Evaluation

what was helpful; what can be improved?

After an interim church has announced the new preacher and his arrival date, I go into the goodbye and evaluation mode. I discussed the goodbye process in the June 13 post: Leaving an Interim Church.

I request evaluations as I leave each congregation.

  1. I ask for the elders’ suggestions.
  2. I ask for staff comments to improve staff meetings and my ministry.
  3. Special classes end with an evaluation.
  4. The last meeting of the Transition Monitoring Team includes time for evaluation of how to improve the process and saying goodbye.
  5. I distribute and encourage everyone (men, women, children) to fill out and return Review of Barber’s Interim Ministry.

 

For a PDF of the form: Review of Barber’s Interim Ministry.

This is helpful in several ways.

  • I gain credibility when people tell how our ministry has been helpful.
  • I learn ways to improve at the next church. My commitment to each congregation — I’ll do the best I know during this time with you. I’d like to do better at the next church. You’ll help me by telling me how to improve.
  •  I post those who give me permission on my website in two places: the right sidebar. I post a new one each Tuesday. I add to the list of Reviews of Jerrie and Gail’s Interim Ministry each week.
  • By posting, I build trust. A leader is someone who can hear what people like and what they don’t like. An effective leader asks for more. Many people won’t tell their real objections first. My reaction at the first criticism determines whether they’ll share their main concerns. Jesus said, “And you shall know the truth, and the truth shall make you free” (John 8:32, NKJV). People who took time to fill out evaluations see both compliments and criticisms posted for everyone to see.

I gain much from people who want to help. I appreciate each one who shares and evaluates.

Observations

Few people will tell us what they think of us unless we beg them to do it and thank them when they do. Click To Tweet

Unless we know how we’re doing, we may spend a lifetime thinking we are more effective or less effective than we are.

When we learn, we can improve and enjoy. Click To Tweet

I use the same process for improving New Shepherds Orientation Workshops.

How do you get feedback to improve yourself and your ministry?

Please leave a comment by ...... clicking here.

10 Years in Interim Ministry

…we had a party!

Joe Walker, one of the elders at Eddyville, Kentucky, called me in May 2006. He asked if I would consider coming to Eddyville to do my first interim. I told him I was committed to Berry’s Chapel through the first Sunday of April 2007. He said, “We’ll wait.” That began meetings and discussions with the elders, Randell O’Bryan, Doyle Walker, and Joe Walker. We thought, talked, prayed, and visited. We decided to begin in May 2007. Ten years after beginning, we had a party at Patti’s 1880’s Settlement in Grand Rivers, Kentucky. Gail and I met the elders, Randell O’Bryan and Joe Walker and their wives, Martha and Cheryl (Doyle Walker died after we left), and enjoyed bread in a flower pot, strawberry butter, and pie with a 9” meringue. To me, the main course was incidental.

We are working with our seventh congregation.

  1. Eddyville Church of Christ, Eddyville, Kentucky, May 2007-August 2008
  2. Hendersonville Church of Christ, Hendersonville, Tennessee, October 2008-December 2009
  3. Collegeside Church of Christ, Cookeville, Tennessee, March 2010-June 2011
  4. LaVergne Church of Christ, LaVergne, Tennessee, August 2011-June 2013
  5. Maury City Church of Christ, Maury City, Tennessee, September 2013-July 2015
  6. Northside Church of Christ, Jeffersonville, Indiana, September 2015-February 2017
  7. Shady Acres Church of Christ, Sikeston, Missouri, April 2017-present

