Inspiring Others to Become Converted in the Doctrine of Work and Service

Use the internet to find the definition and root of the word conversion (see Merriam-Webster’s online dictionary, at m-w.com). As a group, share and discuss three or four things you learned from this exercise.

Then consider what you learned and read in preparation for this class as you discuss as a group the following questions:

• What are some indicators for conversion to Christ?
• What else is important for the conversion process?

Conversion is rather a process than an event. In this process people convert to different principles and doctrines at different times. At Deseret Industries, you should strive to help associates become converted to the doctrine of work and service.

As a group, discuss the following:

• How can you begin to help associates become converted to the doctrine of work and service?
• What are some indicators that show associates are beginning to be converted to work and service?
• Why is it important in your current and future positions for you to be converted to the doctrine of work and service?
• Do you think it is important for associates to understand the doctrine of work and service? Explain why.
• What are important differences between conversion and a mere change of behavior?
• Why is it important for you to inspire associates to convert to the principles of work and service rather than just changing their behavior? What differences have you seen between associates becoming converted versus associates changing behavior?
• What are some blessings you have seen as a result of associates converting to work and service?

As a group, list on the board indicators or elements of conversion from your assigned readings. Then discuss whether there are any additional elements to add.

At Deseret Industries, you should strive to help associates become converted to the doctrine of work and service in associates. Conversion to the doctrine of work and service follows a similar pattern to conversion to Christ.

As a group, discuss the following:

• Why is conversion to the doctrine of work and service important at Deseret Industries?
• What are some parallels between each of the elements listed on the board and becoming converted to work and service? In other words, what are some indicators that an associate has been converted to work and service? (Write your answers on the board.)
• What are some of the differences between becoming converted to Christ and becoming converted to work and service?
• Why is it important for you to inspire associates to convert to the principles of work and service rather than just changing their behavior?
• What changes of heart have you seen in associates in the process of converting to work and service?

Look at the AWARE form. Then, as a group, discuss the following:

• In what ways are each of the items listed on the AWARE form a high standard for associates?
• How does setting high standards from the AWARE form help associates develop the desired attitudes and behaviors? Share experiences.
• How can action steps help associates convert to high standards?
• How can AWARE form behaviors serve as indicators for an associate’s conversion to work and service?
• How hard is it for associates to become converted and display the behaviors and attitudes described in the AWARE form?
• What have you done to help associates develop attitudes and behaviors described in the AWARE form?
• How do associates feel once they develop an attitude or behavior described in the AWARE form?
• Why is it important to set high standards when working with associates?

Read the following quotes:

• “Paint a picture of yourself succeeding, hold that picture every before you, and it will materialize. With positive thinking you can actually change the conditions of your life” (Norman Vincent Peale, The Amazing Results of Positive Thinking [1959], 40).
• “Positive expectations are the mark of the superior personality” (Brian Tracy, Maximum Achievement: Strategies and Skills That Will Unlock Your Hidden Powers to Succeed [1993], 62).

As a group, discuss the following:

• How do high standards help people progress and eventually become better people?
• Are any of the quotes above and previous discussion questions applicable to your work at Deseret Industries? Explain.
• How are AWARE statements a high standard for you?
• How are AWARE statements a high standard for associates?
• In addition to the AWARE form, what high standards have you implemented with associates?
• How do associates typically react to high standards?
• What do you do to help associates reach high standards?
• How can you make high standards for you and your associates a positive experience? (Consider how high standards help people learn to be hopeful and have faith.)

Associates differ from each other in their preparation, communication abilities, skills, interests, and so forth. At times, we might be asked to work with an associate who has a disability due to a violence, an accident, genetics, or other reason.

As a group, discuss the following:

• Should high standards still apply to associates with special needs? Explain.
• What are some examples of how to set high standards for associates who have disabilities?
• How can you adapt high standards to associates who have disabilities, without compromising those standards? (Feel free to share examples, but remember to maintain confidentiality.)

Take a few minutes to ponder the following questions individually:

• Do I work with an associate who has a disability?
• How have I helped that associate set high standards?
• Do I need to adapt those high standards for his or her needs and abilities? Explain.
• What can I do to help the associate reach high standards?

After pondering privately, take a few minutes to share any questions or concerns with the rest of the group.

