Servant Leadership Training, preparing Leaders to lead and serve God with a heart anchored on 12 key principles of Servant Leadership starting with the 12th key principles of Calling & Nurturing the Spirit.

1. Timothy Wooi
Add: 20C, Taman Bahagia,
06000, Jitra, Kedah, Malaysia
Email:
timothywooi2@gmail.com
H/p: +6019 4514007
(Malaysia)
FOUNDER, Tim’s Waterfuel an alternative fuel
supplement using Water to add power to
automobiles.
Rode 24 Countries, 18,290km, 4 months 11
days, 6 3/4 hours from Malaysia to London on
just a 125 cc.
Principal Consultant for Lean and Kaizen
Management.
Certified ‘Train the Trainer’ with 35 over years
working experience.
International Educational Speaker for South East
Asian Institute of Educational Training
Inc.(SEAIETI)
An Innovative Engineer that trains MNC on
Creativity & Innovation for Continuous
Improvement.

2. The Pencil Parable
•Take 5!
Before I start, Your name please and
Why are you here today?

3. Theme
“To be a Servant Leader with a ‘calling’ to serve
anchored on principles of Servant Leadership styles”
 Equipping Leaders with Servant
Leadership styles and principles to
serve anchored on the Word of God.
 Developing successful Spiritual
Leaders to lead with a ‘calling’ to
serve.
 To be a Servant Leader, building
Relationship, Collaboration and Trust
in line with the Word of God.

4. Course Content
Day 1 (2 sessions)
Sess 1. Introduction to Leadership
Servant Leadership Styles-The best way to Lead.
- How to become a Servant Leader
- 10 Principles of Servant Leadership
Sess 2. Qualities of Servant Leadership examples.
- Building Relationship, Collaboration and Trust
(Heart of a Leader by Ken Blanchard)
Day 2
Sess 3, S.H.A.P.E. by Pastor Rick warren
Sess 4. Workshop
To know Him is to make Him known

5. Day 1 (2 sessions)
Sess 1. Introduction to Leadership
Servant Leadership Styles-The best way to Lead.
- How to become a Servant Leader
- 10 Principles of Servant Leadership

6. Example;
Somebody whom people follow, or
as somebody who guides or directs
others, while others understand
leadership as "organizing a group of
people to achieve a common goal’’.
Introduction
LEADERSHIP
Definition: “a process of social influence with the help
and support of others in accomplishment of a common task’’.

7. Other Examples
a person employed in the service of an
Organization.
- "an Organization servant"
a devoted and helpful follower or
supporter.
- "he was a great servant of the
community organization he works for"
Servant
Definition: a person who performs duties for others, especially a
person employed in a house on domestic duties or as a personal
attendant.

8. Servant Leadership
- a leadership style and philosophy that prioritizes the growth
and well being of others.
Servant Leaders build strong
teams members who are
personally and professionally
satisfied to contribute high-
quality work for organization
to succeed.

9. 10 principles of Servant Leadership
Lets us take look at Robert Greenleaf’s original Ten Principles of
Servant Leadership.
These are the 10
principles of effective
Servant Leadership to
help you become a
better leader.

11. Later, Larry Spears, CEO of the Greenleaf Center for Servant
Leadership, has added two additional principles to Robert
Greenleaf’s original ten.
Larry Spears, CEO of the Greenleaf
Center for Servant Leadership
11. Calling
12. Nurturing the Spirit

12. Servant Leadership
We will discuss the 12 principles of Servant Leadership style and how
to become one with examples.
11. Calling
12. Nurturing the Spirit
We will begin with the 11 and
12 Principles by Larry
Spears first followed by the
other 10 from Robert
Greenleaf’s original.

13. 11. Calling
Servant leaders must have a ‘calling’ to serve others and have
a natural desire to be a servant leader.
This could be considered
from a religious or spiritual
perspective, or from a born-
trait or socially constructed
perspective.

14. The idea of servant leaders having a calling is well aligned with
a value-based approach to leadership.
Servant Leaders would
sacrifice self-interest for
the good of the
organization and others.

15. Servant Leaders in Ministry should adopt this approach because
it is believe this is the right approach to take, not because they
should or because they are told to do so.
Servant leadership
should be authentic to
the leader’s natural
desire to lead using this
method.

