100-days

Four Levels of Evaluation The final step of the training cycle consists of measuring its effectiveness. Evaluation involves comparing the training results to the stated objectives and determining whether we met the original needs. Evaluation is often a step that an organization overlooks. Effective evaluation can: help determine whether the training achieved its objectives determine […]

In addition to the 12 categories mentioned, there is more information you may want to store that will help to care for and know our staff. Biographical Information – address, birthday, number and names of children, church attended, etc. Staff Application Materials – There may be legal constraints on keeping all these indefinitely, but referring back

Exposure You may have heard the phrase, “The Christian life is caught, not taught.” This phrase captures the idea of the “exposure” element — being around new people, ideas, and perspectives increases our growth opportunities. We learn when we spend time with others who model excellence, introduce new ways of thinking, and demonstrate godliness. Who

Assignment Options Read your National Strategic Plan. Ask questions for clarification if there is something on it you don’t understand. Write a mission statement with your team articulating LDHR’s role in the strategic direction of your national ministry. Lead the strategic planning process for your team or another team in your country. Additional Resources Developing

The leader as coach thinks about the present tasks (from the strategic plan) and seeks to develop and equip the team members for that work. A Coach develops and equips team members to fulfill the mission. In addition to personal development, the coach creates an environment where people can grow. A good leader in the

Change Agent Another way that a leader thinks about the future is by asking questions regarding the team’s effectiveness– what needs to change in order to more effectively fulfill our mission?  This role of good leadership is referred to as a change agent- the one who pursues useful and adaptive change in light of the

The Roles of a Leader Leadership contains so much uncertainty and ambiguity – where do we begin to think about our job as leaders? The Leadership Framework orients us in our thinking about the roles of leadership. These four roles help us see the big picture:  Direction Setter Change Agent Coach Spokesperson These four roles

Assignment Options Become familiar with the LDHR Global Agreement and discuss it with your coach. Choose an aspect of the LDHR Global Agreement that needs attention in your country or part of the world. Think about how you could work toward aligning toward the agreement. Read “Growth – God’s Design for Life” by Marc Rutter.

Reflection As you review this lesson, think through and answer the following questions: If you are growing in the three areas (Lordship, truth, and grace) of your relationship with the Lord, how does it affect you as an LDHR leader? Give an example of how growing self-awareness can help you as you do your job

Core global documents guide the ministry direction of CCC worldwide, affirmed by CCC’s Global Executive Team. Strategic Intent This document displays our strategic intent and the five commitments we believe the Lord has made clear we need to focus on to see the Great Commission fulfilled and a multitude from every nation, tongue, and tribe

We lead best as LDHR if we are aligned to the direction of the ministry, uniquely embracing the LDHR role. Sometimes we get so focused on meeting the needs of individuals, keeping accurate records, or trying to navigate a crisis that we lose sight of the goal and become disconnected from the big picture —

Who we are in character and emotional well-being determines our limitations and abilities to relate well to others. All our relationships with peers, supervisors, and colleagues require applying the following principles with consistency and integrity: Treating others with respect Creating an atmosphere of trust Involving others appropriately Allowing others to make decisions and own their

D. I. C. E. The realities of our hearts and character flow into our relationships with ourselves and others. The following four categories help us grow in self-awareness. Dynamic Determination (D) is the ability to get a job done. Passion shows up in determination, a willingness to do whatever is necessary. Intellectual Flexibility (I) is

The Heart of an LDHR Leader A person’s heart for God is foundational for leadership. Growing Lordship is experienced by surrendering to Christ in reverence and humility, depending on the ministry of the Holy Spirit in every aspect of our life and ministry. 1 Peter 3:15 (Amplified Bible) “But in your hearts set Christ apart

We’d like to hear from you. Please click the button below to share how you experienced learning through this course. Your First 100 Days in LDHR – Learning Experience You can also ask questions by emailing LDHRHelp@cru.org. **If you enjoyed “Your First 100 Days in LDHR”, you may want to continue your LDHR learning journey

Strategy Development Care Processes Reflect and Review Review the content outline and consider the following questions. Then discuss them with your coach and celebrate together! What are the significant things that have surprised you in your learning? What has had the most impact on you? In what way? In what areas have you grown? What

