Not because of what you have done, and not because you have it all together. You belong to Jesus because he has loved you, died for you, and called you his own. Everything we do as a church grows out of that.
Living Stones South Reno is a young church family in the Reno area, part of the larger Living Stones family of churches. We are ordinary people who have been welcomed by grace, and we are learning, slowly and together, what it means to follow Jesus in our homes, our work and our neighborhoods.
Our theological roots are Reformed and Presbyterian. We hold to the Scriptures as God’s Word, we gather around the preaching of the gospel, and we hold the sacraments dear. We try to hold these convictions firmly and humbly, and to give kindness to those who see some things differently.
“What is your only comfort in life and death? That I am not my own, but belong, body and soul, in life and in death, to my faithful Savior, Jesus Christ.”
— Heidelberg Catechism, Q 1
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Fill out a short form and generate a custom PDF to hand your new volunteers — covers communication, PCO scheduling, day-of details, the Four H's, and more.
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From Adam Carp, Discipleship Pastor
I get some common questions over and over again, so I thought I would keep a living document to help provide some guidance for how to handle certain situations. If there is anything you’d like to see there, just let me know!
Open the FAQ’s →This is updated weekly and available to leaders and members alike for your group discussion.
Open the guide →This is to help you use Church Center effectively.
Open the tips →This is for you to upload photos or videos your group may have taken. Only upload content approved to be used for social media, email etc. Anything added here is considered fair game to be used for creative content, so make sure you have approval if that may be necessary.
Open the folder →This is to meet up with me (Adam). You can schedule something any time you’d like. I am here to support you!
Book a time → Direct event link: cal.com eventThis is for you to nominate someone in your group (or not in your group) who you think would make a good leader.
Open the form →When issues arise that are beyond what you as a leader are able to handle, check with 1) other leaders, 2) Adam, or 3) refer to Soul Care.
Open the application →As God moves powerfully throughout our church, we can encourage one another and build each other up in our faith through the power of story.
Share your story →How the church body overlaps across the four marks of a maturing disciple — belonging (Member), community (CG), service (Serving) and generosity (Giving). The center is the fully-engaged core; the gaps are your next conversations.
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The single-page document that aligns every member of the LS South Reno staff around where we're going and how we'll get there. Review this together every quarter.
For each of the four core values — Humble, Hungry, Happy, Honest — here are the observable behaviors we can hire by, coach to, and reward. Use this in every 1-on-1 and quarterly review.
In every quarterly 1-on-1 and annual review, score each staff member on all four values using a 1–5 scale. A "Right Person" lives these values naturally. A "Right Seat" question is separate — someone can be a great fit to our culture but wrong for the role. Both matter.
Humility is the foundation. It's not thinking less of yourself — it's thinking of yourself less. We take Jesus seriously and not ourselves.
Hungry people are self-motivated. They don't wait to be told. They pursue excellence in ministry because they love Jesus and love the mission.
Happy doesn't mean always smiling. It means we know who we are in Christ, why we're here, and we find genuine joy in the work — even the hard parts.
We say hard things with grace. No triangulating, no gossip, no sweeping things under the rug. Authenticity is not optional in this culture.
| Score | What It Means | Next Step |
|---|---|---|
| 5 | Consistently models this value; others notice and follow their lead | Celebrate and deploy as a culture carrier |
| 4 | Lives this value well with only occasional gaps | Affirm and keep coaching toward mastery |
| 3 | Understands the value but inconsistently applies it | Create a coaching plan with specific behaviors to change |
| 2 | Struggles with this value; patterns of conflicting behavior visible | Formal growth plan with clear expectations and accountability |
| 1 | This value is not present; behavior pattern is contrary to culture | Serious conversation; may be a "wrong person" situation |
Not an org chart — a clarity chart. Every seat has one owner, every owner has clear roles and measurables. Right Person · Right Seat.
Understanding how each person on the LSSR staff is wired helps us assign the right work, avoid burning people out, and fill gaps intentionally. Team map completed 2025.
| Type | Letter | What It Does | Church Application |
|---|---|---|---|
| Wonder | W | Identifies the need for improvement or change; asks big questions | Asking: "Are we reaching the right people? Are our methods still working?" |
| Invention | I | Generates novel ideas and solutions to address identified needs | Creating new discipleship pathways, series concepts, ministry systems |
| Discernment | D | Assesses the merit and workability of ideas with gut instinct | Evaluating which new idea to pursue; spotting what's off about a plan |
| Galvanizing | G | Generates enthusiasm and rallies people around the idea | Preaching vision, recruiting volunteers, launching new initiatives |
| Enablement | E | Provides unconditional support and assistance to get things started | Supporting group leaders, saying yes to serving needs, pastoral care |
| Tenacity | T | Commits to ensuring the project gets completed and results are achieved | Executing the Sunday run-of-show, following up on every guest, closing the loop |
A weekly pulse on the health of LSSR. Each number has one owner and a weekly goal. Review every Level 10 Meeting. Red for 2+ weeks = Rock to IDS.
You're not managing people — you're managing numbers. When a number is red, it becomes a Rock to IDS. "It depends" is not a goal. "The team" is not an owner. Update current values in the Google Sheet; this page pulls live data automatically.
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The 3–7 most important things to accomplish this quarter. If everything is a priority, nothing is. Every boulder is specific, measurable, and done in 90 days.
"By end of Q2 2026, [this specific thing] will be done and we'll know it because [here's the measurable proof]." Boulders are reported On Track / Off Track every L10. Red boulders go directly to Rocks.
EOS replaces random meetings with a predictable, productive rhythm. Every meeting has a clear purpose, agenda, and time limit. Stop having meetings about meetings.
IDS — Identify, Discuss, Solve — is how you actually fix problems instead of talking around them forever. The Rocks List is the shared, visible list of everything getting in the way.
Whoever identifies a rock owns putting it on the list — not solving it alone. The team solves it together in the L10. Rocks are prioritized by impact, not urgency. A rock that recurs 3x becomes a Boulder to fix systemically. No "holy avoidance" — name things clearly.
| Rock | Added By | Priority |
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