UPDATED Facilitator Guide Quarter 1& 2 12.19

FACILITATOR
GUIDE

1ST-2ND
QUARTER GUIDE

|LEADERSHIP 

DEVELOPMENT

LDP-BETA FACILITATOR

QUARTER ENGAGEMENT AND GUIDE

The timeline below is our base and for each quarter we have the baseline of items to cover and
review with your group and individual time with your participants. We discuss these items as a
group as we progress through the LDP-BETA timeline. This is NOT all inclusive.

BETA • Vision Casting -9/13
• Group acquaintance opportunities
September - Pre-Launch
• Expectations & Group Flow/Rhythm for meetings
1ST QUARTER • Establish Personal Leadership Growth Plan
1 October - 31 December • Rapport Building-Individual & Group meetings
• Initiate/Plan/Schedule Shadow + Grow Projects
2ND QUARTER • Lesson 1 on the FP Leadership Behavior
1 January - 31 March • Individual Development Plan (IDP) based on Leadership
Mid-Point Gathering Behavior Survey + Results of participants

3RD QUARTER • Continued Individual & Group Meetings
1 April - 30 June • Individual and Group Grow Project + Shadow Events
• Continue Shadow + Grow Events (Midpoint Gathering
Prayer and Worship Date TBD)
• Lessons 2-4 on Leadership Behaviors

• Continued Individual & Group Meetings
• Continue Shadow + Grow Events
• Individual Grow Project (3rd Quarter Only)
• Evaluative Feedback for participants and facilitators
• Lessons 5-7 on the Leadership Qualities

4TH QUARTER • Continued Individual & Group Meeting/Gatherings
1 July- 30 September • Group Grow Project continued from previous quarter
• Continue Shadow + Grow events
• Identify participants for apprenticing group +future LDP
groups
• Lessons 8-10 on Leadership Behaviors

1ST QUARTER

1 OCTOBER- 31 DECEMBER

The following items are a guide and expectations for you as facilitators of the LDP groups. Please pay close
attention to the due dates and recommendations throughout this section. For the most part of this first quarter
overview these are not recommendations, but prescriptive overview for your execution. Just a reminder and note
that we will have evaluations at the end of December by the participants on these components.

Building rapport-Individual & Group
• Building rapport will help with communication and establish a foundation of trust for hard
conversations.
• There are some people in your group you do not know on a more personal level, take time to
share stories, likes, and dislikes.

• For people you do not know that well, schedule additional meetings with them (Go above and
beyond to build rapport). Do more than the minimum one group/individual meeting during the
process.

Lesson #1 of the Leadership Behaviors
• Review the lesson prior to sharing with the group
• Review the overall leadership lesson and the theological implications-utilize the
response/reflection questions as discussion questions for your group
• Review the lesson responses from each individual with them
• Lesson MUST be completed before December 14th, 2018.

Leadership Behavior Survey + IDP development
Goal: The goal of the IDP is to develop a long-term high-level plan for the individual to be self-
aware of their strength and growth opportunities. It is your role as a facilitator to assist them in
development attainable goals, and measurable actions steps to achieve the goals set.

• Survey will be sent 11.12.18 to participants and facilitators
• ID Plans must be complete before December 14th, 2018 and updated in your ONE DRIVE
folder
• RECOMMENDATION: If there are some participants you do not have a good read on to
date, I HIGHLY recommend you have them take the DISC assessment and the Spiritual Gifts
assessments to assist you in your development of their plans.

NOTE: For these assessment you can visit www.faithpromise.org/leadership

Discuss expectation for Individual + Group Grow Projects
• Inform your group that individual and grow projects are coming and that they will be assessed
on these projects by their peers and you. It will be on a scale of 1-5 from Strongly Disagree to
Strongly Agree

• The goal is to build upon and enhance their team building, critical thinking, and solution
focused planning skills.

Discuss expectation for Shadow and Grow events

• Inform your group participants what the expectations are for the grow and shadow events. See
section under “Developmental components #3” of this document

• Please schedule and submit your individual ideas for shadow and grow events before
December 14th, 2018 and EMAIL them to [email protected]

• Schedule your shadow events with your participants in advance to prepare them for the
second quarter.

