Practical Leadership Quiz

Acronyms

• F.A.S.T stands for Face, Arm, Speech, and Time
• A.C.T.S stands for Adore, Confess, Thank, and Supplicate

Fellowship Groups

• The two primary reasons why fellowship groups exist are to build relationships and to grow spiritually
• The four W's of worship are Welcome, Worth, Witness, and Worship
• The four components of group life are Worship, Witness, Worth, and Welcome

Leadership

• The three major roles in fellowship group leadership are Leader, Shepherd, and Host
• The six RIGHT motivators of the heart for leadership are God's glory, to serve, to obey, to please God, to make disciples, and to build the church
• The six wrong motives for going into leadership are personal gain, fame, power, control, manipulation, and selfish ambition
• The three ways to respond to group member's comments are Affirming, Participatory, and Redirecting

Group Life

• The six stages of group life are Exploration, Transition, Action, Ministry, Termination, and Multiplication
• The goal of every fellowship group is to fulfill two goals: to build relationships and to grow spiritually
• There are eight different types of groups at Christian Family Church

Facilitating and Teaching

• The four vital roles that bring renewing of the mind of a believer are Teaching, Facilitating, Shepherding, and Hosting
• Facilitating involves creating an environment for life-change, while Teaching involves imparting knowledge
• Four descriptions of Facilitating are encouraging participation, asking open-ended questions, creating a comfortable environment, and summarizing key points
• Four descriptions of Teaching are providing biblical knowledge, explaining complex concepts, giving illustrations, and applying biblical principles

Group Discussions

• Five dynamic group discussions involve asking open-ended questions, encouraging participation, creating a comfortable environment, summarizing key points, and providing biblical knowledge
• The right questions to lead a dynamic discussion include what, why, how, and what does this mean to you?

Active Listening

• Three ways to practice active listening with dynamic group members are Maintaining Eye Contact, Avoiding Interruptions, and Paraphrasing
• Four things to avoid when listening are Interrupting, Giving Advice, Being Defensive, and Comparing Experiences

Conflict Management: Avoidance

• The "Turtle" approach is a type of avoidance in conflict management.
• This approach is effective when:
  • The issue is trivial and not worth investing time and resources.
  • The situation will take care of itself without intervention.
  • Time is limited, and prioritizing other issues is necessary.
• However, the "Turtle" approach is not effective when:
  • The problem is important and requires attention.
  • The problem will not resolve itself and may escalate if ignored.
  • Avoiding the issue would lead to a loss of credibility.
  • There is a larger, underlying issue that needs to be addressed to prevent future conflicts.

Conflict Management: Avoidance

• The "Turtle" approach is a type of avoidance in conflict management.
• This approach is effective when:
  • The issue is trivial and not worth investing time and resources.
  • The situation will take care of itself without intervention.
  • Time is limited, and prioritizing other issues is necessary.
• However, the "Turtle" approach is not effective when:
  • The problem is important and requires attention.
  • The problem will not resolve itself and may escalate if ignored.
  • Avoiding the issue would lead to a loss of credibility.
  • There is a larger, underlying issue that needs to be addressed to prevent future conflicts.

Conflict Management Styles

• There are five conflict management styles, each represented by an animal: Turtle, Shark, Teddy Bear, Fox, and Owl.

Turtle (Avoid)

• Effective when the issue is trivial, the situation will take care of itself, and time is limited.
• Not effective when the problem is important, won't resolve itself, credibility would be lost, or there's a larger underlying issue to address.

Shark (Competition)

• Effective when a better solution is desired, one person needs to prevail over another, the issue outweighs the relationship, and it will clarify the issue and expose weak spots.
• Not effective when long-term relationships are important, conflict may become personal, or a win-lose situation or public defeat is likely.

Teddy Bear (Accommodation)

• Effective when the relationship is more important than the task, and the issue is trivial.
• Not effective when actions could be seen as condescending or set an unwise precedent.

Fox (Compromise)

• Effective when there is no simple solution, both parties have strong interests in different facets, not enough time for a collaborative solution, and an adequate solution is good enough.
• No specific "not effective when" scenarios mentioned.

