5 Leadership Questions Podcast on Church Leadership with Todd Adkins and Dan Iten

In this episode of the 5 Leadership Questions podcast, Todd Adkins and Eric Geiger are joined by author and teacher Priscilla Shirer. During their conversation, they discuss celebrating weakness and what leadership in the home looks like.

BEST QUOTES

“I’m learning a lot about humility. That humility is the key for relationships in families, in working relationships, in ministry. Humility is what lays the framework for effective relationships.”

“Kids can be the best teachers in helping you to see the world in a different light and see yourself more clearly. It’s like staring in a mirror and recognizing there’s some stuff that needs to be straightened out.”

“It might not be perfect, but it’s going to be purposeful, and we are going to do the best we can.”

“On the heels of that correction, there was a conversation about what my father saw could possibly be a gift that God has given me that needs to be molded by God’s Spirit for His purposes.”

“Something else that was caught for me was not disciplining out of anger, but looking at it through the perspective of the Lord. Could it be that this characteristic is unruly in their life could be the thing that God might have put in their life and given me the privilege to help hone to use for His glory?”

“I think that weaknesses are the very thing we should celebrate in a person.”

“Instead of letting someone’s weakness be what makes them feel discouraged, I actually want to highlight it and say, ‘This is the platform on which God’s strength is going to be displayed in your life.’”

“Fear highlights the weakness. It makes your weakness so overwhelming that it will paralyze you so that you never step into the very thing that is the opportunity for God to display His strength.”

“We can’t let guilt keep us from having the intimacy with God we are supposed to have.”

“Often it’s not until I am just outside walking, that a message I’ve been working on, or a paragraph I’ve been trying to finish, or a thought I’ve been trying to make sense of, it doesn’t settle until I stop studying and just go move my body.”

“In prayer, one of my prayers is always, ‘Lord, today will you give me the opportunity to be the answer to someone else’s prayer.’”

“What being a good leader looks like is submitting well to my husband. That’s a hard thing when you have a demonstrative personality like I do.”

“The discipline of being submitted and patient and honoring my husband in that is what leadership looks like to me.”

“I’m grateful to submit to a man who I know is submitted to the authority of someone who has spiritual covering over his life.”

“As a single woman, put yourself in scenarios where you have to be submitted to some spiritual authority in your life, because that’s not a characteristic that jumps on you when you walk down the aisle and say, ‘I do.’”

“Learn how to be a continual learner.”

“Do less talking and more listening and learning because that will make me a better leader in the future.”

“The only way we can be effective as a leader and in that role of mentoring others, is if we listen well, if we have our noses in a book, learning, reading, gleaning from people who are different from us, who have different theological frame of references from us, different denominations from us, different perspectives than ours, different racial backgrounds than ours.”

RECOMMENDED RESOURCES

Ministrygrid.com

The Prince Warriors by Priscilla Shirer

The Prince Warriors and the Unseen Invasion by Priscilla Shirer

The Prince Warriors and the Swords of Rhema by ...

In this episode of the 5 Leadership Questions podcast, Todd Adkins and Daniel Im complete the series on recruiting volunteers with a discussion on how to onboard new volunteers. During their conversation, they discuss the following questions:

* How important is it to onboard volunteers well?

* How important are clearly articulated vision and values to an onboarding process?

* How do you audit the elements your onboarding process?

* Where can I find some of these tools?

* What are some practical immediately applicable ways you can improve your onboarding this week?

BEST QUOTES

“You have either cast vision and inspired a person to be in a volunteer position or you have guilted them to be in a volunteer position. Either way you want to ‘wow’ them by being clean and clear.”

“You can’t onboard a person through an email or an information sheet.”

“It is very important to have people imbedded in each ministry area whose role is taking someone through the onboarding process.”

“It’s always best to recruit to vision. Don’t recruit to a need. Don’t shame or guilt people to serve.”

“When we serve we are becoming more like Christ in and through that. As you serve you begin discovering your giftedness and your passion.”

“Serving is part of the process of discipleship, growing, and development.”

“The higher you go in a leadership pipeline, the more oversight or responsibility that you are giving to a person, the more important the selection of that person is. Their vision and values must align with the church’s vision and values.”

“You need to identify your core values that influence and impact who serves, who doesn’t serve, and how you recruit people to vision.”

“If you can’t seem to close the backdoor in your church, look at your core processes and see where your gaps are and where you are bleeding.”

“If you implement Ministry Grid at your church, it’s like we have brought you to the 20-yard line and given you four downs. We aren’t going to get you all the way there, because you need to contextualize it and make it your own, but there are 750 courses, 3,000 plus videos, and templates.”