Observations Over a Decade

  • I never met an interim I didn’t like. Brethren have been gracious to us.
I never met an interim I didn’t like. Click To Tweet
  • I have been and continue to be shepherded by shepherds of congregations we served. That hasn’t ended since we left. Gail had surgery in January 2010. An elder’s wife came to stay with Gail while I went to Freed-Hardeman University Lectureship. Elders from more than one interim church call to encourage me, check on how Gail and I are doing, and ask about the work in the congregation where we’re working.
  • The work is getting easier. I’m learning more. I experience fewer doubts that I’m going to do what I said I’d do — move on. I’m not on a long try-out with this church. In earlier congregations, some wondered if I were trying to hang on as long as I could, or maybe I wanted to be the next preacher. After six churches, it’s evident I’m an interim preacher. I’ve already quit. I’ll leave when you get a preacher or when the agreed time limit is over.
  • Elders struggle with giving up deacon work and being shepherds. We’ve had this discussion, and we’ve worked on it in every congregation. After fire-fighting and picking up after deacons for decades, it’s difficult to start a plan of preventive care.
  • Elders who shepherd plan for it, commit to it, work it into their schedule, make it a priority, report, and are accountable to the congregation to do what they promised to do. Meeting with families and people who are doing well but need someone to say, “I’m proud of you; God loves you; I can see Jesus in the way you live; you’ll make it raising your children; you can finish strong in your old age; have you thought about a new challenge in your life?; tell us about your spiritual growth; share with us how we can pray for you”, won’t happen accidentally and won’t be accomplished in your spare time. It takes commitment and action. Direction is more important than speed. I’d rather see shepherds commit and complete one visit a month than to start with two or three a week and quit in two months.
Direction is more important than speed. Click To Tweet
  • One of the biggest mistakes of the selection process is getting in a hurry. Being on a selection committee is hard work. People get tired. Your favorite man turned you down. The second favorite didn’t come. Let’s get the next available person.
  • The next mistake is failing to check references adequately. Many times when the committee gets to checking references, they want someone to confirm the preacher they’ve fallen in love with is the best preacher available. That’s a mistake. Faith (trust) grows through creative doubt. If he’s good and a fit, he can stand the scrutiny of a thorough check. If he isn’t good or doesn’t fit, you don’t need him.
  • From the perspective of Jerrie and Gail Barber, interim ministry is delightful! There’s nothing we’d rather be doing. We’ve worked with more than 3,000 people in ten years. Many of those will be special to us for the rest of our lives. We’ve lived in seven different communities and enjoyed people and places. Some of the cultural and culinary highlights: best catfish sandwich at Echo Charlie’s in Eddyville, Kentucky; Drakes Creek Park and Indian Lakes for running in Hendersonville, Tennessee; Poke Sallet Festival in Gainesboro and J. T. Watts Gen’l Mdse. in Nameless while living in Cookeville, Tennessee; Demos Restaurant and Accurate Automotive, where we bought two cars that are serving us well with no repairs after 150,000+ miles, in the Laverne area; finding contented and grateful farmers and the Olympic Steak House (the restaurant by which we judge all others) at Maury City, Tennessee; the Big 4 Bridge for running and great neighbors in the “Old Folks Village” in Jeffersonville, Indiana; Lambert’s and The Original Fried Pie Shop in Sikeston, Missouri.
  • There’s more work in interim ministry than we can do. We’re limited by driving distance from Nashville. We’re limited by time. There are opportunities for more people to work in this ministry. That’s one of the reasons for the Interim Ministry Workshop September 21-23.

What questions, comments, observations do you have?

Please leave a comment by ...... clicking here.

Leaving an Interim Church

finishing and saying good-bye

Someone, in one of our interim congregations, asked Gail, “Doesn’t it hurt when you have to leave a church after getting to know people and making new friends?”.

Gail’s reply was, “Yes, it hurts.”

“Then why do you do it?”

“Would it be better to get to know you, have friends for life, and hurt leaving, or never to have known you?”

The metaphor that makes sense to me is serving as foster parents. When a family takes a foster child, they know they’ll give up the child when their home is ready to reenter or when they’re adopted. The family will miss the child. But they’re doing a valuable service caring for this child during transition.

Some preachers and other humans don’t like to say goodbye. It’s uncomfortable. It hurts.

