Location: Online Via Zoom

Thurs., Oct. 15 
11:30 a.m.

Online Via Zoom

No registration needed.
 

A practical manager training focused on effective leadership, performance coaching, documentation, and handling employee issues with confidence and consistency.

Presented by: Monica Reid, Senior Human Resources Generalist, General Council on Finance and Administration

Intended for both clergy and SPRC members.

Provided by the NIC Finance and Administration team. If you have any questions, please reach out to David W. Quinn.

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The October 15th, 2026 webinar was not recorded as it talked about confidential information. However, here is a recap of our meeting, along with a few helpful slides on what proper documentation looks like for your reference.

Your Role as a Leader

As a manager, you shape your team's daily work environment. Your leadership directly influences employee engagement, accountability, performance, and workplace culture. Employees experience the organization largely through you, making your communication, consistency, and follow through essential.

Core Leadership Expectations

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• Set clear expectations and priorities.
• Meet with each employee regularly (recommended weekly).
• Provide timely feedback and coaching.
• Address concerns early before they become larger issues.
• Follow through on commitments and monitor progress.
• Document important conversations objectively.

Coaching & Performance Management

When performance concerns arise:

1. Address the issue promptly.
2. Discuss specific observations and the impact.
3. Clearly communicate expectations.
4. Offer support, coaching, and resources.
5. Follow up to monitor progress.

Corrective Action Process

• Coaching and regular feedback
• Documented verbal warning
• Final warning (when appropriate)
• Additional action, up to and including termination, if necessary

Documentation

Effective documentation should always be:

• Factual and objective.
• Based on observable behaviors.
• Clear and specific.
• Focused on dates, actions, expectations discussed, employee responses, and follow-up plans.
• Examples: Documenting Verbal Warning, Final Written Warning

When to Involve Human Resources

Contact your Human Resources representative early when situations involve:

• Continued performance concerns.
• Formal corrective action.
• Harassment, discrimination, or retaliation concerns.
• Accommodation requests.
• Leave issues.
• Policy violations.
• Safety concerns, investigations, wage issues, government agencies, or legal matters.

Key Leadership Principles

• Lead with clarity.
• Develop people through coaching.
• Address issues constructively.
• Communicate consistently.
• Hold employees accountable respectfully.
• Follow through.
• Avoiding difficult conversations or delaying action often creates larger problems and impacts the entire team.

Final Takeaway

• Strong leadership is built through consistent communication, timely coaching, clear expectations, respectful accountability, and follow through. By addressing concerns early, documenting appropriately, and partnering with Human Resources when needed, managers create a positive workplace where employees understand expectations, receive the support they need, and have the opportunity to succeed.

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The Finance and Administration Team has other upcoming webinars planned:

• Protecting Your Church: Preventing the Most Common Liability Insurance Claims: Oct. 27, 7 p.m.
• Statistical Reporting: Dec. 15, 7 p.m.
• Statistical Reporting – Questions and Answers: Jan. 12, 7 p.m.

Recordings of previous webinars can be found in the Finance and Administration Showcase on Vimeo.