Display Slide # Introduce yourself There are several option for a church to consider during the transition time between pastors. One of those is Intentional Interim Ministry. I want to make a presentation about that process and then allow plenty of time for discussion.
Display Slide # We want to define a couple of terms so that we all are speaking the same language.
Display Slide # First, what is Intentional Interim Ministry?
Display Slide # Continue with definition
Display Slide # Second, who is this person we call an Intentional Interim Minister?
Display Slide # This and the following slide are provided for the facilitator based upon the information that has already been shared with the congregation and the amount of time available for the presentation. There are several reasons a church might want to consider engaging in this ministry. The more reasons that resonate with your congregation, the stronger the need for you to consider this process.
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Display Slide # The original research that led to the development of Intentional Interim Ministry discovered that there are eight stages that every church goes through during the interim time. It does not matter what denomination, size of church, or reason for being in an interim time. These stages are sequential, and how well a congregation processes one stage will determine how well they process the next one.
Display Slide # Explain the wilderness journey map, highlighting the three periods of endings, in-between times, and new beginnings . While this seems to be a rather simple statement, the truth is, most churches want to move from endings directly to new beginnings. Most congregations want to “skip over” the in-between time because they consider this to be non-productive time and because they are anxious to get a new pastor.
Display Slide # Ask for examples of a wilderness experience in the Old and New Testaments to illustrate that life is made up of a series of such journeys, both individually and corporately. Even though this is not a comfortable time because there are so many unknowns and therefore high anxiety, this time period has often proven to be one of the most important times in the life of the church.
Display Slide # Termination The interim journey begins with an ending. Someone decides that the pastor should leave the congregation’s leadership. Circumstances are dramatically different if the pastor makes this decision over time as compared to a decision by the church or denomination to ask for the pastor’s resignation. But, for whatever reason, this individual is no longer the pastor and therefore that particular “role” relationship ends.
Display Slide # No matter the circumstances, whenever a pastor leaves at least four attitudes are present in the congregation. Those who love the pastor are devastated that the pastor is leaving. The energy level for those with this attitude is very low, and the threat of pastoral change is very high. Those who are rejoicing that the pastor is going. This attitude is a source of energy. People who are ready for the pastor to leave are ready to serve the church and move it forward. They do not understand or appreciate the feelings of grief that others may be expressing. Those who are confused. People with this attitude do not understand why the pastor is leaving. They may not even know that the pastor is gone. This attitude represents a fair number of people in any church. They do not know what is going on. Those who recognize life-cycles: there are constantly new beginnings and endings; they may be sad or they may be happy, or they may even be confused, but they know it is a normal process of life.
Display Slide # Direction Finding: Eventually, the confusion is lessened, church leaders consider their options and recommend a direction for the church. Note that this is where this particular church is right now – looking at their options for the interim time.
Display Slide # Self Study During the interim time there is an excellent opportunity for the church to be introspective and ask the question, “What purpose do we have in the Kingdom of God?” This is a time of spiritual discernment as the people wrestle with their corporate identity. The congregation builds a church profile The congregation must also ask itself, “where are we going?” What is God nudging this community of faith to do in their particular field of ministry, and then globally? This, then, defines the kind of pastor who will be needed to lead the journey. Consequently, the congregation builds a pastor profile.
Display Slide # Search and Negotiation The next two stages of the interim time (Search and Negotiation) are the responsibility of the Pastor Search Committee. The gathering of resumes, interviewing candidates and checking references is done in confidence. The church is waiting on the PSC to complete their work. This often means that the church feels and acts as if it is in a holding pattern. However, it also is a time of new excitement and new energy as the church now sees “light at the end of the tunnel.”
Display Slide # Call Finally, the PSC announces a candidate. The committee introduces the person to the church. Following an opportunity to meet the prospect, the church makes a decision about a candidate. The candidate makes a decision about the church. If the decision is positive on all points, the congregation is on its way out of the wilderness of the in-between time and into an experience of the “Promised Land.”
Display Slide # Installation The installation of the new pastor normally marks the beginning of a honeymoon time between pastor and people and is an occasion for them to get acquainted with one other.
Display Slide # Start Up When the new pastor arrives, the church enters the eighth stage. Many of the church leaders will be very happy and quite tired. The church leaders have carried extra burdens during the interim time and most will gladly hand these responsibilities to the new pastor. If the beginnings go well, the church will soon forget all about the interim time. The days in the wilderness will fade and the joy of a new beginning spreads. The honeymoon time will lay the groundwork for years of significant ministry for the pastor and congregation. If the beginnings do not go well, then the pastor and people will soon be embroiled in conflict. Most often, the problems of the beginnings are linked to issues not resolved in the endings or in-between times. When a congregation engages themselves in a thorough self-study, it enhances the chances of smooth beginnings.