Life is hard. That’s part of the challenge of transition. People don’t want to hurt. They want to get comfortable quickly. Therefore, they want to:

  1. Get it back like it was.
  2. Hurry and get through this so we can get back to the Lord’s work, not realizing walking through the valley of the shadow of death is part of the Lord’s work.

I make a conscious effort to finish, get ready for the next preacher (which I’ve been doing since I started this interim), and say goodbye. That’s one of the advantages of the interim relationship. What I do in no way is trying to keep my job; I’ve already quit. I’m not trying to get a raise; I don’t stay long enough to get a raise. I have a limited time. I have a few opportunities to make a difference, as every person in every situation — limited time and few opportunities.

I enjoy connecting with all age groups. I begin playing with children the first day I arrive. We exchange high-fives. I tell them they are POWERFUL! I don’t want to not show up one Sunday with my absence being the first indication to the children I’m leaving.

About a month before we finish, when we know our departure date, I ask parents to start talking with their children about us leaving. As the time approaches, I talk to them, to their ability to understand, about us not seeing them each week. I invite them to come to see us at our new location or in Nashville when we’re there. Gail and I were thrilled a few weeks ago when a family from Northside in Jeffersonville, Indiana, showed up at our front door to visit. People become important to us, and it’s good to keep in touch.

Once we have a departure day, either when the new preacher comes or the end of our commitment, I begin saying goodbye. My model is something I read years ago:

The Five Acts of Dying

  1. Forgive me. If I’ve been hurtful or negligent in any way, I want to correct it before I leave.
  2. I forgive you. If any relationships need repairing, I want to finish before I leave.
  3. Thank you. Gratitude is good for the giver and the recipient. It’s easy to find occasions of graciousness to recognize and express appreciation.
  4. I love you. We’re not leaving because we don’t love you or like you. We’re leaving because this is what we do. We’re rendering a service. We’ve enjoyed and have been blessed by our time with you. We go to another church to bless and be blessed by them.
  5. Goodbye. I don’t use euphemisms such as, “It’s not goodbye, but so long. It’ll still be the same as when we were here. We’ll be back often.” That isn’t accurate. It won’t be the same. We won’t be back often. We’re working our seventh interim church. We don’t have time to visit previous places often. It’s goodbye.

I promise to stay away for a year. Even when we’ve been close to Nashville or our new interim, we don’t drop in on our immediate past interims. The new preacher and his family need to get acquainted with the church without our interruption.

I schedule a visit a year from our departure. We come back to visit and to do an evaluation. I am interested in how the transition is going for the church and the new preacher.

I like to ask and take notes on answers to two questions about our interim ministry:

  1. What went well?
  2. What improvements would you suggest? I love criticism. Suggestions from previous churches can improve our ministry at future churches.

Gail and I consciously say goodbye to people in the community. I start talking with my barber about our departure date. In smaller communities where we get to know people well, Gail has cooked “goodies” to deliver to people we’ve known and who have served us well: barber, post office, Y.M.C.A., and individuals in the grocery store in a small town.

Brethren have been gracious. They usually have a going away party for us. I’ve talked to preachers who rejected such offers because they said it made them feel uncomfortable. I suggest, if that’s true with you, be uncomfortable. It’s not just about you. Others need a “funeral” to say goodbye.

Solomon stated a good principle when he wrote:

Better to go to the house of mourning
Than to go to the house of feasting,
For that is the end of all men;
And the living will take it to heart.
Sorrow is better than laughter,
For by a sad countenance the heart is made better (Ecclesiastes 7:2, 3, NKJV).

End well to release the church to love their next preacher and his family and to start clean with the next church in your ministry.

What have you found helpful in good endings?

Please leave a comment by ...... clicking here.

Learning from Previous Shepherds

what I see now, I wish I had known then

In one interim congregation, I met an unusual number of men who had served as elders. Some were still in the congregation. Others were in the community. Only two were in other cities.

