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?

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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?

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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?

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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?

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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?

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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

Staff Meetings

coordinating and growing individually and as a group

Unity isn’t an accident looking for a place to happen. I often hear youth ministers, preachers, administrative assistants, and other members of the team talking about either bad or practically non-existent relationships among those who work out of the church building. I ask about their staff meetings, celebrations, and time they spend together. The answer often is, “We don’t spend time together.”

I’m not surprised that camaraderie isn’t great without aiming for it and working for it. I’ve enjoyed in four of six interim congregations having other people who are part of the team. We’ve had weekly staff meetings.

These weren’t always welcomed. As we began at one congregation, I asked, “What kind of staff meeting would you like to have?”

The reply from more than one person was, “None.” They told me previous staff meetings were times when they were reprimanded and embarrassed. I can understand their aversion to that kind of meeting

In some congregations, we have one or more elders who come to staff meetings. In some, they rotate. In others, it’s the same elder each time.

I begin with rules. Family rules are usually unconscious, unspoken, but understood. I spend the first meeting discussing and negotiating rules for staff meetings. I like to discuss them, agree to follow the guidelines we’ve negotiated, then review them six months from the beginning and adjust to achieve better results.

Here are guidelines for the staff meetings at Northside, the church I’m serving now:

 

For Staff Guidelines in PDF, click here

For Staff Guidelines in Word document, click here

There are three parts to our staff meetings:

  1. Bible study and prayer. We read a book of the Bible, a chapter a week. We spend about 30 minutes reading and discussing the chapter. The way we select a book to read is to give everyone a piece of paper. Each person writes the book they would like to read in staff meetings. We draw one to start, finish it, then draw for the next book. Eventually, everyone gets to study the book he or she suggested.
  2. Coordination. We discuss what’s going on in the congregation: regular services and projects, special events, the bulletin, people’s schedules, and other things that need to be coordinated.
  3. Staff development. This consists of reading 3-5 pages from a book encouraging growth in a group of people who work with others. It often takes a year or longer to read a book. But at the end of the year, we have ideas and a vocabulary enabling us to work more effectively. Some of the books we’ve read in staff meetings:

Conrad — Alabama Star;
30+ years at Northside!

Our staff has times of celebrations. We celebrate birthdays. It’s the responsibility of the person having a birthday to remind us it’s time for a birthday party. We go to a restaurant of their choice. Different groups have their rules on paying for the meal. In some, each person pays for the honoree’s meal and brings a card for the birthday.In others, elders allot money from the budget to pay for everyone’s meal. In one church, we enjoyed birthday parties so much we celebrated half-birthdays. Six months after each person’s birthday, he or she alerted us the half-birthday was coming up. We went to a restaurant of their choice; each person paid for their meal, and the honoree brought a birthday card for himself and told why he deserved the card.

It’s also good to schedule a time to say good-bye. When a staff member is leaving, we have a meal together and say what we need to say to reflect on our time together.

When the preacher, youth minister, administrative assistants, and other people who work from the church office like each other, get along, and work well together, people learn that. They notice the relationship, appreciate it, and may imitate it in their interactions with those close to them.

The opposite is also true.

It’s my observation that time and money spent in developing better staff relationships are wise investments and produce valuable dividends.

How have you improved staff cooperation?

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Opening Family Meeting

introduction to transition and interim ministry for the church where I'm ministering

At the beginning of each interim, usually on the first Sunday night following evening services, I hold a Family Meeting to get the process started. In two larger congregations, 600 and 1,400 in Sunday morning attendance, I went to Bible classes for this discussion. This provided an opportunity for more people to participate in the discussion.

I begin with the Discussion Rules. I start each new group with negotiating the Discussion Rules: Sunday morning Bible Class, Wednesday night Bible class, Staff Meetings, Transition Monitoring Team. When I had gone over the Discussion Rules the second time in one congregation, a perplexed brother asked, “How many times am I going to have to listen to those rules?”.

My reply, “Every time we start a new group. And you haven’t heard anything yet. You’re on the Transition Monitoring Team. We’ll take an hour to negotiate the rules at the first meeting.” Read more about Discussion Rules .

During this first Family Meeting, an information session for the entire congregation, we are setting structure and expectations of the next year to year and a half of our work together.

