1. Live online presentations helping you create a culture of a fully funded ministry.

2. Moderator Introduction
Aaron J. Babyar – SRS Managing Director

3. We want to flood the nations with Spiritually healthy, Vision-driven,
Introduction
SRS Vision
We want to flood the nations with
Spiritually healthy,
Vision-driven,
Fully funded,
Great Commission workers

4. Introduction
Our Goal
SRS provides solutions to help your staff overcome obstacles, maintain a God-centered perspective, and apply proven strategies to personal support raising.
We want to help you create a culture of a fully funded ministry for:
Recruits
New Staff
Veteran Staff
Support raising trainers and coaches

5. Ongoing Benefits of the SRS Network
Introduction
Ongoing Benefits of the SRS Network
Monthly Webinars
Opportunity to utilize SRS Bootcamp curriculum
Audit Survey
Catapult Series
Training for you as facilitators
Support Raising Leaders Conference

6. Last Tuesday of each month 1 p.m. CST
Stop and Mark Your Calendar!
Last Tuesday of each month 1 p.m. CST
Please create a recurring event in your calendar

7. April 17 pm -19 pm in Rogers, AR
Spring Facilitator Training Dates Set!
April 17 pm -19 pm in Rogers, AR

8. Prayer

9. Questions
During the presentation, please submit your questions for the upcoming Q&A time

10. Byron Johnson – Executive Director, VISION 9:38
Speaker Introduction
Byron Johnson – Executive Director, VISION 9:38

11. Opening Doors for Successful Minority Involvement in Majority
Culture Ministries

12. Overview
Minorities who are involved in majority culture ministries typically face many challenges that are unique to them that causes them to be limited in both their personal spiritual growth and effectiveness in ministry. It even becomes more challenging as some of these minorities are recruited and challenged to join the majority culture ministry team. Addressing issues related to team dynamics, ministry expectations, and fundraising are just a few of the obstacles, but addressing them properly can potentially lead to exciting and fruitful ministry.

13. What is Necessary for Successful Minority Involvement
OPENING DOORS
What is Necessary for Successful Minority Involvement
Identity of the minority must be understood
Intentionality of the majority culture must be ubiquitous
Influencing, not just assimilation, must be utmost
Inclusiveness with integrity must be unpretentious

14. Identity of the Minority Must Be Understood
OPENING DOORS
Identity of the Minority Must Be Understood
Right Color, Wrong Culture by Bryan Loritts
C1, C2, C3

15. OPENING DOORS
“Sociologist’s tell us that embedded within each ethnicity are various layers of culture. At one end of the culture spectrum are what we would label C1’s. These are individuals who while being of a specific ethnic minority have assimilated thoroughly into majority culture. Using my own ethnicity as an example (African-American), the image that should come to mind when thinking of C1 is Carlton Banks of the Fresh Prince of Bel-Air.”

16. OPENING DOORS
“On the other end are what we would label C3’s. These individuals have refused to assimilate in majority culture. These are your rage against “the man” minorities, who look down on C1’s, labeling them at times as being “sell outs,” or “Uncle Tom’s”. Sticking with our acting motif, just think Ice Cube. If ever you see a film that has Ice Cube starring in it you know it’s a black movie (in every bit of a C3 sense).”

17. OPENING DOORS “There’s one other cultural layer tucked
away in every ethnicity: C2’s. These are
people who can navigate different
ethnicities yet retain who they are in
the process. They are unique individuals
who have adapted well over time, to
the point where they can genuinely
relate to and enjoy the company of quite
an eclectic crowd. Think Denzel Washington. In the past twenty years, Denzel’s roles have transcended ethnicity. Denzel would be just as comfortable hanging with Ice Cube as he would Carlton Banks.”

18. OPENING DOORS
“I hesitate to say this, but oh well, let me just spit it out. Minorities have a leg up on our white brothers and sisters when it comes to being C2’s. Because America is still a racialized society (see Michael Emerson and Christian Smith’s Divided by Faith), minorities have to learn to “become” C2’s if we are going to be successful in a country dominated (from a power standpoint) by whites. We have to learn to speak your language, go to your schools and relate to you in meaningful ways if we want to truly eat some of the American pie.”

19. OPENING DOORS
“The disheartening reality is that this is not a two way street. White people do not need to learn how to “become” when it comes to minorities to be successful. You can stay on your own side of the tracks, and huddle in your own nooks and be just fine without us. Yet the redemptive beauty is that not only do minorities have a leg up in their ability to become C2’s, but our white brothers and sisters can get there. It’s not going to happen by accident, though, you’ll have to be willing to take some dangerous and intentional steps to “become,” to get into our worlds, but it’s worth it.”

20. Intentionality of Majority Culture Must be Ubiquitous
OPENING DOORS
Intentionality of Majority Culture Must be Ubiquitous
Not doing what is comfortable vs. doing what is Christ-like
Specifically targeting minority ministry vs. the status quo ministry
Being a learner vs. lording it over
Understanding sovereign foundations
Realize you could be speaking a different language
Placing minorities in leadership vs. always having to be in control

21. Influencing, Not Just Assimilation Must Be Utmost
OPENING DOORS
Influencing, Not Just Assimilation Must Be Utmost
Minorities must have a seat at the table
Minority leadership must be trusted

22. Inclusiveness With Integrity Must Be Unpretentious
OPENING DOORS
Inclusiveness With Integrity Must Be Unpretentious
Every culture/ethnicity must be celebrated and embraced
Different isn’t bad, it’s just different

23. Managing Yourself During Support Raising
Q&A
As Leaders and Support Trainers – What to Secure and Establish
Checking on Team Support levels
Staff reporting on support maintenance time
Allocating time for SMD
Share staff experiences

24. Closing
Join us next month:
March 28 at 1 p.m. CST