Full Gospel Tabernacle Leadership Training Description
Leaders are those who are able to deal with different situations tactfully and professionally. Leadership is a natural ability that needs to be enhanced; which is the intended purpose of leadership training. The training encourages leaders to collaborate with Full Gospel Tabernacle and effectively lead others in the Tabernacle’s mission. Topic include effective listening and communication skills, balancing conflict, sharing the organization’s vision with others, and being on one accord or in agreement with the ministry.
Audience Analysis
The audience will be comprised of dedicated members of Full Gospel Tabernacle who have demonstrated an aptitude for leadership. They have to be in agreement with the policies of the ministry and an effective role model. They should also possess a desire to help the Tabernacle ministry make improvements and be better equipped to help others. Accepted participants will sign a code of ethics prior to the first training session.
Modality or Length
The training session will be for six weeks consisting of six face-to-face sessions. The training sessions will include a review of the leadership training manual and group discussions. Once the training is over there will be a probation period of 60 days to ensure prospective leaders abilities to effectively lead. The 60 days will start the day after the end of the training program ends.
Goals
· To enhance leadership abilities.
· To ensure leaders are on one accord with vision.
Full Gospel Tabernacle Leadership Training Defined Goals and Objectives
· To enhance leadership abilities.
A – (Audience) – Trainees of Full Gospel Tabernacle…
B – (Behavior) – Trainees of Full Gospel Tabernacle will help in improving the quality, extent of, and/or quality of leadership…
C – (Condition) – Trainees of Full Gospel Tabernacle will help in improving the quality, extent of, and quality of leadership at Full
Gospel Tabernacle…
D – (Degree) – Trainees of Full Gospel Tabernacle will help in improving the quality, range of, and/or quality of leadership at Full Gospel Tabernacle over time.
· To ensure leaders are on one accord, ( in agreement) with vision
A – (Audience) – Trainees…
B – (Behavior) – Trainees will lead
C – (Condition) – Trainees will lead members in agreement…
D – (Degree) – Trainees will effectively lead members of Full Gospel Tabernacle using learned management strategies.
Explanation
The objectives of Full Gospel Tabernacle Leadership Training are a collaborative learning project, problem-solving lessons and critical thinking skills. The training consists of two or more individuals working together. They will be working together in a team format. A team format will encourage the team to work together in an efficient manner. This will ensure that the goals are fulfilled in a constructive and positive manner in agreement with the vision.
Description of Instructional Strategies and Activities
The instructor will begin with a PowerPoint presentation that will inform Trainees of the bi-laws, vision, and mission statement of Full Gospel Tabernacle. Also, the presentation will model the desired skills and outcomes of Full Gospel Tabernacle. Questions will be allowed after the presentation. There will be small group instruction, which will encourage critical thinking. There will be a problem-solving lessons and activities that will consist of role playing enactment. This will allow for examples of how to handle different circumstances and situations. There will be an evaluation and summarization session at the end of each training session. The purpose is to ensure that all desired objectives have been met.
Description of Technology Use
The training session will consist of a PowerPoint presentation. There will be a laptop and projection to allow material to be shown on a white screen.
Instructional Plan Timeline
§ June 29, 2014 – July 13, 2014 – Announcements will be read during each service. Bulletins will be placed on the bulletin board. Potential trainees will be able to sign up for the classes. It will be done on a first come first serve basis for those meeting eligibility requirements.
§ July 20, 2014 – Trainees will be notified of accepted participation in leadership training program.
§ August 3, 2014 – First training session, (Introduction to Program/Vision, Mission, and Code of Ethics) will be held from 5:00 pm – 6:00 pm. Training surveys will be filled out by trainees.
§ August 4, 2014 – Feedback will be read, addressed, implemented if necessary.
§ August 10, 2014 – Second training session (What is Leadership?) will be held from 5:00 pm – 6:00 pm. Training surveys will be filled out by trainees.
§ August 11, 2-14 - Feedback will be read, addressed, and implemented if necessary.
§ August 17, 2014 – Third training session (Duties/Expectations of Leaders Part I) will be held 5:00 pm – 6:00 pm. Training surveys will be filled out by trainees.
§ August 18, 2014 – Feedback will be read, addressed, and implemented if necessary.
§ August 24, 2014 – Fourth training session (Duties/Expectations of Leaders Part II) will be held 5:00 pm – 6:00 pm. Training surveys will be filled out by trainees.
§ August 25, 2014 – Feedback will be read, addressed, and implemented if necessary.
§ August 31, 2014 – Fifth training session (Leadership Role Playing Activities) will be held 5:00 pm – 6:00 pm. Training surveys will be filled out by trainees.