16. 12. Nurturing the Spirit
Servant leaders understand people’s natural desire to contribute
to personally meaningful goal achievement.
People want to be part of
something great, achieve
something amazing and
seek new ways to improve
themselves.

17. Servant leaders nurture the individual’s spirit through support,
encouragement and acknowledgement of achievements.
They don’t criticize, but give
constructive feedback centered
around growth and enhancement
of the individual.
They identify areas for
improvement which is never harsh
or personal.

18. Servant leaders create a feeling of joy for the work done and
activities are celebrated through means;
-that acknowledge the
value of the employees’
commitment to
worthwhile goal
acheivements.

19. Ultimately, the Servant Leader encourages others to reflect on
their successes and struggles,
- to learn from them and
to adopt the other
Servant Leadership
principles outlined below.

20. Not Having The ‘Calling’
There is an implication that
Servant Leaders have an
inborn desire to serve and that
this style of leadership comes
naturally to them.
Disadvantages and Criticisms of Servant Leadership

21. This may be the case for some leaders but for others they will
have to work on it.
This may be problematic
when the underlying belief is
centered around the leader
having the ‘calling’ to serve.

22. The Servant As Leader
The servant-leader focuses on the growth and well-being of
other people and to the communities they belong to.
Traditional leadership
are typically concerned
with the use of power by
the people at the top of
the organization

23. How Can You Develop Your Servant Leadership Skills?
Effective Servant Leaders listen to what their team members
have to say, they don’t just speak.
They give others their
full attention, notice
coworkers' nonverbal
cues, avoid interrupting
them when they speak
and give constructive
feedback.

24. 10 principles of servant leadership
Here are the 10 principles of effective Servant Leadership to help you
become a better leader;
2 3
4
5
6
7
8
9
10
1

25. 10 principles of servant leadership
1. Listening
Communication is a two-way process, but many Leaders are
only very good at talking but less so at listening.
Effective Servant Leaders
must be able to listen
intently and respectfully to
others and act on the
information they receive.

26. 2. Empathy
Effective servant leaders care about their team on a personal level.
They ensure their team feels
happy and fulfilled in their
personal lives.
It contributes to success in
their professional lives.

27. Servant Leaders value others' perspectives and approach
situations with an open mind.
Servant Leaders make it a
priority to show that they care
about their members and try
to help them with personal
issues when they can.

28. 3. Healing
Effective Servant Leaders fixes arising problems before moving
on to new goals and projects.
For example,
Your team members may
have suffered a setback
due to a team
disagreement.

29. 3. Healing
Servant Leaders faces the new challenges, ensure the team
heals and come to an agreement first.
Servant leaders make sure
their team has the
knowledge, support and
resources to do their jobs
effectively.

30. 4. Self-awareness
Effective servant leaders are aware of themselves and their teams.
Self-awareness is the ability to;
 look at yourself,
think deeply about your emotions
& behavior and
consider how they affect the
people around you.

31. Servant Leaders accept and grow from their own weaknesses.
Servant Leaders are aware of
their team’s individual strengths
and weaknesses and help them
grow and learn.

32. 5. Persuasion
Effective servant leaders guide and persuade team members.
An Authoritarian Leader will tell
the team members what to do.
A Servant Leader tells the team
members why it is the best
method or process.
They seek to convince the team
and build a consensus.

33. 6. Conceptualization
Effective servant leaders think beyond small tasks and
communicate larger goals and why they are important to their
teams.
They help their team
understand their roles and
stay motivated while focusing
on the organization long-term
objectives and goals.

34. 7. Foresight
Effective Servant Leaders learn from past mistakes and successes
and use lessons learned to evaluate present decisions
They identify what's happening
now.
They understand the
consequences of their
decisions and then help their
team do the same.

35. 7. Foresight
They use SWOT analysis tools to evaluate their current situation
and environment and set SMART goals .
SWOT analysis
Strength, Weakness, Opportunity,
Treats to evaluate their current
situation and environment and
SMART goals
Specific, Measurable, Attainable,
Realistic, Time based

36. 8. Stewardship
Effective Servant Leaders acknowledge and understand
the importance of their responsibilities.
They protect and uphold
the trust and confidence
given them in their role and
communicate this to their
team.

37. 8. Stewardship
They work hard, arrive on time and are dependable to steward
their organization’s assets and goals.
They protect and uphold
the trust and confidence
given to them and
communicate this to their
team.

