1. I enjoy our leadership meetings

Yes
No

2. I feel comfortable being transparent about any issue with the leadership team

A. Not at all
B. Sometimes
C. Frequently
D. Consistently

3. Our team would be more effective if one or more members were not on the team

Yes
No

4. Potential leaders are carefully screened and scrutinized before being nominated for leadership positions including family relationships, spiritual growth, wholesome lifestyle and theology.

Yes
No

5. Our leaders argue during meetings

A. Rarely and without passion
B. Rarely and passionately
C. Rarely with hurt feelings
D. Sometimes and without passion
E. Sometimes and passionately
F. Sometimes with hurt feelings
G. Frequently and without passion
H. Frequently with passion
I. Frequently with hurt feelings

6. Our leaders clearly state the mission statement from memory.

Yes
No

7. Our leaders list our core values from memory.

Yes
No

8. Every leader on the team will actively support the decision of the leaders, even if they voted against the decision.

Yes
No

9. Our leadership meetings deal with important issues efficiently and we can count of every member following through on any delegated task.

Rarely
Sometimes
Frequently

Assessment Results

1. If you dread leadership meetings it may be the first indication the culture of your leadership team is not healthy.

2. If you find yourself holding back thoughts on issues being discussed it would indicate you feel threatened by expressing all of your perspectives. A healthy leadership culture encourages all perspectives to be considered in order to make the best decision.

3. If you wish any members to be removed it would indicate those members are somehow creating a negative culture in the group.

4. The wisdom of 1 Timothy 3:1-10 and Titus 1:5-9 are sometimes marginalized when there is no prequalifying process prior to nomination. It takes only one leader who has unhealthy relationships to destroy the leadership culture of an organization. The best way to protect the leadership culture is to have a thorough review of the potential leader prior to nomination.

5. Surprisingly, the best answer is “H”. If the issues your church leaders discuss are important and difficult there should be debate. The culture should allow every member of the team to express themselves with passion so the best answer can be discovered. A healthy culture allows for heated discussions about key issues as long as it is done without manipulation or personal attacks.

6. A well written mission statement should describe precisely and succinctly why your organization exists. Every leader should know this statement because it is the guide for every decision.

7. Values are the guidelines for how the mission statement will be accomplished and how members will interact with each other. Values describe the top priorities of the organization as well as give parameters on how people will act. While members of the team may not be able to recite every value word-for-word they must know every value in order to live them out.

8. If there are members of the leadership team that will subvert the group decisions in any way the trust factor of the entire group is diminished.

9. First, the leadership meetings must only discuss important issues. Second, those issues must be dealt with efficiently. The discussion must be thorough but not prolonged. And finally, the discussion must lead to action. This means every member of the team can be counted on to participate in the delegated tasks and have them completed in a timely manner.