THE PASTORAL SEARCH SEMI AR

THE PASTORAL SEARCH SEMI�AR

Copyright © 2006 Daniel R. Gales

Revision Date: June 2008

Preface

The primary purpose of this seminar is to guide church leaders who are searching for

a pastor to develop a preferred profile for their new Senior Pastor Leader. Therefore,

throughout these instructions, reference will be made to the “Church Board”, those

who are part of the key leadership group in a congregation and to the “church” or

“congregation”. With appropriate adaptation, it is also possible to use this procedure

to guide boards of directors of organizations other than churches define directors and

leaders. This seminar is also written within the context of the Church of the

Nazarene and therefore uses “Nazarene vocabulary”. Depending upon the situation,

the seminar leader might want to adapt or replace terms such as “church board,”

“senior pastor” and “district superintendent” with the appropriate terms and titles for

other organizations. The assumption is made that the seminar leader is computer

literate and will be able to use a word processor, power point and spreadsheet

programs. Some seminar leaders may find it more comfortable to make notes on

paper.

The seminar benefits both the lay leaders of the church and the District

Superintendent by assisting to understand the needs of the congregation and by

providing a unified and agreed upon starting point of reference in the placement

process. Pastoral placement works from the perceived needs of the congregation and

merges them together with the needs the District Superintendent perceived the

congregation has. Together they identify the leadership skills needed for the

incoming pastor to fulfill God’s call for the congregation. Some of the other values

of this process include the following:

• The seminar provides a strong introduction to the use and application of

spiritual gifts in a congregation.

• By understanding gifts and graces, a board member will understand both

them self and each other more clearly and as a result how they can team with

their new pastor.

• The District Superintendent will understand more clearly both the

congregation and key lay leaders’ understanding of God’s call for that

particular congregation.

• Because the process is more “formal” than “relational”, it can help a smaller

congregation develop their style of administration to a larger congregation’s

style of administration which in turn could stimulate church health and

growth. In most cases, larger congregations will value and embrace this

profile style of searching.

A ote to the Seminar Leader

Along with the material included in this seminar guide, the seminar uses additional

material from the Complete Spiritual Gifts Kit which can be purchased from

azarene Publishing House. You may order a copy by calling toll free at 1 (800)

877-0700 or on the web at www.nph.com.

Three Power Point files are used for this seminar (listed in order):

…The Pastoral Search Seminar



“Introducing the profile seminar.ppt” Along with introducing the profile

seminar, this power point also provides the procedure,

parameters and time-line that is used by the District

Superintendent in searching for the pastor.

“Profiling the Pastor Seminar.ppt” and

The “IntrfSpiritGftsSem.ppt*” (found in the Complete Spiritual Gifts Kit.)1

If you your computer is able, it is helpful to have all three loaded to facilitate your

transition to the next power point presentation.

It is also usually helpful to distribute the printed materials one page at a time, as you

come to its use throughout the seminar.

The teaching guide, is designed to be both an instructional resource and a script to

accompany power point presentations. In each presentation both the words Slide

No. xx and the symbol � signal when to “click” and advance to the next power point

slide or feature.

Slide No. 1 of each power point file is a blank, black slide which enables the

presenter to load the PPT and project the black slide prior to beginning the

presentation.

Throughout the teaching guide italicised fonts are used to indicate instructions for

the presenter. In most cases the italicised material is not intended to be read to the

participants in the seminar. The material in normal Times New Roman font is a

script that can be read to the participants during the seminar.

The Agenda

The agenda included in this material is a “one day” plan. The seminar can be

adapted to facilitate any other plan that will accommodate the church leaders’

schedules.

If the congregation has been using the Complete Spiritual Gifts Kit, and the church

board members are acquainted with the material, the “Board Profiling” section may

be eliminated. These steps are found in the agenda from “Developing your Own

Ministry Profile” through to the LU�CH break.

It also shortens the seminar if the participants are instructed to complete the JEWEL

and Spiritual Gift instruments on line and bring the print-out with them. The on-line

address is found in the Complete Spiritual Gifts Kit. In this way, reference could be

made to the material where necessary and helpful.

1 Note: If a file name is followed with “*”, it is located on the CD included with The Complete Spiritual

gifts Kit in the “Forms” directory. Otherwise the file accompanies this material.




Preparations

Each person involved in the seminar should receive the following items:

For The Board Profiling section of the agenda print the following files for each person

attending:

• One Copy of the Agenda.

• One JEWEL Behavior Type Indicator JEWELBehvTypIndic.pdf* or the on-line

print out.

• One copy of the Spiritual Gifts Inventory SpiritualGiftsInvent.pdf* or the on-line

print out.

• One copy of the Spiritual Gift Definitions sheet: F1SpiritualGiftDef.pdf*

• Two copies of the Personal Profile Form: F9 PersProfileForm.pdf*

• One Team Building form: F11 TeamProfileSht.pdf*

• One Permission to File sheet: F6 PermtoFileInfoForm.pdf*. If you do not intend

to keep each individual’s results on file, this form is not needed.

• One file folder, if desired.

• One highlighter pen.

In most cases the board members will be asked to complete the JEWEL BTI and the

Spiritual Gifts Inventory on line and to bring two copies of the printout with them to

the profile session. It is also helpful to have one or two complete paper copies of both

instruments available for any who might have not completed the on-line instruments.

If the seminar leader is planning to conduct this seminar using the paper instruments

each person will require one copy of the JEWEL BTI profile instrument and one

Spiritual Gifts Inventory. Both the link address for the on-line versions and the paper

copy of the instruments for duplicating are found in The Complete Spiritual Gifts Kit.

For The Pastor Profiling section of the agenda print the following files for each person

attending:

• One Package each of Spiritual Gift Definition cards and the Pastoral Leadership

Skills cards. Print these files on different colored card stock and cut the definitions

into business card size (2” x 3.5”). At the appropriate time in the seminar, one

package of definitions will be given to each person in the seminar.

• One Gifts and Leadership Calculations.xls form.

• One Dimension Positioning Guide. This guide is found in paper form on page W7

of the JEWEL preferred work Style Indicator under the “Assessment Inventories”

tab of the Complete Spiritual Gifts Kit (pg. 157). It is also found as the file

JEWELPrfWrkStylIndic.pdf* on the CD that accompanies the Kit.

• One Segment Description Locator. This is page W8 (pg. 158) of the above

instrument and file.

• One Pattern for a Local Church Position.rtf




Other supplies needed to conduct the seminar include:

1. One Congregational Response form.rtf will be left with the appropriate person to

distribute among the congregation for their input.

2. Your preferred form of projection – either an overhead projector or a power point

projector.

3. Several pens or preferably pencils.

4. Adequate tables and chairs. For most seminars, it is preferable to seat six to no

more than eight persons at each table. However, when working with boards it is

possible to seat everyone at one table.

5. A table to set supplies on.

Files to Project:

• All of the appropriate Power Point files. These are listed in the introduction.

• Gifts and Leadership Calculations.xls

• Ministry JEWEL graph for dot distribution map.rtf.

Introduction

(Begin with Power Point File: Introducing the Profile Seminar.ppt)

Slide No. 2

Pastoral transition is often a time of uncertainty for most congregations. The

typical reaction during a pastoral transition is for the leadership group to

strike out and locate a new pastor as soon as possible so their uncertainty can

end. Getting a "good" new pastor is viewed as the solution. But is it? Could

it be such a view is simplistic and does not appreciate the tremendous

opportunity?

It is not easy for a congregation to face leadership changes, especially when

the change is that of a highly respected and loved pastor. Yet, with

appropriate guidance, pastoral transition can become a wonderful time for

the congregation to renew itself and strengthen purpose, vision and its

ministry patterns. This period of time can become a refreshing, faith-filled

dependency on the guidance of God for the next chapter in the development

of the congregation

Just as "tender times" of storm in our lives open us to greater dependence on

God, so a church going through a pastoral leadership change can result in a

renewed interest in and passion for Kingdom ministry. A leadership change

is not to be feared or rushed, rather it is an opportunity for the church to hear

what God is saying in a fresh new way. It is actually provides an opportunity

for the church to affirm and or recapture its ministry vision, which is a

necessity if appropriate pastoral leadership is to be secured.

