Regional Cohort Gatherings March 14 & 15, 2012Jason Condon
Topic: "Member Care & Church Governance" From the "Big Picture" Regional Cohort Gatherings for church planters on the East Coast Conference of the Evangelical Covenant Church.
Regional Cohort Gatherings March 14 & 15, 2012Jason Condon
Topic: "Member Care & Church Governance" From the "Big Picture" Regional Cohort Gatherings for church planters on the East Coast Conference of the Evangelical Covenant Church.
Creating an Invite Culture - Highrock Quincy Retreat 2016-01-30Jason Condon
Workshop Handout from the Highrock Quincy Retreat 2016-01-30 at Pilgrim Pines Campground on the East Coast Conference of the Evangelical Covenant Church.
Regional Cohort Gatherings Jan 11 & 12, 2012Jason Condon
Topic: "Seasons of Church Life & Ministry" From the "Big Picture" Regional Cohort Gatherings for church planters on the East Coast Conference of the Evangelical Covenant Church.
Understanding Covenant Church PlantingJason Condon
Presentation with Q&A discussion introducing the principles and practices of Covenant Church Planting in Evangelical Covenant Church. Facilitated by Michael Carrion & Jason Condon at Midwinter 2015, Denver CO.
Regional Cohort Gatherings Aug 17 & 18, 2011Jason Condon
Topic: "Successful Fall Outreach" From the "Big Picture" Regional Cohort Gatherings for church planters on the East Coast Conference of the Evangelical Covenant Church.
Coaching for Change--Rainer Kunz at the Northwest MInistry ConferenceCoachNet Global LLC
This is Rainer Kunz' presentation from his pre-conference intensive called "Coaching for Change" from the Northwest Ministry Conference in Seattle on March 22, 2012.
(c) 2012 CoachNet Global LLC. All rights reserved.
Attendees learned valuable strategies on how to use compassion to prepare for their coaching sessions:
* Set a positive climate that fosters respect
* Focus on long-term development— not on altering short-term performance
* Discover your employees’ personal goals
Part Two of our 3-part series took place on Tuesday November 29 at 2 pm ET. Join us as Teleos’ scholar-practitioners, Suzanne Rotondo and Gretchen Schmelzer share how you can:
* Deepen the conversation with your team
* Get the feedback you’re looking for
* Build on the coaching reflections from Part One
Creating an Invite Culture - Highrock Quincy Retreat 2016-01-30Jason Condon
Workshop Handout from the Highrock Quincy Retreat 2016-01-30 at Pilgrim Pines Campground on the East Coast Conference of the Evangelical Covenant Church.
Regional Cohort Gatherings Jan 11 & 12, 2012Jason Condon
Topic: "Seasons of Church Life & Ministry" From the "Big Picture" Regional Cohort Gatherings for church planters on the East Coast Conference of the Evangelical Covenant Church.
Understanding Covenant Church PlantingJason Condon
Presentation with Q&A discussion introducing the principles and practices of Covenant Church Planting in Evangelical Covenant Church. Facilitated by Michael Carrion & Jason Condon at Midwinter 2015, Denver CO.
Regional Cohort Gatherings Aug 17 & 18, 2011Jason Condon
Topic: "Successful Fall Outreach" From the "Big Picture" Regional Cohort Gatherings for church planters on the East Coast Conference of the Evangelical Covenant Church.
Coaching for Change--Rainer Kunz at the Northwest MInistry ConferenceCoachNet Global LLC
This is Rainer Kunz' presentation from his pre-conference intensive called "Coaching for Change" from the Northwest Ministry Conference in Seattle on March 22, 2012.
(c) 2012 CoachNet Global LLC. All rights reserved.