38. 9. Commitment to growth
Effective Servant Leaders motivate their teams to grow.
They are committed to
helping their teams
develop professionally.

39. 9. Commitment to growth
Servant Leaders help their team members to become leaders
themselves.
They find out their members’
personal goals and give them
projects or more responsibilities to
help them achieve those goals.
They lead by example and provide
their team with opportunities to grow
and develop.

40. 10. Building community
Effective Servant Leaders collaborate and engage within their
organizations.
Servant Leaders emphasize
Team Cohesion and Team
Performance.
They achieve this through
enhanced trust and alignment
of ambitions.

41. 10. Building community
Servant Leaders provide opportunities for interaction through social
events, workspace design or by opening meetings with non-work-
related conversations.
They value the opinions of
everyone on their team and
encourage them to share
their opinions and to
actively contribute to the
team regularly.

42. Parable of the Wood Cutter & his
blunt Axe.
•Take 5!
Before were go to session 2,
Why you need to be here today?

43. How You can Develop Your Servant Leadership Skills?
Practice above principles and adopt some of these examples of
‘Qualities of Servant Leadership’ which pull all of these principles
together.
Session 2:
Qualities of Servant
Leadership examples.
- Building Relationship,
Collaboration and Trust
(Heart of a Leader by Ken
Blanchard)

44. With wisdom in choosing values, aiming
for:
 Excellence,
 Maintaining integrity,
 Finding the courage to change
and
 Helping others reach their
potential.
Session 2:
Qualities of Servant Leadership examples.
- Building Relationship, Collaboration and Trust
(Heart of a Leader by Ken Blanchard)

45. Ken Blanchard, the Chief Spiritual
Officer of The Ken Blanchard
Companies founded in 1979, with
his wife, Dr. Marjorie Blanchard.
Ken co-authored ‘The One Minute
Manager’ ® with Spencer Johnson,
that sold more than 13 million
copies in 25 languages.
Heart of a Leader by Ken Blanchard
A captivating and much sought-after speaker, he is cofounder
of the Center for Faith Walk Leadership.

46. Look here, What do you see?

47. The Key to developing people is to catch them doing
something right…
A Servant Leader catches
people doing things right.
Unfortunately, most people are
good for catching people doing
things wrong!

48. People who produce good results feel good about themselves.
A Servant Leader helps his or
her people produce good results
in two ways.
1) Make sure they know what
their goals are.
2) Do everything to support
,encourage and coach them to
accomplish those goals

49. Praise Progress. It’s a moving Target!
A Servant leader praises
positive performance progress
as people naturally want to
continue in that behavior.
Do not wait for exactly right
behavior to respond positively.
Otherwise you might wait
forever.

50. Feedback is the breakfast of champions.
Servant Leaders ask for feedback as a strategy for improving
performance and instilling satisfaction.
It is the most cost-
effective method that
can be done quickly.
It cost nothing, and it
turn people around
fast.

51. When mistakes occur redirect the Energy.
When people make a mistake they usually know it. A Servant
leader would advice on how they can avoid making the same
mistake again.
They get peoples
energy redirect and
refocused on the
right things.

52. When you stop learning, you stop growing
Organizations are being bombarded with change.
A Servant Leader
makes learning a top
priority and constantly
strive to adapt to new
circumstances

53. If you want to know why your people are not performing well,
step up to the mirror and look.
The main job of a Servant leader is to help his or her people
succeed in accomplishing their goals.
When someone fails,
Servant leaders accept
responsibility for that failure.
And when people
accomplish their goals and
win, everyone wins.

54. If you want your people to be responsible, you must be responsive.
People look to leaders for direction. But once goals are clear,
your role as a Servant leader changes.
Your job become one of the
working with your people rather
than having them work for you.
Being responsive to your
people’s needs sets them free
to be responsible (able to
respond) for getting the job
done.

55. Never, never, never, never . . .give in.
Persistence means sticking to your guns.
As a Servant leaders,
keep your commitment
and make your actions
consistent with your
word.
It’s all about;
“walking your talk.”

56. • Love is being able to say I’m sorry.
‘‘There are two statements that people don’t use enough that could
change the world:
“Thank” you and “I’m sorry”.
If as a leader you can give up
being right and learnt to
apologize for your mistakes,
your organization will be a lot
better place for people to work.
Thanks mom!.