Congratulations! You made it through your first 100 days in LDHR! By way of summary and reflection, we thought it would be helpful for you to look back over the last 100 days (or however long it’s taken you!) and consider what you have learned and how you have grown. Using the content outline on

Assignment Options Research local or national laws that govern how conflict, grievances, or discipline are to be handled in the workplace. Develop procedures for handling each, taking into consideration biblical and cultural influences. Practice your procedures with your LDHR and/or leadership team in mock scenarios. Review these passages and derive the principles as they apply

Reflection Explain what you have learned about the biblical framework for handling conflict. What is the legal framework in your context for grievances and discipline? What are some biblical and culturally sensitive methods for dealing with conflict, grievances, and discipline in your country/ministry? Why do we need and benefit from having biblical and culturally sensitive

Discipline We recognize that we are all at different stages of maturity in our relationship with Jesus. As a ministry, we are committed to acting with grace, compassion, and understanding on issues concerning personal misconduct. Our first priority is to come alongside our brother or sister in Christ and help him experience restoration. While many

Grievances A grievance is more than a personal difference of opinion. If a staff member strongly disagrees with an organizational or leadership decision that makes them feel wronged or unfairly treated, they have a grievance. If a staff member has a grievance about their work or work life, they should first discuss it with their

Working with others reveals differences. Sometimes those differences lead to conflict. When in a conflict, it is good to remember Matthew 5:23, 24, which encourages us to take the initiative to reconcile with the individual(s) concerned. Additionally,  Paul encourages us in Colossians 3:1-17 (NIV) to “Bear with each other and forgive whatever grievances you may

What is the difference between conflict, grievance, and discipline? Conflict A disagreement, hostility, or opposition between two or more individuals creates a conflict. Conflict is personal and is usually resolved informally between the affected parties. Grievance A grievance occurs in one of two ways: When a staff member makes a formal complaint to leadership because

General Principles of Conflict Resolution Good team relationships are essential if we are to reflect the “body of Christ.” Within a team, we expect a staff member’s walk with Christ to show itself in the following ways: Honesty and cooperation in relationships and work Commitment to treat one another with love, grace, respect, courtesy, gentleness,

Relationships, Lifestyle, and Conflict Resolution Good team relationships reflect the “body of Christ.” Within a team, we desire our interactions to display Christ in the following ways: Honesty and cooperation in relationships and work Treating one another with love, grace, respect, courtesy, gentleness, and forgiveness, acting in good faith and loyalty to the ministry and

Assignment Options Find out what other policy manuals are available. Talk with those who use them to find out their benefits and challenges. If you already have written policies or a handbook, establish a timetable and process for reviewing and updating it. Be sure to consult with your leadership about this project. If you do

The content of your policy handbook is the quickest and easiest reference source available to your staff members to obtain correct answers to employment questions. Therefore, give it the time it deserves. And pray a lot! Reflection Think about the reasons we need policies and how they will be used. Do you have a written

Organization of Policies Organize the policies in sections and chapters in your LDHR Handbook. Include a table of contents. Place the policies of major importance at the beginning of your handbook. When covering the disciplinary process, make it clear that a leader is free to skip steps when the infraction requires severe discipline, including termination.

The next step toward having clear policies is writing the details of the policies. Together with your leadership, decide on the categories of policies you will include in a policy handbook. Policy Categories  The following are suggested categories. Refer also to the Staff Policy Outline from the previous topic. Statement of Faith Conditions of Employment

Putting policies in writing is vital because it allows all employees to refer to them when needed. Having clear written policies contributes to a clear understanding of our mission and reduces misinterpretations or confusion that could distract from the mission. Let’s look at some critical steps toward writing clear policies. Preparation Bathe the project in

Why have policies in Campus Crusade for Christ? A policy is a deliberate plan of action to guide decisions and behaviors and achieve rational outcomes. Policies are leadership decisions that must be agreed upon by the entire leadership team. We have policies for several reasons: To help accelerate fulfillment of the mission.  To honor the

Assignment Options Study the passages listed in Biblical Characteristics for Discerning Readiness to Serve Attend a Staff Member Selection training and a How to Conduct Interviews training if needed. Do a flow chart of your country’s staff member acceptance procedure as you understand it. Additional Resources LDHR Global Agreement Great job finishing the lesson! Do

