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16 minutes | Jun 11, 2020
Ep. 12: Neighborhood Church Pt. 4
Episode 12: Neighborhood Church Pt. 4 In this episode, Mingo outlines how neighborhood churches can serve the people they’re in proximity to. We value being “For” our neighborhoods on a regular basis. This conversation gives some examples and some clarity to how we will serve our communities on a regular rhythm. Tweetable Quotes: Maybe you are more open to doing something with your hands than your heart. Or maybe with your head. Have a posture of service. - Mingo PalaciosClick To Tweet They are seen, and they are loved. You are one of the steps God is using for their transformation. – Mingo PalaciosClick To Tweet You would experience amazing God-inspired events. You’d be so surprised by that one person will pay it forward, and you will find yourself with God in those moments. - Robert CortesClick To Tweet You will grow your faith, and you will experience God in a new way. - Robert CortesClick To Tweet About Episode 12: Robert Cortes and Mingo are doing a deep dive into the neighborhood church model. Start at the beginning and listen to all the podcasts. At the time of this recording, we’ve been sheltering in place and now can regather. Today we are talking about outreach and how to pivot your neighborhood church to serve the neighborhood where it lives. Be that neighborhood’s care focal point. Have a “For Neighborhood,” so be for Terra Santa. Be for your neighborhood events and your neighborhood events. For the last Sunday of the month, replace the post-service discussion with a “For Neighborhood” Service Project. Think about how your neighborhood church can do something good for your neighborhood, a family, a nonprofit, or a local business. Listen at 3:55 for a list of examples. Use this as a top of the funnel experience for those who aren’t so comfortable coming to a backyard or neighborhood church experience. “Maybe you are more open to doing something with your hands than your heart. Or maybe with your head. Have a posture of service.” – Mingo Put yourself out there. Celebrate the win that you offered to help a dozen homes around your neighborhood church. Robert and Mingo share a funny story at 7:50 how they pivoted when no one showed up. Give your neighbors touch that they are seen and loved. You are one of the steps God is using for their transformation.” – Mingo Shannon wrote, “Hope Sent Letters,” that was specific and vague at the same time. Then would place them at places at the gas pump or ask God which mailbox should I put this in? She’d take half a dozen letters and place them around. Are you taking the “Hope Sent Challenge”? “You would experience amazing God-inspired events. You’d be so surprised by that one person will pay it forward, and you will find yourself with God in those moments”. – Robert Imagine 10 neighborhood churches meeting for one year that means 120 acts of service opportunities. What you think will be a sacrifice; God will meet you in return. “You will grow your faith, and you will experience God in a new way.” – Robert Thank you for reading. If you haven’t yet, listen to all the podcasts in this series. We are streaming this on three podcasts. We are happy to keep the conversation going on 1-on-1 bases with your team. Connect with the speaker, and check out the resources mentioned in this episode: Microsite Ministry: https://micrositeministry.com/ Mingo’s Instagram: https://www.instagram.com/mingo2/ Robert’s Instagram: https://www.instagram.com/rebelfishlocal/ DM us if you’d like to be considered to be interviewed on the podcast.
28 minutes | Jun 3, 2020
Ep. 10: Neighborhood Church Pt. 2
Episode 10: Neighborhood Church Pt. 2 In this episode you’ll hear core values that every neighborhood church will share. Follow along with Mingo as he details this out of the box concept and defines the format options, and the service flow of the neighborhood church model. Tweetable Quotes: You might make some new friends, deepen your relationships, or even meet your future spouse. - Robert CortesClick To Tweet We believe at the core of our existence that the church didn’t close. We’ve become more missional, more loving, more purpose-driven than ever before – Mingo PalaciosClick To Tweet The best mission is when the person takes up the responsibility for the Biblical mandate to help another person find and follow Jesus. – Mingo PalaciosClick To Tweet Be the people God has put us in proximity to. – Mingo PalaciosClick To Tweet About Episode 10: 1:00 – Neighborhood Church defined 2:00 – Values of a neighborhood church 11:47 – values recapped 13:00 – Service Flow 24:00 – Final thoughts for the listeners This is part 2 of a 5 part conversation about neighborhood churches. And what it looks like for a more substantial conversion of what it looks like to regather. This is from Mingo’s notebook, his playbook of what it looks like to regather at Torrey Pines Church in La Jolla, California. Several churches have been walking with us during “shelter in place” to “open for business.” “We believe at the core of our existence that the church didn’t close. We’ve become more missional, more loving, more purpose-driven than ever before”. – Mingo What’s a neighborhood church? It’s gatherings of folks who gather by the dozens who collect in homes, dorms, parks, or backyards to host any particular church service. A neighborhood church expresses five essential core values. Read the last blog or listen to the previous podcast to learn the Service Format. Today we are going through the Service Flow. Think about this. What are the values of a neighborhood church? You need to understand what you hold so dear to your heart. Our 5 Neighborhood Values: Value #1: Mission – people helping people find and follow Jesus. “The best mission is when the person takes up the responsibility for the Biblical mandate to help another person find and follow Jesus.” – Mingo You should be on a call before your neighborhood church and another call after. Value #2: Display and experience first hand that circles are always better than rows. Some neighborhood churches and microsites got so big that they had to be in rows. But when you are in circles, everyone’s perspectives and position are valued here. You get to demonstrate circles are better than rows physically. If you have an iPhone and Bluetooth speaker, just listen then take planned breaks during the service. Value #3: You Can Do It And We Can Help. Right now, most churches aren’t meeting. Most churches are wrapped around the idea that we can do great things, and maybe you can help. BUT this neighborhood church model flips it on its head. We will be available before by call, during by text, and after as a team to talk about what you went through. We are here to support your effort. Value #4: Get To Experience Our Word For The Year WITH. 3 Experiences Of The Word WITH: With God With One Another (believers) WIth Everyone (the world) You’ll experience this as you get comfortable with leading this neighborhood church. You will spend time with God preparing for this service and lots of time after praising Him for what He did. Listen at 9:25 for all the ideas of how to invite and get people at your neighborhood church. Think about, did you build your neighborhood church strategically so someone could grow and mature. Value 5: That We Would Be For Our Neighborhoods “Be the people God has put us in proximity to.” – Mingo Understand that their in a neighborhood, and there is an outworking of 4-hour neighborhood service opportunities. Who do you see on your block that needs groceries or to fix their car? Maybe you know of an organization that needs help at a food bank. “You might make some new friends, deepen your relationships, or even meet your future spouse.” – Robert Finally, Mingo and Robert discuss the Service Flow. Listen to the podcast starting at 13 minutes and feel confident that you can launch a neighborhood church. If this would make a difference for someone on your team or a fellow church in your city, share this blog or the podcast. We are all in this together. Connect with the speaker, and check out the resources mentioned in this episode: Microsite Ministry: https://micrositeministry.com/ Mingo’s Instagram: https://www.instagram.com/mingo2/ Robert’s Instagram: https://www.instagram.com/rebelfishlocal/ DM us if you’d like to be considered to be interviewed on the podcast.
