Still At It With Faithful Eyes

Heard some staggering statistics yesterday. In South Carolina 50% of the births are to unwed mothers. In Sumter County, the percentage rises to nearly 70%! What? And what is equally amazing is where I heard the figures - in a happenstance visit with an obstetrician who probably is in her late 70's, and yet who is mounting her own campaign to address this social delimna.

In retrospect, I don't know which had more of an impact on me, the high number of children growing up without a father figure, or the social concern of Dr. B. As for the first, Dr. B. says we talk about a lot of social issues, truancy, gangs, high cime rate, number of males in prison, number of children living in poverty, etc., but we don't talk about the etiology (the causes), because it isn't politically correct. The truth is that we need to put emphasis and incentives into encouraging and preserving stable families. She recommended a 1995 book by David Blankenhorn, Jr. titled Fatherless America (which I have ordered.) How do yo even begin to address this?

Now, for the greater impact, this successful doctor, well into retirement, has a heart for "the least of these." She spoke to a state newspaper reporter about all this and the reporter questioned her statistics. So she went to the state agencies and researched it on her own. She's spoken to several representatives and state senators, and even the governor, trying to highlight the concern. And locally she has been connecting with male African American role models who "can give her insight to the causes."

I left that chance encounter inspired. I personally am not feeling like Elijah, who in his depression complained to the Lord "The Israelites have rejected your covenant, broken down your altars, and put your prophets to death with the sword, and I am the only one left." (1 Kings 19). But I did think of the Lord's response to Elijah, reminding him that thousands were still faithful. And I thought of Dr. B. as one of God's thousands, with faithful eyes to see what Christ might see, an open heart to care, a sharp mind to seek truth and answers, and the courage to believe she can make a difference. In many amazing ways the Kingdom of God is in the midst of us.

Revived

My friends and family know I have been deeply involved in the Aldersgate Special Needs Ministry here in S.C. Our goal is to provide secure dwellings for adults with developmental disabilities. I have been chairman of the Board for the past year and it has been a job dealing with governmental agencies, regulations, revenue sources, worried parents, disgruntled board members, etc., etc. - especially since I really have no experience in the gov regulation area. Fortunately I serve a church where they don't worry about the days I give to Aldersgate, though I do try to schedule most of that on my days off.

Honestly, there have been several times over the past couple of months when I've asked myself why. There's no one making me do this extra work. It's frustrating, and it's all volunteer. Well, yesterday I got my answer.

In the past two months we finally got both our homes operating. The women's home has six residents and the men's home has one resident, with three other young men in process to get the funding lined up. I went by the women's home for a visit yesterday, my first since the residents had moved in. What a good move for me.

I was greeted by two of the residents and their first words to me were: "We love our home!" I met with some of the staff we've hired to run the house, but the residents cut that short, wanting to show "their home" to me, and to show me how they'd decorated their rooms.

You could tell they were so comfortable there, and with one another. One of the young ladies usually speaks in a whisper, but the other girls knew that and encouraged her when I asked her a question. You could readily tell they were already becoming "family" for one another.

We were worried about the transitions these girls would be able to make from their families. What's happened is that the residents have told their parents they don't have to come visit and check on them. They are enjoying their new found "independence."

There are many times in ministry when we work and serve and never get to see the fruit of our labors. Wow, am I fortunate. The experience yesterday does make the six year journey to get there feel so worthwhile. It has been a blessing to work with some dedicated parents and board members over those years, and to witness how so many people have given time, effort and resources to this cause. There's still a lot of work to do, and a lot of money to raise, but now I know in a new way what a difference it all makes. Thanks be to God!

Worship Lurking

A woman who's visited our church recently told me I may see her slip into our worship now and then. She is active in local church of another flavor so I told her to make herself at home with us as much as she desires. She told me that for a period of time she would leave her church after the "song service," drive to a nearby park, and finish worship by listening to our service on the radio. I wasn't sure what to do with that bit of information.

Speaking the Truth in Love 4: Standards

It’s time for me to finish my series on the Conference Board of Ministry, and specifically the process of evaluating candidates for ordination. Most people know the United Methodist church still has a two-step process for becoming ordained. A candidate first applies for Provisional Membership in the Annual Conference as a Commissioned Minister. Then following two years of serving under full-time appointment, the completion of the Residency Program, and the completion of any remaining educational requirements, the person may apply for Ordination and Full Membership in the Annual Conference.