§ September 1, 2014 – Feedback will be read, addressed, and implemented if necessary.
§ September 7, 2014 – Sixth training session (Conclusion/Mentors Assigned) will be held 5:00 pm – 6:00 pm. Training surveys will be filled out by trainees.
§ September 8, 2014 – Feedback will be read and addressed.
§ September 14, 2014 – Trainees will be placed in their leadership roles and partnered with a mentor.
§ September 14, 2014 – November 16, 2014 – Probation period for new members of leadership. At the end of the probation an assessment will be done on new leaders. If additional training is needed it will be addressed.
Length of Class
The class will start on Sunday, August 3, 2014 at 5:00 pm. The class will be held for one hour. There will be six classes in total. There will be a 60 day probation period for new leaders to ensure their understanding of the ministry and their ability to be effective leaders. If necessary, key points will be retaught to those who did not grasp knowledge of being an effective leader.
Individuals Involved
The leadership coordinator, Oslynn Lewis, will plan, prepare, implement, and teach the classes. The administrator will monitor the classes and manage the feedback from the class.
Resources and Materials Needed
Ten copies of the manual, vision statement, mission statement, and code of ethics will be needed. The trainings will take place in the meeting room of Full Gospel Tabernacle. Laptop, white screen, and projector will also be needed
Details of Implementation
Implementation will go as described earlier in the timeline. Pastor Varner, Oslynn Lewis, and the administrator will work closely to ensure the implementation goes as scheduled. Any changes to the above timeline has to be approved, corrected, and implemented as soon as possible by Pastor Varner, Oslynn Lewis, or Jason Varner.
Formative Assessments
The training class will be done in small groups of ten eligible members. There will be discussions on leadership. Role playing is an activity that will be used to ensure the understanding of the topic. Feedback will be done at the end of each training session. Mentors will be assigned to each eligible member to assist with transition into leadership. Administrator, Jason Varner, will observe each training session.
Criteria for Determination
Quality rating for objectives is a tool that can be used “to make the process of reviewing the quality of formal objectives more, well, objective, it helps to have a standard tool for evaluating them,” (Hodell, 2011). The A-B-C-D model is used to outline goals and objectives. ADDIE is another tool used in determining criteria to ensure goals and objectives are met. ADDIE stands for Analyze, Design, Develop, Implement, and Evaluate. During the analyze stage the designer identifies the goals, objectives, and the audience needs. This stage “centers on the notion that a project with a solid foundation should never stray too far from where it is designed to be,” (Hodell, 2011). Design is when the objectives are specified. “Objectives, evaluation tasks, and all the critical elements of course design take shape in the design phase, and they need to pass some level of evaluation,” (Hodell, 2011). Development stage is when the material or content from the design stage in compiled. Implementation is the stage where the actual plan is put into action. The last stage is the evaluation stage. In this stage evaluations are done and feedback is given to determine the outcome of the program.
Evaluation Instrument
Summative assessments that will be performed at the end of the training sessions are surveys/questionnaires, direct testing and performance ratings. Surveys will be given at the end of each training session. Feedback from the surveys will be looked over, addressed, and implemented if necessary. Direct testing is another summative assessment that is will used. Direct testing is when the final outcome is evaluated. “The process or processes of how the learner performed the skill can be evaluated; this can provide important information about areas in which a learner needs improvement,” (Abbie Brown, 2011). Performance ratings are the last evaluation instrument to be used. “The focus of a performance rating is on a learner’s ability to perform certain actions, not on the product, as it is with direct testing,” (Abbie Brown, 2011).
Evaluation Overview
Kirkpatrick’s level of evaluation can be used for future decisions regarding efficacy and additional offerings of the course or training session. The Kirkpatrick level of evaluation consists of four levels. The levels are reaction, learning, behavior, and results. Reactions are when the trainees tell what they liked and disliked about the training sessions. The learning level consists of the designer determining if the trainees met the objectives. Behavior is the third level. It is when the trainees apply the information learned in the trainings and their behavior is changed. Changing of behavior does not always have to be done immediately. It can happen over a period of time. This is a benefit of having the probation period. The last level of evaluation is the results level. The results level is when the outcome is measured. The predicted result of the trainings sessions is the trainees assisting in the improvement of leadership at Full Gospel Tabernacle.
References
Abbie Brown, T. D. (2011). The Essentials of Instructional Design: Connecting Fundamental Principles with Process and Practice, Second Edition. Allyn & Bacon.
Hodell, C. (2011). ISD From the Ground Up. Alexandria, Virginia: ASTD Press.
