The M4 Team Process begins with the church planter undergoing a rigorous assessment process. Why?
- It helps the church planter to define their current reality in four main areas of calling, character, chemistry and competence and thus helps to see what they already have and what needs to be developed for fruitful church planting ministry.
- It provides their couch with an extensive picture of the church planter's strengths and areas for growth and thus helps to come along them in a more effective way.
- It provides other people around the church planter with whom they choose to share the assessment results (for example, their team as well as their leaders, supervisors, etc.) with a realistic picture of the potential of the church planter and thus helps to work with them better.
The assessment process takes place in three steps:
- The church planter completes a self-assessment online
- A trained Assessment team conducts an extensive interview with them
- The Assessment team writes a summary report and presents it to the church planter (and other authorized people, as agreed beforehand)
The Assessment team
There are three clearly defined roles on the Assessment team:
- Lead assessor: a trained and experienced assessor who leads the church planter and other assessors throughout the process
- Assistant assessor: a trained assessor who helps the lead assessor throughout the process
- Observer: a person who has basic understanding of the process, is being trained as an assessor and can contribute upon the leader assessor's request
There are four main categories used (often referred to as “4 C's”) in the assessment:
- Call: having a clear sense of God's calling into church planting
- Character: godly character & strong marriage and spousal support (if applicable)
- Chemistry: “right” fit within one's denomination/ network and church planting context
- Competence: 10 competencies which are essential to effective church planting
- Visionary leadership skills
- Starting - gathering skills
- Communication skills
- Evangelistic skills
- Discipling skills
- Equipping skills
- Team building skills
- Group & leader multiplication skills
- Knowledge of church planting
- Emotional intelligence
This assessment is based on the theoretical framework of behavioral interviewing. Its main presupposition is that past experience is the best predictor of future behavior.
- The more recent the past behavior, the greater its predictive power.
- The more long-standing the behavior, the greater its predictive power.
- A theological hypothesis: Behavior that has occurred after conversion is more reliable and valid in predicting future behavior in a Christian’s ministry.
- God helps people develop ministry skills, but it is important to exercise these skills effectively prior to deployment as a church planter.
It means that throughout the assessment process:
- Focus is kept on the candidate's past behaviour and ministry asking for specific actions, stories and repeated patterns
- Most of the questions are open ended to explore the candidate's past experience in the best possible way
- Any evaluation is delayed until after the interview
- The process is not a counseling session, typical job interview or going through a checklist
For the assessment to be a truly valuable and rewarding experience, we insist that both the following values are maintained:
- Honesty and transparency
- Respect and active listening
- Balance between grace-giving and truth-telling
- Exploring for quality feedback instead of testing for passing/ failing
- Blessing and encouragement
- Want to take the self-assessment online, please, click here. (link coming soon)
- Want to be trained as an assessor, please contact the assessment leader in your nation by visiting your nations page.