Congregational Development Task #1franconiaconference.org/media-uploads/Tab 5 - Heritage PPT.pdf ·...
Transcript of Congregational Development Task #1franconiaconference.org/media-uploads/Tab 5 - Heritage PPT.pdf ·...
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HERITAGE:
COMING TO TERMS
WITH HISTORY
Congregational Development Task #1
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Framework for each session
1.The TaskThe Task
Issues Involved with this taskAccomplishing this task - Chafin summary
chart
2. Some Tools/Resources for this taskResources list from Toolkit , Resources for Transition
etc.
3. Short Case Study
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PROCESS TASKS
Congregational Development Task #1
COMING TO TERMS WITH HISTORY
See Temporary Shepherds, pp.65-74, 166-7See also “Toward a Transformation Toolkit”: Description & Assessment tools
#3-18; Conflict & Change tools #22-25; Direction Setting tools #26-30
“Resources for Transition” pp.16-25, 28ff
p.1
CONGREGATION’S DEVELOPMENTAL TASKS PASTOR’S PROCESS TASKS
Coming to Terms with History (Heritage) Joining the system
Discovering a New Identity (Mission) Analyzing the system
Allowing and empowering new leadership (Leadership) Connecting with the denomination
Renewing denominational linkages (Connections) Focusing and assuming responsibility
Commitment to new future (Future) Exiting and evaluating
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Heritage
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The Task: Heritage
Each congregation is “both heir & victim of history.”
Loren Mead
� Revisit & learn from both debilitating & creative/energizing moments
� Congregations choose whether to use history as “blockages” or “fuel”
p.2
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The Task
“History is a dynamic and creative process, and the development of a vital sense of meaning and self-awareness is the result of an ongoing process of telling and retelling a
congregation’s defining stories.” John Keydel
“Unless we sever the chains tying us to the dead weight of our past, the church is like the nursing home patient who still thinks it’s 1956 and has clearer memories of those days than of the present faces of his grandchildren.”
Paul F. Raack
“The interim period may well fit alongside of birth and death as major times for individuals and groups to make changes and to work out the residue of old relationships
which have been disabling.”Edwin Friedman
pp.1-2
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Creating Safe Places“The interim, by word and example, helps the congregation to create ‘safe places,’ opportunities at both the personal and corporate scale that encourage the members of a congregation to remember, recognize and articulate the defining stories of the congregation. John Keydel, Bendroth, p.55
p.2
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Unresolved Issues1. Untapped Resources
Stories that can point forward� about healing
� about coping or carrying each other
� about earlier vision, purpose, mission commitments
� about continuing strengths and assets that can be tapped for new future
“Half full cup” approaches suchas Appreciative Inquiry
p.2
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2. Unresolved Issues
Listen for:� unresolved griefs
� older conflicts
� long standing unhelpful patterns
� “ghosts” or secrets
� lack of closure with previous (or preceding) pastor
p.2
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2. Unresolved Issues
Griefs:Note that, as with families,
• congregants may be in different emotional spaces at any given time
• grief may be on surface, or masked by bewilderment, disappointment, anger.
“Interim pastors go into a congregation as into a household of grief.”
Loren Mead
p.2
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STAGES OF GRIEFKubler-Ross
� Denial
� Anger
� Bargaining
� Depression
� Acceptance
p.2
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2. Unresolved Issues
Conflict:Conflicts may indicate
� “that something important is happening in the church, or
� that something important needs to happen, or
� the accomplishment of something important is being threatened.”
Terry Foland
pp.2-3
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2. Unresolved Issuesp.3
“One of the fundamental tasks of the interim is to help the Board take
an unvarnished look at the organization – its past, its strengths, its weaknesses, its shortcomings, and
its accomplishments...”
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pp.2-3
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“Conflict Utilization” means watching
“where conflict or anxiety bubbles up indicating not only points of friction but of passion.”
David Sawyer
p.2
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2. Unresolved Issues“conflict utilization”
from
p.33
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2. Unresolved Issuesp.3
See Resources
p.31
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Leadership, Spring 2012 Caption Contest
Perhaps you have a suitable caption for this cartoon from the
spring 2012 issue of Leadership magazine.