57. If God had wanted us to talk more than listen, he would have
given us two mouth rather than two ears.
When you ask people about the best leaders they ever had, one
quality is always mentioned. --
-they are good listeners.
Test the power of
listening by talking time
to listen and focus on
others

58. People are okay, it’s their behavior that’s a problem sometimes
People sometimes ask, “Why reaffirm someone you’re upset
with?” Reaffirming is important, because;
- you want the person to walk
away thinking about correcting
the wrong behavior rather than
how he or she has been mis-
treated or misunderstood.
“You want to get rid of the
behavior rather than the person”

59. • None of us is a smart as all of us.
A servant Leader practices team building principles that works
in organizations.
They dont want to be the only smart person in the group.
They admit their threats and
ask for help.
They believe that any problem
can be solved if we involved
the resources we have
gathered around us.

60. Don’t work harder— work smarter
Servant Leaders take time out to think, strategize, and prioritize,
They don’t will work a
whole lot harder, without
enjoying the benefits of
a job smartly done.

61. Parable of the
Starfish
•Take 5!
But there are so many to save, It matters to
the one saved.

62. Take what you do seriously but yourself lightly.
Today’s leaders must relearn the value of a smile or they will be
unable to fire up the ability of their people to find real enjoyment
in their work.
So start thinking smiles until
you become a smile
millionaire.
People will be glad to see
you coming.

63. All good performance starts with clear goals.
An important way to motivate your people is to make sure they
know where they are going.
See that each person’s
goals are clearly defined
and that he or she knows
what good performance
looks like.

64. All good performance starts with clear goals.
This will give them a
clear focus for their
energy and put them on
the road to becoming
high-performing,
empowered producers.

65. Different strokes for different folks.
So what is the best leadership style? A “participative” style
–listening to your people and involving them in decision making?
Or a “directive”
leadership style –until
their knowledge and
skills mature?

66. Different strokes for different folks.
The best leadership
style is the one that
matches the
developmental needs
of the person with whom
you’re working.

67. Vision gives purpose and provides direction. It helps us get focused,
get energized, and get great results.
Vision is knowing who are you, where you’re going, and
what will guide your journey.
A Servant Leader need a
 significant purpose,
 clear values, and a
 picture that shows what these
look like when we are living
them consistently.

68. Never punish a learner
When a learner makes a mistake, be sure that he or she knows
immediately that the behavior was not right.
A Servant leader places the
blame on themselve by
saying,
“Sorry, I didn’t make it clear.”
Then patiently redirect by
reviewing the assignment.

69. Never punish a learner
If possible, demonstrate what a good job looks like.
Observe the learner’s
new behavior in the
hope of catching him or
her doing some-thing
approximately right and
praising progress

70. Without a change in your behavior, just saying “I’m sorry” is
not enough.
Saying “I’m sorry” is just the first step in an effective apology.
Demonstrate that you are really sorry is by changing your behavior.
That way the people you
have harmed know that you
are committed to not
repeating the mistake.
Talk is cheap—it’s your
behavior that matters

71. Am I a servant leader or a self-serving leader?
One of the quickest ways you can tell the difference between a
servant leader and a self-serving leader is how he or she
handles feedback,
-because one of the biggest
fears that self-serving leaders
have is to lose their position.
Self-serving leaders spend
most of their time protecting
their status.

72. Get your ego out of the way and move on.
If you’re going to be part of a winning team, you have to be willing
to accept some losses.
Fight for your ideas
certainly. Try to convince
others.
But if they can’t or won’t buy
into your thinking, it’s time
to take a deep breath and
let go.

73. One of the most ingratiating things you can do with your people
is to admit your ignorance or vulnerability.
Once done,
this opens the door for
others to share their
expertise, and for you to
become a cheerleader,
supporter, and encourager.

74. Leadership is not something you do to people. It’s something
you do with people.
When you share your
leadership strategy with your
people, they not
only understand what you
have in mind but they can
give you helpful feedback.

75. True servant leaders want feedback because they are anxious to
know whether their interactions with their people are helpful and
effective.
So don’t do
leadership
to people,
do it with them.

76. Ken Blanchard and Spencer Johnson
Day 2
Session 3: S.H.A.P.E. by Pastor Rick Warren

77. Rick Warren, author of The Purpose Driven Life describes God's
five purposes for every Christian in the acronym S.H.A.P.E.
Pastor Rick uses this acronym
S.H.A.P.E. to talk about the
way God wired you and why
you need to use it to do the
things God made you to do.

