{"id":35763,"date":"2025-01-24T13:23:28","date_gmt":"2025-01-24T18:23:28","guid":{"rendered":"https:\/\/www.ldhr.org\/?p=35763"},"modified":"2025-01-24T13:23:28","modified_gmt":"2025-01-24T18:23:28","slug":"so-what-do-we-do-about-it-wellbeing-and-retention-2","status":"publish","type":"post","link":"https:\/\/www.ldhr.org\/ru\/so-what-do-we-do-about-it-wellbeing-and-retention-2\/","title":{"rendered":"So, what do we do about it? (Wellbeing and Retention 2)"},"content":{"rendered":"
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How can I as an LDHR leader actually make a difference to the movement I am part of?\u00a0 How can I move away from being dragged down into just dealing with the mire of day-to-day processes and problems and positively impact staff life?\u00a0\u00a0<\/i><\/b><\/p>

Last week<\/b><\/a>, we looked at the synergy between <\/span>Gallup’s Q12, BCWI’s FLOURISH<\/b> model, and the research of the <\/span>Christian Distinctives Group with the Aspire assessment<\/b>, to understand the pivot points in moving organisations and their staff from surviving to thriving.\u00a0<\/span><\/p>

So, let\u2019s unpack each of the five areas identified <\/span>in Aspire.<\/span>\u00a0 The Aspire assessment consisted of statements that staff had to rate their level of agreement with<\/b>,<\/b> and in each area, there were key determinative statements that we found were <\/span>predictive of the whole. We\u2019ll highlight those statements <\/span>and then look at a few <\/span>ideas and suggestions<\/b> to address the issues and move things forward.\u00a0 Here goes:<\/span><\/p>

Excellent Infrastructure<\/b><\/h3>
\u00a0 \u00a0 \u00a0“We continue to improve in how we do things as an organisation”<\/i><\/b><\/h5>

In my post-grad studies in HR many years ago, we had a whole module on<\/span> \u201ccontinuous improvement\u201d, looking at <\/span>Kaizen<\/b><\/a> \u0438 \"\u0411\u0435\u0441\u0435\u0434\u044b \u043e \u0432\u0430\u0436\u043d\u043e\u043c\" <\/span>Total Quality Management<\/b><\/a>.\u00a0 More recently the talk around continuous improvement has emerged in <\/span>Circular HR<\/b><\/a> with a focus on more employee-centred issues and sustainability as well as organisational improvement.\u00a0 The headline is still the same, though: We dare not take our eye off <\/span>\u201cHow can we do this better\u201d<\/i><\/b>?\u00a0 <\/b>Not just the things that aren\u2019t working, but the things that are.<\/span><\/p>

\u00a0 \u00a0 \u00a0“There is effective communication up, down and across the organisation.”<\/i><\/b><\/h5>

John Cleese\u2019s training company \u201c<\/span>Video Arts<\/b><\/a>\u201d produced a communications training course a number of years ago, identifying the two major issues experienced in communication:\u00a0<\/span><\/p>

  1. \u201cno one ever tells me\u201d<\/strong><\/li>
  2. \u201cno one ever asks me\u201d\u00a0<\/strong><\/li><\/ol>

    This has stuck with me.\u00a0 Often, when I think I\u2019ve communicated well, I may have communicated clearly but may <\/span>not have communicated things as much as I should or as <\/b>consistently as I should. <\/b>\u00a0When it comes to asking, my good friend <\/span>Bob Tiede<\/b><\/a> often says his favourite three questions are <\/span>\u201cTell me more\u201d, \u201cTell me more\u201d <\/span><\/i>\u0438 \"\u0411\u0435\u0441\u0435\u0434\u044b \u043e \u0432\u0430\u0436\u043d\u043e\u043c\"<\/span> \u201cTell me more\u201d<\/span><\/i><\/p>

    Effective Leadership<\/b><\/h3>
    \u00a0 \u00a0 \u00a0“The leaders put Christ at the centre of the organisation’s vision and activities.”<\/i><\/b><\/h5>

    Many organisations talk about integrity but seem to struggle to pin down what integrity actually is and looks like.\u00a0 For Christian organisations, missional or otherwise, we know that Jesus is the centre and the Bible is our foundation, but what that looks like in practice is sometimes elusive. Different people, and particularly different generations, see this differently.\u00a0 For some it’s rooted in Bible verses anchoring all our actions, for others, it’s making sure prayer is a part of every meeting, for others its action-centred in social engagement, equality and sustainability.\u00a0 <\/span>Perhaps this could be a discussion point for your team?<\/b><\/p>

    \u00a0 \u00a0 \u00a0“The senior team’s leadership style is appropriate for the organisation at this time.”<\/i><\/b><\/h5>

    When it comes to appropriate leadership styles, one of my go-to books is still the first leadership book I read when I started leading a team 30 years ago.\u00a0 Ken Blanchard\u2019s work on <\/span>Situational Leadership<\/b><\/a> is still such a great framework for thinking about what your people need to succeed and flourish.\u00a0 <\/span>Where would you put your team members or their responsibilities on this grid? <\/b>\u00a0<\/span><\/p>

    Dependable Relationships<\/b><\/h3>
    \u00a0 \u00a0 \u00a0“People generally treat each other with respect.”<\/i><\/b><\/h5>

