Workday Level 7
Instructions: Below are 11 Personal Attributes followed by three to five indicators. We suggest you follow these steps:
- First, rate each indicator for a given attribute marking 1 as low to 4 as high.
- Then go back up to the attribute (italicized numerals) and give an overall composite rating.
|1 2 3 4||PA1 Spiritual Vitality |
I am maintaining and deepening my spiritual walk, seeking to grow more like Christ through God’s grace. I am extending that grace to others, whole-heartedly participating in community life and demonstrating the fruit of the spirit. I am seeking to understand and engage with the leading of the Holy Spirit, through prayer, study and reflection with others.
|1 2 3 4||1.0 Measuring the Unmeasurable|
These Personal Attributes and Competencies address different aspects of our engagement with the work and ministry of SIL. Spiritual Vitality, however, is foundational to every part of our personal and corporate life, including discerning what God is saying to us about what we do and how we do it.
There are habits and disciplines we can adopt to aid us with this Attribute, but at the same time it is important to acknowledge that our growth towards being more like Christ is a work of grace through the Holy Spirit. In addition, Spiritual Vitality is unique to each person and circumstance, and usually develops in seasons rather than straight lines. We therefore encourage everybody reflecting on this attribute to keep these realities in mind.
As a consequence, outside of a leadership context, instead of using specific indicators we would encourage you to interact with the Scriptures. Once you have read through the verses below, and any others that seem relevant, use the scale provided to give an indication of how much you have struggled or not with the given definition of Spiritual Vitality. Try to give some examples that help to explain your response.
“Love the Lord your God with all your heart and with all your soul and with all your strength and with all your mind” and “Love your neighbour as yourself”. (Luke 10:27)
They devoted themselves to the apostles’ teaching and to the fellowship, to the breaking of bread and to prayer. (Acts 2:42)
But the fruit of the spirit is love, joy, peace, patience, kindness, goodness, faithfulness, gentleness and self-control. (Galatians 5:22-23a)
|1 2 3 4||1.1 Growth|
Intentionally nurtures their personal spiritual growth and development through the regular practice of the Christian disciplines, including prayer, worship, bible study, fellowship with other believers and personal witness. Prioritises cultivating their relationship with God, demonstrated by the investment of time and resources, and models this in their life.
|1 2 3 4||1.2 Maturity|
Grace-filled leadership is exercised within the context of a Community of Grace. For further definition of this, see PA6.
Demonstrates grace-filled leadership rooted in a mature spirituality, characterised by prayerful responses and an openness to the leading of the Spirit. Balances the need to speak both grace and truth. Exercises wisdom and discernment, showing a willingness to serve others and persevere through challenging circumstances. Contributes to a Community of Grace and encourages growth into spiritual maturity amongst those with whom they work.
|1 2 3 4||1.3 Discernment of and Obedience to God’s Voice |
Missiological Reflection is one way of discerning God’s voice. Strives to honour God, seeking to discern His voice and place His priorities ahead of their own in both personal and team contexts. Models an attitude of faith, reverence and dependence on God, choosing, through his love and power, to do what is right rather than what is easy or driven by circumstances.
|1 2 3 4||PA2 Emotional Intelligence |
I recognise, understand and manage my emotions and behaviour. I recognise and understand other people’s emotions and motives, and interact with their behaviours in a manner that improves relationships.
|1 2 3 4||2.1 Self Awareness|
Takes responsibility for identifying and monitoring their own emotional state. Knows their own strengths, weaknesses, drives and goals, and pays attention to the impact of their emotions and behaviours on other people. Takes responsibility for identifying what motivates and satisfies them as well as which people and situations push their buttons.
|1 2 3 4||2.2 Self Management|
On the basis of self-awareness, takes responsibility for regulating their own emotional state. Puts in place support strategies that enable them to stay flexible and direct behaviour positively. Harnesses their emotions and impulses, including the negative ones, in order to make good decisions.