34 minutes | Jun 1, 2020
Ep. 09: Neighborhood Church Pt. 1
Episode 9: Neighborhood Church Pt. 1 In this episode we define house churches, neighborhood churches, and community churches. We detail why each are distinctly different, and all have an ongoing place in our church context. Tweetable Quotes: Say, yes! Don’t look back and wonder what could have been. God has something for you right now. So why not take a chance. What’s the worst thing that could happen? - Robert CortesClick To Tweet Have IC in YOU conversations that allow people to set up and serve. – Mingo PalaciosClick To Tweet Our hope is you create spaces where people feel welcomed, they feel seen, and walk away feeling valued and known. – Mingo PalaciosClick To Tweet About Episode 9: 00:01 > introduction of Mingo Palacios & Robert Cortes 3:25 > beginning for people already connected to our network. 7:51 > Neighborhood church defined. 12:10 > 3 Phases explained. 14:50 > Roles Explained. (Venue Host, Service Host, Hospitality) 21:00 > Service formats option 1: plug and play option 2: part live – part video option 3: all live (teaching and/or worship) 25:56 > short recap Last one: 27:00 > Proximity and geography What do we do at this moment when they are speaking to churches to “regather”? I’m sure you’ve been more missional and open to pivoting during this time. What’s the best route? Do we open, do we not? Robert and Mingo use the microsite experience. What is a neighborhood church verse a home church? What’s the WHY behind the WHAT of a neighborhood church? The past three months have been a blur. We’ve been doing a shelter in place church experiences with growth groups meeting over Zoom and youth meetings over Instagram and Tik Tok. We’ve been honoring the not coming together to respect our community and government. Imagine gathering 3-5 families or households, and we are calling this a neighborhood church. The microsite model is being retooled into a neighborhood church to build it uniquely for your community. Some benefits of microsites are to gather people who live in the neighborhood. You get to know your neighbor and get to know people who frequent the area. Now in this season, people are concerned about their physical health… A neighborhood church is “an open community that gathers by the dozens, connecting in homes, apartments, dorms, parks, and backyards to host particular services and churches.” You aren’t getting together more than 20 folks. You could also do this in a local business or a beach. Right now, we are considering neighborhood churches and dealing with heavy restrictions here in California. Make sure: Everyone is masked Everyone is 6 feet apart in all directions You are only allowed up to 25% of that room’s capacity Then you have to cap it at 100 individuals Do you have a CONCERN? And are you saying “Hey, I want to run a church, but I don’t’ want to deal with all the things of running a service”… Here are the essential components of running a microsite/neighborhood church. There will be three main roles, plus helping hands. 3 Roles of a Neighborhood Church: Venue Host – they come to your condo or home, and you communicate with the team how many people we can have couches for. Service Host – the logistics of what will go into an actual service. Be ready with a quick devo even if it doesn’t match the message, and you won’t fail. You need to know how the service will go…like two songs of worship, announcements, and we are studying the book of James, an opportunity to pray for people and discussion questions. Service hosts, you just need to watch the YouTube video to prepare for the Sunday service. Here’s example info: Venue Host says – “Hey I’m pastor Mingo and welcome to your neighborhood church, i”m going to take one minute to present our service host before we get into the program:” Service Host says – “ Hey, that’s me. If you need anything, I”m here. When he is done with his part, I’ll have mine”. Make sure the internet is working, and everyone has water! Think of what will be a great experience for everyone coming to your location. Think of Jesus as the Good Shepherd, who always goes ahead. You don’t have to have a team. It could be a married couple, then you maybe flip-flop those two roles and empower people coming to your neighborhood church. Have “IC in YOU conversations” that allow people to set up and serve. “To get more people, should you host an open bar”? – Robert Listen at 19:00 minutes to hear the response from Mingo. Our hope is you “create spaces where people feel welcomed; they feel seen and walk away feeling valued and known” – Mingo. When we did Microsites, it was a plug and play service then you’d play the “catcher” at the end where you try to contextualize for the group. As the service host, you get to decide what kind of neighborhood church you want to be. 3 Versions For Your Neighborhood Church: Version 1 – You just have people over and click play on the YouTube video. When the YouTube video is over, you say, “what does that mean for us”? Then you facilitate a conversation. Version 2 – It is 50/50 on the teaching. Set up a shorter sermon, and from YouTube, you set up the talk and provide notes for the service host to take on the second half of the message. Before the week prior, you can get on a ZOOM call with your pastor to get the download of where we are trying to take each of our neighborhood churches. This is great for people who have the gift of teaching. It’s for people who want to elevate their ability to host, teach, study, and communicate God’s Word. In a traditional service model, there aren’t many opportunities for people with the gift of teaching to teach. They may get an opportunity to teach in student ministries, a growth group, or a one-off Bible study. Pastors, in this season, you can disciple and cultivate in their gifting. Even if it is rough getting started, you will have a group of people who are able to teach scripture well. Version 3 – We are calling this “Unplugged Neighborhood Church.” Ultimately that means whoever is the leader of that group will have already connected with your worship pastor for the worship setting, and your teaching pastor knows the teaching setting. They practice and deliver a live service both worship and teaching for their neighborhood church. WHAT!?!? Some people may be thinking, “there is NO WAY I’d do that”! Or others have been saying, “this is what I’ve been praying for.” This will be a crazy regathering season as you release control. We want this to be high touch with teams, but we know and understand that it can’t be high control. We know we have to go “trial and error, ebb and flow, wash and repeat and get better.” – Mingo Most likely, this is in line with your church’s mission. Our mission is “people helping people find and follow Jesus.” Let’s Review… A neighborhood church is PHASE 2 of the regathering plan. We gather in dozens, but not many people have room for over 24 people. The emphasis is on hyperlocal, so you invite your close friends and family and open your home up to others in your neighborhood. You may get the questions, “but my closest friends aren’t in my neighborhood; they are 5 or 10 miles away. So if she is 25 miles away, does that mean that I can’t invite them to my neighborhood church”? NO! Start with who you know—the people you love and are comfortable with. But if you stop there, your neighborhood church falls short. Invite non-believers and new believers to have a conversation that will change your life. If you look at social media, people are so polarized. So it isn’t an either-or. You can’t force someone out of their comfort zone. Don’t go finding the holes, then go to Facebook and share all your woes. This will be a FUN ride! If you are feeling tense, belong to one before committing to lead your own. “Say, yes! Don’t look back and wonder what could have been. God has something for you right now. So why not take a chance. What’s the worse thing that could happen”? – Robert You aren’t stuck, and you are part of a team. You are on a community adventure with people you love. Imagine if the speaking pastors you watch on YouTube show up to be apart of your neighborhood church. Is this firing in your mind? SHARE this! “If my bullets fit your gun, shoot them.” – Rick Warren If you want more information contact email@example.com Connect with the speaker, and check out the resources mentioned in this episode: Microsite Ministry: https://micrositeministry.com/ Mingo’s Instagram: https://www.instagram.com/mingo2/ Robert’s Instagram: https://www.instagram.com/rebelfishlocal/ DM us if you’d like to be considered to be interviewed on the podcast.
