Becoming a Coaching Leader Book Review

I am currently on a journey to learn about coaching and how to become a coach. As a I mentioned in my last post, this is not to start some coaching business or gain another title. I am learning how to coach to improve the team of kid’s ministry volunteers that I have the privilege of serving. During this process of learning about coaching I have come to learn that being a good leader has little to do with being able to answer questions and more to do with asking questions. It has more to do with reaching the full potential in people and less about the potential of the organization or ministry.

As much as I do not like interacting with people, as I am an introvert, the more I have come to realize that is what leading, coaching, and ministry is all about. If only God had called me to some other calling. Jesus didn’t like the calling that God had on His life. To die for the sins of humanity. I figure I don’t have to like my calling either, I just have to embrace it and let God’s grace and power flow through me. 2 Corinthians 12:9 says, “…He said to me, ‘my grace is sufficient for you, for my power is made perfect in weakness.'”

I almost forgot about the book review. The book is, Becoming a Coaching Leader, by Daniel Harkavy. I had never heard of this book. The reason why I picked this book was because Patrick Lencioni wrote the foreword and who doesn’t like him. It turned out to be a well written book, but not exactly the kind of book I was expecting.

I was expecting a book like the last coaching book I read, The COACH Model, by Keith Webb. A book filled with strategies to ask the right questions. While this book included a small section on this, it was mostly a book about life and business plans and how to put those plans into action. It is a book designed for the CEO or leader of a company. The last time I looked, I was neither of those. But I did learn a few things from this book that I can use right now in my position of leadership. So let’s get on to the quick hitters.

Quick Hitters
In this section of the book review, I will point out some sections of the book that I especially liked and will try to use in my own life, character, and/or ministry.

1. The first quality that I learned from this book was that all “coaching leaders” have conviction and courage to help others improve and grow. One without the other won’t get the job done. You must have conviction or people will not follow someone that is inconsistent and unpredictable. The coach must have conviction that helping others improve is worth the effort and the time. The coach also needs to have courage to speak into the lives of other hold them accountable to their goals and execution of those goals. Most people will push back in the present, but will appreciate your heart and effort in the future. It takes conviction and courage to be a coaching leader.

2. The next principle I learned from this book is have a plan. This book frequently mentioned different types of plans that should be made to improve the likelihood of you and your organization reaching the desired outcome. The author talked about a life plan and a business plan. These are your maps to success. We usually know where we want to end up, but without a good map or plan we rarely get to our final destination. I am not going to mention all the nuts and bolts to writing out a plan for your life or business, but here are three things to keep in mind.

1. Plans need to be simple enough that they will get used.
2. Plans need to be reviewed and looked at regularly.
3. Plans need deadlines. Without one, you will never reach your goals.
4. Plans need execution. It doesn’t matter how well the plan is if it never gets carried out.Have a plan.

3. The last quick hitter that I will mention here is get to know your team, volunteers, or anyone that you will regularly coach. Each person has a different personality and learning style. Conveniently, there are many tools that have been developed to help identify personalities and learning styles. Pick a test that works for you and get to know those that you want to coach. Don’t just get to know them through a test, but get to know them through conversations, lunch meetings, reviews, etc. Once you learn about the individual you will be able to communicate, teach, and coach them in a way that caters to their traits and styles. Get to know the individual.

Those are my quick hitters that I learned from this book:

It takes conviction and courage to be a coaching leader.

Have a plan.

Get to know the individual.

Read the rest of the book for yourself. There is much more to learn and only a limited amount of time.

The Coach Model Book Review

The next few book reviews that I am writing will all be dealing with “coaching.” Now when I hear the word “coaching” it takes me to a place of judgment. I think that these guys are stuck-up and think they know it all. Some of them have probably ended up with an attitude like that, but I should think better of most of them.

The reason why I have started reading these books is not so I can have my own consulting business, but to help grow the body of Christ and those that I interact with. Another reason why I have selected three books about coaching is because I was coached by my boss and had a good experience. At the end of the coaching experience, I learned two things about myself. I like to learn and I like to help people one-on-one. When I put those two things together I came up with learning about coaching. So here I am and here we go…

I am glad that I started learning about coaching by reading “The Coach Model” by Keith Webb. I picked this book based on my knowledge of Google and Amazon. After reading this book though, I am thankful that I started with this one. This book is Biblical based and comes from a Christian worldview. Starting my coaching education by learning about Bible-based coaching will really set a firm foundation and get me pointed in the right direction.