“Challenge yourself and your team to begin to have recruiting conversations; to look at each of your circle of contacts, identify one to two people who aren’t currently serving, and make the ask.”

“In this day and age, you can no longer rely on someone’s connection or conviction to be connected to your church as an institution. If you want someone’s time, talent, or treasure, it has to be connected to a compelling vision.”

RECOMMENDED RESOURCES

Pipeline 2018 conference – Use promo code: recruitingweek to save 20% off the conference through May 29, 2018

Ministrygrid.com

New Churches Podcast Episode 266

90SL Relationship Between Strategy, Vision, and Values

In this episode of the 5 Leadership Questions podcast, Todd Adkins and Daniel Im complete the series on recruiting volunteers with a discussion on how to onboard new volunteers. During their conversation, they discuss the following questions:

* How important is it to onboard volunteers well?

* How important are clearly articulated vision and values to an onboarding process?

* How do you audit the elements your onboarding process?

* Where can I find some of these tools?

* What are some practical immediately applicable ways you can improve your onboarding this week?

BEST QUOTES

“You have either cast vision and inspired a person to be in a volunteer position or you have guilted them to be in a volunteer position. Either way you want to ‘wow’ them by being clean and clear.”

“You can’t onboard a person through an email or an information sheet.”

“It is very important to have people imbedded in each ministry area whose role is taking someone through the onboarding process.”

“It’s always best to recruit to vision. Don’t recruit to a need. Don’t shame or guilt people to serve.”

“When we serve we are becoming more like Christ in and through that. As you serve you begin discovering your giftedness and your passion.”

“Serving is part of the process of discipleship, growing, and development.”

“The higher you go in a leadership pipeline, the more oversight or responsibility that you are giving to a person, the more important the selection of that person is. Their vision and values must align with the church’s vision and values.”

“You need to identify your core values that influence and impact who serves, who doesn’t serve, and how you recruit people to vision.”

“If you can’t seem to close the backdoor in your church, look at your core processes and see where your gaps are and where you are bleeding.”

“If you implement Ministry Grid at your church, it’s like we have brought you to the 20-yard line and given you four downs. We aren’t going to get you all the way there, because you need to contextualize it and make it your own, but there are 750 courses, 3,000 plus videos, and templates.”

“Challenge yourself and your team to begin to have recruiting conversations; to look at each of your circle of contacts, identify one to two people who aren’t currently serving, and make the ask.”

“In this day and age, you can no longer rely on someone’s connection or conviction to be connected to your church as an institution. If you want someone’s time, talent, or treasure, it has to be connected to a compelling vision.”

RECOMMENDED RESOURCES

Pipeline 2018 conference – Use promo code: recruitingweek to save 20% off the conference through May 29, 2018

Ministrygrid.com

New Churches Podcast Episode 266

90SL Relationship Between Strategy, Vision, and Values

In this episode of the 5 Leadership Questions podcast, Todd Adkins and Daniel Im complete the series on recruiting volunteers with a discussion on how to onboard new volunteers. During their conversation, they discuss the following questions:

* How important is it to onboard volunteers well?

* How important are clearly articulated vision and values to an onboarding process?

* How do you audit the elements your onboarding process?

* Where can I find some of these tools?

* What are some practical immediately applicable ways you can improve your onboarding this week?

BEST QUOTES

“You have either cast vision and inspired a person to be in a volunteer position or you have guilted them to be in a volunteer position. Either way you want to ‘wow’ them by being clean and clear.”

“You can’t onboard a person through an email or an information sheet.”

“It is very important to have people imbedded in each ministry area whose role is taking someone through the onboarding process.”

“It’s always best to recruit to vision. Don’t recruit to a need. Don’t shame or guilt people to serve.”

“When we serve we are becoming more like Christ in and through that. As you serve you begin discovering your giftedness and your passion.”

“Serving is part of the process of discipleship, growing, and development.”

“The higher you go in a leadership pipeline, the more oversight or responsibility that you are giving to a person, the more important the selection of that person is. Their vision and values must align with the church’s vision and values.”

“You need to identify your core values that influence and impact who serves, who doesn’t serve, and how you recruit people to vision.”

“If you can’t seem to close the backdoor in your church, look at your core processes and see where your gaps are and where you are bleeding.”

“If you implement Ministry Grid at your church, it’s like we have brought you to the 20-yard line and given you four downs. We aren’t going to get you all the way there, because you need to contextualize it and make it your own, but there are 750 courses, 3,000 plus videos, and templates.”