Leaders are those who are able to deal with different situations tactfully and professionally. Leadership is a natural ability that needs to be enhanced; which is the intended purpose of leadership training. The training encourages leaders to collaborate with Full Gospel Tabernacle and effectively lead others in the Tabernacle’s mission. Topic include effective listening and communication skills, balancing conflict, sharing the organization’s vision with others, and being on one accord or in agreement with the ministry.
Audience Analysis
The audience will be comprised of dedicated members of Full Gospel Tabernacle who have demonstrated an aptitude for leadership. They have to be in agreement with the policies of the ministry and an effective role model. They should also possess a desire to help the Tabernacle ministry make improvements and be better equipped to help others. Accepted participants will sign a code of ethics prior to the first training session.
Modality or Length
The training session will be for six weeks consisting of six face-to-face sessions. The training sessions will include a review of the leadership training manual and group discussions. Once the training is over there will be a probation period of 60 days to ensure prospective leaders abilities to effectively lead. The 60 days will start the day after the end of the training program ends.
Goals
· To enhance leadership abilities.
· To ensure leaders are on one accord with vision.
Full Gospel Tabernacle Leadership Training Defined Goals and Objectives
· To enhance leadership abilities.
A – (Audience) – Trainees of Full Gospel Tabernacle…
B – (Behavior) – Trainees of Full Gospel Tabernacle will help in improving the quality, extent of, and/or quality of leadership…
C – (Condition) – Trainees of Full Gospel Tabernacle will help in improving the quality, extent of, and quality of leadership at Full
Gospel Tabernacle…
D – (Degree) – Trainees of Full Gospel Tabernacle will help in improving the quality, range of, and/or quality of leadership at Full Gospel Tabernacle over time.
· To ensure leaders are on one accord, ( in agreement) with vision
A – (Audience) – Trainees…
B – (Behavior) – Trainees will lead
C – (Condition) – Trainees will lead members in agreement…
D – (Degree) – Trainees will effectively lead members of Full Gospel Tabernacle using learned management strategies.
Explanation
The objectives of Full Gospel Tabernacle Leadership Training are a collaborative learning project, problem-solving lessons and critical thinking skills. The training consists of two or more individuals working together. They will be working together in a team format. A team format will encourage the team to work together in an efficient manner. This will ensure that the goals are fulfilled in a constructive and positive manner in agreement with the vision.
Description of Instructional Strategies and Activities
The instructor will begin with a PowerPoint presentation that will inform Trainees of the bi-laws, vision, and mission statement of Full Gospel Tabernacle. Also, the presentation will model the desired skills and outcomes of Full Gospel Tabernacle. Questions will be allowed after the presentation. There will be small group instruction, which will encourage critical thinking. There will be a problem-solving lessons and activities that will consist of role playing enactment. This will allow for examples of how to handle different circumstances and situations. There will be an evaluation and summarization session at the end of each training session. The purpose is to ensure that all desired objectives have been met.
Description of Technology Use
The training session will consist of a PowerPoint presentation. There will be a laptop and projection to allow material to be shown on a white screen.
Instructional Plan Timeline
§ June 29, 2014 – July 13, 2014 – Announcements will be read during each service. Bulletins will be placed on the bulletin board. Potential trainees will be able to sign up for the classes. It will be done on a first come first serve basis for those meeting eligibility requirements.
§ July 20, 2014 – Trainees will be notified of accepted participation in leadership training program.
§ August 3, 2014 – First training session, (Introduction to Program/Vision, Mission, and Code of Ethics) will be held from 5:00 pm – 6:00 pm. Training surveys will be filled out by trainees.
§ August 4, 2014 – Feedback will be read, addressed, implemented if necessary.
§ August 10, 2014 – Second training session (What is Leadership?) will be held from 5:00 pm – 6:00 pm. Training surveys will be filled out by trainees.
§ August 11, 2-14 - Feedback will be read, addressed, and implemented if necessary.
§ August 17, 2014 – Third training session (Duties/Expectations of Leaders Part I) will be held 5:00 pm – 6:00 pm. Training surveys will be filled out by trainees.
§ August 18, 2014 – Feedback will be read, addressed, and implemented if necessary.
§ August 24, 2014 – Fourth training session (Duties/Expectations of Leaders Part II) will be held 5:00 pm – 6:00 pm. Training surveys will be filled out by trainees.
§ August 25, 2014 – Feedback will be read, addressed, and implemented if necessary.
§ August 31, 2014 – Fifth training session (Leadership Role Playing Activities) will be held 5:00 pm – 6:00 pm. Training surveys will be filled out by trainees.
