A call for questions ...

A call for questions ... and comments, thoughts, concerns and listeners who would just like to be kept in the loop about all the happenings at Sylvania UCC during the transition period. Much is going on right now in the life of the church and perhaps you've wondered what the status is of the various committees' work.

Our moderators, Sue Crescitelli and Russ Miller, are providing us with the opportunity to learn more about where we are on the journey, what progress has been made and what to look for in the months to come at a church-wide forum to be held Sunday, June 3, following the 10:00 am service. 

In Russ' words:

June 3 Congregational Forum -- Given the various processes and projects under way at this time in our church, congregational leadership felt that an open forum for the congregation would be timely and helpful to update the congregation on these various matters, and to seek input on those various matters. Accordingly, an open congregational forum has been scheduled for Sunday, June 3, 2012, following the 10:00 a.m. service.

At that time, representatives of Search Committee, Transition Team, Visioning Team, and Open and Affirming Study Group will be present to provide a brief update on the status of their efforts. Following each update, the forum will be opened for questions or comments on each respective area. The purpose of this forum is to provide and obtain information. This is an opportunity to include the congregation in the on-going conversation about issues of current concern to the membership. As matters requiring congregational approval are finalized, other opportunities to discuss final recommendations will be provided, and formal meetings will be scheduled to formally consider these matters.

Your attendance and participation on June 3 is encouraged.

-- Russ Miller

Thanks to Sue and Russ for organizing this forum and providing us with the opportunity to share our thoughts. Hope to see you there!

-- Bonnie 

A Hope and a Future! -- Information Session

A HOPE AND A FUTURE! is the title Carolyn Weese, consultant with Multi-Staff Ministries, gave to the report she prepared for Sylvania United Church of Christ following her nine-day visit with us in February.

Cabinet and the Transition Team have been reviewing and prioritizing the recommendations in the report, and subcommittees have been studying the suggestions and how they can best fit our needs and traditions at Sylvania UCC.

A Hope and a Future! is a positive report and stresses the importance of ALL our ministries, outreach and activities. It is the intention of the Transition Team to design proposals that will retain and support all our church's work.

Come learn about the report on Sunday, April 15, during the 9:20 - 10:20 am education hour. Members of the Transition Team will be there to present the findings and recommendations outlined in the report and to share our hopes for the future.

Bonnie

The CAT's stats and more

273 Letters of Authentication mailed to Sylvania UCC families on November 12, 2011

424 family members eligible to participate in the CAT survey

85 completed surveys as of 5:30 pm November 19th -- Day 6

1 can caffeine-free diet Coke to write this blog post

Have you taken the CAT yet? For the 20 to 25 minutes of time required to complete the assessment, we believe this is the most important thing you can do for our church right now. Your input is critical to help us guide Sylvania UCC into the future.

All eligible family members in a household should respond to the survey individually and file (i.e. submit) it separately. (We're not the IRS ... no joint filing option available on this return!) Multiple surveys can be filled out and submitted from the same computer. Who's eligible? All members of your household who are over the age of 16 and capable of responding to questions and are active participants in the life and worship of the congregation. Parents of members under the age of 16 are to determine if their child is capable of responding to the questions.

Are you more comfortable with pen and paper, has your computer crashed or gone haywire, or would you just like to 'get it done' while at church? That's fine, we have the perfect solution for you -- paper copies are available on the table in the gathering area. You can complete the survey on site or take it home and mull it over at your leisure (until November 30th that is). Return the survey to the collection box and the data will be entered anonymously.

While your individual assessment is confidential, the collective story will be shared with the congregation over the next several months. Watch for more information about The CAT's Meow (tentative name/working title/comic relief for those who can't let go of the theme) to take place on January 22 in the afternoon in Wright Hall, an opportunity to learn about our findings and recommendations.

The survey will close November 30, and we suggest considering doing it now before the Turkey Tryptophan syndrome kicks into high gear.

If you are one of the 85 who has completed the survey, we offer you a huge thank you. Your time and effort are greatly appreciated.

Questions, comments, suggestions or concerns? Please contact any member of the Transition Team and share your thoughts. Members' names can be found under the 'About the Blog' tab.

Happy Thanksgiving!

Bonnie

The Making of a Vision Statement

Artist rendering of our Transition Team
hard at work.

“A vision is the mental snapshot of a preferred future that serves as the source of guidance and inspiration to all of our actions.”¹

One of the first steps in succession planning is for the Transition Team to compose a vision statement that reflects our intentions for the process as we move through the months ahead in our search for a new pastor. “A vision for the succession process begins with the imagination.”²

As an exercise to help us get our imagination juices flowing and to discern our goals for the transition, we divided into five work groups of five to six people each at the Foundations Retreat, and each group created its own vision statement.

