{"id":2311,"date":"2019-06-07T19:31:57","date_gmt":"2019-06-07T19:31:57","guid":{"rendered":"http:\/\/cru-wp.prpltest.com\/?page_id=274"},"modified":"2026-04-20T06:32:30","modified_gmt":"2026-04-20T10:32:30","slug":"staff-development-cycle","status":"publish","type":"page","link":"https:\/\/www.ldhr.org\/zh_cn\/care\/staff-development-cycle\/","title":{"rendered":"Staff Development Cycle"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"2311\" class=\"elementor elementor-2311\" data-elementor-post-type=\"page\">\n\t\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-728753b elementor-hidden-phone elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"728753b\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-311966ce\" data-id=\"311966ce\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-6c21f773 elementor-widget elementor-widget-spacer\" data-id=\"6c21f773\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\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<section class=\"elementor-section elementor-top-section elementor-element elementor-element-18f0abb6 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"18f0abb6\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;,&quot;background_motion_fx_motion_fx_mouse&quot;:&quot;yes&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-22535b27\" data-id=\"22535b27\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-565691a6 elementor-widget elementor-widget-image\" data-id=\"565691a6\" data-element_type=\"widget\" data-widget_type=\"image.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<img loading=\"lazy\"  decoding=\"async\" src=\"https:\/\/www.ldhr.org\/wp-content\/uploads\/sites\/226\/2019\/08\/amy-hirschi-K0c8ko3e6AA-unsplash.jpg?w=1024\" title=\"amy-hirschi-K0c8ko3e6AA-unsplash\" alt=\"amy-hirschi-K0c8ko3e6AA-unsplash\" \/>\t\t\t\t\t\t\t\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<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-7db0ac6c\" data-id=\"7db0ac6c\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-458e4531 elementor-widget elementor-widget-heading\" data-id=\"458e4531\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Staff Development Cycle<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2e74dfa5 elementor-widget elementor-widget-heading\" data-id=\"2e74dfa5\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h4 class=\"elementor-heading-title elementor-size-default\">Transforming a team's effectiveness and engagement in mission through three vital conversations.\n<\/h4>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-20a891fc elementor-widget elementor-widget-text-editor\" data-id=\"20a891fc\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><span style=\"font-weight: 400;\">People are valuable to us and to God, and we desire to be good stewards of both people and our time. The Staff Development Cycle (SDC) helps us do this with focused conversations between team leaders and team members.<\/span><\/p><p><span style=\"font-weight: 400;\">The Staff Development Cycle involves each team leader connecting with every team member in three focused conversations\u2014one at the beginning, middle, and end of each year\u2014that include clear mission objectives, development, and feedback.<\/span><\/p><p>\u00a0<\/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<section class=\"elementor-section elementor-top-section elementor-element elementor-element-2e324503 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"2e324503\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-afe780f\" data-id=\"afe780f\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-35899487 elementor-flip-box--direction-left elementor-flip-box--effect-flip elementor-widget elementor-widget-flip-box\" data-id=\"35899487\" data-element_type=\"widget\" data-widget_type=\"flip-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-flip-box\" tabindex=\"0\">\n\t\t\t<div class=\"elementor-flip-box__layer elementor-flip-box__front\">\n\t\t\t\t<div class=\"elementor-flip-box__layer__overlay\">\n\t\t\t\t\t<div class=\"elementor-flip-box__layer__inner\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-icon-wrapper elementor-view-default\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-icon\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<i class=\"fa fa-binoculars\" aria-hidden=\"true\"><\/i>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"elementor-flip-box__layer__title\">\n\t\t\t\t\t\t\t\tConversation 1\t\t\t\t\t\t\t<\/h3>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__layer__description\">\n\t\t\t\t\t\t\t\t[Re]focus\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"elementor-flip-box__layer elementor-flip-box__back\">\n\t\t\t<div class=\"elementor-flip-box__layer__overlay\">\n\t\t\t\t<div class=\"elementor-flip-box__layer__inner\">\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__layer__description\">\n\t\t\t\t\t\t\tThe initial focus conversation answers the headline question of \u201cWhat are we going to do?\u201d\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\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<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-3a481d43\" data-id=\"3a481d43\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-25695c3 elementor-flip-box--direction-left elementor-flip-box--effect-flip elementor-widget elementor-widget-flip-box\" data-id=\"25695c3\" data-element_type=\"widget\" data-widget_type=\"flip-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-flip-box\" tabindex=\"0\">\n\t\t\t<div class=\"elementor-flip-box__layer elementor-flip-box__front\">\n\t\t\t\t<div class=\"elementor-flip-box__layer__overlay\">\n\t\t\t\t\t<div class=\"elementor-flip-box__layer__inner\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-icon-wrapper elementor-view-default\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-icon\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<i class=\"fa fa-cogs\" aria-hidden=\"true\"><\/i>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"elementor-flip-box__layer__title\">\n\t\t\t\t\t\t\t\tConversation 2\t\t\t\t\t\t\t<\/h3>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__layer__description\">\n\t\t\t\t\t\t\t\tRefine\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"elementor-flip-box__layer elementor-flip-box__back\">\n\t\t\t<div class=\"elementor-flip-box__layer__overlay\">\n\t\t\t\t<div class=\"elementor-flip-box__layer__inner\">\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__layer__description\">\n\t\t\t\t\t\t\tThe refine conversation is the mid-year \u201ccheckpoint\u201d and answers the headline question of \u201cHow is it going?\u201d\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\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<div class=\"elementor-column elementor-col-33 elementor-top-column elementor-element elementor-element-6a197876\" data-id=\"6a197876\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-547269d7 elementor-flip-box--direction-left elementor-flip-box--effect-flip elementor-widget elementor-widget-flip-box\" data-id=\"547269d7\" data-element_type=\"widget\" data-widget_type=\"flip-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-flip-box\" tabindex=\"0\">\n\t\t\t<div class=\"elementor-flip-box__layer elementor-flip-box__front\">\n\t\t\t\t<div class=\"elementor-flip-box__layer__overlay\">\n\t\t\t\t\t<div class=\"elementor-flip-box__layer__inner\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-icon-wrapper elementor-view-default\">\n\t\t\t\t\t\t\t\t<div class=\"elementor-icon\">\n\t\t\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"far fa-file-alt\"><\/i>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"elementor-flip-box__layer__title\">\n\t\t\t\t\t\t\t\tConversation 3\t\t\t\t\t\t\t<\/h3>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__layer__description\">\n\t\t\t\t\t\t\t\tReview\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"elementor-flip-box__layer elementor-flip-box__back\">\n\t\t\t<div class=\"elementor-flip-box__layer__overlay\">\n\t\t\t\t<div class=\"elementor-flip-box__layer__inner\">\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-flip-box__layer__description\">\n\t\t\t\t\t\t\tThe review conversation is the \u2018grand finale\u2019 to the year. It answers the headline question of \u201cWhat has happened?\u201d and lays the groundwork for \u201cWhere do we go from here?\u201d\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\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<section class=\"elementor-section elementor-top-section elementor-element elementor-element-22206266 elementor-hidden-phone elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"22206266\" data-element_type=\"section\" data-settings=\"{&quot;motion_fx_motion_fx_scrolling&quot;:&quot;yes&quot;,&quot;background_background&quot;:&quot;video&quot;,&quot;motion_fx_devices&quot;:[&quot;desktop&quot;,&quot;tablet&quot;,&quot;mobile&quot;]}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-58c84b16\" data-id=\"58c84b16\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-5c4649d8 elementor-hidden-phone elementor-tabs-view-horizontal elementor-widget elementor-widget-tabs\" data-id=\"5c4649d8\" data-element_type=\"widget\" id=\"main\" data-widget_type=\"tabs.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-tabs\">\n\t\t\t<div class=\"elementor-tabs-wrapper\" role=\"tablist\" >\n\t\t\t\t\t\t\t\t\t<div id=\"elementor-tab-title-1541\" class=\"elementor-tab-title elementor-tab-desktop-title\" aria-selected=\"true\" data-tab=\"1\" role=\"tab\" tabindex=\"0\" aria-controls=\"elementor-tab-content-1541\" aria-expanded=\"false\">Intro<\/div>\n\t\t\t\t\t\t\t\t\t<div id=\"elementor-tab-title-1542\" class=\"elementor-tab-title elementor-tab-desktop-title\" aria-selected=\"false\" data-tab=\"2\" role=\"tab\" tabindex=\"-1\" aria-controls=\"elementor-tab-content-1542\" aria-expanded=\"false\">[Re]focus<\/div>\n\t\t\t\t\t\t\t\t\t<div id=\"elementor-tab-title-1543\" class=\"elementor-tab-title elementor-tab-desktop-title\" aria-selected=\"false\" data-tab=\"3\" role=\"tab\" tabindex=\"-1\" aria-controls=\"elementor-tab-content-1543\" aria-expanded=\"false\">Refine<\/div>\n\t\t\t\t\t\t\t\t\t<div id=\"elementor-tab-title-1544\" class=\"elementor-tab-title elementor-tab-desktop-title\" aria-selected=\"false\" data-tab=\"4\" role=\"tab\" tabindex=\"-1\" aria-controls=\"elementor-tab-content-1544\" aria-expanded=\"false\">Review<\/div>\n\t\t\t\t\t\t\t\t\t<div id=\"elementor-tab-title-1545\" class=\"elementor-tab-title elementor-tab-desktop-title\" aria-selected=\"false\" data-tab=\"5\" role=\"tab\" tabindex=\"-1\" aria-controls=\"elementor-tab-content-1545\" aria-expanded=\"false\">Tools<\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t<div class=\"elementor-tabs-content-wrapper\" role=\"tablist\" aria-orientation=\"vertical\">\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-tab-title elementor-tab-mobile-title\" aria-selected=\"true\" data-tab=\"1\" role=\"tab\" tabindex=\"0\" aria-controls=\"elementor-tab-content-1541\" aria-expanded=\"false\">Intro<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-1541\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"1\" role=\"tabpanel\" aria-labelledby=\"elementor-tab-title-1541\" tabindex=\"0\" hidden=\"false\"><h3><strong>Intro<\/strong><\/h3><p><span style=\"font-weight: 400;\">For many years, organizations have tracked employee engagement globally. They find that clear expectations and connection to mission have a profound impact on engagement and efficiency. It is essential that team members get regular feedback on how they are doing, how they can grow and improve, and where their work is contributing to overall goals. The Staff Development Cycle is our key process for meeting this need.<\/span><b>\u00a0<\/b><\/p><p><span style=\"font-weight: 400;\">It takes just a few hours per year (three focused conversations) to ensure every team member feels valued, has clear direction for their work, and opportunities to grow and develop. These conversations help strengthen team engagement, effectiveness, and progress in the mission.