I have been pondering recently on the idea of rewards as it relates to church life and how to encourage groups to double every two years or less. This is why a section of Zig Ziglar's book Top Performance got my attention.
A - Activators. What we do before performance.
Managers, Pastors, Ministers of Education and Sunday School Directors tend to put all their efforts on A. We tell them what to do, how to think, and how to behave. This is a start. However, according to the research, only about 20% of what influences behavior comes from activators. About 80% of what influences behavior comes from consequences. It seems we put our emphases on the wrong 20%.
Consequences change behavior. We see this with our children. We can ask our children to do or not to do something till we are blue in the face. It doesn’t change behavior too much. What influences the behavior of children is not the request but what comes next–the consequences. Consequences change behavior.
The greatest management principle is: whatever gets rewarded gets done. It all makes sense now.
I thought about this once while sitting in on a reporting time for F.A.I.T.H. As each group got up to share about how their visits went for the night, it occured to me, this is what is wrong with my system. T.I.G.E.R. needs a sharing time like F.A.I.T.H. and Evanglesm Explosion have. We need a time when those we ask to Give Friday Nights to Jesus can stand up and say, "We called them, but they were busy." or "We called them and they couldn't come this week, but I think they were really pleased that we called." or "We called them, they came over Friday night and they came to class this morning. It was great."
Without this kind of feedback loop, I doubt we will ever see the TIGER system become a reality. It is not enough to activate--to tell them what they ought to do. We must inspect what we expect.
Perhaps Sunday night or Wednesday night could become this sharing time for you.
I think this is the cutting edge, the missing ingredient in making this system explode. There must be a reporting system. Experiment, will you, and let me know how it is going. We are on the edge of a breakthrough.
I am really genuinely curious how this is working in your setting and would love to hear from you. If you have figured out a good way to make this reporting/rewarding work in your setting, please tell me about it. Email me: email@example.com