VP Team Roster/Attendance Sheet

This is our VP Roster/Attendance Sheet.

Holy Risers	1.27	2.10	2.24	3.9	3.23	4.13	4.27
Shon Kihewa
Gina Pe’a
Charles Beall
Paul Brown
Arlene Iwano
Momi Lomi	1.27	2.10	2.24	3.9	3.23	4.13	4.27
Momi Breault
Steven Brub
Scotty Mearig
Gary Goslin
2+2	1.27	2.10	2.24	3.9	3.23	4.13	4.27
Jason Kaneshiro
Steve Fierros
Emy Alvarez
Donnamae Katsura
Kanoe Gibson-Nitta
X-Force	1.27	2.10	2.24	3.9	3.23	4.13	4.27
Cody Smith
Ed Pe’a
Marsha Kochi
Dean Kaneshiro
Alyssa Vega
MVP	1.27	2.10	2.24	3.9	3.23	4.13	4.27
Sam Asuncion
Cameron Cortez
Will Guzman
Don Aguilar
Chris Thomas

VP Topics

• Character (Heart)

• Topic 1 -  The Shepherd’s Character   -  Christ likeness
• Topic 2 -  The Shepherd’s Inner Life and Identity:  Who God is in you
• Topic 3 -    The Attitude of a Shepherd

• Chemistry/Culture

• Topic 1 -  The Heart of New Hope's Culture:  Mission, Core values, 4 Main Gears
• Topic 2  -  Representing Christ and the Pastoral Office of New Hope
• Topic 3  -   Chemistry:  Team or Family

• Competency

• Topic 1 -  Hermeneutics:  Know, Grow, Teach (The Bible)
• Topic 2  - Prayer and Counseling:  The Character of God, Spiritual Warfare
• Topic 3 -  Conflict Resolution:  Forgiveness and Freedom
• Topic 4  -  Building and Leading volunteer teams
• Topic 5 - People Skills
• Topic 6 - Administration and Organization:  Planning, Prioritizing

• Calling 

• Topic 1   -   Servant Leadership
• Topic 2  -    The Heart and Art of Shepherd leadership
• Topic 3  -    Knowing Your Biblical Mission
• Topic 4 -     Guiding People towards God’s Calling

• Other

VP Guidelines

The Volunteer Pastors all have a place of ministry and leadership they have been and are serving in.  Their spiritual, ministry, personal and marketplace lifestyle reflect the heart and Person of Christ, the Word of God and the spirit of New Hope.

The VP responsibilities are:

1. Shepherd their ministries and people of NHO to Jesus, loving, encouraging and praying for our NHH ‘ohana. 
2. Guide people who need spiritual support in prayer, to the Word of God.  Refer those who need more attention to our staff pastors, counselors. 
3. Represent and uphold the Pastoral office of New Hope, our mission and core values as leaders and shepherds. 
4. Be a Biblical example of a follower and disciple of Christ.

Requirements:

• Commitment to learn, grow, being teachable, submitted to Jesus, leadership and each other in training.
• Spirit of Jesus and New Hope.
• Faithful to program.

Commitment:

• Dates for Training VP Training:  Jan. 27 - May 25.  
• 2nd & 4th Friday's of the month, 9 Total Sessions, 5:55AM - 7:30AM, Ministry Center
• Attendance:  Must be able to commit to all sessions.
• 2 unexcused sessions, you will be dismissed.
• 2 excused sessions allowed:  family, work emergency, health related (Dr's note)
• Mentor an emerging leader or intern.
• Read Volunteer Pastors Blog weekly, when blog updates are posted.
• Overseeing leadership role at NHO.
• Desire to develop pastoral, leadership skills. A calling towards pastoral ministry (not necessarily full time, clergy position)
• Desire and qualified to be an extension of the Pastoral Office of New Hope. (1 Tim 3, Titus 1)

1st Training - Fri., Jan 27 IMPORTANT!

IMPORTANT!

• Dates for Training VP Training:  Jan. 27 - May 25.  
• 2nd & 4th Friday's of the month
• 9 Total Sessions

• Attendance:  Must be able to commit to all sessions.
• 2 unexcused sessions, you will be dismissed.
• 2 excused sessions allowed:  family, work emergency, health related (Dr's note)

• Please see the Participants Listing below to verify correct spelling of your name.

Assignment:

2 questions for discussion on the 13th:

1. Do you sense a call to further your training as a Pastoral Leader and Overseer at NHO?
2. What are 2 areas of your leadership you would like to grow in?

Our Text:

Doing Church as a Team, by Pastor Wayne

Question:  How can I be a part of the VP Training?  What are the qualifications?

1. Overseeing leadership role at NHO.
2. A calling towards pastoral ministry (not necessarily full time, clergy position)
3. Desire to develop pastoral, leadership skills.
4. Desire and qualified to be an extension of the Pastoral Office of New Hope. (1 Tim 3, Titus 1)
   

I am eager to equip those under the VP training.  While not seeing this training as an open invitation to anyone, the leaders should be at a place in leadership and life where they Scripturally qualify themselves.