As I was getting acquainted, I kept meeting men who told me, “I used to be an elder here.” Or someone else would point to a man as a former shepherd.

After several of these encounters early in my tenure, I said during an elders’ meeting, “I think every baptized man in this county has served as an elder of this church at one time or another.”

I wondered if we could gain some wisdom by talking with these men. The elders of the church I was serving gave me permission and encouragement, along with names and phone numbers. I was able to interview 26 of 27.

I called for appointments and visited each man. I assured his information would be confidential, not sharing names with specific answers. I was thrilled with the cooperation of former elders and the willingness of the present elders to meet for several hours and discuss these observations.

Questions I Asked

  1. How long were you an elder?
  2. How was your experience?
    Good?
    Unpleasant?
  3. While you were serving as an elder if you had had a magic wand, what would you have changed to make the eldership better?
  4. In what ways and how often did people express appreciation to you for your service?
  5. What appreciation did you receive when you resigned?
  6. Why did you leave the eldership: personal issues, good of the church, forced?
  7. Did you see alliances, division in the eldership?
  8. If so, how was this handled?
  9. What suggestions would you have for the present eldership?

Observations from Former Elders

  1. Of 24 who answered this question, there was a total of 143.58 years of service. Average was 6 years.
  2. Good experiences: fellowship with fellow shepherds, better relationship with the congregation, able to know God and people better.
  3. Unpleasant experiences: doing the work of deacons, board of directors, some elders did not live up to their word, politicking.
  4. Ways to improve shepherd service: fewer decisions — more visiting, change focus from administration to spiritual matters, more shepherding — less firefighting, continue training of elders.
  5. What appreciation did you receive for your service?: 81% said they received regular and adequate appreciation while they were serving; 19% said they did not. When they resigned, 50% said they received appreciation, 50% said they did not.
  6. Why they left the eldership: moved, frustrated, asked to leave, personal and family issues, burned out, finished what I came to do.
  7. 84% said there were alliances and divisions in the eldership when they served. 16% said there were none.
  8. Most said alliances were not handled. Several reported there were meetings before meetings to decide what was going to be decided in the meetings.

Answers provided excellent insight gained from Bible study, prayer, experience, and time in reflection.

There were many good suggestions for the present eldership. I am not reporting those. To do so might reveal individuals commenting to some who are in that congregation.

For this process to be effective, the person asking questions and recording answers should do it for information only and not explain, prosecute, or defend present or former elderships.

Consider this, or a similar exercise, to tap the wisdom of men who have served, still love the Lord and His church, and can give good perspectives when asked.

What are some other ways to gain wisdom for shepherds?

Please leave a comment by ...... clicking here.

Timeline

are we growing, plateaued, or declining?

Before we decide where we want to go,  we need to know where we are.

How big is the congregation? “Oh, we run about 250 or 260. Of course, it was Family Day year before last since we hit that number.” “It seems like we’re gaining a few now. The parking lot looked like there were more cars than usual.”

Those statements may or may not correspond to reality.

The best way I know how to learn the facts is to average attendance and contribution for as many years as the church has kept records and plot the results on a graph. Growth or decline is clear. I know nickels and noses are not the whole story, but they’re part of the indication of the health of the church.

Early in the interim process, I ask for volunteers to collect and record this information. In one congregation, we went through boxes and boxes of old bulletins to assemble figures.

The easiest time of collecting stats was at Eddyville, Kentucky. Emma Walker had kept information for Sunday mornings, Sunday nights, Wednesday nights, gospel meetings, and Vacation Bible Schools since the church moved to “New Eddyville” in 1961.

We copied her hand-written books (I didn’t want to be responsible for loosing the originals), distributed them to people who transferred information to Excel spreadsheets, and drew charts on large paper.