Attendees learned valuable strategies on how to use compassion to prepare for their coaching sessions:
* Set a positive climate that fosters respect
* Focus on long-term development— not on altering short-term performance
* Discover your employees’ personal goals
Part Two of our 3-part series took place on Tuesday November 29 at 2 pm ET. Join us as Teleos’ scholar-practitioners, Suzanne Rotondo and Gretchen Schmelzer share how you can:
* Deepen the conversation with your team
* Get the feedback you’re looking for
* Build on the coaching reflections from Part One
1Leadership Journal graphicAll font appearing in .docxdrennanmicah
1
Leadership Journal
<graphic>
<All font appearing in blue are instructions and should be deleted
before journal is submitted>
<Your Name>
PMIN 702: Advanced Ministry Administration
Regent University
Fall 2018
5
Table of Contents
I. Emotional Health Check-Up
II. Genogram - Looking Back in order to go Forward
III. APEST Assessment
IV. Leading out of Marriage or Singleness
V. Establishing a Rule of Life
VI. Principles of Rest – Sabbath Keeping
VII. Making Plans and Decisions God’s Way
VIII. Working with Teams
IX. Understanding Power and Establishing Boundaries
X. Endings and New Beginnings
XI. Final Observations about Emotional Health and Leadership
ii
Section 1
Week #1 h- Emotional Health Check-Up
“The emotionally unhealthy leader is someone who operates in a continuous state of emotional and spiritual deficit, lacking emotional maturity” and often substituting their “doing for God” in place of “being with God.” (Scazzero, EHL, 25) These leaders minister from an empty cup, rather than from an overflowing saucer.
1. Complete the assessment, “How Healthy Is Your Leadership?”
Use the following scale:
5 = Always true of me
4 = Frequently true of me
3 = Occasionally true of me
2 = Rarely true of me
1 = Never true of me
__5___ 1. I take sufficient time to experience and process difficult emotions such as anger, fear, and sadness.
_____ 2. I am able to identify how issues from my family of origin impact my relationships and leadership—both negatively and positively.
___5__ 3. (If married): The way I spend my time and energy reflects the value that my marriage—not ministry—is my first priority as a leader.
(If single): The way I spend my time and energy reflects the value that living out a healthy singleness—not ministry—is my first priority as a leader.
__5___ 4. (If married): I experience a direct connection between my oneness with Jesus and oneness with my spouse.
(If single): I experience a direct connection between my oneness with Jesus and closeness with my friends and family.
___4__ 5. No matter how busy I am, I consistently practice the spiritual disciplines of solitude and silence.
__4___ 6. I regularly read Scripture and pray in order to enjoy communion with God and not just in service of ministry tasks.
___1__ 7. I practice Sabbath—a weekly twenty-four-hour period in which I stop my work, rest, and delight in God’s many gifts.
__1___ 8. I view Sabbath as a spiritual discipline that is essential for both my personal life and my leadership.
___5__ 9. I take time to practice prayerful discernment when making ministry plans and decisions.
___4__ 10. I measure the success of planning and decision-making primarily in terms of discerning and doing God’s will (rather than exclusively by measures such as attendance growth, excellence in programming, or expanded impact in the world).
___4__ 11. With those who report to me, I consistently devote a portion of my supe.
Developing Leaders at all levels through Purpose driven coachingJoseph Abraham
Organizations often state that they want to strengthen their leadership pipeline, yet research shows that corporate leadership capabilities are dropping. These days, every organization is competing with everyone, from everywhere for everything - a new global reality! Researchers at Boston Consulting Group have identified the need to build leaders at all levels in an organization as one of the main challenges to be successful in the modern 'flat' world. To be successful in the turbulent decade that lies ahead leaders – and all the people they lead – need to learn to deal with complexity, uncertainty and constant change
In today’s work and organizational context one of the key qualities that helps leaders succeed and develop more leaders is the ability to coach, this workshop aims to help understand the essence of coaching and the effective tools one can practically employ at workplace both with individuals and teams that can make your coaching interventions more meaningful and powerful.