The words we use to define the different stages of evaluation are “Readiness” and “Effectiveness.” At the Provisional level we try to ascertain a candidate’s “readiness” for ministry. Does the person have the skills, the knowledge and character that says they are ready to assume the tasks of ministry? At that point proficiency is not necessary.

When the Provisional Member returns to the Board seeking ordination, we are looking for “effectiveness.” What has the candidate gained in the provisional period through the regular practices of ministry and through applying the knowledge of their education (in Bible study, theology and administration)? Does their work demonstrate they can effectively fulfill the responsibilities of their calling?

While “readiness” and “effectiveness” are nebulous terms, they do reveal that the standards are set higher for the second evaluation. Once a person is ordained and made a full member of the conference, he/she in a sense has tenure. Misbehavior or disobedience to our Discipline could result in charges (that may result in an involuntary leave or removal from ministry), but excluding that, the minister is guaranteed an appointment. There are annual continuing education requirements to keep up, but essentially the pastor operates as a free agent in determining how he/she works (or doesn’t work) with other pastors, how the day to day responsibilities of ministry are handled, and where the priorities will be set for their ministry and their growth.

So the evaluation for Ordination and Full Membership is the last chance the Board of Ministry has in determining whether we can entrust the church and its members to the leadership of the person before us. Those on the Board know we are all human and except for the grace of Christ in all our lives, we are inadequate to the challenges of ministry. We have, and will, make mistakes in our evaluations. We know we must make room for the Spirit to work in and through the process and yet we also know there are times when we do not yet see signs of “effectiveness” and must speak that truth in love.

What are some ways we evaluate effectiveness? First of all, does the candidate communicate well in written and verbal forms? That assessment of course includes the use of good grammar, inclusive language, and the proper use of references and quotes, but it also has to do with whether the average person can comprehend what you are saying. I have at times asked a candidate to explain a Wesleyan understanding of grace as if they are teaching a confirmation class. In other words, can the person make sense of the human predicament, and prevenient, justifying and sanctifying grace to a twelve year old?

One thing we run into on the Theology and Doctrine Committee is formulaic responses. By that we mean the person includes all the right terms, but there is no personal engagement in the answer. In fact, I have noticed in the past few years a shift from expressing one’s considered theology to giving the right answers to the questions. If we were only looking for “right answers” we could just go to a multiple choice test.

For instance, the first question asks how the practice of ministry has affected the candidates understanding of God. We often get several statements on particular attributes of God, such as God’s love, God’s mercy, God’s faithfulness, God’s sovereignty, etc. However, if you speak of God’s sovereignty, then what role do you give to God’s passion (involvement in human free will)? If you emphasize God’s mercy, how do you reconcile that with God’s justice?

This question also calls for some kind of Trinitarian statement. But rarely now do answers reveal any Trinitarian struggle - and I’ve yet to meet a person (myself included) who has the mystery of the Trinity down pat. We each tend to emphasize the work of one of the persons of the Trinity more than the others in our practical theology. I want to know how the candidate assessed herself/himself in this and what it means for her/his ministry.

I guess overall, and to bring this long post and series to a close, the big underlying question is, “Do you have something to say, and where does your voice fall in the theological understandings we share?” Has your preparation and engagement in ministry produced a proclamation that reflects your journey? Can you “rightly explain the word of truth?” (2 Tim 2:15)

Can this candidate effectively proclaim, teach, and defend the gospel? “Always be ready to make your defense to anyone who demands from you an accounting for the hope that is in you; yet do it with gentleness and reverence.” (1 Peter 3:15)

Thanks be to God for the grace that makes possible our participation in God’s redemptive work. And thanks be to God for those who “study to show themselves approved” and offer themselves to the Church for the sake of Christ.

Speaking the Truth in Love 3: The Board’s Process of Evaluation

As I said in the last post in this series, there are so many variables in the process that it is impractical for a person to compare their experience with the Board to another’s. Of course, that’s done all the time with questions like, “How did she get through and I didn’t? She had me read her work and it was hardly different from mine!”