In other congregations, we made spreadsheets, took them to Staples or Office Depot and printed large charts to display.Adding other information can help give a visual factual reminder of major changes in the congregation:

Adding other information can help give a visual factual reminder of major changes in the congregation:

  • Appointment and resignations or deaths of elders and deacons.
  • Names and dates of service of preachers, youth ministers, and other staff members.
  • Building programs or relocations of the church.
  • Other major events that have affected the congregation.
  • Plotting of national and world events can put additional perspective to the graphic history.

After we review and discuss graphs and events, we divide into small groups and encourage people to share their memories of pleasant and painful events in the congregation.

A copy of this timeline should be sent to each preacher the church is considering. Just as the search committee wants a résumé, recordings of sermons, and three references of each preacher they are considering, they should supply information to candidates to help them evaluate their fit in this church.

I’ve observed the night of the timeline discussion to be a time of celebration, shock, nostalgia, contemplation, and hope. It’s one way of helping a group come to terms with it’s history.

What have you done to help a congregation reflect on where they have been to move forward more effectively?

Please leave a comment by ...... clicking here.

Introduction to this Church and Our Community

would you want to work with this church and live in this community?

The first task of the search committee isn’t to hire this great preacher. The main goal of the great preacher isn’t to try to be selected by this outstanding congregation. The great question is, “Do we fit?”. One step in answering the question is for both to provide as much about themselves as would be helpful.

One way each church where I’ve served as an interim did this was to prepare a document giving an introduction to the church and the community.

The first congregation did this in a 3-ring binder. Succeeding churches did it digitally on their website or a CD.

Some things included were:

Introduction to the Church

  • History.
  • Plans and vision of the future.
  • Leadership.
  • Ministries.
  • Statistics of attendance and contribution for several decades.
  • Results of self-study survey.

Introduction to the Community

  • History.
  • Recent census.
  • Schools for children and adults.
  • Local sports programs.
  • Medical facilities.
  • Transportation.
  • Recreation.
  • Other interesting things within driving distance of this community.

The best approach I observed in my ministry was from the Pleasant Ridge church in Arlington, Texas. I received a call one Monday morning. A gentleman said he would like to meet with me. He needed thirty minutes of my time. We agreed on 4:00 that afternoon.

At 4:00 p.m., two men arrived at my study in Dalton, Georgia. They identified themselves as elders of the Pleasant Ridge church. They had a package of information about the church and community. I informed them I wasn’t interested in moving to Texas. They told me, “We’re not asking you to move to Texas. Please consider this information and ask any questions you have. Think and pray about this and see if this is an opportunity you should consider. We’ll be in contact with you in a couple of weeks.” They had driven from Texas to Georgia to deliver the information. That began a three-month discussion. It was a memorable time of learning how to consider and be considered by a church.

They had a very detailed approach to let us patiently consider each other and whether we should work together.

Several years ago, a church selected a new preacher. He moved and had a great beginning. He helped the church by his preaching. He was serving in a great way. Everything seemed to be perfect.

But in a short time he was moving. Why? There wasn’t a Walmart nearby and his wife wasn’t happy without Walmart.

Those are things you can learn before you select a preacher and save confusion and moving expenses — coming and going.

The information-gathering of the search is important. In addition to the facts we share with each other, we’re telling each other the amount about us we’re willing to disclose, the excellence and details of the work we do, and how much of what Jesus said we believe:

And you shall know the truth, and the truth shall make you free (John 8:32, NKJV).

Therefore, whatever you want men to do to you, do also to them, for this is the Law and the Prophets (Matthew 7:12).

What are some things you would like to know about a church and community you would consider?

Please leave a comment by ...... clicking here.

Interim Ministry Workshop

September 21–23, 2017

What do you plan to do for the rest of your life? How will you use the wisdom you have gained by study and experience as a preacher? For ten years, Gail and I have enjoyed interim ministry in seven congregations. We have continued to learn and grow. We have been encouraged by brethren in all these places. Some of you have the ability to offer a great service. I would like to share what I am learning with you. We will meet in the beautiful new facilities of the Charlotte Heights Church of Christ, 6833 Old Charlotte Pike, Nashville, Tennessee 37209.

