MISSION VS. MAINTENANCE: THE PASTORAL CARE DIVERSION
During a clergy search, many if not most congregations are very clear in stating: “We need pastoral care. We want a priest who visits the sick and the shut-ins.” Often the phrase ends, spoken or unspoken, “unlike that last guy.” Very rarely, it seems, does any church get quite enough clergy visitation to suit the “clergy as pastoral-caregiver” segment of the congregation.
It is quite true that the weaker members of a congregation rate special, caring attention in their time of need. It is also a fact that a congregation that makes attention to the sick and elderly its top priority, particularly for its clergy-person, has set its face toward its own death. One reason is simply statistical: the sick and elderly members, by and large, don’t last very long. Consequently, all that clergy attention, at high cost to the congregation, is being directed toward those who are on their way out of the congregational life. Morale is an issue, too: after a while, the priest realizes that all of her best friends in the congregation are dead! It isn’t easy to bury, year after year, the church members you know best and love most.
But meanwhile, the “pastoral” clergy leader is ignoring the young, the active, and the newly enrolled, many of whom may well look elsewhere for church, precisely because they feel the rector’s lack of interest in them. The congregation is placing maintenance of those it already has ahead of its mission to reach out to those it does not yet fully have! In fact, I’ve heard it said that the church is the only organization that exists for the benefit of those who are not yet its members.
This very situation may well be the key to the decline of the Main Line in Protestantism.
Pastoral care for the sick, the elderly, and for those in “any kind of need or trouble” is the responsibility of the entire congregation, not just the clergy. So are evangelism, formation, and congregational life. Remember the story about the Canada geese, how they share leadership, mate for life, fly in formation, and—when one is injured or sick, one or two stay behind to care for the weak one. We can learn this from those geese: it isn’t always the same one who stays behind to care for the sick.
And meanwhile, the flock flies on to its destination.
Saturday, May 23, 2009
A Volley from the Canon, #51
MOVE TOWARD THE FIRE
In a former life, my wife Linda was Director of Public Relations for a hospital in our home town. One of her duties had to do with emergency procedures, and I was intrigued to learn of some ways that hospitals respond differently from other institutions to an emergency such as a fire.
I was a teacher then, and our procedure was simple: get the kids out! In most instances, when an occupied structure catches fire, priority one is to evacuate, and priority two is to call the fire department (of course, that is done automatically in most cases). In the hospital, however, there are hundreds of patients, many of whose lives would be as threatened by being moved as by the emergency itself. In any case, there could never be staff enough or emergency personnel enough, quickly enough, to remove all patients safely. Evacuation itself poses serious risks. Therefore, the hospital maintains a cadre of staff who are trained to rush TO the source of the danger. Others are sealing off unaffected wings of the buildings, evacuating those who can most safely be evacuated, and taking up stations for further actions should they be called for. Still others continue to care for the seriously ill throughout the emergency. But the most crucial action required is to put out the fire and limit the damage immediately, not waiting for crews from outside to arrive.
What does this have to do with congregational life and health? The church is, after all, a hospital for sinners, a gathering place for people in all stages of spiritual and emotional treatment and recovery. What happens when there is a spiritual “fire,” (and not one of holy origin)? How can the local church deal most effectively with an outbreak of serious conflict that threatens its very survival?
We have all kinds of natural responses. Some people refuse to acknowledge that there is a fire, and they try to go about their business normally, hoping it will just go out on its own. Some of the stronger and abler people run from the fire, often abandoning weaker souls who are too frail, in whatever way, to get out of the way of the flames. Some just try to seal it off from affecting “their” particular wing of the congregation.
We also need to maintain teams of people who are prepared and equipped to rush TO the fire. We need to meet conflicts head on, address them honestly and directly, and bring them to resolution as quickly and expeditiously as possible. We need to excise the Body of dangerous, destructive behaviors, and we need to facilitate reconciliation and healing. Conflict Resolution may be the crash cart of wholesome congregational life.