As a group, discuss what constitutes a safe training environment.

Take a minute individually to think about one of the worst mistakes you’ve made. Put yourself back in the time when the mistake occurred.

Consider the following questions:

• What was your life like at the time?
• What was the setting where the mistake occurred?
• How did you recognize the mistake?
• Who else knew about your mistake?
• What impact did have on you to know that others were aware or unaware of the mistake when it happened?
• Was the environment where the mistake occurred a safe environment?
• How might a safe (or unsafe) environment have altered the experience?
• Why is it important that your associates feel safe to make mistakes as they undertake a process of change and conversion?
• How can job coach trainers create a safe training environment for associates? Discuss at least five things job coach trainers can do to create a safe environment.

Read Matthew 19:16–22, or watch “Christ and the Rich Young Ruler” from The Life of Jesus Christ Bible Videos.

Divide into small groups. With your group, consider the rich young ruler as if you were his job coach. At the end of this story, he went away sorrowful and unwilling to act on the invitation the Lord had extended. Now your job is to help this young man get to a place where he is willing to follow the Savior’s invitation. Create a development plan that could help the young man change. In your learner’s journal, write out your plan’s details and any significant observations.

Following the exercise, compare and contrast your plan with the plans developed by other groups.

Write a story using one of your current associates as the main character. Include one or two of the work behaviors that he or she is struggling to adopt. Write the happy ending for your associate that you want him or her to experience as a result of training.

Consider the following questions (you could display them on the board for class members):

1. 1 How close is your associate to a similar “happy ending”?
2. 2 How do you share in his or her “happy ending”?
3. 3 Because you were the author of this story, you could control the outcome, whereas you cannot control the outcome in real life. In what ways do job coach trainers contribute to the progress and outcomes of their associates?
4. 4 In what ways do associates determine their own progress and outcomes?
5. 5 In what ways are you the giver in this story?
6. 6 In what ways are you the receiver in this story?
7. 7 In what ways can the associate become both the giver and receiver in this story?
8. 8 What is the role of givers and receivers in the conversion process?
9. 9 What are some of the benefits of giving and receiving in the process of conversion?
10. 10  What are some of the benefits of continuing to give and receive when you have become converted?

Watch the video Johnny Barbata’s Story, about a Deseret Industries associate. Write a list in your learner’s journal of every emotion you see or hear about during the change process for Johnny, along with who experienced the emotion.

Divide into small groups. With your group, consider the rich young ruler as if you were his job coach. At the end of this story, he went away sorrowful and unwilling to act on the invitation the Lord had extended. Now your job is to help this young man get to a place where he is willing to follow the Savior’s invitation. Create a development plan that could help the young man change. In your learner’s journal, write out your plan’s details and any significant observations.

Following the exercise, compare and contrast your plan with the plans developed by other groups.

Following the video, compare lists as a group and fill in any emotions that you may have missed. Then answer the following questions as a group:

• What emotions were felt by all the characters in the video? What emotions did only the associate feel?
• Which emotions played a more significant role in the change process?
• Consider where the associate started at the beginning of the video. At what point were the givers and receivers able to rejoice together?
• How is your success as a job coach trainer tied to the success and happiness of your associates?
• When have you rejoiced with an associate over his or her conversion to the doctrine of work? Share these experiences with the group.

Review King Lamoni’s conversion story (see Alma 17–19) and the role Ammon played in helping him become converted. Identify instances and ways that:

• Ammon was a receiver
• Ammon was a giver
• Lamoni was a receiver
• Lamoni was a giver

Divide into four groups. With your group, fill out the receiver and giver columns of following the table as you watch the video “Chapter 23: Ammon: A Great Servant” (on LDS Media Library) and read Alma 19:14.

As a group, discuss the following questions:

• What did you write down for your assignment? Explain.
• What do the scriptures tell us about how Ammon and Lamoni and his people felt after this experience? (See, for example, Alma 19:13–14 and Alma 26:11.)
• What lessons can we learn from this story about the relationship between giving, receiving, and rejoicing?
• What are key attributes to being a good giver and a good receiver? (Discuss three attributes.)
• How does the story of King Lamoni and Ammon apply to your work with Deseret Industries associates, coworkers, and supervisors?