This webinar visual presentation was designed to equip regional organizers for recruiting, identifying and promoting women or other marginalized peoples into leadership in a large protestant denomination.
Hard to do so at Annual conference Too big Too many people Almost impossible to develop leaders if we only work individually
Anonymity (it feels impersonal) Women are more likely to say YES if asked then to volunteer without prompting + women politicians on average need to be encouraged / asked 10 times before they will run +men will run on average ½ time – i.e. many run before ever being encouraged! ===nothing inherently wrong with either eagerness or with waiting, but if we value the unique perspectives that women bring, then we benefit from making it more likely capable women will be invited to serve
People I Know People I’m comfortable with
Provides the + Information about candidates in clear, concise format + Translate what the willing volunteers have to offer into language and format that nominations committees are CAPABLE of understanding + Add level of personal connection to applications
Many annual conference nominations teams already have a questionnaire, form or other way for people to express their desire in person. What a COSROW can offer is:
intentional recruitment of women, people of color, young adults, introverts and others who are less likely to volunteer themselves Recommendations Different questions Third party (liaison) objectivity
Who is looking for volunteers What do they value?
WHO Talk with Committee on Nominations, Lay leadership formation team, DCM, Bishop/Cabinet
What are you looking for in leaders? What experienced prepare leaders? What the best leader you ever had do? Assess strong committees and identify common factors Ask existing leaders what they imagine leaders are like use their descriptions to decide what materials and information to highlight Identify skills and attributes nominations looks for
Samples and Examples
TRANSLATION!!!!! HERE – ask people to translate into “plain language” first!
ADVERTISE, ENCOURAGE, RECRUIT
If event, Name so as to encourage the “need to be invited” possible description: learn more about what it’s like to serve on an Annual Conference Committees and how to serve; first time delegates, women, poc and minorities are encouraged to attend
If not, seek out recommendations, referrals.
If you recruit, remember two primary rules
(high investment – high response) The amount of time and effort you put into making an ask is noticed and seen by the person you are asking. Personal visit, phone call or handwritten note require a more-than-average investment in this fast, online world
Don’t pretend power differences do not exist. the truth is, that researchers have confirmed the more important a person is, the less likely they are to respond promptly to an email. Bosses answer emails to employees more slowly than employees respond to the bosses email. And this happens OUTSIDE of workplaces.
BUT if you are ignored by someone who thinks of themselves as “important” don’t despair! - Call their secretary and chat with them, call the bishop’s spouse instead of your bishop, contact the vice president of the UMW instead of the president. … contacting a person who isn’t in a position of visible leadership often merits better responses.
Who will be the people in the annual conference to ask to get the word out?
Who can help?
Whose news stories appear often? Which committees, churches, districts, individuals or ministry projects? INVITE THEM to participate, and to help!
Do not promise ANYONE that the talent bank will work Feel free to demand that any committee who reads the talent bank will respect the privacy of those within this can be written and signed if you’re worried.
For sample, email Audrey
Reminder: we do this because it’s what Jesus calls us to do.
The best way to become a resource for those looking for leaders is to ensure that the ones you recommend are respected for the work they do. This gives you a few options: Only recruit and include the most awesome, incredibly capable and phenomenally charismatic Include everyone and hope for the best Support the people you promote by offering them coaching and advice as needed.
Unwritten expectations Good Ol’ Boy Clubs (insular networks) Insufficient training and support Overburdened volunteers & staff Poor / non-existent relationships Fail to communicate logistics No mentors or coaches Forget or neglect to share history Maintain inside jokes and never decode acronyms No common communication portal
77 West Washington Street, Suite 1009 • Chicago, IL 60602 • 800.456.4900 • www.gcsrw.org • www.umsexualethics.org
Binders Full of Women
Creating and Utilizing a Talent
Why we need Binders
• Research & Create
How to Build a Binder
• With Whom and When
• Special Considerations
How to Share a Binder
Rinse & Repeat
• Profile Samples
• Talent Banks
• More Information
19Go therefore and make disciples of all nations,
baptizing them in the name of the Father and of
the Son and of the Holy Spirit.
Developing Principled Christian Leaders for
the Church and the World
The Four Areas of Focus of The UMC, 2012
Nancy Ditomaso, from “How Social Networks Drive Black
Unemployment” the New York Times May 5, 2013
Inequality reproduces itself because
[referrals are] typically reserved for people
who are “like me”: the people who live in my
neighborhood, those who attend my church
or school or those with whom I have worked
in the past.
