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5 Ingredients for a Dynamic Team

Team Dynamics

     Once you have your “dream” team together and functioning it can quickly become a nightmare.  Is everyone working together on the agreed vision of the church?  Is there a spirit of cooperation and camaraderie?  Does everyone desire to work together for the common good and health of everyone involved?  You must continually be working on team dynamics with clear communication because the potential for misunderstandings and individual agendas will always be present.

     First, there must be a willingness to lead through other people.  If you are not careful, your commitment to excellence will hurt your desire to invest time into developing leaders.  The temptation is to think you are the only one who can do things the way we want them done.  You know what I’m talking about because at one time or the other you have probably thought or said, “If you want something done right, you have to do it yourself!”  That actually is not true!
The risk here is to trust other people and delegate responsibility but this risk must be taken.

     Second, there must be a focus on training leaders to do the work of the ministry.  Remember, Jesus did not ignore the crowds but He did focus on His small group by pouring into their lives and encouraging them to do greater things then He did.  It has been said that Jesus, “influenced twelve, invested in three, and was intimately close to one.”  Someone has said that to encourage means to “pour courage into someone else.”  It is easy to develop a culture in our ministries where everything depends on us but that is not scriptural.  Who are you pouring courage into through intentional relationships so that they might develop into reproducing leaders?
     Third, you need to delegate and pass off certain tasks so you can focus on leadership development.  If you are too busy to mentor potential leaders then you are too busy!
Take a closer look at what you are doing and realize that 90-95% of what you do could be done by someone else, especially if they are properly trained.  We must make time to develop leaders and develop a multiplication culture of reproducing disciples and leaders. What would happen if you were to dedicate 5-10 hours a week to mentoring others who would then mentor others?

     Fourth, realize that if you want more out of your team you must put more into them.  Gary Rohrmayer puts it this way, “The Pygmalion Principle says that leaders tend to rise to the level of your expectation.  The key here is just not having high expectations but making these expectations known.”  Gary suggests three areas of concern: 

  • Connecting Relationally: Am I getting into their world, their frame of
    reference?
  • Clarifying Strategically: Have I helped them process through a problem
    or internalized a new learning?
  • Committing Specifically: Have I helped them move forward in their
    ministry?  Can we see specific progress?

     Fifth, make sure you value your team for who they are not just for the job they can get done.  While I do not remember who said it I do remember being challenged by this statement, “Are you using people to build your church or are you using your church to build up your people.”  That is especially true about the leadership team you are working with whether they are paid, volunteer or a combination of both.  If you want to build great team dynamics make sure they are praying together but also playing together.  How are you intentionally working at developing one another spiritually, relationally, emotionally, and physically?

     When a leader is committed to developing other leaders they are not interested in being the star but in helping the team members to shine!  The focus of leading your team to have the right dynamics requires asking the right questions in order to train and lead them up:

  • What have you done to prepare this leader for this opportunity?
  • What can you do to equip and empower this leader?
  • What can you do to help this leader grow and improve?
  • How can you coach and mentor followers to become leaders?

     Healthy churches have built great team dynamics into their leadership culture.