Here’s what happens. The candidates come to an orientation session in July where they are given instructions for their written work. The candidates report there is heavy emphasis on no plagiarism, so much so that they are afraid not to attribute every idea they write down. Secondly, a gap in good communication can occur when sometimes the persons doing the orientation are not the persons who chair the evaluation committees.


The written work is divided into four categories for four corresponding committees: Proclamation, Bible Study, Theology and Doctrine, and Call and Disciplined Life. All work has to be postmarked by a stated deadline. Then it is distributed to the committees.

The committees divide themselves into “reader teams” of two persons each, and each team then reads/evaluates the work of usually four to five candidates. The readers evaluate the work, then get together to discuss a shared assessment. After that one of the readers writes a response. In the past we would allow sub-standard parts of the work to be re-written, but that changed this year. Now we identify the parts that need improvement, and we specify issues that will probably need to be addressed in the interview with the committee. The overall written work is then graded acceptable or not acceptable.

Here’s an issue the Board will have to deal address with this “no-rewrite” policy. Do the written and interview parts of the evaluation stand alone, or are they complimentary? In other words, does a candidate have to be graded “acceptable” on both parts to get approved, or can excellent work done in one section compensate for sub-standard work in the other?

In the Theology and Doctrine committee we have always seen them as complimentary. A person may show us in the interview a good grasp of theological issues and how to handle them, a skill that did not reveal itself in the written work. And honestly, since the committee votes on approval or non-approval right after the interview section, a good showing in the interview carries more weight.

Other committees, such as Bible Study and Proclamation, might see the written and verbal portions as independent. Once the Bible Study and Sermon are written, they are done. I’m not sure how you would defend or explain your work to a degree that would move it up the acceptable scale.

Each committee divides into interview teams of four to five persons each. After interviewing the candidate, the interview team votes “approval” or “continuance” (which means they recommend the person be continued to the next time). Then representatives of the four committees meet with the Board leadership to assess an overall picture of the candidate’s work.

On our Board, if all four committees report approval, the Board votes, but it’s pretty automatically an “approved for ordination” outcome. If only one committee reports a “continuance,” then the Board usually allows the person to come back to that committee at its next meeting for a second chance. If two committees report continuance, then the Board’s practice has been to vote continuance of the person until the next year. The candidates are informed in person that day, and in writing within a couple of weeks.

If a specific problem in a candidate’s work is identified, the Board will ask one of its members to serve as a mentor to that candidate. When the candidates take advantage of having an assigned mentor, the results at the next Board meeting are usually very good.

So, an individual candidate will have eight to ten people reading their work. He or she will have four interviews before sixteen to twenty people. The assessments will be discussed by an additional four people and the whole Board of 40 persons will take a final vote. Simple enough? Next time I’ll write about some Standards that guide this work.

Speaking the Truth in Love 2: The Candidates

Those submitting work for ordination have been on a long journey in their call to ministry. By this time they have been through the Board for commissioning, been in relation with a District Committee on Ordained Ministry for several years, completed a Masters of Divinity degree (for Elder) or equivalent/professional certification (for Deacons), and have been in a continuing formation program while serving in an appointment. In our Conference the three year program (changing to two years beginning Jan 1, 2009) of continuing formation is called Residency.

Because of my work the Residency program I know each of these candidates personally. I have worshipped and prayed with them and shared with them in reflection sessions. I know some who are excellent pastors, and some who are still struggling to find their voice in ministry. I honestly want each one of them to succeed in responding to God’s call on their lives.

I have sensed the stress the candidates feel toward both the written evaluation and the oral examination coming up next month. They know that if they do not get approved, it means going through the whole process again next year. And usually, they are very self-conscious about how they measure up among their peer group. Further complicating the picture is the difficulty of explaining to local church members and family members the pressures and complexity of the process they are dealing with.

I have expressed over and over that there is no way for one person to compare their experience with the Board to another’s. There are simply too many variables. Their fate is affected by which readers their work is assigned to, who makes up the various sub-committees that interview them, and a host of other arbitrary decisions. Still, they are under the gun. Their “effectiveness” in ministry is being evaluated one last time before the Church sends them forth with its seal of approval.

