Every organization, whether it is a church, business, or social club, is a living system with many moving parts. Different elements interact with each other, thus influencing the rest of the system. No one element stands alone. So, when one element changes, the rest of the system is impacted.
For example, using the below model, if the leadership of an organization changes, the rest of the system is impacted. If the strategy of an organization is modified, the structures, processes, etcetera will naturally be impacted.
In church, managing change, communicating effectively, growing in numbers and vitality, and empowering leadership are key to creating a vibrant and sustainable community. However, rarely do these traits manifest organically. Rather, tools are implemented in order to lead the system into greater health.
Congregational development is the study of creating Christian communities to best emulate the Body of Christ for its members and the world. It leans on the tools and teachings of organizational development, along with integrating the fields of pastoral and ascetical theology, scripture, liturgy, church history, and spiritual practices. The blending of the disciplines of the church with organizational development assists in the creation of faithful, healthy and effective communities.
Last spring, I began a program with the Collaborative for Church Vitality, a two-year partnership with the Diocese of California and the Diocese of Northern California to become a skilled practitioner of Congregational Development. This effort was at the invitation of the Diocese and with the support of the vestry. The training is not just for clergy, but for lay leadership as well. The vestry and I will explore the value of sending a team of parishioners next year to increase our effectiveness.
The benefits of this program are far and wide, and St. James’ has already seen the fruits of the program. I am teaching the material to the staff periodically and to the vestry monthly. Together, we’ve learned about how we gather people into community through the “Gather-Transform-Send” model. Several times, I’ve used the “Gradients of Agreement” model to assess the readiness of a group to make a decision. The vestry is engaging in writing “charters” with each ministry team as a method of articulating our purpose and direction. These are just a few ways in which we’ve been able to apply this material in real-time to real situations.
I look forward to continuing this work as one way of leading St. James’ into a bright and vibrant future.
Lori+