1. CHANGED2LEAD Certification Course DAY 4 C&MA : National Office
Presented by: Bruce Terpstra

2. 1 Soul Awareness Orientation – Disorientation - Reorientation
Story of orientation, disorientation and reorientation in your life

3. Discipleship is a life long work of the Spirit
Orientation: How we currently see ourselves, God, and our world
Disorientation: Our world view isn’t working
Reorientation: Spirit of God teaches us the truth of God’s love
Bruggamen’s discovery about the Psalms. How we process life through them.
Psalms 6,7,8 examples

4. Discipleship Model Orientation
Listen to how their lives are oriented (what brings acceptance, security, and significance to their lives)
Teach God’s Word, Live righteously, invitation
Disorientation
Causes: Pain, suffering, fear, anxiety, control, shame, guilt
Feeling: Confusion, need relief, desperation
Gospel to penetrate the shell of the soul (apply to acceptance, security, and significance
Reorientation
Identify false beliefs, lies,
Gospel Orientation (4G’s) of Faith
Repentance: our identity as son’s and daughters
Fruit of the Spirit
Draw the image on the white board and show the process of the story

5. Story of Joseph Acceptance Care, Belonging A father who had favorites
Rejection of brothers (opposite of acceptance)
Rejection of Potiphar's wife
Rejection of Cupbearer (forgot Joseph)
Story culminates in Joseph understanding the care of God (sovereignly working without his knowledge). He comes to know God’s loving acceptance and God’s faithfulness to his chosen people)
Acceptance
Care, Belonging

6. Significance Red Solomon Richest man that ever lived
Most wise man that ever lived
Experienced everything that is available to us on earth
Conclusion: It is all vanity. Your pursuits are vanity. Just remember “HIM” and keep his commandments.
Significance Red

7. Security Green Story of Job Righteous are not safe
Pain comes to the blameless
There is no protection from it, even if you do everything “right”
God alone is all-powerful and in control
Job Concludes: Trust God alone. Ultimately he realizes that He alone is Sovereign. That is where it is safe.
Security Green

8. Which Story Do You Most Identify?
Acceptance/Belonging - Jospeh
Significance - Solomon
Security - Job
Conclusion: Groups, which story do you relate most to? Why? How would having a new orientation change your life? What would that look like? (communion: meeting your significance, security, acceptance in him)

9. Leading Change Leadership is about two things: 1. Setting direction
Change is difficult for most people
Change is a process, not an event!
Change: 20 min. Leadership is about two things: setting direction and leading change. Setting direction is about hearing from God. Change is the most challenging part of leadership
Change is difficult for most people: Ask why? (winners and losers, preferences, tradition, comfort, lack of faith, unbelief, etc.)
Change is a process, not an event! Can you tell a story about a leader who didn’t understand this truth? (pastor who came to his board and told them that he wanted to sell the building and move to a new location)

