5 Chairs, Development Forged in Each Chair

The expanded version of the e-book and the audio will be released soon.

This blog post is an excerpt from Chapter 2: GROWTH: 5 Chairs, Development Forged in Each Chair." In it, we explore the "5 Chairs" training strategy—a robust framework for unlocking individual potential and guiding team development. You'll learn about the practical "Crawl, Walk, Run" method embedded within this strategy, see its application across different core teams, and understand the critical importance of the "Promise Keeper" principle for fostering commitment and achieving lasting success.

A Foundation of Experience and Faith

Throughout my life, I have gained a diverse background from listening, personal experiences, education, and work. I am a 22-year combat veteran, an experience that has profoundly shaped me. My faith journey began when I was saved on July 10, 1979, and baptized on July 24, 1979. Growing up in a Christian home, I learned from exceptional pastors and teachers. This foundation led me to help my parents start churches in Washington State, serve in various ministries, including church staff roles, and gain some preaching experience.

My key strengths lie in teaching character development, practicing servant leadership, and being a devoted husband and father who actively supports pastors. Professionally, I excel at building and leading organizations, creating efficient systems, and inspiring people to reach their full potential. My approach is analytical, grounded in leadership, driven by a servant's heart, and fueled by a deep love for the Word and prayer.

The Heart of Growth: Mentorship and Identifying True Potential

Building a strong team through leadership and mentorship is crucial for any organization or church. CEOs, founders, pastors, and staff should actively engage in training and mentoring, which is vital for collective and individual success. Leadership must be directly involved in these initiatives. We have a structured application process for everyone, regardless of background, to help leadership identify the best fit for each role. This ensures team members can contribute effectively and find fulfillment by utilizing their diverse skills.

This chapter highlights the incredible potential within individuals. It emphasizes that not everyone fits traditional organizational roles, but everyone has unique qualities worth celebrating. While not everyone is suited to be a soul-winner, teacher, or extroverted personality, each person can find their special place in the organization or churches, whether in a church, organization, or through life's journey.

Unlocking Individual Abilities: A Leader's Role

As a leader, your role is crucial in helping individuals uncover their unique abilities, enabling them to serve the Lord and grow personally as Christians. While it's important to encourage participation in activities like soul-winning, it's equally vital to align individuals with roles that match their strengths. Avoid placing them in overly challenging situations, especially if tasks like direct gospel sharing are intimidating.

Skills can be discovered over time, so exposing individuals to various ministries or skill sets is beneficial. This exploration may reveal new interests and talents. We aim to keep people engaged, guiding them through different skills without overwhelming them.

Sometimes, we may uncover skills that others didn’t know they had. A key lesson I learned in the military is to remain open to new ideas. Listen to suggestions and be willing to adapt them to fit your goals, ensuring they meet essential standards. Other people’s ideas can help us achieve our objectives more efficiently. Individuals may look elsewhere for support if we don’t foster an environment that encourages sharing and implementing new ideas. 

We should avoid sticking to past methods and be open to new perspectives, as this can deepen our organization and foster growth for everyone involved.

The "5 Chairs" Training Strategy: Crawl, Walk, Run

Now that we have laid the groundwork, let's discuss how I approach placing people during my training sessions. I use the concept of five chairs in each key area. The goal for an individual in any given chair is to master specific objectives and learn essential skills before moving on to the next step, or the next chair.

This progression often follows a method I call the Crawl, Walk, Run (CWR) training method:

1. Crawl: You begin by teaching a skill slowly and methodically, ensuring foundational understanding.

2. Walk: Next, you have them watch you perform the tasks while they practice alongside you, providing guidance and immediate feedback.

3. Run: Finally, you allow them to take charge of the task independently, with you providing corrections and support only as needed.

   
   

The main goal of the CWR method within the 5 Chairs strategy is to help individuals manage tasks competently and independently. Once they achieve this, you can move on to train the next person, creating a cycle of development and empowerment.

(One chair, in particular, stands out for a very good reason: without its principles being embraced, everything could fall apart, or the individual may perpetually struggle.

This crucial chair is called the "Promise Keeper." I will explain its profound significance later in this chapter.)