<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/p><p><strong><a href=\"https:\/\/drive.google.com\/open?id=1Mrmgzss85cUDeLtjT9qvKt3gRuLT-f1_\" target=\"_blank\" rel=\"noopener\">View the Staff Development Cycle Overview<\/a><\/strong><\/p><p>Further information can be found in this <strong>Staff Development Cycle Overview <\/strong>video:<\/p><div style=\"max-width: 600px; margin: 0 auto;\"><iframe style=\"display: block; border-radius: 12px;\" src=\"https:\/\/www.youtube.com\/embed\/k85fVUksw6g\" width=\"100%\" height=\"400\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><\/iframe><\/div><p><em>\u00a0<\/em><\/p><p><em>**You can find more resources about the Whys and How-Tos for this excellent process under the Tools tab.<\/em><\/p><\/div>\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-tab-title elementor-tab-mobile-title\" aria-selected=\"false\" data-tab=\"2\" role=\"tab\" tabindex=\"-1\" aria-controls=\"elementor-tab-content-1542\" aria-expanded=\"false\">[Re]focus<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-1542\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"2\" role=\"tabpanel\" aria-labelledby=\"elementor-tab-title-1542\" tabindex=\"0\" hidden=\"hidden\"><h3><strong>[Re]focus<\/strong><\/h3><p>The initial \u201cFocus\u201d conversation (or subsequent [Re]focus conversations in the following years) is the \u201claunch pad\u201d for the year. It answers the headline question, \u201cWhat are we going to do?\u201d by focusing on the priorities of the team member\u2019s role and development plans.<\/p><p>As you prepare to have this conversation, it\u2019s helpful to use whichever of these you have to establish priorities:<\/p><ul><li><b>Job Description (JD): <\/b>looking at the purpose of the role, why it exists, and all the elements that are involved in it.<\/li><li><b>Strategic Plan:<\/b> If your team or ministry has a strategic plan, then the team\u2019s priorities and plan also have a significant impact on a team member\u2019s Position Focus.<\/li><li><b>Personal Development Plan (PDP):<\/b> If the team member already has a PDP, it\u2019s important to review current development priorities and progress.<\/li><\/ul><p>The desired outcome of the [re]focus conversation is to establish an individual\u2019s personal ministry and development plan for the year as a \u201cPosition Focus\u201d (If your organization does not have a set form, you might want to use this <a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1LP38nhOJkpl_8YNmOvWtq5VQnuifICbJA9PTVV_tz2Y\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Position Focus sheet<\/a>)<\/p><p>As you prepare for a Position Focus conversation, refer to the Position Focus sheet. The Position Focus categories, the inputs listed above, and the team leader\u2019s input will be vital to establishing annual priorities.<\/p><h5><b>Preparing for the Conversation:<\/b><\/h5><p>Whether the inputs listed above are available or not, you will want to think through the same sort of questions in preparation for a [re]focus discussion. Here are a few suggestions:<\/p><ol><li>What is the job or role? Why does it exist?<\/li><li>What are the key responsibilities for this role (JD)?<\/li><li>What developmental steps are essential this year (PDP)?<\/li><li>What progress needs to be made according to the team\u2019s ministry plan this year?<\/li><li>What progress needs to be made in the next 6-12 months?<\/li><li>How will you measure progress? Make sure these are concrete measures (you can find further information on<strong>\u00a0<a href=\"https:\/\/docs.google.com\/document\/d\/1AmKqelgyw9WNav6CdpDj-bQiiWPCpp388RJa3f_jYOY\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">SMART goals here<\/a><\/strong>)<\/li><\/ol><p><span style=\"font-size: 16px;\">Both the team leader and the team member should think about these in advance so you can discuss them in the meeting.\u00a0<\/span><\/p><h5><b>The Conversation:<\/b><\/h5><p>Before the meeting, the team member drafts the Position Focus. The team member fills out the first two sections.<\/p><p>The team leader and the team member then work through the initial draft together, discussing the priorities until they reach an agreement. It may take more than one draft. Working together provides some rich coaching opportunities! For further resources on asking good questions, visit <strong><a href=\"https:\/\/www.leadingwithquestions.com\/\" target=\"_blank\" rel=\"noopener\">www.leadingwithquestions.com<\/a><\/strong>.<\/p><p><b>Critical Mission Objectives<\/b><\/p><p>The Critical Mission Objectives will be drawn from a combination of the team member\u2019s Job Description and the Strategic Plan. If neither of these is available, then the CMOs will be a combination of the team priorities and the joint understanding of the team member\u2019s role. The Position Focus does not attempt to list out every aspect of a team member\u2019s role, but rather to highlight the priority areas for annual focus by setting specific goals in mission-critical areas.<\/p><p>Many people find setting <strong><a href=\"https:\/\/docs.google.com\/document\/d\/1AmKqelgyw9WNav6CdpDj-bQiiWPCpp388RJa3f_jYOY\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">SMART goals<\/a><\/strong> (specific, measurable, achievable, relevant, and time-bound) the hardest part of this process, but it is very helpful to do this, as you will find when you are ready to review them!<\/p><p><b>Personal Development Plan<\/b><\/p><p>This section of the Position Focus is not intended to replace a full Personal Development Plan, but, like the Mission Objectives, it highlights the most important areas for development. Different people take different approaches to how closely these areas of development relate to the Job Description. That can be decided by you or your wider organization.<\/p><p><b>Key Developmental Assignments\u00a0<\/b><\/p><p>Unlike the other Position Focus sections, where both the team leader and the team member contribute, the Key Developmental Assignments (KDAs) are where the team leader takes the initiative to ask the team member to undertake a specific assignment for ongoing development.\u00a0<\/p><p>The assignments become developmental when there is a \u201cstretch\u201d or challenge, along with feedback and coaching. This is a great opportunity for team leaders to develop others as they accomplish the mission. Here are some questions to consider when thinking about creating a Key Developmental Assignment:<\/p><ol><li>What is the team member\u2019s potential for leadership?\u00a0<\/li><li>What experience(s) this year would help the team member develop as a leader?<\/li><li>Which of the four roles of a leader (direction setter, change agent, coach, or spokesperson) is a strength? What responsibilities would stretch this person in that strength area?<\/li><li>If the person has the potential to lead a team, what work\/projects\/team could this person lead this year?<\/li><li>What work on the strategic plan would give this person the opportunity to expand personal and\/or leadership capacity?<\/li><li>Who will coach the person on the assignment?<\/li><li>Not everyone requires the same level of support in a developmental assignment. People doing things for the first time may need more instruction or clearer expectations. When a person has more experience and confidence, coaching is supportive.\u00a0<\/li><li>The team member should receive feedback on the developmental assignment throughout the year, especially during the mid-year and end-of-year Position Focus Review conversations. This is what anchors the experience in the mind and heart of the person as developmental.<\/li><\/ol><p><span style=\"font-size: 16px;\">You can read more about developing <\/span><a style=\"font-size: 16px; background-color: #ffffff;\" href=\"https:\/\/docs.google.com\/document\/d\/1qyYms5zXl4FaOpCGxQwVktnuVajafBxhfbXMYWZCKeU\/edit\" target=\"_blank\" rel=\"noopener\"><strong>KDAs for team members<\/strong><\/a><span style=\"font-size: 16px;\">,<\/span><span style=\"font-size: 16px;\"> or watch a<\/span><a style=\"font-size: 16px; background-color: #ffffff;\" href=\"https:\/\/youtu.be\/l7DKrZB6GQA?si=-soq7sic91hxn-iw\" target=\"_blank\" rel=\"noopener\"><strong> Writing KDA Workshop recording <\/strong><\/a><span style=\"font-size: 16px;\">for more help<\/span><a style=\"font-size: 16px; background-color: #ffffff;\" href=\"https:\/\/docs.google.com\/document\/d\/1qyYms5zXl4FaOpCGxQwVktnuVajafBxhfbXMYWZCKeU\/edit\" target=\"_blank\" rel=\"noopener\">.<\/a><\/p><\/div>\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-tab-title elementor-tab-mobile-title\" aria-selected=\"false\" data-tab=\"3\" role=\"tab\" tabindex=\"-1\" aria-controls=\"elementor-tab-content-1543\" aria-expanded=\"false\">Refine<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-1543\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"3\" role=\"tabpanel\" aria-labelledby=\"elementor-tab-title-1543\" tabindex=\"0\" hidden=\"hidden\"><h3><b>Refine<\/b><\/h3><p><span style=\"font-weight: 400;\">The Refine conversation is the \u201ccheckpoint\u201d at the mid-year point. It answers the headline question of \u201cHow is it going?\u201d and is an opportunity to reflect on a team member&#8217;s progress towards set goals and objectives and see what adjustments need to be made. Although we recommend this happens at the mid-point of the year, it can happen more frequently. You can refine the Position Focus occasionally but frequent completed items may indicate the Position Focus has become too tactical \u2013 more of a \u201cto-do list\u201d than a statement of priorities for the next 6-12 months.<\/span><\/p><p><span style=\"font-weight: 400;\">In the Refine conversation, the team leader is primarily taking the role of \u201ccoach\u201d. There are a number of benefits to the Refine conversation. Here are a few of them:\u00a0<\/span><\/p><ul><li style=\"list-style-type: none;\"><ul><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">It provides for open communication.<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Team members are encouraged and motivated by having strengths affirmed, successes celebrated, growth acknowledged and contributions to the ministry appreciated.<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">It helps facilitate the achievement of key ministry objectives.<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">It helps the team member and team leader to identify any difficulties early (unfulfilled responsibilities, lack of motivation\/resources\/training or an outside factor over which the team member has no control).<\/span><\/li><\/ul><\/li><\/ul><p><b>Before the Meeting:<\/b><\/p><p><span style=\"font-weight: 400;\">The focus of the Refine conversation is to look at what progress has been made regarding ministry priorities and development based on the Position Focus that was established at the beginning of the year. This conversation offers evaluation so there can be celebration and also adjustment where needed. It may not be essential to spend much time preparing for the meeting (particularly if you are regularly aware of progress being made), but it is helpful to review the Position Focus and pray for insight, wisdom, grace, and truth as you meet together.<\/span><\/p><p><span style=\"font-weight: 400;\">The team member should complete the \u201c<a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1LP38nhOJkpl_8YNmOvWtq5VQnuifICbJA9PTVV_tz2Y\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Position Focus Sheet: Refine\u201d tab<\/a> before the meeting.<\/span><\/p><p><b>The Conversation<\/b><\/p><p><span style=\"font-weight: 400;\">The Refine conversation will take around 60 minutes, but if you have a relaxed conversation over a cup of coffee, perhaps it may take a little longer (it\u2019s worth it!). Take time to pray and ask God to bless your time together.<\/span><\/p><p>Both the team leader and the team member should have access to the <a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1LP38nhOJkpl_8YNmOvWtq5VQnuifICbJA9PTVV_tz2Y\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Position Focus Sheet &#8211; \u201cRefine\u201d tab<\/a>.<\/p><p><span style=\"font-weight: 400;\">The primary goal is to hear the team member\u2019s perspective on how things are going. The team leader can ask questions to help unpack the details:<\/span><\/p><ul><li style=\"list-style-type: none;\"><ul><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What has gone well?<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What has not gone so well?