Description & Rationale

In order for the “new wine” not to be wasted on the ground, it is important that the “wineskin” remains flexible and adaptable. This “wineskin” can be described as the “structure” or form of the organization. An organization is a system with many parts and leaders need to learn how to analyze each part but also how changes in one area will affect the whole organism. System analysis is a learned skill set which as a discipline helps the leader determine if the organization is fulfilling its purpose and what changes need to be made in order for it to be a healthy reproducing organism.

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Syllabus: 5.20 System Analysis

5.21 Syllabus

Description and Rationale

In order for the “new wine” not to be wasted on the ground, it is important that the “wineskin” remains flexible and adaptable. This “wineskin” can be described as the “structure” or form of the organization. An organization is a system with many parts and leaders need to learn how to analyze each part but also how changes in one area will affect the whole organism. System analysis is a learned skill set which as a discipline helps the leader determine if the organization is fulfilling its purpose and what changes need to be made in order for it to be a healthy reproducing organism.

Objectives

Upon completion of this competency the candidate should:

• Begin to appreciate the importance of looking at the organization as a system and be able to identify tools to help them accomplish this.
• Be aware of how the life cycle of an organization impacts its use of resources and ability to fulfill its purpose and possible interventions that can bring health back to an organization.
• Have an understanding of practical tools to help analyze an organization and begin to take steps to do so within their own organization, team, and ministry.
• Have an accountability partner or mentor who can provide guidance and input as the candidate begins to learn a system’s approach to organizational development.

Core Requirements

• The candidate will complete the following readings:

The Coaching Guide, pp. 11-19.
The Coach as Consultant (unpublished) Jeske, pp. 16-19.

• The candidate will complete the System Analysis Assessment.
• The candidate will also write a reflective 2-3 page summary paper discussing what they have learned from the System Analysis Assessment, which they should also be prepared to discussed with the mentor.

Mentoring Goals

The goal of the mentor is to:

• Assist the candidate appreciate the importance of a system wide approach to organizational development and its applicability to Christian organizations and churches.
• Help the candidate take the first steps in analyzing the organization which they lead or are a part of, particularly Senge’s Eleven Laws of a System and the Seven Step Evaluation approach.
• Using the Assessment Evaluation and other resources provided, the mentor will design a Development Plan for the candidate learn to view organizations from a systems perspective.

Candidate Evaluation

• The candidate will be evaluated as to their level of development in this competency (Undeveloped, Developed, or Proficient). Using the chart provided, the mentor will facilitate a discussion regarding how the candidate’s can take this new knowledge and implement it in their ministry.

Development Plan

• Based on the System Analysis Assessment and the Evaluation of that Assessment, a Development Plan will be designed to help the candidate become a better team leader.
• This will include further work from the core readings, additional comprehensive learning, supplemental assignments, and various practicums.