240222 AA Revision PDF

JIAYOU EVERYBODY! 💳 Flashcards/ Self-test: LINK 📝 Full Study Guide: LINK 🌈 Week 1 1.​ Identify the 3 dangers of leadership -​ Serving sacrificially -​ Activity trap -​ Leading others through change 2.​ 4 interior attitudes/ character of a Christian leader -​ Ch...

JIAYOU EVERYBODY! 💳 Flashcards/ Self-test: LINK 📝 Full Study Guide: LINK 🌈 Week 1 1.​ Identify the 3 dangers of leadership -​ Serving sacrificially -​ Activity trap -​ Leading others through change 2.​ 4 interior attitudes/ character of a Christian leader -​ Childlikeness -​ Humility -​ Desire to serve -​ Desire for self-examination (examen of conscience - after failure, examen of consciousness - discipline) 3.​ Relationship between spirituality and demands of ministry -​ Ministry demands spirituality which renews vision and restores energy 4.​ 3 Elements of Jesus’ ministry -​ Rhythm of public ministry and private space -​ Small, intimate covenant community -​ Taught by example 6 graces 5.​ 6 Graces of Jesus -​ Prayer -​ Fasting -​ The Lord’s Supper -​ Scriptures -​ Spiritual Conversations -​ Worship in the Temple 6.​ 4 Additional fundamentals of spirituality -​ Spirituality of action and contemplation -​ A covenantal, communal spirituality -​ Holistic lifestyle of spirituality -​ Examen of consciousness 7.​ Open systems framework -​ Input > Stuff happens > Output -​ ^ Throughput & Feedback < -​ The environment  -​ 8.​ Approaches to theological conversations -​ Biblical: study of theology within Scripture -​ Systematic: organised, systemised, rational concepts of faith putting together the biblical understanding -​ Historical: study of theological systems of their past and their development -​ Moral/ Ethics: study of the moral implications of theology in the struggle of moral dilemmas and understanding what is good, loving, just, merciful -​ Philosophical: define & validate all branches of theology (e.g. apologetics, a rational defense of faith through logic and empirical observation) 9.​ Wesley’s Quadrilateral -​ Scripture -​ Tradition -​ Reason -​ Experience -​ 10.​ Who we are is how we lead - uniquely, out of image-bearing likeness and human fallenness 🌑 Week 2 1.​ 3 dimensions of vision -​ Upward view: new insight into the glory and grandeur of God’s greatness -​ Inward view: our limitations -​ Outward view: new, imaginative insight on how circumstances might be different 2.​ Mission vs Vision -​ Vision is the compelling vision of a desirable future  -​ Mission is active, it is now -​ Mission is the bridge that connects vision to reality 3.​ Palmer’s 5 leadership shadows -​ Deep insecurity about leader’s identity & self worth -​ Perception that the world is hostile, and there must be winners and losers -​ Functional atheism, the ultimate responsibility belongs to the leader -​ Fear of chaos -​ Denial of death and fear of failure 4.​ Logic of task pursuit -​ Assumption that working harder is beneficial even when the saw is dull -​ Keep us trapped in a self-defeating patterns 5.​ Golden & Silver threads -​ Golden Thread: 1 thing that will make the fundamental difference within the organisation -​ Silver Threads: smaller innovations that bring a new dimension to some parts of the congregation 6.​ Johari Window -​ Open area: We know, others know -​ Hidden area: We know, others don’t -​ Blind spots: We don’t know, others know -​ Unknown: nobody knows (e.g. unhealed memories) 7.​ Descriptions of self -​ Core self: All parts of myself, including strengths, abilities, weaknesses and vulnerabilities that have tapped into God’s love and forgiveness -​ Self-esteem: Honour parts of myself without being ego-inflated/ falsely humble -​ Self-worth: See my worth as God’s sees me -​ Idealised self: Am I the person I think I should be, or what others think I should be -​ Persona: Socially constructed self that we present to the world which we may/ may not correspond to our core self 8.​ 3 energy centres of false self system -​ Security/ survival: “I’m safe only if” -​ Power/ control: “I have control only if” -​ Esteem/ affection: “People will love/ accept me only if” 9.​ Leader’s character -​ Love, joy, peace, patience, kindness, goodness, faithfulness, gentleness, self-control -​ Compassion, kindness, lowliness, gentleness, patience, forbearance, forgiveness 💥 Week 3 1.​ 8 Characteristics of effective teams -​ Clear elevating goal -​ Results-driven structure -​ Competent team members -​ Unified commitment -​ Collaborative climate -​ Standards of excellence -​ External support and recognition -​ Principled leadership 2.