5 minutes | Apr 9, 2019
Ep. 08: The “K” in TEAMWORK is for KEEP ON LEARNING
EP. 08: THE “K” IN TEAMWORK IS FOR KEEP ON LEARNING All leaders are learners. The moment you stop learning, you stop being a leader. As I consult with churches, I’ve seen that growing churches require growing leaders. Another proverb says “The intelligent man is always open to new ideas. In fact, he looks for them.” (Proverbs 18:15, LB) Do you do that? Do you encourage your team members to keep on growing, developing, and learning? At Saddleback, our staff is constantly reading books and listening to tapes to sharpen their skills and develop their character. If you practice these eight T.E.A.M.W.O.R.K. values with your team, you’ll experience a new level of teamwork in your church that will take your ministry to new heights. QUOTABLE QUOTES No one knows everything, but everyone knows something. – Tyler HoferClick To Tweet Sometimes we fall short because we think we need to become masters of the thing. And you forget that God calls us to be great stewards of the people who come into our camp. And so don't stop learning. – Mingo PalaciosClick To Tweet DOWNLOAD TRANSCRIPT Grab your reading glasses and download the PDF here. READ THE TRANSCRIPT Tyler Hofer: All right, we are at the final value letter for this talk. So you’ve made it all the way. I feel like we need a drum roll for this last one. Mingo Palacios: We did it! It’s the last value. Tyler Hofer: So, we are on letter “K” and the value for that is knowledge. And really what we’re talking about with this value is that as a leader, as someone who’s in a position of leading teams or is on a team, you need to continually be learning in that position. And so I think we should’ve put leaders are learners or being a learner, but it doesn’t fit with our acronym. Mingo Palacios: Right. Right. Yeah don’t mess it up dude. Carolina Corrales: Don’t mess it up. Tyler Hofer: But in Proverbs 18:15, it says that intelligent people are always ready to learn. You can underline always there. Not sometimes, but all the time they’re continually learning and it says their ears are open for knowledge. And so some of the points that I want to talk about here is that no one knows everything, but everyone knows something. So in any team that we have, any environment, we need to understand that, that no one knows everything. No one is the all powerful source of knowledge on that topic. Mingo Palacios: Although some people might think they are. Tyler Hofer: Yeah. Mingo Palacios: But this is actually a great way to dispel that spirit of like, “Oh I am actually the carrier of all this information.” Tyler Hofer: Then on the flip side of that is that everybody knows something that other people don’t know and they can contribute. This all ties in so closely with the other values we’re talking about, about encouraging people to give their ideas, to ask questions and to know that everybody can contribute their knowledge to the mission that’s at hand. Mingo Palacios: I do agree with you that a great way to cap it is the idea that leaders are learners. Right? And I think that there are some people who will like self declare that there’s nothing more to be learned concerning that position. Think of like somebody who runs like maybe coffee or maybe like as a greeter and they go like, “I know everything about this” and the minute that confession comes out of their mouth, they’ve actually revealed that they are done learning, which means, you know, you have to really ask the question like are you really leading? Like, is that the best foot forward here that you can actually arrive at the sum total of everything there is to know about this particular opportunity? Carolina Corrales: Yeah. Mingo Palacios: You’ve got to really check the heart of somebody who like confesses like, “I’ve reached the Max Pinnacle of this experience.” It might even be an opportunity to move somebody through the ministry. Maybe it’s time to draw them in at a deeper level and say, “Well, you don’t know everything about x.” Maybe it’s like, “You might know a lot about that particular position, but why don’t you come closer, serve in even more a deeper level and learn a few more things concerning this area. It’s a great challenge for somebody. Tyler Hofer: Yeah. And Sometimes Carolina and I get together and talk about volunteers that we see that are ready to take that next step. And teachability is always one of the things that we come to. Are they teachable? Are they willing to learn? Yeah. Are they ready to take that next step and be teachable in that? Carolina Corrales: And we have an acronym for that. Tyler Hofer: We do. F-A-T-E-S. Mingo Palacios: [laughing] Carolina Corrales: Faithful, available, teachable, and eager. Tyler Hofer: Eager. Right? I think so. Enthusiastic, eager, it could go either way. Yeah. Mingo Palacios: For another teaching lesson. Tyler Hofer: We’ll unpack that later. Mingo Palacios: So good. But just the fact that knowledge, the value of learning and you know, I’ll tell you what will work against this. This is such a great point. It’s interesting that it’s the last point because if you’ve had several seasons inside of any camp, you might think that you’re done. Like, “I know this place through and through like the back of my hand” and I’ll just challenge any buddy listening, anybody on a team or anybody leading a team, there’s always more to learn. And it doesn’t necessarily mean that it’s the practicum of doing the particular ministry, but it’s learning about the people that have signed up for the ministry. That is an endless well of learning opportunity. And sometimes we fall short because we think we need to become masters of the thing. And you forget that God calls us to be great stewards of the people who come into our camp. And so don’t stop learning. Don’t, call it a day once you’ve mastered the checklist, but remember that it’s about learning the rhythms of the people that are coming in to your ministry circle. Carolina Corrales: Yeah, absolutely. Tyler Hofer: Yeah. So to put a bow on this point, our last value is that leaders are continually learning that nobody knows everything, even though they think they may know everything, but everyone knows something that they can contribute to what the mission is. Mingo Palacios: That’s awesome. Tyler Hofer: Yeah.