<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What are you learning?<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Where are you stuck?<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What needs to change?<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What do you need more of?\u00a0 Less of?<\/span><\/li><\/ul><\/li><\/ul><p><span style=\"font-weight: 400;\">By the end of the conversation, both the team leader and the team member agree on the changes needed to the Position Focus. In particular, consider:<\/span><\/p><ul><li style=\"list-style-type: none;\"><ul><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What needs to continue as a priority?<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What needs to be adjusted in some way?<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What needs to be replaced? (because a task was completed, is no longer relevant, or it is evident that it is not achievable)<\/span><\/li><\/ul><\/li><\/ul><p><span style=\"font-weight: 400;\">Pray and thank the Lord for the progress.\u00a0<\/span><\/p><p><span style=\"font-size: 15px; font-weight: 400;\"><i>**An additional resource, \u201c<a href=\"https:\/\/docs.google.com\/document\/d\/1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Refine and Review Conversations,<\/a>\u201d provides suggestions and a conversation format for conducting Review and Refine conversations.\u00a0<\/i><\/span><span style=\"font-weight: 400;\"><br \/><\/span><\/p><\/div>\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-tab-title elementor-tab-mobile-title\" aria-selected=\"false\" data-tab=\"4\" role=\"tab\" tabindex=\"-1\" aria-controls=\"elementor-tab-content-1544\" aria-expanded=\"false\">Review<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-1544\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"4\" role=\"tabpanel\" aria-labelledby=\"elementor-tab-title-1544\" tabindex=\"0\" hidden=\"hidden\"><h3><strong>Review<\/strong><\/h3><p><span style=\"font-weight: 400;\">The review conversation is the \u2018grand finale\u2019 to the year. It answers the headline question of \u201cWhat has happened?\u201d and lays the groundwork for \u201cWhere do we go from here?\u201d It is a chance to look back and reflect, to celebrate the things that have happened, the goals that have been achieved, and the areas of growth where God has been at work.<\/span><\/p><p><span style=\"font-weight: 400;\">There are many similarities between the core part of the Review conversation and the Refine conversation(s), in terms of the benefits and approaches, so do look at the Refine conversation details again, if it\u2019s been a while since you read through the details, and also the additional resource, \u201c<a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Refine and Review Conversations<\/a>.\u201d\u00a0<\/span><\/p><h5><b>Before the Meeting:<\/b><\/h5><p><span style=\"font-weight: 400;\">The focus of the conversation is to evaluate and celebrate the things that have happened, so unlike the Refine conversation, you should take a good amount of time to think through what you believe about the team member&#8217;s performance and achievements this year, by working through their <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Position Focus Sheet<\/a> and the notes from the Refine conversation. Think through each element of the Critical Mission Objectives and the Personal Development Plan priorities, and make mental notes on their performance for the <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Position Focus Sheet: Review t<\/a>ab.<\/span><\/p><p><span style=\"font-weight: 400;\">If the team member has a Job Description, you will probably also want to review it to evaluate how they have performed in light of their wider team and ministry responsibilities. We have compiled a list of additional <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">questions you might want to use for \u201cRole Review.\u201d<\/a>\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">As with your previous preparation, continue to pray for insight, wisdom, grace, and truth as you meet with your team members.<\/span><\/p><p><span style=\"font-weight: 400;\">It is helpful to have your team member\u00a0<\/span><span style=\"font-weight: 400;\"><span style=\"box-sizing: border-box;\">review the <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">\u201cPosition Focus: Review\u201d form tab<\/a> and <\/span>think through their own evaluation of the elements, but not complete the form, as you will do that together.<\/span><\/p><p><span style=\"font-weight: 400;\">The Review conversation is longer than the Refine one (around 90 minutes), as it covers a couple of additional elements that most people find helpful. Both elements are more evaluative than the previous Refine conversation.<\/span><\/p><h5><span style=\"font-weight: 400;\"><b>The Conversation:<\/b><\/span><\/h5><p><span style=\"font-weight: 400;\">We have described the two elements of the conversation in this way:<\/span><\/p><p><i><span style=\"font-weight: 400;\">Zoom-in<\/span><\/i><\/p><p><span style=\"font-weight: 400;\">The zoom-in part of the conversation focuses on the elements of the Position Focus &#8211; How well have the priorities been achieved? This will form the basis of the next conversation, where you refocus and establish priorities for the coming year. Work through each of the Position Focus areas (you might want to use some of the questions from the Refine discussion), evaluate performance, and then, together, start on the next steps as appropriate. Don\u2019t feel you need to finalize all these. Sometimes, further reflection is helpful before it is finalized in the following Refocus conversation.<\/span><\/p><p><i><span style=\"font-weight: 400;\">Zoom-out<\/span><\/i><\/p><p><span style=\"font-weight: 400;\">The zoom-out part of the conversation puts the Position Focus priorities in the context of the team member\u2019s wider role by looking at their Job Description (if available).\u00a0 Whether it is a formal written Job Description (which we\u2019d certainly recommend!) or whether you and your team member just know the other elements of the role, it\u2019s important to work through the whole role, as well as the areas prioritized in the Position Focus. We have developed some questions that you may want to use to guide this part of the conversation. The <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Role Review Question<\/a>s can help<\/span><span style=\"font-weight: 400;\">.<\/span><\/p><p><b>Outcomes<\/b><\/p><p>By the end of the conversation, you and the team member should have agreed (or at least understood) your points of differing perspective on the level of performance, and you should have started to discuss next steps (to be finalized at the next [re]focus conversation).<\/p><p><span style=\"font-weight: 400;\">There shouldn\u2019t be any surprises for the team member, but it is the leader\u2019s responsibility to complete the <a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1LP38nhOJkpl_8YNmOvWtq5VQnuifICbJA9PTVV_tz2Y\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Position Focus: Review<\/a>.\u00a0\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">There will be a few things you\u2019ll want to do with it:<\/span><\/p><ul><li style=\"font-weight: 400;\"><b>Keep a copy for yourself.<\/b><span style=\"font-weight: 400;\"> You\u2019ll want to continue your thinking and refer back to the form during the [re]focus conversation.<\/span><\/li><li style=\"font-weight: 400;\"><b>Share the form with your team member.<\/b><span style=\"font-weight: 400;\"> They will be encouraged by what they have achieved, and hopefully, this will help them focus on what God continues to call them to, as well as in their own development.<\/span><\/li><li style=\"font-weight: 400;\"><b>Optional &#8211; Provide a copy to HR.<\/b><span style=\"font-weight: 400;\"> If your ministry or organization has an HR department, it may be helpful or required to send them a copy of the Review form.\u00a0 It will help them keep a record of development. Particularly, if the Role Review has uncovered aspirations for future roles, notifying HR and the organization\u2019s leadership will be key as they plan for the future.<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">If you are using an online system, such as the Google form provided, this process is obviously much simpler, as it can simply be shared.<\/span><\/p><p><span style=\"font-weight: 400;\">*Celebration is a key part of this stage. How you go about doing this will vary greatly according to culture, but think through what would be appropriate, either individually or as part of a team get-together.<\/span><\/p><h5><b>Continuing the Cycle:<\/b><\/h5><p><span style=\"font-weight: 400;\">The richness of this cycle will really emerge as you continue to improve the process. You may want to add other tools and resources. Some common ones are:<\/span><\/p><ul><li style=\"font-weight: 400;\"><b>Strategic plan.<\/b><span style=\"font-weight: 400;\"> Reviewing the Strategic Plan can increase vision. When a team member sees a clear connection to the ministry or team&#8217;s strategic priorities, it builds engagement and a sense of work significance.\u00a0<\/span><\/li><li style=\"font-weight: 400;\"><b>Job description. <\/b><span style=\"font-weight: 400;\">Unfortunately, even when people have job descriptions, they are often unused and therefore not reflective of the particular role. The process of developing or refining a job description can often seem an administrative burden, but it can solve a multitude of misunderstandings, conflicts, and frustrations before they start.<\/span><\/li><li style=\"font-weight: 400;\"><b>Personal Development Plan.<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><span style=\"font-weight: 400;\">Although the Position Focus identifies a couple of areas for development, many people find that gaining others&#8217; input on their development (using a tool such as the <a href=\"https:\/\/global360review.com\" target=\"_blank\" rel=\"noopener\">Global 360 Review<\/a>) and then articulating development goals more fully (in a Personal Development Plan) is really helpful.\u00a0<\/span><\/li><\/ul><\/div>\n\t\t\t\t\t\t\t\t\t<div class=\"elementor-tab-title elementor-tab-mobile-title\" aria-selected=\"false\" data-tab=\"5\" role=\"tab\" tabindex=\"-1\" aria-controls=\"elementor-tab-content-1545\" aria-expanded=\"false\">Tools<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-1545\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"5\" role=\"tabpanel\" aria-labelledby=\"elementor-tab-title-1545\" tabindex=\"0\" hidden=\"hidden\"><h3><b>\u989d\u5916\u8d44\u6e90<\/b><\/h3><p class=\"translation-block\"><a href=\"https:\/\/drive.google.com\/drive\/folders\/1LzKlEpwZ2nvo_UGVLrmmfDHZMrQTmLi9?usp=sharing\" target=\"_blank\" rel=\"noopener\">Helpful \u201c<em>Why <\/em>we do this\u201d<\/a><a href=\"https:\/\/drive.google.com\/drive\/folders\/1LzKlEpwZ2nvo_UGVLrmmfDHZMrQTmLi9?usp=sharing\" target=\"_blank\" rel=\"noopener\"> articles<\/a><\/p><p><a href=\"https:\/\/drive.google.com\/open?id=1UPXtTE-9mQY4u0cBey1vCDX68BLxY5DWWHY3qZcz5OQ\" target=\"_blank\" rel=\"noopener\">Definition of Terms<\/a><\/p><p><a href=\"https:\/\/drive.google.com\/open?id=1EltbnRTJhh2rflPN5XTr_rPce_F39Qpn3UaDHBuuTxY\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Team Leader Overview<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span><\/p><p class=\"translation-block\"><a href=\"https:\/\/drive.google.com\/open?id=1-pMtJ_Ph959O8JBA2BpmOIjDD1Z2dDM49liTy415Qjk\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Team <\/span><\/a><a href=\"https:\/\/drive.google.com\/open?id=1-pMtJ_Ph959O8JBA2BpmOIjDD1Z2dDM49liTy415Qjk\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\"> Member Overview<\/span><\/a><\/p><p><a href=\"https:\/\/docs.google.com\/document\/d\/1qyYms5zXl4FaOpCGxQwVktnuVajafBxhfbXMYWZCKeU\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Key Development Assignments article <\/a>and <a href=\"https:\/\/youtu.be\/l7DKrZB6GQA?si=bmwn1NKfTXd2kGNY\" target=\"_blank\" rel=\"noopener\">Workshop recording<\/a><\/p><p><a href=\"https:\/\/www.ldhr.org\/zh_cn\/courses\/embracing-feedback\/\" target=\"_blank\" rel=\"noopener\">Embracing Feedback course<\/a><\/p><p class=\"translation-block\"><a style=\"font-size: 16px; background-color: #ffffff;\" href=\"https:\/\/drive.google.com\/file\/d\/0B1vxCySdf32ka1pGUjRWZzBseERDejY1ZHRLUlJtQkN3VTRn\/view?usp=sharing&amp;resourcekey=0-rJMNpOsBqNmsgff2ot6HHg\" target=\"_blank\" rel=\"noopener\"><em>30 Days of Feedback<\/em> book<\/a><\/p><h5 class=\"translation-block\"><b>Using the<\/b><b> Fo<\/b><b>rms<\/b><\/h5><p><span style=\"font-weight: 400;\">Here is a form to record the three conversations of the Staff Development Cycle. You&#8217;ll also find some great sample questions and a PDP. The resources can be downloaded and adapted to fit your organizational culture.