There are two major types of Christian coaching:

• Individual Leadership Coaching (sometimes called executive coaching or life coaching) and
• Organizational Coaching (sometimes referred to as church or revitalization coaching).

Let’s look at each major type separately.

I. Leader, Life or Executive Coaching

This approach is typically done with a coach and an individual. It usually focuses on helping the leader identify his or her strengths and abilities. Within this major type of coaching, there are several distinct approaches. (NOTE: Coaches from this major approach would usually not be the best coaches for organizational or church coaching.)

Non-directive life coaching

In this approach, the coach listens to the client and by the use of listening skills and good questions helps the client think through their issues. You would want this type of coach if you would like help processing issues and questions you are facing. A good example of this approach would be coaches certified by the International Coaching Federation (ICF) (http://www.coachfederation.org).

Directed life coaching

In this approach, the coach leads the client through a process to help them establish key competencies. You would want this type of coach if you want to establish key life and leadership competencies. A good example of this approach would be Ministry Coaching International and their “Core4” system (http://www.ministrycoaching.org). Like most coaching organizations, Ministry Coaching International has a coach’s certification program.

Examples of Life Coaches:

• Bobby Clinton
• Greg Salciccioli
• Terry Walling
• Steven Covey

II. Organizational or Church Coaching

Now let us consider Organizational or Church Coaching. In this approach a coach works with a church or organizational leadership team, and almost never with only a leader or individual. Organizational coaching focuses on helping the organization identify their weaknesses and design a plan to strengthen them. Within this style of coaching there are also several approaches. Most organizational or church coaching providers offer coaching certification in their approach (NOTE: Coaches from this major approach would usually not be the best coaches for life or executive coaching.)

Church Directive Coaching

In this approach, the coach has a specific point of view and helps the church or organization apply their approach. You may want to consider this type of approach if you just need some system to follow. It is critical if you use this approach, that it match your philosophy of ministry, for it does not encourage you to consider other approaches or alternatives. It is a little bit of a cloning approach. An example of this would be Nelson Searcy Coaching (http://www.churchleaderinsights.com/coaching). Another example of this would likely be the Acts 2 model currently being developed by the AG.

Church Process Coaching

In this approach, the coaches lead the church leadership team through a process to help the church discover their own ministry direction. You may want this approach if you want to discover your church or organization’s unique DNA. In this approach, the coach will guide you through a process sharing with you options that you might consider. Then your team will consider your theology, philosophy and context and identify the approaches you feel would be best to accomplish your full kingdom potential. An example of this would be the Leadership Development Resources (LDR) process (http://www.ldrteam.com/ldr.html). Obviously, as a founding partner of LDR, I think this approach has the most potential for church transformation.

Church Consulting

In this approach, which is closely related to coaching, the consultant does an extensive assessment and then recommends action steps. You may want this approach if you feel you need a specific plan of action that is customized for your church, but are unable to develop it. An example of this approach would be the Society for Church Consulting (http://www.churchconsultation.org/).

Examples of Organizational coaches:

• Lyle Schaller
• Bill Easum
• Gary McIntosh
• John Ewart
• George Bullard
• Mel Ming
• Steve Mills

Recommendations and conclusions:

1. Only use a coaching approach for what it was intended to accomplish.

Do not use a “life coach” for a church or organization. A life coach would not be the best for a church revitalization or development process.

In the same way, you probably do not want to use an “organizational coach” to help you develop life skills.

2. Various groups have their own certification, but the certification is for only their approach.

There is not any one certification for all types of coaching. Each approach has it strengths and weaknesses. The real issue is the coach’s impact on those they coach, not the paper on the wall. Look at their references for proven success.

3. For Church or organizational coaching, be sure they are coaching the leadership team, not just the pastor or leader.

I know of no legitimate church or organizational coaching that works only with the pastor or leader.

Coaching can be a great help to a church or leader. Find a coach that matches your needs.

Mel

1. What’s working?

2. What’s not working?

3. How does what you do and who you are line up with your divine mission?

4. What’s missing?

5. What adjustments is the Holy Spirit calling you to make now?

6. What is needed to make the needed shifts?

7. Who can help make this happen?

8. How does our God evaluate our effectiveness in today’s mission field?

9. What would please Jesus more?

10. Who is God calling us to be now?

11. How does this differ from who we have been?

12. What kind of leader do I need to be to make this happen in the next 6 months? 1 year?

13. How would we define success for our church?

14. How successful are we being in light of this definition?

15. What is needed now?

As you help others or evaluate your own ministry, these are good questions to consider.

Mel

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Steps to become a great coach

1. Listen Actively.

The first and may be the most important is to listen and to listen actively. Proverb 18:13 says, “He who answers before listening—that is his folly and his shame.”

Bob Logan rightly states, “Good coaching isn’t the art of giving good answers. It’s the art of asking good questions.” There are three reasons to ask questions.

1)   To gather relevant information

• How is your ministry going?
• How are you doing personally?
• How are you struggling?
• How may attended the last meeting?
• What help do you need?

2)   To increase awareness

• How are you raising up new leaders?
• What are you doing to reach new people?
• How are you currently reaching people?

3)   To promote action.

• What will you do about this?
• What is your next step?
• What are your priorities this week?

2. Care personally.

When listening at the beginning of coaching appointment, I can the following questions:

• How are you doing?
• What is going well?
• What is not going well?

3. Celebrate wins.

1)   Celebrate progress.

It is good to make a point of asking, “What is God or what can we celebrate today?

2)   Celebrate personal achievement.