In a former life, my wife Linda was Director of Public Relations for a hospital in our home town. One of her duties had to do with emergency procedures, and I was intrigued to learn of some ways that hospitals respond differently from other institutions to an emergency such as a fire.
I was a teacher then, and our procedure was simple: get the kids out! In most instances, when an occupied structure catches fire, priority one is to evacuate, and priority two is to call the fire department (of course, that is done automatically in most cases). In the hospital, however, there are hundreds of patients, many of whose lives would be as threatened by being moved as by the emergency itself. In any case, there could never be staff enough or emergency personnel enough, quickly enough, to remove all patients safely. Evacuation itself poses serious risks. Therefore, the hospital maintains a cadre of staff who are trained to rush TO the source of the danger. Others are sealing off unaffected wings of the buildings, evacuating those who can most safely be evacuated, and taking up stations for further actions should they be called for. Still others continue to care for the seriously ill throughout the emergency. But the most crucial action required is to put out the fire and limit the damage immediately, not waiting for crews from outside to arrive.
What does this have to do with congregational life and health? The church is, after all, a hospital for sinners, a gathering place for people in all stages of spiritual and emotional treatment and recovery. What happens when there is a spiritual “fire,” (and not one of holy origin)? How can the local church deal most effectively with an outbreak of serious conflict that threatens its very survival?
We have all kinds of natural responses. Some people refuse to acknowledge that there is a fire, and they try to go about their business normally, hoping it will just go out on its own. Some of the stronger and abler people run from the fire, often abandoning weaker souls who are too frail, in whatever way, to get out of the way of the flames. Some just try to seal it off from affecting “their” particular wing of the congregation.
We also need to maintain teams of people who are prepared and equipped to rush TO the fire. We need to meet conflicts head on, address them honestly and directly, and bring them to resolution as quickly and expeditiously as possible. We need to excise the Body of dangerous, destructive behaviors, and we need to facilitate reconciliation and healing. Conflict Resolution may be the crash cart of wholesome congregational life.
A Volley from the Canon, #50
SUMMER SOCIALS
Somehow, Coffee Hour, that sacred Episcopal institution, sounds less appealing in summer. Sure, there are those of us who need our post-worship jolt in any season. But many of us would just as soon get it in a cooler, breezier way when the weather turns warm.
That undercroft gathering space may seem a bit dark and caveish in summer, too.
If there is a level shady spot outdoors, why not try moving the coffee hour al fresco for summer? Some people will still want coffee—but what if it is available iced as well as hot? How about fresh-brewed iced tea? Real lemonade? Those summer treats hearken to lazier, more relaxed past days, but they also invite folks to relax and unwind together a little longer in present days, too. Ice cream bars and sandwiches make terrific summer after-church snacks, too, and a welcome break from the all-donut diet.
It is always a challenge to get hosts to do things a little differently, when they have learned a routine. For encouraging Sunday attendance through the summer, and for welcoming the guests who continue to drop in during summer months, however, variety lends a very attractive spice. It may be well worth the hospitality committee’s time and effort to do a little additional sales, training, and coordinating to produce a memorable summer routine.
Somehow, Coffee Hour, that sacred Episcopal institution, sounds less appealing in summer. Sure, there are those of us who need our post-worship jolt in any season. But many of us would just as soon get it in a cooler, breezier way when the weather turns warm.
That undercroft gathering space may seem a bit dark and caveish in summer, too.
If there is a level shady spot outdoors, why not try moving the coffee hour al fresco for summer? Some people will still want coffee—but what if it is available iced as well as hot? How about fresh-brewed iced tea? Real lemonade? Those summer treats hearken to lazier, more relaxed past days, but they also invite folks to relax and unwind together a little longer in present days, too. Ice cream bars and sandwiches make terrific summer after-church snacks, too, and a welcome break from the all-donut diet.
It is always a challenge to get hosts to do things a little differently, when they have learned a routine. For encouraging Sunday attendance through the summer, and for welcoming the guests who continue to drop in during summer months, however, variety lends a very attractive spice. It may be well worth the hospitality committee’s time and effort to do a little additional sales, training, and coordinating to produce a memorable summer routine.