FACILITATOR
GUIDE

2ND
QUARTER GUIDE

|LEADERSHIP 

DEVELOPMENT

2ND QUARTER

1 JANUARY- 31 MARCH

Continued Individual & Group meetings
• Continue building rapport with your participants to help with communication, and trust building for
both good and hard conversations.
• Individual meetings focused on the development of the leadership qualities and working the measurable
action steps in the individual development plan.
• Utilize the coaching questions provided for you in the first draft of the Leadership Development
Playbook via ONE DRIVE
• The Leadership Development office will provide two trainings during the 2nd quarter for all Global,
Supervisory roles (Staff + Volunteers) within the context of FP on the subject of “The Leader as Coach”
to assist in your development as a leader.

Group Grow Project
Participants will be assigned a group project. Your role will be to serve as a coach and observe their
processing during group meetings and assist them with skills regarding the components they will be
assessed on. The components of assessment for the Group/Individual Grow Projects
Team Player
Solution Focused
Strategic thinking
Spiritually Minded
Execution Skills

Details for each of these components will be provide to assist you as you make your assessment of each
participant in their group and individual grow project.
-
Shadow + Grow events
• Facilitators engage in individual grow and shadow experiences with your participants following the
guide for what this will look like Leadership Lessons # 2, 3, 4 on Leadership Qualities

• Facilitators will be provided this document via ONE drive

• Review the lesson prior to sharing with the group

• Review the overall leadership lesson and the theological implications-utilize the response/reflection
questions as discussion questions for your group time

• Review the lesson responses from each individual with them and provide feedback on their responses.

• Lessons 2-4 Leadership Behaviors must be completed before 3.21.19

SAMPLE SCHEDULE

1 JANUARY- 31 MARCH

JANUARY MEETING (INDIVIDUAL & GROUP)

Discuss & Assign details on the individual & group grow project ( What /When/How)
-Assure your group there will be coaching along the way and allow time for group dialog
Develop individual grow project that derives from their IDP section "Developmental Activity"
-
Schedule shadow/ grow events for your participant to attend with you
Review Leadership Lessons # 2 with the group and individual
Create space in group meeting to discuss the case study from the lesson for dialog and
feedback

FEBRUARY MEETING (INDIVIDUAL & GROUP)

Review and Provide feedback on how the individual & group grow project is advancing
(Coaching)and IDP developmental activity
Discuss and Provide feedback on individual grow project that derives from their IDP section
"Developmental Activity"- What is the status? How are they doing?
Discuss and provide and receive feedback on how the shadow/ grow events are going
Review Leadership Lessons # 3 with the group and individual
Create space in group meeting to discuss the case study from the lesson for dialog and
feedback

MARCH MEETING (INDIVIDUAL & GROUP)

Continue to Review and Provide feedback on how the individual & group grow project is
advancing and IDP developmental activity
Continue to discuss and Provide feedback on individual grow project that derives from their
IDP section "Developmental Activity"- What is the status? How are they doing?
Discuss and provide and receive feedback on how the shadow/ grow events are going
Review Leadership Lessons # 4 with the group and individual
Create space in group meeting to discuss the case study from the lesson for dialog and
feedback

LDP-BETA
COMPONENTS

THIS SECTION SERVES AS A RESOURCE AND REFERENCE GUIDE

|LEADERSHIP 

DEVELOPMENT

FAITH PROMISE

LEADERSHIP QUALITIES

HIGH CAPACITY SELF-STARTER LEARNER

This person’s leadership lid is This person is internally This person intentionally
high. This allows them to motivated to grow and develops and follows an
lead more with confidence, lead. annual growth plan.
excellence and peace.
takes initiative seeks out relationships that
emotionally healthy engages intuitively will result in growth
tough proactive reads for spiritual, emotional
sees the potential in and professional growth
people goes to events/conferences
to be stretched and
inspired

VISION OWNER SELF-AWARE CHARACTER

This person knows the vision This person lives with This person is the same in
of FP at a heart level and integrity concerning their private that they are in
orders his/her daily activities identity, gifts and talents. public.
around the accomplishment
of that vision seeks and listens to seeks to be a doer of
feedback God’s Word
invested in the vision understands limitations reflects Jesus in speech
carrier of the vision desires personal growth and actions
protector of the vision ministers with a passion
to glorify God