10. Three Stages of Change Unfreeze Shape Freeze
Situation to unpack ideas: Move from cell groups to missional communities.
Unfreeze:
Things are frozen! Realize it will take some time to unfreeze and thaw. (people like their small groups! We have been together for 10 years. We are about to start the book of Revelation again!)
Unfreezing is primarily about developing a discontent with the current reality. (why would we consider stopping small groups? This takes time. Current reality needs to be measured to the vision of Christ. Moving the conversation to discipleship. What are we producing? Could there be another way?)
There needs to be a compelling understanding by the stake holders/leaders first before the church can be engaged.
Identify the objections and obstacles so they can be addressed. There are red, blue, green and hub objections. (red: I don’t want to give up my freedom to lead my group the way I want, Blue: how will this impact my friends in the group? Not everyone will go for this and they might leave the church? Green: Show me the evidence that this works? Show me that this is biblical. HUB: we need to have consesus from all the small groups that we should change what we are doing.
You know you are unfreezing when people are looking for possible solutions because they are not content with the current reality. Generally speaking, this happens first with the leaders, and later, the same process must take place in the church as a whole (talk more about that process later)
Mold: When ice is melted, you can shape it in a mold. You can even shape ice shavings that are soft, but not completely melted. This process must begin before the ice is totally thawed in the entire church.
Molding requires a process as well. It is not an announcement.
You will need teaching, interaction, motivating.
A new vision is born – a preferable future
A plan is formed to get there.
The plan is implemented. This is the most difficult part of the change leadership because there is much unrest and people want to go back and freeze things the way they were. (Israel back to Egypt).
Molding happens gradually. First the early adapters (10%, then the next 20% are brought along by the early adapters, then the majority, then the late adapters, then eventually the rebellious –maybe)
Freeze – don’t celebrate victory just yet!
You must develop systems and processes that maintain the gains you have.
The tendency is to retreat and regress if you are not diligent in freezing your gains. (Good progress in MC’s for a time, but when things get hard, there is a movement to go back to small groups)
Freezing ideas are things like: making heros of those who are doing it, telling stories of success, training a next generation of leaders, training all the newcombers to the church that we do things different here than where you came from and why (easier because your culture is now with you, but don’t take this for granted)

11. More detail on the three steps
More detail on the three steps. Ask them to identify where they have failed in the past and how that may be related to their MVS or what is going on in their soul (soul awareness – acceptance, security, and significance).

12. Work Groups by MVS Why is change difficult for your MVS?
20 min
Blue: Fail to bring correction to someone out of fear of conflict or afraid to hurt someone. Staff could feel that I don’t won’t do the most important things.
Indirectly confront – otherwise known as passive aggressive
Not focus enough on the task or the organization because of fear of hurting others.
RED: Run over people to get tasks done.
Overstate things (lie) to get people into action
Impatience and anger. Overstep authority. Compromise integrity to advance. Using people to get achieve for themselves.
GREEN: Use knowledge and information to control direction and outcomes. Withdraw from the team in an effort to control or avoid unpleasant behavior. Not empathize with others and only see things from one perspective – seen as inflexible and stubborn.
HUB: Let things drop that we agreed to do because of over commitment. Don’t make decisions that are timely so the church is lacking direction. Keep changing direction when a better idea is learned confusing the church.
Why is change difficult for your MVS?
Where in the change process are you likely to be challenged based on your MVS?
What MVS in your church will be most difficult for you while initiating change? How will you handle this?
Identify a failure in bringing about change and analyze the cause.

13. 2 Team Effectiveness Choosing Your Team and working together
So Christ himself gave the apostles, the prophets, the evangelists, the pastors and teachers, to equip his people for works of service, so that the body of Christ may be built up until we all reach unity in the faith and in the knowledge of the Son of God and become mature, attaining to the whole measure of the fullness of Christ.
--Ephesians 4:11-12 NIV

14. MVS Helps Us Form Teams
Point us in a direction to discover APEST and spiritual gifts
Helps us to understand how the person would function on a ministry/team
Helps us to understand how they will need to be supported in ministry
UNETHICAL to make placements solely on MVS

15. Spiritual Gifts
Mercy, apostle, knowledge, serving, evangelism, pastor, teaching, administration
Note that this is just a starting point and that the Holy Spirit determines giftedness (spiritual strengths)
Note that some don’t seem to have correlation (healing, tongues, sign gifts)
But in fact God has placed the parts in the body, every one of them, just as he wanted them to be. If they were all one part, where would the body be? As it is, there are many parts, but one body.
--1 Corinthians 12:18-20 NIV

16. APEST
Pastors, teachers, apostles, evangelists, prophets (by click in that order)
Less certain about prophetic and God can use anyone, but this is a start to look…
So Christ himself gave the apostles, the prophets, the evangelists, the pastors and teachers, to equip his people for works of service…
--Ephesians 4:11--

