The meetings you dread as a supervisor
When things are going well and goals are being met, being a supervisor is great. Meeting with your team is delightful. You can be a source of encouragement, celebrating their progress and helping them continue to move forward. But what about those times when the goals aren’t being met? Things can get uncomfortable.

Written By Robert E Logan

Christian Coaching Pioneer, Strategic Ministry Catalyst, Resource Developer, Empowering Consultant : Logan Leadership

You’ve tasked someone you supervise with accomplishing something, and it’s not getting done. That’s when things can get awkward really quickly. Sure, you’re in ministry together, all equals in the body of Christ. But you’re also in authority over them and suddenly you feel like a mom saying, “Why didn’t you get your room cleaned?” And they feel like a kid in trouble, whose primary goal is now to dodge you. Both supervisor and the team members dread those supervisory meetings.

There’s a good reason you are sometimes uncomfortable supervising others. That’s because there is a necessary relational disconnect when it comes to accountability for outcomes. You are talking about black and white results, but with a living, breathing, multi-faceted person. Outcomes are important. So is the person.

So how can you balance accountability to mission and goals while also coming alongside to help develop personally those you are supervising? How can you do both well? You guessed it… coaching.

Two hats: supervisor and coach

The first essential step is to separate the coaching sessions from the supervision sessions. If you try to perform both functions in the same session, it gets muddled and you often don’t get done what you want to accomplish. So begin by separating supervision meetings from coaching meetings, and make that distinction clear for those you supervise.

For staff-level people, you probably only need to have three supervisory meetings per year. Every four months, they can come prepared to share what’s been accomplished in the last four months. They can also provide their priorities and specific goals for the next four months. The supervisor of course has the chance to speak into that progress, and also to give a performance review. But it’s clear to both parties what this meeting is: a performance update and assessment of someone you are overseeing.

Then between those three supervision appointments is where you want coaching conversions. These are more frequent and more focused on developing their personal and leadership skills. Here the other person takes the lead with the agenda. They already know what they are trying to accomplish. Their task at hand now is processing and determining what kind of help or support they may want or need. And you as a coach help provide that support and encouragement.

In this way, you’re working 75% of your time in a developmental mode, and 25% of your time in supervision mode.

5 Ways to Maximize the Development of Your Team Members

1. No fault zone = No fear zone

When people feel afraid, they hide. It’s been that way since the Garden of Eden. As a supervisor, if you want to know what’s actually going on, you need to do your best to create an environment free of fear. That way, when things go wrong–which they at some point definitely will–those you are supervising well tell you about it. One important tip for creating a no fear zone is steering clear of blame. Things go wrong. It’s inevitable. When they do, looking for who is at fault is not generally a helpful tactic. Rather, avoiding an atmosphere of blame frees people up for the trial and error necessary for growth. Without freedom, there is no growth.

2. Celebrate strengths

Always start with people’s strengths. Everyone has areas where they shine, and those need to be acknowledged on the front end. If you’re uncertain what those areas are, use StrengthsFinder, DiSC, or some other assessment instrument. Celebrating strengths creates the necessary foundation and confidence to grow in additional areas. They need that stepladder to build from.

3. Level up

Find out where they want to grow. You may be able to see it a mile away but unless they agree, they aren’t ready to tackle that area with any degree of effectiveness. Ask questions to help those you supervise determine areas they feel they need or want to strengthen. No one is good at everything– and no one can be. But usually people can spot one area where, with some additional support–they could strengthen their leadership skills in ways they would want to apply them. Yet remember that those areas need to come from them, not you.

4. Connect the dots

One strategy that can be helpful as you assist people in finding areas they want to improve is to identify the challenges they are facing on their current projects. What is getting in the way of them meeting their goals? Often that’s the critical spot of leverage. For instance, maybe someone has the hard skills necessary to accomplish their goals, but they are getting bogged down in interpersonal conflict or lack of buy-in from others. Wouldn’t they like to be able to navigate those situations better so they can accomplish their goals? If so, that’s an important point of leverage–with some built-in motivation.

5. Bring it home

Be sure to get practical and concrete. If a person wants to grow in a particular area, what do they actually need to do? What steps can they take? Take time to explore options with those you supervise. Ask questions like, “How can I be helpful to you in your development?” You might be surprised at some of the ideas you can come up with together.

So if you want to stop dreading those supervisory meetings—and if you want those who report to you to stop dreading them—try the approach above. I think you’ll be pleased with how well it works. And the bonus is that as their supervisor you’ll not only help people meet their objectives more effectively, but you’ll be developing them in their own personal leadership as well.

Learn the Coaching Essentials

Our latest book, Christian Coaching Essentials is now available for purchase in Kindle and paperback on Amazon! This book offers you a solid foundation in the skills you need to be an effective Christian Coach. Order your copy today! Want to train coaches for your ministry? Contact us to learn about bulk pricing!

A good book is great but maybe what you really need to accelerate your coach training is learning alongside likeminded people with excellent coach-mentoring. If this sounds like you we’ve got you covered! Dr. Bob Logan and Dr. Gary Reinecke are leading an online Coaching Essentials Cohort that will run April 20th-June 8th. Register and pay in full before April 1st and get $500 off! Learn more HERE.

Photo by Amy Hirschi on Unsplash

Cover Photo by Andrea Piacquadio

Discover the 5 Best Ways to Grow as a Coach

You are busy with many other responsibilities. How can you take your coaching to the next level instead of just continuing to dabble in coaching? We can help you discover a clear path to move forward in your journey toward coaching excellence.

