Tag Archives: leadership

Needs Analysis (DEVOTION)


As a group, read the following Scriptures, and use the form to do a needs analysis of the situation.

Matthew 17:14-20         Mark 9:14-29       Luke 9:37-43

Symptoms

  • What are the main issues?
  • What isn’t working well?
  • What is obvious about the problem(s)?

Suffering

  • What pain is it causing?
  • Who/what is impacted by the performance gap?
  • What is it costing individuals, the team or the organization?

Significance

  • What are the organizational goals that are being impacted by the lack of performance?
    • (If possible, tie these in with the organization’s strategy, vision or mission.)
  • What is the potential cost to the organization if the goals and outcomes aren’t achieved and the performance problem isn’t addressed?

Success

  • What is the desired performance?
  • What does success look like?
  • What are the expectations?
  • How will we know when we get there?

Status

  • What is happening now?
  • What level of performance is currently being achieved?
  • What are the gaps between the desired performance and the current performance?

Sources

  • Why is the gap happening?
    • Know, Grow, Whoa, Mo, Go
  • Who or what is responsible?

Solutions

  1. 1.    Suggest
  • What do you recommend?
  • Who should do what by when?
  1. 2.    Select
  • Typically done by key leaders or stakeholders.
  1. 3.    Start
  • Typically done by key leaders or stakeholders.
  1. 4.    Status (Celebrate or Start Over)
  • Return to the Status step to evaluate the effectiveness of the solution.

 

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Filed under Apostles, demons, Devotion, Disciples, faith, Healing, Jesus, leadership, Management, Needs Analysis, Overcoming obstacles, Performance, Problem solving, spiritual disciplines, Spiritual Growth, test

Under the Radar (GAME)


Audience

Teens, Adults

Time

30-35 minutes
Description

This game helps participants to understand how challenging it is to get feedback “in under the radar” without raising the intended recipient’s defensiveness.  Participants will enjoy trying to get beanbags into a target.  The beanbags represent their feedback, and the target represents the recipient’s heart.

Scriptures

o  Proverbs 15:1, 18; 21:23

Materials

o  Beanbags (three per team – if you can’t find beanbags to buy, you can make simple ones with small ziplock bags or drawstring bags filled with beans or rice)

o  Posterboard (1 sheet per team)

o  Markers (2-3 – Red, Green and Black if you want it)

o  Masking tape

o  Note cards (3 per team)

o  A bag or pouch with material that you cannot see through (1 per team)

o  Scissors

o  Bible

Preparation

o  Create a target on the posterboard.  Start with a 6” x 6” circle in the middle.  Then draw concentric circles around it, making each new one about 6” bigger all around.

o  Write point values in each of the circles.  The center circle is worth 50 points.  The next, bigger circle is worth 25.  The next, bigger circle is worth 15.  The next one is worth 10, and if you have any edge left on the poserboard, you can mark that worth 5 points.

o  Buy or make your bean bags.

o  Place the posterboard targets on the ground, and mark a boundary for the throwers with a piece of tape on the floor.  It should be about 8-10 feet away from the target.

o  Mark three more lines of tape on the floor at 25%, 50% and 75% of the way between the throwing line and the target.

o  Cut the notecards in half, and put a large, colored dot on each one (Make 3 with RED dots and 3 with GREEN dots for each group.)

o  Mix up the 6 half-cards, and put them into a bag/pouch.

o  Practice the script.

Procedure

Use the following script (or modify to suit your needs):

