| Date | Service Type | Scheduled | Confirmed | Declined | Pending | Fill rate |
|---|
| Name | Team | Confirmed | Declined | Pending | Reliability | Status |
|---|
| Group | Members | Leaders | Avg Att. | Schedule | Size |
|---|
The single-page document that aligns every member of the LS South Reno staff around where we're going and how we'll get there. Review this together every quarter.
For each of the four core values — Humble, Hungry, Happy, Honest — here are the observable behaviors we can hire by, coach to, and reward. Use this in every 1-on-1 and quarterly review.
In every quarterly 1-on-1 and annual review, score each staff member on all four values using a 1–5 scale. A "Right Person" lives these values naturally. A "Right Seat" question is separate — someone can be a great fit to our culture but wrong for the role. Both matter.
Humility is the foundation. It's not thinking less of yourself — it's thinking of yourself less. We take Jesus seriously and not ourselves.
Hungry people are self-motivated. They don't wait to be told. They pursue excellence in ministry because they love Jesus and love the mission.
Happy doesn't mean always smiling. It means we know who we are in Christ, why we're here, and we find genuine joy in the work — even the hard parts.
We say hard things with grace. No triangulating, no gossip, no sweeping things under the rug. Authenticity is not optional in this culture.
| Score | What It Means | Next Step |
|---|---|---|
| 5 | Consistently models this value; others notice and follow their lead | Celebrate and deploy as a culture carrier |
| 4 | Lives this value well with only occasional gaps | Affirm and keep coaching toward mastery |
| 3 | Understands the value but inconsistently applies it | Create a coaching plan with specific behaviors to change |
| 2 | Struggles with this value; patterns of conflicting behavior visible | Formal growth plan with clear expectations and accountability |
| 1 | This value is not present; behavior pattern is contrary to culture | Serious conversation; may be a "wrong person" situation |
Not an org chart — a clarity chart. Every seat has one owner, every owner has clear roles and measurables. Right Person · Right Seat.
Understanding how each person on the LSSR staff is wired helps us assign the right work, avoid burning people out, and fill gaps intentionally. Team map completed 2025.
| Type | Letter | What It Does | Church Application |
|---|---|---|---|
| Wonder | W | Identifies the need for improvement or change; asks big questions | Asking: "Are we reaching the right people? Are our methods still working?" |
| Invention | I | Generates novel ideas and solutions to address identified needs | Creating new discipleship pathways, series concepts, ministry systems |
| Discernment | D | Assesses the merit and workability of ideas with gut instinct | Evaluating which new idea to pursue; spotting what's off about a plan |
| Galvanizing | G | Generates enthusiasm and rallies people around the idea | Preaching vision, recruiting volunteers, launching new initiatives |
| Enablement | E | Provides unconditional support and assistance to get things started | Supporting group leaders, saying yes to serving needs, pastoral care |
| Tenacity | T | Commits to ensuring the project gets completed and results are achieved | Executing the Sunday run-of-show, following up on every guest, closing the loop |
A weekly pulse on the health of LSSR. Each number has one owner and a weekly goal. Review every Level 10 Meeting. Red for 2+ weeks = Rock to IDS.
You're not managing people — you're managing numbers. When a number is red, it becomes a Rock to IDS. "It depends" is not a goal. "The team" is not an owner. Update current values in the Google Sheet; this page pulls live data automatically.
| Measurable | Owner | Goal | Current | Notes |
|---|
The 3–7 most important things to accomplish this quarter. If everything is a priority, nothing is. Every boulder is specific, measurable, and done in 90 days.
"By end of Q2 2026, [this specific thing] will be done and we'll know it because [here's the measurable proof]." Boulders are reported On Track / Off Track every L10. Red boulders go directly to Rocks.
EOS replaces random meetings with a predictable, productive rhythm. Every meeting has a clear purpose, agenda, and time limit. Stop having meetings about meetings.
IDS — Identify, Discuss, Solve — is how you actually fix problems instead of talking around them forever. The Rocks List is the shared, visible list of everything getting in the way.
Whoever identifies a rock owns putting it on the list — not solving it alone. The team solves it together in the L10. Rocks are prioritized by impact, not urgency. A rock that recurs 3x becomes a Boulder to fix systemically. No "holy avoidance" — name things clearly.
| Rock | Added By | Priority |
|---|
Fill out a short form and generate a custom PDF to hand your new volunteers — covers communication, PCO scheduling, day-of details, the Four H's, and more.