Leadership Teams: What and Why? Rev. Nancy Bowen.
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Transcript of Leadership Teams: What and Why? Rev. Nancy Bowen.
![Page 1: Leadership Teams: What and Why? Rev. Nancy Bowen.](https://reader036.fdocuments.us/reader036/viewer/2022062300/56649e2b5503460f94b1a417/html5/thumbnails/1.jpg)
Leadership Teams: What and Why?
Rev. Nancy Bowen
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Leading a Beloved Community
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Current Situation is often Small elected
committee = Nominating
Works for a few months To fill the slate for the
annual meeting With little consultation And minimal
accountability.• Providing “Checks and
Balances”
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Leadership is understood as
People in elected office Anyone willing to serve
is worthy of any roleNo specific skills are
neededLittle orientation is
offeredNo training or support
are offered It is very democratic but
not especially effective.
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Let’s Explore Another Model
Group of 7-10 folks working year round Experiment with a collaborative and supportive
model Inviting members to discover their leadership
gifts Supporting current leaders Consulting broadly with Board, Minister, other
Leaders Accountable to congregation, minister and board. Seen as an important partner in effective
governance
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Leadership in the new model Partnerships are commonMembers share their gifts to
support the missionMembers are oriented and
supported in leadership Leaders support the mission
of the congregationAuthority and accountability
are clear and shared
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Change
Change is the recognition of
A different reality
A new understanding
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Transition
Transition Is the psychological
and emotional work needed to accept a new reality.
Needs clear, compassionate support, and repeated invitations.
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How to initiate this change:
Define a bold experiment in leadership development
Gain authorization for it Recruit bold thinkers
with the right skills for the experiment
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Consultations to find partners
To make the change talk to
Minister Board president Current Nominating
CommitteeMembership CommitteeAdministrative staff with
data
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What is the experiment?
Implementation of a bold experiment to demonstrate the benefits of collaborative and supportive identification, recruitment, orientation and support for elected leaders.
Demonstrate higher satisfaction with leadership roles.
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Make a planAsk a lot of
questions about:Skills setsRequirementsTrainingsOrientation Support RewardsTypical tenure Who has served where
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Skill sets for the experiment People focuses
people Data loving people Event planning
people Facilitators Detail focused
people Big picture people
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Your questions:
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Let’s get specific
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The Nitty Gritty Change theory indicates that in voluntary
organizations folks need to experience a new model before accepting it.
Some relevant systems theory:
Don’t resist the resistanceChanging a system is hard workUnderstand and articulate the values
involvedStay the course of the experimentMaintain relationships with everyone
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In your congregation:Who needs to authorize a culture change
experiment?
Who needs to support the experiment?
Are there other significant changes happening now? How do they relate?
What are your communication vehicles?
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Congregational ExperiencesWhat have congregational experiments
taught us?
How is the change best described?
What are the roles of the Board and Minister?
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Congregational ExperiencesWhat has a successful timeline looked like?
Who is enjoying this new model?
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Some examples Opportunities for increased self awarenessTrue ColorsSocial Styles inventorySpiral dynamicsLearning styles Compassionate Communication
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A diverse experiment team
People focused people
Data loving peopleEvent plannersFacilitatorsDetail focused folksBig picture people
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Make a planAsk a lot of
questions about:Skills setsRequirementsTrainingsOrientation Support RewardsTypical tenure Who has served where
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AuthorizationProposal Timeline Recruitment Consultations Actions
Make a plan
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Take courage friends. The way is often hard, the path is never clear, and the stakes are very high. Take courage. For deep down, there is another truth: you are not alone.
Rev. Wayne Arnason