e3 Field Ministries Mission Statement

2. e3 Field Ministries Mission Statement Committed to exceptional stewardship of God’s people, opportunities, resources and knowledge to equip God’s people to evangelize His world and establish His church.

3. Staff Development • Stewardship of God’s people • Staff serving through e3 Partners Ministry • Associate Staff = Self funded staff • Support Raising Staff = Partner funded staff • Operations (pd from budget) = Budget funded staff • What are the benefits and challenges to each? • Same? Different?

4. Mutuality of commitment and expectations • What should we expect from our staff? • What should our staff expect from us?

5. Feedback • Do we need it and why? • How do we give and receive feedback if it is needed? • Who should give feedback?

6. Feedback • Specific and relevant • Specific metrics (example: # of churches mobilized) • The individual’s behavior or outcomes within his or her control • Timely • The information should be available soon after the behavior or results occur

7. Feedback • Sufficiently frequent • How frequent depends on staff members knowledge and experience with the task - feedback is a form of reinforcement so staff working on new tasks should receive more frequent guidance • It also depends on how long it takes to complete the task – feedback is necessarily less frequent in jobs with a long cycle time

8. Feedback • Credible • Staff more likely to accept feedback form trustworthy and credible sources (build trust)

9. e3 Team leader (supervisor, coach, encourager) • Challenges of a tough call • God size vision, mission, goals. Multiple priorities. • Leadership • Remember the “Facing the Giants” clip • Coach encouraged and challenged the player to help him be the most that he could be. He came along side. • “You are the most influential person on this team. If you walk around defeated, so will they.”

10. Intentionality (recall C2’s coaching topic) • Build into ministry life. • Ongoing as appropriate • Quarterly • Annual “Development Reviews”

11. Development Reviews • Reflection of ongoing and quarterly feedback • Mutuality of serving one another • Skills, knowledge, mutually agreed on goals

12. Goals should align with e3 Strategy and with your team strategy – master plan, annual plan, “professional” (ministerial) development • SMART goals • Specific • Measurable • Attainable • Results Oriented • Timely

13. Focus on building strengths and removing obstacles • Strength-based coaching • Maximize potential by focusing on person’s strengths rather than weaknesses • Discuss ways to develop strengths and best application of these • Discuss ways/systems/training to fill the gap of weaknesses

14. Removing obstacles (our part) • Organizational structure and goals (recent realignments) • Management • Priorities, standards, procedures • Tools, resources, and work environment • Feedback and consequences • Individual qualifications and attitudes • Individual competencies, knowledge and skills

15. Removing obstacles (our part) • Organizational structure and goals (recent realignments) • Improve strategic planning efforts • Reorganize reporting relationships to improve accountability (and coaching/development) • Improve goal setting and goal-related communication • Establish methods of formulating and communicating priorities, work standards/expectations and procedures while involving staff in those methods (MORE DETAILS on e3U summit site)

16. Implementation • Start date of January 2012 • Development Reviews on anniversary dates • Triggered by HR (Human Resources) process • Forms and training prior to start date • Development Review forms • Goal setting forms • Training on process

17. e3 Field Ministries Mission Statement Committed to exceptional stewardship of God’s people, opportunities, resources and knowledge to equip God’s people to evangelize His world and establish His Church.