Slide No. 3

Pastoral Transition provides…




� Tremendous opportunities for the congregation

� To apply and refine current ministry opportunities;

� To reconfigure the ministry of the Congregation.

It is important that through the interim period, the ministry of the

church maintains its vitality and effectiveness. Most persons in the

congregation will understand this and be willing to involve

themselves in the ministry of the church. You now will have

opportunity to both re-evaluate and emphasize the key ministries of

the church.

Therefore this time of transition also provides opportunity …

� To involve lay persons in all areas of church ministry.

Because the congregation realizes that in order to move through the

interim period, everyone will have to pitch in and help, it only stands

to reason it’s an opportunity for everyone to be involved at the point

of their interests and strengths. There is also the possibility that most

will be willing to become involved if they’re not already.

It’s important then that we take this opportunity to …

� To excel in Great Commission Ministry.

It’s our opportunity to focus on ministries that emphasize the

reaching, winning and discipling of lost people.

Slide No. 4

The Purpose of this seminar is

� To prepare ourselves and the congregation for the coming of a new

pastor so we can work effectively and fulfill the call of God for this

congregation.

Another result is also to form a foundation

� to understand your pastor’s gifts and graces and

� how to effectively team with your pastor so the congregation can fulfill

God’s call.

One of the most effective ways for church leaders to understand the pastor’s

gifts and graces is to first understand their own gifts and graces. Therefore

our first step will be to profile ourselves and then use the same categories

and language to profile the pastor and team needs in the church. Here is the

agenda we will follow:

Slide No. 5 Review the Agenda (Distribute agenda to participants)

The Profile Seminar

Introduction

As you can see, the first item on the agenda is a devotional time. This is an

overview of some scripture that defines and identifies God’s requirement for




Slide No. 6

leaders in the church. Let’s look at those before going through the agenda.

Scripture and Prayer

The following scriptures outline some of the guidelines the Word of God

gives us for selecting leaders in the church.

� Galatians 1:1-3

� 1 Paul, an apostle--sent not from men nor by man, but by Jesus Christ

and God the Father, who raised him from the dead--

� 2 and all the brothers with me, To the churches in Galatia:

� 3 Grace and peace to you from God our Father and the Lord Jesus Christ,

Slide No. 7 Scripture and Prayer

� I Timothy 3:1-7

� 1 Here is a trustworthy saying: If anyone sets his heart on being an

overseer, he desires a noble task.

� 2 Now the overseer must be above reproach, the husband of but one wife,

temperate, self-controlled, respectable, hospitable, able to teach,

� 3 not given to drunkenness, not violent but gentle, not quarrelsome, not a

lover of money.


I Timothy 3:1-7

� 4 He must manage his own family well and see that his children obey

him with proper respect.

� 5 (If anyone does not know how to manage his own family, how can he

take care of God's church?)

� 6 He must not be a recent convert, or he may become conceited and fall

under the same judgment as the devil.


I Timothy 3:1-7

� 7 He must also have a good reputation with outsiders, so that he will not

fall into disgrace and into the devil's trap.

Slide No. 10


Titus 1:6-9

� 6 An elder must be blameless, the husband of but one wife, a man whose

children believe and are not open to the charge of being wild and

disobedient.

� 7 Since an overseer is entrusted with God's work, he must be blameless--

not overbearing, not quick-tempered, not given to drunkenness, not

violent, not pursuing dishonest gain.

Comment: It should be noted that there is much discussion regarding the




meaning of the I Tim 3:2 and Titus 1:6, scripture passages, particularly “the

husband of but one wife” verses. There are two main interpretations. Some

scholars believe that it is referring to the polygamous situation that existed at

that time, thus saying the overseer should not be a polygamous – that is

have should not have a harem - only one wife. Other Scholars believe it is

referring to a divorced person. That the overseer should have been married

only once and never divorced.

One of the main lessons from this verse and others is that the overseer

should manage his household and the people in it well.

�ote to the seminar leader: Various denominations have different views on

the subject of divorce and remarriage and how that applies to both lay and

clergy ministry. Please adapt this section to fit your denominational beliefs

and practises.

The Church of the Nazarene believes in one marriage for life (Manual 35.1-

35.4). However, based on our belief in forgiveness and full redemption, we

allow both divorced laity and clergy to be involved in ministry. The Church

has a process which may remove divorce and remarriage as a barrier to

pursuing a ministerial licence or ordination. (Manual 427.1.8).

Slide No. 11


Titus 1:6-9

� 8 Rather he must be hospitable, one who loves what is good, who is self-

controlled, upright, holy and disciplined.

� 9 He must hold firmly to the trustworthy message as it has been taught,

so that he can encourage others by sound doctrine and refute those who

oppose it.

Slide No. 12

Slide 12 is a blank black slide that you might want to project during your

time of prayer.

Prayer

Lead the group in a prayer emphasizing God’s guidance in searching for a

pastor. You might want to include

• thanksgiving that He know the person

• Dependency on Him and gratefulness for the new guidance and lessons

he will teach during the process.

• If a Supply Pastor will be deployed, pray for that person.

Prior to beginning our profiling, here is a review of our pastoral search

process.




�ote to the seminar leader. The following process explained in slides 13

and 14 is the procedure developed by one district to deploy pastors suited to

the mission and calling of a particular congregation. If you choose not to

use this procedure, jump to Slide No. 16. If you do choose to use the process,

you might also wish to use the spreadsheet time-table found in the excel

document: Blank Pastor Search Schedule.xls included with this material.

See also the file: Using the Pastoral Search Spreadsheet.rtf for instructions

on using the spread sheet.

Slide No. 13

Overview of the Process

The Search for A Pastor

For convenience and understanding the process of calling a pastor has been

organized into 5 phases. You’ll notice that some of the phases overlap. The

purpose of this is to help us understand the process and be able to share it

with others.

ote: This slide can also be used to introduce the congregation to the

interim period and the process of calling a new pastor.

Slide No. 14

Five Phases in Calling a Pastor

� Phase One begins with the announcement of the Pastor’s resignation and

� Phase Five is Welcoming the New Pastor

Slide No. 15

Here is a

TIME GRAPH of the Five Phases in Calling a Pastor.

This slide provides an overview of the steps we take in placing a

pastor. It is unusual for pastoral placement to take less time than

about 32 weeks and in most cases it will take more than 32 weeks.

This is not a bad thing, but healthy because it provides time for

adjustment in the congregation. In most cases it is healthy to plan

for an interim period of about one month for each year of the

previous pastor’s tenure and no less than six months.

We will frame our time in terms of “weeks”.

� Inserts “weeks” at the top left of the screen.

� Scrolls 1 – 32 down the left side of the screen.

� One: Resignation Phase.

Phase One is what we call the “Resignation Phase” …

� Inserts an arrow between weeks 1 and 4.

It is the period of time between when the pastor first announces

resignation and when the pastor leaves the congregation. In most

cases that is 4 weeks (Manual 119 requires that the pastor provide at

least 30 days resignation notice). It could be longer than 30 days, but

for our purposes in this explanation, we’ll use 4 weeks.




The next phase, phase two, is called Interim Preparations …

� Two: Interim Preparations

What we mean by that is the preparations the pastor, church board and

District Superintendent make to prepare for the period of time between

the leaving of the present pastor and the coming of the new pastor. From

this point on, we will refer to that period as the Interim Period. We set

aside …

� … 2 to 8 weeks for these preparations. (Inserts and arrow between

weeks 2 and 8)

During this period of time, the following things take place.

� Inserts a bracket at “Interim Preparations”.

During this period of time the following takes place. A description of

these procedures are found in the “Procedural Instructional files”

directory of this material.

� MAF* meets with the board.

(*The term “MAF” refers to a Mission Area Facilitator an

experienced pastor who as been assigned as a zone coordinator.

He or she works with the District Superintendent in supporting 4

to 6 pastors who all live in the same general area. If there is not

a person in this position, you could use one of the pastors who

has been trained to fulfill this assignment.)

The purpose of this meeting is to explain what the pastor and church

board need to complete prior to the pastor leaving. One of the

assignments is that

� Pastor completes membership material.

Along with this, arrangements are made for an

� Exit interview and Farewell.

� MTC* visits (week 5). (*The MTC, Missional Transition Coach

is the assistant District Superintendent whose mandate is to

coach congregations to recover Great Commission Ministry.)