Your people have an innate desire to succeed and perform to their best and sometimes with the mind blocks and blind-spots they feel they’ve come to cross-roads or stumbled upon a huge roadblock and as a leader and you too want to see them thrive, succeed and grow, now with coaching you can help them accomplish their goals as Coaching is all about the person at the other end of the conversation, making this conversation powerful, engaging, lively, trust-driven and worthwhile is the key, and that’s what we’ll discover through this presentation.
The Stewardship of Gratitude is a strategic methodology for increasing the impact of individual congregation members through the Five Actions of Gratitude.
Leadership Journal before journal is submittedkarenahmanny4c
Leadership Journal
before journal is submitted>
PMIN 702: Advanced Ministry Administration
Regent University
Fall 2018
Table of Contents
I.
Emotional Health Check-Up
II.
Genogram - Looking Back in order to go Forward
III.
APEST Assessment
IV.
Leading out of Marriage or Singleness
V.
Establishing a Rule of Life
VI.
Principles of Rest – Sabbath Keeping
VII.
Making Plans and Decisions God’s Way
VIII.
Working with Teams
IX.
Understanding Power and Establishing Boundaries
X.
Endings and New Beginnings
XI.
Final Observations about Emotional Health and Leadership
Section 1
Week #1
h- Emotional Health Check-Up
“The emotionally unhealthy leader is someone who operates in a continuous state of emotional and spiritual deficit, lacking emotional maturity” and often substituting their “doing for God” in place of “being with God.” (Scazzero, EHL, 25) These leaders minister from an empty cup, rather than from an overflowing saucer.
1. Complete the assessment, “How Healthy Is Your Leadership?”
Use the following scale:
5 = Always true of me
4 = Frequently true of me
3 = Occasionally true of me
2 = Rarely true of me
1 = Never true of me
__5___ 1. I take sufficient time to experience and process difficult emotions such as anger, fear, and sadness.
_____ 2. I am able to identify how issues from my family of origin impact my relationships and leadership—both negatively and positively.
___5__ 3. (If married): The way I spend my time and energy reflects the value that my marriage—not ministry—is my first priority as a leader.
(If single): The way I spend my time and energy reflects the value that living out a healthy singleness—not ministry—is my first priority as a leader.
__5___ 4. (If married): I experience a direct connection between my oneness with Jesus and oneness with my spouse.
(If single): I experience a direct connection between my oneness with Jesus and closeness with my friends and family.
___4__ 5. No matter how busy I am, I consistently practice the spiritual disciplines of solitude and silence.
__4___ 6. I regularly read Scripture and pray in order to enjoy communion with God and not just in service of ministry tasks.
___1__ 7. I practice Sabbath—a weekly twenty-four-hour period in which I stop my work, rest, and delight in God’s many gifts.
__1___ 8. I view Sabbath as a spiritual discipline that is essential for both my personal life and my leadership.
___5__ 9. I take time to practice prayerful discernment when making ministry plans and decisions.
___4__ 10. I measure the success of planning and decision-making primarily in terms of discerning and doing God’s will (rather than exclusively by measures such as attendance growth, excellence in programming, or expanded impact in the world).
___4__ 11. With those who report to me, I consistently devote a portion of m ...
This session will engage participants in ways to fully leverage the LPI® to drive behavior change in workshop participants and culture change in the organizations they lead. Beyond interpretation of the results, themes, and development plans, we’ll explore techniques to go deeper with individuals. In addition to sharing our own insights and experience, we’ll facilitate table discussions and best practice sharing on topics such as powerful questions, tapping into genuine motivation, dealing with resistance, and ways to reinforce behavior change.
Renee Harness is the founder of Harness Leadership, a Certified Master Facilitator of The Leadership Challenge®, and key developer of LPI® Coach Certificate Program. Working with leaders at every level of an organization, her goal is to engage, inspire, and involve people in making meaningful contributions to their work, their communities, and their worlds.