Quick Hitters

In this section of the book review, I will point out some sections of the book that I especially liked and will try to use in my own life, character, and/or ministry.

1. I am pretty excited about the greatest thing I learned from this book. I learned how I am going to evaluate volunteers and help them grow from Sunday to Sunday. I knew that evaluation is important so people can grow, but wasn’t sure how I was going to go about doing this. I thought of having all these questions that ask, but didn’t think that was feasible. This book presented three questions that you ask the coachee, in this case my volunteers. These questions help people see where they are, see what needs improving, and see how to improve. The three questions that I am going to start asking on a regular basis are: What did you do well? What could you improve? and How would you do it different next time? Pretty simple questions, but that is exactly what I wanted. I didn’t want to have a form to fill out to evaluate or something intimidating to myself and our team. I wanted something that I could ask in a regular non-formal conversation. Evaluate those you coach.

2. The next takeaway from this book, The Coach Model, is to ask open questions. I know that to make this part of my speech I have to make this a priority and something that I consciously think about. It isn’t natural to ask open questions. When you ask open questions it makes the coachee reflect and come up with the answer. For example, most people ask a question based on their opinion. Like, “Have you tried this amazing cinnamon roll ice cream?” To make it a open question you would ask, “What kind of ice cream are you going to try?” The first has your opinion hidden in it. The second question is left completely up to the coachee. It is hard to give complete control up to the other person, but it will help think for themselves and become better for it. Ask open questions.

3. The last of my quick hitters is come from different angles. One of the most common reasons why people stuck in their situation is because of their thinking. They can’t think of any other action steps to take to complete their goals. They need to come from another angle and that is where the coach comes in. A good coach doesn’t give the answer by saying try this or that, but asks the coachee what is something that is outside the topic that affects the situation. You aren’t helping if you give them the answer or the solution. You want to help them think and give them the confidence that they can come up with the solution. You just want to guide them and give them other options to think about. Come from different angles.

Those are my quick hitters that I learned from this book:

Evaluate those you coach.

Ask open questions.

Come from different angles.

Since this is my first book on the topic of coaching I have no idea how deep this book is on the topic. For my first exposure on the topic, this book was perfect. It really gave me some tools and motivation to help people think and come up with solutions and improvements. unfortunately, it’s not good enough just to learn, but now I have the task of utilizing what I learned from this book.

Read the rest of the book for yourself. There is much more to learn and only a limited amount of time.

Lead Small Book Review

As I was reading this book I discovered this book wasn’t necessarily for me, but I was glad that I was reading it. I realized that this book was for the small group leaders  (SGL) that serve in the kids ministry I lead. I kept thinking about all my SGL as I was reading, Lead Small. I would love for each one of my SGL to read this book and put these “big ideas” into practice and into their heart and being. For the time being, I will be using the material from this book to use in our huddles before the Sunday services. The “big ideas” are precise and small nuggets of encouragement and direction that they will serve us well in this setting. I love my SGL and want to equip them to be the best leaders and role models to the kids that come through our church door.

Quick Hitters 

In this section of the book review, I will point out some sections of the book that I especially liked and will try to use in my own life, character, and/or ministry.

1. The first concept that I grabbed from this book was something that isn’t really in the book. There is no reason to learn if you keep it to yourself. While I will definitely be using the ideas and concepts in this book to become a better person, father, and pastor; I don’t want to keep it to myself. I can have a greater influence if I teach others the concepts from this book on how to lead the few that you are entrusted with. I have come to realize that it is in my best interest to teach and lead those that are under and beside me in ministry. Share what you learn. 

