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Navigating Change in the Church: Priorities for Leaders and the Future

In a rapidly changing environment, the Church faces challenges that require strategic planning and compassionate leadership. This discussion highlights the need for a sound benefits plan that supports both current and former leaders. Key considerations include maintaining financial and human resources, addressing the needs of those who serve, and adapting to diminish connectional dynamics. Prioritizing education, recognition, and community support, the Church can strive to enhance its mission and ensure that leaders are well-equipped to navigate these changes while fostering growth.

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Navigating Change in the Church: Priorities for Leaders and the Future

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Presentation Transcript

  1. Supporting the Changing Church Robert W. Maggs Jr. President and Chief Executive

  2. Welcome Focus on the Changing Church

  3. “Nothing is more responsible for the good old days than a bad memory.”- Franklin P. Adams

  4. The Challenges of Change • Maintaining a sound benefits plan and financial assistance for those who serve and have served, through times of change • Making decisions for the long-term benefit of members • Operating effectively in a rapidly changing environment

  5. The Challenges of Change (cont’d.) • Financial resources of critical importance • Human resources hold the most promise Financial and human resources are essential to our focus.

  6. Considerations • Expect the Church to be • Smaller • Less connectional • Expect diminishing financial resources • Maintain responsibilities to those who serve through • Assistance programs • Education programs • Benefit plans/programs

  7. Considerations (cont’d.) • What we provide • How we provide • How we fund our mission

  8. The Needs of Those who Serve • Our leaders need: • Competencies, talents and skills • To be heard and to listen • To recognize diversity • Up-to-date credentials • Ongoing training • A willingness to learn and adapt

  9. The Needs of Those who Serve (cont’d.) • Our Leaders need: • Proper compensation, good benefits and personal recognition • Attention and support • Rewards and recognition systems • Time with family/time to rejuvenate • Guidance along their path

  10. Addressing the Needs • Changing from outside • Taking a new approach • Changes from within • Adequate for the future

  11. Addressing the Needs (cont’d.) • Responsibility for introducing change • Chart courses for the future • Make institutions stronger and ministries grow

  12. Demonstrating Our Witness • Spending time and effort looking after our leaders • Keeping to our mission • Ability to pay benefits • Funding for a generous healthcare plan Board of Pensions projections show that a declining membership will not have a materially adverse effect on our ability to pay benefits.

  13. Medical Plan Priorities • Maintain a generous healthcare plan • Provide for our members in illness • Ensure method for dues is progressive, salary-based and reflective of philosophy of “community” • Develop an evolutionary approach • Recognizing tight church budgets, provide for some local decision making

  14. Medical Plan Priorities (cont’d.) • Allow dependents the opportunity to choose alternative coverage • Understand outside influences on denomination • Dues allocation changes

  15. Conclusion The Board of Pensions will: • Continue to listen • Address the issues • Make responsible and prayerful decisions • Be mindful of all of our human resources We must never forget that our mission is a critical part of the welfare of the human resources of the PC(USA).

  16. “The mind, once expanded to the dimensions of larger ideas, never returns to its original size.” -Oliver Wendell Holmes

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