Elephants in the tent
p.4
2. Unresolved Issues
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� long standing unhelpful patterns
� “ghosts” or secrets
� lack of closure with previous (or preceding) pastor
Elephants in the Tent, and...
“The story of that period is so highly significant in the life of the church that it needs to be told.”
David R. Sawyer in Nicholson, p.33
p.4
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Combing our Heritage
“History is a dynamic and creative process, and the development of a vital sense of
meaning and self awareness is the result of an ongoing process of telling and retelling a
congregation’s defining stories.”John Keydel, Bendroth, p.55
"What we focus on becomes our reality".
Appreciative Inquiry
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Interim Pastors:� quickly come to know and love their congregants
� have no personal investment in these stories or their usage (these stories have nothing to do with them personally)
� can help the congregation distinguish between helpful facts and hurtful fiction
� can guide the congregation in using this information for planning
� are going to leave, and some congregants feel freer speaking their minds to them.
Bonnie Bardot in Nicholson, p.69)
p.4
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Symptoms of Resolution Symptoms of Non-Resolution
Living in the present while accepting the past
Living in the past
Movement through the grief process
Stuck in grief: anger, denial, guilt, alienation
Articulate about tradition, open to change
Unwillingness to consider the why of traditions
Asking process questions: where are we going? What do we do now?
Ghost(s) of pastor(s) past
Investment in current and future issues
Selective memory (memory gaps)
Stabilizing membership, giving, participation
Declining membership, giving, participation
Healthy humour Trying to clone the previous pastor or to find his/her exact opposite
Accomplishing this Taskp.5
Based on R. Neil Chafin, “Engaging the Developmental Tasks”
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Resources
See Temporary Shepherds, pp.65-74, 166-7
“Toward a Transformation Toolkit”:Description & Assessment #3-18;
Conflict & Change #22-25; Direction Setting #26-30
“Resources for Transition”:Description & Assessment pp.16-25
Conflict & Change pp.28-38
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Toolkit #3-18
ToolkitDescription & Assessment
#3 Systems Thinking#4 Church Size & Style#5 Polarities Thinking
#6 Interviews#7 Congregational Life Cycle
#8 Closing Churches#9 Historical Time Lines#10 Narrative Leadership
#11 The Congregation as Person#12 Natural Church Development (NCD)
#13 Spiritual Assessment#14 SWOT Analysis
#15 Assessing our Context#16 Type Talk
#17 The After Pastor#18 Curiosity
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Toolkit #22-25
ToolkitConflict & Change
#22 Conflict Management/Transformation & Mediation#23 Change Theory
#24 Behaviour Covenant#25 Loosing & Letting Go (a.k.a. Forgiveness)
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Toolkit #26-30
Direction Setting#26 Asset Mapping
#27 Appreciative Inquiry#28 Strategic Planning
#29 Spiritual Discernment#30 Visioning
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Resources for Coming to Terms with History
Toolkit #7
Resources pp.16-17
Congregational Life Cycle
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Coming to Terms with History: some tools
Interviews• 3 to 5 “open questions” distributed in
advance• Listeners interview individuals/couples, or
groups if higher safety level• Record and return copy of interview notes to
assure that “have been heard”
Toolkit #6
Resources p.21
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Historical Time Line Exercise
• Divide participants by decade (in which became active) for 3 questions:
� What were the “Glory Days” of that era?
� What were the “Struggles” of that period?
� What did we learn about living well together in difficult times?
Toolkit #9
Resources p. 21Coming to Terms with History:
some tools
• Histogram – participants use coloured &/or shaped Post-It notes to post entry, high and low points on time line.
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Appreciative Inquiry
Toolkit #27
Resources p.22Coming to Terms with History: some tools
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Toolkit #19-21
Resources p.26
ToolkitFostering Dialogue
#19: Safe Exchanges: Fish Bowl & Samoan Circle#20 Public Explorations: Deliberative Dialogue &
The World Cafe#21 Difficult Conversations
“Resources for Transition”p. 26 Crucial Conversations
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Resources p.26
Crucial Conversations
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Conflict
Toolkit #22
Resources pp.28-38Coming to Terms with History:
some tools
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“Conflict overall is more frequent in churches these days due to the
anxiety that comes from changing cultures within and around the
church.”