Reflection What are some consequences of accepting people on staff who do not fully meet the staff standards? Sometimes reviewing staff standards can cause a person to question their readiness and suitability to serve full-time. These questions are normal. How would you respond to this?   *Be prepared to discuss your responses with your coach or

Making Cultural Adaptations While relying on the basic global standards, each nation will build on the foundation to develop its own culturally sensitive standards. While honoring the non-negotiable standards, countries may add requirements. Standards and qualifications may also vary according to staff status (full-time staff, associate staff, centrally funded employee). Historically, many countries have built

Our Standards Our non-negotiables for a new staff member within our organization are having a heart for God and a teachable attitude. These two provide the foundation for all our standards.  The LDHR Global Agreement outlines the broad strokes of our standards and highlights a few key areas that are requirements for our staff members

The Importance of Readiness Every staff member represents our organization and influences others. Ministry partners, churches, discipleship groups, Sunday School classes, neighbors, prayer groups, and fellow staff members look to us for spiritual example and leading. This type of visibility carries a kind of responsibility. The character of each staff member shapes the reputation of

Spiritual Readiness The Bible places responsibility on leaders to use caution in appointing people to positions of spiritual responsibility (1 Timothy 5:22). We need to be particularly careful about putting new believers who haven’t had time to mature spiritually into leadership roles. An LDHR leader is responsible for being both a wise steward of the

What are standards? Oxford English Dictionary defines standards as “the degree of excellence required for a particular purpose.” Staff standards consider character qualities,  lifestyle, and maturity essential to reflect Christ. These characteristics determine a person’s readiness to minister to others full-time in our organization. Why have standards? Staff standards mark a basic level of spiritual

Assignment Options Do a personal study of Proverbs 27:23-27 or another Bible passage and write down your thoughts and observations as they relate to information and administration. Create a plan for developing LDHR information administration where you serve: What data do you need to start collecting? What do you need to update? What other records

Reflection Who can come alongside you to help with this information management? *Be prepared to discuss your responses with your coach or coaching group. Review

Moving to the Cloud Increasingly, LDHR staff are using cloud-based databases. New technology allows for easy access, maintenance, and analysis of the data. Online databases also allow staff members to manage and update their personal information. Technological skill is sometimes required, and the set-up of a database can be costly and time-consuming for smaller national

What Records Do We Keep? Data management will look different in each country depending on the legal requirements and how the ministry is registered. The amount of information stored varies greatly. In addition to legal requirements, there are cultural and local norms regarding what each ministry considers essential information. In many places, there is a

Information Management = Care There are many reasons why information management is an essential part of LDHR in our movement. As a ministry, God has called us to help fulfill the Great Commission by winning, building, and sending in the power of the Holy Spirit and helping the body of Christ to do evangelism and

Assignments Options Identify how training needs are currently met in your area. Write an analysis of training needs and share it with your coach or other leaders. Offer to design and implement a staff training in the near future. Additional Resources Training Material Development Guide Filters/Adult Learning for Design and Development Global LDHR trainings LDHR

Reflection Think back to your own New Staff Training. What was helpful? What was missing? What part of the Training Cycle would you like to focus on in your area? Who could help you plan and implement training processes for your staff members? Be prepared to discuss your responses with your coach or coaching group.

Taking Action It is best when training occurs in partnership with a local team and ministry strategy or capacity leaders. Our movement is blessed with many great disciplers, and these people often make great trainers. Traditionally, much of our training, particularly with new staff, has been done within a ministry context, combining learning with practical

Looking Ahead Once we have identified the needs, the next step is to make a plan to meet those needs. The success of any training initiative relies on a robust strategy that carefully considers all the issues. The 5W’s help us think through all the issues involved: Why? Why are you training? Have you carefully

Analyzing and Assessing Training Gaps As with the “A –> B” process we talk of in personal development, there needs to be a process for training gap analysis. We start with identifying the current situation concerning a team member’s knowledge and skill. Then, we look at the desired maturity and competence expected for their role

The Why Behind the Cycle We have been called to a movement that has been marked by innovation throughout its history. This means that many of us have found ourselves in roles that no one else has ever had – there was no predecessor to show us how to do things. In some instances, our