SPIRIT-FILLED MULTIPLIER ACTIVIATOR

This person submits their life This person calls out and This person has the ability to
to the control and leadership prepares people for influence people for ministry
of the Holy Spirit on a Kingdom ministry. action.
moment by moment basis.
wants more for people affects their environments
demonstrates the fruit of elevates those around for more
the Spirit them people want to join them
listens for and obeys His empowers people for in accomplishing the vision
voice multiplication never does ministry alone –
seeks to host His always apprenticing and
presence releasing

HUMILITY

This person understands at a heart level that life, gifts,
talents and opportunities all come from God.

considers it an honor to serve God in any capacity
considers others more significant than themselves
ministers for God, not selfish ambition

DEVELOPMENT COMPONENTS

Leadership Development Process/Pathway Baseline Commonalities

Personal & Spiritual Development (Individual meetings)

1 This component should be inculcated throughout your individual and group meetings.
This component of the process should be focused on not just information but
impartation and application for their specific ministry call and assignment.

Spiritual development plan discussion (Spiritual disciplines, How you are sharing you faith,
Christian witness and lifestyle, Bible reading and study of the word)
Personal Growth Plan Review and Revision (Walk with God-Personal time with God
questions)
Intentional time of prayer with the individual during the session
Establish Personal Goals -(Initial)
Review Leadership Lessons and provide feedback (2nd + 3rd quarter)
It is recommended that 90% of the individual meetings be in person

Leadership Development & Coaching (Group Meetings)

2 This component should be inculcated throughout your individual and group meetings.
The focus for group meetings is collaborative in nature. The environment should be
focused on you as the participant engaging and the group not the facilitator as the
communicator.
Coaching moments will assist you with aligning and thinking around the leadership philosophy
of Faith Promise. Your group should include activities or review the leadership lessons
followed by intentional discussion and deliberation regarding the topics. Your facilitator you
will follow the 30/70 rule which requires the facilitator to engage in 30% of the talking and
the group does 70%.

Spiritual development plan discussion (Spiritual disciplines, How you are sharing your faith,
Christian witness and lifestyle, Bible reading and study of the word)
Personal Growth Plan Review and Revision (Walk with God-Personal time with God questions)
Intentional time of prayer during group meetings. These times could be utilized for the entire
group meeting time. So do not be shock if you have group prayer meeting at times.
Personal Goals review by peers and team will offer feedback
Review Leadership Lessons and provide feedback (2nd + 3rd quarter)
Technology can be utilized in extenuating circumstances for meeting engagement.
(Zoom/Skype/Face time)

DEVELOPMENT COMPONENTS

Leadership Development Process/Pathway Baseline Commonalities

Practical Ministry Experience

3 (Grow Projects + Shadow Events)
This component should be inculcated throughout your individual and group meetings.
This component will be specialized within your current ministry context at times.

Grow projects within your current ministry area or in another ministry. Example: John who
serves in groups is doing a great job multiplying and activating coaches-He can be
assigned to the fpKids ministry to assist the team in developing and growing their coaches
and revitalizing the coaching structure
The focus for group meetings is collaborative in nature regarding the nature of the project
assigned. The group will be given a project for all to actively participate and engage. The
group will compile questions, learning opportunities, observations, and team cohesiveness.
Group projects will be discussed and decided on by the Leadership Team and delegated to
each group. This is to maintain alignment and communication with all groups
Shadow events include but are not limited to the participant joining in a ministry
assignment with your facilitator or another high-level leader who is aware of their role and
expectations. This can range from serving on call with you on a hospital visit, serving on the
weekend in a ministry capacity, engaging a strategic ministry planning meeting etc. (These
events can be done in groups but it is anticipated that throughout the process there are
times you engage the participant in at least 1-2 one-on-one engagements.

DEVELOPMENT COMPONENTS

Leadership Development Process/Pathway Baseline Commonalities

4 Leadership Training Lessons
This component will be inculcated throughout your individual and group meetings.

The Leadership lessons will be made available to you via the Internet (We will notify you
when they are available each quarter)
The lessons cover the ten leadership behavior qualities/indicators for Faith Promise church.
It is expected that facilitators review the responses of participants and provide feedback
with you during your one-on-one meetings whether positive or growth areas
Your facilitator will utilize group meetings to engage in the lessons to allow for
collaboration and group think tank style of addressing the case studies.
Completed over the duration of the LDP-BETA (3 Lessons per quarter and 1 at the end
of the last quarter of the year)

Apprenticing & Multiplication

5 This component should be inculcated throughout the Leadership Development Process.
This component will be utilized intentionally in the shadow and grow projects. This
leadership-apprenticing component is vital for the practical component of the LDP-
BETA.

