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We are not a very formal organization at Grace Community Church. As our church and staff have grown, however, we have recognized the need for more structure. I wrote about that fact HERE and HERE. I try to keep an open door policy of leadership and frequently ask for input and try to provide feedback. I realize, however, that communication is one of the areas I continually need to improve upon, especially as our church grows larger.

In December, I introduced a more formal evaluation process for the people that report to me. My intent was not to fill out an official form for a company record. I understand the need for that at times, especially in disciplinary actions, but currently our staff is functioning well. We are working hard, practicing healthy teamwork, and accomplishing much. Someday we may be forced to a more “corporate” environment, but for today, the informality seems to work.

My goals with this year’s evaluations were to encourage the team, understand where we are going in each area of ministry, offer challenges and areas for improvement where needed and get feedback on the expectations for my role in each person’s success next year. I gave each person the questions I would be asking 10 days in advance and then allotted 2 hours for each person. I closed the meetings by sharing some of the things I am personally excited about in the new year.

Here are the questions:

  • Do you like your job?/Do you enjoy what you are doing?
  • What are your major objectives for next year?
  • Review major expenses for the coming year in your area.
  • Do you have the systems in place to accomplish the objectives you have set for your area?
  • What can I do to help?   How much do you need of my time this year?
  • What is missing from our structure to help you or the church continue to grow as a healthy church?
  • Where do you see yourself in 5 years?
  • What questions do you have of me about the church…or about my current thought process?

I then told them I would be sharing individual encouragements and challenges about their area of ministry.

This is not at all a perfect system or one that I even recommend. It’s a start for us towards a more structured evaluation process, without becoming too formal.

How does your organization do it’s evaluation process? Would you prefer a more formal or more informal process?

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Ron Edmondson

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Comments (7)

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I'm with you Dave. As a four year old organization in rapid growth mode, we need to learn all we can. I like what you are doing and realize I need more input from their end.

Thanks Dave.
Ron
Pastor Ron, As a product of my Army Officer experience, I learned a simple and effective on-the-spot and monthly coaching format. The military still uses today and it's called an After Action Review (AAR). Most of us that transition from military officer to organizational leader use it today.

1. Here is what you're doing great.
2. Here is what we can improve upon together.
3. Here are the action steps & (when appropriate the accountability measures and ramifications) we will take together to be at our mutually agreed upon level of success.
4. 360 degree evaluation. Now have the person that you just coached (evaluated) conduct the same questions on you.

When I was a Vice President of a Bio Tech company I would conduct this AAR every month with my team. I would document and place in file. It lasted maybe 20-30 minutes.

Hope this helps.
1 reply · active 792 weeks ago
That's great. Love the quick review. I allow the staff to evaluate me also, but haven't done it this succinctly. I like it! Thanks
Sounds like a great resource. I'll check it out. Thanks again.

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