EFFECTIVE, MISSION FOCUSED, PARISH LEADERSHIP: COLLABORATION AND STANDARD. Peter Denio National Leadership Roundtable on Church Management

Transcription

1 EFFECTIVE, MISSION FOCUSED, PARISH LEADERSHIP: COLLABORATION AND STANDARD Peter Denio National Leadership Roundtable on Church Management

2 Overview SMART HEALTHY STRATEGY STEWARDSHIP FINANCE TECHNOLOGY CATHOLIC STANDARDS FOR EXCELLENCE MINIMAL POLITICS MINIMAL CONFUSTION HIGH MORALE HIGH PRODUCTIVITY LOW TURNOVER

3 Discipline 1: Build a Cohesive Leadership Team Cohesive teams build trust, eliminate politics, and increase efficiency by Knowing one another s unique strengths and weaknesses Openly engaging in constructive ideological conflict Holding one another accountable for behaviors and actions Committing to group decisions 1. Build a Cohesive Leadership Team 2. Create ORGANIZATIONAL HEALTH 4. Reinforce 3. Over- Communicate

4 Discipline 2: Create Healthy organizations minimize the potential for confusion by clarifying Why do we exist? How do we behave? What do we do? How will we succeed? What is most important, right now? Who must do what? 1. Build a Cohesive Leadership Team 2. Create ORGANIZATIONAL HEALTH 4. Reinforce 3. Over- Communicate

5 Who s on the team? A leadership team is a small group of people who are collectively responsible for achieving a common objective for their organization Small group Collectively responsible Common objective

6 Discipline 3: Over-Communicate Healthy organizations align their employees and volunteers around organizational clarity by communicating key messages through Repetition Simplicity Multiple mediums Cascading messages 1. Build a Cohesive Leadership Team 2. Create ORGANIZATIONAL HEALTH 4. Reinforce 3. Over- Communicate

7 Discipline 4: Reinforce Organizations sustain their health by ensuring consistency in Recruiting/Hiring Managing performance Rewards and recognition Employee/Volunteer dismissal 1. Build a Cohesive Leadership Team 2. Create ORGANIZATIONAL HEALTH 4. Reinforce 3. Over- Communicate

8 The Five Behaviors of a Team The Role of the Leader Building Trust Be Vulnerable Building Trust: Team members who trust one another are comfortable being open, even exposed, to one another about their failures, weaknesses and fears.

9 TRUST VULNERABILITY BASED TRUST VS. PREDICTIVE TRUST FUNDAMENTAL ATTRIBUTION ERROR We often attribute other people s success to their environment and our own success to our character.

10 Trust-building experiences Faith sharing Personal histories Personal interview Personality profiles

11 The Five Behaviors of a Team The Role of the Leader Mastering Building Conflict Trust Demand Debate Be Vulnerable Mastering Conflict: When trust is present, teams are able to engage in unfiltered ideological debate around ideas, issues, and decisions that must be made.

12 Conflict continuum Constructive Destructive Artificial Harmony Mean-spirited personal attacks Conflict Continuum

13 The Five Behaviors of a Team The Role of the Leader Building Achieving Mastering Commitment Conflict Trust Force and Closure Demand Debate Be Vulnerable Achieving Commitment: The ability to engage in conflict and provide input enables team members to buy-in or commit to decisions.

14 Two keys to achieving commitment Buy-in - The achievement of honest emotional support - the removal of assumptions and ambiguity from a situation

15 The Five Behaviors of a Team The Role of the Leader Embracing Achieving Mastering Building Accountability Commitment Conflict Trust Confront Difficult Issues Force and Closure Demand Debate Be Vulnerable Embracing Accountability: After commitment is established, team members must be willing to hold one another accountable and remind each other when actions are counterproductive to the team.

16 Team Effectiveness Exercise Write 1 positive contribution to team (not technical expertise) and1 contribution that hurts the team per team member Leader receives feedback first Provide positive feedback Respond with one sentence Provide feedback for improvement Respond with one sentence (not rebuttal but reaction) Continue with other team members

17 The Five Behaviors of a Team Focusing on Results Embracing Accountability The Role of the Leader Focus on Collective Outcomes Confront Difficult Issues Achieving Mastering Commitment Conflict Force and Closure Demand Debate Building Trust Be Vulnerable Focusing on Results: Collective team results must supersede any personal objectives or pursuits.

18 Best Practices Personnel Position Description summary, competencies and behaviors, responsibilities and tasks, report structure, time, training, benefits Recruitment for fit Orientation Written review (at least annually) Remove when not working frequency, mass, amplitude

19 Retention Alignment to mission Cohesion of group/staff Compensation/Benefits - martyrdom complex JOB MISERY Desire to be known Desire to make a difference irrelevance JOB immeasurement MISERY anonymity Desire to show improvement

20 Change and Transition William Bridges ENDING: Help deal with loss Neutral Zone: Realignment and repatterining NEW BEGINNING: New identity, energy, and purpose Ending, Losing, Letting go Neutral Zone New Beginning to make things work