    Within the Campus Crusade family, this sort of question generally scores pretty well.\u00a0 Ministries have good times and bad, but in all the teams I\u2019ve worked in and alongside, they\u2019ve always been a better place to work than the best days in the Insurance company I used to work for.\u00a0 Hearing the stories of friends and relatives in their workplaces makes me grateful for who we continue to be.\u00a0 Let\u2019s not get complacent, but sometimes, perspective on other workplaces is a good reality check!\u00a0<\/span><\/p>

    \u00a0 \u00a0 \u00a0“There is a sense of unity and pulling together in my team.”<\/i><\/b><\/h5>

    Having said all that about relationships, \u201cunity\u201d can sometimes be tricky.\u00a0 We are quite famous for recruiting entrepreneurial mavericks to join our staff teams.\u00a0 However, the impact of strong-minded, individual thinkers is that unity of direction and action can become undermined.\u00a0 We are not troubled by issues such as \u201cperformance-related pay\u201d, but that doesn’t mean we are immune to individual competitiveness over team direction.\u00a0 Our Global Executive Team has done a great job in addressing the <\/span>mindsets and behaviours<\/b><\/a> we need to overcome some of these things.\u00a0 <\/span>Maybe it\u2019s worth revisiting these things and working through a course on your team?<\/b><\/p>

    Developmental Opportunities<\/b><\/h3>
    \u00a0 \u00a0 \u00a0\u201cThe organisation gives me opportunities to learn and grow.\u201d<\/i><\/b><\/h5>
    \u00a0 \u00a0 \u00a0\u201cI am growing as a person\u201d<\/i><\/b><\/h5>

    For several years, the Global LDHR team has prioritised emphasising and encouraging everyone to engage in the three conversations in the <\/span>Staff Development Cycle<\/b><\/a>. It\u2019s become common language in most of our ministries, and most have found it helpful to determine their priorities and think about their growth.\u00a0 However, with the focus on the SDC, I think there may have been in some places, a decrease in the use of the more thorough approach to planning development using the <\/span>Personal Development Plan<\/b><\/a> and thinking through how to tackle development issues using the <\/span>5Es<\/b><\/a>.\u00a0 <\/span>Maybe it’s time for a revival? <\/b>\u00a0<\/span><\/p>

    Valued Work<\/b><\/h3>

    This area had a number of different aspects:<\/span><\/p>

    • The type of work: \u201c<\/span>What I do in my job plays to my strengths\u201d<\/i><\/b><\/li>
    • The quantity of work:<\/span> \u201cMy team\u2019s workload is about right\u201d<\/i><\/b><\/li>
    • The context of work:<\/span> \u201cAs an organisation, we are good at concentrating our effort on the main things we want to achieve”<\/i><\/b><\/li>
    • And the recognition of work: \u201cGood work is recognised and appreciated in this organisation.\u201d<\/i><\/b><\/li><\/ul>

      There are so many things we could unpack in this area, but much of it comes down to the issue of \u201cstaff engagement\u201d which we will be looking at next week, so let me leave you with a few thoughts on how you and your teams can look into all these areas.\u00a0 Maybe you could:<\/span><\/p>

      • Use the question statements to form a staff satisfaction questionnaire?<\/b><\/li>
      • Take one at a time and ask your team one each week?<\/b><\/li>
      • Dig into one area you have a hunch is an issue and use the Bob Tiede approach:\u00a0 “Tell me more, tell me more, tell me more”<\/b><\/li>
      • Most importantly, <\/b>change something<\/b>:\u00a0 What can you address today?\u00a0 What can you address this year?<\/b><\/li><\/ul>

        Phew, that was quite a long one.\u00a0 Sorry.\u00a0 It\u2019ll be shorter next week, I promise.\u00a0 Do let me know what you think is the biggest priority that you see in your context.<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

        How can I as an LDHR leader actually make a difference to the movement I am part of? How can I move away from…<\/p>","protected":false},"author":18468,"featured_media":35764,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"default","adv-header-id-meta":"","stick-header-meta":"default","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[3],"tags":[],"keyword":[],"class_list":["post-35763","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-care"],"acf":[],"jetpack_featured_media_url":"https:\/\/www.ldhr.org\/wp-content\/uploads\/sites\/226\/2025\/01\/so-what-do-we-do-about-it-blog.png","jetpack_sharing_enabled":true,"meta_box":{"_cloudsearch_visibility":"0"},"_links":{"self":[{"href":"https:\/\/www.ldhr.org\/ru\/wp-json\/wp\/v2\/posts\/35763","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ldhr.org\/ru\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ldhr.org\/ru\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ldhr.org\/ru\/wp-json\/wp\/v2\/users\/18468"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ldhr.org\/ru\/wp-json\/wp\/v2\/comments?post=35763"}],"version-history":[{"count":6,"href":"https:\/\/www.ldhr.org\/ru\/wp-json\/wp\/v2\/posts\/35763\/revisions"}],"predecessor-version":[{"id":35772,"href":"https:\/\/www.ldhr.org\/ru\/wp-json\/wp\/v2\/posts\/35763\/revisions\/35772"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ldhr.org\/ru\/wp-json\/wp\/v2\/media\/35764"}],"wp:attachment":[{"href":"https:\/\/www.ldhr.org\/ru\/wp-json\/wp\/v2\/media?parent=35763"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ldhr.org\/ru\/wp-json\/wp\/v2\/categories?post=35763"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ldhr.org\/ru\/wp-json\/wp\/v2\/tags?post=35763"},{"taxonomy":"keyword","embeddable":true,"href":"https:\/\/www.ldhr.org\/ru\/wp-json\/wp\/v2\/keyword?post=35763"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}