� Interim Pastor Appointed.

� Three: Profile Seminar. This is where we are now. Our purpose

today is to develop a preferred profile for our next pastor.

� Four: Prayer and Preparation

� Inserts arrow from week 8 to week 32+

� Searching … and ... Preparing

� Inserts two arrows below “Searching … and ... Preparing. During

this time, I will be searching and together we will be making the

preparations necessary for our new pastor. Then comes the great

day…

� Flies in FIVE: Welcoming our new Pastor!




Slide No.. 16

Pastoral Selection a Team Responsibility

� The District Superintendent approves candidates and provides prospects.

� The Church Board acts as a selection committee and nominates to the

congregation.

� The Membership elects (except when appointed by the DS).

Slide No. 17

Here is an overview of …

The Procedure for searching for our pastor.

The First step is to

� Clarify and affirm God’s call and purpose for the church and lay

ministry.

� Discuss the spiritual, personal and leadership skills required by a pastor

to lead this congregation.

� Develop a preferred profile for the next pastor leader.

Slide No. 18

Qualifications of The Pastor

� Here is a summary of Manual paragraphs 115-119.1. The

� An Ordained or Licensed Minister in the Church of the Nazarene.

� Candidate is nominated by the 2/3rds majority of all the board members

after consultation with the DS.

� Called by a 2/3rds favorable vote by ballot of the church members of

voting age present and voting.

� Any elder or licensed minister with membership in a local church may

not be considered for pastor of that church without approval of the

District Advisory Board.

Slide No. 19

Develop a List of Candidates

� Suggested by the

� Congregation,

� Church board,

� District Superintendent,

� Prayerfully select preferred candidates.

Generally speaking it is not wise for board members or members of the

congregation to make contact with a candidate prior to the District

Superintendent’s contact and without his or her guidance. In our tradition, it

is the District Superintendent who makes contact with candidates. Most

Nazarene Clergy understand this and are both appreciative of the process and

wary when contacted by a local church member. The congregation will be

provided with opportunity to suggest candidates. Every candidate that is

suggested will be contacted, unless the Superintendent has been in dialogue

with that person within the last 6 months and they have affirmed they are not




open to a new assignment, or if there is some other reason why that person

should not be invited.

Slide No. 20

Interview and �ominate

� Candidates considered prayerfully one at a time.

Again, this is a treasured process in our placement procedure. Our

practice is to seek God’s direction and then contact that person. We do

not deploy clergy leaders like secular organizations hire personnel –

interview several candidates and then take the person we think is most

qualified. Our commitment is to seek God’s direction and deploy the

person He leads us to. Therefore, we interview candidates one at a time,

then prayerfully seek God’s guidance and make a decision about

extending a call to that candidate following the interview.

� From the list of Candidates, interview the board’s first choice.

� Present and nominate candidate to the congregation.

� The membership elects (except when appointed by the DS).

Slide No. 21

Principles for Selecting the Pastor.

� Finding God’s person is the goal, not speed.

� In the book Confirming the Pastoral Call, the author makes this very

significant comment:

� the most common reason for recruitment mistakes is summed up in this

unfortunate statement:

(�ote: this next phrase is displayed on the screen one word and a

time. It is often most effective to let the people read the words as

they appear on the screen without the leader speaking them.)

� “We were in a hurry to find a Pastor”

This doesn’t mean we will procrastinate in searching for our pastor, but we

allow the Holy Spirit to direct us in our search and lead us to His person to

pastor our congregation.

In all of the pastoral searching, it seems that God wants to accomplish some

work within the congregation before He identifies the new pastor. As soon

as that work is accomplished the pastor emerges. We look to God and His

time-line for the pastor to arrive.

Slide No. 22

Principles for Selecting the Pastor.

Finding God’s person is the goal, not speed.

� Prayer is vital.

� Stay Humble and accepting of God’s directions.

� Be Active in Ministry.

� Keep your faith vital.

� View this as a journey of faith.




Slide No. 23

Here is the Manual statement regarding

Pastoral Election or Appointment

� 116. The pastor of a church that has been organized for less than five

years, or has less than 35 members voting in the previous annual church

meeting, or is receiving regular financial assistance from the district,

may be appointed or reappointed by the district superintendent, with the

consent of the District Advisory Board. (208.1, 208.4).

�ote: It is helpful to clarify if the pastor will be appointed or elected. If you

are unsure, ask the question “how many members voted at last year’s annual

meeting?” If less than 35 did, explain that the pastor will be appointed.

This does not circumvent church leader input or approval. Also, the first

time you anticipate there will be 35 or more voting at the annual meeting,

the church board should recommend that the pastor be elected. This motion

requires DS approval. Electing the pastor would then be placed on the

annual meeting agenda for that year.

A process is outlined in the file Electing an Appointed Pastor.rtf that

accompanies this material.

Slide No. 24

The Profile Seminar

Here’s a summary of what we will be doing in this profile seminar.

� There are 3 key steps: (three arrows will emerge)

Step one is to

� Affirm God’s Call for this congregation – this is our understanding of

God’s unique purpose for our congregation. All of the work of the

church should be directed by God’s mission and vision for the church.

We also overview in an effort to

� Understand how we leaders minister together. This is a twofold purpose;

one is to experience the instruments personally so we will more clearly

understand the profile of the pastor, the other is to enhance our working

together.

� Third, Develop a Preferred Pastoral Profile. Based on spiritual gifts,

leadership and behavior type, we will develop a preferred profile for the

pastor we believe is needed to lead us from where we are to fulfill our

understanding of God’s call on the church.

Slide No. 25

Outcomes of the Profile Seminar

� To understand

� The Work and ministry of the Congregation.

� The Opportunities in an interim period.

� The development of a pastoral profile.

� An introduction to Interim Period Planning.

Slide No. 26

(Slide no. 26 is a black slide that will allow the leader to move to the next

power point presentation.)




Developing your Own Ministry Profile

We’ll now move to our profiling process.

As mentioned at the beginning of this session, One of the most effective

ways for church leaders to understand the pastor’s gifts and graces is to first

understand their own gifts and graces. Therefore as church leaders will be

led to understand our own unique spiritual and natural gifts by profiling

ourselves. Then we’ll use the same categories and language to profile the

pastor and team needs in the church.

�ote: This portion of the presentation uses The Complete Spiritual Gifts Kit

available from azarene Publishing House. Load the power point file:

IntrfSpiritGftsSem.ppt*. The script used below is taken directly from the

“Discovering Your Spiritual Gifts Seminar” file found in the Spiritual Gifts

Teaching Kit. Slide numbers referenced refer to the

IntrfSpiritGftsSem.ppt.. The seminar leader can “jump” to the appropriate

slide by inserting the slide number on the keyboard of the computer and

pressing the “enter” key.

A “jump” will be indicated by the insertion of instructions in red font Bodoini MT Black

There are two ways to complete the JEWEL Behavior Type inventory and the

Spiritual Gifts inventory. One is by using the paper instruments found in

the Complete Spiritual Gifts Kit. These are completed during the seminar

session. The other method is to request those who will be attending the

seminar to complete the on-line instruments, print 2 copies of the results and

bring them to the seminar.

Although the two methods can be combined in one seminar, It is most

effective to use one method during the seminar. The paper instruments

contain a fuller explanation of behaviour types. If everyone completes the

on line instruments, the seminar will be shortened by about 45 minutes. The

link for the on-line instruments is found in the Complete Spiritual Gifts Kit.

If you are using the on-line forms, it is helpful to load the PPT file: On Line

Score Sheets.ppt which can be found on the CD accompanying the Matching

with Ministry material. You will be instructed Jump to that PPT when the

appropriate time comes.

(Prepare to project the power point file: IntrfSpiritGftsSem.ppt*)

Slide No.

1

A black and blank slide.

Slide No.

2

Introduction

Interface




SPIRITUAL GIFTS SEMI�AR

Interface is

� A dynamic process of understanding

how God has equipped us to minister in His church and

how best to invest our spiritual and natural gifts in ministry.