“Challenge yourself and your team to begin to have recruiting conversations; to look at each of your circle of contacts, identify one to two people who aren’t currently serving, and make the ask.”

“In this day and age, you can no longer rely on someone’s connection or conviction to be connected to your church as an institution. If you want someone’s time, talent, or treasure, it has to be connected to a compelling vision.”

RECOMMENDED RESOURCES

Pipeline 2018 conference – Use promo code: recruitingweek to save 20% off the conference through May 29, 2018

Ministrygrid.com

New Churches Podcast Episode 266

90SL Relationship Between Strategy, Vision, and Values

In this episode of the 5 Leadership Questions podcast, Eric Geiger, Todd Adkins, and Daniel Im continue the series on recruiting volunteers with a practical discussion on creating a culture of recruiting. During their conversation, they discuss the following questions:

* How important is culture to recruiting volunteers?

* What are some of the best levers leaders have at their disposal to create and embed culture?

* How do I assess my current culture?

* Is culture created by poetry or plumbing?

* What are some practical steps to actually start changing your culture?

BEST QUOTES

“Culture is important for any discipline or value you want proliferated across the church.”

“Just having a recruiting culture isn’t enough.”

“The argument on which comes first isn’t as important as deciding you need both culture and systems.”

“If you want to create culture you tell stories that embody the values you want to see in the culture.”

“You create culture by who and what is celebrated.”

“You change the culture by telling new stories and pointing to new heroes.”

“You can assess the culture by listening to what’s talked about, what’s prayed for, what stories are told from the past, and what heroes are lifted up as the kind of person that is celebrated by the church.”

“If you don’t assess your current culture, you might go into a loop thinking you are doing something new when you actually end up back at your original starting point.”

“Take a look at your policies and your processes because those systems pieces speak very loudly to what your culture actually is. A lot of churches have policies and processes in place because of something bad that happened at some point in time.”

“We can be so obsessed with learning what other churches are doing that we don’t spend enough time assessing our own.”

“Leadership development is poetry and plumbing. It is vision that inspires and the system and processes that deliver on the dream.”

“If you are all poetry and no plumbing, you are a dreamer. You are just talking about development and recruiting.”

“If you are all plumbing and no poetry, you are a doer. It’s about the task, not about the person.”

“Identify the actual values you want to retain. Celebrate those. Have less aspirational values, but have a plan to imbed them in the culture.”

“When it comes to practical steps to start changing your culture, you have to know your values so you can move ahead and bring about a new culture.”

RECOMMENDED RESOURCES

Creating and Curating a Recruiting Culture e-book

Designed to Lead by Eric Geiger and Kevin Peck

5LQ Episode 233: Jean Twenge

No Silver Bullets by Daniel Im

In this episode of the 5 Leadership Questions podcast, Eric Geiger, Todd Adkins, and Daniel Im continue the series on recruiting volunteers with a practical discussion on creating a culture of recruiting. During their conversation, they discuss the following questions:

* How important is culture to recruiting volunteers?

* What are some of the best levers leaders have at their disposal to create and embed culture?

* How do I assess my current culture?

* Is culture created by poetry or plumbing?

* What are some practical steps to actually start changing your culture?

BEST QUOTES

“Culture is important for any discipline or value you want proliferated across the church.”

“Just having a recruiting culture isn’t enough.”

“The argument on which comes first isn’t as important as deciding you need both culture and systems.”

“If you want to create culture you tell stories that embody the values you want to see in the culture.”

“You create culture by who and what is celebrated.”

“You change the culture by telling new stories and pointing to new heroes.”

“You can assess the culture by listening to what’s talked about, what’s prayed for, what stories are told from the past, and what heroes are lifted up as the kind of person that is celebrated by the church.”

“If you don’t assess your current culture, you might go into a loop thinking you are doing something new when you actually end up back at your original starting point.”

“Take a look at your policies and your processes because those systems pieces speak very loudly to what your culture actually is. A lot of churches have policies and processes in place because of something bad that happened at some point in time.”

“We can be so obsessed with learning what other churches are doing that we don’t spend enough time assessing our own.”

“Leadership development is poetry and plumbing. It is vision that inspires and the system and processes that deliver on the dream.”

“If you are all poetry and no plumbing, you are a dreamer. You are just talking about development and recruiting.”

“If you are all plumbing and no poetry, you are a doer. It’s about the task, not about the person.”

