Agenda

8:30 Coffee is on!!! 9:00 Self Introduction, “Koinonia

Connection” and “Hand of the Lord Time

10:00 Understanding “Key Principles”

12:00 Working lunch12:30 Discussion of KANIAny left over time… “Popcorn” KANI 2:30 Dismiss

Koinonia Connection

Self Introduction

•Name

•Church

•How long in current position

•What initially drew you to come

Greg Williams

Born in Buffalo Lead “N-Weds”Oldest of 5 Love-Snow SkiFather-Welsh Hate-Yard WorkMother-Swiss Food-ItalianMarried-Barbara Sport-GolfLive-Marietta, GA Car- Trailblazer 265K

miles1 Daughter; 2 Sons 5 GrandchildrenGordon College Foreign Language PK 2 brothers-in-law

pastors

Hand of the Lord

Koinonia ConnectionKoinonia Connection

XX

Information + Information + FeelingsFeelings

Information OnlyInformation OnlyXX

PASTPAST Here is something about Here is something about mymy past that would help you past that would help you

know me betterknow me better

DEFINING DEFINING A difficult life experience A difficult life experience which which MOMENTMOMENT helped me grow as helped me grow as a persona person was..was..

VALUESVALUES Here’s what I stand for…Here’s what I stand for…

The 4 Levels of Leadership

• We work in organizations at 4 levels. The best way to improve the organization is to improve yourself first… “The inside – out approach.” Organizational- Trailblazing &

AlignmentManagerial-

EmpowermentInterpersonal-Trust

Personal-TrustworthinessCharacter

Competence

Leader of the Volunteers

Staff Person

Management

Team

Lead Pastor

Crossroad #2

Crossroad #3

Crossroad #4

Crossroad #5

Crossroad #1

Volunteer

A Series of Crossroads

3 Critical Issues

• 1. Work Value

• 2. Time Allocations

• 3. Key Skills

Important question: how well do I recognize the work that needs to be done and the appropriate structure/infrastructure to do it / get it done?

Learn to work at the right level

The Basic Change Model

Do

See

Get

Dynamic of Paradigm Shift D d d b b B Rejection Resistance Partial Full Partial Full Acceptance Acceptance Assimilation Assimilation

5

Not in my Lifetime!!!

Here’s how we do this and

why you should, too.

The Effective Organization

1 Stake HolderNeeds

2 PurposeMissionVision

Core Values3 Key

Strategies

Structure(Who reports to whom?)

CoreProcesses

(Work flow)

InfoManagement

System

Employee Development

System

DecisionMakingSystem

RewardSystem

Culture

5 ResultsDo they match up with Stake Holder

needs?

What Gaps???

Plan the effective organization going

clockwise…Diagnose any

ineffectiveness going counter

clockwise, beginning w/

results moving past culture to

Systems & Structure and then

to the “Higher Thinking”

1 Stake HolderNeeds

2 PurposeMissionVision

Core Values3 Key

Strategies

Structure(Who reports to whom?)

CoreProcesses

(Work flow)

InfoManagement

System

Employee Development

System

DecisionMakingSystem

RewardSystem

Culture

5 ResultsDo they match up with Stake Holder

needs?

What Gaps???

4 Systems & Structure

Roundtable Covenant

This is our roundtable, as such, it will be essential that we establish a “behavior covenant.” What are some of the behavioral expectations that could be a part of this covenant?

Confidentiality, Reliability,

Dealing with the KANI’s of Life and Ministry

• S…ituation• P…roblem• E…vidence• C…onsequences• I…mplications• F…uture Fix• I…mplications• C…onstraints

What are the Issues?

Daily Debrief

The Effective Organization

1 Stake HolderNeeds

2 PurposeMissionVision

Core Values3 Key

Strategies

Structure(Who reports to whom?)

CoreProcesses

(Work flow)

InfoManagement

System

Employee Development

System

DecisionMakingSystem

RewardSystem

Culture

5 ResultsDo they match up with Stake Holder

needs?

What Gaps???

Plan the effective organization going

clockwise…Diagnose any

ineffectiveness going counter

clockwise, beginning w/

results moving past culture to

Systems & Structure and then

to the “Higher Thinking”

Culture