Reading...
Play button
Play button
Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
19 Cards in this Set
- Front
- Back
|
What's the most important part of identifying and how do you identify leaders?
|
-Creating a culture where you are not holding so tightly to your own leadership that you are unwilling to bring someone along side.
-They are great leaders as well as followers, talk about dreams and goals, understand your peoples gifts. |
|
|
What are the 3 different types of leaders? (SUN)
|
-Situational Leaders (rises to the occasion when needed)
-Undeveloped Leaders (do not realize they have a leadership gift) -Natural leaders |
|
|
How can you make new leaders feel great and not deflate them?
|
have a plan, define the win and celebrate it, be gentle with failure, public praise but private correction
|
|
|
How to not to create a chaotic culture
|
don't hold on too tightly to your own leadership, get rid of insecurity, & unreasonable standards, to much work w/o support
|
|
|
What is the melancholy temperament?
|
Many people with artistic tendencies have been labeled as "melancholy." They seem to feel more deeply than other people. But it is usually viewed incorrectly: Moody, Unstable, Cynical, Overly-Analytical, Extremely Sensitive.
Not all artists are predominantly melancholy. Some artists only have a "streak" of it. |
|
|
What is leadership's typical response to the artist temperament?
|
-They do not understand their artists and struggle to relate to the things that make them happy, and the things that they feel
-They tend to just "leave the artist alone" and give no discipleship or correction for fear of how "sensitive" they are. -They've tried to help, but have upset their artist and now feel un-equipped to handle their personality. |
|
|
How do you manage a creative person?
|
Give structure
|
|
|
How can you stop conflict before it starts? (DOM)
|
-De-Escalate: re-establish that you are in charge, separate the two parties
-Be OBJECTIVE: remove all bias about both parties, listen to both sides, ask questions that force answers on specific issue, listen more -Work as a MEDIATOR: bring parties together, allow them to express feelings without rebuttal, validate feelings, offer solutions |
|
|
What are the keys to transitional leadership? (WADHPV)
|
Wisdom
An attitude to put people first Discernment Humility Patience Vision |
|
|
How can you lead in a transitional environment? (DDWIPP)
|
-Develop a strong understanding of the group of people you are leading
-Develop vision -Work to strengthen your relationship with your Pastor -Identify key leaders who will help you along -Present your vision to the team -Pace change |
|
|
What are the 3 questions you should ask before planning sets?
|
1. What is the song saying?
2. What is the style of the song? 3. Is my church ready for a song like this? |
|
|
What are the three types of sets?
|
1. Call & Response
2. Declarative Set 3. Thematic Set |
|
|
Define Song Sifting
|
-a process of seeing which songs need to stay and which need to go
-do this once a quarter or whenever you feel necessary |
|
|
How do you define who makes it on your team?
|
anybody that you bring onto to your team should be better than the "weakest" player, how long have they been going to your church, are they saved
|
|
|
When is it time to hire?
|
when you cannot do it all by yourself & you are holding your organization back.
|
|
|
Who should you hire first?
|
-fill the need in the greatest area of weakness
-that person on your team who’s been working hard and are valuable |
|
|
Explain the concept behind development on your team
|
Have a plan for how to develop each person: invest in their lives, give directives & let them take charge
|
|
|
Define Turnover
|
The rate at which people are coming on & leaving your team
|
|
|
Answer the idea of what people crave (PAM)
|
-Purpose: something to strive for/reason why they are there
-Autonomy: "Its yours, I'm letting you own this." -Mastery: to be great at something |
