In a recent post I reviewed Steve Ogne and Tim Roehl, TransforMissional Coaching: Empowering Leaders in a Changing Ministry World, B&H, 2008.
As promised, here are some highlights from the book.
A great C.O.A.C.H.:
Comes alongside – as one who wants the best for both the person and the project
Observes carefully – with the objective view of a specialist
Asks questions wisely – and resists being a ‘teller’
Communicates options and resources – helping think beyond first ‘visible’ impressions to other viable options.
Holds accountable (and cares for the Heart) – so that leaders can grow personally, improve performance, and solve problems for maximum ministry effectiveness. (26)
Seven benefits of coaching:
1. A coach points out what we can’t, don’t, or won’t see
2. A coach provides a safe, compassionate, confidential environment
3. A coach helps give perspective
4. A coach improves performance
5. A coach aids with problem solving and processing conflict
6. A coach is a paraklete
7. A coach empowers leaders to plan their work and then work their plan effectively in proper sequence.
Four keys to initiating a healthy coaching relationship:
1. Check the chemistry
2. Know your leader
3. Clarify the expectations
4. Confirm the contract and continue the journey
Seven habits of great coaches:
Listen, care, celebrate, strategize, train, disciple, challenge.
Two Approaches to Coaching Conversations: G.R.O.W. and Flow:
What is the GOAL of your appointment?
What is REALITY in this situation?
What are your OPTIONS
What WILL you do?
The “4D Flow” Approach
Discern – Where is God working?
Discover – How does he want me to participate?
Develop – What are the next steps?
Depend – Whom do I need?
Essentials for Excellent Listening (How To Listen)
1. Seeking first to understand, then to be understood. (Stephen Covey)
2. He who talks most listen least.
3. Start with the other person’s ‘world’.
4. Listen beyond words for tone of voice and body language.
5. Beware of ‘autobiographical’ responses (interpreting through your own experience).
6. Don’t be afraid of silence (the ‘pregnant pause’)
7. Listen for ‘aha’ or ‘uh-oh’ moment – they are turning points.
Plus learning the art of asking great questions is a key skill on the way to becoming a better listener. Ogne and Roehl give lost of sample coaching questions including ‘99 excellent coaching questions’.
Phases in the development of an emerging leader:
Phase 1. The emerging leader is captured by the vision of an influential leader, and he absorbs himself in his thinking, his books, his talks and so on.
Phase 2. The emerging leader begins to notice that he would do some things differently from the vision of the influential leader. The emerging leader may be seen as being irritating or insubordinate.
Phase 3. The emerging leader becomes an influential leader in his or her own right.
(I found this helpful as I have often observed phase 2 being particularly hard for both the emerging leader and the influential leader to navigate – to use Ogne and Roehl’s terms.)
Young and Restless: The challenge of Empowering Postmodern Leaders
Postmodern leaders require a different kind of motivation.
The young and postmodern leader has a different learning style.
The starting point is different for postmodern leaders (i.e. they don’t necessarily have a basic knowledge of Scripture and good moral character).
Values are more important than vision.
Authenticity is more important than quality.
Ministry is personal and relational, not programmatic or institutional.
Ministry is more missional than attractional.
Success is measured by the experience, not the result.
Accountability is found in a community of leaders.
The Bible story is more powerful than management theory.
Four essential character qualities for a good coach:
Growing both personally and professionally.
Integrity in relationships.