The Interface Spiritual Gift seminar is a beginning process of investing

yourself in God’s ministry according to how He has equipped you. This

seminar provides a current snapshot of how God is equipping you for

ministry. Just as a person develops physically, mentally and emotionally, so

does a person grow and develop in ministry ability. What a person has been

in ministry, is not what that person will be in the future. Understanding

personal gifting is a part of the development.

Ministering according to spiritual gifts is not only logical, but has been

practiced by the church since at least the time of the Apostle Paul.

Slide No. 3 In II Timothy 1: 6, Paul urges his disciple, Timothy to:

“Fan into flame the gift of God which is within you through the

laying on of hands.”

Slide No. 4 The Heidelberg Catechism

Later, in the history of the church, in 1562, the Heidelberg Catechism, made

a very significant statement.

� Question 55 of the Heidelberg Catechism asks:

“What do you understand by ‘the communion of saints?’”

Here’s the response:

� “First, that believers one and all, as partakers of the Lord Christ, and

all His treasures and gifts shall share in one fellowship.

�� Second, that each one ought to know that he is obliged to use his gifts

freely and with joy for the benefit and welfare of other members.”

Jump to Slide No. 5

Slide No. 5 Effectiveness in ministry is the result of a person merging at least five

conditions:

� 1. Spiritual Gifts,

� 2. Personal Behaviour Style – that is, how a person expresses gifts.

� 3. Skills that have been learned and developed.

� 4. InnerDesire or passion – that which drives a person, brings

personal fulfillment and what he or she loves doing the most.

Where these four � Interface in the context of a particular community – in

our case, God’s call for the congregation - is where a person will be most




effective in ministry.

ote: This is not a full Spiritual Gifts Seminar. We are doing the pieces of

the seminar that are needed to understand and adequately develop a

preferred profile for the next pastor of this congregation. During this

seminar only 2 instruments will be completed, the JEWEL BTI, and the

Spiritual Gifts Inventory. It would be advisable for leaders to complete the

whole spiritual gifts seminar at a later time.

A SERIOUS �OTE TO THE SEMI�AR LEADER:

When implementing and interpreting the JEWEL BTI, resist the temptation to

“over interpret” and make applications beyond the purpose of the JEWEL

BTI. Stay with the interpretations that are clearly indicated in the instrument

itself.

Here are some suggested guidelines for administering this instrument:

1. Avoid “nudging” the candidate. Restrain from telling people how to

respond or what choice they should make. Simply demonstrate what to

do.

2. Avoid labelling or pigeon holing. Throughout the seminar people will

tend to say “I am a Diamond, or Ruby or etc.” The appropriate

vocabulary is more “I am behaving with Diamond characteristics” or

“that is Emerald-like behaviour.” It is possible for people to adapt and

change behaviour when it is essential.

3. Take care not to “flaunt” your knowledge. All of us are learners

together. Most are not psychologists. Avoid making psychological

applications. The instrument is a description of behaviour. It is not a

psychological analysis. JEWEL BTI is a tool designed to help persons

know the behaviour of themselves and others in a more organized

manner.

4. Teach yourself and others not to use a behaviour style as an excuse for

negative behaviour. Bad manners and inappropriate behaviour are not

acceptable anywhere and for any of the behaviour types.

5. The JEWEL BTI is not a “final authority” on defining relationships.

Other factors come into play – such as emotional stability, intellectual

awareness, ethnicity, and so forth. The JEWEL is simply an indicator

and starting point for understanding yourself and others in a more

organized way.

Jump to Slide No. 9

Slide No. 9 The JEWEL Behavior Type Indicator

� “A guide to understanding the unique lifestyle behavior of yourself and

others.”

It provides a formal approach to self understanding and to the




understanding of other persons.

The JEWEL Behavior Type Indicator is based on centuries of

personality and behavior research. As early as 340 B.C. Plato wrote of

four temperament types, which he called Artisan, Guardian, Idealist and

Rational. In 325 B.C. Aristotle wrote of Hedonic, Proprietary, Ethical,

and Dialectical temperaments. In 190 A.D. Galen defined the four

personal temperaments as Sanguine, Phlegmatic Melancholic, and

Choleric. The JEWEL Behavior Type Indicator, like many of the

modern DISC behavior inventories, is adapted from the work of William

Moulton Marston, Emotions of ormal People, first published in 1928.

Marston named the four traits Dominance, Inducement, Submission and

Compliance.

( ote to presenter: you will find the previous paragraph also on page 2

of the JEWEL BTI Instrument)

Presenting The JEWEL Behavior Type Indicator

Slide No. 10.

The JEWEL Behavior Type Indicator.

� The JEWEL BTI is a unique method of understanding yourself and

others. It is intended to help you and the people you work with, live

with and minister with understand yourselves more clearly.

� An “inventory” not a test. The personal profile system is not a “test”

it is an “inventory” that tells you “how it is” and does not affect your

present personality patterns. The results help you understand

yourself and others more clearly. The difference between a “test”

and an “inventory” is that an inventory tells you how it is rather than

how it must be.

� Results are neutral. You can neither “pass” nor “fail” this inventory.

Nor is one personal behavior style “better” than another. All

personal behavior styles are valuable and vital in the work of God’s

kingdom.

� Approaches understanding people from a positive perspective.

� You are a JEWEL, precious to God!

In this the way the JEWEL BTI allows the opportunity to develop wholesome

relationships and invest yourself at your most positive point. No one ever

advances through weaknesses, always through strengths. Its purpose is not

to show personality upset or dysfunction. Each person is viewed as being

valuable with unique and positive contribution potentials.

Completing And Understanding The JEWEL BTI

1. Divide the larger group into smaller working groups of 6 to 8 people.




When it is possible, assign a counselor to work with each table.

2. Using appropriate overheads and PPT slides, guide the whole group

through each step. Demonstrate how to do each step with an overhead or

PPT slide.

ote to Presenter:

If you are using the paper inventories, distribute the JEWEL inventory and

continue with Slide o. 11. Distribute the JEWEL BTI inventories and ask

the group to hold them so you can introduce everyone to them at the same

time.

*** If you are using the on line forms jump to Slide #15. ***

Slide No. 11

3. The Discovery Process.

Instructions for responding to and scoring the instrument begin on page 3

of the instrument. The first step is to complete the cover of the

Instrument.

� First: Complete the information on the cover of the instrument,

� Your name and today’s date.

� Response context.

The JEWEL BTI is always taken in reference to a specific context. It

is a “response context sensitive” instrument. For example, a person’s

response style at home might be a little different than in other

situations. For this situation, consider the response focus to be your

ministry or church environment (or whatever context is the particular

focus for this group of participants). Write the response context

along with your name and the date on the front cover of the

instrument. Guide the participants to avoid “evaluating” each

response as they complete the instrument, i.e. asking themselves “is

this really how I am in this context?”. Writing the response context

on the cover is adequate to align their responses with that context.

� Second: Respond to the probes on pages 4 and 5.

This is a “forced choice” instrument. A selection must be made in

each of the 24 boxes. Usually the most accurate choice is your first,

and immediate response. It is better to make the choice quickly

without studying and analyzing all of the words.

Sometimes people find it difficult to make a choice in one of the

boxes. If a person feels that none of the choices accurately describes

them, advise them to choose the one that “most closely” describes

their behaviour. If a person has difficulty making a choice, guide

them to leave that particular group of choices until after completing

the others. Then go back to that particular group and make the

choice.




Allow about 7 minutes to respond to the choices on each page – for a

total of 12 to 15 minutes.

Slide No. 12

Select Your Responses (Page 4).

(If you are using the JEWEL BTI in color these will be Blue Boxes)

Guide the group through step two of the instructions.

On pages 4 and 5 are 24 groups of four responses to life situations. Each

page has two columns of 12 groups each.

� The screen illustrates the first two boxes of columns A and B on page

4. These represent the “Most Likely Choices”.

� Notice the boxes to the left of column A and the right of column B.

� Choose one word from each group that best describes how you are

most likely to respond. Ask yourself the question “Am I most likely

to be…?”

Illustrate: “Am I most likely to be: Persistent, Persuasive, Gentle or

Timid?”

� Check the open box to the left of your choice in column A and the

right of your choice in Column B.

� Wait until everyone in the group completes page 4 before turning to

page 5. Do not go to the next group yet …Wait … there are more

instructions.

Slide No. 13

Select Your Responses (Page 5).