The "Simple Chair" Method: Guiding Individuals to Growth

We have designed our training process as a journey that guides individuals through five key stages using this "simple chair" method. A primary objective is to assign people to the right teams based on their existing skills. However, many individuals lack a clearly defined or previously recognized skill set. Many people today possess latent skills without the opportunity or guidance to develop them.

In such cases, I often place these individuals initially in the administration team. This allows us to assess their abilities practically, as all organizations need robust support regardless of their nature. This initial placement isn't necessarily permanent but serves as a valuable observation and development phase.

This entire process highlights the importance of dedicated learning, of "sitting down and learning." Through this journey, individuals can grow from curious seekers of wisdom (or, in a faith context, Christ's wisdom) into enthusiastic contributors and even disciple-makers, fostering spiritual growth and a strong work ethic applicable in any organization. While biblical wisdom can profoundly help organizations, leaders must take the crucial first step in actively training their team members.

Core Teams & The 5-Chair Application

In my experience, I have identified four key operational areas that are common to many churches or organizations:

1. Administration Team

Chair 1: Welcome & Lay of the Land

Chair 2: What Success Looks Like Early On

Chair 3: Learn by Doing, With Support

Chair 4: Fostering Ownership

Chair 5: Promise Keeper

2. Technical Team

Chair 1: Baseline & Big Picture

Chair 2: Tooling Up & Knowledge Building

Chair 3: Synergy & Practical Experience

Chair 4: Future-Proofing & Empowerment

Chair 5: Promise Keeper

3. Ministry Team

Chair 1: Come and See (John 1:39)

Chair 2: Follow Me (John 1:43)

Chair 3: Become a Fisher of Men (Matthew 4:19)

Chair 4: Go and Bear Fruit (John 15:16)

Chair 5: Promise Keeper (Numbers 30:2)

4. The 5-Chair Energy Boost (for Leaders)

Chair 1: The Coach's Chair: Shift from fixing to coaching

Chair 2: The Recharge Chair: Design Your Energy Rhythms

Chair 3: The Clarity Chair: Master What Truly Matters

Chair 4: The Renewal Chair: Cultivating Your Inner Drive

Chair 5:The Celebration Chair: Share Success, Build Morale

These areas are not static; they can and should evolve as your organization grows and expands, which is a positive sign of development. I recommend following the same 5-Chair concept within these areas, but broadening the focus as needed. The key is to keep it simple so your leaders can train others effectively. While it’s good for leaders to incorporate their unique ideas and insights into training, they must ensure these ideas align with the organization's overarching vision and mission.

Here’s an example of my organization's five-chair training method across four teams. As you read this, I hope it inspires you to develop your chair training program tailored to your organization's unique needs. These three areas, structured with the 5-Chair method, have proven highly effective for organizing the process of skill improvement while keeping individuals engaged.

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1. Administration Team: Building the Backbone

Administration Team

Chair 1: Welcome & Lay of the Land

Chair 2: What Success Looks Like Early On

Chair 3: Learn by Doing, With Support

Chair 4: Fostering Ownership

Chair 5: Promise Keeper

The administration team is often a great starting point for those developing their skills. They play a crucial role in updating statistics, managing emails, addressing inquiries, creating weekly social media content, handling mailouts, and managing digital files. Your specific administrative tasks may vary based on your organization's vision, but a clear training or mentoring plan is essential.

The "5 Chairs" method for an Administration Team combines initial training with ongoing support for skill development:

Chair 1: Welcome & Lay of the Land

• Action: Dedicate the first month to an onboarding process focused on engaging with administrative functions.

• Systems & Processes: Provide thorough walkthroughs of all current administrative systems (e.g., communication platforms, financial software, filing systems, HR procedures, operational workflows) and offer hands-on training.

• Key People & Culture: Introduce them to key team members, department heads, and anyone crucial to their role. Explain the organizational culture, communication norms, and decision-making processes.

• Priorities & Current State: Clearly outline current administrative priorities, ongoing projects, and any immediate challenges or deadlines they must know.

• Why it's Crucial: This foundational knowledge helps them understand current operations and identify whom to approach for assistance, which is vital for their successful transition and integration.