Display Slide # The focus of Intentional Interim Ministry is on process. It is a process that will help a congregation clarify: who they are who God is calling them to be how they can get to that point. Basically, the interim time is a period of discovery and rediscovery and is aided by engaging the congregation in five distinct, yet related tasks. In contrast to the “stages,” the tasks are not linear and they are not sequential. Rather, they are systemic and interactive.
Display Slide # We place these tasks under the “self study” stage. The significance here is that this study process take place before the PSC begins its work. The purpose of the study is to develop a profile of the congregation and a profile of a pastor. It does not make sense, in fact it is counterproductive, to be actively searching for a pastor while the congregation is establishing clarity of purpose and call (in order to share that mission/vision with candidates), as well as determining what kind of leader is needed in order to reach that mission/vision (the purpose of the search itself). In the truest sense, the interim time is a time of deep spiritual discernment and yearning for the continued presence and guidance of the Holy Spirit. Emphasize that these are not steps. IIM is a process, not a program, and the tasks are systemic – that is, they are interrelated. Nevertheless, we take time to focus on each of the tasks at different points in the process.
Display Slide # Coming to Terms with History Every congregation is shaped and formed by its past, but should not be held hostage to it. All churches have creative and energizing experiences, as well as those that cause a depletion of resources. The transition time is an excellent opportunity to take an objective look at a congregation’s history and allow it to become a platform on which the membership moves forward into the future.
Display Slide # Examining Leadership and Decision Making Concerns When the primary leader (pastor) of the congregation changes, there will be shifts in lay leadership. When the pastor leaves, the people who have been cultivated into leadership by the pastor often feel hurt and are not sure if they want to expose themselves to more traumas by staying in leadership. Sometimes they are burned out and need a sabbatical. Consequently, these persons often move out of leadership roles. On the other hand, those who disagree with the pastor tend to stay away from key leadership positions during the pastor’s tenure. Therefore, when the pastor departs, these individuals see it as an opportunity to influence the future of the church. They are energized by that idea and are both ready and willing to accept leadership roles. Consequently, the concern of the intentional interim process is to keep those shifts in balance and let everyone know what is happening and why. Another area related to this task is developing a clear understanding about the methods that a congregation uses to make decisions. The system needs to be an open system and one that creates an environment that honors and maximizes diversity.
Display Slide # Looking at Denominational/External Relationships Loren Mead’s research revealed that “the ordinary life of the church goes on in the congregation with little or no relationship to the denomination.” However, rich resources are available through denominational offices, and congregations that stay in touch with their outside resources are generally healthier. Consequently, he determined that the interim time presents a natural opportunity for the congregation to be introduced or reintroduced to the denomination. Lay leaders can see for themselves who and what these resources are, irrespective of how the last pastor related to them. For many churches, particularly Baptist congregations, this has become the most controversial of all of the Developmental Tasks, because Baptists do not have much of a denominational structure when compared with mainline churches. In fact, the conflict and controversy among Baptists have increased concern by both interim ministers and laity about the wisdom of even engaging in this developmental task. However, this may be one of the most important things a congregation does to bring clarity for the calling of the next pastor.
Display Slide # Clarifying the Congregation’s Identity Over time, congregations tend to develop a self-image that is based on something other than current reality. Further, members often identify the church in relationship to their pastor. Most churches are perfectly content to hang on to this self-image until something comes along to force them to bring it into question. The interim time becomes that ideal opportunity for a congregation to take a fresh look at reality and ask the question, “Who are we?” versus “Who do we think we are?”
Display Slide # A Commitment to New Clergy Leadership and the Future The purpose of the intentional interim time is to help the church become a healthier community of faith as they call someone to be their new installed pastor. In reality, then, the Transition Team and congregation are working on this task from the very beginning of the interim period. The work that is done in the transition time helps the congregation select a person who fits the needs for the next stage of the congregation’s ministry and mission. From a very practical sense, this is the last task to be “officially” addressed and is still in process after the intentional interim minister leaves and the new pastor arrives on the scene.
Display Slide # This is what the entire concept looks like!
Display Slide # Define Transition Team.
Display Slide # Define Transition Team.
Display Slide # Discuss objectives of the Transition Team
Display Slide # There are five main distinctives between Intentional Interim Ministry and any other approach to the interim time.
Display Slide # Continue presenting the distinctives.
Display Slide # Describe the benefits of calling an Intentional Interim Minister.
Display Slide # Continue describing the benefits of calling an Intentional Interim Minister.
Display Slide # Continue describing the benefits of calling an Intentional Interim Minister.