Amy Dunn is a member of Integris Performance Advisor’s consulting team and focuses on facilitation of The Leadership Challenge®, LPI® coaching, The Five Behaviors of a Cohesive Team®, talent management, and meeting design and facilitation. Amy’s greatest professional joy comes from optimizing talent – within individuals, teams, and organizations.
this presentation gives basic understanding of What is coaching, Why coaching, Skills required to be a coach, Coaching arc of conversation and basics of coaching models.
Suzanne Rotondo and Gretchen Schmelzer
Master coach faculty members for Teleos’ flagship coach development and certification program
In the first of a three-part series on coaching, Suzanne and Gretchen will discuss, “What Neuropsychology Tells Us About the Positive Impact of Coaching with Compassion.”
Looks at modes of learning (based loosely on Blooms modes of learning), with the goal of holistic integration in learning. Particular focus is on Christian education.
The Book of Joshua is the sixth book in the Hebrew Bible and the Old Testament, and is the first book of the Deuteronomistic history, the story of Israel from the conquest of Canaan to the Babylonian exile.
The PBHP DYC ~ Reflections on The Dhamma (English).pptxOH TEIK BIN
A PowerPoint Presentation based on the Dhamma Reflections for the PBHP DYC for the years 1993 – 2012. To motivate and inspire DYC members to keep on practicing the Dhamma and to do the meritorious deed of Dhammaduta work.
The texts are in English.
For the Video with audio narration, comments and texts in English, please check out the Link:
https://www.youtube.com/watch?v=zF2g_43NEa0
Homily: The Solemnity of the Most Holy Trinity Sunday 2024.docxJames Knipper
Countless volumes have been written trying to explain the mystery of three persons in one true God, leaving us to resort to metaphors such as the three-leaf clover to try to comprehend the Divinity. Many of us grew up with the quintessential pyramidal Trinity structure of God at the top and Son and Spirit in opposite corners. But what if we looked at this ‘mystery’ from a different perspective? What if we shifted our language of God as a being towards the concept of God as love? What if we focused more on the relationship within the Trinity versus the persons of the Trinity? What if stopped looking at God as a noun…and instead considered God as a verb? Check it out…
The Good News, newsletter for June 2024 is hereNoHo FUMC
Our monthly newsletter is available to read online. We hope you will join us each Sunday in person for our worship service. Make sure to subscribe and follow us on YouTube and social media.
The Chakra System in our body - A Portal to Interdimensional Consciousness.pptxBharat Technology
each chakra is studied in greater detail, several steps have been included to
strengthen your personal intention to open each chakra more fully. These are designed
to draw forth the highest benefit for your spiritual growth.
In Jude 17-23 Jude shifts from piling up examples of false teachers from the Old Testament to a series of practical exhortations that flow from apostolic instruction. He preserves for us what may well have been part of the apostolic catechism for the first generation of Christ-followers. In these instructions Jude exhorts the believer to deal with 3 different groups of people: scoffers who are "devoid of the Spirit", believers who have come under the influence of scoffers and believers who are so entrenched in false teaching that they need rescue and pose some real spiritual risk for the rescuer. In all of this Jude emphasizes Jesus' call to rescue straying sheep, leaving the 99 safely behind and pursuing the 1.
Lesson 9 - Resisting Temptation Along the Way.pptxCelso Napoleon
Lesson 9 - Resisting Temptation Along the Way
SBs – Sunday Bible School
Adult Bible Lessons 2nd quarter 2024 CPAD
MAGAZINE: THE CAREER THAT IS PROPOSED TO US: The Path of Salvation, Holiness and Perseverance to Reach Heaven
Commentator: Pastor Osiel Gomes
Presentation: Missionary Celso Napoleon
Renewed in Grace
What Should be the Christian View of Anime?Joe Muraguri
We will learn what Anime is and see what a Christian should consider before watching anime movies? We will also learn a little bit of Shintoism religion and hentai (the craze of internet pornography today).