  • “Giving feedback isn’t easy.”
  • “We want our feedback to be taken to heart by the person we are giving it to.”
  • “Their heart is our target.”
  • “If the feedback doesn’t make it to their heart, they won’t do anything about it.”
  • “And even when we give feedback with a pure heart and a desire to help the other person, there is no guarantee that our feedback will hit its target.”
  • “There are many things that can rise up and block our feedback from reaching its target, and one of the most common obstacles is defensiveness.”  (Ask a volunteer to come to the front and represent the person to whom you want to give feedback.)
  • “When we are trying to send our feedback to its target…”  (Demonstrate “feedback” flying through the air in the direction of the volunteer with your hand.) “…if we don’t skillfully send it into the target area, the person’s defensiveness radar will see it coming….”  (Have the volunteer make a beeping sound to represent a radar system, and ask them to speed up their beeping as you get closer.) “…and the defensive walls will go up!”  (Have the volunteer put up their hands and block your feedback from reaching its target.  Then, thank and dismiss the volunteer.)
  • “So, let’s play a game that demonstrates this difficulty.”
  • “It’s called ‘Under the Radar,’ and your goal is to throw a beanbag onto a target to earn points.”
  • “You will have to stand here at this line to make your throw and try to hit that target.”  (Demonstrate so that participants get the idea.)
  • “That would be challenging by itself, but it’s more difficult than that.”
  • “I’m going to divide you into a team of three and then make you compete against another team of three.”
  • “Three people will get a chance to throw their ‘feedback’ onto the target, and the team that they are competing against will get a chance to block them.”
  • “Here’s how it will work.”
  • “Each person throwing will get three chances to hit the target, but before they throw, they have to draw three cards out of this bag.”
  • “Inside the bag are eight (6) notecards – three with RED dots and three with GREEN dots.”
  • “If they draw a card with a RED dot, the other team gets to put a person on one of the strips of tape between the throwing line and the target.“
  • “This person represents defensiveness on the part of the person receiving the feedback.”
  • “They have to stand on the tape, but they can do whatever they can from that point to try to block your ‘feedback’ from reaching its target.”
  • “If the person throwing draws two RED dots, two of the opposing team get to stand on the tape marks (different ones).”
  • “If he/she draw three RED dots, three of the opposing team get to stand on the tape marks.”
  • “If less than three RED dots are drawn in the three draws, not all opposing team members will get to stand on the tape marks.”
  • “Those not on tape marks are not allowed to interfere with the throws.”
  • “GREEN cards are good for the throwing team and keep the opposing team off the tape marks.”
  • “After drawing three cards from the bag, the thrower should make three throws and see how close to the center of the target that he/she can get while trying to avoid the defenses of the opposing team members on the tape marks.”
  • “After that team member has made their three shots, add up the total points.”
  • “Then, move the opposing team members off the tape marks, and let the other two team members take turns drawing three cards and take three throws while avoiding the defenses of any opposing players who get onto tape marks because of RED dot cards.”
  • “When all three team members have thrown, the opposing team gets their turn to throw and see how many points they can accumulate.”
  • “The team that has the most total points (from all nine throws) wins.”
  • “Any questions?” (After addressing questions, divide the group into groups of three and pair up the teams of three against each other.  Then, have them choose who will throw first and let them play.  When they are done, recognize or reward the winning teams, and have them return to their seats to work through the following debrief questions.)

Debrief Questions

1. What was challenging about the game?

2. If you compare the game to giving someone feedback, what comparisons can you make?

3. What types of things make people’s defensiveness go up?

4. How can you give feedback in a way that won’t make people defensive?

5. Read Proverbs 15:1, 18 and 21:23.  Do these Scriptures give you any additional ideas?

Summary

  • “Sometimes, you only get once chance to send that feedback in there, so you want to make sure that it has the best chance possible of hitting it’s target.”

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Filed under acceptance, conflict management, Conflict Resolution, discipleship, Evaluation, Game, Games that Teach, Hands-on, heart, Humility, leadership, Relationships, self-image, Spiritual Growth, team, Transformation

Ups and Downs of Teambuilding (GAME)


Time
25-45 minutes

Description
This is game that helps participants understand the dynamics of teams.  It uses Bruce Tuckman’s “Forming – Storming – Norming – Performing” model and combines it with the children’s game of Chutes and Ladders ® (a.k.a. Snakes and Ladders).

If you want to add a spiritual element to this lesson, you can have participants review the Scriptures at the end of the lesson and try to determine what stage of team building they represent.  Add 30-45 minutes to the lesson if you do this.

Audience
Anyone who leads teams (but usually adults or youth)

Materials
•    If you want to use a regularly-sized gameboard, you can find one on the Lesson and Material Downloads page at http://www.teachthem.wordpress.com.  It’s called: “Ups and Downs of Teambuilding – Gameboard.ppt.”  (You will need something to act as game pieces for each player – maybe candy or coins or something else that is small.)
•    For a life-sized game, you will need masking tape, rope or some other material to mark off the gameboard.  How much you need depends upon the size of the gameboard.  I like to make it big when I do the game outdoors, so I typically use 22 ropes of about 20 ft each.  (If you have access to a tile floor, you can use that and not have to mark off the spaces.)  For the life-sized version, the participants become the game pieces.
•    Tent stakes (44 – if you are outdoors and using rope to mark off your gameboard)
•    Dice (two – the bigger, the better, if you are playing this as a life-sized game)
•    Sticky notes (100) to number the game spaces (if you are indoors and playing on a smooth surface)
•    Note cards (100) to number the game spaces (if you are outdoors)
•    Golf tees (100) to hold the note cards to the ground (if you are outdoors)
•    Colored marker
•    Printed copy of “Ups and Downs of Teambuilding – Game Spaces.doc”  (Available on the Lesson and Material Downloads page at http://www.teachthem.wordpress.com.)
•    (Optional) Printed copy of “Ups and Downs of Teambuilding – Game Cards.doc” (Available on the Lesson and Material Downloads page at http://www.teachthem.wordpress.com.)