7 minutes | Apr 9, 2019
Ep. 07: The “R” in TEAMWORK is for RECOGNITION AND REWARD
EP. 07: THE “R” IN TEAMWORK IS FOR RECOGNITION AND REWARD The more credit you give to others, the more you develop team spirit. It’s that simple. The Bible says, “Give honor and respect to all those to whom it is due.” (Romans 13:7, LB) QUOTABLE QUOTES What gets recognized gets repeated. - Carolina CarrolesClick To Tweet DOWNLOAD TRANSCRIPT Grab your reading glasses and download the PDF here. READ THE TRANSCRIPT Mingo Palacios: What’s next in the full acronym is we’re making our way through teamwork. We’re on “R” right? Carolina Corrales: We are. For recognition. And I really love what Romans 12:10 has to say about this. Mingo Palacios: Okay. Carolina Corrales: It says, “Love each other like brothers and sisters. Give each other more honor than you want for yourselves.” And I really liked that because I feel like, you know, we were having a conversation about this earlier about how when I first started serving, I wanted recognition, I wanted people to know, to see what I was doing. And I think as I’ve matured over the years, that just went away. And I feel like I should be recognizing others for their good work. Mingo Palacios: Yeah. That’s good. Carolina Corrales: What they’re doing. It’s not that I don’t want to be recognized, it’s just that I understand the value that that provides for a volunteer or somebody new that needs to feel that recognition because I was there once. Mingo Palacios: Yeah. That’s good. And it’s not that recognition is a bad thing, right? Scripture tells us, right. Proverbs 3:27, “Don’t withhold good from those who deserve it when it’s in your power to act.” I think recognition fits inside of that. That statement that if you see something great, recognize it, speak it, vocalize it because how often are you doing something where you’re wondering like, “Man, I wonder if this is doing good for the greater org?” And how much better it feels and we we’re talking just about our feeling like when somebody goes, “Hey, I saw you doing that and that was solid.” You know, recognition is one of the most powerful things we can use as a tool in ministry when it comes to how we operate inside and on teams. Carolina Corrales: Yeah. And I think what gets recognized gets repeated. Mingo Palacios: So true. Are you a parent? Carolina Corrales: I’m not. Mingo Palacios: But it’s really true. I think of like when we have kids, you reinforce by recognition the things that you really want to see exemplified and internalized with your kiddos. It’s the exact same with volunteers or team members that as leaders, as we continue to recognize the things that are superb on a team, you’re telling everybody else subliminally, “That’s the way we operate here” right? So if somebody is really encouraging, if somebody is being selfless, if somebody is going above and beyond, when you recognize those things, you’re really instilling that. That’s how you build culture inside of a team. If you’re wondering how. Tyler Hofer: Yeah. Carolina Corrales: Oh yeah. Tyler Hofer: And you know what’s interesting is that Carolina was talking about her own experience and her leadership where early on she wanted to be recognized for the things she was doing and as she’s matured, she passed that recognition on to others. And yet in that process, it’s like the catch 22, she became more recognized, more familiarized. Like, if come on to Torrey Pines campus, now people know who you are. Mingo Palacios: She is a celebrity. Tyler Hofer: You are recognized. Mingo Palacios: Can we just stop for the celebrity? Tyler Hofer: [laughing] Mingo Palacios: Are You Carolina? Oh my gosh. Carolina Corrales: [laughing] Tyler Hofer: So it’s like that faithfulness is being rewarded in other ways. Mingo Palacios: Yeah. That’s good. Tyler Hofer: So there’s like, recognize has like that dual connotation to it. Mingo Palacios: It’s super good. And I do, I’m going to reaffirm the fact that you mentioned in your maturity as a believer, like there was a season when getting recognized was really fulfilling. But I do believe that like, as we continue to be seasoned leaders as we serve over time we really understand that there’s a value in recognizing other people. And I think that that maturity, it unpacks or it reveals itself that your value is not coming inside of what it is that you do; you’re not getting your value out of what you do early on, that it’s an association that’s A-ok, but you realize that your value comes from who you are in Christ. And so the value of getting recognition minimizes because you know the value of using it as a tool to say like Paul did, right, “Follow me as I follow Christ.” He’s saying if there’s an example to be celebrated, let’s go ahead and celebrate that. I think that it really is the key component in the idea of recognition or recognizing people for the good they bring to the team. Carolina Corrales: Yeah. And I think I feel like for anybody that’s watching, like just asking yourself that question, like, what gives, you know, how can we give each other more honor than we want for ourselves. Mingo Palacios: Yeah. Carolina Corrales: What does that look like on our teams? What does that look like in, in life and our everyday life? Yeah. Mingo Palacios: And why do I want honor, right? Like why do I want to be recognized? So I think that is cool, like give each other more honor than you want for yourself. A great question for anybody serving on a team is, you know, what is the root reason why you want recognition? And that’s a great, that’s a maturing question to ask yourself. And it might be a great question to dialogue together as a team. Like when it comes to recognition, is that something that I’m trying to get, like am I trying to get fulfillment out of people seeing that I’m doing a good job or, we’ve talked about this as a team is, am I coming to the table full of recognition that Christ sees me as a child, a daughter, as a son, as a one who’s inheriting all that I’ve already like promised. And so I serve out of that fullness instead of serving out of a desire to be filled, you know? Carolina Corrales: Yeah, for sure. So just to recap- Mingo Palacios: Give me a good recap. Recognition. Carolina Corrales: Oh wait, hold on. Mingo Palacios: Pausing for pausing for the big recap moment. While you’re pausing, I will say this, I wrote this in my own notes that as leaders, whenever we recognize or we use the tool of recognition versus reprimand, the idea of saying like, “Hey, you really missed it there. If you can recognize something great out of somebody, even in the moment of reprimand where you’re having to like, correct some behavioral thing or something that was missed, you’re always going to earn a better response. So recognition over reprimanding, right? Point out what’s good, what you want to see happen over and over again. That’s in the same way I think about raising my child, right? You can reprimand a child over and over again, but you get such a better response when you draw out of them the thing that they’re doing well, they want to continue to do that well. Carolina Corrales: Yeah. I think just to recap something on recognition is that God can do great things through people who don’t care about getting the recognition. Mingo Palacios: Yeah. It’s so true. Carolina Corrales: It’s huge. Like when you get to that mindset and you will eventually, you get more value in being able to recognize someone else. Mingo Palacios: Yeah. It’s true. Carolina Corrales: And you just feel like you almost feel that. You feel that maturity. Mingo Palacios: Yeah. It’s funny because Carolina is talking about this and she doesn’t realize that she is like the perfect example of this whole recognition deal. Right? In one season, hoping to be recognized for a job well done. And then just as we recently pulled off a team night, she’s the one that’s dishing out recognitions. Tyler Hofer: Yeah. Mingo Palacios: Good job. Carolina. Carolina Corrales: Thank you. Mingo Palacios: What’s next? .