Induction Being new to an organization is daunting. Even for those who became believers and disciples through the movement, there are often unfamiliar ways of doing things. Each ministry (and sometimes each team) has its particular patterns. If you are joining a field team, the “office” may seem a very alien place when you have

LDHR plays a wide variety of training roles across our ministries. In some instances, it is a core function of LDHR to provide all of the training. In other situations, LDHR collaborates with a different strategy or capacity leadership. Occasionally, training is a separate function and the responsibility of field teams. Understanding the training processes

Assignment Options Read Luke 10:1-17 and discuss with your coach any observations or thoughts from this passage that relate to job descriptions. Do research regarding best practices for writing job descriptions and apply what is helpful to your process. If you don’t have one, write your job description. Develop a plan to increase awareness of

Reflection What are the attitudes toward job descriptions where you live and work? How common is the use of job descriptions for each role? How would you explain the value of job descriptions to someone else? How would you describe the differences between a position focus and a job description? Let’s review!

How do we use job descriptions? Job descriptions aim to place team members in the best role to do their part in fulfilling the mission. We want to review the job descriptions periodically to ensure they meet these objectives. Some people suggest doing a review every six months to a year; however, the timing depends

Process for Developing Job Descriptions If you are starting from scratch on job descriptions, then the examples here will be a helpful starting point for you. Many core roles use consistent job descriptions (such as “local team leader”). They simply need to be reviewed and may need amending slightly over time. However, there will always be

Tips For Great Job Descriptions An effective job description aims to be accurate, concise, and well-organized. Use a direct, simple style. Keep the sentence structure as simple as possible. Focus on major critical activities. Use a logical sequence for describing duties and responsibilities. Use chronological order or organize primary duties with specific tasks listed under

Writing a Job Description An effective job description is brief and can be communicated as a print or online document. It includes the following common elements.  Position Title – in as few words as possible, including department and reporting relationships: to whom the person reports who reports to the individual (if applicable) with whom the

Why Have Job Descriptions? They provide an opportunity to communicate how each person fits in the overall mission and direction of the organization. When people clearly understand their roles and how their work contributes to reaching our vision and goals, they are more motivated and fruitful. Role clarity allows teams to build movements everywhere more

Assignment Options Investigate and develop a database of member care specialists. Identify how care is currently being done in your country or ministry and how you can develop it. Carry out a satisfaction survey to see how you can improve the level of care you provide (see sample below). Additional Resources Sample – National Member

Reflection As you review this session, think through and answer the following questions: In what ways have you experienced excellent member care in the past? Which areas of member care do you feel are most effective in your ministry? Where would you like to make improvements in member care? How can your gifts and skills

National ministries are responsible for fostering a culture that encourages and promotes well-being by facilitating standard processes and providing needed resources for proactive and responsive care. Movement care also ensures that networks for specialist care and resources are in place to provide for our members’ unique, special needs. The national LDHR team leads these initiatives

Team Care The best care happens near to the individual. The local team provides mutual care, support, encouragement, and accountability. The primary person responsible for care in any team is the team leader – supported by team members, line leaders, and resourced by the organization. LDHR plays a key role in equipping team leaders and partnering

Master Care Master Care is the care we receive from our loving Master that flows from our relationship with the Lord. This is the foundational wellspring from which all care flows. Offering the best care systems will never replace the members’ reliance on Christ to meet all their needs. Self Care Our calling to care

The book Doing Member Care Well strongly influenced our Member Care model below. With the author’s permission, it has been changed and adapted to fit the context of our movement. The model illustrates the intersections of the various components and groups caring for our members. Our Member Care Framework This Member Care model is designed

Our Member Care Document A good member care philosophy and structure are necessary for the effectiveness and growth of every organization. Members who are fulfilled and have a sense of being cared for will generally have higher morale and be more fruitful than members who feel uncared for and unfulfilled. We desire that all our

In the introduction of this lesson, we explored our responsibility for caring for our staff. There are also mission-critical reasons for ensuring good member care is in place. The World Evangelical Fellowship carried out a survey of 453 mission agencies to look at issues of attrition – staff leaving the mission field. The study looked

Defining Member Care Kelly O’Donnell defines member care as: “the ongoing investment of resources by mission agencies, churches, and other mission organisations for the nurture and development of missionary personnel. It focuses on everyone in missions (missionaries, support staff, children and families) and does so over the course of the missionary life cycle, from recruitment