Preparation
•    Print or mark off your gameboard.  You need a 10 space by 10 space grid.  If you do the life-sized version, you should make the squares large enough for several people to fit in them, because it is possible for more than one person to land on the same space during a turn.
•    Number your spaces 1-100 using the sticky notes or the notecards and golf tees.  The numbering should go back and forth.  For example, the first row is numbered left to right (1-10).  The second row is numbered right to left so that the 11 space is right above the 10 space, and the 20 space is right above the 1 space.  The third row is then numbered left to right again, and so on.  (If this is confusing, take a look at the “Ups and Downs of Teambuilding – Gameboard.ppt” on the Lesson and Material Downloads page at http://www.teachthem.wordpress.com.)
•    Use the colored marker to put a dot on all the sticky notes or notecards that have a corresponding note in the “Ups and Downs of Teambuilding – Game Spaces.doc” file.  For example, space #3 has a note in the document that indicates that something good has happened and that the player can move up.  Put a green (or whatever color you chose) dot next to the number on the sticky note or notecard for space #3.  (You don’t need to do this step if you tape the game cards in the spaces.)
•    Print off the documents (mentioned above) that you need.
•    If you print out the “Ups and Downs of Teambuilding – Game Cards,” you can tape these in the squares designated by the number on the cards.  This will prevent you from having to read them yourself.  You can tape them right-side-up or upside-down.  It’s up to you.
•    Practice the script.

Procedure
Use the following script (or modify to suit your needs):
•    “We’re going to play a game that will help you to understand how teams grow and develop.”
•    “Bruce Tuckman developed a model that involves four stages.  They are, “Forming, Storming, Norming and Performing.”
•    “Forming is the first stage, and it’s where everyone in a team comes together.  Everyone is on their best behavior and trying to make the new group work, but trust is low, because we don’t know each other yet.”
•    “Storming is the second stage, and it involves conflict and struggles.  Individuals may disagree over roles or methods or any number of things.  This can be a painful stage, but it’s necessary to help the team members get honest with each other and build trust.  If conflict is handled well, the team will be stronger when it comes through this stage.”
•    “Norming is the third stage.  The team is starting to understand and appreciate individuals more.  They are recognizing the strengths and weaknesses of each team member, and they are experiencing some success.”
•    “Performing is the forth stage.  The team now is at it’s highest level of productivity and synergy.  Team members are interdependent and work together to see tasks or projects completed well.  Leadership is often shared and assumed by the person who has the greatest strengths for each particular task.”
•    “If you look at any professional sport team that has won a championship, you can tell that maintaining the ‘Performing’ stage is very difficult.”
•    “Very few championship teams repeat the following year.  Fewer repeat the third year.  It’s just too difficult to stay in ‘Performing’ that long.”
•    “Factors outside the team may prevent the team from continuing.  Things like budget cuts, down economies, competitor tactics, new technology, time constraints, etc. can dethrone champion teams.”
•    “Likewise, factors inside the team also work against continued success.  Team members leave the team, experience personal crises, become dissatisfied, have conflicts and go through a long list of other problems and can’t continue to perform at the highest level.  There are also leadership changes, vision/mission changes, mistakes, failures, etc.”
•    “So, teams don’t stay at ‘Performing’ indefinitely once they get there.”
•    “More often what happens is that teams move up and down through the four stages – sometimes going from ‘Performing’ all the way back to ‘Forming’ (i.e., if an important team member leaves) or from ‘Storming’ to ‘Performing” (i.e., if a major breakthrough is experienced).”
•    “The game we are about to play will illustrate some of the factors (both inside and outside the team) that cause teams to move up and down through the levels.”
•    “It’s a game similar to the children’s game of Chutes and Ladders ® or Snakes and Ladders.”
•    “Have any of you played that before?”  (Listen to responses.)
•    “The gameboard has one hundred spaces.”
•    “The objective of the game is to be the first person to reach the 100th space.”
•    “Players will roll the dice (two) to see how many spaces they move.”
•    “On some spaces, there is a green dot (or whatever color you choose.  If you taped game cards in each space, you can skip this instruction and just have the participants read the card when they step on the space.)”
•    “This dot indicates that there is either an “UP” or a “DOWN” on the space.”
•    “I will read out a note related to that space, and the note will tell you about something that has happened to your team.  Sometimes it’s good; sometimes it’s bad.  If it’s good, you will get to move up to another space.  If it’s bad, you will have to move down.”
•    “Once you get close to the 100th space, you will need to get a perfect roll to win.  That means that if you are four spaces away, you have to roll a 4, a 3, a 2, or a 1 to move.  (You can choose to roll only one die at this time.)”
•    “If you roll higher than the number of spaces left, you lose your turn and must wait in your place.”
•    “Does anyone have any questions?”  (Answer questions.  Then start the game.  Everyone starts off the gameboard.  You can have them roll the dice to see who goes first.  Highest roll is first, second highest is second…  After someone wins, have the group answer the debrief questions (next page) together.)
•    NOTE: If you have a large group, you might want to divide them into pairs and have one person act as the game piece and another roll the dice.  If you have a really big group, divide them into teams, have one game piece, one dice roller and a large fan club.

