Wednesday, April 22
Good morning, Max
Your team gave 12 high fives this week, wellbeing check-ins are open, and 2 stay interviews are scheduled.
Our oikos. Our why. — How we treat each other as a staff shapes how we show up for the people in our relational worlds. Humble, hungry, and smart isn't just internal culture — it's the posture we carry to everyone we encounter.
This week · Q2 pulse
Your team is trending strong on hungry — but humble scores dipped slightly after the heavy service weekend.
Humble
4.1/5
Hungry
4.6/5
Smart
4.2/5
High fives (week)
12
+4 vs last week
Wellbeing score
7.8/10
13 of 15 responded
Weekly pulse check
Due FriA 2-minute self-reflection on humble, hungry, and smart.
Monthly wellbeing
OpenHow are you really doing — energy, workload, and belonging.
😐 😊 🙂 😌 🙌
Upcoming stay interview
Riley · May 8Annual conversation to understand what keeps Riley engaged — and what might pull him away.
Recent high fives
Specific moments where we saw our values in action
MP
Mav
RT
Riley
Riley jumped in to cover the lighting desk Sunday when Amy got pulled into the band mix, and never once made it feel like a favor. He quietly shared credit with Amy on Slack afterward — classic Riley.
KA
Kyle
BH
Blake
Blake owned the UniFi camera policy rollout end-to-end — didn't need to be asked for a single status update. When I asked if he wanted help, his answer was "I've got it, but here's what I'll need from you next Tuesday." That's ownership.
RT
Riley
JR
Jordan
Jordan read the room perfectly during the volunteer onboarding — she noticed Nathan felt overwhelmed and quietly pulled him aside for a 5-minute side conversation before it became a bigger problem. Great instincts with people.
SM
Sarah
MP
Mav
Mav took the AV upgrade proposal and rewrote it for a non-technical board audience without being asked — then offered to walk each board member through it individually. All three virtues in one move.
Most high-fived
This month
1
MP
Mav Peterson
16
2
RT
Riley Thornton
13
3
BH
Blake Henderson
11
4
JR
Jordan Reyes
9
Your to-dos
4Submit your weekly pulse
Monthly wellbeing check-in
Prep for Riley's stay interview
Recognize someone this week
Upcoming 1-on-1s
View allApr
22
2:00 PM
Weekly check-in with Riley Thornton
RT
AV Coordinator
Today
Shared agenda with values moment
Weekend service retro · Q-Sys scripting progress · Values moment: tell me about a moment this week you saw someone living out humble, hungry, or smart
Peer recognition
High fives
Catch each other being humble, hungry, and smart — tied to specific moments and our Central staff values. Generic praise is forgettable; specific stories stick.
This month
47
+18% vs last month
Humble
20
43% of total
Hungry
17
36% of total
Smart
10
21% of total
MP
Mav Peterson
RT
Riley Thornton
Riley jumped in to cover the lighting desk Sunday when Amy got pulled into the band mix, and never once made it feel like a favor. He quietly shared credit with Amy on Slack afterward — classic Riley.
KA
Kyle Andersen
BH
Blake Henderson
Blake owned the UniFi camera policy rollout end-to-end — didn't need to be asked for a single status update. When I asked if he wanted help, his answer was "I've got it, but here's what I'll need from you next Tuesday." That's ownership.
RT
Riley Thornton
JR
Jordan Reyes
Jordan read the room perfectly during the volunteer onboarding — she noticed Nathan felt overwhelmed and quietly pulled him aside for a 5-minute side conversation before it became a bigger problem. Great instincts with people.
SM
Sarah Mitchell
MP
Mav Peterson
Mav took the AV upgrade proposal and rewrote it for a non-technical board audience without being asked — then offered to walk each board member through it individually. All three virtues in one move.
MR
Max Ragon
AC
Amy Chen
Amy stayed 90 minutes past call Saturday to re-program the Chauvet rig after a last-minute cue change. Never complained, and had fresh notes ready for Riley on Monday morning about what she'd improve next time.
