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 Cycle Team Leader Oversees Process

Position Focus, Refine and Review

Key Questions  How 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 & maturity Position 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 objectives  Progress 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 evaluation  A Job Description  A 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

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

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 Conversation Discuss 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

SecondConversation:Refine

Second Conversation: refine The Mid-Year Review 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 gone well? What has not gone so well? What has not gone so well? What are you learning? What are you learning? What will you do differently? What will you do differently? What do you need more of? Less of? What do you need more of? Less of? How to Conduct the Staff Development Cycle

Second Conversation: refine The Mid-Year Review 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 360 o review. How to Conduct the Staff Development Cycle

Third Conversation: review

The End-of-Year Review The End-of-Year Review How to Conduct the Staff Development Cycle

Third Conversation: review The End-of-Year Review The End-of-Year Review How to Conduct the Staff Development Cycle

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