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John Reece

What’s Next?

//  by John Reece

A line drive is turned into a double play. How long did the play take to develop and then be completed? If you thought about five seconds, you would be right and wrong. The elapsed time of action may be about five seconds — from the wind-up and delivery of the pitch to the graceful fielding of the ball and toss to your teammate before the runner touches the bag. However, these five seconds of action are the sum of … Read the rest

Category: Organizational DevelopmentTag: baseball, focus, leadership, planning

Distractions

April 27, 2020 //  by John Reece

My desire for accomplishment is only superseded by the intensity of distractions I allow in my life.

We are made to create and work. Our desire to accomplish is universal. The object of accomplishment ranges from survival to possibly acquiring wealth and power, or hopefully to making a positive impact on the world in some way.

What Gets in My Way?

Lack of focus and overall busyness of life are prevalent distractions in my life. Others may be distracted by … Read the rest

Category: Crisis LeadershipTag: crisis, focus, leading, planning

Be Courageous

April 20, 2020 //  by John Reece

The world has changed in the past month or so. We cannot get away from the fact that the normal we were living will never come back. However, we have this unique opportunity to help define what the new normal will be going forward.

Our Shared Experience

We have experienced and heard about the pains of change: death, illness, loss of jobs, schedule changes, loss of hopes, and dreams that will never be accomplished.

We have seen restaurants respond with … Read the rest

Category: Crisis LeadershipTag: courage, crisis, leading, planning

Get Stuff Done

//  by John Reece

I had an opportunity to work with a fantastic team that accomplished some major organizational improvements over a relatively short period of time, about eighteen months. We implemented changes that addressed deep needs of the staff and promoted an environment of collaboration and ownership of their work. Our slogan (or some may say “war cry”) was #GSD… Get Stuff Done. And done we did… enhance business planning, overhaul of the CRM system and sales process, formalize the employee performance management … Read the rest

Category: Organizational DevelopmentTag: change management, continuous improvement, Problem Solving, productivity, project planning

Keep Your Staff Growing

February 21, 2020 //  by George Hillman, //  by John Reece

The Case for Church Performance Reviews—and How to Fire Well

Although “performance review” may seem like a corporate term, it’s simply a way of tracking growth or decay — matters that concern every organization. Here are some quick tips on church performance reviews, as well as the unfortunate task of employee termination.

Why a Performance Review

Outside feedback is critical for a reality check. Even the most elite athletes have coaches, trainers, sports psychologists, and nutritionists to push themselves to … Read the rest

Category: Smart Church FinancesTag: Employee Performance, Employee Performance Reviews, HR, Ministries

Solving Symptoms

//  by John Reece

Something is wrong! You see it… the thing you are expecting to happen is not happening. The quality of a product is not to spec. The turnaround time of a report with in-depth analysis is beyond the time you allowed. You see there is a problem and you ask your team to solve it. They work harder, and things start to get done quicker. The one quality issue that kept on popping up now goes away. You have effectively managed … Read the rest

Category: Organizational DevelopmentTag: Employee Engagement, Organization Health, Problem Solving

Employee Engagement is not a Marriage Proposal

//  by John Reece

You meet someone you want to spend time together building a relationship. You may come to realize you want to marry this someone special in your life. You know why you want to marry this person and how this person will make your life better. Our tradition in the U.S. is the man proposes marriage to his girlfriend. He commemorates her saying “Yes” by giving her an engagement ring.

Allow me to suggest employee engagement programs have elements like a … Read the rest

Category: Organizational DevelopmentTag: Culture, Employee Engagement, Human Resources, Organizational Development, Process Improvement

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(The number of participants = planned number of groups and expected size of each group.)
(The total number of participants will be confirmed before the assessment is conducted.)
(The total number of participants will be confirmed before the assessment is conducted.)
Performance Elements

Planning and the ability to convert ideas into actions is fundamental to effective organization performance.

Processes within an organization define how the work is to be done and how people interact within the organization.

Systems are put in place to make processes more efficient. A good rule of thumb is to remember is to not automate a bad process. Applying technology to a process can result in great benefits or misapplied can create distractions.

Efficiently allocating and applying resources to the work at hand is critical for a thriving organization.

People Elements

How things are done, the tone of conversations, the way people are treated, and how the values of an organization are lived out and demonstrated are all aspects of culture.

The conduct of leaders, the importance placed on different aspects of the organization, and how leaders respond in challenging situations are components of leadership.

The structure influences how people interact with each other both inside and outside the organization.

Teams of people collaborating and contributing efficiently results in the best possible outcomes for an organization.

Purpose Elements

The mission embodies the purpose and passion of an organization, its reason to exist.

The vision is an inspiring picture of the mission fulfilled at some point time in the future.

Values are the guide rails of how the people in an organization conduct business, make decisions, and interact with others.

Governance in setting policy, overseeing operations, and insuring accountability of the leadership are aspects of governance.

Abiding in Christ Study Sessions

Session 1: Assurance of Salvation

The question to ponder: How can I be sure I am saved?
The focus scripture: Ephesians 2:1-10

Session 2: Your Identity in Christ

The question to ponder: What does it mean for my identity to be in Christ?
The focus scripture: 2 Corinthians 5:14-21

Session 3: The Holy Spirit

The question to ponder: How do I relate to the Holy Spirit?
The focus scripture: John 16:4-15

Session 4:The Word of God

The question to ponder: How is the Bible more than a cookbook for living?
The focus scripture: 2 Timothy 3:10-17

Session 5: Prayer

The question to ponder: How is prayer more than a wish list?
The focus scripture: Matthew 6:5-13

Session 6: Sharing Your Faith

The question to ponder: How do I tell others about my faith in Christ?
The focus scripture: Ephesians 6:10-20

Session 7: Spiritual Warfare

The question to ponder: How do I live out my faith in a world full of evil?
The focus scripture: 1 Peter 5:1-10

Session 8: Living by Grace

The question to ponder: How is following Christ more than just a set of rules?
The focus scripture: Romans 6:12-19

Session 9: Spiritual Multiplication

The question to ponder: Why is it important to help others in their journey faith?
The focus scripture: Acts 2:38-47