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Chair 2: What Success Looks Like Early On

• Action: Collaboratively set clear, achievable expectations for their first 30, 60, and 90 days. Focus on 2-3 key areas or critical processes for them to master or take ownership of, such as managing internal communications or overseeing a specific administrative project.

• Why it's Crucial: This provides immediate direction, allows for early wins, builds their confidence, and helps to focus initial training and mentoring efforts.

Chair 3: Learn by Doing, With Support

• Action: Have them shadow you or experienced team members in key administrative tasks. Gradually delegate responsibilities, starting with less complex tasks and increasing complexity as they demonstrate understanding and competence. Be available to answer questions and provide guidance as they execute tasks independently.

• Why it's Crucial: This offers practical, on-the-job training with a supportive safety net. They learn the role's nuances within your organization's specific context, not just theoretically.

Chair 4: Fostering Ownership

• Action: As they become more comfortable and competent, encourage them to take initiative, propose solutions to administrative challenges, and manage their designated areas independently.

• Why it's crucial: Empowerment fosters ownership and critical thinking, enabling them to contribute to the organization and grow as professionals successfully.

  
  

Chair 5: Promise Keeper

(The significance of this chair is detailed further below.)

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2. Technical Team: Innovating and Implementing

Chair 1: Baseline & Big Picture

Chair 2: Tooling Up & Knowledge Building

Chair 3: Synergy & Practical Experience

Chair 4: Future-Proofing & Empowerment

Chair 5: Promise Keeper

In today’s fast-paced digital marketing landscape, your technical team's strength and adaptability are crucial to your organization’s success. Their specialized skills drive your online presence through website management, social media engagement, YouTube content creation, and targeted email marketing. 

Many leaders face the challenge of effectively mentoring these talents. It’s essential to ensure they master evolving tools while developing strategic insights to apply them effectively. Transforming individual specialists into a cohesive, high-performing unit is vital.

Focus on proactive mentorship to build a resilient and forward-thinking technical team. Nurture their expertise, foster collaboration, and empower them to own their key digital functions. Here are four targeted training methods for mentoring your technical team in website management, social media, YouTube, and email marketing to build confidence and lasting capability.

Chair 1: Baseline & Big Picture

• Get Grounded: Understand our team's mission and how your tech skills fit into the grand vision.

• Skill Snapshot: We'll identify your current tech strengths and areas for exciting growth.

• Shared Goals: Aligning your talents with our collective objectives from day one.

  
  

Chair 2: Tooling Up & Knowledge Building

• Gear Up: Master your role's essential tech tools and platforms.

• Focused Learning: Access targeted training and resources to build a rock-solid knowledge base.

• Skill Surge: Rapidly expand your technical expertise and confidence.

  
  

Chair 3: Synergy & Practical Experience

• Team Up & Tackle: Jump into collaborative projects and see your and their skills in action.

• Real-World Impact: Gain hands-on experience by working on live tasks and challenges.

• Learn by Doing (Together): Experience the power of teamwork and shared learning.

  
  

Chair 4: Future-Proofing & Empowerment

• Innovate & Grow: Explore emerging tech trends and prepare for what's next.

• Own Your Impact: Take initiative, lead projects, and contribute unique solutions.

• Step Up & Shine: Feel empowered to make decisions and drive results.

  
  

Chair 5: Promise Keeper

• Commit & Deliver: Embrace responsibility and consistently follow through on your commitments.

• Trusted Pillar: Become known for your reliability and dedication to the team's success.

• Own Your Word: Uphold the standards and promises that define our collective strength.

By utilizing these methods, you can effectively assess your team's skills and ensure they generate results. Remember to value new team members’ insights—they might bring innovative ideas.

By utilizing these methods, you can effectively assess and enhance your technical team's skills, ensuring they generate meaningful results. Remember to value the insights of new team members—they might bring innovative ideas that can propel your organization forward.

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3. Ministry Team: Serving and Bearing Fruit

(Our mission is to help people find purpose and live fulfilling lives. While I won’t cover this specific 5-chair training method in extensive detail here, as many excellent resources are available, the principle remains: not everyone will excel in traditional soul-winning, but everyone should understand how to get involved in ministry according to their gifts.)