“Identify the actual values you want to retain. Celebrate those. Have less aspirational values, but have a plan to imbed them in the culture.”

“When it comes to practical steps to start changing your culture, you have to know your values so you can move ahead and bring about a new culture.”

RECOMMENDED RESOURCES

Creating and Curating a Recruiting Culture e-book

Designed to Lead by Eric Geiger and Kevin Peck

5LQ Episode 233: Jean Twenge

No Silver Bullets by Daniel Im

In this episode of the 5 Leadership Questions podcast, Eric Geiger, Todd Adkins, and Daniel Im continue the series on recruiting volunteers with a practical discussion on creating a culture of recruiting. During their conversation, they discuss the following questions:

* How important is culture to recruiting volunteers?

* What are some of the best levers leaders have at their disposal to create and embed culture?

* How do I assess my current culture?

* Is culture created by poetry or plumbing?

* What are some practical steps to actually start changing your culture?

BEST QUOTES

“Culture is important for any discipline or value you want proliferated across the church.”

“Just having a recruiting culture isn’t enough.”

“The argument on which comes first isn’t as important as deciding you need both culture and systems.”

“If you want to create culture you tell stories that embody the values you want to see in the culture.”

“You create culture by who and what is celebrated.”

“You change the culture by telling new stories and pointing to new heroes.”

“You can assess the culture by listening to what’s talked about, what’s prayed for, what stories are told from the past, and what heroes are lifted up as the kind of person that is celebrated by the church.”

“If you don’t assess your current culture, you might go into a loop thinking you are doing something new when you actually end up back at your original starting point.”

“Take a look at your policies and your processes because those systems pieces speak very loudly to what your culture actually is. A lot of churches have policies and processes in place because of something bad that happened at some point in time.”

“We can be so obsessed with learning what other churches are doing that we don’t spend enough time assessing our own.”

“Leadership development is poetry and plumbing. It is vision that inspires and the system and processes that deliver on the dream.”

“If you are all poetry and no plumbing, you are a dreamer. You are just talking about development and recruiting.”

“If you are all plumbing and no poetry, you are a doer. It’s about the task, not about the person.”

“Identify the actual values you want to retain. Celebrate those. Have less aspirational values, but have a plan to imbed them in the culture.”

“When it comes to practical steps to start changing your culture, you have to know your values so you can move ahead and bring about a new culture.”

RECOMMENDED RESOURCES

Creating and Curating a Recruiting Culture e-book

Designed to Lead by Eric Geiger and Kevin Peck

5LQ Episode 233: Jean Twenge

No Silver Bullets by Daniel Im

In this episode of the 5 Leadership Questions podcast, Eric Geiger, Todd Adkins, and Daniel Im continue the series on recruiting volunteers with a discussion on current methods of recruiting. During their conversation, they discuss the following questions:

* How do churches normally recruit volunteers? What are some of the most common ways you see churches recruit leaders?

* Do you feel these methods are effective? Where do these methods come up short?

* Let’s talk about some of the times we have been put into leadership before we were ready.

* Now, share a story about when you placed someone in a position that they were not ready for, and what could you have done differently?

* How do you give your volunteers the tools to succeed even when they may not be fully ready?

BEST QUOTES

“You are never going to get a better result than making a personal ask.”

“If you are having a good experience in this ministry, you are our best bet at getting more people in.”

“Recruiting is going to be effective if there is a relational component. No matter what terminology you are using.”

“Effective recruiting has a vision component. Here’s what we are praying and hoping the Lord does in people’s lives.”

“The third element in effective recruiting is some type of immediate, strategic element. There is a clarity of the ask.”

“Culture and vision are transferred by people, not paper.”

“We grow the most often when we are overwhelmed.”

“I am not overly concerned about giving people too much, if you can be there with them.”

“Dr. Allen Tough says, ‘70 percent of how we learn is by doing, 20 percent by coaching conversations, and 10 percent by informal environments.’”

“All it takes, in most situations, is a good and godly person to give us feedback and walk us through. They don’t have to be the expert, they don’t have to be the leadership guru, they just have to be willing to have that conversation with us and help us move forward.”

“There are going to be people who come into my ministry that appear to be ready to lead in that capacity, but don’t have the spiritual maturity to lead.”

“We want to help church leaders not just get volunteers, but train them well.”

“You have to have a specific map in mind for your volunteers that there is a destination in mind and ports of call along the way. It’s not just a cruise to nowhere.”

“Help them find their area of passion. Give them the skills they need to get the job done that week. In the off weeks, give them ongoing training so that they grow in their ability to lead a group.”