78. S.H.A.P.E. stands for-
 Spiritual gifts,
 Heart,
 Abilities,
 Personality and
 Experiences.
S.H.A.P.E. helps people think about and analyze their individual
characteristics that God has invested in them for ministry.

79. Take time to discover and live in your SHAPE.
Your SHAPE will help you
understand God’s purpose for
you, serve God effectively,
prepare for life in heaven, and
show God’s glory!

80. What are your spiritual gifts?
How are you using them to serve others?
What unique personality traits and abilities has God given you for
serving others?
Is God asking you to do something that you don’t think you’re
capable of doing?
How do you think God equipped you to do that very thing?
Workshop
Write down Your S.H.A.P.E and share your Thoughts

81. Your SHAPE reveals God’s purpose for you.
Find out what God wants you to do with your life by discovering
your SHAPE.
But remember:
God won’t force you to do his
plan. You can waste your life.
You can use it on all kinds of
personal, self-centered things
and end up totally miss God’s
purpose for you.

82. Your SHAPE reveals God’s purpose for you.
In fact, most people do. That’s a tragedy. And it’s also why so
many people are so frustrated!
They’re trying to be
something somebody else
wants them to be rather
than what God wants them
to be.

83. Your SHAPE equips you to serve God.
God has a life mission for you that nobody else can do. Maybe
you’ve missed that mission. Maybe you’ve missed serving God.
But you can start today and
make the rest of your life the best
of your life.
God will never ask you to do
anything in life that he hasn’t
already given you the ability to
do.

84. Your SHAPE prepares you for a life in heaven.
If you’re a follower of Jesus, this life is preparation for the next
life in heaven. God says, “This is a test.
I’m testing you to see what
you will do with what you’ve
been given on Earth.
Based on that, I will
determine what I give you to
do in heaven for eternity.”

85. Your SHAPE shows God’s glory.
When you use your SHAPE and do what God made you to do, it
not only feels good, but it also makes God smile.
We are only fully alive when we
live connected to God and
according to the way he created
us.
You know what makes God smile?
When he looks down and sees you
and me using the talents that he
gave us for his glory.

86. Isaiah 43:7 says,
“Bring to me all the people
who are mine, whom I made
for my glory, whom I formed
and made” (NCV).
God made you to enjoy you!

87. Next time you’re wondering why you are the way you are,
remember that God gave you your particular SHAPE.
Take time to discover and live in
your SHAPE.
Your SHAPE will help you
understand God’s purpose for
you, serve God effectively,
prepare for life in heaven, and
show God’s glory!

88. Ken Blanchard and Spencer Johnson
Day 2
Session 4: Workshop Activity

89. Ken Blanchard and Spencer Johnson
Objective
Develop group unity, perseverance, trust and
cohesiveness in working together as a team.
Become more confident with own skills and talents
to synergize as a team to meet a common Vision.
Open up lines of 2 way communication
Reinforce Faith in God.

90. Ken Blanchard and Spencer Johnson
Part 1
Introduction to Workshop Activity, Goal and Team Principles
Team Principles-
Conflict resolution, building trust and respect,
dealing with difficult situation.
Team formation and selection of Leader

91. Ken Blanchard and Spencer Johnson
PFM Retreat 2008
Team Formation & selection of Team Leader
Formation of Team and selection of a Team Leader in leading
Workshop Activity to apply Qualities of Servant Leadership with
examples from ‘Heart of a Leader’ by Ken Blanchard.
Purpose
-Conflict resolution,
-building trust and respect,
-dealing with difficult situation

92. Ken Blanchard and Spencer Johnson
Introduction

93. Ken Blanchard and Spencer Johnson
PFM Retreat 2008
Workshop Presentation

94. Ken Blanchard and Spencer Johnson
The Mission
To be the “hands and feet” moving in one accord
towards a common goal of making Jesus known.
The Vision
To know Him is to
make Him known
Goal and Team Principles

95. Ken Blanchard and Spencer Johnson
Set ground rules for the team
They can be simple directives (Team members are to be
punctual for meetings) or
Goal and Team Principles
- general guidelines
(Every team member
has the right to offer
ideas and suggestions)

96. Use consensus
Set objectives, solve problems, and plan for action. While it
takes much longer to establish consensus,
Set ground rules for the team
this method ultimately
provides better decisions
and greater productivity
because it secures
everyone's commitment.

