Setting the context

Multiplying leaders to build movements everywhere requires

that development be designed around the needs of the individual as well as

the organization.

The Staff Development Cycle provides an important bridge between the

Personal Development Process and the Leadership Pipeline Process - ensuring close alignment between

one’s personal development and the overall organizational mission and

focus.

Setting the context

People are precious: We desire to be good stewards of our time and people. The staff development cycle helps us maximise and focus the conversations we have with our team members, ensuring we are being fruitful and wise stewards. It is as simple as 2 people having 3 conversations this year and it could take as little as 5 hours in all.

Staff Development CycleTeam Leader Oversees Process

Position Focus, Refine

and Review

Key QuestionsHow are a job description and a

position focus different?How is a position focus formed?What is the nature of a position focus

review? How to properly conduct a position

focus review?

Position Focus, Refine and Review

Job description:• fixed over a long period of time• broad – covers all responsibilities• doesn’t reflect changing ministry conditions• may not consider leader’s experience &

maturityPosition focus:• dynamic – reshaped regularly• focused – fairly narrow scope (priorities)• takes into account current ministry priorities• incorporates developmental needs

Job Description and Position Focus

How is a Position Focus formed?

A position focus should include:Four to five key ministry objectivesProgress on the personal

development plan The possibility of a developmental

assignment

A position focus is informed by:Updated strategic plan and end of the

year ministry evaluationA Job DescriptionA Personal Development Plan (built with

input from a 360 assessment)Input and direction from the direct line

leader regarding the next developmental steps

How is a Position Focus formed?

It is an opportunity to affirm strengths, celebrate successes, acknowledge areas of growth, and appreciate a staff member’s contribution to the overall ministry (Matthew 3:17, 17:5 and Hebrews 6:10)It is also an opportunity to provide honest feedback about unfulfilled responsibilities or areas of stalled personal or professional growth.

Nature of Refining and Reviewing a Position Focus

Nature of Refining and Reviewing a Position Focus

The positive should always take priority over the negative. Emphasis should be given to strengths over failures (Revelation 2:1-7). The person should leave this time encouraged by their growth and progress, and with renewed direction on how to be more effective in achieving their desired results.

3 Focused, Intentional Conversations

How to Conduct the Staff Development Cycle

First Conversation:

[re] focus Beginning of the year:

Position FocusEstablished

Expectations set

First Conversation: [re] focus Establish the Position Focus

60 minutes Preparation Consider:What is the role? Why does this exist? What are key ministry responsibilities (in light of our team plan)? What are the personal development priorities? What is essential for professional development

60 minutes ConversationDiscuss the above and complete the Position focus form

How to Conduct the Staff Development Cycle

First Conversation: [re] focus Establish the Position Focus

Going further: If available, the team or ministry strategic plan, the team member’s Job description and their Personal development plan all help inform this conversation

Outcome of the position focus: An individual’s personal ministry and development plan for the year.

How to Conduct the Staff Development Cycle

How to Conduct the Staff Development Cycle

Second Conversation:

Refine

Mid-year:

Position FocusRefined

Expectations reset

Second Conversation: refine The Mid-Year Review

60 minutes Adjust the position focus as required Use the Position Focus to focus the conversation.• What has gone well?• What has not gone so well?• What are you learning?• What will you do differently?• What do you need more of? Less of?

How to Conduct the Staff Development Cycle

Second Conversation: refine The Mid-Year Review

 Going further: If you or the team member is having difficulty identifying appropriate development areas, this may be a good time to initiate a 360o review.

How to Conduct the Staff Development Cycle

How to Conduct the Staff Development Cycle

Third Conversation:

review

End of the year:

Position FocusReview

Expectationsmet?

Third Conversation: review The End-of-Year Review

30 minutes Preparation 90 minutes ConversationThe conversation has 2 aspects: Zoom in: How well has the position focus Concentrated efforts on the priorities? Zoom out: How has the position focus fitted with the other aspects of the individual’s role? What changes need to be considered for next year?

How to Conduct the Staff Development Cycle

Third Conversation: review The End-of-Year Review

Going further:What can be done to maximise the next cycle, ahead of the refocus conversation?Have a clearer strategic plan as a team?Write up or amend a full Job description?Gain further input for the Personal Development Plan?

How to Conduct the Staff Development Cycle

How to Conduct the Staff Development Cycle

Beginning of the year:

Position FocusEstablished

Expectations set Mid-year:

Position FocusRefined

Expectations reset

End of the year:

Position FocusReview

Expectationsmet?

How to conduct the Staff Development Cycle

We recommend placing a copy of the annual Position Focus: Review in a person’s HR file: It provides an ongoing record of the

person’s PDP progress and growth. An individual’s contributions to the

mission are documented. A person’s leadership development is

recorded. It provides valuable information for

leadership making future placement plans.

The position focus is established and refined at the mid-point and reviewed at the end of each ministry year.

The team leader initiates the conversations and provides timely accountability, midcourse corrections, encouragement and evaluation.

After completing the Position Focus Review, the leader fills out the Review form and keeps a copy together with the Position Focus Review form for future reference.

How to conduct the Staff Development Cycle

In October each national SLM director was trained in the PF tool…most were not excited about another tool for development. This week I am with nine of those SLM leaders again and they are now VERY EXCITED about the PF tool. We are starting to believe the connection that the Shaping Our Future Survey drew out - those staff with a common purpose and a clear role are more missionally effective.

One Leader’s Experience