Display Slide # Invite a time for questions and dialogue with the participants Typical questions are: How much does it cost? [negotiate from the package of the last pastor] How long does it take? [6 to 9 months for tasks; 6 to 9 months for the search] Do you send us someone or do we get to choose the person? [names of trained IIM are shared with the church; the church calls the interim] What are the disadvantages of this process – why do some churches decide NOT to engage in IIM? High anxiety – “What are we going to do without a real preacher” Cannot find someone who they think can do the job Want to use the transition time to save money – build up a reserve fund Mistakenly think this process is only for “troubled” churches Someone has told them that this ministry is about getting the church to leave the denomination.
Display Slide # Contact for further information
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Intentional Interim Presentation Slides
INTENTIONAL INTERIM MINISTRY Center for Congregational Health® 1
Definitions Center for Congregational Health® 2
Intentional Interim Ministry... is a process: intentionally adopted by congregation aimed at discovering/discerning/clarifying God’s will and direction is a decision to use transition period for spiritual growth involves in-depth self-study Center for Congregational Health® 3
Intentional Interim Ministry... requires self-study before Pastoral Search Committee begins working uses a Transition Team to guide work . Center for Congregational Health® 4
An Intentional Interim Minister… is an experienced, ordained minister completes specialized training on dynamics of transition: Over 85 classroom hours Includes a five-month period of supervised fieldwork functions as church’s senior pastor - preaching, teaching, pastoral care and administration equips and guides Transition Team . 5
Primary Reasons To Consider Intentional Interim MinistryThe Church… has experienced the departure of a beloved pastor who served ten or more years has a nucleus of lay leaders who recognize a loss of direction or meaning for the church anticipates the next installed pastor being at least a generation younger than the departing pastor Center for Congregational Health® 6
Primary Reasons To Consider Intentional Interim MinistryThe Church… has seen average worship attendance drop by 35 percent or more during the last few years forced the last pastor to leave encountered misbehavior by a former pastor knows there is destructive conflict within the congregation or its staff experienced conflict between the congregation and the former pastor . Center for Congregational Health® 7
The Stages of Intentional Interim Ministry Center for Congregational Health® 8
The Stages of Interim Ministry Endings In Between Times New BeginningsDis-enchantment Re-enchantmentDis-identification Re-identificationDis-organization Re-organizationDis-engagement Re-engagement Center for Congregational Health® 9
The Stages of Interim Ministry Endings In Between Times New BeginningsDis-enchantment Re-enchantmentDis-identification Re-identificationDis-organization Re-organizationDis-engagement Re-engagement THE WILDERNESS JOURNEYOLD TESTAMENT NEW TESTAMENT EXAMPLE EXAMPLE 10
The Stages of Interim Ministry Endings In Between Times New BeginningsDis-enchantment Re-enchantmentDis-identification Re-identificationDis-organization Re-organizationDis-engagement Re-engagement Closure • Relationship of Pastor to people is ended 11
The Stages of Interim Ministry Endings In Between Times New BeginningsDis-enchantment Re-enchantmentDis-identification Re-identificationDis-organization Re-organizationDis-engagement Re-engagement Closure • Relationship of Pastor to people is ended • Four groups of people: devastated, elated, confused, recognize “cycles of life .” 12
The Stages of Interim Ministry Endings In Between Times New BeginningsDis-enchantment Re-enchantmentDis-identification Re-identificationDis-organization Re-organizationDis-engagement Re-engagement Closure Direction Finding What are the church’s options ? 13
The Stages of Interim Ministry Endings In Between Times New BeginningsDis-enchantment Re-enchantmentDis-identification Re-identificationDis-organization Re-organizationDis-engagement Re-engagement Closure Direction Finding Clarifying Identity• Defining the church’s identity (Church Profile)• Defining the kind of pastor needed to lead the church (Pastoral Profile) . 14
The Stages of Interim Ministry Endings In Between Times New BeginningsDis-enchantment Re-enchantmentDis-identification Re-identificationDis-organization Re-organizationDis-engagement Re-engagement Closure Direction Finding Clarifying ID Negotiation Search • Pastoral Search Committee: – Gathers resumes – Interviews candidates – Checks references • Establish terms of call . 15
The Stages of Interim Ministry Endings In Between Times New BeginningsDis-enchantment Re-enchantmentDis-identification Re-identificationDis-organization Re-organizationDis-engagement Re-engagement Closure Direction Finding Call Clarifying ID Negotiation Search The PSC introduces a candidate The church makes decision Candidate makes decision The congregation moves out of the “wilderness” and heads to Promised Land . 16
