From the Interim…
This month’s column is a two-parter, *one a note of encouragement for all who lead; *the other a list of some news and logistics
“Exhausted” was the most common response, followed closely by “out of balance”, then “scattered” and “doing some of my best ministry, but it’s still not enough.”
These are some of the words and phrases my ministerial colleagues (settled and community) and I use when we’re together online. We try to walk the line between the honest state of our souls, and how fortunate we are to be in ministry at all. We wonder, when are we sharing our burdens, and when have we crossed into mere whining.
I don’t always have an answer to that question, but I sure enough resonate with being scattered, out of balance, and weary. And wanting to avoid the slide into chronic pessimism.
Yet this weariness is not reserved for the ordained. While many of our staff members are coping fairly well under COVID, many others are frayed at the seams. Those in the second category need more of our time, support, and good humor. They – and those in their circles of friends and family – are also weary of doing their ministries with real contact with real people.
Add to the mix the many lay leaders with whom we serve. They’ve never been more needed than in times of crises; but they too have lives, families and friends. We (ministers) get that, and have never felt more awe, appreciation and love for the lay leaders who meet their commitments despite it all. They feed, but also need to be fed.
So my appeal is for your continued patience and well wishing, even as you find your own way through the fog. You, too, are appreciated and loved!
Now for two logistical items:
1. After some discernment, your board voted in February to offer a contract for the third year of interim ministry. I gladly accepted!
The new agreement will be begin August 1st, and continue through July 30, 2022;
2. While you’ll see and hear more about the settled minister search elsewhere, I want to include Ed Law’s (vice president of the board) detailed summary of the first step, choosing the search committee:
Selecting a Search Committee for hiring a Settled Minister
• The Search Committee represents the entire congregation.
• The Search Committee should be trusted by the congregation.
• The Search Committee should be in touch with the changing nature of the congregation.
Selecting a Search Committee is the work of both the leadership and the entire congregation. Ministers are more likely to be interested in serving a congregation where the Search Committee is representative, trusted, in touch, and responsible to the entire congregation.
The process described below can be time intensive. However, experience has shown that it produces good results and a high degree of respect and trust for both the new Search Committee and the board.
1. The board may utilize a Leadership Committee to assist and divide up all the households in the congregation and place a call to every single household. This will occur starting in late February or early March.
2. The Settled Minister performs more functions than just the Sunday service, they also are responsible for pastoral care, supervising the staff, performing administrative functions, being the face of UUFH in the community and leading UUFH. Remembering this, each household will be engaged in a conversation around these questions:
• What are the good qualities needed for someone to serve on a Ministerial Search Committee?
• Who in the congregation works well with others?
• Who can represent and serve the whole congregation well and not just a piece or “faction” of
the congregation? Who would have no “axe to grind?”
• Who knows (or can learn) the history and culture of the congregation, whether a member of long standing or relatively new? Who can use this history proactively instead of reactively on behalf of the congregation?
• Who has been and/or is active in the congregation and has demonstrated both responsible participation and responsible leadership?
• An attractive quality a congregation can have is self-awareness – awareness of strengths and weaknesses, what the congregation is like at its best and at its worst, as well as on an average day. Who would be able to know and relate all this to potential candidates?
• After thinking about all of these questions, who would you trust to serve on the Search Committee on behalf of the congregation?
3. Someone in leadership needs to act as the “nag” who lovingly reminds the callers to get the calls made.
4. The board collects all the suggested names from the callers and makes a spreadsheet, noting how many times every person suggested has been named.
5. The board narrows the list to the top 10-12 names. It’s best, if possible, to make a ballot list, taking into account any natural break in the numbers.
6. Board members call this short list to see if these people are interested in running and if they agree to give up any other leadership position they hold if chosen for the Search Committee. They should also check on their availability and commitment in the fall and winter (survey/cottage meetings through pre-candidating) of the search cycle. All Search Committee members should be available for all pre-candidating weekends
7. Everyone on the ballot will fill out an information sheet or prepare a short biographical statement that includes information about why they are interested in serving on the Search Committee. These forms or biographical statements together with pictures should be posted in a prominent location or on-line, as appropriate for at least a few days before the election. This is especially helpful in a large congregation where not everyone is readily identified by name alone.
8. A written ballot is prepared with the names listed alphabetically. The voting happens at a congregational meeting in person or virtually, as appropriate. Neither self-nomination nor nominations from the floor are considered. Once the voting is complete the meeting is adjourned.
9. At the end of the meeting the board meets in executive session and counts ballots. The top three are elected. The board then appoints two others from the remaining names on the ballot. The appointments are important. This part of the process improves the odds of diversity on the Search Committee instead of a Search Committee composed of just the five beloved elders of the congregation. The broader the demographic the better, especially with regard to age, gender, race/ethnicity, and sexual orientation
10. The board announces the Search Committee.
11. The next Sunday, the Search Committee should be introduced with some fanfare. There might be a commissioning moment during the service when the committee members are given a charge and they vow publicly to serve and take the charge seriously.
But of course, selecting the committee is but one phase of the process. While it contains more information than most will ever want, let me direct you to our Association’s Settlement Handbook the go-to source for how to find a good match. But even if you’re a search geek, be sure to check out the video overview provided by our Transitions Office: https://uuacdn.s3.amazonaws.com/videos/settlement-handbook-overview.mp4
Don