Three things to do to take advantage of this opportunity:

    1. Mark your calendar for September 21-23
    2. To answer any questions, contact Jerrie Barber:jerrie@barberclippings.com(615) 584-0512
    3. Reserve your place in this workshop: I want to participate in this workshop

Reserve my place in this workshop

Eddyville, Kentucky

The cost is $317.49 per person.

Hendersonville, Tennessee

There is a minimum and a maximum number of participants:
The minimum for the course to be conducted is — 1. If no one shows up, I won’t talk.
The maximum is 20 people, total. We will be doing group sessions. Twenty will be the limit.

Cookeville, Tennessee

The concepts we’ll discuss will be good training for any preacher and his wife. Gail and I had an introduction course in 1996. We went through Interim Ministry Network training in 1998-1999, seven years before I started interim ministry. I took a refresher course in March 2007, before starting interim ministry in May of that year. The training and what I learned helped during those last years of full-time ministry.

LaVergne, Tennessee

Preachers’ wives are encouraged but not required to attend this workshop. Gail and I went for training together.

Maury City, Tennessee

Schedule

Thursday, September 21, 8:00 a.m.-5:00 p.m.; 7:00-9:00 p.m.

Friday, September 22, 8:00 a.m.-5:00 p.m.; 7:00-9:00 p.m.

Saturday, September 23, 8:00 a.m.-noon

Jeffersonville, Indiana

Topics:

  • The story of our journey to interim ministry.
  • Family Systems, the framework of working with groups.
  • Is there any hope for this church?
  • The work of the interim preacher — to guide and coach a process.
  • Contracts, opportunity to clarify expectations — objections to written contracts.
  • Compensation for an interim.
  • Making contacts, getting the word out that you’re available for interim ministry.
  • Rules. (Differentiation)
  • Initial Family Meeting.
  • Projects.
  • Preaching during the interim.
  • The interim’s wife — discussion, Q & A with Gail.
  • The Search — training those who will be searching for the new preacher.
  • The Preacher.
  • When you don’t need an interim.
  • Conflict management.

Sikeston, Missouri

Three things to do to take advantage of this opportunity:

    1. Mark your calendar for September 21-23
    2. To answer any questions, contact Jerrie Barber: jerrie@barberclippings.com(615) 584-0512
    3. Reserve your place in this workshop: I want to participate in this workshop

Reserve my place in this workshop

Self-Study Survey

What kind of preacher do we want? Will that kind of preacher want us?

Most Christians have an idea of the characteristics of the preacher they’d like to have. If the last preacher was their good friend, they probably want another just like him. Those aren’t available. If they didn’t like the former preacher, someone who is exactly opposite him would be good. There’s none of those.

Most want a preacher who lives like Jesus, studies like Paul, loves like John (when he was older), and visits and ministers like the Good Samaritan. It’s good to know what you are seeking, or you won’t know when you find him.

Have you thought about what prospective preachers are looking for in a congregation? How do they know if they fit the opportunities and expectations of the church? Are you aware the church is “trying out” as well as the preacher?

One helpful tool is a Self-Study Survey. I helped congregations administer one of these in each church where I’ve served as an interim.

There are several parts:

  1. Demographics: age, how long with the congregation, travel time to and from services.
  2. Involvement: roles, attendance, increase or decrease in involvement and why.
  3. Evaluation of programs and services of the congregation.
  4. How the congregation is like or different in its makeup compared to the community.
  5. Possible tasks of the future preacher and which are most important.
  6. Evaluation of the worship of the congregation.
  7. Thoughts on what makes a good sermon.
  8. Convictions on certain issues.
  9. Three open-ended questions:
    1. What would you tell the next preacher at this church?
    2. What advice would you give the elders of this church as they proceed?
    3. Please make any other comments that would be helpful for the health of this congregation during this time of transition or in the future.