|1 2 3 4||2.3 Social Awareness|
Employs strategies in order to perceive, understand and respond to the emotions, needs and concerns of others. Uses listening and observing skills to understand personal relationships and group interactions. Appreciates the need to look beyond the obvious in order to fully understand others’ motivations and behaviours.
|1 2 3 4||2.4 Relationship Management |
Uses social awareness to respond to the behaviour of others in a measured and appropriate manner, with clear communication, aiming to build connections and empathise with other people’s needs and feelings.
|1 2 3 4||PA3 Intercultural Intelligence |
I live, work and serve effectively with people from a variety of cultures. I proactively seek to understand their viewpoints, promote diversity and seek the inclusion of all voices. I learn from and value people from different backgrounds and recognise the need to adapt my behaviour to different contexts.
|1 2 3 4||3.1 Perception|
Has a sound understanding of ‘culture’ and worldview, including what this looks like in self and others, and how people’s perceptions of behaviour and motivations are affected by their background. Integrates this knowledge and awareness into their understanding of local realities where they live and work.
|1 2 3 4||3.2 Inclusion|
Respects and displays sensitivity for people of different cultures and backgrounds. Gathers and considers diverse points of view. Supports the intentional involvement of minority voices.
|1 2 3 4||3.3 Adaptation|
Discerns and applies appropriate changes to behaviour in order to function effectively within an organisation/group’s particular culture and way of working. Respects local authority and leadership styles in the areas where they serve. Displays humility and a willingness to learn.
|1 2 3 4||PA4 Organisational Intelligence|
I respect those in leadership within SIL, and I work in accordance with SIL’s structures and processes. I understand both the historical development and the current working philosophy and values of SIL, recognising that SIL functions in a variety of contexts. I demonstrate SIL’s core values in my words and actions.
|1 2 3 4||4.1 Leadership and Authority|
Demonstrates respect for SIL leadership by giving priority to accomplishment of corporate (rather than individual) vision and goals. Honours authority in attitude and communication, both internally and externally.
|1 2 3 4||4.2 Structures|
Understands and utilises SIL’s formal structures (including rules, processes and procedures) to accomplish results. Takes responsibility for contributing to good practice and organisational health.
|1 2 3 4||4.3 Environment and Complexity|
Maintains an awareness of both historical and current developments within SIL and the wider Bible Translation movement. Takes responsibility for keeping up to date with the strategic directions of the organisation, the variety of contexts in which we work, and how these impact each other. Recognises that SIL often functions in ambiguous and emergent environments, and is resilient when dealing with the uncertainty this can create.
|1 2 3 4||4.4 Missiological Reflection|
Participates in thinking prayerfully together with others about God’s mission, the realities that define our context, and how the two fit together. Seeks to understand what God is doing and align life and work accordingly.
|1 2 3 4||4.5 Values|
Understands and accepts SIL’s core values as articulated by the Executive Director and their team. Is able to explain the mission and vision of SIL, and its relationship to Wycliffe Global Alliance, to partners and outside audiences. Reflects and demonstrates organisational identity, calling and goals in words and actions.
|1 2 3 4||PA5 Work-Life Balance|
I manage my time, finances, workload, family responsibilities, and all aspects of health to achieve a balanced and sustainable lifestyle.
|1 2 3 4||5.1 Stewardship|
Recognises that SIL’s practices are founded in the understanding that all things come from and belong to God. Approaches the management of time, finances, health and other resources with a commitment to maintain and use wisely all that God has given.
|1 2 3 4||5.2 Time Management|
Exercises both discipline and flexibility in prioritising and apportioning time and focus so that the responsibilities of organisational role, home and family, spiritual vitality, and personal care are all met. Takes time to recharge, including taking allotted vacation time.
|1 2 3 4||5.3 Workload|
Establishes and monitors appropriate boundaries and expectations for availability, productivity and responsibility, taking local and organisational contexts into account. Delegates and makes use of available support where relevant.