One colleague suggests viewing the process as a dialogue for professional assessment. Learn through the evaluations what you need to address to become the best pastor you can be. Draw from the experience of those who do the evaluations. Don’t view it as a pass/fail trial, but as part of the ongoing journey of professional development.

My colleague’s perspective leads to a final comment. All of this work must be grounded in prayer, for you cannot be open to the guidance of the Holy Spirit without prayer. I pray before assessing a paper that I may have insight into meaning of the words, and the abilities of the writer. Surely those who are writing have bathed their efforts in prayer as well. Perhaps what’s missing are the intentional prayer support groups that will uphold the candidates, and the Board of Ministry, during this important time.

Speaking the Truth in Love 1: The Evaluation

One of the toughest jobs I have is serving on the Theology and Doctrine Committee of our Annual Conference’s Board of Ministry. It is our task to evaluate the theological readiness of the candidates seeking commissioning for ministry, or ordination. Right now my co-reader and I have evaluated five papers, twenty plus pages each, and are writing responses to their work. This post is the first of five. I will also write about the candidates, the process, the standards and some observations. Maybe these posts will help others seeking ordination, or help those not involved have a better understanding of what the process requires.

The theological questions the candidates have to respond to are the historic ones from our Book of Discipline and address for example, the nature of God, the Lordship of Jesus Christ, the work of the Holy Spirit, the nature and mission of the church, the sacraments, the nature of grace, the way of salvation and the Wesleyan quadrilateral for determining doctrinal authority. There’s an allowance for a lot of personal variety in the responses, but there are also some core concepts that must be addressed. Overall we want to see if the candidate can handle the theological issues with understanding and integrity, and if she or he can demonstrate an ability to teach them and apply them to daily ministry.

We understand we have a responsibility to the Church, and to the churches these persons may serve, to gauge their readiness by high standards. We want some assurance that their teaching and preaching about the things of God will do good, and do no harm. We who must do the evaluation are not of one theological mind and neither should we be. We are not looking for uniformity of thought, but ability in theological reflection. We also know that a person’s submitted work is only one indication of a person’s abilities as a pastor. Here’s where Ephesians 4:15 gets tough. How do you speak the truth in love?

Some of the submitted papers are clearly excellent work. Some are immediately identified as being hastily thrown together with the content being unacceptable. But most are in that gray middle ground – some excellent answers along with some responses that totally miss the question. From our perspective, we feel the need to address the good of their work, as well as the inadequate parts of it. As difficult, and in this case, as subjective, as the truth may be, it still must be spoken.

It's Your Problem to Fix

Lunch with a friend brought me this story and the OK to share it. When the pastor arrived at the small church, the long, long time (controlling) treasurer immediately got upset with him and declared she was resigning. He said fine. He spoke to another lady in the church who agreed to take the job, then ran it through the Nominating Committee and she was elected.

The new treasurer became the target of the old treasurer. Nothing she could do was right. So finally, in frustration, she took the church books back to the old treasurer and quit. When the pastor heard, he was livid. He called the new treasurer and told her to retrieve the books and bring them to the church, the old treasurer had no authority to have them.

Sunday morning the new treasurer arrived with the books. The pastor called several leaders of the church into the office, took the books and locked them in the desk drawer. "Two treasurers have resigned," he said. "That means there won't be any checks written for bills or salaries, until you find a treasurer that all of you can support."

Within three days they had a treasurer.

Here's the beauty of that story. The pastor didn't "own" their dysfuntional structure. He was firm and clear in letting the leaders know it was their problem to fix. What he did was creative. There was some risk involved, but that risk was nothing compared to the quagmire he'd been in if he had tried to "keep everyone happy." May we all learn from his example.

Zinged by a Centenarian

Yesterday afternoon I went to the nursing home to see my member who is over a 100 years old. I saw her on her 104th birthday a couple of months ago but had not visited with her since. I'd stopped by one afternoon maybe a month ago, but she was tired and I'm not sure she recognized me.

This time the little lady smiled as I walked in the door and called her name. As I said my name to her, she said, "Oh I know who you are, but I haven't seen you in awhile." So I sat and we visited. I read scripture and we prayed. Then she said in her slow, soft manner, "I like this place. They take good care of you. They bring good food here, more than you can eat. This is a good place. I like it. I like it better when you come by."

