4) Establish benchmarks.
What does health look like for you on your team? Make that clear and talk about it openly.
You might include some of the things I mentioned like trust, honesty, alignment, joy and commitment.
It’s important to be clear on vision, direction, expectations and results.
What does full functionality look like and what outcomes do you desire? Think that through, write it down, and make it clear.
At 12Stone, we use a process we call MAPs (Ministry Action Plans). They contain measurable goals and elements of leadership development. The MAPs lead to an annual coaching conversation where open and honest conversations take place. This is a huge contribution to the health of a team.
5) Get some help.
There will be some things you and your staff can’t handle without some outside help.
I had some trouble with my left foot that required minor surgery not too long ago. It was not going to eventually heal merely with the use of homeopathic remedies and by continuing to “run through the pain.” I needed some help. I needed a good doctor!
You may need an outside consultant or leadership coach to come in with “fresh eyes,” who can help you gain a better perspective. Perhaps a pastor from a larger church can help.
The point is, sometimes the continued health of your staff needs a specialist who can help you focus on the issue and restoration to full health.
I have flown hundreds of miles just to get a couple of hours with a leader who could help me work through a problem that was bigger than my experience. That advice was transformative.
When you or your team needs some assistance, do what it takes to get the best help you can.
This article originally appeared here.