\u00a0<\/span><\/p><p><a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1LP38nhOJkpl_8YNmOvWtq5VQnuifICbJA9PTVV_tz2Y\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">(New!) Position Focus Sheet<\/a><\/p><p><a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Refine and Review Conversations<\/a><\/p><p><a href=\"https:\/\/drive.google.com\/open?id=1iosEi7rYX4_NZxaYW6ZYz_ReFKQIAwWliUdj_NnkpOY\" target=\"_blank\" rel=\"noopener\">Role Review Questions<\/a><\/p><p><a href=\"https:\/\/drive.google.com\/open?id=12SgoVhY2iVRX_jRQ66UBzJh1SC71c2rP\" target=\"_blank\" rel=\"noopener\">Personal Development Plan<\/a><\/p><p><a href=\"https:\/\/drive.google.com\/open?id=1gw3O9zfbknu9Pe7zTRovX5NZ8NQmWwDS06tbCuz63ic\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Personal Development Plan example<\/span><\/a><\/p><\/div>\n\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\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<section class=\"elementor-section elementor-top-section elementor-element elementor-element-1e718172 elementor-hidden-desktop elementor-hidden-tablet elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"1e718172\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-b0d5981\" data-id=\"b0d5981\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-fd7c7fa elementor-hidden-desktop elementor-hidden-tablet elementor-widget elementor-widget-accordion\" data-id=\"fd7c7fa\" data-element_type=\"widget\" data-widget_type=\"accordion.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-accordion\">\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-2651\" class=\"elementor-tab-title\" data-tab=\"1\" role=\"button\" aria-controls=\"elementor-tab-content-2651\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">Intro<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2651\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"1\" role=\"region\" aria-labelledby=\"elementor-tab-title-2651\"><h3><strong>Intro<\/strong><\/h3><p><span style=\"font-weight: 400;\">For many years, organizations have tracked employee engagement globally. They find that clear expectations and connection to mission have a profound impact on engagement and efficiency. It is essential that team members get regular feedback on how they are doing, how they can grow and improve, and where their work is contributing to overall goals. The Staff Development Cycle is our key process for meeting this need.<\/span><b>\u00a0<\/b><\/p><p><span style=\"font-weight: 400;\">The Staff Development Cycle resources provide direction and tools to ensure that team leaders have at least three focused conversations with each team member every year to help strengthen team engagement, effectiveness and progress in the mission.<\/span><span style=\"font-weight: 400;\">\u00a0<\/span><\/p><p><strong><a href=\"https:\/\/drive.google.com\/open?id=1Mrmgzss85cUDeLtjT9qvKt3gRuLT-f1_\" target=\"_blank\" rel=\"noopener\">View the Staff Development Cycle Overview<\/a><\/strong><\/p><p>Further information can be found in this <strong>Staff Development Cycle Overview <\/strong>video:<\/p><p>\t\t<div data-elementor-type=\"section\" data-elementor-id=\"2817\" class=\"elementor elementor-2817\" data-elementor-post-type=\"elementor_library\">\n\t\t\t\t\t<section class=\"elementor-section elementor-top-section elementor-element elementor-element-bb20eaf elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"bb20eaf\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-5d3301f\" data-id=\"5d3301f\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-ece12a1 elementor-widget elementor-widget-video\" data-id=\"ece12a1\" data-element_type=\"widget\" data-settings=\"{&quot;youtube_url&quot;:&quot;https:\\\/\\\/youtu.be\\\/k85fVUksw6g?si=LBJU8RAUCBqKs5qQ&quot;,&quot;show_image_overlay&quot;:&quot;yes&quot;,&quot;video_type&quot;:&quot;youtube&quot;,&quot;controls&quot;:&quot;yes&quot;,&quot;image_overlay&quot;:{&quot;url&quot;:&quot;https:\\\/\\\/www.ldhr.org\\\/wp-content\\\/plugins\\\/elementor\\\/assets\\\/images\\\/placeholder.png&quot;,&quot;id&quot;:&quot;&quot;,&quot;size&quot;:&quot;&quot;}}\" data-widget_type=\"video.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-wrapper elementor-open-inline\">\n\t\t\t<div class=\"elementor-video\"><\/div>\t\t\t\t<div class=\"elementor-custom-embed-image-overlay\" style=\"background-image: url(https:\/\/www.ldhr.org\/wp-content\/plugins\/elementor\/assets\/images\/placeholder.png);\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"elementor-custom-embed-play\" role=\"button\" aria-label=\"Play Video\" tabindex=\"0\">\n\t\t\t\t\t\t\t<i aria-hidden=\"true\" class=\"eicon-play\"><\/i>\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\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>\n\t\t<\/p><p><em>**You can find more resources about the Whys and How-Tos for this excellent process under the Tools tab.<\/em><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-2652\" class=\"elementor-tab-title\" data-tab=\"2\" role=\"button\" aria-controls=\"elementor-tab-content-2652\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">[Re]focus<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2652\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"2\" role=\"region\" aria-labelledby=\"elementor-tab-title-2652\"><h3><strong>[Re]focus<\/strong><\/h3><p>The initial \u201cFocus\u201d conversation (or subsequent [Re]focus conversations in the following years) is the \u201claunch pad\u201d for the year. It answers the headline question, \u201cWhat are we going to do?\u201d by focusing on the priorities of the team member\u2019s role and development plans.<\/p><p>As you prepare to have this conversation, it\u2019s helpful to use whichever of these you have to establish priorities:<\/p><ul><li><b>Job Description (JD): <\/b>looking at the purpose of the role, why it exists, and all the elements that are involved in it.<\/li><li><b>Strategic Plan:<\/b> If your team or ministry has a strategic plan, then the team\u2019s priorities and plan also have a significant impact on a team member\u2019s Position Focus.<\/li><li><b>Personal Development Plan (PDP):<\/b> If the team member already has a PDP, it\u2019s important to review current development priorities and progress.<\/li><\/ul><p>The desired outcome of the [re]focus conversation is to establish an individual\u2019s personal ministry and development plan for the year as a \u201cPosition Focus\u201d (If your organization does not have a set form, you might want to use this <a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1LP38nhOJkpl_8YNmOvWtq5VQnuifICbJA9PTVV_tz2Y\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Position Focus sheet<\/a>)<\/p><p>As you prepare for a Position Focus conversation, refer to the Position Focus sheet. The Position Focus categories, the inputs listed above, and the team leader\u2019s input will be vital to establishing annual priorities.<\/p><h5><b>Preparing for the Conversation:<\/b><\/h5><p>Whether the inputs listed above are available or not, you will want to think through the same sort of questions in preparation for a [re]focus discussion. Here are a few suggestions:<\/p><ol><li>What is the job or role? Why does it exist?<\/li><li>What are the key responsibilities for this role (JD)?<\/li><li>What developmental steps are essential this year (PDP)?<\/li><li>What progress needs to be made according to the team\u2019s ministry plan this year?<\/li><li>What progress needs to be made in the next 6-12 months?<\/li><li>How will you measure progress? Make sure these are concrete measures (you can find further information on<strong>\u00a0<a href=\"https:\/\/docs.google.com\/document\/d\/1AmKqelgyw9WNav6CdpDj-bQiiWPCpp388RJa3f_jYOY\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">SMART goals here<\/a><\/strong>)<\/li><\/ol><p><span style=\"font-size: 16px;\">Both the team leader and the team member should think about these in advance so you can discuss them in the meeting.\u00a0<\/span><\/p><h5><b>The Conversation:<\/b><\/h5><p>Before the meeting, the team member drafts the Position Focus. The team member fills out the first two sections.<\/p><p>The team leader and the team member then work through the initial draft together, discussing the priorities until they reach an agreement. It may take more than one draft. Working together provides some rich coaching opportunities! For further resources on asking good questions, visit <strong><a href=\"https:\/\/www.leadingwithquestions.com\/\" target=\"_blank\" rel=\"noopener\">www.leadingwithquestions.com<\/a><\/strong>.<\/p><p><b>Critical Mission Objectives<\/b><\/p><p>The Critical Mission Objectives will be drawn from a combination of the team member\u2019s Job Description and the Strategic Plan. If neither of these is available, then the CMOs will be a combination of the team priorities and the joint understanding of the team member\u2019s role. The Position Focus does not attempt to list out every aspect of a team member\u2019s role, but rather to highlight the priority areas for annual focus by setting specific goals in mission-critical areas.<\/p><p>Many people find setting <strong><a href=\"https:\/\/docs.google.com\/document\/d\/1AmKqelgyw9WNav6CdpDj-bQiiWPCpp388RJa3f_jYOY\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">SMART goals<\/a><\/strong> (specific, measurable, achievable, relevant, and time-bound) the hardest part of this process, but it is very helpful to do this, as you will find when you are ready to review them!<\/p><p><b>Personal Development Plan<\/b><\/p><p>This section of the Position Focus is not intended to replace a full Personal Development Plan, but, like the Mission Objectives, it highlights the most important areas for development. Different people take different approaches to how closely these areas of development relate to the Job Description. That can be decided by you or your wider organization.<\/p><p><b>Key Developmental Assignments\u00a0<\/b><\/p><p>Unlike the other Position Focus sections, where both the team leader and the team member contribute, the Key Developmental Assignments (KDAs) are where the team leader takes the initiative to ask the team member to undertake a specific assignment for ongoing development.\u00a0<\/p><p>The assignments become developmental when there is a \u201cstretch\u201d or challenge, along with feedback and coaching. This is a great opportunity for team leaders to develop others as they accomplish the mission. Here are some questions to consider when thinking about creating a Key Developmental Assignment:<\/p><ol><li>What is the team member\u2019s potential for leadership?\u00a0<\/li><li>What experience(s) this year would help the team member develop as a leader?<\/li><li>Which of the four roles of a leader (direction setter, change agent, coach, or spokesperson) is a strength? What responsibilities would stretch this person in that strength area?<\/li><li>If the person has the potential to lead a team, what work\/projects\/team could this person lead this year?<\/li><li>What work on the strategic plan would give this person the opportunity to expand personal and\/or leadership capacity?<\/li><li>Who will coach the person on the assignment?<\/li><li>Not everyone requires the same level of support in a developmental assignment. People doing things for the first time may need more instruction or clearer expectations. When a person has more experience and confidence, coaching is supportive.\u00a0<\/li><li>The team member should receive feedback on the developmental assignment throughout the year, especially during the mid-year and end-of-year Position Focus Review conversations. This is what anchors the experience in the mind and heart of the person as developmental.