Assignment Options Prepare a PDP for yourself with your coach, using input from a Global 360° review  (See samples review type samples on the Global 360 site under resources). Write your Position Focus and discuss with your supervisor. (use an online portal or printed pages like the examples below) Introduce the Staff Development Cycle with

Reflect Explain why ongoing development is vital for our staff. Describe the key elements involved in personal development. How can you help ensure that each staff member is involved in a Personal Development Process? What can you (and your team) do to improve the Staff Development Cycle in your country or context? **Be prepared to

The Staff Developmental Cycle is a key strategic process that brings together all the elements of the development process. The Staff Development Cycle provides a relational, feedback-rich, developmental environment in which every staff member has a clear Position Focus with regular, intentional conversations with their team leader about their progress. The three conversations of the

A healthy coaching environment uses an A –> B Process. A = Where we are now. This is the developmental need. Taking steps of growth involves moving from A to B. First, the coach helps identify “A” or where we “are.” Next, we clarify how we would like to grow.  For example, “I’d like to

Experience A fourth element of the development process is experience. Experience is simply learning-by-doing.  It is the idea that we can learn more deeply about something when we perform an activity or carry out a task. Adding reflection time to our experiential learning enhances our development. We create learning opportunities and job experiences to help

What is equipping? Providing someone with what they need to fulfill their God-given purpose The author of Hebrews prays that God would “equip you with everything good that you may do His will, working in us that which is pleasing in His sight, through Jesus Christ, to whom be glory forever and ever.” (Hebrews 13:20-21

A Personal Development Plan (PDP) is a dynamic tool that helps us move from “where we are” to “where we want to be” in particular areas (strengths or needs) of life and ministry.  Then we will no longer be infants, tossed back and forth by the waves, and blown here and there by every wind

Assessment and Feedback Assessments and feedback are beneficial because they help us grow in our self-awareness (James 1:23-25; Psalm 139:23-24). We better understand our current strengths, current performance level, leadership effectiveness, and primary developmental needs. We grow when we humbly invite truthful feedback, encouraging truths and things we may not realize – blind spots. We

The developmental process is intentional. How can we go from where we are to where God wants us to be? All of us are in process. God uses His Word, other people, and our life experiences to produce growth in us. The best development systems include grace, truth, and time. There are five essential elements

Why Ongoing Growth is Vital Our core values are faith, growth, and fruitfulness. We encourage the growth and development of all those involved in our movement. As LDHR leaders, one of our roles is to ensure adequate systems, structures, methods, and opportunities for developing those involved in the country’s movements.  Why is the ongoing development

Assignments Options Practice explaining the Leadership Framework by “teaching back” what you have learned to your coach or another leader.  Study the Leadership Framework resources found here on ldhr.org Explain the Leadership Framework to your team. Additional Resouces Leadership Framework slide decks and articles on this LDHR.org site Great job finishing the lesson! Do you

Reflect How does your role in LDHR integrate with the Leadership Framework? Of the four Roles of a Leader, which is your strongest role? Which is your weakest? What two or three areas do you need to develop to be a more effective leader? In your new LDHR leadership role, what are one or two

The Results of a Leader Measuring our results shows us how we are doing in the work He has called us to do. Results give us opportunities to celebrate what God has done and see where we can make changes for greater fruitfulness. Leading with information tells us where we are on the journey towards

Four Ways a Leader Influences Others When we talk about the four responsibilities, we are referring to how a leader influences others. We use all four responsibilities or ways of influence in each role – Direction Setting, Spokesperson, Coach, and Change Agent. Vision casting – communicating a picture of the future that motivates people to

A leader also thinks about the present when partnering outside the team or organization to accomplish goals. A leader filling the Spokesperson role represents the ministry and communicates the vision, like an ambassador, to people outside the movement. A spokesperson focuses on gaining the cooperation and resources necessary to accomplish the mission. A good spokesperson:

Direction-Setter An effective leader thinks about the future and how to expand beyond current borders. The leader continually asks: “Where are we going?” This role is referred to as the… Direction-setter: the one who bears the responsibility for the movement’s future. A good direction-setter: Thinks systematically and strategically about the future in the context of

The most fundamental feature of a spiritual leader is the leader’s heart – his or her relationship with God, and the fruit of it in personal character and relationships with others. Relationship with God The Lord is looking for those with hearts of humility, who are willing to do whatever He asks them to do.