97. Consider each member’s ideas as valuable
- there is no such thing as a stupid idea.
Set ground rules for the team
Ensure you have a clear idea of
what you need to accomplish
- know what your standards for
success are going to be;
- established clear time
frames; and that team
members understand their
responsibilities

98. Be aware of members' unspoken feelings
-set an example to team members by being open with each other
and be transparent.
Set ground rules for the team
Encourage trust and cooperation
among members on your team
-respect each others opinion and
have a positive attitude towards each
member working together and take
steps to improve communication,
cooperation, trust, and respect

99. Encourage sharing of information
-emphasize the importance of each team member's contribution
and demonstrate how all of their efforts operate together to move
towards its goal.
Set ground rules for the team
Encourage listening and
brainstorming
- stimulate debate in consensus.
When you encourage debate you
inspire creativity and that's how
you'll spur your team on to better
results.

100. Ken Blanchard and Spencer Johnson
Part 2 WORKSHOP
You are suppose to lead your group to go all out to find ‘Him’.
‘He’ is here along your way for you to find and be made known.
When you have found ‘Him’, carry ‘Him’ through all the obstacles
along way in your best effort with much love and care.
You will have to complete this mission as a team, helping and
guiding all your members along way to make it together.
You will be given a time frame to fulfill this so that
‘He’ can be made Known.
Lets Do it!

101. Ken Blanchard and Spencer Johnson
Part 2 Workshop Activity
Finding to know ‘Him’
Clue (think out of the box)
Carrying ‘Him’ through
Route
Making ‘Him’ known
Celebrate
PFM Retreat 2008

102. Ken Blanchard and Spencer Johnson
Part 3
Group Presentation and Lesson Sharing
Application of principles
Identify Interdependency
Team Principles-Gaining Corporation
Validating results of the program

103. Ken Blanchard and Spencer Johnson
Part 4
Evaluation & Conclusion
Workshop Photos
Group Sharing
Conclude by Trainer
(The Pig & Chicken Story)
Conclude by MV Thailand

104. Ken Blanchard and Spencer Johnson
A Chicken and a Pig lived in a farm. The farmer was very good
to them and they both wanted to do something good for him.
One day the chicken
approached the pig and
said,
"I have a great idea for
something we can do for
the farmer! Would you like
to help?"
The Ham and Eggs Breakfast Story

105. Ken Blanchard and Spencer Johnson
The pig, said, "of course! What is it that you propose?"
The chicken knew the
farmer enjoyed a good
breakfast and thought he
would be very happy if we
made him breakfast."
The Ham and Eggs Breakfast Story

106. Ken Blanchard and Spencer Johnson
The pig thought about this and knew the farmer love a good
breakfast.
The pig thought about this and
knew the farmer love a good
breakfast.
"I'd be happy to help you make
breakfast for the farmer!
What do you suggest ?"
The Ham and Eggs Breakfast Story

107. Ken Blanchard and Spencer Johnson
The chicken, understanding that he had little to offer suggested,
"I could provide some eggs."
The pig knew the
farmer might want
more,
but what else?"
The Ham and Eggs Breakfast Story

108. Ken Blanchard and Spencer Johnson
The chicken looked around...scratched his head...then said,
"ham? The farmer loves ham and eggs!"
The pig, very mindful of this
implication, said
"that's fine, but while you're
making a contribution
I'm making a real
commitment!"
The Ham and Eggs Breakfast Story

109. Ken Blanchard and Spencer Johnson
Pigs or Chicken?
“The difference between the two
kinds of leaders can seen in the
pig and the chicken in the ham-
and-eggs breakfast.
- the chicken was ‘involved’ - the pig was 'committed'.
The chicken is interested,
the pig is committed.
The Ham and Eggs Breakfast Story

110. Ken Blanchard and Spencer Johnson
The Vision
To know Him is to make Him
known
PFM Retreat 2008

111. Ken Blanchard and Spencer Johnson
The Mission
To be the “hands and feet” moving in one
accord towards a common goal of making
Jesus known.
PFM Retreat 2008

112. Ken Blanchard and Spencer Johnson

113. Thank You & God bless!
You are in the journey of making Him known!
Quote of the Day….
“If you are going to
do anything worth
doing, you need a
lot of Committment”