Interestingly, but perhaps not surprisingly, common elements and themes ran through all five versions. Concepts including communication with the congregation, transparency, engaging members to participate in the process, growth of our church community, a shared future with our new pastor, encouragement to develop new opportunities and ministries and a feeling of ownership of the process by members. The Transition Team then took these five statements and, incorporating the several common elements, constructed its own statement.

Artist rendering of our church feeling positive,
informed, involved, and secure (even though
they are standing in a bulls-eye).

So, without further ado, the unveiling of the team’s Vision Statement:

Our vision for the succession process is a positive experience in which our congregation feels informed, involved and secure; a process which provides healing from our loss, a clear focus on our mission and call, and that, building on the foundation of Christian community, leads us to our shared future with a new and
differently-gifted pastor.

Keeping these core values in mind -- and putting them into practice -- we will work together to navigate the transition process as we continue the journey.

¹ BridgeDesign® A Field Manual for The Elephant in the Boardroom, p. 14, Holy Cow! Consulting.

² BridgeDesign® Field Manual, p. 14.

We've Been Busy

The retreat took place in Wright Hall. Here's some of the
mess we made!

Russell Crabtree from Holy Cow Consulting led our retreat on October 14th and 15th. Members from the cabinet, transition and vision teams were there along with the church staff.

The upcoming posts will share some of the insights that Russell shared with us.

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.

Letter to the Congregation August 30, 2011

Dear Sylvania UCC Family,

We are writing to update the congregation since our last letter. In that letter, we relayed Cabinet’s decision to invite Russell Crabtree of Holy Cow! Consulting to come to the church for a day-long audit process. This invitation was offered in order to learn more from him about his succession planning process and the skills, tools, and experience he brings as a consultant.

Last Monday, August 22, Russell spent the day at our church. Throughout the day he met with members of the ministry team, staff, congregational leaders, and Cabinet. These discussions culminated in Russell presenting a proposal to Cabinet regarding both a process tailored to our congregation to follow through this period of transition as well as the ways in which he felt his services may be of use to the congregation.

After his presentation, Russell left and the Cabinet began the discussion of whether to accept this proposal. In order to provide time to check references and prayerfully consider the proposal, Cabinet met again after worship on August 28. After discussion on the 28th, Cabinet voted to accept this proposal.

The details of this proposal are below. The proposal was approved for a variety of reasons. The first, as we noted in the last letter, is that it provides the congregation a way to maintain the current pastoral leadership while also taking seriously the needed work to understand who we are and the type of leader we need for our future.

Cabinet was also impressed and excited by Russell Crabtree – in particular the experience, tools, and insight that he brings. With 20 years of experience as a pastor combined with an equal number in church consulting, Russell brings with him experience with many congregations and organizations. In addition, Russell specializes in Pastoral Succession Planning and brings with him unique assessment tools designed specifically for succession planning. His process as well as his tools and experience make him the perfect fit for our congregation in this time.

The proposal for our succession process will follow the following schedule:

September 12 Transition Team and Vision Team appointed by Cabinet

By September 30 Leadership Clarity Assessment taken by Cabinet and other leadership of congregation

Sept-Dec Vision Team works on updating Vision and Mission statements with new strategic goals

October 10 Approval of Search Committee by Cabinet in order to send nominations to congregation for election

October 14-15 Foundations Retreat led by Russell Crabtree; Retreat will be attended by Cabinet, staff, and Transition Team; Content will be training in succession planning, setting of a vision for this interim time, and identification of key asset ministries

Oct 16-Nov. 16 Church Assessment and Staff Assessment Tools offered for the congregation’s and staff’s input; This survey will be made available to all congregational members and regular worshippers

December 16-17 Finding Retreat led by Russell Crabtree. Retreat will be attended by Cabinet, staff, Transition Team and Search Committee. Retreat will focus on feedback from the Church and Staff Assessments.

January 2012 Search Committee will incorporate results of assessment tools into Church Profile. Interviews to begin by late winter/early spring. Search Committee will present recommended candidate to the congregation at appropriate time.

The succession process entails three major areas and teams who will lead or manage each area:

1. Transition Team: This group will manage the work that the congregation has that needs to occur between now and when a new pastor is hired. This group will make sure that either they or other groups in the congregation are ensuring that budget needs and revenue opportunities are being met, that there is a process by which the congregation can continue to grieve the loss of our pastor, that staff is supported and that a staffing plan for the future is in place, and that the key ministries of the congregation are continued. This group will also ensure that any directives learned from the congregational assessment are enacted.

