Introduction
- Jul Medenblik
- Initially 9 months to 4 years
- Went from “let’s replace a person” to “let’s change the culture”
- From “here is what we should do” to
- Shift from telling to listening to voices not heard before
- This has been a hopeful Synod
- Scott Greenway
- We listened at the grass roots levels, the office workers, questionnaires
- Our work was driven by that. We hear ____________ consistently and need to address it. A bottom up sort of approach, how can we get to the solution of that.
- Jul again
- Look at the appendix. We think there will be continued conversation
- Coordinate with SPACT
- ED: “from react and respond towards giving vision a voice”
- shift from one person to developing an executive leadership team
- naming of issues has already resulted in changes of structure and culture
- specialized ministries felt like orphans, now finding a home together
- forming collaborative work groups that span across ministries, ECC collaboration tables
- Naming it and living into it we’ve seen culture and structure change
- Binationality. reframing of Canadian director position
- shift from silos to streams
- Scott again
- “how are we going to get our structure in front of young people?” They aren’t interested They are interested in causes. How do we change the conversation. Purposes that will capture the imagination of every generation.
- Let’s focus on what are we really about? How will we know if we are a biblically functioning denomination?
- Focus on 5 streams. Following the ECC. This will inspire excitement and a handy tool to introduce the denomination to someone who joined your church. Then you can say how the offices fall in line with that. Will capture the imagination of the people.
- Jul again
- The streams are met to flow together. Different emphases and currents.
- It’s an organic image rather than organizational.
- Movement image instead of a maintenance focus
- Affirm ongoing ministry but have them feed into each other
- step-up framing to help connect main focuses from local churches to a denomination.
- Development in terms of culture and framing in that culture.
- today, how the BOT frames that structure.
- Each generation needs to frame the journey and own the journey
- Culture eats structure for lunch
- Structure can be affirming and help develop the culture.
- review of the history tended towards two extremes: centralization and de-centralization.
- Laid out strengths and weaknesses on pg 361, pg 378
- Is there another way that we can see?
- Some will say “after this synod I don’t know what we did…” We were a hopeful synod, a discerning synod by conversing together.
- Like Sat. night a time for discernment
- Help analyze three pictures. What’s the trajectory?
- pg. 378 option A. Status quo
- Scott again
- this is so terribly important, how you can help us by giving us some solid feedback. This is a huge deal. We need your help. From the beginning this has been a “let’s listen to the people because that’s where the answers will be found.”
- pg. 379 Option B: advisory councils.
- Jul again
- This is a task force of synod.
- we’re serving synod, we’re serving you as the embodiment of the church. This is synod TO the board of trustees.
- pg. 380 Option C: The BOT really is through a Synod process
- There was a disjunction when we went to regional boards.
- Council of delegates from BOT.
- At large delegates for specialties.
- Have an executive council.
- TFRSC@crcna.org for feedback until July 15 (synod delegates only) TFRSC2014@crcna.org for non-delegates to contribute ideas and opinions.
- Not about deciding but about discerning. Meeting July 22 to discern them.
- Identify yourself and your classis
- Joel Boot
- The TFRSC needs input from you
- How can we best structure ourselves to effect the culture the way it ought to be to more collaborative, interactive, supportive, encouraging.
- Input, questions, additional options, any input you have. There is no other opportunity to address the denom the way we can as all 47 classes are present in the room at the same time and have each of them make these within the next 25 minutes.
- Jul again: What is the shape of classes and Synod itself
- Do you want to choose an option? say it. all have strengths and weaknesses.
- Back to the chair Jake Kuipers
- Break out to conversations around the tables.
Leadingchurch.com 
Hi Paul, this is what I emailed to them:
Thank you for your work and inviting input.
Some thoughts:
1. We must be very focused. Not on structures but on purposes – I like the 5 streams. Its something that everyone can dialogue on how they can contribute to each of the streams. Short powerful statements. Not paragraphs.
2. Being collaborative and seeking input is the strategy not the means to arrive at a strategy.
3. Create a culture of leadership. There is a difference between leading and management. Management must support leadership. Management must be able to be flexible enough to bring into reality leadership mandates.
4. Structure and create a leadership structure. Have a lead team and a management team. Think about the difference between leadership and management. Our current culture and structures are about management – good and orderly functioning. What we are missing is leading. Tip the scales towards leadership. We need to open up channels so that leaders (most will avoid non-leadership structures) will feel that if they step forward they won’t be burdened by the system but will be able to think about the future and how to bring people there. We need to create a culture of leadership.
5. Find leaders who can embody the new culture and who have wonderful levels of woo travel and inspire the classes and churches on a regular basis. Get local now. Bring the incarnation of this to the churches through high quality media, discussions – budget millions to do this and get the very best in story telling and group collaboration to hit the road for 3 years and bring everyone together.
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Very discouraging, to me. These guys want to lead by polling the people. At least that’s how I’m reading your notes, Paul. I haven’t listened to his online. Depressed.
Dave, I think you’re looking at it the wrong way. After decades of growing disconnect between the denominational leadership and the grassroots, they are stopping to ask with some humility, “What are we missing?” To take off in a new direction (or continue on the old one) without asking that question isn’t leadership. It’s arrogance. What they do with the information once they have it (and making sure they have an equal or larger component of listening to God), will determine whether its leadership or waving in the breeze.
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