Chair 1: Come and See (John 1:39)

Chair 2: Follow Me (John 1:43)

Chair 3: Become a Fisher of Men (Matthew 4:19)

Chair 4: Go and Bear Fruit (John 15:16)

Chair 5: Promise Keeper

When training individuals for any team, especially a ministry team, don’t move to the next step (or chair) until participants are fully prepared. Idle time isn’t an option; engaging people actively is key to their development and retention. With good mentoring, individuals starting in administrative or technical roles may discover a passion and aptitude for joining the ministry team later.

The Cornerstone: Understanding the "Promise Keeper" (Chair 5 Deep Dive)

Now, let’s discuss the crucial role of the "Promise Keeper" – the fifth chair in each of these team structures. What does this mean? The Bible highlights the profound importance of keeping promises, especially those made to God or others.

Numbers 30:2 "If a man vow a vow unto the Lord, or swear an oath to bind his soul with a bond; he shall not break his word, he shall do according to all that proceedeth out of his mouth." This verse stresses that vows and oaths are sacred and must be honored.

Ecclesiastes 5:4-5 "When thou vowest a vow unto God, defer not to pay it; for he hath no pleasure in fools: pay that which thou hast vowed. Better is it that thou shouldest not vow, than that thou shouldest vow and not pay." This passage strongly suggests that it is wiser not to make vows if you cannot keep them and warns sternly against breaking promises once made.

In summary, biblical teaching emphasizes that you should not make promises you can't keep, and once you promise something, you are bound to fulfill it. This applies to vows made to God and agreements made with fellow human beings.

Practical Implications of Being a Promise Keeper:

When you add someone to a team after they have completed their initial training and understand the organization's mission and vision, they should be equipped to work with a degree of independence. Before they formally start in their established role (symbolizing their arrival at the "Promise Keeper" chair), it’s vital to have a conversation about the commitment and promises they made (explicitly or implicitly) when joining the team. This is also an opportune time to review the organization's standards of conduct and, in a faith-based setting, highlight the importance of spiritual disciplines such as tithing to God, reading the Bible, and prayer, as applicable to your organizational culture.

The leader sets the "rules of engagement" based on the organization's vision and, in faith contexts, guidance from God. At the culmination of their training and integration (reaching Chair 5), team members should commit to giving a significant effort in their roles. I often suggest a promise of 80% effort for volunteers. Why 80% instead of 100%? There are a couple of reasons:

• Most team members of volunteer-driven organizations are volunteers who balance other life commitments. Expecting a constant 100% commitment can lead to burnout and is often unrealistic.

• This 80% acknowledges that life happens, setting a high yet achievable bar for dedication.

  
  

On the other hand, paid team members should generally aim to give 100% effort, as their role is their profession. If they consistently cannot meet that expectation, they should be guided to find a position that fits their capacity or passion better.

My wife is an excellent example of a Promise Keeper. She taught at a Christian school for 16 years, sang in the choir, taught Sunday school, served as a bus captain, and planned numerous events. She rarely missed a meeting and consistently fulfilled her responsibilities, missing only about 12 times in 16 years due to unavoidable circumstances like surgery or significant illness. We had to adjust and scale back on commitments when we had our child. Still, she made it a priority to attend her core meetings and complete her essential tasks. We adjusted for family vacations and when our daughter was sick, but her commitment was consistently demonstrated.

Teaching the importance of being a Promise Keeper is essential, as some people may not have learned or understood how to truly keep their promises. This can be challenging because deep commitment can be hard for some to grasp or live out. However, it is essential not to give up on them easily. You may lose many people along the way in any leadership journey. Still, if you find someone who embodies the qualities of a Promise Keeper, they can be an invaluable asset to your organization – steadfast, reliable, and dedicated.

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4. Leadership Self-Care: The 5-Chair Energy Boost

(This section adapts the 5-Chair concept to help leaders manage their energy and well-being, a crucial aspect of sustainable leadership.)