The survey is anonymous. We don’t ask for names or save IP numbers of computers used.

Most congregations where I served used SurveyMonkey, an online survey tool. Paper copies are available for those who prefer and those who want to think before starting on the computer.

Filling out the survey takes forty-five minutes to an hour. We wanted, and have obtained, a number of at least half the Sunday morning attendance to complete the self-study.

My observations after administering and reading every word of surveys in six congregations:

  • Not everyone thinks alike. Some people who have different understandings are sitting on the pew with me — or very close.
  • Christians are at different stages in their growth, understanding, and service.
  • People have different expectations of a preacher.
  • The results of the survey can help men who are considering and being considered as the next preacher.
  • Open-ended questions are powerful. People have an opportunity to say what they’ve wanted to say. I’ve seen a change in the way those were shared. In the first two congregations, answers to the open-ended questions were not shared with the congregation. In the third, a committee summarized and paraphrased the answers to share with the church and prospective preachers. In the last three, answers were shared with the church and prospective preachers. I prefer the latter. The work of the search committee or elders is not to make the church look perfect, but to let a preacher know the challenges and opportunities before he gets there. This is one way to do this. If this isn’t the group he would like to serve, now’s the time to learn that. The best time to get a divorce is before you get married.
  • From my perspective, the most helpful thing about the survey is the thinking going on in the person completing the survey. Many have never thought of how complex leading and preaching to a group of people can be. Not everyone will get everything they want.

One of the most spiritual things a person can do is to think. One of the differences in fill-in preaching between preachers and interim ministry is the interim minister leads in several planned activities to encourage members to think about themselves and their relationship to the Lord, the effectiveness of the congregation and how it is serving Jesus, their community, and the world, and the transition going on in this church and their lives.

What would you do to help people make the transition after a long ministry?

Please leave a comment by ...... clicking here.

Between Preachers Has Completed a Year!

Thank you

Thank you for your encouragement during this first year of Between Preachers blog. Your reading, “liking” on Facebook, commenting, and emails have been helpful. I am asking three favors:

Request #1.

Please take a few minutes to fill out this 2-page survey.

It’ll help me understand who’s reading, what’s been helpful and not helpful, and what you would like in the future.

This survey is anonymous. It will improve my focus in writing during 2017, and beyond — if the Lord wills.

Between Preachers Survey

Please complete the Between Preachers Survey

Please complete the survey by February 28.

Request #2.

If this blog has been helpful to you, please share it with 3 others. Send your friends to this link: Between Preachers/Subscribe

Request #3

I’m planning an Interim Ministers Workshop in September. If you have an interest and would like more information, please send me an email: jerrie@barberclippings.com

Most Popular Blog Pages of 2016

  1. Between Preachers
  2. Is There Any Hope for this Church?
  3. Beginning at a New Church — My First Three Rules
  4. Originality Rule
  5. Communication Rules
  6. Our Journey to Interim Ministry
  7. The Search
  8. “I Don’t Think We Need to Write It!”
  9. Criticism Rule
  10. Principle 1 of Family Systems: The Identified Patient

Transition Monitoring Team

what are people thinking, saying, asking, losing, fearing, and hoping?

In my first interim, the elders asked for help with communication. They said, “Members won’t tell us what they’re thinking.”

As soon as we arrived, Gail and I started visiting families in the congregation. We asked three questions:

  1. What do you like about this congregation?
  2. What would you like to see improved?
  3. What can we do while we’re here to help you?

Ninety percent of families we visited said, “We need help with communication. The elders won’t tell us what’s going on.”