(If you are using the JEWEL BTI in color these will be Red Boxes)

�ote to Presenter: be sure you have everyone’s attention for this next

step. It is important that everyone understands the different type of

choice they are to make. This time they choose the “least likely” in

each set of descriptors.

“Now that everyone has completed page 4, turn to page five …”

� Notice the Difference from page 4.

� (In order to clearly emphasize the difference from page 4, at the

“click” to bring in the next statement, the Power Point first

“flies in” a sample of page 4 plus the following script which

the presenter should verbalize:

“Page 5 deals with LEAST likely choices.”

As the presenter verbalizes the above statement, the PPT slide

flies in an arrow and circle which is designed to further

emphasize the difference between the two pages.

� Ask yourself the question “Which am I least likely to be …?”

Illustrate: “Am I least likely to be Persistent, Persuasive, Gentle or




Unassertive?”

� Check the open box to the left of your choice in column A and the

right of your choice in Column B.

� Respond to the choices on page 5 in a similar manner as you did

those on page 4.

The remaining steps (3, 4 and 5) will be completed after the everyone

in the group has selected their responses.

Slide No. 14

Total Your Choices (Page 6). Turn to the instructions on page 6 and follow

the steps

� At the bottom of each column are total boxes.

� Add the check marks in each column.

� Place the totals in the boxes at the bottom of each column on pages 4

and 5.

� Check the accuracy of your count. The four totals of each column

should equal 12.

� The total of columns A and B on each page should equal 24.

Slide No. 15

Transfer Column Totals to the Total box on page 6.

(If using the “on-line” forms, the totals are at the top of the print-out.)

� Transfer the column totals (from pages 4 & 5) to the “Total Box” on

page 6.

� The sum of “Most Totals” should equal 24.

� Do the same for both the Most Likely and Least Likely Choices.

� In the “Summary” section,

� Transfer the totals to the appropriate line.

� Find the difference:

� Subtract Least totals

� From Most totals.

� Use both “+” and “-” signs.

Slide No. 16

Transfer Totals to the Plotting Graphs. Follow the instructions on page 6

of the instrument.

Here is a sample of the Summary portion of the Total Box. Notice how

the scores have been calculated.

� Note the “+” and “-” signs in the box have been preserved where

appropriate.

� (Circles “-4”)

� (Circles “7”)




� Transfer the scores in the total box to the plotting graphs on page 7:

� Most totals are transferred to the “Current Style” graph.

� Least totals are transferred to the “Historical Pattern” graph.

� Difference totals are transferred to the “Merged Behavior

Pattern” graph.

�ote: if using “on-line” forms the page is arranged slightly different from

the paper instrument. The definition of behavior type of the merged graph

is defined at the bottom of the page In the on-line print out,.

There is value to instruct the participants to understand how the behaviour

types are identified. If you prefer not at this at this time, Jump to Slide No. 21. Otherwise continue in the presentation.

Slide No. 17

Transferring totals to the Merged Plotting Mat.

This demonstrates how to transfer totals to the Merged Behavior graph.

� Place a dot at the appropriate number in the mat. Instruct the

participants to place the “dot” with care.

o Try not to obliterate the score number and

o As much as possible, place the dot in the center of the

appropriate segment. to the right or left of the number so it is

not obliterated.

Here is an illustration in plotting the merged or center graph.

� The Diamond score is -4 � (inserts the dot).

� The Emerald Score is 2 � (inserts the dot).

� The Sapphire Score is 7 � (inserts the dot).

� The Ruby Score is -1 � (inserts the dot).

Follow the same procedure for the other two graphs.

� Connect the dots. Use a straight edge for this – something like a

credit card, ruler or etc. Frequently it is difficult to read the graphs

accurately if they are not drawn with care. �ote to instructor: If you

wish, use this next instruction as a “behavior type” teaching

moment. You could say to the participants:

“This instruction I just gave you is a behavior type indicator. Later

in the session, I am going to ask you what this indicates about my

behavior type.” An ideal place to do this is during Slide No. 33 step

1(a). You will find further explanations at Slide No. 33 .

� Draws the connecting lines.

Slide No. 18

Find Your Behavior Type.




� This process involves three steps:

� Step One: Identify your Pattern Letters.

� Step Two: Find your Behavior Type.

� Step Three: Review the Combination Behavior Patterns.

Slide No. 19

Step One: Find Your Behavior Type. Identify your pattern letters on (Page

J7). Refer to the instructions on page J7:

� The Heavier line is called “the center line”.

� There will be one, two or three plotting points above the center line.

� When you have O�E plotting point above the center line: write the

O�E column letter on the Pattern line.

� (Arrow to letter R)

� When you have TWO plotting points above the center line, write the

TWO column letters on the pattern line, with the highest letter first.

� When you have THREE plotting points write the Three letters from

left to right on the pattern line.

� Arrow demonstrating how to write the type letter “E”.

� Arrow demonstrating how to write the type letter “S”.

� Arrow demonstrating how to write the type letter “R”.

This pattern name would be E-S-R

Some participants might have plotted all four points either above or

below the center line. Further instructions for this situation are

provided at Slide No. 20.

Interpretation Of The Jewel Bti

Slide No. 20

Step Two: Find Your Behavior Type: (Page J8).

� Identify the pattern names of the other two plotting graphs.

� Other Pattern Configurations.

Occasionally some will plot all four either above or below the center line.

For a temporary interpretation use pattern letter E-S-R when all four are

above the center line and pattern letter R when all four are below the center

line. This instruction is also found on page J8 of the Jewel Bti. instrument.

The seminar leader should not draw too much attention to this during the

seminar, but speak privately to the individual. If you have a counselor for

each group of participants, the counselor could privately give these

instructions to the participant.




These configurations could indicate the participant is experiencing some

unusual tension in their life. For some people the seminar itself could cause

the tension that results in this configuration. Usually it is sufficient at the

seminar time to tell the individual which interpretation patterns to use. The

exit interview can be utilized to assist the individual. Instruct them to re-

take the instrument in a week or so. Arrangements to retake the instrument

should be made privately by the counselor.

� Similar and Dissimilar Graphs.

If there is adequate time, we will discuss the relationship of the

three graphs at a later time. Right now let’s focus on having a

basic understanding of the behavior types.

Slide No. 21

Overview of JEWEL Behavior Types (Page J8).

� Use the highest plotting point on the Merged Behavior Graph,

If you need to repeat the demonstration of how to find the highest

plotting point, use slide number 19. (To Jump to Slide No. 19,

enter “19” on the keyboard of your computer and press “enter”. To

return to this slide, enter “21” on the keyboard.)

� Locate the dimension name in the Overview of JEWEL Behavior

Types chart on page J8

This is the four quadrant grid located at the bottom of page J8.

Slide No. 22

Overview of JEWEL Behavior Types (Page J8)

Illustrated on the screen are the basic 4 dimensions of behavior.

To describe the basic characteristics of the behavior types, we will start

from the center of this diagram …

� (Displays a circle at the center of the diagram.)

… and move outward to the edges. It is as if there would be “zero”

behavior at the center… it’s not that way in life, but the illustration

will provide an overview of the dimensions of behavior.

Then we will move outward from the center.

� Displays 4 arrows moving outward.

As a person’s dimension is further from the center, that is, plotted

higher or lower than the center line on the graph, this type of

behavior will become more or less observable in their behavior.

Keep in mind this is an overview so you can understand the basic

characteristics of each dimension. The descriptions are spoken of in

general terms. More definitive definitions will follow.

� (Removes the arrows)

The Diamond and Emerald dimensions display

� outgoing, rapid responding and verbal types of behavior.

� (Removes the large arrow and places the description above

the diagram.




The Ruby and Sapphire dimensions display

� more reserved, contemplative and slower responding

behaviors.

� (Removes the large arrow and places the description below

the diagram.)

The Diamond and Ruby dimensions display

� Item Oriented behavior. This means they tend to focus on

the “things” or “items” involved in their world, prior to

focusing on the people.

� (Removes the large arrow and places the description to the

left of the diagram.)

The Emerald and Sapphire dimensions display

� People Oriented behavior. This means they tend to focus

on the “people” involved in their world prior to focusing

on the things and items.

� (Removes the large arrow and places the description to

the right of the diagram.)

