Teams are organisms in themselves. They start in infancy and hopefully grow into a fully functional, usable, and profitable bodies within the church. There are various types of teams, each with their own purpose. If you are reading this, however, you are most likely part of or leading a "worship team." Your team may still be in it's infancy, others may be full grown, and some may be in old age. Where ever your team is in maturity and growth, I want to challenge you to asses the health of the "team" or body. Just because you are full grown doesn't mean you are in good health just the same as being in your infancy doesn't mean you aren't perfectly healthy. I've seen 70 year old men in better health than some 25 year olds. The same can be said about your worship team. So this is about HEALTHY teams not success or numbers or anything like that.
Answer the following on a scale of 1-5. If certain areas score low from several team members, it could be time to do a "check up" and find opportunities to build individually and as a group.
SCORING
5 = Strongly Agree. Fully operational and exceeds the description.
4 = Agree Operational and meets all or nearly all aspects of the description, but not ideal.
3 = Slightly Agree Operational, but incomplete. Partially meets the description.
2 = Slightly Disagree Nearly operational, but some way to go. Doesn't yet really meet the description.
1 = Disagree We have started on this, but there is a long way to go. The descriptors do not apply.
0 = Strongly Disagree Nothing has been done - this does not apply at all to our team.
Purpose / Direction
a. - The team has a clear mission/purpose, known by all team members.
b. - The team has a vision and success criteria which are challenging, meaningful and exciting to the team.
c. - The team understands how the work of the team fits into the larger picture.
Team Leadership
d. - Balances appropriate direction with support and openness.
e. - Discusses key issues with the team.
f. - Delegates responsibility and leadership to individuals in their area of expertise.
Understanding Differences
g. - Team members understand what their roles are, and where these overlap with other team members.
h. - Team members are clear about what is expected of them individually by the rest of the team.
i. - Team members are clear about what individual strengths each member of the team brings.
Processes
j. - Team meetings are effective.
k. - The team has found and implemented better ways of working.
l. - The team has an efficient process to solve problems and take decisions.
m. The team has sufficient resources (people, money, time) to do its work.
Communication
n. Everyone feels their ideas and input are listened to by the rest of the team.
o. Differences and conflicts are resolved openly and constructively.
p. Members' interaction is open and honest.
Relationships
q. The team's different experiences, skills and gifts are accepted and used.
r. There is trust and openness between team members.
s. New members feel valued and quickly become productive members of the team.
t. The team takes responsibility for its successes and failures, and avoids blaming other people or groups.
I've used this with worship teams at conferences and various consulting opportunities. If you can spend some time on this, an all day session or a series of "enrichment classes" with your team.... I know you will see results happen quickly. I first began using this when I was the pastor for education & students at a very established large church who's teams within the education department were established, experienced, equipped, and STAGNATE. The church had been there for 100 years and had a lot of great things going for it. Healthy team participation wasn't one of those things. You can be a church plant or the oldest church in town... taking assessments of where everyone on the team is can and WILL prove itself to be an excellent tool in serving others and Christ.
Answer the following on a scale of 1-5. If certain areas score low from several team members, it could be time to do a "check up" and find opportunities to build individually and as a group.
SCORING
5 = Strongly Agree. Fully operational and exceeds the description.
4 = Agree Operational and meets all or nearly all aspects of the description, but not ideal.
3 = Slightly Agree Operational, but incomplete. Partially meets the description.
2 = Slightly Disagree Nearly operational, but some way to go. Doesn't yet really meet the description.
1 = Disagree We have started on this, but there is a long way to go. The descriptors do not apply.
0 = Strongly Disagree Nothing has been done - this does not apply at all to our team.
Purpose / Direction
a. - The team has a clear mission/purpose, known by all team members.
b. - The team has a vision and success criteria which are challenging, meaningful and exciting to the team.
c. - The team understands how the work of the team fits into the larger picture.
Team Leadership
d. - Balances appropriate direction with support and openness.
e. - Discusses key issues with the team.
f. - Delegates responsibility and leadership to individuals in their area of expertise.
Understanding Differences
g. - Team members understand what their roles are, and where these overlap with other team members.
h. - Team members are clear about what is expected of them individually by the rest of the team.
i. - Team members are clear about what individual strengths each member of the team brings.
Processes
j. - Team meetings are effective.
k. - The team has found and implemented better ways of working.
l. - The team has an efficient process to solve problems and take decisions.
m. The team has sufficient resources (people, money, time) to do its work.
Communication
n. Everyone feels their ideas and input are listened to by the rest of the team.
o. Differences and conflicts are resolved openly and constructively.
p. Members' interaction is open and honest.
Relationships
q. The team's different experiences, skills and gifts are accepted and used.
r. There is trust and openness between team members.
s. New members feel valued and quickly become productive members of the team.
t. The team takes responsibility for its successes and failures, and avoids blaming other people or groups.
I've used this with worship teams at conferences and various consulting opportunities. If you can spend some time on this, an all day session or a series of "enrichment classes" with your team.... I know you will see results happen quickly. I first began using this when I was the pastor for education & students at a very established large church who's teams within the education department were established, experienced, equipped, and STAGNATE. The church had been there for 100 years and had a lot of great things going for it. Healthy team participation wasn't one of those things. You can be a church plant or the oldest church in town... taking assessments of where everyone on the team is can and WILL prove itself to be an excellent tool in serving others and Christ.
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