Leadership for a Time of Transformation
From Jan. 8-14, 2012, I experienced the blessing of attending my first conference of the “Next Generation Leadership Initiative: Target 2030” in which I am part of the class of 2022. You may recall that I was accepted into this program last year in June, and attended an orientation session in August. The program is made available through the Pension Boards of the United Church of Christ, and is fully-funded in every aspect (including travel expenses, hotel & meal costs, program costs, books and materials). Each year for 10 years beginning in 2011 (I’m in the second class), about 15 UCC-ordained clergy serving as parish ministers across the country will be invited to the program. They must be no older than 36 when they begin, and they must be ready to commit at least 10 years to parish ministry; however, the program is really designed for those who anticipate a lifelong career in the parish – a choice which is becoming unsettlingly rare as young pastors are overwhelmed by the job, experience burnout, and leave parish ministry altogether within the first few years.
NGLI will offer ten years of high-quality education and support for over 150 parish pastors. For the first four years, I will attend a week-long conference in January and a 4- or 5-day event in late summer or early fall (during General Synod years we will be sent to Synod). In the fifth year, the conference will be a review of our previous experiences, pulling it all together. For the remaining years, each participant has access to fund ingto pursue his or her particular vocation: perhaps working toward another degree or special certification which would enhance ministry in the parish. Finally, funds are vested in each participant’s pension account, which are conservatively estimated to mature into an additional $75,000 in retirement savings.
As you can see, the Pension Boards are serious about funding this remarkable program and creating a next generation of well-equipped leaders. Their dedication was born in this transformational time for church and culture, with the idea that we do not know exactly what the church will look like over the next 40 years (hopefully the length of my parish ministry career!). Therefore, we cannot train pastors to serve a specific model of church, but we can prepare leaders to be adaptive, innovative, and to maintain physical and spiritual health so that they will be ready for whatever comes.
Our first year’s program focused on the idea of “self-differentiated” leadership, built on a concept called Bowen Theory. This theory can help pastors and congregations look at the bigger picture when challenges or conflicts arise. Instead of trying to place blame, Bowen Theory helps us understand all of the factors that lead into a conflicted situation. You’ve heard that “it takes two to tango,” but Bowen suggests it takes at least three, and probably more, as whenever two people come into conflict, they inevitably pull in additional partners. Escalating anxiety is a source of burnout for many congregations, as well as for pastors who try to “fix” everything and feel like they have failed. Bowen Theory asks what we can all do to lessen the anxiety, speak for ourselves, and work together to improve our relationships with God, self, and one another – it fits in perfectly with Christ’s Great Commandment!
Making use of these resources, as well as having the opportunity to network with other clergy with similar dedication, ambition, and heart is a major source of assurance and strength for the difficult transition into and life of a parish minister. With the support of NGLI, and with each week as I grow into the life and vision of the people of St. James, I feel more able to be a part of the leadership of this congregation; and as always I am convinced that the Holy Spirit is working actively within and among every one of us and our ministries together in this remarkable House of God.
In Christ’s Peace, Pastor Rachael
