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Next Steps Workshop on the Exodus Project, Part I

Mike Bonem meets with Cabinet and Core Team © Before departing on a vacation to Ireland, Bishop Lowry invited Mike Bonem to be a guest blogger. Mike, the consultant leading the Exodus Project evaluation, met on June 17 with the CTC’s Core Team and the Bishop’s Cabinet to discuss next steps. Dear Friends in Christ, My purpose here is to recap key points from the workshop with Central Texas Conference’s Core Team and Cabinet held on June 17, 2015. This blog and the one that follows are not meant to be a comprehensive set of notes, and they represent my perspective, which may at times differ from the group. I am also including some follow-up thoughts and recommendations for next steps that were not discussed in our meeting. Accordingly, this is intended to foster further conversation among CTC’s leaders as we move forward. The purpose of the workshop was to define the “next steps” to be taken in the implementation of the Exodus Project. My evaluation of the Exodus Project introduced the recommendations with this statement: CTC can accelerate its progress in the Exodus Project and improve its results by narrowing its focus to the highest value activities and collaborating more actively at all levels. The seven recommendations that followed are:
  1. Develop a new process to guide programming decisions.
  2. Formalize resourcing to leverage local expertise.
  3. Focus disproportionately on “selected” churches.
  4. Invest in leadership development.
  5. Create transparent evaluation processes that align with Exodus.
  6. Re-emphasize peer learning.
  7. Clarify the role of the District Superintendent
Recognizing the need to focus on a smaller number of recommendations, the leadership team prioritized three of these as having the greatest potential impact for CTC. Those three are highlighted in bold above. Of the three, leadership development is the highest priority. This is the first of two blog posts in which we will more fully explore the recommendations the group initially has selected to emphasize. Each of the three prioritized areas has a person who will lead in developing specific recommendations. That person will assemble an ad hoc task group to work with them in that process. The task group should include lay members as well as clergy and is not limited to the Core Team and Cabinet. The teams are to develop preliminary recommendations for discussion at a meeting in the fall. As part of their recommendations, each task group should propose milestones/goals for the first and second years. Since top priority was given to Investing in Leadership Development, I want to address this recommendation first. The recommendation for leadership development was refined considerably during the workshop. We discussed three key ideas: leadership development for clergy, leadership development for laity, and clergy recruitment – with the majority of the time spent on the former. Leadership development for laity is important, but the current efforts that are already under way are seen as addressing this need. The overarching concept for clergy leadership development was shaped by the “High Octane Preaching” class that has been offered for several years. The content (preaching) was chosen because of its importance for pastoral leadership, and participants are hand-selected based on their future potential. A weakness of this class is that it is not part of an integrated and intentional process for leadership development and has lacked follow-up accountability. As envisioned in our workshop, key components of CTC’s future leadership development include:
  • Selectivity. Participants should be screened and should be chosen based on their future potential and the benefit of this development for their careers and churches. An intentional process for this selection will need to be created.
  • Focused content. CTC should not try to teach everything that a pastor might need to know, but instead should choose/design content based on the needs of the target participants and churches.
  • Values-driven. Content selection and design should reflect the conference’s values for effective pastoral leadership.
  • Mentoring and accountability. Because content is only a small portion of an individual’s development, it is important for the design to include mentoring and accountability. Individuals who are not diligent about practicing skills that they have learned in one class should not be allowed to take future classes.
Next installment – due on July 6: Focusing on “Selected Churches” and Programming Decisions.