Who are you looking for when you are trying to find another coach?

How do you recruit small group coaches?

Do you have a tried and true system for building an effective small group coaching structure?

I was talking with one of the members of my small group ministry coaching network and I realized that I have a system, an ideal set of steps that I go through as I'm building a coaching team.

I did not have this system when I began.

And I know that what I have now is the way it should be, the way it should have been, and the way you should do it too.

Four steps that build an effective small group coaching structure:

1. Develop a clear understanding of the role of a small group coach.

I've pointed out for many years that it is first what and then who.

Until you know what you want a coach to do, it is pointless to look for coaches.

The men and women you recruit must fit the role.

The simplest way to explain the true role of a coach, is that effective coaches must to be able to do TO and FOR (and WITH) leaders whatever I want the leaders to do TO and FOR (and WITH) their members.

Effective coaches must to be able to do TO and FOR (and WITH) leaders whatever I want the leaders to do TO and FOR (and WITH) their members. Click To Tweet

See also, Skill Training: Equip Your Coaches to Develop and Disciple Small Group Leaders.

2. Develop a clear understanding of the kind of person who makes the ideal coach.

The right men and women to function in the role of a coach will also have a set of essential characteristics. That is, not just anyone can do it.

Sometimes we try to squeeze the wrong someone into a role that is not them. I describe this as accepting warm and willing instead of insisting on hot and qualified. Having a pulse and plenty of available time is no substitute for making time for something you are passionate about.

Sometimes we try to squeeze the wrong someone into a role that is not them. I describe this as accepting warm and willing instead of insisting on hot and qualified. Having a pulse and plenty of available time is no substitute for… Click To Tweet

There is no shortcut for this step. When you become clear, crystal clear, on the person you are looking for, your decision process becomes so much simpler. Really there is no substitute.

See also, 6 Essential Characteristics of an Effective Small Group Coach.

3. Invite potential coaches to a test-drive.

This may sound strange, but my ideal scenario is to ask my existing coaches to identify a small group leader or two from their huddle (4 to 6 leaders) who they think might be effective coaches.

Once a potential coach is identified, the invitation is essentially this: "You are doing a great job with your group. We're launching a bunch of new groups this fall. Would you be willing to take a new leader or two under your wing for 8 to 10 weeks during the fall campaign? It'll probably take you less than an hour a week but your investment in them will help their group get off to a great start."

See also, How to Recruit a Small Group Coach: My "Secret" Formula.

4. Evaluate your "launch phase coaches" at the end of the 10 week test-drive.

You will have little trouble identifying the test-drive coaches who are actually doing what you recruited them to do. It will be obvious. All that will remain is to confirm that they are both fruitful and fulfilled in doing the job. Fruitful or fulfilled will not work. Fruitfulness is obvious. The right question(s) reveal fulfillment. "How does it feel to know that both of the group leaders you were coaching have decided to continue meeting?"

See also, How to Do an Exit Interview for a "Launch-Phase" Coach?

Summary:

Can you see how these four simple steps will build an effective small group coaching structure?

It's really not complicated.

It does take work.

It does take conviction and a willingness to stay the course.

But it's not complicated.

Need more detailed help? Take my short course: Building an Effective Coaching Structure.

 

Image by Dermot O'Halloran