It took me seven years to connect 30 percent of our church members into groups. This wasn’t our first attempt either. We attended conferences, read books, interviewed pastors, and studied model after model. We had more groups than most, but our groups were stuck. Then, my pastor and I made a decision to join a coaching group and learn some proven ways to do small groups. Within six months, not only had we connected everybody into groups, we also had another 25 percent over and above our weekly adult attendance. Coaching made a huge difference for us. Over the last 12 years, I have had the privilege of coaching hundreds of churches across North American including some of the largest ones. In the last nine months, churches in our coaching program have started upwards of 5,000 small groups total…and that’s only around 18 churches. A church of 2,500 in Renton, WA now has 500 groups. A church of 300 in Barrington, IL connected nearly 600 people into groups this last year. Some truly amazing things have come out of coaching. With Allen White Consulting, we want to make these proven strategies available to a church of any size. We want to help you connect your members into groups and keep those groups for the long term by offering high quality coaching. Some churches we work with have paid $30,000-$50,000 per year for coaching. We want to make these effective principles available to every church at a price you can afford. We are doing this through: Free Webinars. Online Courses starting at $97. Our newest course is available for $57 (a 60% discount). Coaching Groups of 5 churches learning together starting at $197 per month. Personal Coaching for individual churches (fees are based on the size of church). I want to help you the same way someone once helped me. Now, I could have continued the cycle of attending conferences, reading books, trying new ideas, starting 10 more groups, but once I embraced the focus and momentum of coaching, we doubled our groups in a day. I can help you step by step toward your goals. Where are you stuck? I will give you 20 minutes of my time to work through your issue. Call me at 949-235-7428 or email: email@example.com Allen White Allen White Consulting, Inc. Taking the Guesswork Out of Groups
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.