cultivating a christ centered work environment

1. Cultivating A Christ Centered Work Environment Patti Malott Upright Ministries

3. One of the greatest coaches who ever lived, said, �Do not let what you cannot do interfere with what you can do.� Wooden was known for stressing excellence to his players and encouraging them to work toward their potential. He never made winning a championship his goal. He focused on the journey, not the destination. Yet his work ethic earned his UCLA teams 4 undefeated seasons, an 88-game winning streak, and 10 national championships. No one ever did that before him, and no one has done it since. As you cultivate your team to become Christ-like, remember that what happens in you is more important than what happens to you. You can control your attitude as you travel the journey but you have no control over the actions of others.One of the greatest coaches who ever lived, said, �Do not let what you cannot do interfere with what you can do.� Wooden was known for stressing excellence to his players and encouraging them to work toward their potential. He never made winning a championship his goal. He focused on the journey, not the destination. Yet his work ethic earned his UCLA teams 4 undefeated seasons, an 88-game winning streak, and 10 national championships. No one ever did that before him, and no one has done it since. As you cultivate your team to become Christ-like, remember that what happens in you is more important than what happens to you. You can control your attitude as you travel the journey but you have no control over the actions of others.

4. Focus On The Journey- Not the Specific Destination Opinions Attitudes Values Character attributes Behaviors beliefs Christ Centered Development Activities should influence the total person including all the above.Christ Centered Development Activities should influence the total person including all the above.

5. It is the roots that bring differences together in harmony and produce Christ-like results. There are no quick fixes or shortcuts to this process. Imagine how foolish it would be to expect a beautiful perennial garden without first preparing the soil and laying the foundation. It simply doesn�t happen.It is the roots that bring differences together in harmony and produce Christ-like results. There are no quick fixes or shortcuts to this process. Imagine how foolish it would be to expect a beautiful perennial garden without first preparing the soil and laying the foundation. It simply doesn�t happen.

6. People go through life with their own assumptions, values, interests, preferences, perceptions, experiences and paradigms�each skewing their vision. Likewise, people who work at the church brought with them their own values, assumptions, interests, etc. They can exhibit beauty from time to time but they have a tendency to choke the root system of the healthy flowers. Our job is to help move them towards a shared value system.People go through life with their own assumptions, values, interests, preferences, perceptions, experiences and paradigms�each skewing their vision. Likewise, people who work at the church brought with them their own values, assumptions, interests, etc. They can exhibit beauty from time to time but they have a tendency to choke the root system of the healthy flowers. Our job is to help move them towards a shared value system.

7. When Expectations Collide With Reality

9. How Do We Nurture Those Roots? There Are Key Characteristics of A Strong Root System That Cultivates Christ-likeness

10. 1. The Leader: A Person after God�s own heart David was after God�s own heart Know God Intimately Value what God ValuesDavid was after God�s own heart Know God Intimately Value what God Values

11. 2. Keep God at Center Pray for team Pray with team Use opportunities to share God�s Word and apply to everyday life experiences

12. 3. Love Others Unconditionally Inlaws�separates person from sinInlaws�separates person from sin

13. Use Unconditional Love to Separate a Person From His/Her Action Treat them as infants�leaning on your for food, shelter, water. They can give nothing to you but you can give everything to them.Treat them as infants�leaning on your for food, shelter, water. They can give nothing to you but you can give everything to them.

14. 4. Build Trust & Credibility Become vulnerable with each other�be open about strengths and weaknesses Take risks in accepting/giving feedback & assistance Focus energy on issues and not politics Offer and accept apologies without hesitation

15. 5. A Shared Value System

16. Contrast Between Values and Beliefs Values Preferences Gray Regional/Cultural Methodology Tastes Beliefs Moral absolutes Black and white Ethical issues Theology Right and wrong An organization�s culture is the totality of how it�s team members act based on their values and beliefs. As we look at some samples in the next two slides ask yourself these questions: Which ones am I willing to fight over? Which ones would I quit over? Which are non-negotiable? Which do I disagree with? How many of my teammates would answer as I did? An organization�s culture is the totality of how it�s team members act based on their values and beliefs. As we look at some samples in the next two slides ask yourself these questions: Which ones am I willing to fight over? Which ones would I quit over? Which are non-negotiable? Which do I disagree with? How many of my teammates would answer as I did?

17. Values: Preferences, tastes We will use the latest technology to do our work Time is more valuable than money We won�t do it if it�s not quality Speed is of the essence The reduction of paperwork is important

18. Beliefs: Moral Absolutes, Black and White Issues Theft will not be tolerated Our workers must represent ethnic diversity We will not harbor bitterness Lying can have no place between our workers My children come before my work

19. Value to One may be Absolute Truth to another To some, the world is black and white and everything is a moral issue. They cannot sees shades of gray�they tend to be rigid thinkers. These people are hard to work with and for. They think their way is the only way. Every issue is not worth fighting for. We have to respect the rights of others who have different beliefs. As leader, spend time sorting our your values and beliefs. Then work with your team. Your shared values can be the tool that transforms your team into a Christ-centered team.To some, the world is black and white and everything is a moral issue. They cannot sees shades of gray�they tend to be rigid thinkers. These people are hard to work with and for. They think their way is the only way. Every issue is not worth fighting for. We have to respect the rights of others who have different beliefs. As leader, spend time sorting our your values and beliefs. Then work with your team. Your shared values can be the tool that transforms your team into a Christ-centered team.