BH
Blake Henderson
KA
Kyle Andersen
Kyle spent an hour on the phone with me working through a VLAN config I didn't understand — he made me feel smarter, not dumber, for asking. That's the gold standard of being teachable AND being a teacher.
JR
Jordan Reyes
SM
Sarah Mitchell
Sarah didn't get the worship setlist she'd hoped for this week and — instead of making it awkward — she found three ways the new direction could serve the congregation better and came in Monday pumped. Humility in action.
Your recognition
Given
8
This month
Received
12
This month
Received by virtue
Humble
4
Hungry
5
Smart
3
Writing prompt
What makes a great high five?
Be specific. Reference the moment, what they did, and what it meant. Generic praise doesn't stick.
Instead of "Great job this weekend!" — try: "When Luke was struggling at FOH Sunday, you jumped in without being asked and made him look good in front of the band."
Top values this month
🙌 Serve First
14
🔥 Take Ownership
11
🤝 Team Over Self
9
💡 People Matter
8
🌱 Grow Every Day
5
Humble · Hungry · Smart — Lencioni's framework
Virtues & Values
Measured through self-reflection and peer observation. Tied directly to Central's staff values so we know not just what we do, but how we do it.
Humble
Team over self
4.1/5
−0.2 vs last month
What this looks like: Sharing credit, pointing out others' contributions, asking for help, owning mistakes without deflection.
Hungry
Drive, initiative, ownership
4.6/5
+0.3 vs last month
What this looks like: Self-motivated, looks for more to learn/do/own, follows through without being chased, driven without being dramatic.
Smart
People-smart, socially aware
4.2/5
+0.1 vs last month
What this looks like: Reads the room, listens before speaking, picks up on unspoken dynamics, adjusts communication to the person.
Virtue trends — last 6 months
Weighted: 40% self-assessment · 60% peer observation
Humble
Hungry
Smart
Signal to discuss
Humble dipped this month — most of the decline came from self-ratings after two heavy service weekends. Worth raising in staff meeting: "Are we still holding up 'team over self' when we're stretched thin?"
Team breakdown
90-day rolling window
| Team member | Humble | Hungry | Smart | Composite |
|---|---|---|---|---|
|
RT
Riley Thornton
AV Coordinator
|
4.7 ▲ | 4.2 — | 4.3 ▲ | 4.4 · Strong |
|
MP
Mav Peterson
Production Lead
|
4.5 | 4.8 | 4.6 | 4.6 · Ideal |
|
KA
Kyle Andersen
IT Operations
|
4.3 | 4.4 | 4.1 | 4.3 · Strong |
|
BH
Blake Henderson
Security Team
|
3.9 ▼ | 4.7 ▲ | 3.8 — | 4.1 · Watch |
|
SM
Sarah Mitchell
Worship Coordinator
|
4.6 | 4.3 | 4.5 | 4.5 · Strong |
|
JR
Jordan Reyes
Volunteer Lead
|
4.2 | 3.9 | 4.6 | 4.2 · Strong |
Central staff values
Mapped to our three virtues
Humble · Team Over Self
🙌 Serve First
🤝 Team Over Self
🙏 Teachable Spirit
Hungry · Drive & Ownership
🔥 Take Ownership
🌱 Grow Every Day
🌟 Go the Extra Mile
Smart · People-Smart
💡 People Matter
🎯 Read the Room
🎓 Always Learning
Our values aren't abstract. Each one maps to a specific virtue so we can give recognition, coach, and measure growth against the same language.
The seven combinations
Lencioni's profiles — useful for coaching conversations, not labeling
Humble + Hungry, not Smart
Accidental Mess-Maker
Well-intentioned but unaware of impact. Coach on social awareness.
Humble + Smart, not Hungry
Lovable Slacker
Kind and insightful but passive. Set clearer expectations.
Hungry + Smart, not Humble
Skillful Politician
Effective but self-interested. The most damaging long-term.
