Zambia team lfys analysis

  • 390 views
Uploaded on

 

More in: Business , Travel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
    Be the first to like this
No Downloads

Views

Total Views
390
On Slideshare
0
From Embeds
0
Number of Embeds
0

Actions

Shares
Downloads
1
Comments
0
Likes
0

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide
  • LFYS is a good Intake Assessment for new coacheesBut our purpose today is to look at you & your leadership styleAnd see what that says about your coaching styleWHO HAS READ YOUR LFYS REPORT?LFYS is built upon the old DiSC inventoryOnly with quite a bit more research behind itJohn Trent – authorDiSC went into the public domain in the mid-1950’sMeans there are many different versions of the DiSCSome have some great research behind them – others don’tLFYS has literally tens of thousands of inventories taken that support the typologies4 basic types (Lion, Otter, Golden Retriever & Beaver) (corresponding with DiSC)60 plot points on the wheelOver 19,000 individualized descriptions
  • Hi “L” or “O” or “G” or “B” is how far to the right (toward +10) you plotLo “L” or “O” or “G” or “B” is how far to the left (toward -10) you plotINFIELDERS - Aggressive, quick on feet, charge the ballOUTFIELDERS - Slower, size-up the situation first, wait for the ball, back up, Infielders & Outfielders use different strategiesIt isn’t important how YOU would solve the problem – Help the coachee figure out how THEY would solve the problem - you are not the Super Hero of Solving Problems-----------------------------------------------------------------------------------------TAKE OUT SHEET OF PAPER -write your name as you would normally -switch pen to other hand – write name again (cursive)Natural Strength is like your dominant hand - this is how you like to do it & how you do it best -but…in a crunch you can do it differently-----------------------------------------------------------------------------------------Any strength can become a limitation if used to the extreme or used inappropriately
  • Optimists are FarsightedRealists are NearsightedOptimists label Realists as “Pessimists”Realists accuse Optimists of living in a dream worldImagine what this looks like if your coachee is on a staff/team with both Optimists need to invite Realists into conversationOptimists Realists-tend to trust information -Need to validate information (will ask validating questions)-trusts quickly -must earn their trust-tends to present ideas w/ feelings -Wants facts (can shut down w/o them)God placed Optimists in the relationship to see the VisionAnd Realists to see the StepsWhat does this tell you about coaching?
  • Dynamic people are good “starters”Predictable people are good “finishers”This is about learning how to pass the baton (i.e. starters vs. finishers)PREDICTABLE DYNAMIC-need to know how change will impact them-when they drop the ball – likely feel like failure - when they drop the ball they can blow it off/ignore it-likes slower predictable environment so they can finish – likes faster environment to start many projects-Delegation is hard-Plan things outHow can you imagine this impacting your coaching?
  • PIONEER STRUCTURED-doing something is better than nothing -don’t want to do something poorly or wrong-Rules/procedures are obstacles -rules/procedures provide protection-asks for forgiveness -asks for permission-sees Many Ways to do something -sees One Way-Accepts risk in accomplishing something -Avoids risk in accomplishing something
  • Explain Energy line
  • Take a look at your own movement chart - pg 17Stressors:Cross Energy LineMove more than 5 degrees
  • DISCUSS AROUND TABLE:How have you seen these styles in yourself?How have you seen them in your coachees?How can these insights impact your coaching?DEBRIEF
  • The goal is to understand and work well with others.It is easy recognize how others can annoy us, but the goal is… to understand our own behaviors and how they cause anxiety in others.AND…learn to adjust our behavior to reduce others’ stress & increase effective communication
  • In these slides draw out group suggestions for what causes tension in each instance before you show the statement.
  • In these slides draw out group suggestions for what causes tension in each instance before you show the statement.
  • Picnic – Church Announcement example:Act out how each of the behavior types would do an announcementO - “We are so excited to announce an awesome opportunity to have a great time with everyone. We’re having a picnic!! And it’s going to be amazing! Don’ t miss it, next Sunday. We want to see everyone there!G – “We’re having a church family picnic next Sunday after worship. It will be a wonderful opportunity to get to spend some time with your brothers & sisters in Christ and get to know some people you may not yet have met.”L – “There is a picnic next Sunday after worship. Be there!”B – Next Sunday, October 19 we will be hosting a church-wide picnic on the church grounds. It will start immediately after worship is concluded and end precisely at 2pm. The church will provide the drinks and condiments but we ask that each family bring enough food to feed your family plus 2 more people.
  • How to manage:L’s: Agree upon the goal - “What results do you want?” – “How will you measure?” – then get out of their way.O’s: are difficult to manage one-on-one. The best way is an a group- because they care what they look like. If they commit to the group, they will do it.Gs: Spend time together with them – will take several attempts to help process them .B’s with tracks, timelines or milestones. Be willing to invest time and details.
  • Plot everyone on this graph on the whiteboard
  • TEAM = staff, small group leaders, lay leaders, mission teammates, etc.