20. Shared Values Become Guiding Principles

21. With them, churches and staff members can act responsibly. Without them, churches and staff members end up operating in the dark. Examples: Staff member violates the principle of dignity by taking credit for someone else�s idea A staff member violates the principle of leadership by putting his own interest before those of the membership. A staff member violates the principle of integrity by intentionally misleading the finance team. Teamwork is a principle based value. If you value teamwork you must commit to the principles that govern it.With them, churches and staff members can act responsibly. Without them, churches and staff members end up operating in the dark. Examples: Staff member violates the principle of dignity by taking credit for someone else�s idea A staff member violates the principle of leadership by putting his own interest before those of the membership. A staff member violates the principle of integrity by intentionally misleading the finance team. Teamwork is a principle based value. If you value teamwork you must commit to the principles that govern it.

22. Principles Facilitate Christ-likeness by Serving As the �Root� Structure Applying them consistently promotes Christ-likeness Violating any one of them creates a negative impact on the team Think of cultivating teamwork like growing a perennial garden. A perennial garden is not a quick fix but a natural process, ever-changing, renewing, and improving itself year after year. The essence of teamwork depends on the roots established beneath the surface & nurtured throughout the year.Think of cultivating teamwork like growing a perennial garden. A perennial garden is not a quick fix but a natural process, ever-changing, renewing, and improving itself year after year. The essence of teamwork depends on the roots established beneath the surface & nurtured throughout the year.

23. Examples of Christ-like Principles Encourage diversity Love the sinner but hate the sin Put the needs and interests of others first Genuinely care about others Do your work as unto the Lord Strive for excellence not perfection How Do We Begin to Put together a shared value system?How Do We Begin to Put together a shared value system?

24. Start With Individual Values Ask team members what they value in others Assign team members with task of creating their own Credo Statement Review and discuss as a team Credo HandoutsCredo Handouts

25. Create A Team Value Statement Combine individual values into one group document Discuss the impact of the document Discuss the consequences of violating the value statements Each employee signs and dates document

26. Staff Covenants/Values Can Vary Ministry Vision Plans/Goals Strategies Standards of Behavior Methods of Accountability Specific Spiritual Growth Needs/Commitments Penalties for Failure to Live Up To Agreement

27. 6. Practice Humility Realize your own shortcomings They are human too! Be respectful Opposite of pride Consider serving others a privilege

28. 7. Practice Integrity

29. 8. Deal Positively with Conflict How many squares in figure? Answer: 30 (16 one x ones, 9 two by two�s,4 three by threes,1 four by four) Lots of room for misunderstanding & conflict. If a group of people can look at same thing and arrive at totally different conclusions, imagine the impact this has on team relationships�especially if they think they are right. People can look at same thing and see something different People often come up short because they see jump to conclusions & don�t probe far enough People become impatient with the process & look for quick solutions�forming opinions on assumptions rather than fact How many squares in figure? Answer: 30 (16 one x ones, 9 two by two�s,4 three by threes,1 four by four) Lots of room for misunderstanding & conflict. If a group of people can look at same thing and arrive at totally different conclusions, imagine the impact this has on team relationships�especially if they think they are right. People can look at same thing and see something different People often come up short because they see jump to conclusions & don�t probe far enough People become impatient with the process & look for quick solutions�forming opinions on assumptions rather than fact

30. 9. Openly Encourage Others �Therefore encourage one another and build each other up�� I Thess. 5:11 Supplies oxygen to followers Balance with discipline To encourage means providing courage for our followers Chicago White sox new coach, was asked in an interview how he would manage the careers of some multimillion dollar players he has to coach. It is difficult to coach players who make millions of dollars when the coach is only in the six-figure category. I liked his answer: Imposing rules without relationships results in rebellion. So my first order of the day is to get to know these guys. Relationships are the foundation of the encouragement process.Chicago White sox new coach, was asked in an interview how he would manage the careers of some multimillion dollar players he has to coach. It is difficult to coach players who make millions of dollars when the coach is only in the six-figure category. I liked his answer: Imposing rules without relationships results in rebellion. So my first order of the day is to get to know these guys. Relationships are the foundation of the encouragement process.

31. 10. Hold Each Other Accountable Base accountability on value system Use the buddy system-accountability partners Reveal consequences Chuck Swindoll-President Dallas Theological Seminary�pastor of large church in California. Rose to fame quickly. Uses accountability partners to keep him on track.Chuck Swindoll-President Dallas Theological Seminary�pastor of large church in California. Rose to fame quickly. Uses accountability partners to keep him on track.

32. 11. Commit to Excellence Excellence is contagious When leaders commit to it, it affects the lives of everyone who comes into contact with them Half-hearted pursuits can never help a person maintain a sense of value

33. 12. Pull the �Weeds� Sometimes we have to pull the weeds If continuous violators are not dealt with they destroy the trust and credibility of the team Organizational integrity comes from teams working in harmony with the principles of teamwork. Sometimes we need to pull the weeds (the violators of the principles). If we don�t, employees perceive the church staff as inconsistent and not worthy of their trust. Consider the weeds just plants out of place. Sometimes realigning helps. Sometimes removal is a must. Organizational integrity comes from teams working in harmony with the principles of teamwork. Sometimes we need to pull the weeds (the violators of the principles). If we don�t, employees perceive the church staff as inconsistent and not worthy of their trust. Consider the weeds just plants out of place. Sometimes realigning helps. Sometimes removal is a must.

34. In Summary� Cultivate your team to be Christ-Centered Start with your heart Help your team understand the meaning of Christ-like Implement a Shared Value System Hold others accountable Value others

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