I learn some things over and over again. Just when I think I have it down and can confidently move on to something new, I find myself right back at square one needing a refresher.

Can you relate?

I've found I need a set of reminders that keep me on track. Not a string tied around my finger...but close. Sometimes all I really need is a post-it with a few words hanging in a place I can't avoid. Other times, a daily pop-up on my phone helps me get back in the groove.

Bet you could use these reminders too.

The trouble we all face

The trouble we all face is that building an effective coaching structure is not something you do once and never have to think about again. 

Instead, building an effective coaching structure is something that is part of my weekly (or even daily) routine. If I'm not constantly identifying, recruiting, developing and evaluating high capacity men and women to play this important role in our small group ministry, it will not be long before I need to start over from the very beginning!

Building an effective coaching structure is something that is part of my weekly (or even daily) routine. If I'm not constantly identifying, recruiting, developing and evaluating high capacity men and women to play this important role… Click To Tweet

5 daily reminders when I'm building an effective coaching structure:

1. Never settle for warm and willing.

If you want to build an effective coaching structure you need high capacity men and women who have a passion for groups and making disciples. You cannot settle for adequate and available.

It takes hot and qualified to build something worth having. Settling for warm and willing may give the illusion we have the span of care we want, but it will be an illusion. Better to build our coaching structure with the right people.

If you want to build an effective coaching structure you need high capacity men and women who have a passion for groups and making disciples. You cannot settle for adequate and available. Click To Tweet

See also, Skill Training: How to Identify a Potential Small Group Coach.

2. The coaching role must be the biggest hat they have on.

High capacity people are almost always busy people. They will more than likely be leading a group and they may also be serving in other ways at your church (greeters, teaching the 3rd grade boys class at 11:00 am, etc.). You can accept multiple responsibilities, but you must insist that the coaching role "be the biggest hat they have on." If there is ever a conflict, they must commit to treating their coaching responsibilities as first priority.

You can accept multiple responsibilities, but you must insist that the coaching role be the biggest hat they have on. If there is ever a conflict, they must commit to treating their coaching responsibilities as first priority. Click To Tweet

3. Always start with a no obligation test-drive.

When you discover someone you believe has what it takes to be a coach you should invite them to "make a 10 to 13 week commitment to take 2 or 3 new life group leaders under their wing and help them get off to a great start." Make no mention of any commitment (or opportunity) beyond 10 to 13 weeks. "It's a couple weeks on the front end, the six weeks of the campaign, and a couple weeks on the back end to make sure their new groups have the best chance to continue."

See also, Skill Training: How to Recruit a Potential Small Group Coach.

4. Make the investment in our coaches we want them to invest in their leaders.

If you want your coaches to invest time in their leaders, you need to be investing time in the coaches! If you want the coaches calling their leaders instead of emailing them, then you need to be calling instead of emailing. If you want your coaches to meet their leaders for coffee, you need to meet your coaches for coffee. If you want your coaches to build relationships and make disciples, you need to build relationships with your coaches and make disciples.

If you want your coaches to invest time in their leaders, you need to be investing time in the coaches. Click To Tweet

See also, 7 Practices for Developing and Discipling Your Coaches.

5. Never compromise when inviting someone to join the coaching team.

Not only do they need to be the right kind of men and women, they need to be able to commit to the full responsibilities. We use a job description and thoroughly talk through it before we accept their commitment. You can see our current job description for a coach right here.

See also, Skill Training: How to Do an "Exit Interview" with a Launch-Phase Coach.

Special Note: If you're struggling to make coaching happen, you owe it to yourself and your small group ministry to take a look at my newly revised mini-course on coaching, Building an Effective Coaching Structure.