8 minutes | Apr 9, 2019
Ep. 06: The “O” in TEAMWORK is for OPEN COMMUNICATION
EP. 06: THE “O” IN TEAMWORK IS FOR OPEN COMMUNICATION Open communication is the cornerstone of great teamwork. Proverbs 13:17 (LB) says “Reliable communication permits progress.” There are three common barriers to great communication: Presumption – How many problems have been caused by the phrase “But I assumed…”? Here are some fatal assumptions: assuming that there’s only one way to see a problem; assuming that everyone else feels just like you; assuming that someone will never change (they do); assuming that you can know someone else’s motives (you can’t). Impatience ruins open communication because we are more interested in what we are going to say than listening to what others say. Impatience causes you to jump to conclusions. Pride – When you think you know it all, you are resistant to feedback, and you become defensive instead of really listening to others and learning. QUOTABLE QUOTES Now this I would argue is one of the greatest ways that the enemy attacks a team or the health of a team: that we have a cloudy or convoluted communication. – Mingo PalaciosClick To Tweet DOWNLOAD TRANSCRIPT Grab your reading glasses and download the PDF here. READ THE TRANSCRIPT Mingo Palacios: The next value in teamwork is actually “O”. It’s open communication. And I actually love the scripture reference that’s brought out of this in Genesis 11. We’ve always heard, if you’re like a part of church for any amount of time, you always know the Tower of Babel as a story of something that goes horribly wrong. But I love that it actually shows the power of open communication. In Genesis 11 it says this, “As if one people speaking at a speaking the same language they have begun to do this, then nothing they plan will be impossible for them.” So it’s articulating the idea that these people with one mission, one consistent language, one focal point had done something so significant that the author actually writes, nothing they planned would be impossible for them. That’s the power that is able to be grasped or gotten or received when we understand what it means to use open communication. Now this I would argue is one of the greatest ways that the enemy attacks a team or the health of a team: that we have a cloudy or convoluted communication. And as a communication major, I’d like to think that there are some great tools that we can bring to the table as a team or some great values that we can give individuals in order to keep communication at its prime. So what are three blockages that we can experience as a team when it comes to communication? The first one is that we would grasp on to presumption, that we would presume things of people. And you and I both know, like when we start buying into that internal dialogue of what we think this other person is thinking or what we think what ought to be done or we think our own perspective is the only right perspective, we can instantly create blockages in communication. I don’t think it takes very much for any of us to think of ways or times when we’ve come to an idea. We’ve come to a moment in our ministry, we’ve bought our own presumed best route and we’ve failed to realize, “Gosh, there could have been two or three different ways that would have been just as good, if not better,” but because we presume something we actually robbed the collective value of a team giving that kind of input. The next one is impatience. Nothing will disqualify or discredit the ability to have open communication, like being impatient, right? When we don’t take time to really value what could be considered in a ministry or we don’t take time to actually hear or take in the valued insight from each person. If we make an impatient call, oftentimes it’s not the best call. So, presumption, impatience and the next one is pride. Just thinking that what we’ve got or what we will receive if we are the person that comes up with the best idea, man, it so quickly can chop down the quality experience of a team because somebody is trying to stack chips inside of their own pride corner, right? “That I am the best. I’m the most consistent. I’m the most qualified.” You want to talk about something that will erase the momentum of a team really quickly is somebody’s perspective of themselves instead of seeing the greater whole or the greater good of a team. So, what are two key success observations for anybody operating on a team hoping to capitalize on open communication. I’ll say this first one. Learn to ask questions. Man, if we are a team that leads with great questions, we can turn over every stone. We can approach every possibility with great detail. And instead of coming, you know, heavy with answers or heavy with directives, to be consistently asking questions, I think brings value to every person on the team. So Carolina, what do you think? Tyler, what do you think about this situation? You involve people, you give them posture, you give them a place to actually put something of input on the table, even if they don’t think it’s a great idea just to ask the question brings people in. Right? We’ve all been a part of a great circle where questions actually qualified people to belong. Tyler Hofer: Yeah. I love how these values are like building on one another. Because I’m thinking back to points that Carolina talked about that I talked about and how we need to create a culture that it’s safe to ask questions. Mingo Palacios: Yeah. So good. Tyler Hofer: And no question’s a stupid question or whatever off the table. It’s like creating a culture where yeah, you’re, you’re welcome to question this and try to make this better and communicate that. Mingo Palacios: Yeah. You know, it’s good. And sometimes as a leader it can feel like if you’re like me, you lose patients when people are asking questions. But you have to see it as a capitalizing moment, right? So not to disqualify or discredit a question, but to say like, “I appreciate that there might be a better place where we can actually like apply that question but for this moment” and then finish the sentence or close the gap on whatever it is that you’re trying to accomplish. Carolina Corrales: And I think sometimes we make presumptions. Mingo Palacios: Fair. Carolina Corrales: We think that people can’t ask a question or you know, and so people need to feel like they can ask those questions even if we don’t, um, it’s not presumed that they know. Mingo Palacios: And it’s so good too because not everybody on a team all started at the same time. So what if you have somebody who started just five days ago and somebody who’s been serving for five months, the presumption which would actually break down communication would be like, “Oh, you don’t know this already?” Carolina Corrales: Yeah. Mingo Palacios: Right? How much would that ruin somebody’s trust on a team for a team? Because somebody on the team was exercising their pride, right? Making a presumption that you ought to know this by now. Right? So as a leader, if you see that show up on your team, you’ve got to snip that and you’ve got to bite it quickly. Don’t do it in front of everybody. But I think that you need to be really keen to remind the people that are serving alongside of you. Let’s not make presumptions of anybody, especially when it comes to church culture. Good night. Like, as Christians, we sometimes forget that there are people who have never had a run in with church or run in with serving on a team, let alone a healthy team. Sometimes you’ve got to bring people back to health as they like try to belong to a team they’re being called to. The second one is this, when it comes to ways that we can successfully exercise, open communication, learn to listen with your eyes. And this has everything to do with body language, right? You might be getting the right answers out of somebody, but their body language is suggesting