Академический Документы
Профессиональный Документы
Культура Документы
Next Steps:
1. Work with an Admin to gather all flipchart papers and type them into
notes.
2. Review the data, in combination with the debrief discussion, and
identify common themes and next steps from the data collected.
3. If there are some “easy fixes” that the CFLT can do at the National
level (without Regional direction or support), document them as
action items and commit to them as a team.
4. Send the high-level common themes and next steps to the Regional
Director of Business Support (CC to the Regional Communication
Specialist) and your local CFLT.
5. The Director of Business Support (DBS) will use the learnings from
each National CFLT to identify the common themes across the
region and identify any region-wide next steps. The DBS will share
these findings with their regional CFLT, who should in turn share it
with their global leaders.
4-Lists Exercise for Cross-Functional Leadership Teams
Additional Context:
To give you a little more context into each “list,”
What is right? We don’t want to skip listing out “what is right.” As a
team, we need to affirm our strengths and encourage what is
working. If it’s right, let’s keep doing it. Without calling out what is
working, we can accidentally let the best things get away from us
because we take them for granted. Let’s figure out what we’re doing
right and make sure we continue doing those things moving forward.
What is wrong? Every team has misunderstandings and
weaknesses. What do we need to change as a team and office? How
do we fix and mitigate risks surrounding these weaknesses?
Sometimes these are “easy fixes” and sometimes they take more
time. Listing these out allows us to develop plans to address them.
What are some specific and objective things that are currently not
working?
What is missing? In other words, what opportunities are we not
capitalizing on right now? How can we leverage our strengths to
address these opportunities? This list allows us to add ideas and
seek improvement. Are there things related to systems, processes,
tools, resources that are missing?
What is confused? Clarity is key. Whether it’s clarification with roles,
domains, processes, etc., let’s include them on this list. Try to be as
specific as you can. We don’t want to be operating in the dark and
this list will allow leaders to clarify anything confusing.
Ground Rules:
As we complete this exercise together, let’s keep in mind the following
“Ground Rules” that align with our Cultural Behaviors:
Here for a Reason – The Mission
o We all want to achieve the mission! Keeping this at the forefront
of our mind will allow us to focus on what matters most for the
good of the whole and not allow personal agendas to drive our
discussion.
Serious about Personal Growth – Ours and Others
o This exercise is a great way for us to grow as a team. We’ll be
seeking feedback and identifying areas in which we can
improve. Let’s extend grace (because we are a work in
progress) as we work through things that are wrong.
100% for One Another
o We’ll be engaging in healthy discussions, disagreements and
conflict – and that’s okay! Let’s commit to transparency while
we seek the best in others’ comments and not be critical in
spirit.
Careful with Our Words
o We know our words have power. Let’s be gracious and
constructive with them. Let’s use this opportunity to have open
dialogue with each other and commit to not having a “meeting
after the meeting.”
Invite Others In
o As a team, we’re not made up of one function – but multiple
functions together supporting our ministry in this country. This
time together should be a safe space for all of us. We each play
our part in functioning as a “body” (Romans 12). Our hope is to
grow closer and stronger together through this discussion.
4-Lists Example: