Minister Madge Obaseki is a Church Consultant. She focuses on churches who are experiencing retention challenges in their congregations or amongst staff and volunteers. She offers practical solutions including reviews of where you are and where you want to be, organisational development, ongoing support and professional training.
She is the host of Healthy Church Growth Show podcast with new episodes every Monday. She shares practical insights for healthier, sustainable church growth, around her specialist knowledge with special guests too.
Visit madgeobaseki.com for more information
ABOUT THIS EPISODE
Elders Connell and Rhonda Hollins will discuss Christian marriage and relationship counselling which is rarely addressed in adequate ways in many assemblies. They are based in Chicago and run Me to We Talk podcast.
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TRANSCRIPT SUMMARY
1.40 Is Christian marriage being overlooked in the Church? Marriage based on functioning disfunction – based on TV, Reality shows etc? Address the marriage ceremony and not the transition? Excited about the wedding day, not about the marriage.
3.52 What made them start a relationship ministry. Pre-marital classes. More questions than answers. Marriage – God’s first ministry. Classes were more religious than understanding modern issues. Some Christian ministers were not equipped.
7.08 Real marriage counselling case-study.
10.58 Who did they learn from about marriage?
14.30 Is it ok to be unequally yoked with a life partner?
19.16 the tests in a relationship
22.16 Is it OK to disagree as a couple?
24.07 Like milk, there needs to be an expiration date on arguments
24.26 Do they only work on Christian marriage counselling or non-Christians too?
26.47 The trend for single people attending relationship classes.
28.08 Is there a line they would draw or subjects which would not be broached in relationship classes.
30.10 Non-Christian relationship counselees understanding Christian principles on sex before marriage. No condemnation.
34.18 Leaders – what can they learn about relationships for their own assemblies?
39.00 Relationship consultancy to other leaders in the Church available from Elders Connell and Rhonda
LISTEN TO - ME TO WE TALK Podcast
https://metowetalk.com
Minister Madge Obaseki
madgeobaseki.com
21 Jun 2021
Church Staff & Volunteer PERFORMANCE REVIEW Part 2 ep. 56
FULL TRANSCRIPT
Welcome to the healthy church growth show podcast ep. 56. This is the last in this present series of the podcast until the beginning of August. You will hear interviews I recorded earlier this year with Andy Frost, from Share Jesus international on resources he has developed for churches to approach evangelism easily.
So, over the past few weeks, I have been talking about engagement of your staff and volunteers, why this important and what aspects you should be focusing on.
Last week in ep. 55 I discussed:
1. The PURPOSE OF A PERFORMANCE REVIEW?
2. WHO’S A PERFORMANCE REVIEW FOR?
3. WHO’S RESPONSIBLE FOR CARRYING OUT A PERFORMANCE REVIEW?
The recording is in the link for this week’s show notes.
To continue the subject of performance review today I’ll discuss the other subjects to consider.
4. HOW OFTEN YOU SHOULD A PERFORMANCE REVIEW SHOULD TAKE PLACE
5. HOW TO AGREE WHAT IMPROVEMENTS OR CHANGES ARE NEEDED
6. HOW TO RECORD WHAT WAS DISCUSSED IN THE PERFORMANCE REVIEW
HOW OFTEN YOU SHOULD A PERFORMANCE REVIEW SHOULD TAKE PLACE
In my time spent in human resource management, performance reviews were usually carried out on a 6-monthly basis. This period gives time for the member of staff or volunteer an opportunity to reflect and work on any issues which came up in the review. So, by the time the next review came round, the manager or team leader with the member of staff could discuss the impact of any changes over the last 6-months. I suggest 6 months is a good guide to aim for.