​ Content vs Process -​ Content is the “What”: purpose/ goal, problem addressed, decisions, ideas expressed, discussion content -​ Process is the “How”: morale, emotional atmosphere, implicit rules/ guidelines, conflict, leadership struggles, competition/ cooperation -​ 3.​ Group Norms -​ Informal rules that team members adopt and adhere to regulate their behaviour and help them collaborate more effectively 4.​ Psychological safety -​ Feel safe to take risks and be vulnerable with each other 5.​ Major findings of Google’s “Project Aristotle” -​ What matters is not who is on the team, but how the team works together -​ Important dynamics include -​ Psychological safety -​ Dependability -​ Structure & clarity -​ Meaning of work (personally important) -​ Impact of work (the work matters) 6.​ Tucker’s 4 stages of team development -​ Forming: Purpose & direction -​ Storming: Competition & influence -​ Norming: Cohesion & adjustment -​ Performing: Loyalty and pride, group effectiveness 7.​ Situational leadership theory -​ Person-oriented: Able but insecure/ conflict get in the way of effective problem solving -​ Empowering through collaboration: Unable but willing/ Members need each other to address strategic challenges -​ Empowering through delegation: Able & willing/ gifted committed team members who do their work with excellence -​ Task-oriented: Unable and unwilling/ Well intentioned team that needs direction 8.​ Operational model of conflict -​ Actions of one party against another produces a threat, resulting in reactions -​ Types of conflicts: -​ Intrapersonal -​ Interpersonal -​ Intergroup -​ Organisational -​ Societal conflict -​ Actions taken due to: -​ Incompatible goals -​ Values -​ Methods -​ Threats: spiritual/ psychological/ positional/ financial/ physical/ social identity -​ Self-giving reaction: -​ Listen to state “other” position -​ Speak truth in love -​ Own my part of the conflict -​ Self-protecting behaviour: -​ Strike back -​ Comply -​ Shut down -​ 9.​ Levels of Conflict levels/ objectives -​ Problem: find mutual solution -​ Disagreement: protect oneself -​ Contest: to win -​ Warfare: to inflict injury -​ Intractable: to destroy another 10.​ 5 Conflict management style (cooperative vs assertive of personal goal) -​ Accommodate -​ Collaborate -​ Avoid -​ Compete to win -​ Compromise -​ 11.​ 3 ways of resolving a dispute -​ Power: who is more powerful -​ Rights: who is right -​ Needs & Interest -​ Pronouncements = top-down VS Dialogical = levelling the playing field 12.​ 5 stages in Conflict cycle -​ Tension development: Loss of freedom in relationship -​ Role dilemma: Increasing anxiety/ tension -​ Injustice collecting: Self-justification, fault finding, triangling, eroding trust & communication -​ Confrontation: Conflict erupts from triggering events -​ Adjustments: win-win/lose/leave, compromise, cold war 13.​ 3 Ps in managing conflict -​ Permission: can disagree without feeling put down -​ emPowerment: encouraged to express personal viewpoints -​ Protection: encourage people to express when they feel threatened or hurt 14.​ Ground rules in promoting healthy conflict -​ It’s ok to say “that hurts” -​ Attack the problem & not each other -​ Practise “both/ and” and try to adopt their pov -​ Become familiar with your defensive patterns -​ It’s ok to make mistakes and ask for forgiveness -​ Become aware of triangles and injustice collecting -​ Take responsibility for your own part of the conflict  -​ Maintain confidences -​ What are your short term/ long term hopes and desires? 15.​ 2 insights from Apostle Paul for managing differences -​ Speaking the truth: Assertiveness, involve others in testing your assumptions “What do you think about what I said?” -​ In love: Open to others, ask others to make known their thinking “How did you arrive at that conclusion?” 🏃 Week 4 1.​ 5 Characteristics of chronically anxious families -​ Emotional reactivity -​ Herding instinct for togetherness -​ Blame displacement -​ Quick-fix mentality -​ Poorly defined leadership 2.​ 3 characteristics of self-differentiated leaders -​ Define who they are and where they stand in the midst of intense emotional reactivity -​ Monitor and slow down their own anxiety, ability to step back and reflect on their role & team dynamics -​ Able to separate themselves from the vortex of emotional forces while maintaining relationships with others, including the least mature members 3.​ Descriptors of mission -​ Cure the sick, raise the dead, cleanse the lepers, cast out demons -​ Receive and give grace without payment -​ Extended beyond church walls -​ Contextual to the community (e.g. what the poor vs elderly needs) 4.