<\/li><\/ol><p><span style=\"font-size: 16px;\">You can read more about developing <\/span><a style=\"font-size: 16px; background-color: #ffffff;\" href=\"https:\/\/docs.google.com\/document\/d\/1qyYms5zXl4FaOpCGxQwVktnuVajafBxhfbXMYWZCKeU\/edit\" target=\"_blank\" rel=\"noopener\"><strong>KDAs for team members<\/strong><\/a><span style=\"font-size: 16px;\">,<\/span><span style=\"font-size: 16px;\"> or watch a<\/span><a style=\"font-size: 16px; background-color: #ffffff;\" href=\"https:\/\/youtu.be\/l7DKrZB6GQA?si=-soq7sic91hxn-iw\" target=\"_blank\" rel=\"noopener\"><strong> Writing KDA Workshop recording <\/strong><\/a><span style=\"font-size: 16px;\">for more help<\/span><a style=\"font-size: 16px; background-color: #ffffff;\" href=\"https:\/\/docs.google.com\/document\/d\/1qyYms5zXl4FaOpCGxQwVktnuVajafBxhfbXMYWZCKeU\/edit\" target=\"_blank\" rel=\"noopener\">.<\/a><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-2653\" class=\"elementor-tab-title\" data-tab=\"3\" role=\"button\" aria-controls=\"elementor-tab-content-2653\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">Refine<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2653\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"3\" role=\"region\" aria-labelledby=\"elementor-tab-title-2653\"><h3><b>Refine<\/b><\/h3><p><span style=\"font-weight: 400;\">The Refine conversation is the \u201ccheckpoint\u201d at the mid-year point. It answers the headline question of \u201cHow is it going?\u201d and is an opportunity to reflect on a team member&#8217;s progress towards set goals and objectives and see what adjustments need to be made. Although we recommend this happens at the mid-point of the year, it can happen more frequently. You can refine the Position Focus occasionally but frequent completed items may indicate the Position Focus has become too tactical \u2013 more of a \u201cto-do list\u201d than a statement of priorities for the next 6-12 months.<\/span><\/p><p><span style=\"font-weight: 400;\">In the Refine conversation, the team leader is primarily taking the role of \u201ccoach\u201d. There are a number of benefits to the Refine conversation. Here are a few of them:\u00a0<\/span><\/p><ul><li style=\"list-style-type: none;\"><ul><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">It provides for open communication.<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Team members are encouraged and motivated by having strengths affirmed, successes celebrated, growth acknowledged and contributions to the ministry appreciated.<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">It helps facilitate the achievement of key ministry objectives.<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">It helps the team member and team leader to identify any difficulties early (unfulfilled responsibilities, lack of motivation\/resources\/training or an outside factor over which the team member has no control).<\/span><\/li><\/ul><\/li><\/ul><p><b>Before the Meeting:<\/b><\/p><p><span style=\"font-weight: 400;\">The focus of the Refine conversation is to look at what progress has been made regarding ministry priorities and development based on the Position Focus that was established at the beginning of the year. This conversation offers evaluation so there can be celebration and also adjustment where needed. It may not be essential to spend much time preparing for the meeting (particularly if you are regularly aware of progress being made), but it is helpful to review the Position Focus and pray for insight, wisdom, grace, and truth as you meet together.<\/span><\/p><p><span style=\"font-weight: 400;\">The team member should complete the \u201c<a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1LP38nhOJkpl_8YNmOvWtq5VQnuifICbJA9PTVV_tz2Y\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Position Focus Sheet: Refine\u201d tab<\/a> before the meeting.<\/span><\/p><p><b>The Conversation<\/b><\/p><p><span style=\"font-weight: 400;\">The Refine conversation will take around 60 minutes, but if you have a relaxed conversation over a cup of coffee, perhaps it may take a little longer (it\u2019s worth it!). Take time to pray and ask God to bless your time together.<\/span><\/p><p>Both the team leader and the team member should have access to the <a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1LP38nhOJkpl_8YNmOvWtq5VQnuifICbJA9PTVV_tz2Y\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Position Focus Sheet &#8211; \u201cRefine\u201d tab<\/a>.<\/p><p><span style=\"font-weight: 400;\">The primary goal is to hear the team member\u2019s perspective on how things are going. The team leader can ask questions to help unpack the details:<\/span><\/p><ul><li style=\"list-style-type: none;\"><ul><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What has gone well?<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What has not gone so well?<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What are you learning?<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Where are you stuck?<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What needs to change?<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What do you need more of?\u00a0 Less of?<\/span><\/li><\/ul><\/li><\/ul><p><span style=\"font-weight: 400;\">By the end of the conversation, both the team leader and the team member agree on the changes needed to the Position Focus. In particular, consider:<\/span><\/p><ul><li style=\"list-style-type: none;\"><ul><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What needs to continue as a priority?<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What needs to be adjusted in some way?<\/span><\/li><li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What needs to be replaced? (because a task was completed, is no longer relevant, or it is evident that it is not achievable)<\/span><\/li><\/ul><\/li><\/ul><p><span style=\"font-weight: 400;\">Pray and thank the Lord for the progress.\u00a0<\/span><\/p><p><span style=\"font-size: 15px; font-weight: 400;\"><i>**An additional resource, \u201c<a href=\"https:\/\/docs.google.com\/document\/d\/1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Refine and Review Conversations,<\/a>\u201d provides suggestions and a conversation format for conducting Review and Refine conversations.\u00a0<\/i><\/span><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-2654\" class=\"elementor-tab-title\" data-tab=\"4\" role=\"button\" aria-controls=\"elementor-tab-content-2654\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">Review<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2654\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"4\" role=\"region\" aria-labelledby=\"elementor-tab-title-2654\"><h3><strong>Review<\/strong><\/h3><p><span style=\"font-weight: 400;\">The review conversation is the \u2018grand finale\u2019 to the year. It answers the headline question of \u201cWhat has happened?\u201d and lays the groundwork for \u201cWhere do we go from here?\u201d It is a chance to look back and reflect, to celebrate the things that have happened, the goals that have been achieved, and the areas of growth where God has been at work.<\/span><\/p><p><span style=\"font-weight: 400;\">There are many similarities between the core part of the Review conversation and the Refine conversation(s), in terms of the benefits and approaches, so do look at the Refine conversation details again, if it\u2019s been a while since you read through the details, and also the additional resource, \u201c<a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Refine and Review Conversations<\/a>.\u201d\u00a0<\/span><\/p><h5><b>Before the Meeting:<\/b><\/h5><p><span style=\"font-weight: 400;\">The focus of the conversation is to evaluate and celebrate the things that have happened, so unlike the Refine conversation, you should take a good amount of time to think through what you believe about the team member&#8217;s performance and achievements this year, by working through their <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Position Focus Sheet<\/a> and the notes from the Refine conversation. Think through each element of the Critical Mission Objectives and the Personal Development Plan priorities, and make mental notes on their performance for the <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Position Focus Sheet: Review t<\/a>ab.<\/span><\/p><p><span style=\"font-weight: 400;\">If the team member has a Job Description, you will probably also want to review it to evaluate how they have performed in light of their wider team and ministry responsibilities. We have compiled a list of additional <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">questions you might want to use for \u201cRole Review.\u201d<\/a>\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">As with your previous preparation, continue to pray for insight, wisdom, grace, and truth as you meet with your team members.<\/span><\/p><p><span style=\"font-weight: 400;\">It is helpful to have your team member\u00a0<\/span><span style=\"font-weight: 400;\"><span style=\"box-sizing: border-box;\">review the <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">\u201cPosition Focus: Review\u201d form tab<\/a> and <\/span>think through their own evaluation of the elements, but not complete the form, as you will do that together.<\/span><\/p><p><span style=\"font-weight: 400;\">The Review conversation is longer than the Refine one (around 90 minutes), as it covers a couple of additional elements that most people find helpful. Both elements are more evaluative than the previous Refine conversation.<\/span><\/p><h5><span style=\"font-weight: 400;\"><b>The Conversation:<\/b><\/span><\/h5><p><span style=\"font-weight: 400;\">We have described the two elements of the conversation in this way:<\/span><\/p><p><i><span style=\"font-weight: 400;\">Zoom-in<\/span><\/i><\/p><p><span style=\"font-weight: 400;\">The zoom-in part of the conversation focuses on the elements of the Position Focus &#8211; How well have the priorities been achieved? This will form the basis of the next conversation, where you refocus and establish priorities for the coming year. Work through each of the Position Focus areas (you might want to use some of the questions from the Refine discussion), evaluate performance, and then, together, start on the next steps as appropriate. Don\u2019t feel you need to finalize all these. Sometimes, further reflection is helpful before it is finalized in the following Refocus conversation.<\/span><\/p><p><i><span style=\"font-weight: 400;\">Zoom-out<\/span><\/i><\/p><p><span style=\"font-weight: 400;\">The zoom-out part of the conversation puts the Position Focus priorities in the context of the team member\u2019s wider role by looking at their Job Description (if available).\u00a0 Whether it is a formal written Job Description (which we\u2019d certainly recommend!) or whether you and your team member just know the other elements of the role, it\u2019s important to work through the whole role, as well as the areas prioritized in the Position Focus. We have developed some questions that you may want to use to guide this part of the conversation. The <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Role Review Question<\/a>s can help<\/span><span style=\"font-weight: 400;\">.<\/span><\/p><p><b>Outcomes<\/b><\/p><p>By the end of the conversation, you and the team member should have agreed (or at least understood) your points of differing perspective on the level of performance, and you should have started to discuss next steps (to be finalized at the next [re]focus conversation).<\/p><p><span style=\"font-weight: 400;\">There shouldn\u2019t be any surprises for the team member, but it is the leader\u2019s responsibility to complete the <a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1LP38nhOJkpl_8YNmOvWtq5VQnuifICbJA9PTVV_tz2Y\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Position Focus: Review<\/a>.\u00a0\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">There will be a few things you\u2019ll want to do with it:<\/span><\/p><ul><li style=\"font-weight: 400;\"><b>Keep a copy for yourself.<\/b><span style=\"font-weight: 400;\"> You\u2019ll want to continue your thinking and refer back to the form during the [re]focus conversation.