. (In an effort for full disclosure, I believe ChurchTeams is the best small groups’ database on the planet. Boyd Pelley did not pay me to say that. He did buy me an ice cream once.)

What do we need coaches to do? We need coaches to do the things we can’t do ourselves. If we had, say, five small groups, then what would we do with those leaders? We’d call them on a regular basis. We’d get together for a cup of coffee. We would personally encourage them, answer their questions, and pray for them. We would invest in the relationship. What if our coaches started there? Coaching is based on relationship. If there’s no relationship, not much coaching will take place.

Unreasonable Requirements

A friend of mind called me a while back. He was frustrated because many of his coaches were quitting. I asked him what he was asking them to do. He wanted his volunteer coaches to hold a monthly training meeting with their leaders on the church campus. Then, I asked him if he’d ever driven in his city?

This was a major metropolitan area. So, think of requiring volunteer small group coaches to hold monthly training meetings in the middle of one of the 10 largest cities in the U.S. It wasn’t working, and his coaches were quitting.

Face to face meetings are great. If you can pull them off with all of your leaders together, that’s really great. But, most people can’t. Fortunately, there are some alternatives.

Why not meet “together” with small group leaders on freeconference.com or Skype? Every day I coach small group pastors across the country over the phone or by teleconference. I’ve met few of them in person, but we connect on a weekly basis. We have a relationship, and they have seen success in growing their groups. This works with leaders locally too.

Facetime is necessary (the real, in-person version). Again, coaching is built on a relationship. But, maybe the face to face meetings are with one or two group leaders and not all of them. We can use other means to connect at other times. Don’t get me wrong. I am not advocating a simple “Like” on Facebook or a bulk email to all of the leaders at once. The connection must be personal to grow the relationship.

Lack of Accountability

None of us likes to make people uncomfortable. Some of us avoid this discomfort to the point of not asking our coaches if they’re coaching. Then, we discover not much coaching is taking place. We shouldn’t be surprised.

Only what we supervise gets done. Now, we don’t have to come down on our coaches like a ton of bricks, but we do need to ask. Rather than asking, “Have you contacted your leaders?” we should assume the good, qualified people we recruited to coach are actually coaching. The question could go like this, “What are you learning from your leaders?” They won’t get defensive.

They might respond, “Well, I haven’t contacted any of them lately.” That’s okay. Give them a deadline, “I understand you’re busy, but connect with your leaders in the next two weeks, then I’ll check-in with you again.” Presuming the best about our coaches both honors and motivates them. Giving them accountability helps them keep their commitment to coaching and eliminates the guilt of not fulfilling their commitment.

Effective Coaching

Effective, motivated coaches need direction that is clear, reasonable, and accountable. How do I know? A good coach taught me that…as he was resigning. Do your coaches know your expectations? Do you know your expectations? Are your requirements reasonable? And, if it’s truly important, are you holding them accountable? These three simple words will transform your coaching structure.

 

Catch The 10 Biggest Coaching Mistakes Webinar with Allen White on Wednesday, August 29, 2018 at 1pm Eastern. For more information: https://allenwhite.org/10mistakes

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