1. I do. You Watch. We talk.
2. I do. You help. We talk.
3. You do. I help. We talk.
4. You do. I watch. We talk.
5. You do. Someone else watches. -multiplication-

TOTAL ESTIMATED MONTHLY 6-8
TIME COMMITMENT:  HOURS

+O n e - o n - O n e MONTHLY

Time commitment estimation:

1 hour

+ + + + +Group Meeting
Time commitment estimation:
2 hours

Individual group
Grow Project Grow Project

Time commitment estimation: Time commitment estimation:

3+ hours 3+ hours

FOR QUARTERS NOTED FOR QUARTERS NOTED

DEVELOPMENT COMPONENTS

Leadership Development Process/Pathway Baseline Commonalities

Practical Ministry Experience

3 (Grow Projects + Shadow Events)
This component should be inculcated throughout your individual and group meetings.
This component will be specialized within your current ministry context at times.

Grow projects within your current ministry area or in another ministry. Example: John who
serves in groups is doing a great job multiplying and activating coaches-He can be
assigned to the fpKids ministry to assist the team in developing and growing their coaches
and revitalizing the coaching structure
The focus for group meetings is collaborative in nature regarding the nature of the project
assigned. The group will be given a project for all to actively participate and engage. The
group will compile questions, learning opportunities, observations, and team cohesiveness.
Group projects will be discussed and decided on by the Leadership Team and delegated to
each group. This is to maintain alignment and communication with all groups
Shadow events include but are not limited to the participant joining in a ministry
assignment with your facilitator or another high-level leader who is aware of their role and
expectations. This can range from serving on call with you on a hospital visit, serving on the
weekend in a ministry capacity, engaging a strategic ministry planning meeting etc. (These
events can be done in groups but it is anticipated that throughout the process there are
times you engage the participant in at least 1-2 one-on-one engagements.

LDP GROUP PROJECTS group
PROPOSALS Grow Project

Time commitment estimation:

3+ hours

FOR QUARTERS NOTED

Groups be assigned to a launch team project-1) Group structure pre-launch all
ministries 2) Saturation: People in community made aware of campus coming//Groups
in the community meeting prior to launch//Pre-Launch door-to-door survey regarding
starting a new church (At some point we may need to identify people with possibility
of moving to the location and it could call for an reassignment to a newly formed
group)

Campus Specific Solution Focused Project-Assign each group to a campus pastor-CP
will provide 1-3 problems for their campus (That is possible to impact)

Re-Launch Campaign for existing campuses// New Campus Pastor/ New Location
will require a re-launch plan for the campus site

Touches Campaign-across all campuses- What does it look like to have community
touch // Marketing campaign for our campuses// How do we get the word out about
our presence and locations

Data Follow Up-Get people to take data of people who are not serving, not engaged
or attended a campus and not engaged // Assist campus staff with follow-up and
connecting and re-connecting people

Volunteer Recruitment/Assimilation-Identify areas where there is a huge lack/The
group builds teams and then hand it off to the ministry coordinator- Help accelerate
the teams at the campus level//Assign them to a specific service

LDP PARTICIPANT  GROUP PROJECT group
EVALUATION Grow Project

PLEASE RATE THE PARTICIPANT BASED  ON THE FOLLOWING SCALE AND LEAVE A COMMENT IF
NECESSARY REGARDING YOUR THOUGHTS ON THEIR PERFORMANCE

1-Strongly Disagree 2-Disagree 3-undecided 4-agree 5-strongly agree
PARTICIPANTS NAME:  __________________________________

TEAM PLAYER
1  |  2  |  3  |  4 |  5

SOLUTION FOCUSED
1  |  2  |  3  |  4 |  5

strategic thinkER
1  |  2  |  3  |  4 |  5

spiritualLY FOCUSED
1  |  2  |  3  |  4 |  5

EXECUTION SKILLS
1  |  2  |  3  |  4 |  5

5 TIPS FOR BUILDING RAPPORT

1 BE APPROACHABLE

Be approachable. In person, carry yourself in a way that’s easy going,
friendly, and confident. Pay close attention to your body language and
nonverbal communication. You may be scaring people away without
knowing why! Online have a welcoming and intriguing profile. Use a
professional headshot and smile so your teeth show. Research finds that
people respond more to those who smile with their mouths open, than
those who have closed mouths in their avatars.