<\/span><\/li><li style=\"font-weight: 400;\"><b>Share the form with your team member.<\/b><span style=\"font-weight: 400;\"> They will be encouraged by what they have achieved, and hopefully, this will help them focus on what God continues to call them to, as well as in their own development.<\/span><\/li><li style=\"font-weight: 400;\"><b>Optional &#8211; Provide a copy to HR.<\/b><span style=\"font-weight: 400;\"> If your ministry or organization has an HR department, it may be helpful or required to send them a copy of the Review form.\u00a0 It will help them keep a record of development. Particularly, if the Role Review has uncovered aspirations for future roles, notifying HR and the organization\u2019s leadership will be key as they plan for the future.<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">If you are using an online system, such as the Google form provided, this process is obviously much simpler, as it can simply be shared.<\/span><\/p><p><span style=\"font-weight: 400;\">*Celebration is a key part of this stage. How you go about doing this will vary greatly according to culture, but think through what would be appropriate, either individually or as part of a team get-together.<\/span><\/p><h5><b>Continuing the Cycle:<\/b><\/h5><p><span style=\"font-weight: 400;\">The richness of this cycle will really emerge as you continue to improve the process. You may want to add other tools and resources. Some common ones are:<\/span><\/p><ul><li style=\"font-weight: 400;\"><b>Strategic plan.<\/b><span style=\"font-weight: 400;\"> Reviewing the Strategic Plan can increase vision. When a team member sees a clear connection to the ministry or team&#8217;s strategic priorities, it builds engagement and a sense of work significance.\u00a0<\/span><\/li><li style=\"font-weight: 400;\"><b>Job description. <\/b><span style=\"font-weight: 400;\">Unfortunately, even when people have job descriptions, they are often unused and therefore not reflective of the particular role. The process of developing or refining a job description can often seem an administrative burden, but it can solve a multitude of misunderstandings, conflicts, and frustrations before they start.<\/span><\/li><li style=\"font-weight: 400;\"><b>Personal Development Plan.<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><span style=\"font-weight: 400;\">Although the Position Focus identifies a couple of areas for development, many people find that gaining others&#8217; input on their development (using a tool such as the <a href=\"https:\/\/global360review.com\" target=\"_blank\" rel=\"noopener\">Global 360 Review<\/a>) and then articulating development goals more fully (in a Personal Development Plan) is really helpful.\u00a0<\/span><br \/><h3><strong>Review<\/strong><\/h3><p><span style=\"font-weight: 400;\">The review conversation is the \u2018grand finale\u2019 to the year. It answers the headline question of \u201cWhat has happened?\u201d and lays the groundwork for \u201cWhere do we go from here?\u201d It is a chance to look back and reflect, to celebrate the things that have happened, the goals that have been achieved, and the areas of growth where God has been at work.<\/span><\/p><p><span style=\"font-weight: 400;\">There are many similarities between the core part of the Review conversation and the Refine conversation(s), in terms of the benefits and approaches, so do look at the Refine conversation details again, if it\u2019s been a while since you read through the details, and also the additional resource, \u201c<a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Refine and Review Conversations<\/a>.\u201d\u00a0<\/span><\/p><h5><b>Before the Meeting:<\/b><\/h5><p><span style=\"font-weight: 400;\">The focus of the conversation is to evaluate and celebrate the things that have happened, so unlike the Refine conversation, you should take a good amount of time to think through what you believe about the team member&#8217;s performance and achievements this year, by working through their <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Position Focus Sheet<\/a> and the notes from the Refine conversation. Think through each element of the Critical Mission Objectives and the Personal Development Plan priorities, and make mental notes on their performance for the <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Position Focus Sheet: Review t<\/a>ab.<\/span><\/p><p><span style=\"font-weight: 400;\">If the team member has a Job Description, you will probably also want to review it to evaluate how they have performed in light of their wider team and ministry responsibilities. We have compiled a list of additional <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">questions you might want to use for \u201cRole Review.\u201d<\/a>\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">As with your previous preparation, continue to pray for insight, wisdom, grace, and truth as you meet with your team members.<\/span><\/p><p><span style=\"font-weight: 400;\">It is helpful to have your team member\u00a0<\/span><span style=\"font-weight: 400;\"><span style=\"box-sizing: border-box;\">review the <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">\u201cPosition Focus: Review\u201d form tab<\/a> and <\/span>think through their own evaluation of the elements, but not complete the form, as you will do that together.<\/span><\/p><p><span style=\"font-weight: 400;\">The Review conversation is longer than the Refine one (around 90 minutes), as it covers a couple of additional elements that most people find helpful. Both elements are more evaluative than the previous Refine conversation.<\/span><\/p><h5><span style=\"font-weight: 400;\"><b>The Conversation:<\/b><\/span><\/h5><p><span style=\"font-weight: 400;\">We have described the two elements of the conversation in this way:<\/span><\/p><p><i><span style=\"font-weight: 400;\">Zoom-in<\/span><\/i><\/p><p><span style=\"font-weight: 400;\">The zoom-in part of the conversation focuses on the elements of the Position Focus &#8211; How well have the priorities been achieved? This will form the basis of the next conversation, where you refocus and establish priorities for the coming year. Work through each of the Position Focus areas (you might want to use some of the questions from the Refine discussion), evaluate performance, and then, together, start on the next steps as appropriate. Don\u2019t feel you need to finalize all these. Sometimes, further reflection is helpful before it is finalized in the following Refocus conversation.<\/span><\/p><p><i><span style=\"font-weight: 400;\">Zoom-out<\/span><\/i><\/p><p><span style=\"font-weight: 400;\">The zoom-out part of the conversation puts the Position Focus priorities in the context of the team member\u2019s wider role by looking at their Job Description (if available).\u00a0 Whether it is a formal written Job Description (which we\u2019d certainly recommend!) or whether you and your team member just know the other elements of the role, it\u2019s important to work through the whole role, as well as the areas prioritized in the Position Focus. We have developed some questions that you may want to use to guide this part of the conversation. The <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Role Review Question<\/a>s can help<\/span><span style=\"font-weight: 400;\">.<\/span><\/p><p><b>Outcomes<\/b><\/p><p>By the end of the conversation, you and the team member should have agreed (or at least understood) your points of differing perspective on the level of performance, and you should have started to discuss next steps (to be finalized at the next [re]focus conversation).<\/p><p><span style=\"font-weight: 400;\">There shouldn\u2019t be any surprises for the team member, but it is the leader\u2019s responsibility to complete the <a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1LP38nhOJkpl_8YNmOvWtq5VQnuifICbJA9PTVV_tz2Y\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Position Focus: Review<\/a>.\u00a0\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">There will be a few things you\u2019ll want to do with it:<\/span><\/p><ul><li style=\"font-weight: 400;\"><b>Keep a copy for yourself.<\/b><span style=\"font-weight: 400;\"> You\u2019ll want to continue your thinking and refer back to the form during the [re]focus conversation.<\/span><\/li><li style=\"font-weight: 400;\"><b>Share the form with your team member.<\/b><span style=\"font-weight: 400;\"> They will be encouraged by what they have achieved, and hopefully, this will help them focus on what God continues to call them to, as well as in their own development.<\/span><\/li><li style=\"font-weight: 400;\"><b>Optional &#8211; Provide a copy to HR.<\/b><span style=\"font-weight: 400;\"> If your ministry or organization has an HR department, it may be helpful or required to send them a copy of the Review form.\u00a0 It will help them keep a record of development. Particularly, if the Role Review has uncovered aspirations for future roles, notifying HR and the organization\u2019s leadership will be key as they plan for the future.<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">If you are using an online system, such as the Google form provided, this process is obviously much simpler, as it can simply be shared.<\/span><\/p><p><span style=\"font-weight: 400;\">*Celebration is a key part of this stage. How you go about doing this will vary greatly according to culture, but think through what would be appropriate, either individually or as part of a team get-together.<\/span><\/p><h5><b>Continuing the Cycle:<\/b><\/h5><p><span style=\"font-weight: 400;\">The richness of this cycle will really emerge as you continue to improve the process. You may want to add other tools and resources. Some common ones are:<\/span><\/p><ul><li style=\"font-weight: 400;\"><b>Strategic plan.<\/b><span style=\"font-weight: 400;\"> Reviewing the Strategic Plan can increase vision. When a team member sees a clear connection to the ministry or team&#8217;s strategic priorities, it builds engagement and a sense of work significance.\u00a0<\/span><\/li><li style=\"font-weight: 400;\"><b>Job description. <\/b><span style=\"font-weight: 400;\">Unfortunately, even when people have job descriptions, they are often unused and therefore not reflective of the particular role. The process of developing or refining a job description can often seem an administrative burden, but it can solve a multitude of misunderstandings, conflicts, and frustrations before they start.<\/span><\/li><li style=\"font-weight: 400;\"><b>Personal Development Plan.<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><span style=\"font-weight: 400;\">Although the Position Focus identifies a couple of areas for development, many people find that gaining others&#8217; input on their development (using a tool such as the <a href=\"https:\/\/global360review.com\" target=\"_blank\" rel=\"noopener\">Global 360 Review<\/a>) and then articulating development goals more fully (in a Personal Development Plan) is really helpful.\u00a0<\/span><br \/><h3><strong>Review<\/strong><\/h3><p><span style=\"font-weight: 400;\">The review conversation is the \u2018grand finale\u2019 to the year. It answers the headline question of \u201cWhat has happened?\u201d and lays the groundwork for \u201cWhere do we go from here?\u201d It is a chance to look back and reflect, to celebrate the things that have happened, the goals that have been achieved, and the areas of growth where God has been at work.<\/span><\/p><p><span style=\"font-weight: 400;\">There are many similarities between the core part of the Review conversation and the Refine conversation(s), in terms of the benefits and approaches, so do look at the Refine conversation details again, if it\u2019s been a while since you read through the details, and also the additional resource, \u201c<a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Refine and Review Conversations<\/a>.\u201d\u00a0<\/span><\/p><h5><b>Before the Meeting:<\/b><\/h5><p><span style=\"font-weight: 400;\">The focus of the conversation is to evaluate and celebrate the things that have happened, so unlike the Refine conversation, you should take a good amount of time to think through what you believe about the team member&#8217;s performance and achievements this year, by working through their <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Position Focus Sheet<\/a> and the notes from the Refine conversation. Think through each element of the Critical Mission Objectives and the Personal Development Plan priorities, and make mental notes on their performance for the <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Position Focus Sheet: Review t<\/a>ab.