The Gallup Q12 and Church Lay Leaders, Pastors and Sunday School Teachers – Part 2

For over 30 years, the Gallup organization has been studying how workers connect with their organizations and, more specifically, what factors lead to employee engagement, a critical factor in employee and organizational success.

The Q12 refers to 12 key statements. To over-simplify, the more that employees in any given organization are likely to agree with the statements, the more engaged and effective they are, and, by extension, the more successful the organization or company.


The Gallup Q12:

Q1: I know what is expected of me at work.
Q2: I have the materials and equipment I need to do my work right.
Q3: At work, I have the opportunity to do what I do best every day.
Q4: In the last seven days, I have received recognition or praise for doing good work.
Q5: My supervisor, or someone at work, seems to care about me as a person.
Q6: There is someone at work who encourages my development.
Q7: At work, my opinions seem to count.
Q8: The mission or purpose of my company makes me feel my job is important.
Q9: My associates or fellow employees are committed to doing quality work.
Q10: I have a best friend at work.
Q11:  In the last six months, someone at work has talked to me about my progress.
Q12:  This last year, I have had opportunities at work to learn and grow.


At its face, it may appear as if the Q12 overall and those questions specifically deal exclusively with the workplace and may not relate to leading a congregation, a small group, or a Sunday School class.

However, that concept of engagement overall and the engaged worker specifically – which is a term used to describe an effective and satisfied employee in the Q12 nomenclature – can be translated to church leadership and church membership.

For example, Albert Winseman, who is Gallup’s Principal consultant for faith-based organizations, has written Growing an Engaged Church: How to Stop “Doing Church” and Start Being the Church Again.

Winseman extends the idea of the engaged worker – which is exemplified in the Q12 – to the engaged church member. And he identifies 9 items that reflect the engaged church member. Gallup’s conclusion is that the more an individual member of your congregation, group or class affirms these 9 statements, the more likely they are to be engaged and therefore involved, fulfilled and valuable to the building of those you lead.

Those 9 items are:

  • My faith is involved in every aspect of my life.
  • Because of my faith, I have meaning and purpose in my life.
  • My faith gives me inner peace.
  • I am a person who is spiritually committed.
  • I spend time in worship or prayer every day.
  • Because of my faith, I have forgiven people who have hurt me deeply.
  • My faith has called me to develop my given strengths.
  • I will take unpopular stands to defend my faith.
  • I speak words of kindness to those in need of encouragement.

Winseman’s (and Gallup’s) question for us as church leaders: What would your church be like if more and more of her people said yes to more and more of those statements?

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Charles Musser – Kirby-Smith & Associates

The answer is that there would be more engagement and, therefore more growth in and fruit from your ministry. These engaged people are “loyal and have strong psychological and emotional connections to their church. They give more, both financially and in commitment of time.”

Ultimately, the more I study the engaged church, the more I believe in a more important concept: The engaged church honors God.

What kind of leadership does growing an engaged church require? That’s next.


Sources/Resources

Growing an Engaged Church: How to Stop “Doing Church” and Start Being the Church Again

First, Break All the Rules: What the World’s Greatest Managers Do Differently

12: The Elements of Great Managing

Gallup Q12 Meta Analysis

Gallup Q12 Slide Share

 

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