Debrief Questions

1.    What can the game teach us about team building?

2.    Why is it so difficult to maintain the “Performing” stage?

3.    On your team, what internal influences (things inside your team) could send you back down? What can you do about it?

4.    On your team, what external influences (things outside your team) could send you back down?  What can you do about it?

5.    How can you move your team to the next level (or keep them at “Performing”)?

Biblical Reflection
Review these Scriptures, and try to determine which stage of teambuilding they represent.

o    Matthew 4:18-23
o    Matthew 8:23-27
o    Matthew 9:9
o    Matthew 10:5-10
o    Matthew 14:10
o    Matthew 14:15-21
o    Matthew 16:21-23
o    Matthew 17:1-8
o    Matthew 17:14-18
o    Matthew 18:1
o    Matthew 20:20-24
o    Matthew 26:6-9
o    Matthew 26:14-16
o    Matthew 26:31-34
o    Matthew 26:47
o    Matthew 26:56
o    Matthew 26:69-75
o    Matthew 27:35
o    Matthew 28:16-20
o    Mark 3:13-19
o    Mark 6:45-52
o    Mark 8:27-30
o    Mark 9:33-34
o    John 6:66-69
o    John 21:15-17
o    Acts 2:1-7
o    Acts 2:46-47
o    Acts 3:1-10

Biblical Reflection: ANSWERS
Review these Scriptures, and try to determine which stage of teambuilding they represent.

o    Matthew 4:18-23 (Forming)
o    Matthew 8:23-27 (Storming)
o    Matthew 9:9 (Forming)
o    Matthew 10:5-10 (Norming)
o    Matthew 14:10 (Storming)
o    Matthew 14:15-21 (Storming)
o    Matthew 16:21-23 (Performing then Storming)
o    Matthew 17:1-8 (Norming)
o    Matthew 17:14-18 (Storming)
o    Matthew 18:1 (Storming)
o    Matthew 20:20-24 (Storming)
o    Matthew 26:6-9 (Storming)
o    Matthew 26:14-16 (Storming)
o    Matthew 26:31-34 (Norming)

o    Matthew 26:47 (Storming)
o    Matthew 26:56 (Storming)
o    Matthew 26:69-75 (Storming)
o    Matthew 27:35 (Storming)
o    Matthew 28:16-20 (Norming)
o    Mark 3:13-19 (Forming)
o    Mark 6:45-52 (Storming)
o    Mark 8:27-30 (Norming or Performing)
o    Mark 9:33-34 (Storming)
o    John 6:66-69 (Forming)
o    John 21:15-17 (Norming)
o    Acts 2:1-7 (Performing and Forming)
o    Acts 2:46-47 (Performing)
o    Acts 3:1-10 (Performing)

Debrief

o    “What do you notice when you look at all the stages?”  (If they don’t mention it, point out that most of the examples are “Storming.”  This is from as fair a sampling of the Scriptures as I could do, so I think it is representative.)
o    “Why do you think that is?”  (Listen to responses. Then, add the next point if necessary.)
o    “Jesus often allowed his disciples to go through ‘Storming’ times.”
o    “Probably these experiences were designed as a tool and a test for them.”
o    “As a tool, the experiences shaped them to be more like Christ.  They cut away the pride and the selfishness.”
o    “As a test, they revealed the character of each disciple’s heart and indicated whether or not they were learning from their experiences.”
o    “The disciples didn’t experience extended periods of ‘Performing’ until after Pentecost, and even then, they still went back to the ‘Storming’ stage on occasion.”
o    “Failure is a much better teacher than success.”
o    “All these ‘Storming’ times prepared the disciples for the incredible ministries they would have one day.”
o    “So, when you are leading a team, don’t be afraid to allow them to make some mistakes or to experience failure.”
o    “It will most likely teach them more than any successes ever would.”

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