Zinged. True, she said it without any tone of manipulation. She was just stating what she was thinking. But that's what got me.

Don't Mess With the Help

Recently I have talked with a minister and a church staff person (neither of them on my staff) who have been accosted right before the worship services. A member of the congregation pulled the person aside to complain, strongly. No questions for clarification, or suggestions, just raw ugliness expressed over the inconvenience the complainer had endured.

Unfortunately this is not a rare occurrence in churches. It’s happened to members of my staff and to me, just not lately. And it is so wrong. What causes some church members to think that verbal abuse of a church staffer is acceptable preparation for worship? Inconceivable, but true. I don’t think that even a legitimate complaint should be voiced at worship time.

I have a rule for my staff members on this (which they don’t always invoke unfortunately). Whenever this happens they are to step away and say, “Stephen has a rule that all complaints are to be taken to his office. I am not supposed to listen to them.” I’ve found that most complainers are not going to go to the trouble of coming to me – it really wasn’t so important that it would be worth the extra effort. And, if they do come to me, they find that the complaint had better have substance; and they’ll have to listen to me talk about the big picture of what we’re about and how this concern fits (or doesn’t fit) in with that.

So, if you are a church member and you’re unhappy about something, make an appointment and talk to the staff member about it. If you can’t do that in a reasonable way, then pray and ask God to reveal what’s keeping you from being a decent person. Don’t mess with the hired help, especially on Sunday. In nearly every case they are just limited, mistake-prone humans trying to serve God while being overworked, under-appreciated and underpaid.

I know that a true “complainer” will never pay attention to a message like this. And while the Church has a lot more encouragers than discouragers, it only takes one or two rotten apples to make the whole bushel seem bad. So, if you ever witness such an interaction, I hereby authorize you to enter the fray and announce, “This is inappropriate, and I’m telling.” Better yet, help create such an environment of encouragement in your church that the chronic complainers will be the ones who feel uncomfortable.

Survival Basics

During one of the convention speeches last week I started channel surfing and caught part of one of the survival programs I enjoy. I never remember the name of the guy, but he’s put out in some wilderness area and has to survive as he finds his way back to civilization. Yes, the program has to be rigged for video recording, but still I enjoy it, especially the problem solving skills used as he tries to provide for the basics of survival.

And what are those basics? Water, shelter, food and fire - that’s what I surmise, although a survivalist may add more or rearrange the list. What the program emphasizes is that if you don’t provide for the basics, the body becomes too taxed and soon the mind cannot reason correctly and you can’t respond adequately to threats.

A couple of times this week I have been with friends and church members who have gotten horrible news - information that has dropped them down right smack in the middle of a different kind of wilderness. Life cannot go on as it did, and emotionally, they are thrust into providing for the basics of survival.

And what are those basics? Well, again, here are my suggestions. What are the emotional needs that have to be attended to before reasoning begins to falter?

SECURITY. We need assurance that we and our loved ones are safe. We need a non-anxious presence that sends a beacon of calm through the fog. We need someone in whom we can trust.

ACCEPTANCE. We need assurance that we are accepted just as we are with all our brokenness, wounds, inadequacy, sin, inability, and imperfection. We need release from the fear of shame and rejection. We need someone to welcome and acknowledge us.

AFFECTION. We need to know that we are liked and that our presence is desired. We need evidence that attention will be given to our needs. We need know there is someone to care for us.

COMPASSION. We need to experience empathy from others and we need to be moved to empathy for others. Compassion acknowledges our interdependence in sadness, joy, anxiety, and laughter. We need someone with whom to share.

I’m sure you noticed that I didn’t list “love.” That word just means too many different things to people. And I feel confident that if you experience security, acceptance, affection and compassion, you’ve experienced love. What would you add to the list?

Stepping into a crisis moment as a pastor, I would love to “fix” things – make it all right for everyone. Impossible. But I can by my presence remind others of the one in whom we trust. I can demonstrate acceptance and affection. And I can give and receive compassion. With those emotional basics in place, reasoning will not become scrambled, and those in the wilderness can find their way back.

