Take a look at the matrix from Tony Morgan. You might find a context for using his tool. I thought it was really great, full of insight. This could be a good way to get at helping a team think through the Kingdom Concept’s Collective Potential.
Tony says on his blog (and please follow the link to read his full explanation), "Generally, you can think of four types of people on any team. They are:
Detailed Doers
These are people who are more driven by the mission of what needs to be accomplished and they process decisions and engage their responsibilities at a slower pace. They are primarily focused on accuracy.
These are people who are more driven by the mission of what needs to be accomplished and they process decisions and engage their responsibilities at a slower pace. They are primarily focused on accuracy.
Steady Supporters
This group is also slower paced, but they are driven by relationships more than the mission. You want people like this on your team, because they want to maintain stability.
This group is also slower paced, but they are driven by relationships more than the mission. You want people like this on your team, because they want to maintain stability.
Charismatic Connectors
These folks are the life of the party. They are faster paced and they are driven by relationships. Because of that combination, they are able to deliver influence.
These folks are the life of the party. They are faster paced and they are driven by relationships. Because of that combination, they are able to deliver influence.
Mission-Minded Motivators
As the label suggests, they are driven by the mission of what needs to be accomplished primarily in the long-term. They are also faster paced in how they operate and process information and decisions. They focus on delivering results."
I believe that we need equal representations of people in each quadrant to be healthy. One quadrant is not better than the others.
It seems to me that a gap at many plateaued churches is that they don't have enough mission-minded motivators who are results oriented. (Also, how many elders do churches have who are that guy? Many elders seem to be the steady supporter - stability guy. That's definitely needed, but the team si out-of-whack if all of most of the elders are that guy.)
Possible exercise for church leaders and staff: Where would you put each member of your Leadership Team? Each elder? You might give the matrix to everyone on each team and ask them to plot the others and themselves. Then, ask, "What does this tell us about the strengths and growth areas of our team? How do you think this shapes the conversations we have? What does this tell us about our obstacles and opportunities? In light of this, how might we grow as a team?"
As the label suggests, they are driven by the mission of what needs to be accomplished primarily in the long-term. They are also faster paced in how they operate and process information and decisions. They focus on delivering results."
I believe that we need equal representations of people in each quadrant to be healthy. One quadrant is not better than the others.
It seems to me that a gap at many plateaued churches is that they don't have enough mission-minded motivators who are results oriented. (Also, how many elders do churches have who are that guy? Many elders seem to be the steady supporter - stability guy. That's definitely needed, but the team si out-of-whack if all of most of the elders are that guy.)
Possible exercise for church leaders and staff: Where would you put each member of your Leadership Team? Each elder? You might give the matrix to everyone on each team and ask them to plot the others and themselves. Then, ask, "What does this tell us about the strengths and growth areas of our team? How do you think this shapes the conversations we have? What does this tell us about our obstacles and opportunities? In light of this, how might we grow as a team?"
Again, every quadrant is good. All are needed. But are all quadrants equally represented on your team?
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