<\/span><\/p><p><span style=\"font-weight: 400;\">If the team member has a Job Description, you will probably also want to review it to evaluate how they have performed in light of their wider team and ministry responsibilities. We have compiled a list of additional <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">questions you might want to use for \u201cRole Review.\u201d<\/a>\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">As with your previous preparation, continue to pray for insight, wisdom, grace, and truth as you meet with your team members.<\/span><\/p><p><span style=\"font-weight: 400;\">It is helpful to have your team member\u00a0<\/span><span style=\"font-weight: 400;\"><span style=\"box-sizing: border-box;\">review the <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">\u201cPosition Focus: Review\u201d form tab<\/a> and <\/span>think through their own evaluation of the elements, but not complete the form, as you will do that together.<\/span><\/p><p><span style=\"font-weight: 400;\">The Review conversation is longer than the Refine one (around 90 minutes), as it covers a couple of additional elements that most people find helpful. Both elements are more evaluative than the previous Refine conversation.<\/span><\/p><h5><span style=\"font-weight: 400;\"><b>The Conversation:<\/b><\/span><\/h5><p><span style=\"font-weight: 400;\">We have described the two elements of the conversation in this way:<\/span><\/p><p><i><span style=\"font-weight: 400;\">Zoom-in<\/span><\/i><\/p><p><span style=\"font-weight: 400;\">The zoom-in part of the conversation focuses on the elements of the Position Focus &#8211; How well have the priorities been achieved? This will form the basis of the next conversation, where you refocus and establish priorities for the coming year. Work through each of the Position Focus areas (you might want to use some of the questions from the Refine discussion), evaluate performance, and then, together, start on the next steps as appropriate. Don\u2019t feel you need to finalize all these. Sometimes, further reflection is helpful before it is finalized in the following Refocus conversation.<\/span><\/p><p><i><span style=\"font-weight: 400;\">Zoom-out<\/span><\/i><\/p><p><span style=\"font-weight: 400;\">The zoom-out part of the conversation puts the Position Focus priorities in the context of the team member\u2019s wider role by looking at their Job Description (if available).\u00a0 Whether it is a formal written Job Description (which we\u2019d certainly recommend!) or whether you and your team member just know the other elements of the role, it\u2019s important to work through the whole role, as well as the areas prioritized in the Position Focus. We have developed some questions that you may want to use to guide this part of the conversation. The <a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Role Review Question<\/a>s can help<\/span><span style=\"font-weight: 400;\">.<\/span><\/p><p><b>Outcomes<\/b><\/p><p>By the end of the conversation, you and the team member should have agreed (or at least understood) your points of differing perspective on the level of performance, and you should have started to discuss next steps (to be finalized at the next [re]focus conversation).<\/p><p><span style=\"font-weight: 400;\">There shouldn\u2019t be any surprises for the team member, but it is the leader\u2019s responsibility to complete the <a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1LP38nhOJkpl_8YNmOvWtq5VQnuifICbJA9PTVV_tz2Y\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Position Focus: Review<\/a>.\u00a0\u00a0<\/span><\/p><p><span style=\"font-weight: 400;\">There will be a few things you\u2019ll want to do with it:<\/span><\/p><ul><li style=\"font-weight: 400;\"><b>Keep a copy for yourself.<\/b><span style=\"font-weight: 400;\"> You\u2019ll want to continue your thinking and refer back to the form during the [re]focus conversation.<\/span><\/li><li style=\"font-weight: 400;\"><b>Share the form with your team member.<\/b><span style=\"font-weight: 400;\"> They will be encouraged by what they have achieved, and hopefully, this will help them focus on what God continues to call them to, as well as in their own development.<\/span><\/li><li style=\"font-weight: 400;\"><b>Optional &#8211; Provide a copy to HR.<\/b><span style=\"font-weight: 400;\"> If your ministry or organization has an HR department, it may be helpful or required to send them a copy of the Review form.\u00a0 It will help them keep a record of development. Particularly, if the Role Review has uncovered aspirations for future roles, notifying HR and the organization\u2019s leadership will be key as they plan for the future.<\/span><\/li><\/ul><p><span style=\"font-weight: 400;\">If you are using an online system, such as the Google form provided, this process is obviously much simpler, as it can simply be shared.<\/span><\/p><p><span style=\"font-weight: 400;\">*Celebration is a key part of this stage. How you go about doing this will vary greatly according to culture, but think through what would be appropriate, either individually or as part of a team get-together.<\/span><\/p><h5><b>Continuing the Cycle:<\/b><\/h5><p><span style=\"font-weight: 400;\">The richness of this cycle will really emerge as you continue to improve the process. You may want to add other tools and resources. Some common ones are:<\/span><\/p><ul><li style=\"font-weight: 400;\"><b>Strategic plan.<\/b><span style=\"font-weight: 400;\"> Reviewing the Strategic Plan can increase vision. When a team member sees a clear connection to the ministry or team&#8217;s strategic priorities, it builds engagement and a sense of work significance.\u00a0<\/span><\/li><li style=\"font-weight: 400;\"><b>Job description. <\/b><span style=\"font-weight: 400;\">Unfortunately, even when people have job descriptions, they are often unused and therefore not reflective of the particular role. The process of developing or refining a job description can often seem an administrative burden, but it can solve a multitude of misunderstandings, conflicts, and frustrations before they start.<\/span><\/li><li style=\"font-weight: 400;\"><b>Personal Development Plan.<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><span style=\"font-weight: 400;\">Although the Position Focus identifies a couple of areas for development, many people find that gaining others&#8217; input on their development (using a tool such as the <a href=\"https:\/\/global360review.com\" target=\"_blank\" rel=\"noopener\">Global 360 Review<\/a>) and then articulating development goals more fully (in a Personal Development Plan) is really helpful.\u00a0<\/span><\/li><\/ul><\/li><\/ul><\/li><\/ul><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t<div class=\"elementor-accordion-item\">\n\t\t\t\t\t<div id=\"elementor-tab-title-2655\" class=\"elementor-tab-title\" data-tab=\"5\" role=\"button\" aria-controls=\"elementor-tab-content-2655\" aria-expanded=\"false\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon elementor-accordion-icon-left\" aria-hidden=\"true\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-closed\"><i class=\"fas fa-plus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t<span class=\"elementor-accordion-icon-opened\"><i class=\"fas fa-minus\"><\/i><\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t<a class=\"elementor-accordion-title\" tabindex=\"0\">Tools<\/a>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<div id=\"elementor-tab-content-2655\" class=\"elementor-tab-content elementor-clearfix\" data-tab=\"5\" role=\"region\" aria-labelledby=\"elementor-tab-title-2655\"><h3><b>\u989d\u5916\u8d44\u6e90<\/b><\/h3><p class=\"translation-block\"><a href=\"https:\/\/drive.google.com\/drive\/folders\/1LzKlEpwZ2nvo_UGVLrmmfDHZMrQTmLi9?usp=sharing\" target=\"_blank\" rel=\"noopener\">Helpful \u201c<em>Why <\/em>we do this\u201d<\/a><a href=\"https:\/\/drive.google.com\/drive\/folders\/1LzKlEpwZ2nvo_UGVLrmmfDHZMrQTmLi9?usp=sharing\" target=\"_blank\" rel=\"noopener\"> articles<\/a><\/p><p><a href=\"https:\/\/drive.google.com\/open?id=1UPXtTE-9mQY4u0cBey1vCDX68BLxY5DWWHY3qZcz5OQ\" target=\"_blank\" rel=\"noopener\">Definition of Terms<\/a><\/p><p><a href=\"https:\/\/drive.google.com\/open?id=1EltbnRTJhh2rflPN5XTr_rPce_F39Qpn3UaDHBuuTxY\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Team Leader Overview<\/span><\/a><span style=\"font-weight: 400;\">\u00a0<\/span><\/p><p class=\"translation-block\"><a href=\"https:\/\/drive.google.com\/open?id=1-pMtJ_Ph959O8JBA2BpmOIjDD1Z2dDM49liTy415Qjk\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Team <\/span><\/a><a href=\"https:\/\/drive.google.com\/open?id=1-pMtJ_Ph959O8JBA2BpmOIjDD1Z2dDM49liTy415Qjk\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\"> Member Overview<\/span><\/a><\/p><p><a href=\"https:\/\/docs.google.com\/document\/d\/1qyYms5zXl4FaOpCGxQwVktnuVajafBxhfbXMYWZCKeU\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">Key Development Assignments article <\/a>and <a href=\"https:\/\/youtu.be\/l7DKrZB6GQA?si=bmwn1NKfTXd2kGNY\" target=\"_blank\" rel=\"noopener\">Workshop recording<\/a><\/p><p><a href=\"https:\/\/www.ldhr.org\/zh_cn\/courses\/embracing-feedback\/\" target=\"_blank\" rel=\"noopener\">Embracing Feedback course<\/a><\/p><p class=\"translation-block\"><a style=\"font-size: 16px; background-color: #ffffff;\" href=\"https:\/\/drive.google.com\/file\/d\/0B1vxCySdf32ka1pGUjRWZzBseERDejY1ZHRLUlJtQkN3VTRn\/view?usp=sharing&amp;resourcekey=0-rJMNpOsBqNmsgff2ot6HHg\" target=\"_blank\" rel=\"noopener\"><em>30 Days of Feedback<\/em> book<\/a><\/p><h5 class=\"translation-block\"><b>Using the<\/b><b> Fo<\/b><b>rms<\/b><\/h5><p><span style=\"font-weight: 400;\">Here is a form to record the three conversations of the Staff Development Cycle. You&#8217;ll also find some great sample questions and a PDP. The resources can be downloaded and adapted to fit your organizational culture.\u00a0<\/span><\/p><p><a href=\"https:\/\/docs.google.com\/spreadsheets\/d\/1LP38nhOJkpl_8YNmOvWtq5VQnuifICbJA9PTVV_tz2Y\/edit?usp=sharing\" target=\"_blank\" rel=\"noopener\">(New!) Position Focus Sheet<\/a><\/p><p><a href=\"https:\/\/drive.google.com\/open?id=1H2CtlEbYy4gUe5jaP2h3nwAr9o5KJY6HcARyF_liCRA\" target=\"_blank\" rel=\"noopener\">Refine and Review Conversations<\/a><\/p><p><a href=\"https:\/\/drive.google.com\/open?id=1iosEi7rYX4_NZxaYW6ZYz_ReFKQIAwWliUdj_NnkpOY\" target=\"_blank\" rel=\"noopener\">Role Review Questions<\/a><\/p><p><a href=\"https:\/\/drive.google.com\/open?id=12SgoVhY2iVRX_jRQ66UBzJh1SC71c2rP\" target=\"_blank\" rel=\"noopener\">Personal Development Plan<\/a><\/p><p><a href=\"https:\/\/drive.google.com\/open?id=1gw3O9zfbknu9Pe7zTRovX5NZ8NQmWwDS06tbCuz63ic\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Personal Development Plan example<\/span><\/a><\/p><\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\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<section class=\"elementor-section elementor-top-section elementor-element elementor-element-7fe8f329 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"7fe8f329\" data-element_type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-2f8c161b\" data-id=\"2f8c161b\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-6562f6eb elementor-widget elementor-widget-spacer\" data-id=\"6562f6eb\" data-element_type=\"widget\" data-widget_type=\"spacer.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-spacer\">\n\t\t\t<div class=\"elementor-spacer-inner\"><\/div>\n\t\t<\/div>\n\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<section class=\"elementor-section elementor-top-section elementor-element elementor-element-7510f3a3 elementor-section-content-middle elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"7510f3a3\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-no\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-3a009116\" data-id=\"3a009116\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-2a168307 elementor-widget elementor-widget-heading\" data-id=\"2a168307\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Related Resources<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-6aba277c elementor-widget elementor-widget-text-editor\" data-id=\"6aba277c\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Not sure where to go from here? Take a look at some of the other Care Resources that are available to you.