1. Wed January 20, 12:00pm - 2:00pm NY/NJ Metro Cohort
Wed February 3, 10:30am - 2:30pm New England Cohort
TBD February (video conference) Mid-Atlantic Cohort
Welcome!
• Our Purpose: “ encourage, equip, and multiply church planters
for a sustaining church planting movement”
Coaching | Intro to the Practice of Christian Coaching
Our Working Definition
• “Coaching is an on-going intentional conversation that empowers
a person or group to fully live out God’s calling.” ~ Keith E. Webb
Key Resource (Keith E. Webb, Creator & Author):
• The COACH Model for Christian Leaders: Powerful Leadership Skills
to Solve Problems, Reach Goals, and Develop Others
Four Coaching Assumptions
1. The Holy Spirit speaks directly through many means
2. All people have a holistic calling
3. Coachee-driven results are most relevant
4. Special techniques by coaches improve coachee learning
Contact & Quick Info | links are clickable in blog post and pdf at www.jasoncondon.com
Jason R. Condon
Associate Superintendent & Director of Church Planting,
East Coast Conference of the Evangelical Covenant Church
• jasonrcondon@gmail.com
• (860) 479-2020
• www.jasoncondon.com
(Cohort handouts and resources posted here)
• facebook.com/jasoncondon
• eastcoastconf.org
• covchurch.org
Quick-Start Guide to ECConf Church Planting
• "Understanding Covenant Church Planting" (or
www.jasoncondon.com/2015/01/understanding-
covenant-church-planting.html) - seminar handout
introducing concepts & strategy
• "What Are We Looking For in A Church Planter?"
(or bit.ly/Qfbiue ) - an overview of what we value in a
church planter and his or her ministry
• "Church Planter Identification Process"
(or bit.ly/TfnyKr) - an overview of how we assess
church planters and pursue church planting within the
East Coast Conference and the Covenant
Church Planter Cohort Gatherings | NY/NJ • New England • Mid-Atlantic Jan/Feb 2016 | page of1 6
Church Planter
Cohort Gatherings
2. Spiritual Dynamics in Coaching
The Holy Spirit
Christian coaches are not a substitute for the Holy Spirit.
Sometimes coaches forget. Experience, intuition, and
spiritual discernment can tempt coaches to move to
conclusions.
More important than the coach’s perspective is
the Holy Spirit’s perspective and how He’s leading
the coachee.
All believers have the
Holy Spirit, but not all
believers hear His voice
and know how to
respond well. Listening
to the Holy Spirit is key
to understanding God’s
will. The coach’s job is
to provoke reflection in
the coachee, toward the
Holy Spirit.
How much do you
trust the Holy Spirit
to “teach and remind”?
The Body of Christ
Every believer has the Holy Spirit and thus a direct link to
God without a human priest mediator. Spiritual
discernment is a social, not individualistic, process.
God created the Body of Christ as a social setting where
His will is made known, interpreted, and applied. A
person outside an active role in the Body of Christ
cannot fully understand and apply God’s will in
his or her life.
The Christian coach plays an important role in helping
the coachees to think through how they are processing
their spiritual discernment with others and how they
might involve the appropriate members of the Body of
Christ in that process. Coachees mature through
their interaction with the Body of Christ.
The Transformational Formula
There are four key elements
that facilitate transformation:
1. Holy Spirit
2. Discovery
3. Action
4. Reinforcement
Each is essential to the transformational formula.
Transformation rarely happens without all four. Just for
fun, let’s write it as a formula:
HS × (D + A + R) = T
The Holy Spirit (HS) multiplies the sum of
discovery (D), action (A), & reinforcement (R),
producing Transformation.
Holy Spirit
The Holy Spirit is the ultimate generator of discovery and
action. It is the Holy Spirit who brings transformation to
the lives of people. The reinforcement of the Holy Spirit
through peace, fulfillment, and a lack of panging
conscience encourage a person to further transformation.
