shared leadership: the staff/re committee partnership presented by patricia infante, regional faith...
TRANSCRIPT
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Shared Leadership: The Staff/RE Committee Partnership
Presented byPatricia Infante, Regional Faith
Development Consultant, CERGJan Gartner, Lifespan Faith Development
& Youth Ministries Consultant, OMD
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Webinar Basics
Top Menu Bar: Emoticons Message Box
Right side of screen: Attendees Message Box
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Lighting Our Virtual Chalice
The deep and abiding reality – the reality we do not invent, the reality we really have to cope with – is that we are interconnected beings born in and for community.
If that is true, and surely it is, then leadership is everyone’s vocation, and it is an evasion to claim that it is not. When we live in the close-knit ecosystem called community, everyone follows and everyone leads. Leadership, I now understand, simply comes with the territory called being human.
~Parker Palmer
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Overview
Welcome & Introductions Healthy Relationships Communication Shared Leadership & Shared
Responsibility Covenant
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Introductions
Please introduce yourself by sharing the following: Name Congregation Name Your role/job in the congregation Congregation Size & Approximate RE
Enrollment
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What does your DRE/RE committee relationship look like?
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Healthy Relationships In healthy congregations, people
respond graciously and truthfully (rather than judgmentally or secretively)
In healthy congregations, people develop caring relationships (rather than willful transactions)
In healthy congregations, people empower others (rather than dominate or cure them)
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Essentials of Building Good Relationships Clarity in documents, Contract, Job
Description, Program Assessment & Evaluation responsibilities
Clarity in who does what task when Rotation System for volunteer Lay
Leaders Financial and Public Support from Board
Leadership Cooperation and interaction with other
standing committees of the church Support of the minister
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When Roles Overlap
Religious Educator
Lay LeadersMinister(s)
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Healthy Communication
Truth-telling Willingness to discuss difficult
issues Staying connected through conflict Understanding boundaries Respecting Confidentiality
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Problematic Communication Quandaries
Rumors – misinformation Gossip – may be accurate but spread
outside of established communication channels
Exposure – revealing too much information that would be considered socially appropriate
Leaking – information is released intentionally, without regard to covenants or established boundaries
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The Elephant in the Room
Every congregation has an issue that is difficult to talk about.
Do you believe that people’s functioning will improve if they know the truth?
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Shared Leadership
No single right way to share leadership
Partnership may change over time Clarity is important Blurriness, flexibility can be good;
best if made explicit
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A good partnership:
Provides checks and balances Gives multiple perspectives Strengthens decisions Offers flexibility Distributes workload Is mutually supportive, synergetic
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General function of Committee: (one or more may apply)
Advisory to staff: sounding board, additional eyes and ears
Decision-making: policy, vision, curriculum, etc.
Program support and implementation: consider portfolios, sub-committees
Other?
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General functionof staff member
Provide expertise and leadership as an accountable religious professional
Serve by carrying out the will of the congregation
This is a polarity! Both are true. Acknowledge the tension, need to balance.
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Authority of Leaders
Leaders (paid and volunteer) should be given a level of authority consistent with their level of responsibility.
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In thinking about how to share leadership, consider:
Staff hours Staff interests and talents Committee interests and talents Congregational culture and
systems Other?
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Sharing Responsibilities
How you might use the worksheet Remember that there is no right or
wrong way. The right way is the way that works for you.
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Alternatives to R.E. Committee
Standing teams (safety, curriculum, special events)
Ad hoc working groups (limited time, specific purpose)
Class leaders (for class-specific help and/or program/church events)
Other?
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Unitarian Universalism is a Covenantal Faith
We are a covenantal faith, not a creedal faith.
We share a covenant of how we try to be together, not a creed of what we all must believe together.
Rev. Thom Belote (adapted)
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A Covenant …
Is a statement of agreement about how we choose to be in relationship with each other.
Comprises promises, not rules. Is a framework of expectations. Is about behavior, not personality. Offers an opportunity to explore and
deepen our spirituality.
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Keeping the Covenant Alive
Keep it visible! Talk often about the covenant and
its meaning. Put the covenant on agendas. Review the covenant when there
are major changes in leadership.
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Keys to Success Remember: Conflict and disappointment is
inevitable!
Clarity to Acknowledge and negotiate overlap between roles
Communication
Covenant to help articulate Mutual acccountability Processes for correction An ujncerstanding of forgiveness The possibility of reconciliation
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Questions?
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Resources R.E. Road Map: An Administrative Guidebook
for Religious Educators; get order form from Cindy Leitner, [email protected]
“Congregational Freebies” on Connie Dunn’s website, including Religious Education Timeline and Religious Education 101: http://www.uustoryteller.com/free.htm
The Search for Religious Education Leadership: http://www.uua.org/documents/ellenwoodpat/re_leadershipguide.pdf
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A final word from Parker Palmer…
So, what does it take to qualify as a leader? Being human and being here. As long as I am here, doing whatever I am doing, I am leading, for better or for worse. And, if I may say so, so are you.
~Parker Palmer, “Leading from Within”