Shared Leadership: The Staff/RE Committee Partnership

Presented byPatricia Infante, Regional Faith

Development Consultant, CERGJan Gartner, Lifespan Faith Development

& Youth Ministries Consultant, OMD

Webinar Basics

Top Menu Bar: Emoticons Message Box

Right side of screen: Attendees Message Box

Lighting Our Virtual Chalice

The deep and abiding reality – the reality we do not invent, the reality we really have to cope with – is that we are interconnected beings born in and for community.

If that is true, and surely it is, then leadership is everyone’s vocation, and it is an evasion to claim that it is not. When we live in the close-knit ecosystem called community, everyone follows and everyone leads. Leadership, I now understand, simply comes with the territory called being human.

~Parker Palmer

Overview

Welcome & Introductions Healthy Relationships Communication Shared Leadership & Shared

Responsibility Covenant

Introductions

Please introduce yourself by sharing the following: Name Congregation Name Your role/job in the congregation Congregation Size & Approximate RE

Enrollment

What does your DRE/RE committee relationship look like?

Healthy Relationships In healthy congregations, people

respond graciously and truthfully (rather than judgmentally or secretively)

In healthy congregations, people develop caring relationships (rather than willful transactions)

In healthy congregations, people empower others (rather than dominate or cure them)

Essentials of Building Good Relationships Clarity in documents, Contract, Job

Description, Program Assessment & Evaluation responsibilities

Clarity in who does what task when Rotation System for volunteer Lay

Leaders Financial and Public Support from Board

Leadership Cooperation and interaction with other

standing committees of the church Support of the minister

When Roles Overlap

Religious Educator

Lay LeadersMinister(s)

Healthy Communication

Truth-telling Willingness to discuss difficult

issues Staying connected through conflict Understanding boundaries Respecting Confidentiality

Problematic Communication Quandaries

Rumors – misinformation Gossip – may be accurate but spread

outside of established communication channels

Exposure – revealing too much information that would be considered socially appropriate

Leaking – information is released intentionally, without regard to covenants or established boundaries

The Elephant in the Room

Every congregation has an issue that is difficult to talk about.

Do you believe that people’s functioning will improve if they know the truth?

Shared Leadership

No single right way to share leadership

Partnership may change over time Clarity is important Blurriness, flexibility can be good;

best if made explicit

A good partnership:

Provides checks and balances Gives multiple perspectives Strengthens decisions Offers flexibility Distributes workload Is mutually supportive, synergetic

General function of Committee: (one or more may apply)

Advisory to staff: sounding board, additional eyes and ears

Decision-making: policy, vision, curriculum, etc.

Program support and implementation: consider portfolios, sub-committees

Other?

General functionof staff member

Provide expertise and leadership as an accountable religious professional

Serve by carrying out the will of the congregation

This is a polarity! Both are true. Acknowledge the tension, need to balance.

Authority of Leaders

Leaders (paid and volunteer) should be given a level of authority consistent with their level of responsibility.

In thinking about how to share leadership, consider:

Staff hours Staff interests and talents Committee interests and talents Congregational culture and

systems Other?

Sharing Responsibilities

How you might use the worksheet Remember that there is no right or

wrong way. The right way is the way that works for you.

Alternatives to R.E. Committee

Standing teams (safety, curriculum, special events)

Ad hoc working groups (limited time, specific purpose)

Class leaders (for class-specific help and/or program/church events)

Other?

Unitarian Universalism is a Covenantal Faith

We are a covenantal faith, not a creedal faith.

We share a covenant of how we try to be together, not a creed of what we all must believe together.

Rev. Thom Belote (adapted)

A Covenant …

Is a statement of agreement about how we choose to be in relationship with each other.

Comprises promises, not rules. Is a framework of expectations. Is about behavior, not personality. Offers an opportunity to explore and

deepen our spirituality.

Keeping the Covenant Alive

Keep it visible! Talk often about the covenant and

its meaning. Put the covenant on agendas. Review the covenant when there

are major changes in leadership.

Keys to Success Remember: Conflict and disappointment is

inevitable!

Clarity to Acknowledge and negotiate overlap between roles

Communication

Covenant to help articulate Mutual acccountability Processes for correction An ujncerstanding of forgiveness The possibility of reconciliation

Questions?

Resources R.E. Road Map: An Administrative Guidebook

for Religious Educators; get order form from Cindy Leitner, cindyleitner@gmail.com

“Congregational Freebies” on Connie Dunn’s website, including Religious Education Timeline and Religious Education 101: http://www.uustoryteller.com/free.htm

The Search for Religious Education Leadership: http://www.uua.org/documents/ellenwoodpat/re_leadershipguide.pdf

A final word from Parker Palmer…

So, what does it take to qualify as a leader? Being human and being here. As long as I am here, doing whatever I am doing, I am leading, for better or for worse. And, if I may say so, so are you.

~Parker Palmer, “Leading from Within”