Onboarding is the third Stewardship Practice for Field Leaders. So here is a brief overview of onboarding with references to previous onboarding posts. See IMPACT Post, June 20, 2012 for the all five, foundational Stewardship practices of field leaders. Click here to view the Stewardship chart.
What is Onboarding? Continue reading
There are many reasons for needing new field leaders on a regular basis, in addition to the regular emergencies that demand an immediate replacement: expansion of ministry, illness of field leaders or their immediate or extended family, change of family needs, leader burn-out, and sensing a misalignment of one’s personal call with field role. These are just a few reasons. The need for “field leaders in waiting” was confirmed by IMPACT research data: Continue reading
One characteristic of effective onboarding is individualization (See Introductory Post – Feb. 15, 2012). Now I can hear your groans and questions, “How can we do this with our limited resources?”; “You mean we can’t have a workshop for new leaders?” First, yes, you can have a workshop and other developmental strategies like coaching, reflection times, self-directed learning, etc.
Individualization actually implies that regardless of the help or training given, the ideas and perspectives must be translated Continue reading
Do you view onboarding as a necessary practice for first-time leaders of your teams, countries and areas? If you are committed to the above perspective, that is a great beginning, but you are in a minority of mission leaders. (If you are unfamiliar with onboarding, familiarize yourself with an introduction to the idea in the Feb. 15, 2012 post.)
The harsh reality is that most field leaders do not receive training or help regardless of whether they are first- time field leaders or promoted from another leadership capacity on the field. Only 30% of field leaders, Continue reading
Helping another person move into a new position is often thought of as primarily a training function. If we can only get the new person to have the right knowledge, they can get on with the job. Thus, orientation programs in most organizations are times to give input on organizational policies/procedures and a few basic skills.
While effective onboarding will use training and input, that effort is only the beginning. Continue reading
Coaching is a growing trend within mission organizations. Coaching is not only a good practice for missionary care staff, consultants or external coaches. It is also a needed competence for all mission leaders, including team, country and area/regional leaders (e.g. field leaders).
Coaching has obvious benefits in working with missionaries. It is also an effective tool in the oversight and development of field leaders. It is also an essential tool for the onboarding of new field leaders
Here are some questions about coaching impact: Continue reading
In this blog we take the general concepts of onboarding and apply them to the roles of team, country, and area/regional leaders within mission organizations.
1. What is onboarding?
Onboarding is an intentional process to help new field leaders become quickly effective in the basics in their new roles. It is a practical process to help a new field leader get “on board” in the new role promptly. For a general introduction to onboarding in the business world, read Workforce Management Online, April 2011.
2. Why is it needed?
The need for onboarding of new field leaders is imperative for at least two reasons, as discovered in IMPACT research of 277 field leaders.* Continue reading