Join Tom Bump and his guest Jessica Bealer as they discuss why every Children's ministry needs to develop a Coaching structure vs a training culture.
For many leaders in Children’s ministry the thought of building a coaching structure seems like the impossible dream. Or that establishing people to coach their ministry could feel unnecessary
My guest today shared some amazing information at Orange Conference along with her husband Frank. Jessica Bealer welcome back to the KMC!
Tell our listeners about what you’ve been up to lately and your work with Generis.
Ok, so I was in this breakout and was so struck by the importance of changing our thinking about what it means to have a coaching structure: I heard it said in a different breakout but it fit with what you and Frank were going to share: We recruit all year long and most of us only do 1 or 2 trainings a year, so what does that mean for those we recruit in between? I started to wonder if this isn’t why we have leaders who quit so quickly, because they just haven't been equipped well enough from start to finish.
Q1-What did you mean by we develop an effective coaching structure?
*teaching them how and why we do what we do? Coaching is on going- individual who is assigned and focused to develop leaders.
Coaches are to serve the leaders.
Q2-So most of us have a training mentality why do you believe a Coaching mentality/structure is the way to go?
- Training events doesn’t connect with all your team, and coaching reaches all the team.
- Its personal.
- How can we put individuals in place that are “experts” to better lead the team?
- So the training happens every week.
Create an onboarding coaching
Create an existing volunteer coaching.
Q3- So how does one go about setting up a Coaching Structure? What are the initial steps?
- You need to realize that you are pulling some of your Leaders away from the small group room. And ask them to step into a higher leader. (they need to be your best) Don’t duplicate 2nd best. - They need to be good, but they need to be able to lead adults.
*The goal is to take them off the roster and into a coach- (Huge hurdle)-
* Help them realize what there Job is and what it isn’t.
*Don’t let them do both.
B.- Cast the vision to these new Coaches and what this model looks like.
*Establish leadership and then coaches-
Q5- You gave a caution when it comes to the huddles a lot of us do pre-service: and shared that we often undermine the coaching strategy we focus on logistics: what else should we be aware of?
*You can define wins here.
Q6- So how would a small church leader implement this coaching model?
What would be the most important steps to take?
- You still need someone to help you. - There will be a time where you can’t do it all anymore.
- When you get to 10 or more volunteers, you need a coach.-
- Looking for 2, a Coordinator and a Coach
- 70% rule- If they can do it of what I can do, hand it over.
- You are not looking for you, you want them to start with 70% of what you can do they won’t stay there for long they will go better.
- You have to replace you.
We have to inspect what we expect!
When you hand something off. - go into your calendar and set up a recurring followup with them.
How can leaders learn more about this model? You have a coaching program opening up soon tell us about.
If you'd like to see the presentation notes from Orange conference Generis.com/orange-jess-Bealer-coaching