Transcript

  • 1. COACHING AND BEHAVIORAL STYLE Leading From Your Strengths® by Ministry Insights International, Inc.
  • 2. LEADING FROM YOUR STRENGTHS Mission Alive uses the LFYS profile during our Discovery Lab assessment of each church planter As a coach, it is helpful for you to understand your LFYS profile so you can work with others more effectively You may want to administer the LFYS profile to new coachees to help you determine how you can best work together
  • 3. 4 SCALES  “L” scale – Problem-Solving Style  (Lion scale)  “O” scale – Information Processing Style  (Otter scale)  “G” scale – Managing Change Style  (Golden Retriever scale)  “B” scale – Risk Facing Style  (Beaver) scale©Leading From Your Strengths® - Ministry Insights International, Inc.
  • 4. “L” SCALE Problem Solving Style 1 9 8 7 6 5 4 3 2 1 0 1 2 3 4 5 6 7 8 9 1 0 0 Reflective Aggressive Peaceful Bold Agreeable Neutral Driving Cautious Pioneering Cooperative Direct Humble Competitive Mild Determined Indifferent to time Time is an issue – don’t want to lose it©Leading From Your Strengths® - Ministry Insights International, Inc.
  • 5. “O” SCALE Information Processing Style 1 9 8 7 6 5 4 3 2 1 0 1 2 3 4 5 6 7 8 9 1 0 0 Realistic Optimistic Objective Inspiring Critical Neutral Persuasive Cool Convincing Reflective Sociable Skeptical Trusting Distrusting Indifferent to loss of Fears loss of approval approval©Leading From Your Strengths® - Ministry Insights International, Inc.
  • 6. “G” SCALE Managing Change Style 1 9 8 7 6 5 4 3 2 1 0 1 2 3 4 5 6 7 8 9 1 0 0 Dynamic Predictable Hurried Amiable Intense Neutral Systematic Flexible Logical Progressive Patient Excited Relaxed Unhurried Indifferent to connection Fears loss of connection with anything©Leading From Your Strengths® - Ministry Insights International, Inc.
  • 7. “B” SCALE Risk Facing Style 1 9 8 7 6 5 4 3 2 1 0 1 2 3 4 5 6 7 8 9 1 0 0 Pioneering Structured Radical Precise Unconvention Neutral Perfectionis al t Fearless Orderly Uninhibited Diplomatic Self-willed Accurate Rebellious Meticulous Indifferent to quality Fears loss of quality©Leading From Your Strengths® - Ministry Insights International, Inc.
  • 8. ALL SCALES Problem Solving Style 1 9 8 7 6 5 4 3 2 1 0 1 2 3 4 5 6 7 8 9 1 0 0 Reflective Aggressive Information Processing Style Realistic Optimistic Managing Change Style Dynamic Predictable Risk Facing Style Pioneering Structured 1 9 8 7 6 5 4 3 2 1 0 1 2 3 4 5 6 7 8 9 1 0 0©Leading Energy Line From Your Strengths® - Ministry Insights International, Inc.
  • 9. STRENGTH MOVEMENT Problem Solving Style 1 9 8 7 6 5 4 3 2 1 0 1 2 3 4 5 6 7 8 9 1 0 0 Reflective Aggressive Information Processing Style Realistic Optimistic Managing Change Style Dynamic Predictable Risk Facing Style Pioneering Structured 1 9 8 7 6 5 4 3 2 1 0 1 2 3 4 5 6 7 8 9 1 0 0©Leading From Your Strengths® - Ministry Insights International, Inc.
  • 10. LEADING FROM YOUR STRENGTHS Reserved, Task Oriented Questioning Challenging Asking B L Telling Slow Paced Fast Paced Works within Shapes existing Environmen circumstance t s G O Emoting, Relational Accepting, Agreeable© Leading From Your Strengths® - Ministry Insights International, Inc. Receptive
  • 11. APPLICATIONS1. Understand how your behavioral tendencies can cause tension in others.2. Learn to adjust your behaviors to meet the needs of others!3. Coach others appropriate to their natural strength and strength movement
  • 12. HOW YOUR BEHAVIOR CAUSES TENSION IN OTHERS IF YOU’RE AHI “L” And the other person is a hi… L – your tendencylimits their freedom situation, if it to over-control a O – your concernenvironmentwithout a motivational for results, G – not taking relationships prioritizing time over time to listen; B – being quick, but not thorough enough
  • 13. HOW YOUR BEHAVIOR CAUSES TENSION IN OTHERS IF YOU’RE AHI “O” And the other person is a hi… L – youremotional lack of result orientation; too apparent O – your desireifforlimits their influence especially it visibility/influence, G – the lack of depth in some of your relationships; quickness B – lack of attention to details; your impulsiveness
  • 14. HOW YOUR BEHAVIOR CAUSES TENSION IN OTHERS IF YOU’RE AHI “G” And the other person is a hi… L – time engaged in too much small talk O – your apparent lack of quickness – your lack of initiative, especially if it G means they need to initiate B – your people/small talk orientation, not focusing on the task
  • 15. HOW YOUR BEHAVIOR CAUSES TENSION IN OTHERS IF YOU’RE AHI “B” And the other person is a hi… L – your slower and methodical pace O – your attention to detail G – not letting them know how you “feel” B – your desire to be more right/correct December 11
  • 16. HOW TO RELATE TO A HI…L = be directO = be enthusiasticG = be relationalB = be factual
  • 17. HOW TO MOTIVATE A HI…L = goals, challenge, resultsO = groups, imageG = time together, personal affirmationB = facts, timelines, details
  • 18. ©Leading From Your Strengths® - Ministry Insights International, Inc.
  • 19. YOUR TEAM •What strengths does your team have? •What limitations will sf df SF you likely experience? •What does your team need to look out for? gs D F DF David French DS Dixon Settle D GS Greg Swindle tm S ma TM KF Kerin French N ds LF Lorie French nk KF K G MA Mary Alice Settle S ms mk MS MK Mukuka Kennedy MS Mary Swindle LF NK Nchimunya lf MK Kabunda MA kf SF Stephen French TM Thomas Simubali Mankisi©Leading From Your Strengths® - Ministry Insights International, Inc.