Willing & Able
What you have to offer that is
• Skilled at asking:
– How to prevent exclusion
– How to increase hospitality
– How do we learn to respect difference
• Expand the network
• Alternative objectivity
• Different priorities
– Listen more thoroughly
– Interview or meet with participants
• Create Profile Template
• Recruit and Collect participants
– Interviews or Meetings
– Leadership Training
• Share the Binder
• Rinse and Repeat
– Time commitment
– Support to be offered
– High-capacity or
willing to train?
– Competent or
– Team oriented or self-
– Offer trainings
– Worship, Care,
– Spiritual leadership
– Social justice
– Personal piety
Step 2: Profile
• Create profile questionnaire
– Online or paper
– Email or form (google drive)
• Find the right questions
What is are your spiritual disciples and gifts?
Where are your passion and the work of the AC similar?
Which skills do you want to offer?
What do you want to learn or improve?
Where in the annual conference do you see need for change or
Which committees interest you?
Other Possible Questions:
• A list of skills
• Logistical considerations
– Mobility and transportation
– Child care
– Time of Day
– Technological capacity (meet by Skype, Google
hangout, conference call, Adobe Meeting etc)
• Current commitments (Boards, committees etc.)
and time to offer
Characteristic Rating Comments
Ability to work well with others
Personal motivation and initiative
Pride in one’s work
Please rate each characteristic between 1
and 10, with 1 being a low rating and 10
being a high rating
Skills and Abilities:
skills that you
have or would
like to develop:
Would like to
use this Skill
Would like to
or bible studies
Write at least five questions
to include in a questionnaire
In the files box, please
These two pdf’s will give you a
strong library of formats and
models upon which to build
your profiles and
Step 3: Collect & Recruit
• Timeline (Rolling or Deadline)
• Nominations / Leadership Deadline
• Meet on first day of Annual Conference
• At district pre-conference meetings
• Host district level workshops
• Enlist help from District Superintendents, UMW /
UMM officers, lay servant teachers, clergy, etc.
• Make it personal
– Have a conversation
– Individualize invitations
– Modify requests for
• Phone Calls
• Handwritten notes
• Personal visit
People will notice the time,
effort & vulnerability you put
into an invitation. Simply
increasing your level of
personal investment will
positively affect how people
respond to you.
What is communication like in
your annual conference?
Step 4: Compile & Design
• Create a Binder
– One page, or several for each participant?
– Sort by skill, interest, or experience?
– Simple list (sorted), list with blurbs, or one person per
Example: Short Blurbs
• Susan Keaton
– Susan is a lay, white, middle age, woman. She is in
communications professionally, has a daughter, and likes to read
novels on her commute each day.
• Elaine Moy
– Elaine is a lay, Chinese-American, middle age woman. She has
two sons and like to help them learn to bake. Elaine’s has great
passion for organizing, cleaning and is an accountant.
• Erin Kane
– Erin is a lay, white, young adult, woman. She has particular gifts
for details, archives, research and experience with community
organizing and anti-racism trainings.
• Becky Williams
– Becky is a lay, white, older adult woman. She has previous
experience on conference lay leadership teams, a passion for
spiritual direction, and particular skills in teaching and
One Page per Person
• Contact Information
• Compelling Skills
• Personal touch
• Reference or Recommendations
• Use back or page 2 for details, CVs/Resumes
and other information
How to Share a Binder:
• Meet with nominators in their space and time
• Explain how this helps them
– You may use slides from this presentation
– Share information about how
– Identify groups about whom we ask, “where are all
the (e.g. young people) ?”
• Remember the high-investment, high-response
• Discuss confidentiality and respect
Rinse and Repeat
• Evaluate the program regularly for improvement
• Update the binders annually
• Decide thoughtfully whether to roll over profiles
• SUCCESSION PLAN:
– Find someone in year 2 to assist you. Train them and
show them how to do what you. In year 3, let them
take the lead, and you be the assistant.
• Ask participants:
– How to improve profile
• Add or Subtract
• Length of Time to return
• Alternative methods of
– How to communicate with
• How often
• What information they
• Ask Nominators
– How to improve profile
• Additional questions
• Specific needs
• Ask Lead Volunteers
– What was difficult
– What support needed
– Who else to get involved
Let mutual love continue. Do not
neglect to show hospitality to strangers
for by doing that some have
entertained angels without knowing it.
I was thirsty and you gave me drink,
I was a stranger and you welcomed me.
Contribute to the needs of the saints;
extend hospitality to strangers.
19Go therefore and make disciples of all
nations, baptizing them in the name of the
Father and of the Son and of the Holy Spirit.
Then Peter began to speak to them: “I
truly understand that God shows no
partiality, but in every nation anyone
who fears God and does what is right is
acceptable to God.
• Only the very best
• Include all and hope
• Connect to mentors
• Insular behaviors
• Poor communication
• No training or support
• Unclear expectations