§ September 1, 2014 – Feedback will be read, addressed, and implemented if necessary.
§ September 7, 2014 – Sixth training session (Conclusion/Mentors Assigned) will be held 5:00 pm – 6:00 pm. Training surveys will be filled out by trainees.
§ September 8, 2014 – Feedback will be read and addressed.
§ September 14, 2014 – Trainees will be placed in their leadership roles and partnered with a mentor.
§ September 14, 2014 – November 16, 2014 – Probation period for new members of leadership. At the end of the probation an assessment will be done on new leaders. If additional training is needed it will be addressed.
Length of Class
The class will start on Sunday, August 3, 2014 at 5:00 pm. The class will be held for one hour. There will be six classes in total. There will be a 60 day probation period for new leaders to ensure their understanding of the ministry and their ability to be effective leaders. If necessary, key points will be retaught to those who did not grasp knowledge of being an effective leader.
Individuals Involved
The leadership coordinator, Oslynn Lewis, will plan, prepare, implement, and teach the classes. The administrator will monitor the classes and manage the feedback from the class.
Resources and Materials Needed
Ten copies of the manual, vision statement, mission statement, and code of ethics will be needed. The trainings will take place in the meeting room of Full Gospel Tabernacle. Laptop, white screen, and projector will also be needed
Details of Implementation
Implementation will go as described earlier in the timeline. Pastor Varner, Oslynn Lewis, and the administrator will work closely to ensure the implementation goes as scheduled. Any changes to the above timeline has to be approved, corrected, and implemented as soon as possible by Pastor Varner, Oslynn Lewis, or Jason Varner.
Formative Assessments
The training class will be done in small groups of ten eligible members. There will be discussions on leadership. Role playing is an activity that will be used to ensure the understanding of the topic. Feedback will be done at the end of each training session. Mentors will be assigned to each eligible member to assist with transition into leadership. Administrator, Jason Varner, will observe each training session.
Criteria for Determination
Quality rating for objectives is a tool that can be used “to make the process of reviewing the quality of formal objectives more, well, objective, it helps to have a standard tool for evaluating them,” (Hodell, 2011). The A-B-C-D model is used to outline goals and objectives. ADDIE is another tool used in determining criteria to ensure goals and objectives are met. ADDIE stands for Analyze, Design, Develop, Implement, and Evaluate. During the analyze stage the designer identifies the goals, objectives, and the audience needs. This stage “centers on the notion that a project with a solid foundation should never stray too far from where it is designed to be,” (Hodell, 2011). Design is when the objectives are specified. “Objectives, evaluation tasks, and all the critical elements of course design take shape in the design phase, and they need to pass some level of evaluation,” (Hodell, 2011). Development stage is when the material or content from the design stage in compiled. Implementation is the stage where the actual plan is put into action. The last stage is the evaluation stage. In this stage evaluations are done and feedback is given to determine the outcome of the program.
Evaluation Instrument
Summative assessments that will be performed at the end of the training sessions are surveys/questionnaires, direct testing and performance ratings. Surveys will be given at the end of each training session. Feedback from the surveys will be looked over, addressed, and implemented if necessary. Direct testing is another summative assessment that is will used. Direct testing is when the final outcome is evaluated. “The process or processes of how the learner performed the skill can be evaluated; this can provide important information about areas in which a learner needs improvement,” (Abbie Brown, 2011). Performance ratings are the last evaluation instrument to be used. “The focus of a performance rating is on a learner’s ability to perform certain actions, not on the product, as it is with direct testing,” (Abbie Brown, 2011).
Evaluation Overview
Kirkpatrick’s level of evaluation can be used for future decisions regarding efficacy and additional offerings of the course or training session. The Kirkpatrick level of evaluation consists of four levels. The levels are reaction, learning, behavior, and results. Reactions are when the trainees tell what they liked and disliked about the training sessions. The learning level consists of the designer determining if the trainees met the objectives. Behavior is the third level. It is when the trainees apply the information learned in the trainings and their behavior is changed. Changing of behavior does not always have to be done immediately. It can happen over a period of time. This is a benefit of having the probation period. The last level of evaluation is the results level. The results level is when the outcome is measured. The predicted result of the trainings sessions is the trainees assisting in the improvement of leadership at Full Gospel Tabernacle.
References
Abbie Brown, T. D. (2011). The Essentials of Instructional Design: Connecting Fundamental Principles with Process and Practice, Second Edition. Allyn & Bacon.
Hodell, C. (2011). ISD From the Ground Up. Alexandria, Virginia: ASTD Press.