Consult with Fletch
Level 2 Individual Consulting focuses on the church leader through an entire annual ministry cycle.
Level 2 is personalized consulting and Fletch works with just a few leaders in this in-depth process. The majority of his time is spent in national tours, writing his next book, the annual XP-Seminar and strategic work with churches.
Level 2 is a one-year term to work through a complete ministry cycle of your church. As needed, it can begin with an intensive period, two to four months of weekly dialogue. The annual cycle of ministry is done with video conferences every other week, plus frequent email exchanges that discuss church issues.
Level 2 works through a one-year ministry cycle:
- Walk through an entire annual ministry cycle as it happens in real time—ministry planning, budgets, raises, summer doldrums, fall ministry kick-off, December generosity, Easter craziness, fiduciary issues.
- Talk through unplanned challenges that always arise—emergencies, staff mess-ups, board issues, transitions, hiring and termination.
- Hone what you know and be exposed to new ways of doing ministry.
- Focus time in agendas with your issues. Many report the consulting rapidly pays for itself, “Fletch, you just saved our church $25,000.”
- Work through what you are creating or should be envisioning. Fletch reviews your documents, budgets and presentations.
- Think through a significant ideas, articles or a book. Fletch will send many articles in the course of the year for your reading.
Level 2 Church Consulting focuses on strategic issues in your church. The types of issues may be:
- Strategic Issues—taking a church to the next level is always a challenge. Learning from national issues and trends gives you scope and new possibilities. Find solutions to the strategic issues that are facing your church.
- Church Crisis—sadly, churches find themselves confronted with dire leadership issues. This can range from an abrupt departure of key staff, to allegations of sexual misconduct, to a potential church split. XPastor can walk with you through the crisis.
- Leadership Transitions—planning for and executing a serene transition is ideal for church leadership teams. A transition is an ideal time to evaluate “who does what” in leadership and the best ways to move forward.
The Secret Sauce
XPastor begins any consultation by listening to you and your issues. This takes a well-trained ear and sufficient time to learn about your church. A customized plan is then developed, one which is specifically tailored to your church. Your church do not need a cookie-cutter approach. It deserves answers that fit your church polity, constitution and policy.
The goal of consulting is to bring home “wins” that can take your church to the next level of ministry.
Learn who may be underpaid or overpaid on your staff.
Obtain a time-tested way to share salary ranges with your congregation … that they will instantly understand and accept.
Mike Gould likes to ask staff, “How is your compensation?” Then he asks, “What does your spouse think of your compensation?”
Get reliable data for making the most important financial decision in your church … staff salaries!
Understand the total compensation for each staff member, not just their base pay.
Level 2 Compensation Consulting brings the resources of XPastor to your salaries and method of compensation.
The Smart Money for Church Salaries book and video series is available. This may be enough help for you to solve the compensation questions in your church. Need more? When you need an outside and objective expert, Fletch can help.
Have Fletch bring the full resources of Smart Money for Church Salaries to your church, budget and salaries. Answer the pressing questions of, Are we in compliance? What is fair pay for our city? Do we have equitable pay grids for staff?
XPastor provides strategic answers to the complex issues of compensation in your church. Through an in-depth process, you will get:
- An analysis of your staff descriptions, FLSA classifications and salaries. Ensure that all staff are being paid correctly.
- Comparison of your data with local and national salaries. Ensure that all staff are being paid fairly.
- Creation of a Big Burrito salary spreadsheet. Know the total cost of each employee, salary and benefits.
- A four-quad compensation grid for each level of your church staff. Know what your salary ranges should be.
The scope of this review entails extensive work. Financial staff send varied salary and benefit data along with other compensation documents. Church policy and the constitution/by-laws are examined.
You receive a 60+ page report with readable results. It includes local and national salary comparisons, the Big Burrito spreadsheet and so much more. The report also includes ways that you can take your church to the next level.
See the true picture of your salary costs as compared to operations. If it is too high then your ministry will be adversely impacted.
Understand what percent of benefits to salaries you are paying. Fletch has found many churches don’t have a handle on this important metric.
Our goal is to respond to all email within one business day
On person wrote …
The timing of beginning a new coaching relationship with David Fletcher was timely. I admit I hit a leadership wall that I was having difficulty pushing through. In the last three years as executive pastor I have brought under control some staff issues, leadership gaps and system changes. Over the last 9 months there seems to have been some staff issues that have surfaced and I have had difficulty moving the pastors and staff towards a more defined and refined vision.
The coaching I have received has been beneficial:
- Having a person from outside the church and with experience as an executive pastor has been invaluable to build my confidence that there are solutions to the problems I face and that I am capable lead through them.
- A regular coaching appointment brings a built in accountability to follow through with assignments. An example of this is to intentionally go through the process with the Team Leaders to develop goals for the staff and church.
- Having a coach to discuss how best to handle the under performers and inter-personal issues between a few staff members has been helpful. It affirms that my approach has been good but modifications can make it better.
- Through the coaching process I have developed a new way of leading meetings that works for me using a different agenda. I have also actively involved others in leading parts of the meeting. This has been received positively by the other pastors.
- Coaching with someone who has vast experience in leadership gives me access to a wealth of knowledge and wisdom. Although I read about leadership and other topics to help me improve, I now have more than double the opportunity. I have seen a marked improvement in my leadership in just a short time and it has encouraged me to read more.
- My personality has been hard to identify over the years. I’ve never felt any indicator that I have taken as been all that helpful. Often when I have taken the Myers/Briggs, DISC profile or other such tests it has not always seemed accurate. Working with David Fletcher has drilled into my leadership style better than ever before to help me value and use my strengths more effectively and identify my shadow side.
- One of my weaknesses is that I allow the tyranny of the urgent to rule me. I have been challenged to become more efficient with my time, become the master of my schedule and to set time aside for high level thinking and planning. I am making progress in this area.