17. MVS and Team Huddles
Identify a team you serve and determine MVS of each
Is there a mixture of MVS or MVS’s missing? Why? How does this affect the team?
Does your team reflect the APEST model of Ephesians 4:11?
How would having a “Rainbow” Team be more effective?
Discuss bias of MVS in building team…
Discuss a failure in placement as it relates to MVS and requirements of the task

18. Effective teams understand the relationships between...
Motives
Conflict
Strengths
Filters

19. FACILITATOR: Place the team SDI Triangle again (full arrows)
Our Team
SDI Triangle

20. Team Portrait Cards Activity
Set up numbered guide cards into the diamond pattern. There are markings on the edges of the cards to assist in aligning these correctly. Explain that the team’s task will be to collaboratively sort the 28 strengths into a diamond pattern – similar to the online portraits they previously completed. Ensure that the strengths cards have the grey side facing up so participants are not unduly biased by the color of the strength. The color-coded side should be revealed by flipping the cards over after the group is satisfied with the order. (This is used to with teams to learn how to work together and utilize the strengths God has given to the team).
Of course, each project will require different strengths, but the team will learn to think through strengths when working together. That is the idea.
This activity is best used with an existing team. However, you can do training utilizing this exercise and make up a task that everyone understands (i.e. You are all on a committee to develop a multi-site approach to church planting for your church).
Develop a team portrait on a specific context or project.
How should you deploy your strengths to work more effectively as a team?

21. Comparing Portraits Compare your Team Portrait to
your Composite Team Strengths.
FACILITATOR: Place the PDF of the team’s Strengths Portrait composite
Committed?
Optimistic?
Reservations?
Concerns?
Enthusiastic?

22. Comparing Portraits Compare your Team Portrait to
your individual Strengths Portraits.
FACILITATOR: Place the PDF of the team’s Strengths Portrait composite
Ask each person for one insight, observation, or commitment from their own comparison.
For example, if the team placed Methodical on line 8 (second from the top) and one learner has it on line 3 (near the bottom) they might say something like: “I know Methodical is important for us. It’s going to be hard for me and I’m going to need some help from al of you. My top strength is flexible and , as you all know, I overdo it sometimes which is the exact opposite of methodical. So be patient with me and help me out here.”
Committed?
Optimistic?
Reservations?
Enthusiastic?
Concerns?

23. Team Summary Awareness Effectiveness What we learned...
What we will do...
Team Summary

24. Using the Facilitator Portal
Totalsdi.com

25. Organizing Your Assessments
Clients, Groups, Sessions, Participants

26. Strategy for Implementation
Sign in the TOTALSDI.COM Portal with password
Set up a Group, Session, Participant (two individuals)
Print out the reports when they have completed the inventories
Walk those 2 individuals through the reports
Step 1

27. Strategy for Implementation
Teach a class as soon as possible while it is fresh
Teach to your staff or to a church board
Use the prepackaged training organized in two separate trainings of 6 hours each
If possible, join with another person if teaching the first time
Step 2

28. Strategy for Implementation
After teaching SDI a few times we highly recommend starting to train pastors
Training the pastors/certification: enables the pastor to use the material with his board, groups, marital counseling, pre-marital counseling, conflict, etc.
We recommend doing the certification course through at least two events (2 days each). It is best taught over a 4 month span, once a month
Once your pastors have completed the certification, you can request certification from CHANGED2LEAD for their own account
Step 3

29. Pricing INVENTORIES SDI $24 Personal Strengths $9
Overdone Strengths $9
OTHER RESOURSES CALL CHANGED2LEAD
Three Passions of the Soul (Book on the SOUL)
SDI Book
Quick Guides
Teaching Aids (glasses, strength cards, etc.)

30. Invoicing
Invoicing is not through TOTALSDI.COM but through CHANGED2LEAD LLC.
CHANGED2LEAD was formed to service non-profits using the SDI inventories at a greatly discounted rate (currently 75%)
Do not try to access the store. You don’t have access except through CHANGED2LEAD\
You are billed for only the inventories used. Your invoice will arrive on the first of the month for the prior month.