All three
Ideal Team Player
Hire for, recognize, and protect. Rare and worth cultivating.
Staff care · Confidential & honest
Staff wellbeing
Ministry burnout is real. We check in on energy, workload, and belonging — not just performance. Individual responses are anonymous; patterns are surfaced to leadership.
Team wellbeing
7.8/10
+0.4 vs last month
Response rate
87%
13 of 15 staff
Flag indicators
2
Burnout risk signals
Last survey
Mar 2026
Monthly cadence
Wellbeing dimensions
Anonymous team averages · April check-in
Energy & Rest
Am I running on empty, or recharged?
7.2/10
Workload Sustainability
Is this pace something I can keep up?
6.4/10
Lowest dimension — worth a deeper conversation
Belonging & Connection
Do I feel known and valued here?
8.6/10
Meaning & Purpose
Does my work matter? Am I making a dent?
9.1/10
Spiritual Health
Is my own walk with Jesus being fed, not just poured out?
7.9/10
Family & Home
Is ministry taking from my family, or flowing into it?
7.1/10
Signals to act on
Anonymous, aggregated
3 staff flagged workload concern
2 staff mentioned family strain
Belonging at all-time high
Privacy promise
Individual responses are never shared with managers. We report themes and aggregate scores. If you flag a crisis concern, you'll be offered (not forced into) a private conversation with HR.
Support resources
Care Pastor — Josh
Christian Counseling Partners
Sabbatical policy
6-month wellbeing trend
Team average · Monthly check-in
Retention · Proactive, not reactive
Stay interviews
Structured conversations to understand what keeps each staff member engaged — before they're considering leaving. Conducted annually, separate from performance reviews.
Completed (YTD)
8
of 15 staff
Upcoming
2
Next: Riley, May 8
Action items open
11
From past interviews
Turnover (12mo)
4.2%
−1.3% YoY
The Central stay interview format
45 minutes · 5 sections · Conducted by direct supervisor, separate from performance reviews
Stay interviews are not performance evaluations. They're proactive conversations to understand what's working, what's pulling at your people, and what we can do before someone decides to leave. The goal is honesty, not comfort — and action, not just notes.
01
Why you stay
Open on the positive — what's actually working
What do you look forward to when you come to work each week?
Listen for: specific people, specific tasks, specific moments.
What's the best part of working at Central right now?
When was the last time you thought "I really love this job"? What was happening?
02
How you're using your gifts
Alignment between role and calling
What parts of your job make you feel most alive and effective?
What are you doing that you wish you weren't? What's not using your gifts well?
This often surfaces role-fit issues before they become exit issues.
If you could redesign 20% of your role, what would you change?
03
Growth and development
Where they want to go and how we can help
Where do you see yourself in 2–3 years? Ideally?
What skills are you most wanting to develop right now?
Have you had a conversation with anyone here about your long-term career path? What did you take from it?
If you were to stop growing here, what would be the first sign?
Surfaces early disengagement risk.
04
What might pull you away
The hardest section — and the most important
When was the last time you seriously thought about leaving Central? What triggered it?
Don't skip this. Silence is fine; give time to think.
What would a competing opportunity need to offer for you to take it seriously?
Is there anything about our culture, leadership, or ministry direction that's weighing on you?
What's one thing, if it didn't change, might eventually become a dealbreaker?
05
Specific commitments
Turn the conversation into action items
If I could change one thing about your day-to-day, what would you want it to be?
What's one growth opportunity we should invest in for you in the next 12 months?
What can I do differently as your supervisor to support you better?
Be ready to hear it. Don't defend. Just listen and follow up.
What would make the next year a "great year" for you at Central?
Manager commitment
End every interview by verbally committing to 3 specific action items with dates. Capture them in the system. Follow up in 30 days.