Coming to Terms with History: some tools
Interim Pastor Peter Alexander, Lutheran Church Missouri Synod
Toolkit #22
Resources pp.28-38
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Toolkit #22
Resources pp.28-38
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Resources p.29
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Approaches to Conflict
In (1) through (3) the problem is left intact, while the
leader’s course is changed. Leaders adapt to the
problem; the problem changes them.
In (4) the problem is dealt with; problems need to
be solved rather than adapted to.
Coming to Terms with History: some tools
Resources p.30
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Coming to Terms with History: some tools
Resources p.30
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Levels of ConflictSpeed Leas
Coming to Terms with History: some tools
Resources p.31
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Speed Leas’ Levels of Conflict:
Language
Coming to Terms with History: some tools
Resources p.31
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Dialogue Methods and Speed Leas’ Levels of
ConflictFrom Susan Nienaber seminar, Talking About the Tough Stuff: Using Dialogue
to Deal with the Difficult Issues in the Church, May 7-9, 2007
Dialogue Tools are described by Dr Janette Hartz-Karp at
21stcenturydialogue.com.
Level 0Suppression/Repression
Fellowship Oriented Dialoguee.g. Open Space Technology
Level 1 – Problem to SolveLevel 2 – Self Protection
Conversation CafeWorld Cafe
Study CirclesPlanning Cells
Level 3 – Power Struggle/WinningLevel 4 – Factions
(Will likely use mediation and arbitration)
Pilot DialogueConsensus Forums
Restorative Dialogue
Level 5 – Destroy Do NOT use dialogue! Separate parties and use peace keeping
authorities
Resources p.31
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Understanding Your Own Conflict Styles
Coming to Terms with History: some tools
And when to use them...
Persuading
Compelling
Avoiding
Collaborating
Negotiating
Supporting
Resources pp.32ff.
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Based on Barry Bartel, Let’s Talk (Herald, 1999)
What’s Your Personal Conflict Style?
Competitive Collaborative
Sharing
Avoiding
Accommodating
Coming to Terms with History: some tools Resources pp.32ff.
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Behavioural Covenants
My most important tool for highly conflicted or polarised situations!
Toolkit #20
Resources pp.35-36
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“A behavioral covenant is a
written document, developed by
leaders, agreed to and owned by its creators, and practised on a daily basis as a
spiritual discipline.”
Gil Rendle
Resources pp.35-36
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Developing Behavioural Covenants
Starting with the Bible
“Bible Diving” exercise: Using the “subtitles” for several epistles, participants categorize probable content as� “What we Believe,” �“How we live (live together),” or �“Other.”
Note how much attention is given to “How we Live.”
Resources pp.35-36
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Epistle Number of
Headings
How we BELIEVE
How we LIVE/ LIVE
TOGETHER
OTHER
Romans 35 16 (46%) 10 (29%) 9 (26%)
1 Corinthians
34 7 (20%) 23 (66%) 4 (14%)
Galatians 14 8.5 (61%) 3.5 (25%) 2 (14%)
Philippians 13 .5 (4 %) 8.5 (65%) 4 (31%)
TOTALS 96 32 (33%) 45 (47%) 19 (20%)
Dec. 2013 Group Unscientific
Summary of “Headings”
Resources pp.35-36
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Developing Behavioural Covenants
Starting with Congregational ExperienceIn home groups or larger settings:1. Name a moment when we at this church were most
Christ-like2. What were some moments when we fell short of that
Christ-likeness?3. Brainstorm some more Christ-like alternatives.
The responses to #2 and #3, especially the #3 alternatives, formed the basis for the draft covenant.
Resources pp.35-36
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Sample Behavioural Covenants
�Ground Rules for Specific Conversations p.36
�My Commitment to Self Monitoring at Church Meetings p.36
�Working Together For Christ (a staff covenant) p.37
Resources pp.35-38
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The InterimDevelopmental/Process Tasks
My Journey11 Congregational or Conference Intentional Interim Settings
A digression
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Park Street Church
As you consider this case:
1. What impact do these stories have upon the current life of the
congregation?
2. What if anything should Pastor Ben and his Transition Team do at this point? What might be the potential
risks and benefits?
Heritage: For further consideration