2 ASK GOOD QUESTIONS

Ask good questions. People love to talk about themselves. Asking
questions and paying attention to the responses will help you discover a
person’s personality, values, interests, and challenges. Listen closely, as
your follow-up is key. This is how someone will know you are truly
paying attention.

3 WORDS & PHRASES

Pick up on favorite words and phrases. Also dependent on your listening
skills, keep your ears tuned to their speech patterns. Intersperse favorite
words into your conversation—n a subtle way. This will help create a
bond. It also brings a sense of comfort to the individual you’re speaking
with, whether it’s face-to-face or on social media.

4 USE THEIR NAME

Use their name. The sweetest sound to anyone is the sound of their own
name. Sprinkle it into a conversation. And when you’re online, consider
this example when poking around on Twitter. If a person’s name is not in
their handle, click on their profile and get their real name. It will take only
a few seconds, but it sends a powerful message: “I took the time to find
out who you are because I care.”

5 SMALL TALK

Learn the fine art of small talk. This will help in person and online,
especially if you feel shy or nervous. Keep a few light “conversation
starters” up your sleeve in case you run into a snag. Always be looking
for opportunities that connect you with others—it can be something as
basic as liking the same sports team, having the same kind of car, or
ordering the same lunch. Focus on similarities, not differences.

CHARACTERISTICS OF A

SUCCESSFUL COACH BY: JOHN MAXWELL

1 ESTABLISH TRUST

Years ago I had the privilege of spending time with Coach Dick Vermeil who guided the
St Louis Rams to victory in Super Bowl XXIV. During our conversation, I inquired about
his number one priority in leading his team. Without hesitating, he said, “John, anyone who
has coached for long knows that you’ve got to establish trust with your players before you
can ever lead your players. Trust is the most essential thing to establish as a coach. Players
will not follow you completely until they can trust you completely.” Reflecting on my
experience, I agree wholeheartedly—trust precedes influence for every leader of a team.

2 LEND PERSPECTIVE

In the film Hoosiers, Norman Dale (Gene Hackman) guides the small-town Hickory Huskers
to the Indiana high school state semi-finals. In that era, schools did not compete in separate
classifications based on enrollment. For this reason, Hickory’s players are about to play inside
of the largest venue and in front of the biggest crowd that they have ever seen. Just before
the team takes the court, Coach Dale addresses them with the following words.

There's a tradition in tournament play to not talk about the next step until you've climbed
the one in front of you. I'm sure going to the State finals is beyond your wildest dreams, so
let's just keep it right there. Forget about the crowds, the size of the school, their fancy
uniforms, and remember what got you here. Focus on the fundamentals that we've gone
over time and time again. And most important, don't get caught up thinking about winning
or losing this game. If you put your effort and concentration into playing to your potential, to
be the best that you can be, I don't care what the scoreboard says at the end of the game.
In my book, we're gonna be winners! OK?!

The movie scene captures one of the primary duties of coaching: giving perspective to the
team. Coaches foresee the thoughts and emotions that will be generated by an upcoming
challenge. Then, they redirect the team’s mindset away from fears and worries by
reminding everyone of their strengths and focusing their attention on the task at hand.

CHARACTERISTICS OF A

SUCCESSFUL COACH BY: JOHN MAXWELL

3 ORCHESTRATE PEOPLE

If assembling talent was the only thing needed for success, the New York Yankees would
win championships year after year since they regularly have the highest payroll in
baseball. However, as longtime Boston Celtics coach Red Auerbach observed, "They said
you have to use your five best players but I found you win with the five who fit together
the best." The best coaches arrange a collection of individuals into a harmonious whole.

4 ENSURE PREPERATION

Coaches dream in X’s and O’s. They pore over video footage of their opponents looking for
weaknesses to exploit, and they strategize the game plan most likely to set the pace of play
to their team’s advantage. However, once the game begins, even the most brilliant schemes
cannot compensate for lack of training. Competition has a way of revealing whether or not
a team has made the best use of its practice time.

The best coaches begin preparing their players long before they actually compete in a game.
They condition the team to perform at its peak mentally, emotionally, and physically by
guiding them through drills and exercises. Legendary UCLA basketball coach John Wooden
had a favorite saying: “When opportunity comes, it’s too late to prepare.” Champions may
be recognized during the course of a title game, but they are made months in advance.

