Workshop Summary/Key Takeaways

1. Rooted Before Fruitful

Every organization wants more impact, more growth, more fruit. But fruit only grows in healthy soil. Culture is the soil.

The way we work is part of the work — Kingdom fruit can’t grow in worldly soil. When we chase outcomes without tending the roots, we eventually hollow out the tree.

“Outcomes are fruit. Culture is the soil that feeds them.”

2. Culture as an Act of Stewardship

Everything we hold belongs to God — people, mission, and the environment we create for them. Stewardship means cultivating the people and culture entrusted to us, not just managing results.

Culture is not a by-product of personality or history — it’s something we are called to tend intentionally. In the Kingdom, faithfulness means multiplying what’s been entrusted, not merely maintaining it.

“Stewardship isn’t about control — it’s about care.”

3. The WHO: Building Teams as Stewards

We often design strategy first, then look for people to fit it. But stewardship flips that: strategy and people should inform each other.

Ask: What is God calling our organization to do — and who has He already placed in our midst to help us get there?

Begin with the gifts that already exist, like assets-based community development. Alignment between calling and contribution leads to energy, creativity, and better performance.

Key Shift

Old Model: Strategy → Skills → Gaps → Hire

Stewardship Model: Strategy ↔ People (mutual discernment)

4. The Stewardship of Development

If God entrusts people to your team, their development is part of your calling.

Think of the Parable of the Talents: the faithful servants multiplied what was entrusted to them.
Development isn’t optional — it’s obedience. Neglecting people’s growth is burying their potential.

True stewardship invests in people, even if their growth eventually blesses another organization.

“In the Kingdom, maintenance isn’t faithfulness — multiplication is.”

5. The HOW: Culture by Design, Not by Default

Culture = embodied values. It’s what people actually do — not what they say.

Move from Emergent → Intentional

Every team has a culture; great teams steward it. Don’t let culture just “happen.” Define it, teach it, model it.

Narrow the Scope

You can’t change your whole organization, but you can shape your team culture. Team culture is where values become visible and outcomes accelerate.

Translate Values into Behaviours

Make values observable, teachable, measurable.

For example:

• “Hospitality” → “We begin every meeting with a personal check-in.”

• “Stewardship” → “We explain spending decisions transparently.”

Clarify expectations together — culture is a mutual covenant.

Embed Values in Systems

Let your stated values guide hiring, onboarding, reviews, and workflows. When values are built into systems, culture becomes self-reinforcing.

Boundaries & Grace

Culture requires definition and adaptability. Strong culture = clarity + openness.

When someone steps out of alignment, respond with accountability and grace — restorative correction over punishment.

Modelling the Culture

Leaders set the tone: what you tolerate, celebrate, and repeat becomes the culture. If you say “balance” but send midnight emails, your team learns a different lesson.

Modelling balance sometimes means surrendering your autonomy for the sake of others. Everyone models something — not just positional leaders.

“Culture is caught more than it’s taught.”

6. Further Reading & Tools

Leadership & Culture

• Patrick Lencioni – The Advantage

• Amy Edmondson – The Fearless Organization

Faith & Formation

• Henri Nouwen – In the Name of Jesus

• John Mark Comer – Garden City

Practical Tools

Brené Brown – Operationalizing Values worksheet