1. Ministry in the Meantime: Some Principles, Practices and Pointers on Interim Ministry By The Rev. Dr. Cathi Braasch STS Nashotah House Theological Seminary May 18, 2012

2.  Definitions of interim ministry, intentional and otherwise;  The congregational life cycle;  Five key phases of interim ministry;  Five key phases of interim ministry;  Reading congregational culture(s)  Assessing congregational connectedness and conflict; and  Self-care while engaged in an interim ministry.

3. Interim Ministry: Ministry that takes place during the period between calls of one settled pastor and his/her successor.

4. Why interim ministry?  Older view – –fill a gap between settled pastors –Care-taking  Newer view – –Intentional, positive opportunity –re-evaluate congregation’s mission and identity –To prepare for future mission and pastor  The unintentional interim ministry

5. Five key phases of interim ministry  For the congregation 1.Coming to Terms with its History & Heritage 2.Enabling Leadership Changes 3.Developing a Vision for Future Mission 4.Reaffirming/Renewing Connections With the Wider Church 5.Commitment to New Directions in Ministry  The Intentional Interim brings specific: –Knowledge –Skills –Aptitude –Experience

6. The congregational life cycle BIRTHDEATH

7. The Congregational Life Cycle GROWTH DECLINE STABILITY BIRTH DEATH

8. BIRTHDEATH REDEFINITIONREDEFINITION REDEVELOPMENTREDEVELOPMENT REBIRTHREBIRTH Growth Decline

9. Two Common Mistakes made when entering an interim situation: BIRTHDeath 1.Underestimating level of decline (the current state of decline in the congregation) 2.Underestimating just how much change will be needed to put congregation on growth side of the life cycle.

10. Why it’s important to read the life cycle accurately…

11. Reading congregational culture(s)  Behaviors  Values  Beliefs &  World view

12. When cultures collide…  Behaviors  Values  Beliefs &  World view

13. Pointers…  Be self-aware of your own culture (behaviors, values, beliefs, world view)  Be(come) adept at reading congregational cultures  Insight and Intuition -- Watch below the water line (avoiding collisions where possible)  Transformation -- Seek to lower the water line (broaden cultural awareness and respect)

14. A framework for assessing congregational connectedness (or lack thereof) Vision & goals ____________ Relationships _________________ Roles __________________________ Procedures Vision & Goals:  Clear, written, agreed upon Relationships: Based on mutual  Honor, trust, respect Roles:  Defined, agreed-upon, free of role conflict Procedures:  For decision making, accountability, “fair fights”  Set in advance and written

15. Conflict & Antagonism  Definition of an antagonist: someone who on the basis of non- substantive evidence, goes out of their way to make insatiable demands, usually attacking the person or performance of others; these attacks are selfish in nature, tear down rather than build up, and are frequently directed against leadership. (p. 27)  Kinds of antagonists: hard core (usually irrational, unreasonable). Major antagonist (possible to reason with them, but they will not be reasoned with). (p. 28)  From “Antagonists in the Church” by Kenneth Haugk

16. Degrees of Conflict & Antagonism (Hauck)  – Intractable; Destroy opponent at any cost to them or me  Impossible situation – Intractable; Destroy opponent at any cost to them or me  Very difficult -- Fight/Flight; Hurt opponents or get rid of them  Tough – Contests: Win, Put others in their place  Easy – Disagreements; Self-protection  ; work out a solution  Easiest -- Problem to solve; work out a solution

17. Self-care and Interim Ministry  Worship & Prayer Life  Spiritual Direction  Accountability  Balance – Time Mastery

18. Clear-air turbulence @ 33,000 feet

19. Titles For Your Tool Kit

20. Let us take counsel … aka Table Talk