The Stages of Interim Ministry Endings In Between Times New BeginningsDis-enchantment Re-enchantmentDis-identification Re-identificationDis-organization Re-organizationDis-engagement Re-engagement Closure Installation Direction Finding Call Clarifying ID Negotiation Search Marks the beginning of the honeymoon period between the pastor and the people . 17
The Stages of Interim Ministry Endings In Between Times New BeginningsDis-enchantment Re-enchantmentDis-identification Re-identificationDis-organization Re-organizationDis-engagement Re-engagement Startup Closure Installation Direction Finding Call Clarifying ID Negotiation Search A time of new beginnings . 18
The Five Focus Points Of The Self-Study Center for Congregational Health® 19
The Stages and Focus Points of the IIM Endings In Between Times New BeginningsDis-enchantment Re-enchantmentDis-identification Re-identificationDis-organization Re-organizationDis-engagement Re-engagement Startup Closure Installation Direction Finding Call Clarifying ID Negotiation Search Five Focus Points 20
The Focus Points of Intentional Interim Ministry Endings In Between Times New BeginningsSelf Study Heritage 21
The Focus Points of Intentional Interim Ministry Endings In Between Times New BeginningsSelf Study Heritage Leadership 22
The Focus Points of Intentional Interim Ministry Endings In Between Times New BeginningsSelf Study History Connections Leadership 23
The Focus Points of Intentional Interim Ministry Endings In Between Times New BeginningsSelf Study Mission Heritage Connections Leadership 24
The Focus Points of Intentional Interim Ministry Endings In Between Times New BeginningsSelf Study Future Mission Heritage Connections Leadership 25
The Stages and Focus Points of IIM Endings In Between Times New BeginningsDis-enchantment Re-enchantmentDis-identification Re-identificationDis-organization Re-organizationDis-engagement Re-engagement Startup Closure Installation Direction Finding Call Clarifying ID Negotiation Search Future Mission Heritage Five Focus PointsConnections Leadership 26
The Transition Team Defined Trusted and respected leaders selected to guide process Spiritually wise leaders Microcosm Model for congregation - looking for God’s movement, will, purpose 27
The Transition Team Defined Group to whom the IIM is responsible Determines when church is ready for search Critical strategy - congregation’s work New group life . Center for Congregational Health® 28
The Transition Team Objectives Become a safe, trusting, open group Customize process, tasks, and activities Facilitate congregation’s engagement in process Lead process - not “run” church . Center for Congregational Health® 29
Distinctives Of Intentional Interim Ministry Covenant Agreement: establishes an estimated time line and expectations for the interim time Self-Study: congregation focuses on five focus points aimed at discovering, discerning, and clarifying God’s will and direction for the church . 30
Distinctives Of Intentional Interim Ministry Transition Team: group of lay people who guide the congregation through the process Search: the Pastoral Search Committee begins work when self-study completed Reflections: a review lead by an outside facilitator with the Team and Interim at the end of the process . 31
Benefits Of Calling An Intentional Interim Minister Assists church in seeking to discover, discern, and/or clarify God’s will and direction Leads congregation through introspective experience who are we who do we think God wants us to be Prevents backlog of pastoral needs 32
Benefits Of Calling An Interim Ministry Specialist Provides stability during a period of change Helps church visualize change Maintains momentum Sustains ongoing ministries and programs Helps identify and deal with unresolved issues Serves as a catalyst for healing Facilitates grieving process Center for Congregational Health® 33
Benefits Of Calling An Interim Ministry Specialist Reduces urgency of Pastoral Search Committee Provides Pastoral Search Committee with pertinent search information . Center for Congregational Health® 34
Questions?? ?? ? ?? ? ? ?? ? ? Center for Congregational Health® 35
Contact Information Karl F. Fickling, Ph.D. Pastorless Church Consultant Intentional Interim Ministry FacultyBaptist General Convention of Texas 214/887-5491 office 972/765-3362 cell email@example.com 36
COPYRIGHT INFORMATIONThe copyright to the material in this presentation is held by the Centerfor Congregational Health®. Purchasing this product permits the buyerto use the material for work with congregations relative to interimministry. Transparencies may be made and handouts may be given tomembers of a local congregation provided: • The use is for educational purposes only • The material is distributed free • The copies include the notice: “Copyright 2002 – Center for Congregational Health®.For any other use, advance permission must by obtained from the: Center for Congregational Health® Medical Center Blvd. Winston-Salem, North Carolina 27157-1098 Telephone: 336.716.9722 Fax: 336.716.9875 E-mail: firstname.lastname@example.org Visit our Web site at: www.healthychurch.org 37
Interim Ministry NetworkInterim Ministry Network5740 Executive Drive, Ste 220Baltimore, MD 21228410-719-0777Cynthia@imnedu.orghttp://www.imnedu.org/links.htm Center for Congregational Health® 38