maybe they’re not confident, like to a total degree that you could help them gain that confidence with. Or, maybe their body language alone is telling you they’re not ready for something. Or maybe they’re super eager for something, but just learning to see both the situation as it presents itself but hoping maybe that you can get even more insight, not just by hearing the right answers, by looking at someone’s posture and looking by somebody demeanor, right? All valuable. You’re thinking about something? You’re like, “Come to the table.” Like, “Yes” your posture is suggesting you believe this point matters a ton. So just to recap, open communication is all about understanding the power of what happens when we all are open with like what we think, what we feel and what we believe should be brought to the table. So how do you block powerful communication as a team? Do a ton of presuming, right? Have a load of impatience, have no patience for anybody and just live and soak up all that pride that like, you know you ought not to. So you want to block the health of your team, presume a ton. Be super impatient and just love and live inside that pride. You want to have some serious keys to success when it comes to open communication, learn
3 minutes | Apr 9, 2019
Ep. 05: The “W” in TEAMWORK is for WEEKLY STAFF MEETINGS
EP. 05: THE “W” IN TEAMWORK IS FOR WEEKLY STAFF MEETINGS For years, I asked my team to bring me a brief weekly report on a small 3-by-5 card. This kept the reports short and to the point. Then those cards became our weekly meeting agenda. Today we use email. Here are the four things you want to know as a leader: “I’ve made progress in ______________________________________” “I’m having difficulty with ___________________________________” “I need a decision from you on ________________________________” “I’m thankful for ___________________________________________” QUOTABLE QUOTES Every time we get together, there's an opportunity to go deeper in our relationships. And we know that the cost of that is time, but the value is that you feel more connected in every effort that you get together on. - Mingo PalaciosClick To Tweet DOWNLOAD TRANSCRIPT Grab your reading glasses and download the PDF here. READ THE TRANSCRIPT Mingo Palacios: So what’s next on the acronym? Tyler Hofer: All right, we are on the “W” value. We are halfway through. Mingo Palacios: Hey. Tyler Hofer: Rounding second heading towards home. The “W” stands for weekly team meetings. And so we want to be consistent in meeting with our teams. A scripture passage that we’re referencing for this value comes out of Hebrews 10, which actually is referencing the church as a whole. It says, “Let’s not give up the habit of meeting together, but let us encourage one another.” And so whoever the author of Hebrews is is writing to the church and saying, don’t neglect meeting together. Don’t neglect these consistent meetings, whether that’s weekly or I don’t know, however, however often they met back then. But weekly team meetings, gathering together for encouragement, for discipleship, for really learning what it is to be a team. Because if you’re a team, you need to be meeting together consistently and building that teamwork, that team mentality together. So, what do you think, Mingo, about this? Mingo Palacios: Well, I think the Hebrew actually in Hebrews refers to don’t just keep your team meetings across texts. I think that’s what the author was originally alluding to is don’t just rely on text messages. If I remember correct from my Greek and Hebrew classes. But in all, in all seriousness, I do think that it’s very convenient for us to reduce the time together just to reporting. In communication there’s like this whole theory on like the value between reporting and rapport, rapport being the relational end of our time together with those who are connected with and then reporting being like, what are the facts I need to know? And sometimes we have tools that can just prop up, like the reporting, like, “Hey, who’s covering what shift? What time are you going to get there? Who needs to be responsible for what?” And you actually lose the relational equity that comes when we come together. Right? Every time we get together, there’s an opportunity to go deeper in our relationships. And we know that the cost of that is time, but the value is that you feel more connected in every effort that you get together on. So that’s what I think. Tyler Hofer: Yeah. And we try to do that weekly in our pre service get togethers, whatever you want to call it, where we gather together as teams and we go over the assignments, we pray together. And so we’re trying to do that on a weekly basis. Mingo Palacios: Yeah. Tyler Hofer: And we’re getting better at doing that on a larger level with what just happened on Wednesday night- Mingo Palacios: Yeah. Team nights. Tyler Hofer: Where it’s like all teams getting together and celebrating the teams inside the larger team. And so- Mingo Palacios: Yeah, there’s momentum. You feel momentum, you feel a sense of growth when a team is actually numerically growing and you’re adding people to the circle. Carolina Corrales: Yeah, definitely. Mingo Palacios: There is all of that happens in person, right? You don’t get that sense of sweeping buy in and excitement across a text stream. Carolina Corrales: And I think a lot of it too, there’s communication so everybody knows what’s going on. Like, nobody feels like they’re in the dark. They don’t know what’s going on a Sunday. People are in the know and people want to be in the know. Tyler Hofer: Yeah. So just to summarize, weekly team meetings are so important to the health of these leadership teams, so yeah. All right. What are we going to talk about next?
5 minutes | Apr 9, 2019
Ep. 04: The “M” in TEAMWORK is for MANAGEMENT OF MISTAKES
EP. 04: THE “M” IN TEAMWORK IS FOR MANAGEMENT OF MISTAKES The Bible teaches: “Even though a righteous man falls seven times, he rises again.” (Proverbs 24:16, NIV) I love that saying because it points out that even righteous people make mistakes and stumble occasionally. Mistakes are not failures, because you’re never a failure until you give up. Mistakes teach us what doesn’t work. If you’re not making any mistakes, it means you’re playing it safe and not trying anything new. I tell my staff that I want every one of them making at least one new mistake a week – as long as it isn’t the same old one! Mistakes are how we learn and get better. QUOTABLE QUOTES We don't want people to expect that they'll never make a mistake, but as leaders, we can really manage the quality of that experience by chalking it up to an education. – Mingo PalaciosClick To Tweet DOWNLOAD TRANSCRIPT Grab your reading glasses and download the PDF here. READ THE TRANSCRIPT Mingo Palacios: So the next value inside of the acronym teamwork is the “M”. And it’s all about how we manage mistakes, right? And so there’s management and mistakes. And then there’s the management of mistakes. I love what scripture says in Proverbs Chapter 24 it says, “For though a righteous man falls seven times, he rises yet again.” So notice the description of the man. It’s a righteous person. It’s not like a conniving person trying to tear something down. It is a well intended person, still can fall and inside of any ministry team inside of any volunteer team, we just have to anticipate mistakes. And there’s one way that you can really capitalize on a mistake when you run into it. And then there’s another way that can really dissolve a team. It can really break down a team and we’re going to articulate it right now. The bottom line is this, that when we run into mistakes, either as leaders or as volunteers, we want to identify it. We want to recognize it as an education, right? It’s a learning moment, not as a failure, right? And I think our internal dialogue would say, “Gosh, I really failed on that one.” Or