I wonder if we could gauge the effectiveness of congregations in a similar way?

Honoraria

Quite a discuss in class over whether a pastor should accept an honorarium for conducting a funeral. Everyone seemed to have no problem with accepting one for a wedding, but it was a split decision on funerals.

One said that we shouldn't and that it was prohibited by our rules. The subject isn't in the Book of Discipline. We have only two official guidelines. One is the following statement that appears in the rubrics (instructions) to the service of Death and Resurrection in the Book of Worship: "Traditionally pastors have not accepted an honorarium for this service when the deceased was a member of the church." The second is the statement in the guideline on Accountable Reinbursement Accounts: If the pastor receives an honorarium for a funeral, then the mileage incurred in doing the funeral should not be turned in as an expense.

So, if asked what you should be given for doing the service, you reply, "Nothing, it is part of my ministry." But what do you do if three weeks later a Thank you card arrives in the mail and inside is a check ot a gift card to a resturant in appreciation for your services? Or as happens in many rural settings, the family brings by farm products as a sign of their gratitude?

I realize some churches have this issue spelled out in their policies, but most churches don't have policies regarding funerals. So what's ethical and what is proper? I think the right way to handle it is do every funeral without any expectation of a gift. If asked what is to be given or paid, you reply as mentioned above, Nothing, it is part of my ministry. But if someone brings or sends a gift, you accept it graciously, and thank them. I have found that using such gifts to bless others is a great way of "paying it forward."

A Change in Focus

I have been blessed over the past several years to have a significant part of my ministry to be focused on teaching and mentoring other pastors at the beginning of their ministries. I have cherished the relationships that have come out this and have grown in working with them. This focus has primarily come from teaching in the Course of Study at Emory during the summer and as Director of the Residency program for our Conference's Board of Ministry.

I am at Emory now, finishing up the second week of classes on Worship and the Sacraments, and have finally resolved that I will not return next summer. There is a change in the scheduling in the works which would mean I would be teaching earlier in the summer. Rather than change some things on my calendar I will take this opportunity to let someone else enjoy what I've been doing. After five years though, the letting go is not easy.

Furthermore, I have made plans to work with a colleague this year in leading the Residency program, with the plans of turning it all over to her at the end of the year. It is time for fresh leadership for that program and I need to step out of the way.

Wish I could say what it is brewing inside me that tells me these are right actions. In spite of the wavering feelings about letting go, I believe God will bring my interests into a new focus. (Sometimes when you are trying to focus a camera, things get fuzzy before they become clear.)Hopefully, many of the friendships made on this journey will continue to bless me even as changes in my involvements occur. There now, it's on my blog - it must be real.

When life is a mess, and more.

With all that's going on right now - a busy time with our Aldersgate Special Needs Ministry, construction at the church, our Capital Campaign wrapping up, and preparing a new parsonage for moving in and the present one for selling - I walked into my office this morning to find the carpet saturated with oily water! A pipe had not been properly capped off during the replacement of the HVAC plumbing.

Not only that, when the line blew, the water shot up the wall and sprayed all over notebooks and files I had set on a small table to organize by projects. This included a historic album the Archives Committee had brought me to look at! Nothing to do but to call for help, move the furniture into the hall, start wiping up the mess, and send for a water vacuum. Our new secretary said she was impressed that she didn't hear any expletives during all this!

I had thought my church office would be my "sanctuary" of stability during all this moving business. So much for my plans! Today I'll try to sort the essentials into a working cubby until the Trustees get the walls washed down and the carpet replaced. I guess you really can't organize disaster. When life is a mess, you live through it.

Speaking of things in upheaval, this is moving day for pastors in our conference. My prayers today are for these pastors and the churches involved. That group includes my wife, but thankfully, not me. Yet when I got in last night from a late meeting her somber mood reminded me of the difficulty of saying goodby to people you love and with whom you have shared life and ministry. It is tough, and you don't have time to catch your breath, much less grieve. The next day there's a new congregation waiting to greet you.