Upcoming stay interviews
Scheduled for your team
May
08
2:00 PM
Riley Thornton · Annual stay interview
Annual
RT
AV Coordinator · 2y 3m tenure
·
45 min
·
Private · Max's office
Pre-interview prep notes
Review last year's action items (3 open) · Consider: Riley mentioned Production Lead track aspirations in 1:1s · Watch for workload flags from April wellbeing survey
May
22
10:30 AM
Kyle Andersen · Annual stay interview
KA
IT Operations · 1y 8m tenure
·
45 min
Open action items from past interviews
Commitments made · Owner: Max · Follow-up required
MP
Mav: Explore pathway to Production Director track
KA
Kyle: Fund CompTIA Security+ certification ($579)
SM
Sarah: Protect Tuesdays as no-meeting day
BH
Blake: Formal mentor for security leadership track
Regular sync-ups
1-on-1 meetings
Shared agendas, values moments, and action items in one place.
Apr
22
2:00 PM
Weekly check-in with Riley Thornton
Today
RT
Riley · AV Coordinator
·
30 min
·
Weekly
Shared agenda with values moment
• Weekend service retro — lighting cue timing• Q-Sys scripting progress
• Career goals: moving toward Production Lead track
• Values moment: who did you see living out our values this week?
Apr
24
10:00 AM
Bi-weekly with Mav Peterson
MP
Mav · Production Lead
·
45 min
Shared agenda (3 items)
• AV upgrade proposal — final review• Summer volunteer training rollout
• Virtue spot-check: how has "humble" shown up or not shown up for you this month?
Apr
25
3:30 PM
Skip-level with Blake Henderson
Skip-level
BH
Blake · Security
·
30 min
Templates
Weekly check-in
Monthly virtue review
Virtue coaching conversation
New hire 30/60/90
Values-integrated prompt
Every 1:1 template ends with one values question — not a checkbox, but a conversation starter. 2 minutes that anchor the relationship in what matters.
Performance cycles
Review cycles
Performance anchored in outcomes and virtues — not just what we did, but how we did it.
Active cycle
Q2 Spring
Mar 15 – May 15
Completion
68%
Team virtue avg
4.3/5
+0.1 vs Q1
Days remaining
23
until May 15
In progress
Due Apr 28
Q2 · 2026
Riley Thornton
Manager review · With ITP
Self + virtue complete75%
4.7
4.2
4.3
RT
AV Coordinator
Needs input
Due Apr 24
Q2 · 2026
Mav Peterson
Manager review · With ITP
Awaiting your virtue ratings50%
4.5
4.8
4.6
MP
Production Lead
Complete
Overall: 4.5/5
Q2 · 2026
Kyle Andersen
Manager review · With ITP
All steps complete100%
4.3
4.4
4.1
KA
IT Operations
In progress
Due May 5
Q2 · 2026
Blake Henderson
Manager review · With ITP
Self-review submitted40%
3.9
4.7
3.8
BH
Security Team
Not started
Due May 10
Q2 · 2026
Sarah Mitchell
Manager review · With ITP
Waiting on self-review0%
SM
Worship Coordinator
Needs input
Due Apr 26
Q2 · 2026
Jordan Reyes
Manager review · With ITP
Awaiting your review50%
4.2
3.9
4.6
JR
Volunteer LeadHow our reviews work
A balanced view of performance and virtues
Section 1 · 40%
Outcomes & Goals
Did they deliver on their commitments? Traditional goal-based rating.
Section 2 · 40%
ITP Virtues
Humble, hungry, smart — rated by self, manager, and peers with written evidence.
Section 3 · 20%
Growth & Future
Development goals and one area to focus on next cycle.
Multi-source · Peers · Reports · Manager
360° feedback
Anonymous virtue ratings plus written evidence, aggregated across everyone who works with you.
Riley Thornton — 360° virtue results
9 respondents · Q2 2026
Humble
4.7/5
Self: 4.3
Hungry
4.2/5
Self: 4.5
Smart
4.3/5
Self: 4.0
By respondent group
Manager (1)
4.5
4.0
4.5
Peers (4)
4.8
4.2
4.3
Reports (4)
4.7
4.3
4.2
Participants
9/9MR
Max Ragon
MP
Mav Peterson
KA
Kyle Andersen
JR
Jordan Reyes
AC
Amy Chen
Humble
Exemplifies
"Riley is the first to credit Amy when lighting goes well — even when he did the work."