you know, somebody can point you out and be like that, “You’ve failed there.” Right? But to elevate, to raise the culture and say, “Let’s call it an education. Right? That was a learning opportunity for all of us.” It creates safety inside of a team where we know we’re standing with people despite a misstep to go, “It’s an education, right? We’re going to learn from it. We’re going to come back from it, and we’re going to approach it in a different direction.” Tyler Hofer: Yeah. Mingo Palacios: Anybody have a personal experience with like how we manage the mistakes we make or the mistakes other people have made? Tyler Hofer: Yeah. I’ve been on a learning curve here at Torrey Pines. I mean, I’ve been here forever. I’ve seen a lot of change. Mingo Palacios: Since the beginning of time. Since the beginning of time. Tyler Hofer: I’ve seen a lot of change. Yeah. And just kind of growing into my new role that I’m in now, overseeing adult ministries, coming from youth ministry into adult ministries and being a part of this larger network of churches, I think that there’s been a lot of grace afforded to me. I’ve been called out at times of not thinking large enough, not thinking wide enough. Mingo Palacios: Yeah. Tyler Hofer: The language that we use can sometimes be misconstrued, can be confusing. And so yeah, I think that there’s definitely an education that’s come along with that of just being mindful of the language I use and how I talk and how I- Mingo Palacios: Present. Tyler Hofer: Yeah. Yeah. Mingo Palacios: How you build and construct inside the ministry. Tyler Hofer: Exactly. I don’t want to get too specific on things, but it’s just an education that’s an ongoing thing. And I’ve learned more in the last year of ministry than I did in the previous seven. And I love how God is stretching me in that area, but I’m also so thankful for the grace that’s been afforded me in the process. Mingo Palacios: I love it because your posture alone suggests that somebody is helping you see like every action, no matter, good or bad as an education, right? That you’re not getting like reprimanded for certain things as seen as like a failure. “Oh guys, we failed on this one.” And while certain educations come by way of like the wrong answer versus the right answer, if we can create a culture that says, “It’s an education we’re learning.” Right? The way we internalize things is by it mattering to us. And I think that the culture of a family and unity, it matters for us here. So when we find people that make mistakes in our ministry, not to like go, “Ah, you did it wrong.” Right? Or, “Man, you’ve done it wrong over and over and over again.” But to go like, “How do we see this as an opportunity to learn?” Right? And Carolina, you said something really great about how we address it if they’re in a group setting or an individual setting. Carolina Corrales: Yeah. Mingo Palacios: You can make or break somebody’s experience, Carolina Corrales: We’ve all made a mistake at once point in our life, whether it’s at work, at home, in life. And I think when, you know, in a work setting, if you have a manager that calls you out, publicly or you know, the manner in which they handle that- Mingo Palacios: Yeah. Carolina Corrales: I think you as a person, like you’re going to remember that. Mingo Palacios: Yeah. Carolina Corrales: And wouldn’t you rather remember the person that really helped you to- Mingo Palacios: Did it well. Carolina Corrales: Yeah, it did it well and helped you through it and helped you identify what it was that you did and how, you know, how we could fix that. Mingo Palacios: Yeah. That’s good. Carolina Corrales: But in a loving way. Mingo Palacios: Yeah. So it’s real simple. It’s not a big, it’s not to be over expounded on, but when you are managing teams, just to recap, when you’re dealing with mistakes or inconsistencies by way of like what we’re asking folks to like sign up for or like dive into, when you chalk it up to an education, you can relieve pressure of somebody feeling like they failed out. Right? We don’t want people to expect that they’ll never make a mistake, but as leaders, we can really manage the quality of that experience by chalking it up to an education than just being like, “Hey, you failed. Let’s try to fail less.” Carolina Corrales: Yeah. Mingo Palacios: [laughing] What’s next?
6 minutes | Apr 9, 2019
Ep. 03: The “A” in TEAMWORK is for AFFIRMATION
EP. 03: THE "A" IN TEAMWORK IS FOR AFFIRMATION Everybody is hungry for affirmation. When they don’t get it, they get cranky. It’s amazing how a smile and a simple word of encouragement can change a team member’s entire day. Four practical ways you can affirm your team would be: Valuing their ideas Appreciating their uniqueness Commending their efforts Praising their loyalty QUOTABLE QUOTES I believe that affirming people and the things that people bring to the table is very important, being on a team. One of the ones that I think is really important is their effort; their effort to just show up. – Carolina CorralesClick To Tweet DOWNLOAD TRANSCRIPT Grab your reading glasses and download the PDF here. READ THE TRANSCRIPT Carolina Corrales: So our next value is affirmation and appreciation. This is so important. I think people feel valued when they're affirmed for whatever it is that they're doing in ministry even just showing up to volunteer. There's a verse in the Bible that says, "I thank God, every time I remember you because of your partnership in the Gospel." That's Philippians one three through five. Mingo Palacios: That's good. Carolina Corrales: I believe that affirming people and the things that people bring to the table is very important, being on a team. One of the ones that I think is really important is their effort; their effort to just show up. They woke up a little early on a Sunday morning- Mingo Palacios: Their weekend! Carolina Corrales: And said, "I'm going to show up and I'm going to be there a little early for the team meeting and I'm going to volunteer." Mingo Palacios: Yeah, that's good. I think so oftentimes people as leaders of teams, we wait for the proof, how good was something done and then we wait to affirm that or we wait to appreciate that. And I think that's actually a misstep. So many people, I think they go through something that is unseen and then they say yes. Oftentimes that's often the biggest hurdle they're jumping is just to decide whether or not they're going to do it. And so it's a great practice. It's a great discipline as a leader to even appreciate and affirm somebody's yes. "Hey, I do want to serve. Hey, I am going to show up. I'd love to come and shadow you." Like just to really celebrate that win, I say it in most of our team leadership stuff that we want to celebrate every stepping stone like it's a milestone, right? And not wait for the opposite. It's like wait for something big to happen. Celebrate every small step. And that creates that culture of celebration and appreciation. Carolina Corrales: Yeah. And I think also affirming people's loyalty, which ties into consistency and trusting somebody. Mingo Palacios: Yeah. Carolina Corrales: The fact that they're saying, "I'm going to be on this team" however many times they want to serve a month, just as long as they're saying, "I'm being loyal to you" or to church. Mingo Palacios: To ministry. Carolina Corrales: Or to the ministry, saying, "I'm going to bring this to the table. I'm going to show up every other week or once a month" whatever it is, affirming that. We appreciate that. Mingo Palacios: Yeah. That's actually probably one of the biggest gaps that you can close is, you know, we just expect that somebody is going to continue to show up and just to say, "I'm so thankful you're here again this week." Like, that is a small investment that can go a long way. Carolina Corrales: Yeah. And then I think of also affirming people's differences.
