John, if I understand you correctly, your council is accustomed to asking for a majority vote from the congregation when there is a simple yes/no decision at hand (budget, salaries, building projects, etc.). However, in the case of office bearer elections the situation is more complicated because the congregation is asked to select a number of candidates from a larger field of candidates. You're asking, then, if council might place into office those who simply gain the highest plurality of votes from the congregation (eg. 35% or 45% of the congregation’s votes).
I'd like to move from the general to the specific as I think about this with you. In general, councils are wise to place in office those whose God-given gifts for ministry are recognized by the congregation and affirmed by the congregation’s leadership, the council. The church order operationalizes this principle when it says that the council is obligated to “seek the cooperation of the congregation” in the selection of office bearers (CO article 37). Beyond that limited guidance church councils are able to do whatever they think best.
If the council senses that having a plurality of the congregation’s vote is enough support for particular candidates (and sufficient "cooperation") then it may decide to require only a plurality rather than a majority (50% + 1) of the congregation’s vote. This would enable the council to simplify office bearer elections by reducing the potential number of votes required. However, a plurality of less than 50% might also result in less congregational confidence in a particular candidate’s call to ministry, especially if the plurality number is low. Of course, if the congregation has been able to provide an initial affirmation of all candidates’ readiness for ministry, perhaps by approving the slate of nominees, then this concern is mitigated.
Another question for you to consider: Which approach, if taken this time, would be more likely to generate deeper confidence in the process now and broader participation next time?
If you would like to think more about this then please feel free to connect with me or my colleagues here at Pastor Church Resources ([email protected]).
Hello everyone! And many thanks for your thoughts re: conflict. Eric, special thanks to you for starting off the responses by engaging each of the questions, doing so with wisdom and clarity. So very helpful!
Let me add something to the mix: One of the other tools that can be helpful when facing conflict is "both/and" thinking as opposed to "either/or" thinking. In other words, you might try to identify the polarities that shape the conflict and then try to understand how to manage those polarities (both/and) rather than choose between them (either/or).
Let's break this down a bit: A polarity is a pair of values that might seem to be in opposition to one another but could instead be seen as values to be held in tension with one another. It's like breathing, You can't either breathe in only or breathe out only. You must do both if you want to stay healthy!
Grace and Truth form a polarity. You can't do only one of these two values and remain healthy. You must have both. John tells us, in John 1:14, that Jesus came full of both grace and truth. The rest of us are wise to try and follow his lead.
Tradition and Innovation form another polarity. If you aim for only one of these two values then you'll experience limitations in your ministry and alienation from people who might aim for the other value. If you allow for the two value to co-exist in tension with one another then you get to experience the best of both and remain in partnership with other people.
Inreach and Outreach form yet another polarity. Identify what challenges or problems occur when you focus only on one of these values and try to notice when those challenges or problems occur in your setting. If you see those challenges or problems arising then you'll know that it is time for the group to adjust its focus more toward the other value. For example, groups that focus too much on inreach (taking care of their own people) often experience people who become very concerned about small issues. If you notice that happening then it is time to ask if your group is leaning too heavily into the work of caring for the concerns and desires of those within and not paying enough attention to the concerns and desires of those beyond the group.
Here are some additional polarities to think about:
Here at Fairway CRC in Jenison, Michigan, we will hold a "Trunk or Treat" event on the Saturday prior to Halloween. On October 28 we'll have a couple dozen cars/pickup trucks lined up for kids-- complete with funny or interesting displays and, of course, candy. There will also be games to play, a tractor ride around the campus, and food for everyone inside the building. We will try to do a better job this year of collecting contact information from our guests so that we can contact them later with events and ministries of the church. Last year we had about a thousand people come to the event, and it was a way for us to say to the community that we want relationships with people beyond our church's membership.
We decided to do this last year for the first time because people on our long range planning team had grown tired of talking and wanted to lead the church into an event that everyone could get behind. We realize the shortcomings of a "come and see" event like this but also sense that it is a way to say "Welcome" to people outside of our church.
Thanks for your question, Pete. No, there wasn't conversation about having spouses sign separation agreements. On one hand, the separation agreement template, as it stands, governs only the ongoing relationship of a (former) pastor and a council. There is no need, technically speaking, for a spouse to sign it as well, even if a spouse has been involved in the conversations that produced the separation agreement. On the other hand, I suppose councils could adapt the template so that spouses are bound by it as well (and then asking those spouses to sign the agreement). They might opt to do that after observing a spouses' public expressions of false statements about the church, the council, or particular council members. In any case, we see again the need for what we read about in the new introduction to the template: A separation that is characterized by love, respect, and care for one another.
Took me a while, Keith, but I saw your reflections just now, and want to respond with thanks for sharing them. Stay tuned...there will be more articles in the new year related to this important transition, the transition into later career and retirement. I'll be dealing with some of the spiritual, emotional, and relational issues, as well as more practical matters such as when and how to make known your plans for retirement. Grace and peace to you! Dave
Posted in: Suggestions for Pastors Ministering in a Covid-19 Environment
Thanks for posting the invitation to the group, Bill.
Posted in: Are There Examples/Samples for CRCNA Bylaws?
John, if I understand you correctly, your council is accustomed to asking for a majority vote from the congregation when there is a simple yes/no decision at hand (budget, salaries, building projects, etc.). However, in the case of office bearer elections the situation is more complicated because the congregation is asked to select a number of candidates from a larger field of candidates. You're asking, then, if council might place into office those who simply gain the highest plurality of votes from the congregation (eg. 35% or 45% of the congregation’s votes).
