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Redevelopment: Mission Possible Rev. Claire Schenot Burkat

Redevelopment: Mission Possible Rev. Claire Schenot Burkat. Congregations at Risk. Assess the number of “at risk’ congregations. Identify congregations with potential to transform. Assess demographic potential Invite three or more to participate Enter into covenant of expectations.

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Redevelopment: Mission Possible Rev. Claire Schenot Burkat

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  1. Redevelopment: Mission PossibleRev. Claire Schenot Burkat

  2. Congregations at Risk • Assess the number of “at risk’ congregations. • Identify congregations with potential to transform. • Assess demographic potential • Invite three or more to participate • Enter into covenant of expectations

  3. The Turn-around Process • Assess congregational culture • Recruit/select/identify pastor • Assess property • Conduct financial audit • Leaders attend evangelism seminars • Get feedback on present worship format • Begin small groups/entry opportunities

  4. Turn-around continued • Assess hospitality • Leaders visit growing congregations • Congregation identifies specific community needs • Support leaders • Revise mission statement/set new goals • Other

  5. The Redevelopment Pastor

  6. Characteristics of the Ideal Redeveloper • Personal Motivation • Constructive Approach to Conflict • Building Body Cohesiveness • Commitment to Church Growth • Visioning Capacity • Responsiveness to the Community • Creating Ownership of Ministry • Gift Utilization

  7. Leadership Selection Process • Minimize poor selection decisions • No one characteristic is sufficient to make decision • High quality leadership is needed • Recruiting, cultivating & selecting missional leaders is sound stewardship

  8. Characteristics continued • Relationship Building • Flexibility • Spousal Cooperation (if married) • Reaching the unchurched • Resilience • Demonstrating a Strong Christian Faith • Developing Faith Formation • Multicultural Ministry • Commitment to the Denomination

  9. Six Common Errors in the Redeveloper Selection Process • Selecting from a limited candidate pool • A non-existent or inadequate position description • Incomplete investigation procedures • Ineffective interviewing techniques • The lack of clear criteria • Matching the candidate to the context of ministry

  10. Seven Principles for Selection Interviewing • The best predictor of future behavior is past behavior • Behavioral performance is significantly more important than work experience • The focus is not on a single behavior but on a class or group of behaviors • Selection interviewing is based on the indirect observation of behavior by the interviewer • Maintain decision uncertainty • Selection is a mutual decision making process • Effectiveness in selection is a function of the match between the person, the place and the call

  11. Expectations and Responsibilities • Part One-Term of Call • Part Two- Basic Expectations of the Pastor • Part Three- Basic Expectations of the Congregation • Part Four- Basic Expectations of the Synod • Part Five- The Support of Pastor and Family

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