As an illustration then, we would anticipate a person who is outgoing

and people oriented to be of the Emerald type.

(If you are using the “on-line” forms, Jump to Slide No. 25.)

Slide No. 23.

Overview of JEWEL Behavior Types (Page J8).

(Begins by displaying the first two items that were displayed on slide o.

21:

• Use the highest plotting point on the Merged Behavior Graph.

• Locate the dimension name in the grid below the three graphs.

Now we will take the next step in further understanding the dimensions:

� Read the description of your highest plotting point dimension on

page 9 or 10.

� Compare your dimension with the other three dimensions

described on those pages.

Slide No. 24

Composite Behavior Type Descriptions: Step Three (Page J11).

The Composite Behavior Descriptions expand the understanding of

the single dimension descriptions you previously read by taking into

account how the other three dimensions of behavior impact your

highest plotting point. It is unlikely that these descriptions will be

your exact match, but in most cases they will provide an accurate

overview of your behavior in your selected response context.




� Use the Merged Graph pattern letters to find your description.

� Descriptions are listed in alphabetical order.

� Each description contains:

an overview,

strengths of that type and

suggestions to “polish your performance”. “Polish your

Performance” is a section on personal improvement and team

suggestions.

� As you read the description, place a check mark by the sentences

that describe you best.

� From the “Polish your Performance” section select suggestions

that will assist you the most.

Slide No. 25.

Relationship of the 3 Graphs (Page J7).

This slide represents the meaning of each of the graphs and expands

understanding of what each represents.

� Most Likely Graph: “Current Style Requirements”. Represents

what we think people in our selected response context expect

from us.

� Least Likely Graph: Historical, Private Self and Character

Structure. Represents our self-expectations, or what we expect

from ourselves and represents our value system.

� Merged Behavior Style: “Composite Self-Concept”. Represents

how we bring together the external from the current situation and

our own, personal internal expectations.

The Merged Graph is the JEWEL. Each of us is precious to God.

We are God’s JEWELs. Just as a jeweler does two things to beautify

a raw but precious stone, so God does with us. The jeweler cuts and

polishes the jewel so its inner beauty can shine through. Then the

jeweler places his “master piece” in a setting that further enhances

the jewel.

God does the same with his JEWELs. He works to make us more

precious and enhance our beauty. The setting consists of the current

situation (our response context) and our long term character

development (our historical pattern). The JEWEL emerges from

those two aspects of our setting. God works through this “setting” to

beautify his jewels. As we respond to Him and what He is teaching

us, we can rejoice with James when he wrote:

“Consider it pure joy, my brothers, whenever you face

trials of many kinds, because you know the testing of

your faith develops perseverance. Perseverance must

finish its work so that you may be mature and

complete, not lacking anything.” (1:2-4)




God works to beautify His precious JEWELs.

This completes a short introduction to the JEWEL Bti.

(If there is time, further explanation of the JEWEL Bti could be provided.

This explanation includes teaching the difference between the 3 graphs, and

several other lessons. They include power point slide numbers 26 through

40. The teaching guide is arranged so all of the material could be used, or

simply portions that are more applicable to the group. Otherwise simply

continue by identifying spiritual gifts.)

Now we will move to identifying spiritual gifts. Jump to Slide No. 67

Slide No. 67

Spiritual Gifts Inventory

(If the on-line material is being used, Jump to Slide #71) Otherwise

follow the material in the teaching kit for slides 68 – 70

Slide No. 71

Spiritual Gifts Definitions

� The Gift Definition Sheet. Distribute The Spiritual Gift Definitions

sheets. The Spiritual Gifts are listed on the sheet in alphabetical

order. The number in brackets following the name refers to the line

number on the Inventory schedule sheets and the score sheet. These

are not all the spiritual gifts listed in the Bible, but the ones being

profiled for.

� Explanations. Ask the participants to find their top three gifts and

read the definitions for them on the sheet. Ask how many sense they

have been using those gifts in ministry. It is also interesting to ask

them to read the definitions of the three lowest scores and to

comment on the accuracy of the scoring.

Most of the definitions clearly identify the gifts. Some of the gifts

become clearer with additional explanation. They include the

following four sets of explanations.

� Intercessory prayer (20) and hospitality (19) are not clearly listed in

the Bible as spiritual gifts. They are, however, included in this list

because of their essential nature in ministry.

Some commentators feel that because of I Peter 4:8-11, hospitality

can be considered as a spiritual gift.

� Displays I Peter 4:9.

This inventory accepts hospitality as a spiritual gift.

It is clear, however, that intercessory prayer is not a spiritual gift, but

the responsibility of all Christians. The Bible teaches that each

Christian should master the discipline of prayer. Notice the

definition of the gift:

All Christians are encouraged to develop their prayer life.




Intercessory prayer is a Christian discipline of mature

believers who invest much prayer time on the behalf of others.

� Service (2) and Helps (3). Both gifts enable ministry by assisting. The

service gift arranges physical things for ministry while helps gift comes

along side of people to enable and strengthen them in their ministry.

� Faith Gifts. Faith (18), Miracles (17) and Healing (16) all have root in

one gift – Faith. Each is an application of the Faith gift. These gifts

have been kept separate because the Bible does refer to them as separate

and it is helpful for ministry leaders to know who has the particular gifts.

� Administration (21) and Leadership (7) are not particularly identified in

the New Testament. In a sense they are two applications of the one

leading or guiding gift in the New Testament.

Slide No. 72

Complete The Personal Profile Form

As explained earlier, each participant has two copies of the “Personal

Profile Form” in their file folder. One copy should be placed in the file

folder which is left with the church. The second copy is for the participant’s

personal records.

The participants have already been taught how to draw the JEWEL BTI graph.

Now we will

� complete the Spiritual Gifts Plotting Mat. (Inserts that instruction on the

screen.)

Slide No. 73

LIFE Spiritual Gifts Plotting Mat.

Here is how the Spiritual Gifts Plotting Mat is arranged.

The graph pictures how spiritual gifts might work within the place of

ministry. The L-I-F-E acronym classifies the gifts in the following manner:

� The L column: Leading oriented gifts

� The I column: Intuitive or Idea oriented gifts

� The F column: Facilitative oriented gifts.

� The E column: Event oriented gifts.

� Arrangement

� Each column lists the gifts with the more public and

demonstrative gifts in the upper left hand corner to the more

private supportive gifts in the lower right hand corner.

� Horizontally, the concrete or more visible are on the left side,

while the less visible are on the right side – except for the Event

column. All of the “Event” type gifts are quite visible and

concrete.

Slide No. Spiritual Gifts Plotting Mat.




74 � Identify the three gifts with the highest scores on the plotting mat

by shading the box and circling it with a heavier line.

� Identify the gifts with the next three highest scores by circling the

gift with a heavier line.

(The on-line spiritual gifts sheet has the G-E-M indicator imbedded in the

report. A full explanation of this indicator can be found in the “Interface

Counsellor Workshop” which is provided in the Complete Spiritual Gifts Kit.

Refer to slide numbers 9, 10 and 11 of the IntrfCnslrTrningWrkshp.ppt.)

Slide No. 75

Complete the Personal Profile Form.

Most persons in the group would have completed the JEWEL drawing and

the Heart Desire on their Profile Sheet. Be sure each section is completed

and the spiritual gifts and JEWEL graphs are completed properly. If some

have not completed theirs, guide them to do so. Remind the group that the

JEWEL graph is a replica of the Merged Graph on page 7 of the profile.

There are two additional sections to complete at this time:

� The Previously enjoyable Ministries and the Skills and Talents

sections.

Developing the Pastoral Profile

ote to leader: this part of the seminar utilizes the power point: Profiling

the Pastor Seminar.ppt. Like the other power point files, slide one is a

blank, black slide.

Slide No. 2 Developing the Pastoral Profile

Slide No. 3 � Matching Pastor and Church

� Based on our Mission and Vision we consider:

� Spiritual Gifts,

� Pastoral Leadership Profile

� Personality orientation,

� We also Consider:

� Church Board and Congregational Input

�ote:

It is helpful to comment about the purpose of a Mission Statement in a

church. Its main function is to express the leadership’s understanding of

God’s Call for this congregation. A Mission statement in the Church is a

statement of what that congregation believes God has called them to do..