Discovery
The coaching process is focused on discovery. Discovery
comes in the form of new self-awareness, insights, ideas,
learning, attitudes, facts, realizations, etc. The bread and
butter of coaching are discovery and action.
Action
Without action steps coaching is merely a nice
conversation. Although encouraging, without action there
is no change, no translation of any new discoveries into
the life of the coachee. Coaching is about action.
Reinforcement
As coachees act on their discoveries they get some kind of
feedback—a result, a reward, or consequence. This
feedback can reinforce or weaken the new behavior of the
coachee. The coach must reinforce all actions taken toward
the coachee’s desired ends, regardless of the actual results.
Church Planter Cohort Gatherings | NY/NJ • New England • Mid-Atlantic Jan/Feb 2016 | page of2 6
“But the Counselor, the Holy Spirit,
whom the Father will send in my name,
will teach you all things and will remind
you of everything I have said to you.”
~ Jesus (John 14:26)
Holy Spirit
Coachee
Body of Christ
3. The C.O.A.C.H. Model
Following a simple coaching model will help you to coach
better. The COACH Model™ has five steps to guide
you through a coaching conversation.
1. Connect | Engage the Coachee
The first step is to connect with the coachee and build
rapport & trust. It’s a human connection between coach
and coachee. And it’s a spiritual connection between the
Holy Spirit and coachee & coach.
The coachee will share a variety of things happening in
his or her life. These topics may or may not become
topics for the conversation. This information provides a
bit of background “color” to the coachee’s state of mind.
Example Questions:
• How have you been?
• What’s God been doing in your life lately?
• What insights have you had since our last
conversation?
A coach will also use this time to follow-up the last
conversation’s action steps.
Example Questions:
• What progress did you make on your action steps?
• What did you do on your action steps?
2. Outcome | Determine Convo Goal
Find out what the coachee considers to be a valuable
topic and for the coaching conversation goal. Through
dialogue, the coach and coachee determine how to best
use the coaching conversation. This may mean following
up on previous topics, or engaging in new ones.
Example Questions:
• What result would you like to take away from our
conversation?
• What would you like to work on?
• What would make today’s conversation successful?
3. Awareness | Reflective Dialogue
Ask questions & practice active listening. Listen beyond
coachee’s words. Encourage & give appropriate feedback.
Challenge assumptions appropriately. Encourage
discovery, insights, commitment, and action through a
reflective dialogue. Discovery is the key to this stage.
Example Questions:
• What are the keys points to understand this situation?
• What is your desired outcome in this situation?
• What other factors are influencing this situation?
• Let’s look at this from a different perspective…
(3. Cont’d)
Practice all the coaching skills, seeking discovery, and
follow up with questions like these:
• What else do you think or feel about this?
• What would help you move forward?
4. Course | Action Steps
This step seeks to capture the insights and put them into
actionable steps. Coach and coachee will continue a
reflective dialogue, but this time focused towards a course
of action. The result will be clear action steps the coachee
will do before the next coaching conversation. Try for 2-3
action steps for each coaching topic.
Example Questions:
• What actions would you like to do to move forward?
• What options do you have?
• Which of options would you like to do? How? When?
• On a scale of 1-10 (with 10 high) how confident are
you that you can do this plan?
(If 7 or below go back and work on the plan.)
5. Highlights | Learning & Action Steps
Ask the coachee to review their learning, insights, and
what they found helpful. This review helps the coachee to
deepen their learning, and helps the coach know what the
coachee found valuable. Also, ask the coachee to repeat
their action steps.
Example Questions:
• What would you like to remember from this time?
• What parts of discussion were particularly helpful?
• What awareness do you have that you didn’t before?
• What are your action steps?
Church Planter Cohort Gatherings | NY/NJ • New England • Mid-Atlantic Jan/Feb 2016 | page of3 6
4. Powerful Questions
Powerful questions are those that reveal information
for the benefit of the coachee. (Not the asker.)
