Findings in more detail -- Part 6

To wrap up this series on the Findings we continue with #18 - 20 from BridgeDesign for Sylvania UCC, Findings:

Finding #18

When asked what changes might improve their level of effectiveness or satisfaction the staff's top three priorities were

• Improve supervisory skills of those managing others through training and coaching.
• Develop better communication among the staff.
• Involve staff members in a planning process so that more clarity regarding long-term vision and direction is understood.

Other potential work areas include providing more opportunities for professional development and addressing the concern that staff members are often spending an excessive amount of time recruiting members to work in their ministry areas.

Finding #19

Staff members are mixed in their level of comfort with the transition process. There is a relatively high level of satisfaction with the way leaders are communicating with them and clarity that their work is a good fit for who they are. There appears to be a significant, though typical, level of anxiety about their future employment with the church. It is important to note that more than half of staff members indicate there are staffing issues that need to be resolved prior to the calling of the next pastor.

Finding #20

The current staffing configuration evolved as a way to support the church during the illness of Dr. Chidester and has been maintained during the interim period. This appears to be working well for both the church and the staff. However, with the calling of the next pastor it is possible that significant changes will take place in the organizational structure and management philosophy of the staff.

A final reminder about the forum on January 22, 2 - 4 pm, where we will continue the discussion about the survey results and the succession process. Hope to see you there!

-- Bonnie

Findings in more detail -- Part 5

Next up: Findings #15 - 17 from BridgeDesign for Sylvania UCC, Findings:

Finding #15

Members are less confident that the congregation has adjusted well to the loss of the former pastor. 46% of members are on the fence on that question, scoring lower than 72% of the churches in the database. Members also indicated a lower level of readiness of the members to follow the leadership of a new pastor. When asked about the level of difficulty for the congregation in adjusting to the loss of the former pastor and accepting the leadership of the next pastor, staff members estimate a level of difficulty higher than any other church staff in the database.

Finding #16

Members indicate a relatively high level of comfort with the pace of the transition (77th percentile) and the way that members are being utilized in that transition process (82nd percentile).

Finding #17

Staff members at Sylvania UCC indicate a high level of morale with strengths in the areas of flexibility, working as a team, conflict management, and general management. Staff members appear to feel best about their work when they also feel that:

• There is not a disturbing level of conflict
• The staff is good at identifying and building on the strengths and gifts of staff members
• The assignment of work is fair and balanced between the needs of the church and the needs of individuals

Look for the Findings series to wrap up in our next post ... and plan to attend the forum on Sunday, January 22, 2 - 4 pm to hear more about our survey results. As always, questions and comments are welcomed!

-- Bonnie

Kudos to Our Amazing Staff

Thank you, staff members, for a remarkable 94%participation rate in the Pulse® survey, aka the SAT and SCAT (Staff Assessment Tool and Staff Climate Assessment Tool)!

Your responses -- totally anonymous -- will be evaluated and compiled in a final report to be presented at our December 16-17 Recommendations Retreat.

Your commitment to our church’s future is truly outstanding, and the time and effort you devoted to taking the survey are much appreciated.