|1 2 3 4||5.4 Stress Tolerance|
Recognises the role that physical, emotional, spiritual and mental health have in maintaining personal resilience. Is aware of stressors that may lead to decreased resilience and/or burn-out, recognises personal indicators of these and responds appropriately when work/life balance is impacted.
|1 2 3 4||PA6 Community Oriented|
I take responsibility for my part in working and living in a community of grace that promotes mutual care and connection. I actively seek to build capacity in others, so that the community as a whole flourishes and meets organisational goals.
|1 2 3 4||6.1 Community Life|
Participates in building a healthy community of grace by prioritising care for and relationship with each other. Values unity in diversity, and strives for harmony whilst welcoming differences of opinion as something to be explored. Takes responsibility for making grace a reality where they are.
|1 2 3 4||6.2 Cultivating Trust|
Acts in a manner that builds confidence in relationships and demonstrates commitment to seek and act for each other’s good. Relates to others with integrity, honesty, consistency, humility and respect. Appreciates that perception of trust is culturally-defined and fits trust-building behaviours to their context.
|1 2 3 4||6.3 Capacity Sharing|
Helps others to flourish in the work to which they have been called by freely sharing information, expertise and experience in both formal and informal settings. Supports and contributes to an environment of lifelong learning.
|1 2 3 4||6.4 Community Focus|
Balances the need to take responsibility for self and own endeavours whilst working in harmony with others. Remains up-to-date with organisational goals and how these connect to their own work and impact partners and the wider community.
|1 2 3 4||PA7 Partnership Oriented|
I take responsibility for my part in building relationships outside of my own immediate context, both within SIL and externally, in order to achieve my work goals and the end goals of SIL. I treat individual and organisation partners fairly and ethically, honouring their perspectives and needs, communicating openly and building trust.
|1 2 3 4||7.1 Ethical Working|
Proactively seeks to develop attitudes of respect, honesty and loyalty. Demonstrates this by practicing intercultural intelligence (PA3) in their decisions and activities, being mindful of others’ physical and mental wellbeing, and making space for others to be heard. Identifies and manages conflicts of interest where they arise and honours the expertise and skills that partners bring. Adheres to good practice and legal requirements in record keeping and information sharing.
|1 2 3 4||7.2 Partner Inclusion|
Consistently seeks to involve relevant partners in developing and delivering work goals. Maintains an awareness of stakeholders and other significant parties in their local context. Proactively seeks links within church communities where they work and, where relevant, when carrying out partnership development in their home context.
|1 2 3 4||7.3 Partner Focus|
Proactively seeks to understand the needs, perspectives and priorities of partners, both local and (where relevant) at home. Demonstrates this by mutual involvement and support, and by the responsible use of mutual resources, including time and finances.
|1 2 3 4||7.4 Shared Understanding|
Seeks to work from a place of mutual understanding by sharing transparently and appropriately with others and displaying humility and willingness to learn. Establishes shared expectations around individual and organisation partner relationships; seeks harmony and consensus in joint undertakings.
|1 2 3 4||PA8 Self-discipline|
I am disciplined and organised in my approach to work. I plan, prioritise, evaluate, and resolve problems, making the best use of my technical knowledge and resources in order to achieve work goals.
|1 2 3 4||8.1 Planning & Prioritising |
Clarifies priorities and expectations with regard to work outcomes and organisational goals. Plans and organizes time, activities and resources effectively in order to meet these goals. Pays attention to work/life balance (PA5) and partnership responsibilities (PA7) throughout the planning process.
|1 2 3 4||8.2 Monitoring & Evaluating|
Monitors own contributions to personal and team work goals with regard to quality, suitability and timely delivery. Focuses efforts on achieving results consistent with the organisation’s standards and ethos. Seeks necessary information to clearly understand if expected work results have been achieved. Communicates with partners and stakeholders to maintain shared understanding and expectations.