HOW TO AGREE WHAT IMPROVEMENTS OR CHANGES ARE NEEDED
Agreeing what improvements are needed in a performance review can sometimes be a bone of contention. Some of the reasons for this might be a new managers or team leader who may not be used to conducting a review. If you are in this position, I suggest you study the examples of Jesus reviewing his disciple’s actions, reactions, and responses to assignments. He often asked them questions. The best performance review sessions enable the member of staff or volunteer to address the issues raised, by asking them a question. For example, you could ask, “How do you feel you performed?” “What would you do differently?” When you ask open ended questions like that, you allow the staff or volunteer to address issues rather than you telling them what they’ve done wrong which Cn cause conflict.
HOW TO RECORD WHAT WAS DISCUSSED IN THE PERFORMANCE REVIEW
A template either printed or on a computer will have:
· the name of the member of staff or volunteer
· the department
· the date of the review
· date of the last review if there was one
· what actions were agreed from the last review (if this is relevant)
· improvements which have been made.
If you would like a template for a performance review, email admin@growthechurchnow.com (mailto:admin@growthechurchnow.com) and we’ll send you one.
LINKS
madgeobaseki.com
Engaging Church Staff & Volunteer PERFORMANCE REVIEWS ep. 55 - https://anchor.fm/healthy-church-growth-sho/episodes/Engaging-Church-Staff--Volunteer-PERFORMANCE-REVIEWS-ep--55-e12o26k
14 Jun 2021
Engaging Church Staff & Volunteer PERFORMANCE REVIEWS ep. 55
FULL TRANSCRIPT
As a natural progression to developing relationships, today I’m covering staff & volunteer development, specifically their progression in the role they are carrying out. As usual this series are practical. I suggest you get your pen and note pad to take some notes! Also, if you have people who report to you, share the link to this episode with them so they can listen.
As far as team & staff development goes, you might be familiar with the terms one-one, feedback, evaluation, or performance review. If you’re not familiar with those terms, a performance review is where you talk with an individual on a regular basis about their performance.
Staff and volunteer development has always been an important matter to address. But, in these uncertain times, it’s even more important to ensure we keep our staff and volunteers engaged and willing to contribute to our overall goals. As a biblical reference I suggest studying Ephesians 4: 12.
There are many advantages to providing staff and volunteer development. If a review is done well, your staff or volunteers can see how they started in their role in your ministry, church or business and what progress they’ve made over time. An evaluation or performance review provides a road map showing what worked, and what improvements are needed. It’s a great opportunity to honour people’s efforts and provide guidance which are also motivating factors. This is especially important where people are volunteering because as a performance review can act as a non-financial motivator. Another advantage in carrying out a performance review, is you’ll find out about people’s hidden gifts and talents. Their gifts and talents may differ from the role they are carrying out in your church. You might find through a review that they are better serving in another department or role such as leadership! An added value for your volunteers is the skills they learn in your church or ministry might be transferrable and can be added to their resume.
There are 6 points to get the best from your staff and volunteer performance review. I’ll only cover 3 in this episode.
Today I will discuss:
1. The PURPOSE OF A PERFORMANCE REVIEW?
2. WHO’S A PERFORMANCE REVIEW FOR?
3. WHO’S RESPONSIBLE FOR CARRYING OUT A PERFORMANCE REVIEW?
· The performance review is for ALL staff and volunteers. That is from ordained and un-ordained leaders, any staff level and all volunteers.
· Basically, everyone should have a performance review. I recommend every six months as it provides an opportunity to address any issues identified and make adjustments before the next review.
· The person who manages the staff or volunteer or you oversee a department, would ensure you programme a review on a regular basis.
Next week I will discuss:
4. HOW OFTEN YOU SHOULD A PERFORMANCE REVIEW SHOULD TAKE PLACE
5. HOW TO AGREE WHAT IMPROVEMENTS OR CHANGES ARE NEEDED
6. HOW TO RECORD WHAT WAS DISCUSSED IN THE PERFORMANCE REVIEW
LINKS
madgeobaseki.com
Ep. 54 Developing Relationships - https://anchor.fm/healthy-church-growth-sho/episodes/Engaging-Staff-and-Volunteers-DEVELOPING-RELATIONSHIPS-ep--54-e126drb
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