Chair 1: The Coach's Chair: Shift from fixing to coaching

Chair 2: The Recharge Chair: Design Your Energy Rhythms

Chair 3: The Clarity Chair: Master What Truly Matters

Chair 4: The Renewal Chair: Cultivating Your Inner Drive

Chair 5:The Celebration Chair: Share Success, Build Morale

Leaders today navigate a landscape filled with both challenges and immense opportunities. Many managers and leaders enter their roles with a genuine desire to coach and support their teams. However, they often encounter competing demands that can severely test this vision. From striving to meet performance metrics to managing the emotional complexities of ongoing crises, the realities of leadership can feel overwhelming, leading to what many experience as "leadership fatigue."

One manager shared a sentiment that resonates widely: "I want to be an empathetic leader and support my team, but we still have to meet our numbers. Mostly, I just stay late myself to get it all done." Another manager revealed the toll it took on their health: "Last year, I ended up in the hospital because of the stress and workload." These heartfelt experiences highlight the crucial yet often precarious balance between effectively supporting your team and prioritizing your well-being.

So, how can leaders gracefully navigate this tightrope? The answer lies not in reducing empathy but in practicing it sustainably. This involves setting healthy boundaries, preserving your energy, and modeling a positive, resilient leadership style.

Here are five actionable and uplifting strategies, framed as "Chairs," to combat leadership fatigue while fostering a supportive environment:

Chair 1: The Coach's Chair – Shift from Fixing to Coaching

• Core Idea: Empower your team to find their solutions so you don’t always have to be the primary problem-solver.

  
  

• Actionable Insights: The Power of Questions: Ask open-ended questions like, "What options have you considered?" to guide your team, rather than immediately providing answers.

• Active Listening: Truly listen to their ideas and perspectives before offering advice. This builds trust and often helps them uncover their solutions.

• Foster Problem-Solving Skills: Frame challenges as learning opportunities. Encourage experimentation and create a supportive environment where it’s okay not to have all the answers instantly.

• Build Long-Term Capability: While fixing might seem faster in the short term, coaching builds your team's critical thinking and independence, freeing you up in the long run.

• Uplifting Aspect: Celebrate their problem-solving successes and growth; this empowers them and demonstrates your trust.

Chair 2: The Recharge Chair – Design Your Energy Rhythms

• Core Idea: Proactively manage your energy by developing consistent habits that refresh and renew you.

  
  

• Actionable Insights:

• Bookend Your Days: Create specific morning and evening routines that help you start and end your day positively (e.g., meditation, light exercise, planning, reflection, reading).

• Schedule "Recharge Zones": Set aside short breaks throughout the day for activities that revive you, such as a quick walk, deep breathing exercises, or listening to music.

• Protect Your Focus Time: Identify your peak productivity times and dedicate those periods to important, focused tasks, minimizing interruptions.

• Integrate Movement & Well-being: Key components of your daily routine should include regular physical exercise, healthy eating habits, and adequate sleep.

• Uplifting Aspect: View these routines not as rigid constraints but as essential acts of self-care that enable you to be your best self for your team.

Chair 3: The Clarity Chair – Master What Truly Matters

• Core Idea: Distinguish between real priorities and unnecessary or manufactured crises to conserve energy and sharpen your focus.

  
  

  Actionable Insights:

• The Urgent vs. Important Matrix: Utilize tools like the Eisenhower Matrix to categorize tasks based on what drives results and aligns with long-term goals, rather than just what feels most urgent.

• Question Urgency: Respectfully inquire about the flexibility of deadlines and the impact of delays to determine what genuinely needs immediate attention.

• Use the "Pause" Button: Cultivate a brief moment to assess before responding to urgent requests, considering their importance and impact.

• Batch Similar Tasks: Group comparable tasks together to work on them more efficiently during dedicated time blocks, reducing mental load and interruptions.

• Uplifting Aspect: This approach empowers you to reclaim control over your time and significantly reduce stress by responding thoughtfully rather than reactively.

Chair 4: The Renewal Chair – Cultivating Your Inner Drive

• Core Idea: Dedicate time to personal growth, passions, and interests outside your leadership role to stay inspired and resilient.