|1 2 3 4||8.3 Managing Resources|
Responsibly uses available resources, including knowledge and Responsibly uses available resources, including knowledge and skills. Makes effective use of applicable technology. Uses appropriate procedures to collect, organize, retrieve, maintain and disseminate information.
|1 2 3 4||PA9 Team Worker|
I cooperate with others and support collaborative efforts to achieve common goals in a variety of contexts. I communicate well, demonstrating a listening attitude and openness to constructive dialogue. I take responsibility for building resilient relationships within a team, including addressing conflict promptly and appropriately.
|1 2 3 4||9.1 Active Participation|
Takes responsibility for directing own efforts towards team goals. Fully contributes to the planning, delivery and evaluation of team activities. Shares ideas and resources freely, seeking to serve and support colleagues in team pursuits. Complies with agreed team practices and procedures, enabling collaborative efforts to run smoothly.
|1 2 3 4||9.2 Good Communication|
Listens respectfully to others, and shares information clearly and accurately. Contributes to discussions and dialogue confidently, competently and with sensitivity to context. Makes good choices about means of communication (e.g. email, face-to-face, etc.) ensuring that the right people know the right things at the right time.
|1 2 3 4||9.3 Resilient Relationships|
Works effectively with all members of a diverse team, seeking Works effectively with all members of a diverse team, seeking to develop mutually beneficial relationships based in trust and integrity. Shows appreciation for others’ contributions and demonstrates flexibility to meet others’ needs. Recognises differences and takes steps to handle potential or actual conflict in a manner that is constructive, honest and respectful.
|1 2 3 4||9.4 Virtual Working|
Is aware of the particular challenges facing teams working in virtual environments in terms of communication, participation and relationship building. Is committed to managing these challenges proactively and consistently, remaining aware of the extra effort and time required to apply team practices and procedures in virtual contexts.
|1 2 3 4||PA10 Growth Mindset |
I use a reflective process to understand myself, my life and my work. I am engaged in ongoing learning. I actively seek accountability to aid in reflection, personal growth and professional development.
|1 2 3 4||10.1 Reflective Process|
Has a good understanding of the reflective cycle (hyperlink to explanation of this) and routinely applies this to both life and work practices and context.
|1 2 3 4||10.2 Continuous Learning|
Is committed to continuous learning in order to improve knowledge, skills and attitudes. Consistently seeks to learn from reflecting on one’s own and others’ experiences and shares insights appropriately.
|1 2 3 4||10.3 Accountability|
Proactively establishes relationships for accountability and mentoring. Utilises both formal and informal avenues for personal and professional growth (e.g. creating an Individual Development Plan, coaching, peer groups etc.).
|1 2 3 4||PA11 Receptive to Change |
I respond to challenges and new opportunities with openness and flexibility. I have a positive attitude to innovation and new perspectives. I am not afraid to take risks and can responsibly manage outcomes, including remaining resilient when dealing with failure.
|1 2 3 4||11.1 Responsive|
Recognises that due to the ambiguous and emergent environments in which SIL often works, change is unavoidable and adaptability is essential. Remains aware of developments in work contexts and organisational directions, and uses this awareness in communication and work activities. Adapts behaviours and modifies plans where needed, in order to remain effective and relevant.
|1 2 3 4||11.2 Open|
Listens to and seeks to understand new perspectives and ideas. Demonstrates willingness to do things differently. Gives and receives feedback constructively and humbly. Embraces challenges as opportunities.
|1 2 3 4||11.3 Risk Intelligent|
Uses information, knowledge and prayerful reflection to assess risk, seeking outside advice when needed. Maintains a balanced approach to risk and innovation, not jumping in too quickly nor holding back unreasonably. Proactively manages the outcomes of risks taken. Cultivates a theology of risk and suffering, based on biblical principles.
|1 2 3 4||11.4 Resilient|
Responds proactively to setbacks, failures or mistakes, choosing to reconsider and adjust approaches and practices if needed. Is persistent in pursuit of team goals, seeking recovery and renewal in the face of discouragement.