Thursday, April 15, 2010

Mission(al) Monday: Missional Renaissance, Shift from Program Development to People Development – Keeping Score

(NOTE: I know it isn't Monday, but I can't copy & paste my posts on my new computer so this post couldn't make it out on Monday. However, my old computer is still in my office so I can make it work ... at least for today:)

The shift from program development to people development makes enough sense, but it is more difficult to figure out how to keep score with such a paradigm shift. We’re used to counting how many are in services or going to church activities or church-centered growth opportunities or staff committed to managing programs. The new scorecard should include relationships people are cultivating, people released into service, personal life development, life-centered growth, and staff engaged in coaching people for their personal development. The shift needs to reveal real changes in people and real staff hours spent in helping people move forward, not just program management. Let’s see what it might look like…

We don’t pray enough or expectantly and with our eyes open to see what God is doing. The new scorecard may include…
· The number of people growing in their prayer lives.
· Amount of prayer – individual and corporate – in public gatherings.
· Work team/Committee meetings with key component of prayer linked to the mission of God.
· Time spent in prayer in staff meetings.
· Number of people serving as prayer partners for community leaders and staff.
· Prayer meetings – inside the church and in the community.

We need to coach people and help them develop life skills, self-awareness, resource management, and personal growth. This might be ‘scored’ like this…
· Number of people with improved marriages, friendships, family life over time.
· Number of people engaged in financial planning and increased giving to Kingdom causes.
· Number of people receiving coaching or being mentored or just increasing friendships.
· Number of people identifying strengths, developing, and living a plan.

This also affects leadership. Leaders need to be involved in these things for themselves and serving others so they can happen.

Most of the ‘scores’ so far deal with time spent investing in personal development, but there are some creative ways to measure this.
· Amount of time spent debriefing people serving the community.
· Amount of time in leadership meetings figuring out how to develop people.
· Percentage of time in corporate gatherings celebrating faith stories.
· Progress on simplifying the church calendar to leave more time for personal development.

Money reflects values. Some benchmarks to consider…
· Reducing corporate debt to free money up for investing in people.
· Amount of seed money in microeconomic development.
· Number of financial planning courses and the number of people participating.
· Number of people reporting personal debt retirement.
· Number of people increasing their generosity through charitable giving.
· Amount of giving by constituents.
· Number of messages on financial issues (not just giving).

Facilities can do more than just provide places to support ministry programming. Some ways it might be more people development-oriented…
· Percentage of facility used during the week by people for personal growth (exercise classes, tutoring, skill seminars, etc…)
· Number of external or additional venues the church is creating for ministry, such as coffee shops or prayer booths.
· Number of schools or community organizations using church facilities for their activities.
· Space devoted to conversation-friendly areas.

Technology used to support ministry. Now it delivers it. If it is being used to develop people, you’ll count the …
· Number of personal growth and online learning opportunities on your website … and how many people are using them.
· Number of life change stories on your website.
· Number of people being trained in technology usage.

One church of several hundred congregants interviewed was seeking to be a people-developing church. So they interviewed anyone who wanted to be interviewed wherever they wanted to be interviewed. Their interview had five questions and then they built ministry and people around their findings. The five questions (read McNeal for their rationale – this post is already too long!)
1. What do you enjoy doing?
2. Where do you see God at work right now?
3. What would you like to see God do in your life over the next six to twelve months? How can we help?
4. How would you like to serve other people? How can we help?
5. How can we pray for you?

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