Synergy Described
Synergy is achieved when two or
more people work together to
create a better solution than they
could have created alone.
Synergy
Defined
Synergy is using the different
abilities, personalities, gifts
and talents of a group of
people to get something done
they could not do alone.
Synergy
Illustrated
Synergy
Contrasted
What it is - What it is not
Celebrating differences - Tolerating differences
Working as a team – Working independently
Collaborating - Compromising
Listening to others - Promoting your agenda
Finding better ways - Doing things the same
Roadblocks to
Synergy
 Not trusting and using the unique
abilities of those in your team
 Not being able to see the value of
each person in your team
 Mindlessly following one person and
not working as a thinking team
Bill Bennot’s Definition of Team
A team is a small group of people
with complimentary skills
committed to a common purpose,
performance goals and approach
for which they hold themselves mutually
accountable.
Four Secrets of Great Team
Based Leadership
#1
The Secret About The Cause
The five of us who lead Community Christian Church are willin
to die for the cause of "helping people find their way back to G
We are committed to the cause
first and each other second.
#2 The Secret About Community
What contributes to the chemistry of a great lead team?
- Complimentary gifts help create the chemistry
- A common strategy that all buy into creates chemistry
- Team members who can't imagine doing anything else create c
We don't know when we are working
and when we are playing.
#3 The Secret About Chaos
Here are some of the paradoxes you would see in our lead tea
• Highly Collaborative AND Very Competitive
• Very Compassionate AND Comfortable with Conflict
• Loves Spontaneity AND Wants Accountability
We may look crazy or chaotic to you, but
there is a method to our madness.
#4 The Secret About Creating Culture
Why do people make such tremendous sacrifices over and over
• We just might be the church that actually does change the wor
• We are up to something big and something special!
• We will make sure that God gets the glory!
We REALLY are going
to change the world.
A Great Leadership Team is:
clear about the cause & willing to die for it
comfortable with work and play
collaborative and competitive
confident they will change the world!
Signs of a Team in Decline:
 Lack of honest sharing.
 Leaders make statements more than ask
questions.
 People do not commit to decisions make.
 Individuals take credit for success and argue to
look good.
 Leaders conduct autopsies to place blame rather
than look for wisdom.
 The team does not deliver results.
Inattention
to Results
Avoidance of
Accounability
Lack of
Commitment
Fear of Conflict
Absence of Trust
Absence of Trust
Team members doubt their peer’s
intentions are good and they are
protective and careful about group
interactions.
Dysfunction 1
Creating Trust
 Talk about weaknesses
 Talk about skill deficiencies
 Talk about interpersonal lacks
 Talk about mistakes and needs
Overcoming Dysfunction 1
Trust Exercise
Share a weakness or a skill
deficiency with your team that you
have never shared before.
Creating Trust
Pick a question to work on:
4 quickly/genuinely apologise
6 openly admit weaknesses
12 know each other’s personal lives
Overcoming Dysfunction 1
Conflict
Trust
When team
members do not
trust each other
they avoid saying
anything that
could be
interpreted as
destructive or
critical.
Fear of Conflict
Team members don’t engage in
passionate debate and instead
resort to veiled discussion and
make guarded comments.
Dysfunction 2
Embracing Conflict
 Believe conflict is not a sin
 Accept conflict is beneficial
 Seek first to understand
 Look for a win-win solution
Overcoming Dysfunction 2
Conflict Exercise
Pick a recent contentious issue, listen
with an open mind and look for a winwin solution.
Embracing Conflict
Pick a question to work on:
1 unguarded when discussing issues
7 compelling team meetings
10 important issues are dealt with
Overcoming Dysfunction 2
When team members
avoid productive
conflict they don’t
commit to
decisions
Commitment
because they
don’t have
Conflict
consensus.
Trust
Fear of Commitment
Team members lack clarity or fear
being wrong and this prevents the
team from making timely and
definitive decisions.
Dysfunction 3
This is a story about four people named
Everybody, Somebody, Anybody and Nobody.
There was an important job to be done and
Everybody was sure that Somebody would do it.
Anybody could have done it, but Nobody did it.
Somebody got angry about that, because it was
Everybody's job. Everybody thought Anybody
could do it, but Nobody realised that Everybody
wouldn't do it. It ended up that Everybody
blamed Somebody when Nobody did what
Anybody could have.
Building Commitment
 Review meeting decisions
 Identify who does what by when
 Commit to finish work on time
Overcoming Dysfunction 3
Commitment Exercise
Think back to your last meeting and
for an undefined issue decide who
will do what by when.
Building Commitment
Pick a question to work on:
3 know what peers are working on
8 know peers committed to decisions
13 end discussion with an action plan
Overcoming Dysfunction 3
When team members
do not have a clear
sense of what is
Accountability
expected of each
other they
Commitment
can’t hold
anyone
Conflict
accountable.
Trust
Avoiding Accountability
Team members are not held
accountabile for their behavior and
no one points to poor performance
or behaviour that may harm the
team.
Dysfunction 4
Creating Accountability
 Clarify responsibilities
 Be clear about expectations
 Review progress regularly
Overcoming Dysfunction 4
Accountability Exercise
Have each person identify 2-3 areas
that they are responsible for in the
ministry.
Creating Accountability
Pick a question to work on:
2 call out unproductive behaviour
11 concerned about letting peers down
14 challenge one another about plans
Overcoming Dysfunction 4
Results
Accountability
Commitment
Conflict
Trust
When team
members do not
hold each other
accountable the
team will not
achieve the
results they
have agreed
upon.
Inattention to Results
Team members are so worried
about individual credit or success
that they do not focus on
collective success.
Dysfunction 5
Recognising Results
 Make results known
 Rewards the team
Overcoming Dysfunction 5
Results Exercise
List some results of your ministry in the
past month and agree on a way to
celebrate their achievement.
Recognising Results
Pick a question to work on:
5 make sacrifices for good of team
9 morales affected if goals unreached
15 point out success of others.
Overcoming Dysfunction 5
Focus on the Achievement of
Collective Results
Hold one another accounatable to
deliver on plans
Commit to
Decision
Engage in Healthy
Dialogue
Trust One another
Summary
You will be a great leader
…work together to create
something that you could never
have created alone.
You will be a great
leadership team if...
…you are a small group of people with
complimentary skills,
committed to a common purpose,
performance goals and approach
for which you hold yourselves mutually
accountable.
You will be a great team if you…
 Share honestly.
 Leaders ask questions.
 People commit to decision they make.
 Individuals give others credit for success and
don’t argue to look good.
 People conduct autopsies to look for wisdom not
to place blame.
 The team delivers results.
You will be aRecognise
Results
great
leadership Create
Accounability
team if you...
Build
Commitment
Embrace Conflict
Create Trust
You will be a great
leadership team if...
…you are clear about the cause and
willing to die for it, comfortable with
work and play, collaborative and
competitive, and confident you will
change the world!