Next year our Conference moving date will move to the last Wednesday of the month of June, further extending the "lame duck" period. Wish there was a way we could designate the week just before moving as "off duty" for those involved in a move. We could use our Retired Pastors and Lay Speakers to fill the pulpit that last Sunday and handle pastoral emergencies and visits during that week. Better yet, it wouldn't count as vacation.

Moving pastors could use the week as they choose, packing, family time, leisure activities, or whatever would help them make the transition from one flock to another. Perhaps some of the time could be spent in prayer and reflection on the ministry coming to an end, and assessing how to take the lessons learned into the new setting. Time perhaps for cleaning up some of the mess, before living into another one?

Passing the Baton

Had supper with a friend who is changing jobs, a good thing for him. In our conversation we talked about the things he'd accomplished and the things he wished he'd accomplished, and I shared the same with him. Then he said something that maybe isn't new, but still was so appropriate to his situation, and, I thought, to the many ministers who are moving to new appointments this time of year.

He said that when he worked in Child Protective Services the analogy they frequently used was the "passing of the baton." When the baton (the child, the job, the congregation, whatever) comes to you, you run the race the best you can. Then you focus on making a good transfer to the next person and you let go of it. That baton is no longer yours to carry and if you try to hold on to it, the next person will get no where with it.

I pray that there won't be any dropped batons in the transfers made this summer. May those moving trust God as they let go. Besides, another "baton" will quickly be coming your way.

An 80 Percenter way of life

Not long ago I came across a quote by Yvon Chouinard that I think resonates well with those of us who have perfectionistic tendencies, you know, that persistent urge to keep pressing on until it's "just right." It's the 80 Percent Rule (hat tip to Thommy Browne at Artifacts)

“I’ve always thought of myself as an 80 percenter. I like to throw myself
passionately into a sport or activity until I reach an 80 percent proficiency
level. To go beyond that requires an obsession and degree of specialization that
doesn’t appeal to me.”

I think the 80 percent rule has a lot of application in ministry. The various skill groups demanded of a pastor require proficiency but because there are so many, it hinders mastery. And we just have to accept the fact that doing the job well calls for being an 80 Percenter.

And it isn't just skills, it also applies to particular projects and expectations. In a day when we have created appetities for "the best" (the best graphics and media, the best sound on our ipods and boise headphones, the best bodies, teeth, and hair, the best in education, and the best in what the church can offer, etc. etc.) is there still a place for the "good enough?"

Getting Ready to Move

Several of my friends (on line and in real life), as well as my wife, are expected to move to new appointments this year. Since I don’t have to move, I’m in the perfect position to give unsolicited advice on leaving an appointment. The only problem here is that someone will direct me to my own words when my moving day appears. Even so, I can’t resist.

There is often unacknowledged temptation to be the super-pastor, hard at work up to the minute the moving van pulls off. Totally Unrealistic, and Inappropriate! Once the announcement is out that you are moving, you’ve basically “left” in the minds of the people. That’s normal, and healthy, as they begin to disengage from your leadership. That disengagement prepares them to more readily engage the new leadership when she/he arrives. So don’t disrupt it. You might dislike the teasing of being a “lame-duck” pastor, but realize that the lame-duck status is necessary and right. Accept the new status as a mandate to giving time to cleaning out files and books and “stuff,” and giving good attention to your own family members. That said, here are my three simple rules for moving from an appointment.

1. Let go what you’ve left undone.
This is often the hardest thing to do. We all have things in our ministry that we didn't really get to, or only partially got done. There are people we still feel the need to visit or counsel. Leave all of these as they presently are – undone, and definitely do not propose or start anything new! Your work is finished there, except for a few acts of closure and celebration. Trust God to care for those who need caring for and to carry the church through the transition. Let go of it. Your ministry in this place, as all ministry, will be incomplete. Draw a line in the sand and give your attention to a good transition.

2. Say goodbye with gratitude, but without promises.
Every pastor has a few people they tend to grow closer to than the rest of the congregation. Maybe you’ve been through difficult times with them, or you just “connected” as friends. Make a short list of these and make a way to say goodbye. Let there be gratitude for the journey shared, but avoid any promises that suggest you can continue to be a pastor to them. Tell the ones you leave that their new relationship to you as “friend” will not be the same as the one they’ve had to you as their “pastor friend.” Whoever your successor is, speak positively of him/her, and encourage the people to make the new pastor feel welcomed and loved as they have done so for you. And don’t overlook staff members in this process.