  • In the first part of the meeting: 
  • Recruit people for specific transition tasks (I will discuss these in following posts):
    • Transition Monitoring Team: a group to tap into the grapevine of the church and communicate to the elders what people are thinking, feeling, asking, saying, fearing, and hoping.
    • Welcome to our congregation and community: a document or part of the website to introduce the prospective preachers to the congregation and the community.
    • Timeline of this congregation: a compilation of the history, attendance, and contribution of the congregation from the earliest records until the present.
    • Conducting a self-study: an extensive questionnaire to let members tell who they are, evaluate the strengths and needs of the congregation, and describe the type of preacher needed at this church now. This will be set up as an on-line survey with printed copies for those who prefer that to using an electronic tablet or computer.
  • Planned sermon series:
    • Carving Ears, Cutting Out, Calling Angels, or Crucifixion, requirements for a follower of Jesus. Luke 9:23
    • How to Survive the Storm and Enjoy the Sunshine, dealing with conflict in the church. Acts 6:1-7
    • I Want the Church to Grow, But I Don’t Want Any More People, overcoming my discomforts to reach out to people unlike me and people I don’t like.
    • What Do You Do When God Is Late?, setting my clock with God’s clock.
  • Workshop once a month on Sunday night, a longer lesson on a practical topic.
  • Leadership Training Classes. 
    • God’s Great Servants, conducted on Wednesday night for elders, deacons, other men and young men who desire to be leaders in the church, their family, business, and other areas. These classes are for the administrative part of leadership.
    • Learning to Love My Friend(s), classes in the homes of the participants. We learn to have a greater appreciation of Jesus as my Friend, become a better friend to others using Jesus as the example of a perfect friend, and encouraging telling others about our best Friend by word and example. The study is about the pastoral part of leadership.
  • Read my contract, including my salary and housing allowance — if the elders permit. Early in my ministry, I didn’t want people to know my financial arrangements. I’ve learned that full disclosure of all agreements helps people understand and eliminates many questions. They already have the answers. Interim contract…read more.
  • Questions and comments.

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Name Memory Rule

what happens when I don’t remember your name?

We’ve been doing interim ministry more than nine years. We’ve worked with six congregations. There are more than 2,500 people that attend those congregations. Frequently, when I’m in a group, someone will ask, “Do you know who I am?”. The answer is often in the negative. The situation is awkward. Embarrassment is felt by both sides of the conversation.

I’ve found letting people know in the beginning about how I remember names is helpful.

I know how to remember names.

I’ve been through the Dale Carnegie course five times. I was a student the first time in Madisonville, Kentucky starting in August 1969. Besides the Bible courses I took in college, the Dale Carnegie course is one of the most helpful learning experiences in improving my preaching, study, and working with people. After graduating from that course, I served as a graduate assistant four times. I also took the Dale Carnegie Sales course.

I know how to remember names.

The laws of memory are

I — impression
R — repetition
A — association

Six common ways to make associations:

B — business
R — rhyming word
A — appearance
M — meaning
M — mind picture
S — similar name

I know how to remember names. I can quote the rules.

However, I often forget to practice what I know. Therefore, I don’t remember a couple hundred or more new names quickly.

Let me ask you — do you enjoy someone coming to you, putting you on the spot, and asking, “Do you know who I am; do you remember my name?” I’ve asked that question to 2,500+ people and I haven’t had a person raise a hand indicating they welcome that encounter.

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It’s encouraging to me. Because no one likes that, I know how everyone is going to treat me. We are followers of Jesus. Jesus taught us how to treat people in the Sermon on the Mount: “Therefore, whatever you want men to do to you, do also to them, for this is the Law and the Prophets” (Matthew 7:12, NKJV).

My rule is this:

If you’re in a hurry for me to remember your name, I’ve found that having a meal with someone improves my memory. Feel free to schedule that soon and let’s get acquainted.

This has worked well. It’s true. I’m a slow learner. I don’t like to embarrass myself and others. People have understood and cooperated.

I’m doing this for myself. But I am also doing this for the next preacher. In some congregations where I’ve worked as an interim, most people don’t remember a new preacher coming. Their former preacher had been there many years and knew everyone. It’ll be easier on the new preacher if people don’t put pressure on him to remember their names the first week.

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