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Creating Buy-in!!!

got-collaboration

Allow me to say it again. For the dream to work the team must work. The emphasis is not about team effort as much as it is about chemistry and cooperation. It is hard work to build a team that can work as one unit and it requires even more effort to keep it that way. You must communicate where you are going, why you are going there, and how you will make the trip.

In The Disciple Making Pastor Bill Hull says, “Any system for church organization that allows the unspiritual and disobedient to dictate is wrong.” Strong words but this truth cannot be ignored. How will you handle conflict, especially, if it is in a leadership position? What will you do when there is a vision clash that challenges team harmony and threatens to derail the mission of your church? Expect there to be opposition and know that you will never be able to make everyone happy.

One of the first steps in understanding team dynamics is to realize that everyone has a primary voice they speak from. In 5 Voices: How to Communicate Effectively with Everyone you Lead Jeremie Kubick and Steve Cockram cover in depth what these 5 different voice look like. We will look at them briefly asking, “What is my primary and secondary voice?” All 5 voices are valuable and contribute to the team.

First, are the nurturers! They are always concerned about other people’s feelings and work hard at making everyone know they are valued. They are very compassionate and often have a very large dose of mercy. They are great listeners and will fight for the highest possible good in others. Their temptation is to be very slow about getting on board with an idea because they want to make sure everyone on the team is in agreement before they will commit.

Second, are the guardians! These individuals are always watching the core values of the church very closely. They are protectors and stewards of the church’s traditions, resources, and what they believe to be the established paths already determined by the church. They ask the hard questions that need to be asked. Their temptation can be to allow traditions to become traditionalism where legalism can place the traditions over the word of God. Remember, their voice is needed!

Third, are the creatives! They have great ideas and love to think outside of the box. They give perspective from a unique angle that many will never think of. They love to challenge the status quo and often ask, “why not?” They really do not understand why others may struggle with their concepts believing from their heart that their idea is a great idea. Their temptation is to “always” have a better idea. They believe so strongly in their ideas that they may struggle listening to others.

Fourth, are the connectors! They enjoy networking and getting everyone in the right seat on the bus. With a good understanding of the team concept they busy themselves in helping everyone to see their role on the team. They move quickly and easily in a group but will sometimes struggle in slowing down enough to get to know the people on their team well. Their temptation is to overly focus on the group and not focus enough on individual’s relationships.

Fifth, are the pioneers! They are forward thinkers and blaze new trails. The pioneer is very comfortable with problem solving and making tough decisions. They are risk takers and if it has never been done before they believe that is exactly why it should be attempted. They have the courage to make difficult decisions and communicate an attractive vision of the future. Their temptation is to not give everyone’s view a fair listening because their mind is already made up.

Creating buy-in comes from listening to everyone on the team and how you communicate to different team members. There are basically five responses that are common to your leadership and vision. There are the innovators, the early adopters, the middle adopters, the late adopters, and unfortunately, the never adopters. How you speak to each one of these groups is crucial and you must have realistic expectations for each group.

  1. The innovators are looking for involvement! They want to know how they can help and are ready to get started right away. You should immediately look for ways they can be directly involved.
  2. The early adopters are looking for support! They may not be directly involved but they love to champion the cause. Their support is an active endorsement and you know they are on board with the direction God is leading you.
  3. The middle adopters will give their acceptance. Their support is more of a passive endorsement but remember they are not against you. When your team has agreed upon the direction of the ministry and the next steps required they are ok with it.
  4. The late adopters will hopefully tolerate your decision. You are not expecting their buy-in but you are asking their commitment to withhold negative comments until there has been adequate time to give it a try.
  5. There is not much you can do with the never adopters! Listen to Bill Hull again from The Disciple Making Pastor, “Sadly, many church problems find their origin in the immature and selfish agendas of church leaders. Commonly, the hardest group to get along with in the entire church is the leaders. They often are argumentative, close-minded, power hungry, and dedicated to keeping a firm hold on their territory. Once the church’s core becomes corrupt, you have almost no chance of renewal.”

Healthy churches seek a team leadership approach where everyone’s voice is valued and heard.   They move forward with those who are ready to get on board while understanding some need more time before they are ready!