5 PROVIDE DISCIPLINE &
ACCOUNTABILITY

Coach Don Meyer nicely sums up a coach’s aim in providing accountability to the team:
“Discipline and demand without being demeaning.” Coaches set expectations for the team
and for individuals, and then inspire their players live up to those standards. By setting clear
goals and expectations, coaches give players goals to stretch toward along with guidelines to
ensure that they respect one another

RECOMMENDED RESOURCES FOR
PARTICIPANTS

EMPOWERING LEADER

In Empowering Leadership author and leadership
consultant Michael Fletcher says leaders like this can't
simply be bought, nor can they be hired from someone
else's leadership assembly line. Developing leaders at
every level, to create an environment that attracts
potential leaders, and to build better leaders faster, an
organization needs more than a pipeline. It needs a
culture that develops leaders organically.

MULTIPLIER

A thought-provoking, accessible, and essential
exploration of why some leaders (“Diminishers”) drain
capability and intelligence from their teams, while others
(“Multipliers”) amplify it to produce better results.
Including a foreword by Stephen R. Covey, as well the
five key disciplines that turn smart leaders into genius
makers, Multipliers is a must-read for everyone from
first-time managers to world leaders.

www,faithpromise.org/leadership

BOOK RESOURCES

THE BLESSING OF HUMILITY

We all admire humility when we see it. But how do we practice
it? How does humility―the foundational virtue of the normal
Christian life―become a normal part of our everyday lives?

Jerry Bridges sees in the Beatitudes a series of blessings from
Jesus, a pattern for humility in action. Starting with poverty in
spirit―an acknowledgment that in and of ourselves we are
incapable of living holy lives pleasing to God―and proceeding
through our mourning over personal sin, our hunger and thirst
for righteousness, our experience of persecutions large and small,
and more, we discover that humility is itself a blessing: At every
turn, God is present to us, giving grace to the humble and lifting
us up to blessing.

THE PURPOSE & POWER OF
THE HOLY SPIRIT

When we struggle with defeat and discouragement, the Holy Spirit
is the key to victory and peace. Best-selling author Dr. Myles
Munroe shows how to bring order to the chaos in your life, receive
God’s power to heal and deliver, fulfill your true purpose with joy,
be a leader in your sphere of influence, and be part of God’s
government on earth. We have access to the unseen world of the
Spirit and can bring heavenly influence to earth. When you receive
God’s Spirit into your life, you will find that His gifts are your
birthright. Receive the fullness of God’s Spirit and start living in the
spiritual power that God has promised you.

LEADERSHIP ENRICHMENT SEMINARS

What is Leadership Seminars?

Leadership Enrichment Seminars are an interactive and engaging opportunities for growing in topics related
to your personal, spiritual, and practical development as a leader and believer. We will have guest speakers
who are experts in their field of leadership come and share with us in a lecture and question and answer
format. Topics will range from team-work, growing as a leader, leading on empty, spiritual leadership, how
do I merge ministry and family, to name a few. The Seminars goal is to equip and empower you to grow in
your gifting and enhance your leadership sphere and influence to advance the kingdom.

Who are the seminars for?

The Leadership Enrichment Seminars are designed for leaders with a passion and desire to grow in their
personal, spiritual and practical sphere of influence. This is currently open to FPC staff members, high level
leaders that serve or attend Faith Promise. Due to capacity, we are unable to make it available to the general
public.

When & Where will the seminars be held?

When are the Leadership Seminars scheduled for? LES is scheduled for the First Tuesday of every month at
the Pellissippi campus 11:45am-1:00pm in Theatre #1 fpKids wing.. The Seminar is during the lunch time so we
can make it as accessible for you and not infringe up

Registration  & WILL LUNCH BE PROVIDED?

Lunch will only be provided to the first 30 people to pre-register for each session. If you are in the first thirty
to pre-register you will be notified prior to the event regarding your registration. We ask that you register so
we can be prepared for you with resources and materials and bring your own lunch and feel free to eat
during the session. Registration is FREE at www.faithpromise.org/leadership or via email that will be sent.

*Registration is not mandatory but helps us prepare for each of you with resources and materials *

OFFICE OF LEADERSHIP DEVELOPMENT

(865) 251-2590
[email protected]
www.faithpromise.org/leadership