3. Don’t assume the transition will be good, make it good.
Get your sermons and worship notes for the first six weeks already lined up. You know you will have to write introductory articles for either a bulletin or newsletter. Go ahead and prepare them. And keep a couple of your decent funeral messages on hand. Free yourself from tasks you can expect so you can focus on settling in, and on putting your energies into meeting the new people.
Leave behind “descriptive” (as opposed to “advisory”) notes about things your successor will need to know, as well as an up-dated membership list, a list of shut-in’s and current critical care needs, positive words about people, job descriptions, the name of a trustworthy car mechanic, a list of your favorite restaurants, and, a written prayer for God’s blessing on her/his ministry. And finally, God’s already way out ahead of you and you’re already playing catch-up, so don’t go back.

An Interesting Thing Happened on the Way to Communion

This past Sunday we celebrated Holy Communion at Trinity. It is usually the first Sunday of the month, but since I was away then, it was moved to Mother's Day. However, Sunday morning I was sick. Didn't know exactly what had hit me, but it felt like a flu or something. I went on to church and at the early service asked my Dir Christian Education, Johannah, to assist with communion. I told her I would do the eucharistic prayer, but that she would handle the elements, and would then help distribute them with the other servers.

When it came time in the service for Communion, we both went to the Table. She stood behind it where I usually do, and I stood to the side. Right as we started and I motioned for her to unwrap the bread and fill the chalice, a clap of thunder resonated over the sanctuary. Needless to say, it had been raining here all morning, but that was the one and only instance of thunder we heard.

Johannah looked at me and asked, "I'm not going to get struck with lightening, am I?" I took a step away from her and said, "I don't think so."

Anyway, the service finished without incident, and at the second service I had our retired minister celebrate the communion. But what timing...

Should we change Ordination?

One of the proposals before Gen. Conf. is to separate ordination from conference membership and to move it to the point where we now commission persons for ministry. The Study committee has asked for four more years to study this, but I believe that many of the things in their report will be dealt with at this GC.

The underlying desire for this and several other proposals is to streamline our process. It is the most cumbersome of any denomination, including the Roman Catholic (according to comments by some members of the Study Commission). Lovett Weems and Ann Michel report in their book, The Crisis of Younger Clergy, (2008) that the number of Elders under age 35 dropped from about 3200 to about 85o during the past 20 years. We must do something to reverse this.

So, help me out - what do you think? Some have asked, "If we ordain early, and then the person does not attain conf. membership for whatever reason, how do we 'un-ordain' them? Are we ready for a different understanding of ordination? Are there parallels to the way the Baptists ordain very early in local churches, leaving employment open ended?

I entered the UMC back in the days of the two ordination process, ordained first as a Deacon, then 2 years later as an Elder. We can't return to that process, but I do know that leaving seminary and going into my first full-time church apppointment as an ordained minister meant a lot to me, at a time when I was still uncertain whether I should be in parish ministry.

Any opinions or suggestions before the motions and votes start flying around at General Conference?

Should a Pastor's Salary be on Public Display?

The United Methodist Church had a great location on a main road near a mix of residential and light retail businesses. The facilities were well kept and fairly modern. They had a preschool and from all the bulletin boards and information sheets in the gathering area, the church has a active ministry.

On a table in a prominent place, surrounded by small stacks of flyers announcing events and ministries, was the "2008 General Budget." Begging to be read, the sheet began by listing the details of the pastor's salary and of the assistant pastor's salary.

That angered me. What right do the church leaders have to publicly display that information? None, believe me, none of the the members of the Staff Parish Relations Committee or the Church Council would want their salary information posted in public. In fact, in most businesses, revealing another's salary information is cause for dismissal. Shouldn't they afford the same respect to their pastors, and other staff for that matter?

Since a pastor's salary is a covenant matter between the pastor, the church and the Conference, it is voted on in a public meeting, the Charge Conference. And by the time it gets from the SPRC through the Finance Committee and the Church Council, the leaders of the church know what the salary is. That is enough.

Shouldn't churches combine the staff figures in public budget reports?