Accelerate Your Journey to Become the Best Coach You Can Be

By Robert E. Logan and Gary B. Reinecke

You aren’t willing to settle for just okay—not when your calling is as important as empowering others through coaching. But how can you accurately gauge your own effectiveness? Why not try an informed approach to coach development? Instead of working harder, work smarter.

Coaching through chaos  

Change is happening at lightning speed. It’s hard for leaders to keep up and stay on mission. Coaching is more important than ever.

Too many ways to grow as a coach? Try this instead.

You have all these areas you want to grow in as a coach. But you know if you try to do everything at once, you won’t be able to do any one thing well. It can feel overwhelming. How can you go about making genuine, lasting change in your coaching skills? Here’s a way to slow down enough to make sense of the chaos and start putting the pieces together. 

Coaching Leaders to Build Team Unity

The most vocal of the political divisions within many churches may have died down at this point, but it’s still pretty black and white out there with little room for constructive conversation. One of the best ways for leaders to fight division is by modeling unity.

5 Steps to Increase Ability to Focus

There’s a lot going on in the world. Everything is designed to get your attention and there is very little that you can do anything about. It’s stressful and frustrating and makes it hard to focus. But focus you must and so must your coaching clients.

Help Ministry Leaders Make the Most of their Online Presence

Everything thing is done online these days and it’s not always good. But that is where people go first so its important your ministry leaders get it right. Here are 5 ways to make the most of online ministry.

The Essential Skill of Mental Flexibility

The world just keeps getting more complex. It’s hard to keep up. Mental flexibility is more important than ever. The good news is that mental flexibility is a skill that can be taught and honed. Here’s how…

Coaching leaders in times of rapid change and transition

The last few weeks have demonstrated a key principle of change: Change happens FAST, transition is slow. It takes time to understand what has changed, to develop new rhythms, and to build the new normal. These are not easy transitions. With a few waves of a pen, the world has undoubtedly been thrust into a season of transition. And the changes are far from over.

7 Questions to Boost Creativity

Has your client been doing the same events for years even though they are getting diminishing results? They are in a ministry rut. Here are 7 questions you can ask to boost creativity for more effective ministry. 

When Your Coaching Client is Wounded

Sometimes new—or old—wounds hold clients back. Here is what you can do to help and what to do when you can’t.

Coaching Through Decision Fatigue

The world is changing at breakneck speed. For many ministry leaders, new innovations are seen as roadblocks to their mission and vision. Constantly navigating around them is exhausting. Here is how you help those leaders keep moving forward.

Drilling down for insight

Giving feedback is a learned skill.  Helping someone grow in this area can be a game changer. But you must slow down and remain present and ask reflective questions.

Building Cultural Awareness for Effective Coaching

If you are working to make your coaching client list more diverse, the best place to start is with a refresher in cultural sensitivity

Coaching for Resourcing 

Fighting a scarcity mindset by helping clients see God’s provision.

A Military Strategy for Coaching Ministries?

Big changes are needed to halt the decline of the Church in America. However, even small changes can be met with heavy resistance. Many pastors have tried to implement healthy changes and admit that it feels almost impossible. Here is a strategy that might help.

The Organized Coach

If you are coaching more than a handful of people, you know it can get hard to track all the moving parts. Here’s how you can keep it all organized.

Helping clients define discipleship

Here’s a great exercise I picked up from Dave DeVries. If your client wants to make not just disciples, but disciplemakers– people who can make other disciples– here is an exercise to try… 

Avoiding vision whiplash 

If your coaching client’s ministry is constantly evolving their staff and congregation may be experiencing vision whiplash—and it’s painful. Here’s how to help…

What to do when your client is stuck 

You have a coaching client who just isn’t moving forward on their goals. It happens to all of us. These 7 principles will help you troubleshoot and realign to gain momentum.

Before you give up on your coaching ministry

Something feels off in your coaching ministry. Attendance is down, excitement has waned, things feel stuck and you’re wondering if it’s just not going to work. Before you close up shop read this.

 Revitalizing energy for coaching

If you aren’t seeing results, your energy for coaching will become depleted. Let’s look at how well you are empowering the people you are working with.

Choosing the right coach

Many—if not most—of the people who have tried coaching and say it doesn’t work have all made the same mistake: they chose the wrong coach.

An Exercise to Define Your Ideal Client

Whether you are just starting your coaching practice or you have been at it for a long time – knowing your ideal client is so very important.

How to tell if you are a great coach

Anyone can say they’re a great coach. In fact, read through coach bios online and it sounds like they all are great. But you know that’s not always the case. How can you know where you really stand?

What sets you apart from other coaches? 

What makes you unique as a coach? Hint: It’s not your area of expertise.

Principles for a thriving staff

Senior Pastors carry the responsibility to guide their church toward healthy growth. It’s a big red flag if their staff is failing to thrive. 

How is your follow-up question game?

You know that good coaching requires good questions—and you may already be good at asking those. But what about follow-up questions? Even those with strong coaching skills can sometimes fall short when it comes to a skill commonly called piggy-backing. 

How to Make Change Stick

As a coach, you know change is hard. That’s why people need the help of a coach when making real change stick.

Working with Clients to Declutter Time

Spring is here… and so is spring cleaning! But have you ever thought of spring cleaning applied not just to your house and garage but to your time? Your calendar? Your list of responsibilities?