Sunday, May 10, 2009
Volley from the Canon, #49
FRESH LEAVEN FOR THE LOAF:
WORKING IN NEW MEMBERS
It is a simple truth that new church members beget new church members.
The long-time members largely have already worn out their family, friends, neighbors, and acquaintances with invitations to the church. It saddens one to see them hide when they espy us approaching. Chances are, if they haven’t showed up by now, they aren’t interested. At any rate, they know they are welcome.
The new member, however, knows and is related to (we hope) a different set of people, including many who have not yet been introduced to the local Episcopal congregation. While they are fresh and excited about their experience of attending the church, it’s a great time for them to be the evangelists of the congregation, talking up their interest and enthusiasm to their friends and relations. In my own experience, one new member to our original congregation (that we hardly knew) set off a chain reaction of friends and friends-of-friends that brought a double-handful of young adults into that congregation.
The existing members owe a huge debt of gratitude to those new members, who refresh the community life and stir the pot, fending off congregational torpor. It is essential that they be carefully drawn into the group. Remember: within six months of joining a church, every member needs to know at least seven people there that he or she considers friends, inside and outside of the church, in order for them to continue attending.
No matter how small the congregation, it is a good idea to have a new member incorporation group of some kind, whose job it is to work the new leaven into the loaf. Newcomers need to be invited to take part in various activities and events, and specifically not just the drudge jobs. Perhaps most important of all is to ask them what their ministry interests are, and to help them find ways to develop those in the congregation.
Should a new member serve on the vestry right away? That depends on the congregation, the vestry, and the new member. As a rule, it is wise not to hit them up with too large a commitment all at once. Many of us know of vestries whose meetings could be terminal to a fragile faith, either through boredom or through conflict. There can be situations though, in a small and well-functioning congregation, when participation in the leadership of the church could be an excellent orientation and commitment experience.
New members are a special gift to a congregation. Let us rejoice and be glad in them. Let us also not neglect to ask them to invite their friends and connections, as well. We’d be glad in them, too!
WORKING IN NEW MEMBERS
It is a simple truth that new church members beget new church members.
The long-time members largely have already worn out their family, friends, neighbors, and acquaintances with invitations to the church. It saddens one to see them hide when they espy us approaching. Chances are, if they haven’t showed up by now, they aren’t interested. At any rate, they know they are welcome.
The new member, however, knows and is related to (we hope) a different set of people, including many who have not yet been introduced to the local Episcopal congregation. While they are fresh and excited about their experience of attending the church, it’s a great time for them to be the evangelists of the congregation, talking up their interest and enthusiasm to their friends and relations. In my own experience, one new member to our original congregation (that we hardly knew) set off a chain reaction of friends and friends-of-friends that brought a double-handful of young adults into that congregation.
The existing members owe a huge debt of gratitude to those new members, who refresh the community life and stir the pot, fending off congregational torpor. It is essential that they be carefully drawn into the group. Remember: within six months of joining a church, every member needs to know at least seven people there that he or she considers friends, inside and outside of the church, in order for them to continue attending.
No matter how small the congregation, it is a good idea to have a new member incorporation group of some kind, whose job it is to work the new leaven into the loaf. Newcomers need to be invited to take part in various activities and events, and specifically not just the drudge jobs. Perhaps most important of all is to ask them what their ministry interests are, and to help them find ways to develop those in the congregation.
Should a new member serve on the vestry right away? That depends on the congregation, the vestry, and the new member. As a rule, it is wise not to hit them up with too large a commitment all at once. Many of us know of vestries whose meetings could be terminal to a fragile faith, either through boredom or through conflict. There can be situations though, in a small and well-functioning congregation, when participation in the leadership of the church could be an excellent orientation and commitment experience.
New members are a special gift to a congregation. Let us rejoice and be glad in them. Let us also not neglect to ask them to invite their friends and connections, as well. We’d be glad in them, too!
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