griffith coaching services
read this first (how to get started)
The coaching process, or "How do I get started?"
The First Things:
- The basis of the coaching relationship begins in the head, heart, and life of a pastor and the congregation. The motivation to enter into a coaching relationship sometimes comes out of frustration of what is not working, and other times out of the desire do ministry healthier.
- Pastor – you should begin immediately to share with key leaders (decision makers) your desire to consider a coach. You are looking for affirmation, questions that need to be asked, and a focus for the coaching relationship.
- Write and send a two-paragraph summary of you and your situation – not long, just some of the important highlights – especially the topics that relate to a coaching relationship to Griffith Coaching Network. Identify one question you need answered about your ministry situation or the coaching relationship.
- Think, pray, and write what it is you desire to accomplish through coaching. Do not try to accomplish (or fix) everything. What is the first/best area you and the church must get right/better?
The 30 minute phone call
- Plan on having a 30 minute phone conversation with Jim Griffith or the proposed associate. During this phone call have an opportunity to talk about your situation and make an initial determination if Griffith Coaching might be of help to serve you and your teams as you plan and make the next moves into healthy/vital ministry.
- Include your spouse – they are a key part of what we do, and the direction we feel God is taking this church. Their insights and reflections are invaluable
- Prioir to the phone call we will ask you, “What’s the ONE Question you have to have answered?”
- It’s important to realize that you will decide if you’d like to pursue a relationship with Griffith Coaching.
The Decision to Contract with Griffith Coaching Network
- Clarify the focus for the coaching relationship with yourself, staff, and leadership.
- Be clear about what coaching is and is not: It is NOT counseling, mentoring, or consulting. It IS a skill-developing, results-oriented relationship with the priorities and focus determined by you (and the church).
- Agree on a Contract: desired outcomes; length; number of site visits; frequency of phone or conference calls; and fees. Send the agreed first payment to your new coach.
- Set the date for a Site Visit. Establish the purpose and focus of the first visit. Before this visit, a conference call with some key leaders is often suggested and beneficial.
- When you work with an associate it is because Jim knows this is a better relationship, and because Jim cannot be personally involved in every setting. Know, however, that Jim oversees all coaching development, and inputs to your coach regularly.
You have made one of the most significant and healthy decisions for you and the Church!
a word about fees
At Griffith Coaching, we do not have a set fee for our services; nor do we charge by the day; instead we charge by the project, as we find they can differ significantly.
All fees are negotiated between Griffith Coaching and the client.
on-site consultation
Explanation: On-Site Consultation (Involves a short, usually less than 24 hours, on – site visit)
· Pre-visit conversations, including conference calls + Agenda Development
· NOTE: Agenda is set collaboratively by the coach and client
· 15 - 20 hour on-site visit with agreed upon parties
· “Touring” the area with leader to conduct a thorough “read” and to verify demographics, including meeting place(s) (Please supply an “AAA” quality map of the area, which consultant can keep)
· Meet with Leadership Team members, including staff, lay leaders, or interested parties (if applicable)
· Meet with Denominational representatives & Oversight committee (if available)
· Highlight real and potential “pitfalls” or “fatal flaws” and make adjustments
· Outline a 12 – 18 month strategy with the leader & team
· Develop a realistic timeline
· Follow up conversations, approximately two (2) months after visit, to clarify & adjust strategy
· If a coach from Griffith Coaching is selected, then Jim Griffith stays in the coaching loop as a resource to both coach and leader and team
NOTE: An on – site visit does not obligate the client to a coaching relationship. Should the client wish to pursue the coaching relationship that will be addressed accordingly.
assessor training (explanation)
We believe in hiring right the first time.
Griffith Coaching Assessor Training courses are developed from years of experience in the field, interviewing hundreds of ministers who aspire to take a new assignment.
Bad hires hurt -- wasting valuable time, money and energy, and people resources. Identifying top performers is based on three premises:
1. Past performance is the best predictor of future success.
2. Specific Competencies are project dependent
3. Affinity with the mission field is overlooked
With this in mind, we developed a course for Assessors that covers the best of all interviewing practices and details the clearest path to more productive assignments.
We'll show you how to significantly increase your success rate and remove the "luck factor" from your decision-making process -- helping you pick the best talent!
This two - day course is the next step after taking the one-hour "Interviewing Fundamentals" course and provides an in-depth look into the full interviewing process.
What You’ll Learn
- How to direct an interview that is about the skills and abilities to do the job (performance) rather than to get the job (qualifications).
- Ways to write high-performance profile descriptions based on your business objectives.
- Questions that demonstrate excellence, detail the actual activities performed in the job, and set expectations.