2. Vision Team: Our vision and mission statement was written 10 years ago and updated goals were written 5 years ago. It is time for the congregation to again consider our direction and primary needs. Some of this will come from the congregational assessment. But a Vision Team will utilize these materials and learnings from the congregation to update our high-level strategic goals. This work will ensure that we are seeking a pastor who has skills that meet our current needs.

3. Search Committee: The Pastoral Search Committee will take the Critical Ministry Components learned from the congregational assessment and combine this will the Vision Team’s strategic goals in order to create an appropriate profile and then to interview candidates.

We realize that there are some in the congregation who expected a faster process. Twenty-five years ago when this congregation called Bill Chidester, seven months had lapsed between Sam Souers’ resignation and Bill’s starting. This process will only add a few months to our timeline but will allow us to reflect on what changes and future we would like for our congregation and how our leadership may need to be different in the future to respond to those needs. Bill’s tenure here was long and valued. Candidates will be looking to make sure that our congregation has thoughtfully addressed our grief and our hopes for the future. This process will provide that time and reflection.

Other questions and concerns that have been raised are addressed in the enclosed Q&A sheet. Please continue to raise any questions you might have with either of us, or any member of Cabinet.

We know that, once again, a letter can only convey so much information. To that end, we will again be holding an open congregational forum after the worship service on XX. In addition, we are also planning to begin a blog which will provide regular updates to Cabinet and each of the Team’s work. We will be regularly communicating through The Intercom and will be providing an updated visual timeline in the church gathering area in the near future.

We are grateful for the prayers and service that have supported our congregation through these last weeks. We look forward to our future together as we live out our calling as disciples.

In Christ’s Service,

Sue Crescitelli, Moderator Russ Miller, Vice-Moderator

Questions and Answers
Q How much will we be paying Russell Crabtree?

A The contract for consulting and assessment services is $7500 plus expenses (expected to be $1000). This includes Russell’s time, training, as well as the use of the Leadership Clarity Assessment, the Congregational Assessment Tool, and the Staff Assessment Tool. It also includes training resources for the Vision Team and the Search Committee (at no cost) and a Family Tree assessment which will provide the new pastor an understanding of the groups and relationships in the congregation.

Q Where will the $8500 come from?

A Current expenses of the pastoral staff are less than the amount budget for the Senior Pastor’s package (including salary/housing and benefits). There are funds in this year’s budget available to cover the fee and expenses.

Q Is Russell Crabtree a headhunter? Will he be recommending candidates for our next pastor?

A No. Russell will not be involved in the search process for our next pastor. The outcomes of the assessments will provide information for the Search Committee as they prepare the Church Profile.

Q How will the Transition Team, Vision Team, and Search Committee be formed?

A A group of Cabinet members, staff, and pastors has been formed to make recommendations to Cabinet for the persons to be on each team. The Transition Team and Vision Team will be appointed by Cabinet (hopefully by September 12). The Cabinet will receive recommendations for the Search Committee and then recommend to the congregation those names. The congregation will then have the right and opportunity to elect the Search Committee.

Q Will we be looking for an Interim Pastor?

A No. By following the Succession Planning Process and contracting with Russell Crabtree as our Succession Planning Consultant, we will not be searching for an interim Pastor. The current pastoral team will continue to provide worship leadership, pastoral care, and staffing of boards and committee.

Q What are the goals of this Succession Planning Process?

A 1. For the congregation to understand who we are now and who we want to be in the future (and therefore what type of leader we need)

2. To provide opportunities for the congregation to grieve Bill’s death and absence from our congregational life and to prepare for a new pastor coming to serve us

3. To allow lay leadership to lead the process and decisions during this period of transition, ultimately broadening those in leadership positions within the congregation

4. Address staffing needs for the future

5. Ensure administrative needs of the congregation now and for the future are met

Q Who is currently serving on Cabinet?

A Sue Crescitelli – Moderator Grace Bell – Outreach Ex Officio:

Russ Miller – Vice Moderator Jeanne Brockmyer – Personnel David Anderson

Susan Carlucci – Clerk Dennis Dewitz – Church Growth Luke Lindon

Bonnie Loeser – At Large Dave Finn – Trustees Kathy Tashima

Amy Turner-Morgan – At Large Lori Geisler – Children’s Ministries Cathy Hunter

Jacob Long – Youth At Large Brian Green – Stewardship Sally Mossing

Jan Merki – Diaconate Sharon McCord

Nancy Settles – Fellowship Sheila Banerji