2. I also was reminded of the importance of a SGL. A lot of the time SGL get overlooked and undervalued. They aren’t up on stage, they don’t get all the limelight, but they do deserve credit and praise. I think they are more important than those that are up on stage and getting all the attention. SGL are the one’s that know the kids. They are the one’s that make the kids feel welcome and a part of a family. SGL get to know their few’s parents (and hopefully partner with them.) They have a relationship with parents and kids that a kids’ pastor could only dream and hope of having. Lead Small reminded me of how important these volunteers really are to fulfilling the overall mission and vision of the kids ministry and the church. SGL really are important to developing authentic faith in the lives of kids.

3. Out of the 5 “big ideas” that this book highlights as things SGL need to know, I picked what I thought was the most vital of them all. When this concept is not a part of a small group I believe nothing else will get accomplished. I believe that SGL have to make their group or classroom a safe place. Not just a safe place away from the boogieman or spiders, but a safe place where they can be themselves. When the “few” feel safe and know that what they share and learn about themselves and others is not going to be blasted to and fro all over their world. Kids need to know that church is a safe place where they can discover themselves. It is the responsibility of the SGL to lead the group as a safe place. Not tolerating slander, gossip, making fun. The SGL has to be willing to face those that are threatening the safety of the circle. Create a safe place.

Those are my quick hitters that I learned from this book:

Share what you learn.

SGL really are important to developing authentic faith in the lives of kids.

Create a safe place.

This book, Lead Small, is a book that I will reference from time and time. It is a book that will get implanted into my heart and spirit. It will be a book that I will use to teach and lead those that are playing one of the most important roles in the church, small group leaders.

Read the rest of the book for yourself. There is much more to learn and only a limited amount of time.

Good To Great Book Review

I will start off with a quote from the book Good to Great by Jim Collins. “If you’re doing something you care that much about, and you believe in its purpose deeply enough, then it is impossible to imagine not trying to make it great. It’s just a given.”

This book is all about putting into practice the principles that were outlined in this book to move something from being just good or mediocre to great. Of course, you have to have the desire and passion, to want something to become great. I want to encourage you to not settle for an occupation that just pays the bills or a hobby that just fills time. Find something that you believe in and will want to see it become GREAT. Jim Collins mentions in his book that you don’t necessarily need to find a job or career that you believe deeply in its purpose, but just find something. Whether it be a hobby, a family, an organization, a non-profit. Just find something that you are passionate about and that you can help turn from good to great.

Quick Hitters

In this section of the book review, I will point out some sections of the book that I especially liked and will try to use in my own life, character, and/or ministry.

1. I believe the most important part to this book and turning your organization, ministry, or company from good to great is to have the right people on board and the wrong people off. There is a saying that I have heard numerous times now that says, “Hire slow, Fire fast.” You want to hire and get the right people on your team. Whether they are paid or not, you want the best of the best. Everything starts with people. On the other side, if there are people that do not want to get on board and are not helping move the mission and growth of the organization then they have to get off the bus. When you get the right people on board it will dramatically improve the organization and multiply its effectiveness. Jim Collins’ study showed that starting with the mission and vision first is wrong. We should start with who first and get the right people on our team. Once you get the right people on your team and the wrong people off then you start talking about vision, vision, vision. First Who…Then What.

2. Another principle that Jim Collins and his team found in their study is called the Stockdale Paradox. This paradox states that one retains faith that you will prevail in the end and at the same time confront the most brutal facts of your current reality. To have a great organization/team the leader must always be looking forward and must always be planted on the ground at the same time. My pastor always talks about how the leader is trying to get the organization from here to there. You cannot know how to get to there until you know where you are starting from, the here. All of these companies, that went from good to great, had leaders that were present in the here and now, but also, looking forward to what the company could become. One last point on this quick hitter, the Stockdale Paradox mentions the brutal facts. The facts of your current situation might be brutal; don’t try to sugar coat the facts and make your current situation sound and look better. Know the facts and have faith in the future.

3. The last quick hitter is that of building up and breaking through. All of the companies that were highlighted in this book as being great companies didn’t become great overnight. It was a process. They all had a period of buildup before their breakthrough. They all had a plan and worked the plan tirelessly and with discipline until they reached the moment of breakthrough and became a great organization. In life there are those people that win the lottery and those bands that have one hit wonders, but for the most part, a disciplined process is the key to greatness. Have a plan and work the plan. Buildup and Breakthrough.

