1. Operations 101 Staffing, Class 11

2. Dan Reiland Dan Reiland is executive pastor of 12Stone Church® in Lawrenceville, Georgia, listed in Outreach Magazine as the #1 fastest-growing church in America in 2010. He has worked closely with John Maxwell for 20 years, first as executive pastor at Skyline Wesleyan Church in San Diego, then as vice president of Leadership and Church Development at INJOY. His semimonthly e-newsletter, “The Pastor's Coach,” is distributed to over 40,000 subscribers. Dan is the author of Amplified Leadership – released January 2012.12Stone ChurchThe Pastor's Coach Amplified Leadership

3. Class 1—Staffing This class will be a live case study with Dan Reiland, the Executive Pastor of 12Stone Church in Lawrenceville, Georgia. Dan is an experienced XP and 12Stone is a thriving and dynamic church. How are reviews conducted at 12Stone? Who is in the room and what level of preparation is required? We will want to understand how often reviews are done and how progress is measured. What is the basis of the review, qualitative or quantitative measurement? Dan will present his unique style and perspective on leading the review process at 12Stone. There will be a multitude of take- always from this class.

4. The Love-Hate relationship of Reviews  Previous bad experiences  Top down command and control  A good review is about growth  The primary purpose is personal development  Coaching Conversations

6. Leadership is key In the absence of leadership, in the name of relationship, we default to management, and no one wants to be managed.

7. Management Process, detail, information, projects, getting tasks done Leadership Breath life, intuition, coaching, empowerment based, seeing people grow

8. Set the Context What is the culture?  Toxic?  Business as usual?  Leadership development?

9. Advantages of Performance Reviews (Coaching Conversations)  Increased communication  Increased productivity  Enhancement of teamwork  Reduction of unforeseen problems  Valuable tool for personal and professional development

10. Long before the review is conducted, 3 things to increase effectiveness. 1. Hire the right person  Character  Competence  Chemistry  Calling

11. 2.Invest your first and best energy into a finely crafted job description. MAP’s (Ministry Action Plan) Three components in a MAP  Core Responsibilities  New Territory Goals  Leadership Development Focus

12. 3. Commit yourself to the process. It takes time!  Advance prep 1 hour  Set an appointment – 1.5 hours  Follow up 30 minutes to 1 hour

13. Three different motivational levels for those being reviewed.  Top performers – communication and recognition  Middle performers – organization and prioritization  Bottom performers – direction and supervision (correction)

14. The Elements of an Effective Evaluation  Looking forward – personal and professional development  Looking back – compensation level  The present – improve communication, organization and morale

15. 5 Things people love to know!  What’s expected of me?  How am I doing?  Where am I headed?  How can I improve?  What’s my reward?

16. The Process  Send the review form to each staff member.  Each of you complete the form in advance.  Meet with your staff person, compare thoughts and notes as the basis of your conversation.  Don’t limit your conversation to what is in print. Let the Holy Spirit guide you.  Use the results of your conversation to complete a “formal and final” form.  Let the staff member see it and sign it.  File in permanent employee files.

17. 8 Helpful Guidelines 1. Speak the truth in love (get it said)  Soft heart – everyone looks good  Mushy heart – everyone looks the same  Hard heart – no one can do any good

18. 2. Listen!  Good questions  Active listening  Questions from in the moment

19. 3. Never surprise your staff person. 4. Encourage their strengths. 5. Make it a dynamic process. See the review as an exchange of information, not a report card.

20. 6. Stick to the essentials. 7. Don’t hesitate to ask for performance. 8. Identify an area of growth.

21. Three final components for the review to “work”.  Trust you  Respect you  See you as able to add value to their life