Oswald Chambers gives some very helpful advice in his devotional of

ovember 10th

. He emphasizes the importance of focusing on God’s aim for

our lives, not our own. The most important aspect of this exercise is to

ensure that we are focusing on God’s will, not our own. If the goal is God’s




then we His people must be willing to “pay to price” to see that it happens.

Otherwise we are not walking in accordance with His will and purpose.

Now, let us progress and

Slide No. 4 Develop a Working Mission Statement

Another point is that the “working mission statement” is not intended to be

the statement that will be adopted as the congregation’s final mission

statement. The purpose of this exercise is to encourage each of the lay

leaders to express what they believe God wants for their congregation thus

providing a common basis from which the leaders can develop a preferred

profile for the next pastor. This will not be the final mission or vision

statement for the congregation. o doubt, he new leader will want to lead

them and the congregation to develop their own version of a mission

statement.

“On a blank piece of paper,

� Write down a one or two sentence statement of what you believe God

will have the congregation become in the next five year period.

� Complete this sentence:

“If the congregation is really doing what I believe God wants us to do, in

five years, we will look like this ....” If you would prefer write key

words that represent the main points rather than sentences.

Occasionally one of the leaders will ask about the “5 year” time line. The

idea behind the 5 years is not so much to be saying “this will happen within

5 years,” rather it is to move each person to think beyond the present and

into a preferred future.

Allow the participants 10 or 15 minutes to complete their writing. Then, ask

each person to share what they have written.

As they share, the seminar leader should record their thoughts and be ready

to formulate them into one complete mission/vision statement. For further

suggestion on how to do this, review the accompanying file: Developing the

Working Mission/Vision Statement.

Spend time with the leaders to ensure the statement adequately reflects the

key visions of the group. Then move to the next step.

Slide No. 5 Develop a Preferred Pastor Profile

The purpose of this process is so the leaders can evaluate the current

situation and what kind of leadership, teaching, ministries the new pastor

will be required to implement in order for the congregation to fulfill their

preferred future.

Follow a similar procedure that was used in writing the vision/mission

statement for the church. A sample and guide is also found in the

accompanying file: Developing the Working Mission/Vision Statement.

� Write down how this pastor will minister if the congregation is to fulfill

the mission.




� Complete this sentence:

“In order for the congregation to fulfill God’s call, our new pastor will …”

“What will the new pastor be “doing,” or how will he minister among you”


Once the Pastor Leadership paragraph has been written, guide the

participants to now define gifts, graces and behavior types most suited to

fulfill the Pastor Leadership definition. Be sure to become acquainted with

Leith Anderson’s statements as recorded in Slide numbers 13 to 16.

� The Board Games:

This name is given to two procedures used to further define how a pastor

will minister. Once the Pastor Leadership paragraph has been written,

guide the participants to now define Gifts, graces skills and behavior types

most suited to fulfill the Pastor Leadership definition. The Spiritual Gift

definitions and Pastoral Leadership traits are written on small 1”x 2” cards.

Distribute the appropriate packet to each person at the appropriate time.

First distribute the Spiritual Gift packets and complete that session. Then

distribute the Leadership cards.

� Spiritual Gifts – Select the three essential Spiritual Gifts the pastor will

require.

Each person is asked select the 3 top gifts in order of priority that they

believe are essential to fulfill the mission statement and Pastor profile

statement they have just written. Help the participants complete this by

coaching them to begin by discarding the definitions that will obviously

not be in the top 3 selections.

When most of the people have completed their selections, score the

selections on the Gifts and Leadership Summary Form. Distribute the

printed summary form to each person and project the 01 Gifts and

Leadership Calculations (to project).xls.

Ask each person to share their first selection, then the second and finally

the third. It is more helpful for the whole group to share their first

choice before going on to their second and so forth.

Scoring is done this way: first choice receives 3 points, second choice

receives 2 points, third choice receives 1 point.

As the leader receives each person’s place that score in the appropriate

cell in the 01 Gifts and Leadership Calculations (to project).xls that is

being projected. In this way the group can follow the scoring.

The six gifts that receive the top scores are selected. In the event of a tie

score, ask the leaders to choose between the two.

� Pastor Leadership Traits* – Select the three pastor leadership traits the

pastor will require.

A similar process is used to identify Pastor Leadership traits as was used

to identify the Spiritual Gifts.




(*The Pastoral Leadership Traits were originally defined by Dr. Bill

Burch, previous District Superintendent of the Arizona District Church

of the azarene.)


� Develop the JEWEL Personal Behavior profile for the pastor.

� By using two positioning guides:

� The Ministry Dimension Positioning Guide,

� The Ministry Segment Descriptions sheet.

These sheets will be distributed and explained one at a time. They are used

to work from the needs of a particular ministry and provide the behavior type

of the person who will be filling that position. In this instance we are

defining the behavior type we anticipate will be needed in our next pastor.

Slide No. 8 The Ministry Dimension Positioning Guide

First, let’s look at the page and understand how it is constructed. There are

three parts of this sheet that I want to acquaint you with:

At the top of the page the four dimensions of behavior Diamond, Emerald,

Sapphire and Ruby are represented with the letters D, E, S and R.

� The Center line. (Circles the center line). you were acquainted with this

line when you completed your own JEWEL BTI document.

� (Removes the center line circle and circles the D,E,S,R letters at the top

of the page).

These represent the four dimensions of behavior. Below each letter are

two additional definitions lines.

� (Inserts and arrow at that line). The first line, “Main Focus”

summarizes how that dimension contributes to the behavior style needed

in the ministry.

� (Inserts and arrow at that line). The second line “The Required degree

of” guides the person describing the ministry on what is required.

Before I explain this, let’s see the other aspects of the sheet.

� (Inserts and arrow at that column). Down the left side of the page are

four categories that help to define the behaviors required for a position:

“Main focus”, of each dimension of behavior.

“Required Degree of” explains what each dimension is defining

� (Circles these two definitions). The other two help to locate whether the

dimension will be plotted above or below the center line by defining the

main function of each dimension when plotted above or below the center

line.

“When this dimension is plotted above the center line the need is to”

and




“When this dimension is plotted below the center line the need is

to:”

Before we go any further, it will be helpful to give an illustration so you will

understand the use of this sheet.

Illustrating use of the Guide

Illustrating the use of the Ministry Dimension Positioning Guide.

Here’s an illustration of how this particular sheet will be used.

Suppose we were defining someone who would be working in the infant

nursery.

The first thing to do is to read across the “Main focus” line. (Read the

main focus of each dimension).

The one that seems to be most applicable would be “Sapphire”. The

main focus is to be a Facilitator of People. If we are plotting above the

center line we are saying we need the nursery worker to provide

Personal follow through and stableness.

As an additional example, for a nursery worker, we probably don’t need

someone who would particularly be a Pursuer of a Goal and provide

Aggressiveness and quick decision making. That’s the Diamond

behaviour dimension.

The next question to ask ourselves is do we place each dimension above

or below the center line.

The Diamond would probably be below the center line because

Aggressive attitude is of less importance.

Probably the Emerald dimension would also be below the center line

because nursery care requires More of a one-on-one situation in working

with people. Although the nursery could use a worker who would Work

with and through people; and exercise a high degree of verbal ability.

The next sheet, The Ministry Segment Descriptions sheet, helps us make

that decision a little tighter.

We’ve already decided the Sapphire dimension will be above the center

line.

Probably the Ruby dimension will be also below the center line, but it

could be above the center line too.

It would be wise to ask if there are any questions before proceeding to

explain the next sheet. Now let’s look at the Ministry Segment Descriptions

sheet.

Slide No. 9 The Ministry Segment Descriptions sheet is similar to the previous sheet,

The Ministry Dimension Positioning Guide. It is different from that Guide in

that is provides more specific descriptions about the plotting points of each

dimension.

� The purpose of the Ministry Segment Description sheet is to be very




specific in defining the behavior style of a dimension when placed in a

particular segment. This allows you to choose a segment for each

dimension that most appropriately defines the behavior style that is most

effective for the position that is being described.

� The similarity is

� that the four dimensions of behavior are listed, (inserts a circle

around the 4 dimensions).

� There is a center line. (inserts a red arrow line at the center).

� And each dimension provides an overview of how that dimension

behaves.