I'd like to move from the general to the specific as I think about this with you. In general, councils are wise to place in office those whose God-given gifts for ministry are recognized by the congregation and affirmed by the congregation’s leadership, the council. The church order operationalizes this principle when it says that the council is obligated to “seek the cooperation of the congregation” in the selection of office bearers (CO article 37). Beyond that limited guidance church councils are able to do whatever they think best.
If the council senses that having a plurality of the congregation’s vote is enough support for particular candidates (and sufficient "cooperation") then it may decide to require only a plurality rather than a majority (50% + 1) of the congregation’s vote. This would enable the council to simplify office bearer elections by reducing the potential number of votes required. However, a plurality of less than 50% might also result in less congregational confidence in a particular candidate’s call to ministry, especially if the plurality number is low. Of course, if the congregation has been able to provide an initial affirmation of all candidates’ readiness for ministry, perhaps by approving the slate of nominees, then this concern is mitigated.
Another question for you to consider: Which approach, if taken this time, would be more likely to generate deeper confidence in the process now and broader participation next time?
If you would like to think more about this then please feel free to connect with me or my colleagues here at Pastor Church Resources ([email protected]).
Posted in: When to Say Goodbye: Tips for Leaving a Ministry Position with Dignity
For additional information about/for pastors in transition please see the Thrive webpage crcna.org/pcr/pastors/pastors-transition
Posted in: Elders and Conflict
Hello everyone! And many thanks for your thoughts re: conflict. Eric, special thanks to you for starting off the responses by engaging each of the questions, doing so with wisdom and clarity. So very helpful!
Let me add something to the mix: One of the other tools that can be helpful when facing conflict is "both/and" thinking as opposed to "either/or" thinking. In other words, you might try to identify the polarities that shape the conflict and then try to understand how to manage those polarities (both/and) rather than choose between them (either/or).
Let's break this down a bit: A polarity is a pair of values that might seem to be in opposition to one another but could instead be seen as values to be held in tension with one another. It's like breathing, You can't either breathe in only or breathe out only. You must do both if you want to stay healthy!
Grace and Truth form a polarity. You can't do only one of these two values and remain healthy. You must have both. John tells us, in John 1:14, that Jesus came full of both grace and truth. The rest of us are wise to try and follow his lead.
Tradition and Innovation form another polarity. If you aim for only one of these two values then you'll experience limitations in your ministry and alienation from people who might aim for the other value. If you allow for the two value to co-exist in tension with one another then you get to experience the best of both and remain in partnership with other people.
Inreach and Outreach form yet another polarity. Identify what challenges or problems occur when you focus only on one of these values and try to notice when those challenges or problems occur in your setting. If you see those challenges or problems arising then you'll know that it is time for the group to adjust its focus more toward the other value. For example, groups that focus too much on inreach (taking care of their own people) often experience people who become very concerned about small issues. If you notice that happening then it is time to ask if your group is leaning too heavily into the work of caring for the concerns and desires of those within and not paying enough attention to the concerns and desires of those beyond the group.
Here are some additional polarities to think about:
Management and Leadership
Thorough Process and Nimble Action
Clergy Leadership and Lay Leadership
Call and Duty
Posted in: What Does Your Church Do With Halloween?
Here at Fairway CRC in Jenison, Michigan, we will hold a "Trunk or Treat" event on the Saturday prior to Halloween. On October 28 we'll have a couple dozen cars/pickup trucks lined up for kids-- complete with funny or interesting displays and, of course, candy. There will also be games to play, a tractor ride around the campus, and food for everyone inside the building. We will try to do a better job this year of collecting contact information from our guests so that we can contact them later with events and ministries of the church. Last year we had about a thousand people come to the event, and it was a way for us to say to the community that we want relationships with people beyond our church's membership.
We decided to do this last year for the first time because people on our long range planning team had grown tired of talking and wanted to lead the church into an event that everyone could get behind. We realize the shortcomings of a "come and see" event like this but also sense that it is a way to say "Welcome" to people outside of our church.
Dave Den Haan, pastor, Fairway CRC
Posted in: Who Gets to Say What, to Whom? New Separation Agreement Template
Thanks for your question, Pete. No, there wasn't conversation about having spouses sign separation agreements. On one hand, the separation agreement template, as it stands, governs only the ongoing relationship of a (former) pastor and a council. There is no need, technically speaking, for a spouse to sign it as well, even if a spouse has been involved in the conversations that produced the separation agreement. On the other hand, I suppose councils could adapt the template so that spouses are bound by it as well (and then asking those spouses to sign the agreement). They might opt to do that after observing a spouses' public expressions of false statements about the church, the council, or particular council members. In any case, we see again the need for what we read about in the new introduction to the template: A separation that is characterized by love, respect, and care for one another.
Posted in: Creating a Timeline: A Month-by-Month Guide for the Transition to Retirement from Ministry
Took me a while, Keith, but I saw your reflections just now, and want to respond with thanks for sharing them. Stay tuned...there will be more articles in the new year related to this important transition, the transition into later career and retirement. I'll be dealing with some of the spiritual, emotional, and relational issues, as well as more practical matters such as when and how to make known your plans for retirement. Grace and peace to you! Dave