I picked up the idea of a Transition Monitoring Team from William Bridges in his book, Managing Transitions. He makes a case for this type of group:

Leaders usually assume that all the feedback they need will come up through regular channels and be voiced at staff meeting in reply to the question, “How are things going?” Such is seldom the case…Ed Carlson, the former CEO of United Airlines, used to call it the NETMA problem — Nobody Ever Tells Me Anything” (pages 48, 49).

I set up the TMT as soon as I arrive at a new congregation with twenty people on the team. I want ten volunteers. I ask the elders to select ten people: five who like you and five who don’t.

It should be clear at the beginning — this is a transition monitoring team — not a transition management team. This group has no decision-making authority. Their work is to report what they’re hearing in the congregation.

The first meeting is to go over the purpose of the TMT and negotiate Rules of Discussion. We agree on how we’ll conduct ourselves in this role.

There is an emphasis on the rule of confidentiality — what we say here stays here. I’ve seen no better illustration of everyone understanding and participating in this guideline than the flood wall in Jeffersonville, Indiana. Around the town, the wall has several places where cars and people can pass through until the Ohio River starts rising. Then they fill gaps in the wall. Some are large enough for two cars to pass through. On the sides of large openings, are small openings the size of a door in our house. I ask, “How many gaps have to be left open for water to get into Jeffersonville flooding the town?” The answer is obvious. In reports of the TMT, sources of comments and reporters are confidential.

The group meets once a month. We do three things described in a letter I send out on Monday preceding the meeting:

Brothers and Sisters,

The next meeting of the Transition Monitoring Team will be Sunday, 5:00 p.m., January 8 in Room 101.

Our agenda:

1. What have you heard from people and how should you respond? As you hear comments, feel free to take notes and bring them to the meeting.
a.  What are they saying?
b.  What are they asking?
c.  What do they fear?
d.  What are they losing?
e.  What are their hopes?

2. What “mustard seed” did you get from reading Transitions, chapter 5?

3. How are you dealing with this transition and other transitions in your life?

We will be finished in 60 minutes or less.

As can be seen, meetings have three parts:

  1. Reporting. What have you heard since the last meeting? Members express what they’ve heard people say about the church and the transition. No names are attached to the source or the reporter. Members of the TMT can talk to themselves and report things they think the elders should hear. These results are recorded by a member of the team, typed, and given to the elders after each meeting.
  2. Sharing “mustard seeds” of what they’re learning. Each member of the team is given a copy of Transitions, by William Bridges. He explains the process of transition. There are predictable steps: an ending, a new beginning, and in the middle a neutral zone where people are confused, blaming, depressed, and wishing we could “get things back like they used to be.” When we understand this is expected, we can be less anxious than if we see all these human responses as sinful, dangerous, and indications that things are falling apart. I believe health is catching as well as disease. This group will come to understand the process. When someone is in despair saying there’s no hope, they understand and can communicate these feelings are normal. We’ll get through the wilderness of the neutral zone and enter the promised land of the new beginning if we don’t lose hope.
  3. Personal application. As trust grows in the group, three or four months, people begin to share how much of their church anxiety is tied to anxiety related to personal, family, and business issues. Many tell how principles they learned in the group have been helpful to them in their personal life.

I warn the elders they may be shocked at the first report or two from the TMT. In churches I’ve served, most of the shepherds weren’t aware of thoughts and feelings of many in their flock.

In one church, one of the elders was a professional counselor in private practice. Monday morning after I’d given the elders the first report from the TMT, this shepherd-counselor called+, “Jerrie, after reading the report of the Transition Monitoring Team, I’m depressed.”

My response, “You need a good counselor.”

There’s hope. Jesus said, “And you shall know the truth, and the truth shall make you free” (John 8:32, NKJV). In the context, Jesus was talking about revealed truth from God. But the principle applies to any part of truth. When you know what people are thinking, feeling, saying, and doing, you can prepare to make an appropriate response.

What questions do you have about a Transition Monitoring Team?

Please leave a comment by ...... clicking here.