Those are my quick hitters that I learned from this book:

First Who…Then What

Know the facts and have faith in the future

Buildup and Breakthrough

The book by Jim Collins, Good To Great, is an easy read that really outlines some lasting principles to change your organization or ministry into something great. The overall virtue that I got from this book was that of disciplined. Most of these companies that Collins outlined weren’t anything special, but every single one of them was disciplined enough to excel and to become GREAT.

Read the rest of the book for yourself. There is much more to learn and only a limited amount of time.

Winning by Jack Welch

Winning. This word was made famous or infamous by Charlie Sheen. It is a word that so many people want to be able to say or think. We all want to win. Who wants to lose? There are many movies and shows that depict the good vs. bad or the underdogs vs. favorites. How great would those blockbusters be if the good or the underdogs lost like they were supposed to? No one wants to lose. We all want to win. But how?

In his book, Winning, Jack Welch, gives us principles for how our organization can do just that. Win. This book covers lots of different areas and is very broad, but it has a lot of information packed into it. Jack Welch is not the creator of Welch’s juice. He is the retired CEO of General Electric and was instrumental in growing the company into the billion dollar company that it is today.

Before I give you my quick hitters on, Winning, I wanted to say that I am really seeing the magnitude of how important people are in the local church. While this book was written for business people and those in management, it does have some great principles that can be applied directly into the life and ministry of the church about how to mobilize and work with people.

Quick Hitters

In this section of the book review, I will point out some sections of the book that I especially liked and will try to use in my own life, character, and/or ministry.

1. One of the overarching themes in this book is that winning is not possible without people. People are the greatest asset any organization can possibly have. As a ministry, we must not settle in who we have volunteering in our children’s ministry. We need and must recruit the people that we want on our team. Not just those that fill a void and a space. I understand that depending on our circumstance our volunteer pool might be limited to people that only fill a void. If that is the case, I urge you to train and coach them until they are not just filling a spot. Jack Welch, states in this book that, “The belief is this: every person in the world wants voice and dignity, and every person deserves them.” Most people do not care so much if their opinion was picked and used, they just want to know that they were heard and respected. People want Voice and Dignity

2. I have learned in this short time in ministry, that a big part of ministry is building teams that will help move the ministry forward with greater force. In this book, Winning, the author describes how he hires people at General Electric. These principles are great to use while picking who you want to target to help volunteer in your ministry or on a committee of some kind. For Jack Welch to even consider interviewing you, the candidate has to have these three characteristics: integrity, intelligence, and maturity. If the volunteer doesn’t have these then they need more time in the adult service. After those three qualifications, you are looking for people with the 4 E’s and 1 P: Positive Energy, Ability to Energize People, Edge-the courage to make tough decisions, Execute-the ability to get the job done, and Passion. Pick Winners

3. This book wasn’t just a good book for ministry and careers, but it was also a good book for my life. Like how to know you are in the right job or how to have a balanced between life and work. My last quick hitter is how to get promoted or how to get noticed by leadership. I know this isn’t necessarily spiritual, but it is something that I think is important. I want to have more responsibility, more opportunities, and more trust from my pastor. This is what Jack Welch says about this topic: have good relationships with the people under you and the people that you are leading with the same carefulness and intentionality as those above you in leadership, get on the radar screen by being an early supporter of major projects and initiatives, seek out mentors, and having a positive attitude. He also says that we should not let setbacks break our stride. Get on the Radar Screen.

Those are my quick hitters that I learned from this book:

Give People Voice and Dignity.

Pick Winners.

Get on the Radar Screen.

There are some things in this book that didn’t really apply to ministry and my career, but there was lots of information and principles that I could apply and use. These three quick hitters are just the top of the iceberg. There is so much more, but I’ll let you read it for yourself.

In closing, one of the major goals of being a leader is getting the most out of people. It’s about being able to see people’s potential and pushing, encouraging, and coaching until they see their full potential. Without people the church or organization you a part of will fail. No matter how busy we get with projects and performance, new ministries and old programs, we must never put that stuff above people. To have a great ministry or church we must put people first.

Read the rest of the book for yourself. There is much more to learn and only a limited amount of time.