• Asking based on active listening
and the coachee’s agenda.
• Asking forward moving,
not backwards looking questions.
• Asking questions that stimulate clarity,
discovery, insight, and action - not correction.
Towards Powerful Questions
Compare the following questions.
1. Are you happy with your ministry?
2. How do you feel about your ministry?
3. What about your ministry do you find most
satisfying?
4. How does your ministry connect to
God’s calling in your life?
5. Why might it be that God directed you
to this ministry?
Active Listening
Techniques that communicate,
“I’m listening”…
Verbal
• Vocal responses: “Umm hum,”
“Yes,” “I see,” “Continue,” etc.
• Restating what the other person said,
“So, you are saying that…”
• Clarifying the other person’s meaning,
“Would you give an example of…”
Non-Verbal
• Facing the other person.
• Keeping comfortable eye contact.
• Nodding in agreement.
• Avoiding distracting behaviors such as looking at a
text message and interrupting.
The 80/20 Rule
In coaching, the focus of the conversation is on the
coachee. They set the agenda, they talk the most, and
they create their own action plans. The coachee talks and
the coach listens 80% of the time. Listening is of great
value to the coachee and a wonderful gift to give.
Opening Up Questions
Closed questions can easily be turned into open questions.
Use What, How, When, Where, & Who questions.
Example:
• Closed: Are you planning to borrow the $ to do that?
• Open: What are your plans to finance that?
Instructions:
• you’ll stand up and mingle around the room
• verbally change the closed questions into an open
question and say the open question to someone else
• If other person agrees that it is now an open question,
they’ll initial next to the original closed question
• do one or two with one person, then move on
Questions to Open Up Initials
1. Are you happy about this decision?
2. Does your supervisor agree?
3. Can you think of any other ideas?
4. Do you learn from books
or by talking to people?
5. Is it time for you to make a career move?
6. Is there anything else you’d like to say
about this topic?
7. Would Tuesday be a good time to talk?
8. Are you living out your vision?
9. Does your spouse think the same way?
10. Are you going to ask him?
11. Could someone on your team help?
12. Did you raise your support?
13. Did you have a nice day at school?
14. Is church planting your main thing?
15. Is casting vision next step for the team?
Church Planter Cohort Gatherings | NY/NJ • New England • Mid-Atlantic Jan/Feb 2016 | page of4 6
“After three days they found him in the temple courts,
sitting among the teachers, listening to them and
asking them questions. Everyone who heard him was
amazed at his understanding and his answers.”
~ Luke 2:46-47
5. Group Practice | Coaching Triads
Instructions:
1. Triads: get into groups of three (3)
2. Rotate Roles:
• 5min each × 3 rounds
(4min coaching + 1min observation feedback)
• Switch between Coach, Coachee, & Observer
3. Coach: is responsible to…
• use good active listening skills
(verbal and non-verbal)
• and ask at least three (3) open questions.
• Start by saying, “What result would you like to
take away from our conversation today?”
Observation Notes:
4. Coachee:
• state your simple conversation goal:
• respond to coaches questions and prompts
5. Observer: jot notes below and give one (1)
minute of feedback on these points:
• What verbal active listening behaviors did coach
use? What nonverbal ones?
• How many open questions were used?
• What other question types did the coach use? (make
best guess! - 7 Q Types explained in much longer
training are: 1. closed, 2. open, 3. directive, 4.
emotion, 5. facts, 6. why, & 7. permission)
Church Planter Cohort Gatherings | NY/NJ • New England • Mid-Atlantic Jan/Feb 2016 | page of5 6
Person
Observed
Verbal
Listening
Nonverbal
Listening
# of Open
Questions Types of Questions
Example:
Chuck
Planter
“mm-hm”
Restated a Q.
Asked for
example
nodded head
leaned in
moved chair
closer
4
2 closed questions (but fixed :)
emotion: “how do you feel…”
fact: “how many small group leaders… “