It doesn’t matter really. They are both concepts of the future. They’re both things to work towards. But some people need to hear it one way, and other people need to hear it the other way.
Goal: Encourage 100 people to invite their friends along to the Life evangelistic course.
Problem: Thousands of people are going to hell, only the gospel of Jesus can save them, and we’ve got 100 people at church.
Goal: Make Sunday meetings God-glorifying, challenging and encouraging.
Problem: We’ve only got one opportunity each week when we gather God’s people together… what should we do?
If you give your team goals, they’ll have a clearer idea what you want. If you give them problems, you might get better ideas.
So, you’ve planned, organised, delegated, ran and even cleaned up that big ministry event/thing. How do you conduct a review with the team?
1. Acknowledge the fears in the room; some people know they didn’t pull their weight. Some people know their thing didn’t really work. Some people are afraid they just about to get blamed. Acknowledge those fears, speak about them.
2. Go back and remind people of the purpose of the event. What was the big thing you were hoping it would achieve? Start by critiquing that. Was it a good goal? Would you keep it as the goal if you had the chance again? Did the purpose/goal slip from view in the planning/execution?
3. Avoid anecdotal evidence. As much as possible, try to use hard data. Numbers, ratios of new/existing, number of comments, time it started/ended.
4. Talk improvements, not mistakes. There’s a fine line there, but it’s a heart issue.