OUR TIME OF TRANSITION

from the Intercom for Week October 09, 2011

Since Cabinet approved contracting with Russell Crabtree to be our transition consultant, there has been a lot of work happening to begin the succession planning process that he brings and to prepare for the search of our new senior pastor. In the last few weeks, several things have happened:

1. Succession Planning Teams
On Sunday, September 18 at the 10:40 worship service, two teams were commissioned to help us prepare for the search of our next senior pastor.

The Transition Team is a group that will function until our next pastor is called. They are responsible for ensuring that:

• our congregation’s key ministries continue
• the Church Assessment Tool, a part of the process brought by Russell Crabtree, is completed by a vast majority of the congregation
• effective and regular communication about the transition process is offered the congregation
• adopted recommendations of the succession plan are implemented

Members of the Transition Team are Ellen Bowers (co-chair), Marge Cater, Jeff Crandell, Sandy Hauter, Leann Henry, Bonnie Loeser (co-chair), Larry Williams

The Vision Team will build off the existing call, vision, and mission statements to determine

• broad strategies to fulfill existing goals of the congregation
• new strategies and goals for the congregation’s future
These goals and strategies will provide the search committee a framework for the skills and interests that our new pastor will need to have to lead the congregation into our future. The group will begin to meet in October and their work will be concluded by January.

Members of the Vision Team are Lynn Adkins, Peter Hildebrandt, Eric Klinger, Kerry McMurray, Jenni Miller, John Miller, Al Palmer (chair), Les Schultz, Nancy Settles

2. Leadership Clarity Assessment
Congregational leadership has been offered the chance to take the Leadership Clarity Assessment to provide Russell and the leadership a sense of how the congregation views our current ministries and transition. This information will be utilized at the Foundations Retreat.

3. Foundations Retreat
A Foundations Retreat will be held for Cabinet, Transition Team, and Program Staff on October 14-15. The retreat will be led by Russell Crabtree and provide these congregational leaders the opportunity to create a clear plan for the coming months.

4. Church Assessment Tool
Following this retreat, the congregation will receive more information about Congregational Assessment. Every member of the church will be asked to take this survey. More information to come!

5. Pastor Search Committee
A sub-committee of Cabinet has been working to identify members to serve on the Pastor Search Committee. A nominations form can be found in this Intercom. Please return all nominations to the church or email Sue Crescitelli by October 10 for your nomination to be considered. The proposed slate of members for the committee will be presented to the congregation in late October.

Transition Expectations by Pastor Luke

I have had the privilege and honor to be your associate pastor for about a year now.

I am proud to say that I served under and learned from Rev Bill and the staff he has put together.

In the many meetings since his death, I have learned many things from the ministry team and their knowledge, experience, and history with this church. Susan Rowland Miller and Al Palmer have really helped me understand the need and process of transitions in new ways.They also pointed out that there are at least two experiences and expectations of transitions held in this congregation.

On one hand we have the "old guard" here at Sylvania. They were here when The Rev. Sanford Souers was here and experienced the last transition to Pastor Bill. Al notes that it took a matter of months to find both Pastor Souers and Pastor Bill. So the old guard knows what they want, who they are, and who they want (as in what type) as pastor.

On the other hand we have people who came from Pilgrim church (whom I’ll call “Pilgrim People” here, for the sake of brevity). They have had a bad experience in their last transition and do not have a whole lot of confidence in consultants.

Thus we have two competing expectations in our congregation.

I think the route that is being taken now is a good middle ground for these two views on transition. It makes sure that the work that needs to get done get's done. That way we are not jumping into anything, but that we're clear on who we are and what we want. I think this will appease the Pilgrim People yet the process is fast; much faster than the traditional interim process which will make the Sylvania "old guard" feel comfortable.

I have full confidence in this process mainly because I have full confidence in our people here. Both Pilgrim People and Sylvania OG's as well as those who don't fit in either category are smart people open to new ideas and ways of doing things. That will serve us in the coming weeks and months ahead. I am really excited to see what this brings!

-Luke

A quick note: It is not my intention to say we have two separate congregations and there is some division between those who came from Pilgrim and those who have been life-long Sylvania members. I have not experienced any divide nor do I see any difference.

We are one congregation and that has been my experience from the start.

What I was trying to point out was the past histories we all bring to the table. To get anywhere, we must acknowledge what we're expecting in the present moment and that stems from where we have been in the past.

There is no them and us, there is only us with our diverse histories within this shared experience of this transition.