2 | Share what a thriving congregation looks like to you.
3 | Moving from Surface to Soul.

1 | Define your primary purpose in ONE sentence.
2 | Share how you'll fulfill purpose in 3 sentences.
3 | Share why it matters.
4 | Share how people can help.

1 | Measure what matters - impact, reach, and relational networks.
2 | The 6 Indicators of thriving congregations
3 | The 5 "flourishing" practices.
4 | 5 learnings from the Thriving Congregations initiative.
5  | 4 skills leaders need to continually anticipate & adapt.
6 |  3 focus areas of ministry that need attention and a plan.
7 | The importance of developing bifocal leaders and teams.
8 | Addressing detours & delays that derail plans.

1 | Reinvention is done by everyone, everyday.
2 | Models for fulfilling mission change constantly.
3 | Know your why - what do you want for people?
4 | List your non-negotiable.
5 | Avoid mission drift.
6 | Every driver needs a roadmap.

1 | Who articulates your church's purpose?
2 | Who should be articulating it's purpose?
3 | Why is our purpose so "fuzzy" to people?
4 | What does our purpose help us say no to?
5 | If your mission is clear, what models need to change?

1 | Read your mission.
2 | Find out who knows it; can recite it.
3 | Shorten it - create a tagline.
4 | Complete the sentence: "We help people . . ."
5 | Get clear about purpose, personally.
6 | List all the places mission is shared.
7 | Clarify your values; rank your priorities.
8 | List what your church is passionate about.
9 | Track your trajectory.

2 | List what you're saying that's helping/hindering culture.
3 | List who the culture creators are in your system.
4 | Identify possible next steps for aligning your culture.

1 | Clarify and reinforce your purpose, priorities, and passions.
2 | Create operational values that support missional initiatives.
3 | Change your questions. Change your conversations and results.
4 | Review John Kotter's insights on why transformation efforts fail.
5 | Reset your communication, meetings, and messaging norms.
6 | Reset your daily, weekly, monthly, and quarterly practices.
7 | Reset what you measure, pay attention to, and celebrate.

1 | Leaders often sent mixed messages about culture.
2 | Your leaders should see themselves as culture creators.
3 | Culture is created by what we consistently say and do.
4 | Churches need to have missional and operational values.
5 | Ongoing leadership onboarding and training is essential.
6 | Excessive information hides what's most important.
7 | Pay attention to norms as much as goals.
8 | Start "what iffing" your norms.
9 | Connect "why' with what you do.

1 | How would you describe your current culture?
2 | What "shifts" are needed to build a better culture?
3 | How could you help leaders model your desired culture?
4 | Which leaders send mixed messages about your culture?
5 | What do you celebrate about your current culture?
6 | What do you need to measure? Celebrate?
7 | How could intentional storytelling transform your culture?

1  | Change your meeting agendas and norms.
2 | Change your nominating/hiring/selection/process.
3 | Start modeling the culture your church is striving for.
4 | Start asking, "Why?" and "Why not?"
5 | Identify one message, norms, and team to focus on.

1 | Identify 8 or more systems within your church.
2 | Learn to evaluate and improve each systems.
3 | Identify 1-3 systems to improve this year (rank/prioritize).
4 | Clarify your role in building better systems.
5 | Identify who will be your partners in changing systems.

1 | Orient staff and lay leaders about your course and culture.
2 | Orient new members and ministry partners.
3 | Use storytelling as a vehicle to shape and reinforce culture.
4 | Note the gaps between the current and preferred culture.
5 | 5 creative approaches for onboarding leaders & members.
6 | Keep the big picture in mind while taking faithful next steps.

1 | Most change efforts fail due to lack of systems.
2 | Connect your "WHATS" to your "WHYS."
3 | Share stories that reinforce your desired culture.
4 | Assign individuals (not teams) to be accountable.
5 | Help teams set bifocal goals.
6 | Have leaders set & share their faithful next steps.
7 | Have teams & board assess their work 1-4 times/year
8 | Identify why your change efforts fail.
9 |  Create systems for sprinters rather than marathoners

1 | Are your leaders sufficiently humble and hungry?
2 | Who will be your saboteurs?
3 | Which system, if improved, would have a huge impact?
4 | Is your church suffering from a "good enough" mindset?
5 | How are you contributing to dysfunctional systems?

1 | Share stories that reinforce your desired culture.
2 | Assign individuals (not teams) to be accountable.
3 | Create an Annual Leadership Planning Calendar.
4 | Create 1-page ministry road maps for all committees/teams.
5 | Rethink your staff/board meeting agendas & norms.
6 | Make a list of things you'll no longer tolerate.
7 | Explore ways combine or infuse rather than add.
Embrace simplicity as a value.
Make reviewing results your norm.
Measure impact & reach for all activities.