  
  

  Actionable Insights:

• Schedule "You" Time: Intentionally block your calendar for personal development activities, hobbies, or pursuits that bring you joy and fulfillment.

• Connect with Your "Why": Regularly reflect on what motivates and inspires you personally, and find ways to integrate more of that into your life.

• Seek Mentorship & Learning: Look for mentors, coaches, or learning opportunities that align with your interests and contribute to your holistic growth.

• Small Steps, Big Impact: Remember that fostering personal aspirations doesn’t always require grand gestures; it can come from small, consistent actions like reading, pursuing hobbies, or spending time in nature.

• Uplifting Aspect: Recognizing and nurturing your identity beyond your professional role makes you a more well-rounded, grounded, and genuinely inspiring leader.

Chair 5: The Celebration Chair – Share Success, Build Morale

• Core Idea: Effectively distribute tasks by trusting your team, leveraging their unique skills, and consistently recognizing their contributions.

  
  

  Key Insights:

• Clear Delegation: When delegating, clearly define desired outcomes, grant necessary authority, provide adequate resources, and establish agreed-upon check-in times.

• Match Tasks to Talents (and Growth): Assign tasks based not only on team members' existing strengths but also by offering opportunities that challenge and stretch them in supportive ways.

• Let Go of Perfectionism: Trust the process and your team; understand that “done” effectively by others can often be better than “perfect” attempted only by you, especially if perfectionism creates bottlenecks.

• The Power of Recognition: Acknowledge effort, progress, and successes publicly and privately to motivate and validate your team. Be specific in your praise.

• Foster a Strengths-Based Culture: Actively cultivate an environment where team members recognize, appreciate, and leverage each other's diverse strengths, enhancing collaboration and mutual support.

• Uplifting Aspect: Graceful delegation builds trust and empowers team members. Consistently celebrating individual and team successes significantly boosts morale, fosters a positive work environment, and strengthens collaborative bonds.

Chapter Summary & Moving Forward

We are now prepared to summarize the team's responsibilities and discuss practical ways to train and motivate them within their respective areas (such as administration, technical, and ministry teams). Often, leaders intuitively have answers or solutions in mind; sometimes, we just need the right keywords or frameworks to trigger those thoughts and implement effective strategies. This discussion aims to engage your thought process and help you, as a leader, deliver quality training and mentorship within your organization.

Organizations and individuals need to improve their skills through ongoing education and training. While having a diverse skill set is beneficial, encourage a focus on becoming an expert in key areas. If you rate yourself as a 7 out of 10 in a skill, aim for a 9, then consistently push towards an 11 over the years through deliberate practice and learning.

Passion is crucial. If you or your team members lack it for a particular role or task, take the time to discover what truly drives and motivates them. Mastering skills leads to excellence and fulfillment when paired with genuine passion.

Finally, ensure you have a clear vision guided by your core values, plus God's vision or will. Combining dedicated skill enhancement, authentic passion, and a compelling vision will set you and your organization on a sustainable path to success. I've experienced this firsthand throughout my career, including my military service, where these principles helped achieve significant outcomes.

Ebook Progress & Final Encouragement

Closing Remarks: Your GROWTH Journey Continues!

It's truly inspiring to see the engagement with the GROWTH resources! Our community is expanding, with the GROWTH website now exceeding 300 views, the e-book downloaded 151 times, and our Spotify content reaching 173 listens. This incredible reception fuels our passion for delivering valuable insights for your personal and professional development.

We are refining Chapter 3, "GROWTH: Helping Your Toddler Learn," and Chapter 4, "GROWTH: The Hidden Power of Organizational Titles." I'm also diving into Chapter 5, "GROWTH: How to Lead When You're Not in Charge." The latest chapter is Chapter 6: "GROWTH: Claiming Ownership of an Idea." This chapter focuses on taking initiative and responsibility for your ideas personally and professionally.

Chapter 1: "GROWTH: Your Simple Guide to Growing – Tips for Organizations, Churches, and Businesses." The e-book is out, along with the audio. You can claim your free e-book or audio by going to www.cajailoutreach.store.

Thank you, and God bless!

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