\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-15c58401 elementor-widget-divider--view-line elementor-widget elementor-widget-divider\" data-id=\"15c58401\" data-element_type=\"widget\" data-widget_type=\"divider.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-divider\">\n\t\t\t<span class=\"elementor-divider-separator\">\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\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<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-536a0861\" data-id=\"536a0861\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-6c7cec3f elementor-grid-2 elementor-posts--align-left elementor-grid-tablet-2 elementor-grid-mobile-1 elementor-posts--thumbnail-top elementor-card-shadow-yes elementor-posts__hover-gradient elementor-widget elementor-widget-posts\" data-id=\"6c7cec3f\" data-element_type=\"widget\" data-settings=\"{&quot;cards_columns&quot;:&quot;2&quot;,&quot;cards_columns_tablet&quot;:&quot;2&quot;,&quot;cards_columns_mobile&quot;:&quot;1&quot;,&quot;cards_row_gap&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:35,&quot;sizes&quot;:[]},&quot;cards_row_gap_tablet&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:&quot;&quot;,&quot;sizes&quot;:[]},&quot;cards_row_gap_mobile&quot;:{&quot;unit&quot;:&quot;px&quot;,&quot;size&quot;:&quot;&quot;,&quot;sizes&quot;:[]}}\" data-widget_type=\"posts.cards\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-posts-container elementor-posts elementor-posts--skin-cards elementor-grid\" role=\"list\">\n\t\t\t\t<article class=\"elementor-post elementor-grid-item post-2312 page type-page status-publish has-post-thumbnail hentry\" role=\"listitem\">\n\t\t\t<div class=\"elementor-post__card\">\n\t\t\t\t<a class=\"elementor-post__thumbnail__link\" href=\"https:\/\/www.ldhr.org\/zh_cn\/care\/career-pathways\/\" tabindex=\"-1\" ><div class=\"elementor-post__thumbnail\"><img loading=\"lazy\"  decoding=\"async\" src=\"https:\/\/www.ldhr.org\/wp-content\/uploads\/sites\/226\/2019\/10\/man-reflecting-hannah-busing-vGHMXnD5A0I-unsplash-2.jpg?w=300\" title=\"man reflecting hannah-busing-vGHMXnD5A0I-unsplash (2)\" alt=\"man reflecting hannah-busing-vGHMXnD5A0I-unsplash (2)\" \/><\/div><\/a>\n\t\t\t\t<div class=\"elementor-post__text\">\n\t\t\t\t<h1 class=\"elementor-post__title\">\n\t\t\t<a href=\"https:\/\/www.ldhr.org\/zh_cn\/care\/career-pathways\/\" >\n\t\t\t\tCareer Pathways\t\t\t<\/a>\n\t\t<\/h1>\n\t\t\t\t<div class=\"elementor-post__excerpt\">\n\t\t\t<p>Career Pathways Helping chart your career path The Career Pathways process can help you chart a course for career development within the organization. It facilitates<\/p>\n\t\t<\/div>\n\t\t\n\t\t<a class=\"elementor-post__read-more\" href=\"https:\/\/www.ldhr.org\/zh_cn\/care\/career-pathways\/\" aria-label=\"Read more about Career Pathways\" tabindex=\"-1\" >\n\t\t\texplore resource \u00bb\t\t<\/a>\n\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/article>\n\t\t\t\t<article class=\"elementor-post elementor-grid-item post-2313 page type-page status-publish has-post-thumbnail hentry\" role=\"listitem\">\n\t\t\t<div class=\"elementor-post__card\">\n\t\t\t\t<a class=\"elementor-post__thumbnail__link\" href=\"https:\/\/www.ldhr.org\/zh_cn\/care\/member-care\/\" tabindex=\"-1\" ><div class=\"elementor-post__thumbnail\"><img loading=\"lazy\"  decoding=\"async\" src=\"https:\/\/www.ldhr.org\/wp-content\/uploads\/sites\/226\/2019\/11\/three-woman-in-front-of-laptop-computer-1181233-1.jpg?w=300\" title=\"three-woman-in-front-of-laptop-computer-1181233\" alt=\"three-woman-in-front-of-laptop-computer-1181233\" \/><\/div><\/a>\n\t\t\t\t<div class=\"elementor-post__text\">\n\t\t\t\t<h1 class=\"elementor-post__title\">\n\t\t\t<a href=\"https:\/\/www.ldhr.org\/zh_cn\/care\/member-care\/\" >\n\t\t\t\tMember Care\t\t\t<\/a>\n\t\t<\/h1>\n\t\t\t\t<div class=\"elementor-post__excerpt\">\n\t\t\t<p>Member Care Excellent member care is essential for our people.\u00a0This resource identifies the\u00a0mindset\u00a0and framework for good Member Care at every level in our organization. Member<\/p>\n\t\t<\/div>\n\t\t\n\t\t<a class=\"elementor-post__read-more\" href=\"https:\/\/www.ldhr.org\/zh_cn\/care\/member-care\/\" aria-label=\"Read more about Member Care\" tabindex=\"-1\" >\n\t\t\texplore resource \u00bb\t\t<\/a>\n\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/article>\n\t\t\t\t<\/div>\n\t\t\n\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<section class=\"elementor-section elementor-top-section elementor-element elementor-element-7a54b15a elementor-section-content-middle elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-id=\"7a54b15a\" data-element_type=\"section\" data-settings=\"{&quot;background_background&quot;:&quot;classic&quot;}\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-no\">\n\t\t\t\t\t<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-78cd6b8a\" data-id=\"78cd6b8a\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-1c8656ca elementor-widget elementor-widget-heading\" data-id=\"1c8656ca\" data-element_type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Featured Tools<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-5b39425a elementor-widget elementor-widget-text-editor\" data-id=\"5b39425a\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p>Equipping you with the tools you need to care well<br \/>for future leaders<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-76f777fc elementor-widget-divider--view-line elementor-widget elementor-widget-divider\" data-id=\"76f777fc\" data-element_type=\"widget\" data-widget_type=\"divider.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-divider\">\n\t\t\t<span class=\"elementor-divider-separator\">\n\t\t\t\t\t\t<\/span>\n\t\t<\/div>\n\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<div class=\"elementor-column elementor-col-50 elementor-top-column elementor-element elementor-element-477e1f05\" data-id=\"477e1f05\" data-element_type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-613523a2 elementor-position-inline-start elementor-view-default elementor-mobile-position-block-start elementor-widget elementor-widget-icon-box\" data-id=\"613523a2\" data-element_type=\"widget\" data-widget_type=\"icon-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-icon-box-wrapper\">\n\n\t\t\t\t\t\t<div class=\"elementor-icon-box-icon\">\n\t\t\t\t<a href=\"https:\/\/drive.google.com\/file\/d\/0Bw9ZZ_UvLIa-N3VkNllyZ3NMenBCM2dWYzBIa1hZdGgwUnlr\/view\" target=\"_blank\" class=\"elementor-icon elementor-animation-grow\" tabindex=\"-1\" aria-label=\"31 Days of Unhurried Living\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-chevron-right\"><\/i>\t\t\t\t<\/a>\n\t\t\t<\/div>\n\t\t\t\n\t\t\t\t\t\t<div class=\"elementor-icon-box-content\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"elementor-icon-box-title\">\n\t\t\t\t\t\t<a href=\"https:\/\/drive.google.com\/file\/d\/0Bw9ZZ_UvLIa-N3VkNllyZ3NMenBCM2dWYzBIa1hZdGgwUnlr\/view\" target=\"_blank\" >\n\t\t\t\t\t\t\t31 Days of Unhurried Living\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t<p class=\"elementor-icon-box-description\">\n\t\t\t\t\t\tEnjoy a month of short daily encouragements, reflections, and tips for living an unhurried life, or just dip in and out as needed\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-2f4672ab elementor-position-inline-start elementor-view-default elementor-mobile-position-block-start elementor-widget elementor-widget-icon-box\" data-id=\"2f4672ab\" data-element_type=\"widget\" data-widget_type=\"icon-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-icon-box-wrapper\">\n\n\t\t\t\t\t\t<div class=\"elementor-icon-box-icon\">\n\t\t\t\t<a href=\"https:\/\/drive.google.com\/open?id=1IvEEU7F4MtAAjXWpi8ukxgK1nVKc1gniI1XVo0KQmus\" target=\"_blank\" class=\"elementor-icon elementor-animation-grow\" tabindex=\"-1\" aria-label=\"Self-Care\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-chevron-right\"><\/i>\t\t\t\t<\/a>\n\t\t\t<\/div>\n\t\t\t\n\t\t\t\t\t\t<div class=\"elementor-icon-box-content\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"elementor-icon-box-title\">\n\t\t\t\t\t\t<a href=\"https:\/\/drive.google.com\/open?id=1IvEEU7F4MtAAjXWpi8ukxgK1nVKc1gniI1XVo0KQmus\" target=\"_blank\" >\n\t\t\t\t\t\t\tSelf-Care\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t<p class=\"elementor-icon-box-description\">\n\t\t\t\t\t\tThis resource is part of our Member Care course and demonstrates how our care for ourselves helps us to care for one another\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-70473d9e elementor-position-inline-start elementor-view-default elementor-mobile-position-block-start elementor-widget elementor-widget-icon-box\" data-id=\"70473d9e\" data-element_type=\"widget\" data-widget_type=\"icon-box.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t<div class=\"elementor-icon-box-wrapper\">\n\n\t\t\t\t\t\t<div class=\"elementor-icon-box-icon\">\n\t\t\t\t<a href=\"https:\/\/docs.google.com\/document\/d\/1Dy9E5wfkIDlsiLdpuSmiz5jSxtzYgpz7uJzGhRXC23Q\/edit?usp=sharing\" target=\"_blank\" class=\"elementor-icon elementor-animation-grow\" tabindex=\"-1\" aria-label=\"An Introduction to Spiritual Formation\">\n\t\t\t\t<i aria-hidden=\"true\" class=\"fas fa-chevron-right\"><\/i>\t\t\t\t<\/a>\n\t\t\t<\/div>\n\t\t\t\n\t\t\t\t\t\t<div class=\"elementor-icon-box-content\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"elementor-icon-box-title\">\n\t\t\t\t\t\t<a href=\"https:\/\/docs.google.com\/document\/d\/1Dy9E5wfkIDlsiLdpuSmiz5jSxtzYgpz7uJzGhRXC23Q\/edit?usp=sharing\" target=\"_blank\" >\n\t\t\t\t\t\t\tAn Introduction to Spiritual Formation\t\t\t\t\t\t<\/a>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t<p class=\"elementor-icon-box-description\">\n\t\t\t\t\t\tLearning to walk moment by moment in the power of the Spirit and being conformed\/transformed into the image of Christ\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\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":"<p>Staff Development Cycle Transforming a team&#8217;s effectiveness and engagement in mission through three vital conversations. People are valuable to us and to God, and we&#8230;<\/p>","protected":false},"author":51,"featured_media":285,"parent":2295,"menu_order":1,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"inline_featured_image":false,"site-sidebar-layout":"no-sidebar","site-content-layout":"page-builder","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":"disabled","ast-breadcrumbs-content":"","ast-featured-img":"disabled","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":"default","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":""}},"footnotes":""},"keyword":[],"class_list":["post-2311","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"jetpack_sharing_enabled":true,"meta_box":{"_cloudsearch_visibility":""},"_links":{"self":[{"href":"https:\/\/www.ldhr.org\/zh_cn\/wp-json\/wp\/v2\/pages\/2311","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ldhr.org\/zh_cn\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.ldhr.org\/zh_cn\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.ldhr.org\/zh_cn\/wp-json\/wp\/v2\/users\/51"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ldhr.org\/zh_cn\/wp-json\/wp\/v2\/comments?post=2311"}],"version-history":[{"count":100,"href":"https:\/\/www.ldhr.org\/zh_cn\/wp-json\/wp\/v2\/pages\/2311\/revisions"}],"predecessor-version":[{"id":40460,"href":"https:\/\/www.ldhr.org\/zh_cn\/wp-json\/wp\/v2\/pages\/2311\/revisions\/40460"}],"up":[{"embeddable":true,"href":"https:\/\/www.ldhr.org\/zh_cn\/wp-json\/wp\/v2\/pages\/2295"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ldhr.org\/zh_cn\/wp-json\/wp\/v2\/media\/285"}],"wp:attachment":[{"href":"https:\/\/www.ldhr.org\/zh_cn\/wp-json\/wp\/v2\/media?parent=2311"}],"wp:term":[{"taxonomy":"keyword","embeddable":true,"href":"https:\/\/www.ldhr.org\/zh_cn\/wp-json\/wp\/v2\/keyword?post=2311"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}