"He asks 'dumb' questions on purpose so newer folks feel comfortable asking theirs."
Hungry
Opportunity
"Could push harder on his own development — tends to wait to be asked before stepping up."
"Strong when pulled in, but doesn't always seek out the next challenge."
Smart
Exemplifies
"Reads volunteers well — knows when to push and when to step back."
"Picks up on team dynamics fast, rarely says the wrong thing at the wrong time."
Objectives & outcomes
Goals & OKRs
Individual and team progress toward what matters this quarter.
Team goals
14
Q2 2026
On track
9
64%
At risk
3
Needs attention
Avg. progress
58%
Active goals
Roll out AV upgrade phase 1
82%
On track
Implement UniFi camera policy
75%
On track
Hire Programming Coordinator
40%
At risk
Directory
All people
Central Church staff with virtue snapshots and recognition counts.
| Name | Department | Humble | Hungry | Smart | High fives | Wellbeing |
|---|---|---|---|---|---|---|
RT Riley Thornton AV Coordinator |
Programming | 4.7 | 4.2 | 4.3 | 13 | 8.2 |
MP Mav Peterson Production Lead |
Programming | 4.5 | 4.8 | 4.6 | 16 | 7.9 |
KA Kyle Andersen IT Operations |
IT / Infrastructure | 4.3 | 4.4 | 4.1 | 7 | 7.5 |
BH Blake Henderson Security Team |
Security | 3.9 | 4.7 | 3.8 | 11 | 6.4 |
SM Sarah Mitchell Worship Coordinator |
Worship | 4.6 | 4.3 | 4.5 | 8 | 8.4 |
JR Jordan Reyes Volunteer Lead |
Programming | 4.2 | 3.9 | 4.6 | 9 | 7.8 |
AC Amy Chen Lighting Technician |
Programming | 4.4 | 4.5 | 4.0 | 6 | 7.6 |
LT Luke Thompson Broadcast Engineer |
Programming | 4.1 | 4.6 | 3.9 | 5 | 7.7 |
Staff-wide insights
Analytics & reporting
Virtue health, recognition patterns, wellbeing trends, and retention indicators.
eNPS
+48
+6 QoQ
Humble avg
4.1
−0.2
Hungry avg
4.6
+0.3
Smart avg
4.2
+0.1
High-five activity — last 12 weeks
Humble
Hungry
Smart
High five sent!
Give a high five
Call out a specific moment you saw our values in action
Select one or more. Be honest — one is fine.
Great high fives are story-shaped, not adjective-shaped. Instead of "amazing job," try "when the band lost the click track..."
Weekly pulse check
A 2-minute self-reflection on humble, hungry, and smart
Rate yourself 1–5. Be honest. This is private — only you see individual pulse check responses. Leadership only sees aggregate team trends.
Humble
This week, did I put the team's needs ahead of my own ego or preferences?
Hungry
This week, did I take initiative and follow through without needing to be chased?
Smart
This week, did I read the room well and adjust how I communicated to serve people better?
Monthly wellbeing check-in
Honest, confidential. Individual responses are not shared with your supervisor.
Rate each area · 1 (struggling) to 10 (flourishing)
Am I running on empty, or recharged?
Is this pace something I can keep up for the long haul?
Do I feel known and valued on this team?
Does my work matter? Am I making a dent?
Is my walk with Jesus being fed, not just poured out?
Is ministry taking from my family, or flowing into it?
Schedule stay interview
45 minutes · Separate from performance reviews
Privacy matters. Avoid open areas where conversation can be overheard.
Reminder
Tell them in advance this is a stay interview, not a performance review. Share the 5-section format so they can think beforehand.