Owl (Collaboration)

• Effective when the task and relationship are both important, time, information, and willingness to collaborate are present, and the outcome is exceedingly important.
• Not effective when long-term relationships are important, conflict may become personal, or a win-lose situation or public defeat is likely, or when time, trust, and resources are not available, or the issue is not worthy of the investment of time and resources.

Conflict Management Styles

• There are five conflict management styles, each represented by an animal: Turtle, Shark, Teddy Bear, Fox, and Owl.

Turtle (Avoid)

• Effective when the issue is trivial, the situation will take care of itself, and time is limited.
• Not effective when the problem is important, won't resolve itself, credibility would be lost, or there's a larger underlying issue to address.

Shark (Competition)

• Effective when a better solution is desired, one person needs to prevail over another, the issue outweighs the relationship, and it will clarify the issue and expose weak spots.
• Not effective when long-term relationships are important, conflict may become personal, or a win-lose situation or public defeat is likely.

Teddy Bear (Accommodation)

• Effective when the relationship is more important than the task, and the issue is trivial.
• Not effective when actions could be seen as condescending or set an unwise precedent.

Fox (Compromise)

• Effective when there is no simple solution, both parties have strong interests in different facets, not enough time for a collaborative solution, and an adequate solution is good enough.
• No specific "not effective when" scenarios mentioned.

Owl (Collaboration)

• Effective when the task and relationship are both important, time, information, and willingness to collaborate are present, and the outcome is exceedingly important.
• Not effective when long-term relationships are important, conflict may become personal, or a win-lose situation or public defeat is likely, or when time, trust, and resources are not available, or the issue is not worthy of the investment of time and resources.

Conflict Management Styles

• There are five conflict management styles, each represented by an animal: Turtle, Shark, Teddy Bear, Fox, and Owl.

Turtle (Avoid)

• Effective when the issue is trivial, the situation will take care of itself, and time is limited.
• Not effective when the problem is important, won't resolve itself, credibility would be lost, or there's a larger underlying issue to address.

Shark (Competition)

• Effective when a better solution is desired, one person needs to prevail over another, the issue outweighs the relationship, and it will clarify the issue and expose weak spots.
• Not effective when long-term relationships are important, conflict may become personal, or a win-lose situation or public defeat is likely.

Teddy Bear (Accommodation)

• Effective when the relationship is more important than the task, and the issue is trivial.
• Not effective when actions could be seen as condescending or set an unwise precedent.

Fox (Compromise)

• Effective when there is no simple solution, both parties have strong interests in different facets, not enough time for a collaborative solution, and an adequate solution is good enough.
• No specific "not effective when" scenarios mentioned.

Owl (Collaboration)

• Effective when the task and relationship are both important, time, information, and willingness to collaborate are present, and the outcome is exceedingly important.
• Not effective when long-term relationships are important, conflict may become personal, or a win-lose situation or public defeat is likely, or when time, trust, and resources are not available, or the issue is not worthy of the investment of time and resources.

Conflict Management Styles

• There are five conflict management styles, each represented by an animal: Turtle, Shark, Teddy Bear, Fox, and Owl.

Turtle (Avoid)

• Effective when the issue is trivial, the situation will take care of itself, and time is limited.
• Not effective when the problem is important, won't resolve itself, credibility would be lost, or there's a larger underlying issue to address.

Shark (Competition)

• Effective when a better solution is desired, one person needs to prevail over another, the issue outweighs the relationship, and it will clarify the issue and expose weak spots.
• Not effective when long-term relationships are important, conflict may become personal, or a win-lose situation or public defeat is likely.

Teddy Bear (Accommodation)

• Effective when the relationship is more important than the task, and the issue is trivial.
• Not effective when actions could be seen as condescending or set an unwise precedent.

Fox (Compromise)

• Effective when there is no simple solution, both parties have strong interests in different facets, not enough time for a collaborative solution, and an adequate solution is good enough.
• No specific "not effective when" scenarios mentioned.

Owl (Collaboration)

• Effective when the task and relationship are both important, time, information, and willingness to collaborate are present, and the outcome is exceedingly important.
• Not effective when long-term relationships are important, conflict may become personal, or a win-lose situation or public defeat is likely, or when time, trust, and resources are not available, or the issue is not worthy of the investment of time and resources.