� The uniquenesses include

� 1. The introductory line which says: “This position requires a

person who will ”. Note: The statement is missing on the power

point slide, but is on the sheet has been duplicated for each

participant. The “introductory line is where the “explosion star” has

been inserted. The significance of this line is to remind us that we

are defining personal behaviour requirements from the viewpoint of

behaviors needed to effectively function in a particular position.

� 2. The prime focus statements. There are two for each dimension,

the prime focus of the dimension when plotted “high” (above the

center line and when plotted low (below the center line). (Two

indicator arrows are inserted).

For example:

When a position is plotted as requiring High Diamond type of

behavior, it would be saying that the prime focus of this

position requires the person to be “Pursuing a Goal”

When a position is plotted as requiring Low Diamond type of

behavior, it would be saying that the prime focus of this

position requires the person to function as” Being a Team

Player

� The 8 segment definitions. (An arrow is inserted). These segments

then further identify the kind of behavior required to adequately

fulfill the needs of the position.

The segment descriptions then define quite specifically the kind of

that behaviour that is required for a position that is plotted in that

particular segment..

Now, let’s take the next step and begin defining the JEWEL profile for our

pastor by using The Ministry Dimension Positioning Guide.

Slide No. 10

The Ministry Dimension Positioning Guide




Now we will begin to define the preferred JEWEL BTI for our pastor.

� First, note the “Main Focus” of each dimension and decide which one or

two dimensions most accurately fits the core of the Ministry? (an arrow

will point to the main focus line.) Read through the main focus of each

dimension and circle the dimension letter that most accurately fits the

core of the ministry.

Once you have done that, ask another question …

� When the dimension is placed above the center line does it still describe

the “core function” the ministry? (an arrow will point to these

descriptions.) If so, circle that description.

� Now Look at the other dimensions. Are there other dimensions that

should be above the center line? If so, circle them like you did in the

first step.

Review the other dimensions. Do the remaining dimensions fit the ministry

when placed below the center line?

Slide No. 11

The Ministry Dimension Positioning Guide

� Select the most Ideal Dimension of Behavior.

� Locate each dimension either above or below the center line.

Now, each of the participants should have identified which dimensions will

be plotted above the center line and which will be plotted below the center

line.

The Next step in our process is to further define the behaviour type by using

the Ministry Segment Descriptions Sheet

Distribute the Ministry Segment Description Sheet.

Slide o. 12 illustrates the use of the Ministry Segment Description sheet by

illustrating its use in developing an Usher ministry JEWEL Bti. If it is not

necessary to use this illustration, Jump to Slide No. 13.

If you do jump to Slide 13, the script begins again following the line:“(End

of the illustration)” which is located just prior to slide no. 13.

Before we develop the behaviour type description for our pastor, I want to

give you an illustration of how we would use The Ministry Segment

Description Sheet to define the JEWEL BTI.

Here’s an example on how the sheet could be used to define an Usher

Ministry. Please keep in mind this is an example and is not necessarily a

description of the usher position for your congregation.

Slide No. 12

Ministry Segment Descriptions

(Displays the Ministry Segment Description sheet and the following title:)




Example: Defining Usher Ministry

� Displays “The Usher” ministry description.

� For the Usher Ministry the following segments were selected.

� Sapphire was selected as the primary dimension. (places an arrow

in the Sapphire column).

� Segment #7, the “ideal” plotting segment. (Circles segment #7).

� A practical range is: 8 to 4. (Inserts a bracket around the

segments).

� A Secondary upper dimension was Ruby, plotting segment selected

as #6, with range of 7-6. (Inserts a circle around segment #6)

� Emerald was placed at segment 4, with range of 5-4. (Circles

segment #4)

� Diamond placed at segment #2 with a range of 5 – 1. (Circles

segment #2).

This placement of plotting points resulted in the JEWEL S-R pattern.

Check to see if there are any questions on the process.

(End of the illustration)

Now, let’s move to defining our pastor’s preferred JEWEL BTI. The first step

is to

Slide No. 13

Ministry Segment Descriptions Sheet

Locate the center line.

Using plotting descriptions from your Ministry Dimension Positioning

Guide, start with those dimensions of behavior you indicated on would be

plotted above the center line.

Begin at the center line and

� Move upward until you find the segment that describes how this

dimension will best function for this ministry.

� For those dimensions that will be plotted below the center line, move

downward from the center line until you find the best description.

� Plotting all four dimensions in this way will provide you with the

JEWEL pattern name. (Pause until everyone has completed this

selection).

There is one additional step. That is to find a “range” of behavour that

would be acceptable for this position. Here are the instructions. After

locating each dimension in its ideal segment for this ministry, start with the

“ideal” segment and move upward until that segment description would no

longer be appropriate for the position. To identify the lowest acceptable

segment follow the same procedure except move downward until that

segment description would no longer be appropriate for the position. This




will provide a broader JEWEL pattern for the candidate.

Defining the Pastor JEWEL Profile.

The procedure at this point is for each person to report on which segments

they plotted each dimension in. To do this, load the file 05 Ministry

JEWEL Graph for dot distribution map.rtf and project it on the screen.

Ask each person to report where they plotted each dimension.

As they report the segment number, move a red dot from the left side of the

file into the appropriate segment. This will provide a very tangible view of

how each person views similarities and differences in the pastor’s profile.

Once everyone has reported, by consensus decide on the appropriate JEWEL

graph. Usually, there will be clusters in similar segments. Agreement can

be facilitated by:

First: Observing if a particular dimension is plotted mainly above the center

line or below it. Then take the majority’s segment number. Keep in mind

that appropriate ranges for each segment will be set so placing each

dimension in a particular segment is not a crucial issue. This becomes “the

preferred JEWEL profile” for the new pastor.

ext, ask each person to decide the high and the low segment numbers for

each dimension. Instruct te participants do this by

1. Starting with the “preferred” segment for each dimension, move

upwards until the behavior described in that segment no longer fits

the ministry expectations.

2. Do the same thing but move downward from the preferred dimension.

Each person will then report and the group will agree on an applicable

range. Unless there is lack of agreement, use the highest and lowest

dimension number from each person in the seminar.

After completing the “dot distribution map”, it is helpful to use the “save

as” command and save it in the churches directory. Occasionally it

becomes useful at a later time.

From the Gifts, Pastor Leadership descriptions and the JEWEL description,

a preferred profile for the next pastor will be developed.

It helps to inform the church board that because of the smaller pool of

candidates, we are unlikely to find an exact match. What we have done is

profiled both the lay leaders and the pastoral leadership needs of the church.

Once we know the new pastor’s exact profile, we can then team up and

provide all the leadership skills that are needed to fulfill the mission of the

church.

Slide No. 14

Thoughts on Leadership by Leith Anderson

The purpose of Leith Anderson’s quotes are to emphasize that leadership is

the function of the whole, not simply the function of one person.




� “In one of George Barna's research projects he asked American Pastors

if they have the Leadership Gift. 6% yes., 94% no. The gift of

leadership is mentioned once in the Bible - Romans 12 and it is a

"fleeting" statement. In the Bible it is not one of the greater gifts.

Spiritual gifts are primarily given to the church and not the individual.

The gift of sight is not given to the eyes, it is given to the body, etc.”

� This “click” underscores the words: Spiritual gifts are primarily given to

the church and not the individual.

Slide No. 15


� Myths that are creating leadership difficulties in the church (as well as

elsewhere).

� Leaders have to have all the right traits to be successful.

� You must have the leadership gift.

Slide No. 16


� Leadership is work.

� It is getting the job done.

� Leadership is figuring out what needs to be done to achieve the mission

and doing it - or getting someone else to do it and seeing that it gets

done.

Slide No. 17


� In other words,

� Dr. Anderson’s message to us is

� “Leadership is more a function of the whole than it is a function of one

gifted person”.

This is an important message to convey to the leaders of all church sizes.

We work together as a team to fulfill both the leadership functions of the

congregation and the call of God upon the church.

The profile is now complete.

Other questions regarding the Pastoral Search

Use the questions in the agenda section titled “Final Profile Arrangements”.

This section of the agenda outlines several more questions to be answered

before the all the information needed by the District Superintendent for the

search is completed.

End your time together with prayer.

THE PASTORAL SEARCH SEMI AR

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