12 minutes | Apr 9, 2019
Ep. 02: The “E” in TEAMWORK is for ECONOMY OF ENERGY
EP. 02: THE "E" IN TEAMWORK IS FOR ECONOMY OF ENERGY Even a thoroughbred horse can’t run at a full gait all the time. The quickest way to burn-out a team is to never let them relax. The book of Proverbs teaches: "A relaxed attitude lengthens a man’s life." (Proverbs 14:30, LB) If you want the people on your team to last, they must have some down time. Here are some ways you can promote an economy of energy within your team: Anticipate and compensate for personal and family energy drains, such as illnesses and new babies. Your team has a life outside of their area of ministry. Allow people to work at different energy levels on different days. Some days, everyone must work fast and energetic. Other days, it is important to slow the pace a bit. In the long term, slow and steady always outlasts the fast and furious. Plan your year in energy cycles. At Saddleback, we always build in rest periods for consolidation between major growth campaigns and initiatives. Allow flexibility in schedules when possible. Make the work fun! QUOTABLE QUOTES There's flexibility but communication is key of letting us know ahead of time. And so I want to dispel that myth of that the staff is upset or the leaders are upset when you decline. - Tyler HoferClick To Tweet Focus on the long haul. For leaders, we ask everybody to think long-term in serving in this ministry. – Mingo PalaciosClick To Tweet DOWNLOAD TRANSCRIPT Grab your reading glasses and download the PDF here. READ THE TRANSCRIPT Mingo Palacios: The "E" in teamwork stands for the economy of energy. And like at first pass, that makes absolutely no sense, but I'm going to try to like break it down for you. It's really how we manage what energy is required of us when we show up for a ministry or as we lead our teams. And Proverbs 14:30 talks about how a relaxed attitude lengthens a person's life and a relaxed attitude is actually kind of the core value for what it means to have the economy of energy under wraps. So, if I could put two words around it, I would say it's like a relaxed concern, right? We know what it's like to see leaders or volunteers operate in a stress concern and that is like, that's a disaster waiting to happen because just an average attendee can come in, make the wrong step, do the wrong thing on accident and if that person is under too much stress and they're overly concerned, it can be disastrous instead of a ministry. So we value, we highlight the idea that is brought about in Proverbs about that idea of a relaxed attitude, being able to lengthen not just a person's life, but somebody's ability to serve on a team for a healthy amount of time. So, what are some suggestions in a way that would actually improve somebody's economy of energy? Let me give you a few. The first one, don't expect everybody on your team to work at the same energy level all the time. And I think one of the best ways we can imagine this being worked out is like a ministry table that is set up and manned before service begins. Sometimes a volunteer will be so eager to get some signups that they'll actually be trying to chase somebody down before the service is starting. And it's the wrong time to appropriate all that energy into getting something done. So, somebody is coming to church, let them be greeted, let them get their kids checked in, let them find a cup of coffee and make their way into the service. Tone down your sign up energy for when it's appropriate, which is after everything is said and done, maybe on their way to getting their kids or after they got their kids going to maybe the car, that's when you'd want to dial up that energy. And more importantly, you can't expect everybody to be on level 10 all the time. You have to understand. Carolina Corrales: Yeah, I have a thought about that. Mingo Palacios:
9 minutes | Apr 9, 2019
Ep. 01: The “T” in TEAMWORK is for TRUST
EP. 01: THE "T" IN TEAMWORK IS FOR TRUST Trust among your team is the emotional glue that binds them together; it’s essential to producing true confidence in each other. There are three factors that create trust within a team: Consistency – People will trust you if, time after time, they see you responding in a consistent and reasonable manner. You also need to be readable, in the sense that they need to know where you are coming from in your decisions and responses. Loyalty – Defend members of your team when they’re criticized and then check the facts later in private, always assuming the best until there is concrete evidence to the contrary. Delegation – When you delegate to your team the power to make decisions, you’re essentially telling them: “I trust you!” People trust leaders who trust them. QUOTABLE QUOTES When you're consistent and you know someone, you know their heart, you can stand with them in the middle of those failures. - Tyler HoferClick To Tweet DOWNLOAD TRANSCRIPT Grab your reading glasses and download the PDF here. READ THE TRANSCRIPT Mingo Palacios: So Tyler, why don't you take our viewers through what eight points that represent the word teamwork. Tell us what it all is going to like encompass and then why don't you take us into the first point. Tyler Hofer: Okay. Yeah. You said there's eight points and it's an acronym that strategically spells out the word... Mingo Palacios: Teamwork. Tyler Hofer: Teamwork. And as I kick this off, we're going to be starting with the "T". My name's Tyler. Mingo Palacios: Seemed appropriate. Tyler Hofer: Perfect. So "T" stands for trust. And we're going to talk a little bit about how trust plays a part as a value in building this team spirit, this team mentality here at Torrey Pines. And so it starts with trust. And I love that we tie a scripture passage into each one of these points and the passage of scripture that ties into this idea of trust comes out of the book of Philippians when Paul is actually writing to Timothy. I believe he's in prison, but he's sending Timothy off to the church in Philippi saying, "I'm sending Timothy with my blessing, my trust. I'm sending him off." And how does he trust Timothy? Like, where does he get this trust? We're going to talk about that. How did he build that trust? But he trusts him so much that later on in the passage he talks about that Timothy has proven himself, over time, worthy of carrying on the work of the Gospel. So not a small task. Going into who knows what he was going into in the Church of Philippi. But there's a sense of trust that has developed there between Timothy and between Paul. Mingo Palacios: Yeah. And it's funny because it is the work of the Gospel, but I think as we observe it localized here contextualized, it could be as a leader, something that you've started and the idea of teamwork is that you have to actually literally pass it. So the observation that it's Paul's work defined by the Gospel, he's having to trust somebody else with that work now. Right? Tyler Hofer: Yeah. Mingo Palacios: And that is kind of the core value that the church and the ministry that we all serve alongside of. It's not the power work of a few, but it really is intended to be a collective whole that we share. And that's the value of teamwork. So, what builds trust? Tyler Hofer: What builds trust? Well, let's start with consistency. I think that's the first thing is spending time together with people, that consistency of having leaders or volunteers show up on a regular basis and getting to know their story because really that's the only ...
5 minutes | Mar 24, 2019
Official Trailer: TorreyTalks 2018
We know everyone needs a guide to begin their journey of serving others and a culture that allows leaders to emerge with enough room to fail and grow. The Torrey Team Talks was created with our teams in mind and place where anyone can learn what it looks like to serve at Torry Pines Church. We want to innovate, celebrate the small wins and serve others without being weird but with genuine love and care for their experience. We invite you to subscribe and tune in and capture the heart and a process for where to begin when you join one of our teams. The success of your ministry depends on developing a strong team with a deep sense of team spirit. I’ve witnessed the incredible power of a unified team to create growth and have seen many churches who weren’t growing because their team members worked as individuals and not as a team. A team spirit is intentional never accidental. Teamwork is built on three factors: 1. Compelling Purpose 2. Crystal Clear Communication 3. A Code of Commonly held Values. At Torrey Pines Church, we express the eight values of teamwork in a simple acrostic, T.E.A.M.W.O.R.K.
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