RECOMMENDED RESOURCES

Pipeline 2018 conference – Use promo code: recruitingweek to save 20% off the conference through May 29, 2018

Ministrygrid.com

In this episode of the 5 Leadership Questions podcast, Eric Geiger, Todd Adkins, and Daniel Im continue the series on recruiting volunteers with a discussion on current methods of recruiting. During their conversation, they discuss the following questions:

* How do churches normally recruit volunteers? What are some of the most common ways you see churches recruit leaders?

* Do you feel these methods are effective? Where do these methods come up short?

* Let’s talk about some of the times we have been put into leadership before we were ready.

* Now, share a story about when you placed someone in a position that they were not ready for, and what could you have done differently?

* How do you give your volunteers the tools to succeed even when they may not be fully ready?

BEST QUOTES

“You are never going to get a better result than making a personal ask.”

“If you are having a good experience in this ministry, you are our best bet at getting more people in.”

“Recruiting is going to be effective if there is a relational component. No matter what terminology you are using.”

“Effective recruiting has a vision component. Here’s what we are praying and hoping the Lord does in people’s lives.”

“The third element in effective recruiting is some type of immediate, strategic element. There is a clarity of the ask.”

“Culture and vision are transferred by people, not paper.”

“We grow the most often when we are overwhelmed.”

“I am not overly concerned about giving people too much, if you can be there with them.”

“Dr. Allen Tough says, ‘70 percent of how we learn is by doing, 20 percent by coaching conversations, and 10 percent by informal environments.’”

“All it takes, in most situations, is a good and godly person to give us feedback and walk us through. They don’t have to be the expert, they don’t have to be the leadership guru, they just have to be willing to have that conversation with us and help us move forward.”

“There are going to be people who come into my ministry that appear to be ready to lead in that capacity, but don’t have the spiritual maturity to lead.”

“We want to help church leaders not just get volunteers, but train them well.”

“You have to have a specific map in mind for your volunteers that there is a destination in mind and ports of call along the way. It’s not just a cruise to nowhere.”

“Help them find their area of passion. Give them the skills they need to get the job done that week. In the off weeks, give them ongoing training so that they grow in their ability to lead a group.”

RECOMMENDED RESOURCES

Pipeline 2018 conference – Use promo code: recruitingweek to save 20% off the conference through May 29, 2018

Ministrygrid.com

In this episode of the 5 Leadership Questions podcast, Eric Geiger, Todd Adkins, and Daniel Im continue the series on recruiting volunteers with a discussion on current methods of recruiting. During their conversation, they discuss the following questions:

* How do churches normally recruit volunteers? What are some of the most common ways you see churches recruit leaders?

* Do you feel these methods are effective? Where do these methods come up short?

* Let’s talk about some of the times we have been put into leadership before we were ready.

* Now, share a story about when you placed someone in a position that they were not ready for, and what could you have done differently?

* How do you give your volunteers the tools to succeed even when they may not be fully ready?

BEST QUOTES

“You are never going to get a better result than making a personal ask.”

“If you are having a good experience in this ministry, you are our best bet at getting more people in.”

“Recruiting is going to be effective if there is a relational component. No matter what terminology you are using.”

“Effective recruiting has a vision component. Here’s what we are praying and hoping the Lord does in people’s lives.”

“The third element in effective recruiting is some type of immediate, strategic element. There is a clarity of the ask.”

“Culture and vision are transferred by people, not paper.”

“We grow the most often when we are overwhelmed.”

“I am not overly concerned about giving people too much, if you can be there with them.”

“Dr. Allen Tough says, ‘70 percent of how we learn is by doing, 20 percent by coaching conversations, and 10 percent by informal environments.’”

“All it takes, in most situations, is a good and godly person to give us feedback and walk us through. They don’t have to be the expert, they don’t have to be the leadership guru, they just have to be willing to have that conversation with us and help us move forward.”

“There are going to be people who come into my ministry that appear to be ready to lead in that capacity, but don’t have the spiritual maturity to lead.”

“We want to help church leaders not just get volunteers, but train them well.”

“You have to have a specific map in mind for your volunteers that there is a destination in mind and ports of call along the way. It’s not just a cruise to nowhere.”

“Help them find their area of passion. Give them the skills they need to get the job done that week. In the off weeks, give them ongoing training so that they grow in their ability to lead a group.”

RECOMMENDED RESOURCES

Pipeline 2018 conference – Use promo code: recruitingweek to save 20% off the conference through May 29, 2018

Ministrygrid.com