100-days

What is changing? The last step of the strategic planning process is evaluating the fruitfulness and refining the plan from  “direction” to “releasing resources.” Remember, strategic planning is a dynamic process that continually considers new information from our environment and what God might be doing. We solve problems and take advantage of opportunities that help […]

How can I be a good steward? Efficiency has to do with achieving the maximum results for the minimum cost and effort. Stewardship is not about guarding resources but releasing and investing them in things that will multiply impact. Resource allocation is about: releasing resources wisely getting enough of the right resources to the right

What is essential to move us forward? The fourth step in the strategic planning process is to determine the critical path: the absolute and essential things we must do to move toward the vision and mission. The critical path serves as the most effective way to move us from where we are to where we

How much of what? The third step of the planning process is to define “how much of what” (leaders and tools) it will take to get started, continue and eventually fulfill the mission. The initial critical mass must be sufficient to: Break gravity–enough to get started. Ensure at least two successes along the “critical path.”

Where are we now? A team will never share a vision of the future unless they have a common perception of the present. The second step in the strategic planning process is to gather facts about our present situation — the realities of the world we live in. Here we consider the strengths (assets) and

Where are we going? The first step of the strategic planning process is to articulate our direction clearly. The components of direction are purpose, values, mission, and vision. Purpose — what we aim for – our “north star.” It can be general and sweeping, but it should be specific enough to keep us going in

Below is a diagram that draws a visual map of how to get from where we are to where we want to go. It suggests sequential and linear planning with a beginning and an end, but in reality, it is a fluid, ongoing process continually being refined. The process is only really linear once–the first

The strategic planning process is an effective planning tool that allows us to involve the creativity, experience, perspective, and knowledge of the whole team. It is a key tool of learning teams. In Strategic Choices, Kenneth Primozic, Edward Primozic, and Joe Leben outline characteristics of a good strategic planning tool. Characteristics of Good Planning Tools

Some leaders accomplish incredible things. How? They have a clear picture of what they want to achieve, inspire others to join in, and work well together. They work with their team to make wise decisions to accomplish the objective. Strategic leaders regularly evaluate the plan with their teams and make adjustments as needed.  Committing ourselves

Assignment Options In collaboration with your coach or peer group, choose an assignment to develop your working knowledge and competence in the LDHR Framework. Evaluate the current reality of LDHR in your country or scope using the revised LDHR Staging Tool and Evalu8 LDHR Lite. Present the LDHR Framework to the leadership team. Get two

Reflecting on the mission of LDHR Now you’ve looked at the overview of the essential work of LDHR. We are helping to complete the Great Commission! Everything we do is with the mission in mind – helping to build flourishing and fruitful Jesus disciples who build movements everywhere. Share and Pray How would you describe

What is the mission of LDHR? As we do the essential work of LDHR, we are helping to complete the Great Commission! Everything we do is with the mission in mind – helping to build flourishing and fruitful Jesus disciples who build movements everywhere. What’s on your mind? How would you describe your LDHR mission?

What do the four quadrants look like? Now, let’s look a little deeper at each quadrant. This is not an exact science, as all our processes are tailored to particular people and situations. However, understanding the key elements of the quadrants will be helpful in your LDHR work. Strategy In the Strategy role, LDHR partners

How are we going about LDHR? Global LDHR has adopted a philosophical framework organized around four basic components of LDHR (adapted from Human Resource Champions by David Ulrich). The four basic components are Strategy, Development, Care, and Processes, as you can see in the four quadrants below.  Click through the slides and review the image

Why do we have LDHR? We have established the need to develop and care for our staff members and help shape an environment of excellence and compassion, but why do we need a specific LDHR function? Isn’t this the responsibility of all leaders? Read Acts 6:1-7. The early disciples discovered a ministry of multiplication, which

As a movement seeking to put God and His Word at the heart of all we do, we desire to fulfill biblical responsibilities faithfully. Here are four of the key responsibilities: Stewarding (Matthew 25) God entrusts a most precious resource, His people, into the care of this movement. He has chosen to use frail human

What is LDHR? Human Resources has grown increasingly familiar over the years to bring together many of the “people” functions within organizations. It incorporates administrative personnel functions with areas of training and development and emphasizes working strategically to move an organization forward. In many organizations, it includes performance management, employee relations, and resource planning. In

Commitment Each session will take about 45 minutes to read and absorb. In addition, assignments related to your role will help develop your LDHR skills. The assignment options vary in length and should be selected to meet your learning needs. Your coach or peer group can also help you choose. Each week (or agreed timeframe),

Course Structure As you can see in the course menu, we have structured the First 100 Days course around five key modules. Four modules relate to the LDHR framework (that you will learn about in Lesson 01), and one module that covers integrated LDHR and its background. Color coding will help you connect the lessons

Putting your Hidden Skills to Work Attitudes Servanthood Flexibility Making it Happen Leadership Vision Strategy Culture Partnering Competencies Professionalism Best Practice Analysis Assignment Options Choose one of these skills and work with a coach to develop your action plan for growth. Great job finishing the lesson! Do you have any feedback for us? Let us

Hidden Skills and Art of LDHR This lesson has reviewed how we arrived to work in LDHR and highlighted hidden skills for you to consider in the areas of attitude, leadership, and competence.  What do you think? Why might the work of LDHR be considered an art? What is your big “aha” from this Integrated

This lesson on The Hidden Skills and Art of LDHR has highlighted a few areas for you to consider. Rather than prescribe how to grow in these skills, we hope that the reflection questions below will at least point you in the right direction for further reading and study. With the aid of your coach,

…but I don’t really think I’m a leader. This comment is often expressed by staff who serve faithfully in LDHR roles. To be in LDHR is to be a servant, a steward of God’s people, and often a shepherd to them. These three metaphors from the Scriptures describe a leader. By taking on this role,

The greatest challenge facing HR is bridging the gap between vision and capability. Many HR leaders have an inspirational vision for their work but don’t have the expertise or capacity to follow through. The very fact that you are reading this and have begun the “First 100 Days” programme means you are already on your

It’s often not what you do, but how you do it that matters. These are the words of experience and wisdom given by a seasoned LDHR leader in the ministry. They remind us that, no matter how strong our skills are, our attitude that shapes how we do our work is often the most valuable

Discovering new skills The skills you bring to your new role are often the ones you think you will continue to grow and develop. This is true. We should always look for ways to grow and develop our strengths rather than focus on our weaknesses. In addition to the skills we already know, we are

How did you get here? Before we begin to explore some of the “hidden skills” of LDHR, it is worth reflecting on the skills you brought into LDHR – the skills that led you to serve God within our movement in this particular role. Many LDHR leaders share the experience of feeling like LDHR chose

Introduction There are many skills involved in being a competent Leadership Development & Human Resource Leader in our movement. Numerous books unpack and explain how to grow in them. These skills are evident to those coming into Leadership Development & Human Resources for the first time. Along with God’s leading and a willingness to take