Updated Jan. 17, 2012

Blue – Still Praying/Maybe
Alumni Returning

1. Shon Kihewa, NHO ‘Ohana Tent, Lifechange Leader - Yes
2. Momi Breault, LEAD Midweek, Prayer, NHO worship - Yes
3. Jason Kaneshiro, IMPACT Men’s Director – Yes
4. Cody Smith, Equipping Leader – Yes
5. Paul Brown, Amplify, Equipping Leader – Yes
6. Sam Asuncion, LEAD Midweek Director, NH South Shore Leader – Yes
7. Cameron Cortez, LEAD Youth Leader, Edification 

New Invites

1. Will Guzman, Spanish Ministry Leader- Yes
2. Steven Brub, IMPACT Men’s Leader - Yes
3. Don Aguilar, IMPACT Men’s, Equipping Leader – Yes
4. Steve  Fierros, FUSE, Sacred Space Leader – Yes
5. Emy Alvarez, NH Aiea Edification, NHO Lighting – Yes
6. Brian Fairchild, IMPACT Men’s Leader – Yes
7. Scotty Mearig, OG Youth, Music Leader - Yes
8. Marsha Kochi, Equipping Women’s Pastor - Yes
9. Charles Beall, Edification Prayer Ministry - Yes
10. Gary Goslin, YES Team, Small Group Leader - Yes
11. Ed Pe'a, Prayer Leader, Life Change
12. Gina Pe'a, Prayer Leader, Life Change
13. Donnamae Katsura, Equipping Pastoral Assistant
14. Oyo Collier, Greeter – Praying

ADVISORY:

1. Pastor Wayne
2. John Tilton
3. Joe Keller
4. Dan Shima

Emeritus VP - 

1. Melinda Halverson, LEAD Midweek Leader, NHO worship
2. Bob Drummond, LEAD Midweek Leader

If we "know this material"...

If I were to summarize what I believe to be the most important subject matter in our Lay Pastors training, it would be Biblical Interpretation.


We've journeyed together covering various topics such as team building, handling conflict, counseling tips, leadership and the importance of living on purpose, prioritizing.  But I really believe the most important Biblical topic relates to how we interpret, study, thus teach the Bible.


Please review the posts below.  I strongly believe that if we "know this material well", we will be wiser, Spirit filled and led shepherd leaders!


Biblical and Theological Resources
http://volunteerpastors.blogspot.com/2011/08/biblical-and-theological-resources.html



Genre Chart
http://volunteerpastors.blogspot.com/2011/11/genre-chart-dr-gary-manning.html



Mastered By the Book
http://thegospelcoalition.org/videos/24636177 

Genre Chart - Dr. Gary Manning

Because there are different types of Biblical literature, asking proper questions of the text is important to proper observation.

The "Genre" column tells us what type of literature there are, of the various books in the Bible.
The "Example" column gives an example of a story/text in that book of the Bible.
The Unit of thought" refers to a particular scene or paragraph (pericope) extracted from the text.
The "Characteristics" gives us an idea of what the genre of that book is about.
The "Interpretational Guidelines" offers questions we should ask of the text to properly observe and interpret the various Genres.

Let's study - to show ourselves approved, rightly interpreting the Word of Truth.

Thank you Dr. Manning!

Building Teams - A lens to view your team by

Lay Pastors of New Hope,

Thank you for a vibrant discussion over ways we can build healthy teams.   I wanted to follow up with some resources for your future use.   Of note, I was convicted by our discussion to look into The author's background, and was excited to see he is a Christian.  My belief is that is just a bonus. We ought to be able to mine God's principles, or dispute the world's thinking through our knowledge of God's word, and discernment of God's spirit in us.   Please do so as you read below.   I challenge each of us to blog on a scripture that validates or disputes any of the principles listed below.

The Model

Note: The book models the dysfunctions.  Described below is the positive of these, the functions, as shown in Figure 1.

 

 Figure 1. The five functions of a team.

Description of each component of the model 

Trust 

Trust is the foundation.  

One type of trust is credibility, the trust that one will meet her commitments.  

Another type of trust, the type at the foundation of this model, is for one to trust the team enough that he feels he can say what he really thinks in difficult conversations. He feels he can be vulnerable to the team without undue concern for ramifications or perceptions to others or to himself.  This type of trust is important because it enables constructive conflict to thrive.   

Constructive conflict  

Constructive conflict is the passionate and unfiltered debate of ideas.  Constructive conflict is important because it enables the team to come to a good solution more quickly. This is especially true for difficult problems.  If trust isn’t there and people hold back, then certain critical information and perspectives may not be included. 

Constructive conflict is also needed to build commitment within the team.  Until each team member has had a chance to be heard, and issues considered, she will not make a deep commitment. She may give passive commitment, but that commitment will dwindle when the going gets tough.

Commitment 

Commitment is important because it drives accountability. If there is a deep commitment, team members will tend to hold each other accountable. Also, team members will tend not to dodge individual or team accountability.  

Accountability 

Accountability is important because it drives attention to results. Failure to hold one another accountable creates an environment where inattention to results can thrive. 

Attention to results 

Attention to results drives attainment of the team’s goals. The morale of the team members will tend to rise or fall with the results, which is healthy for the team. The morale of the team members will tend to be less affected by needs that aren’t connected to success of the team (such as individual ego.) 

The leader’s role  

The leader’s role in each of these functions is two fold; to model the behavior, and to set up a structure to facilitate the behavior. An example of modeling a behavior would be to show one’s willingness to be vulnerable, to model Trust. An example of setting up a structure to facilitate a behavior would be to go around the table in a meeting to give each person a chance to state concerns, to facilitate Commitment. 

Priorities in the hierarchy of teams  

If you are a manager, you have a role in at least two teams. You lead a team of your staff (level 1 team), and you are a member of a team of your peers in your boss’s staff (level 2 team).  There can be a tendency to have a higher allegiance to your level 1 team than to your level 2 team. In cases where you must prioritize between the needs of the level 2 team and the needs of the level 1 team, you should chose the priorities of the level 2 team, and conform the priorities of the level 1 team to meet those higher needs. 

  

Resource links:

http://en.wikipedia.org/wiki/The_Five_Dysfunctions_of_a_Team

http://www.tablegroup.com/books/dysfunctions/