Why have a framework? It gives us a common language and understanding of leadership. It identifies what it takes to be effective as a leader. It helps our leaders assess their leadership effectiveness. It helps us develop future leaders. The Leadership Framework includes the following components: The Relationships of a leader  The Roles of a

Assignment Options Identify a change or new strategy to implement in LDHR to give lift to your ministry’s strategic plan. Meet with several ministry leaders to better understand your current realities. Use PrEFACE or another tool with your team or another collaborative group to solve a problem. Read chapters 3-6 from Human Resource Champions by

Reflection What is the value and importance of being a strategic partner? Does the thought of being a strategic partner challenge you? Scare you? Excite you? Seem irrelevant? Please explain. What benefits and difficulties can you see in becoming a strategic partner? From what you know of your role so far, how can you begin

There are several skill areas to develop as a strategic partner: Understand and become an effective communicator of the ministry’s mission, vision, values, and strategic plan. Become knowledgeable of the ministry’s current reality. Talk to leaders and staff on the field to understand what is going well and what needs to change. Become proficient at

As a strategic partner, LDHR thinks with other leaders about the bigger picture of organisational development. Part of our ability to implement our strategies relies on having the appropriate, healthy elements to accomplish all we envision. Some organisational elements to consider include policies, processes, structures, and mindsets and behaviors. Leadership, values and strategy are other

LDHR leaders effectively serve in the strategic partner role when skilled in organisational diagnosis. They understand the ministry’s current reality, including the “condition of the flock” (Prov 27:23) or how the people are doing. Organisational diagnosis includes knowledge of the strategic plan and how the ministry is moving toward God’s future for us. Answering diagnostic

It’s vital to develop a strategic plan for LDHR that considers accelerating movements everywhere. An effective  LDHR leader integrates people needs and strategic needs. The LDHR strategy contributes to the overall ministry strategic plan. We can ask: How will LDHR collaborate with others to produce a sustainable quantity and quality of leaders to help accomplish

We sometimes hear comments like “I’d never considered a role in operations before,” “I’m excited to look into a different role that fits better with my strengths,” or even “This is the first time I’ve found my niche in the ministry.” Research shows that when people know and leverage their strengths at work, they are

Ministry leaders often face decisions with no clear answers; they encounter obstacles that appear insurmountable. Some day-to-day choices are simple, but others are complex — significantly impacting major strategic initiatives. An LDHR leader, who considers people resources, training, and developmental tools used in all strategies, sees things differently. This perspective helps in problem-solving. LDHR can

Knowing your team is vital for implementing strategies. Here are some of the questions to consider related to people-implications when discussing a change initiative: What is our movement’s capacity for change right now? (leadership, field staff, infrastructure) What’s the feeling on the field about this change? How are we going to involve others in the

Today, more than ever, leaders see the value of having people-specialists involved as strategic partners. LDHR leaders who develop their strategic planning, thinking, and relational skills will be able to engage confidently in conversations with other leaders and contribute their best to the teams they serve. Familiarity with specific tools like SWOT analysis and PrEFACE

 An LDHR strategic partner recognizes that sometimes LDHR practices and policies may need to be maintained and sometimes may need to change to help the organization accomplish its mission objectives. The primary work of the LDHR leader as a strategic partner is to translate the current reality related to ministry strategies into LDHR priorities. This

Being a strategic partner is about developing ways to align our people and LDHR strategies most effectively in collaboration with the broader ministry. In this way, LDHR plays a significant role in accelerating the accomplishment of ministry objectives. By taking the initiative and leading forward, an LDHR leader can increase the capacity of a ministry

Reflection As you review this session, think through and answer the following questions: What is the value and importance of the Strategic Planning Process? Describe the six steps of the Strategic Planning Process. How are your and your team involved in strategic planning? What is the most important strategic step you can take in your

Putting the Plan into Action Strategic action follows strategic planning. Tactics are small-scale actions that accomplish the critical path steps. What will we start doing? What will we stop doing? Who will do what by when? How will we measure the progress we are making in achieving the mission? LDHR and Strategic Planning An effective