​ Relationship between mission and environment -​ Church needs to understand the environment to remain relevant, lest it becomes a club -​ Mission reaches out to the environment to serve it -​ There is a balance between isolation (separation) and contamination (losing values) 5.​ 3 questions of mission -​ Who are we? -​ What is our business? (purpose from God) -​ How do we decide on the right things and get them done? -​ Define community, people, invisible/ marginalised people, intangible forces, listen to community, choose focus 6.​ 4 phases of forgiveness journey -​ Hurt -​ Hate: Anger energises and helps to set boundaries -​ Healing: to see the other in a new light -​ Reconcile (if the other returns honestly) 7.​ Acute vs chronic anxiety -​ Acute anxiety: emotional response to a real threat, resulting in a wake up call -​ Chronic anxiety: Free floating uneasiness to imagined threats that promote automatic, reactive responses 8.​ 4 families that Leaders are involved in -​ Family of origin -​ Nuclear family (close friendship circle) -​ Families in organisation -​ Organisation itself 9.​ 5 characteristics of anxiety patterns in families -​ Conflict that simmers and erupts in emotional outbursts -​ Cutting off relationships -​ Over-functioning/ under-functioning -​ Distance/ togetherness -​ Triangling 10.​ Triangling -​ Go to others (not the one we have an issue with) -​ Go to addictions to bind one’s anxiety 11.​ Examples of triggering issues in an organisation that heighten anxiety -​ External threats/ uncertainty -​ Politically “hot buttons” -​ Not meeting the budget -​ Declining numbers 12.​ 4 patterns of reactivity -​ Compliance: outward appearance of getting along but inward resentment -​ Rebellion: Emotionally reacting to decisions that seem unfair -​ Power struggle: Demand each other what to do -​ Emotional Distancing: Refuse to engage -​ We use different reactivity patterns depending on relationship, issue and situation 13.​ 2 ways to define scale of self-differentiation -​ Self-awareness and self-understanding of one’s thoughts & feelings -​ Being myself and staying relationally connected to others in a highly anxious system -​ 14.​ 3 Skills/ dispositions of well-differentiated leaders -​ Define self: leading out of clarity of identity/ purpose/ values -​ Stay connected: Staying connected to others in as non-anxious, seeking to understand, practice vulnerability -​ Self regulate: monitor and manage one’s anxiety and reactive patterns, reposition rather than focus on others, think through before automatic responses 15.​ 2 components of Spiritual Wellbeing -​ Calling: make a difference, life has purpose/ meaning -​ Membership: to be understood/ appreciated -​ 16.​ 4 components of spiritual leadership -​ Hope/ faith: Sacrificing personal hardship in their conviction in moving towards vision’s fulfilment -​ Vision: what is our journey, why are we taking this journey, who are we -​ Inner life (spiritual practice/ mindfulness) -​ Altruistic love: sacrificial service  17.​ Triple bottom line -​ Profit -​ People -​ Planet (environmental sustainability) 🌱 Week 5 1.​ Wishing vs Dreaming vs Visionary congregations -​ Wishing: vision of the future makes no difference to present realities, no one expects it to come true -​ Dreaming: expressed hopes of the future involving emotions, but no energy to put the dream to work -​ Visionary: Full-fledged desire that captures heart and mind that coalesce the resources of the group towards necessary actions for the vision to happen 2.​ How the common vision comes to a congregation -​ Spiritual encounter -​ Divine impulse/ blessed hunch -​ Seeing through a need -​ Bringing together hopes and dreams of members -​ Practising foresight 3.​ Sigmoid Curve -​ Describes life cycle of changes taking place in individuals, relationships and organisation -​ Inception, growth, maturity, decline -​ 4.​ 3 steps of Lewin’s model -​ First, ask the questions: What is going well? What is not going well? Identify the gap -​ Unfreezing: Changing the things that need to be changed -​ Movement: Move to where we want to be, ensure everyone is on the same page -​ Refreezing: Freezing it back to the normal pattern -​ 5.​ 6 stages of Personal change model -​ Loss: sense of loss of what once was -​ Doubt: struggle of whether change will bring about good -​ Discomfort: learning to assimilate change in a meaningful way -​ Danger zone: A pivotal place where you decide whether to discover the next stage or return to stage 1 -​ Discovery: see the possibilities -​ Understanding: Identifying with the benefits -​ Integration: Integrated challenges and positive outcomes of change to one’s life -​ 6.​ 4 signs of slow death -​ “Don’t rock the boat”: competent, well-intentioned people have opted out -​ Violation of trust: decision makers recognise change pressures but put their energy in other things -​ Thirst for vision: leaders keep the critical issues to themselves -​ Burnout: hose with good track record have little energy left because they don’t believe their efforts will make a difference 7.​ 3 Barriers of middle management leading to conformity -​ Bureaucratic culture: getting permission to do your job through multiple roadblocks -​ Embedded conflict: between functions, peers and direct report -​ Personal time restraints: never enough time to do adequate job without personal sacrifice, little time for creativity and innovation 8.​ 3 strategies of confronting “slow death” -​ Peace and pay: choosing slow death -​ Active exit: self-oriented individuals look for a personal escape, while leaving organisation to slow death -​ Deep change: based on self reflection and acceptance of critique, grow personally for the benefit of the organisation 9.​ Why is resistance important for leaders to recognise and deal with change? -​ Without resistance, there can be no full acceptance of the promises that God makes -​ Without resistance, our ministry remains weak, diffuse and unsure 10.​ Tell-tale signs of resistance -​ Confusion: Why are we doing this? -​ Immediate criticism: “whatever it is, I am against it!” -​ Denial: refusing to see things differently -​ Malicious compliance: appear to go with the decision, but with a bad attitude -​ Sabotage: software breaks down -​ Easy agreement: compliant people -​ Deflection: keep changing subject -​ Silence: non-acceptance -​ In-your face criticism: telling you exactly what they think 11.​ Technical vs Adaptive problems -​ Technical: problems are clearly defined with known solutions by those with the right skills in the organisation’s current structures and processes -​ Technical/Adaptive: Using technology & changing mindset -​ Adaptive: problems come in multiple bundles and leaders need to engage a community of stakeholders to engage complex issues amidst systemic relationship 12.​ Adaptive leadership -​ Emphasises the ability to lead effectively in complex and uncertain situations -​ Involves diagnosing the challenges, mobilising people to tackle those challenges, and adapting to those changing circumstances -​ Roles for adaptive leadership: “Go to the balcony”, regulate distress and anxiety 13.​ Definition of Productive zone of disequilibrium -​ The optimal range of distress within which the urgency in the system motivates people to engage in adaptive work -​ If the level is too low, people will be inclined to complacently maintain their current way of working -​ If the level is too high, people may be overwhelmed or engage in work avoidance 14.​ What is “going to the balcony” -​ Standing back to have an overall picture of what is happening -​ Viewing the systemic nature of team communication patterns -​ Gain a holistic perspective of team’s behavioural dynamics and reframe the patterns 15.​ What is “holding environment” in adaptive leadership -​ A nurturing and supportive space that enables individuals and groups to confront and address adaptive challenges -​ Aka “productive zone of equilibrium” -​ Provides psychological safety, communication channels, and learning opportunities necessary for navigating through VUCA situations 16.​ Descriptors of prophet, priest and king patterns in OT -​ Prophet: -​ OT: expressed voice of dissent and exercised discernment of following God within seasons and social locations -​ Contemp: Truth speakers E.g. Martin Luther King Jr -​ Visionary capacity that shapes present and future realities -​ Priest: -​ OT: maintained “holy-profane”, enacted sacrifices, pronounced blessings -​ Contemp: Servant leadership in gospels E.g. Henri Nouwen -​ Soul care leadership, such as the wounded healer -​ King: -​ OT: governance by a single, authorised human. Attend to military, economic and judicial matters -​ Contemp: Standard bearer for theological reflection on Christian leadership E.g. Wangari Maathai -​ Organisational leadership that stewards institutional purpose, strategy, resources in relation to God’s mission 17.​ Biblical metaphor of seasons that fit human experiences -​ Advent: preparation and search -​ Christmas: surprising gift -​ Epiphany: sharing the gift with others -​ Cross-bearing: breaking and dying -​ Easter: resurrection and new life -​ Pentecost: Holy Spirit empowerment -​ Harvest Tide: fruitfulness, gathering in