I have noticed an increase in illness, stress, and conflict that is beginning to
take its toll on the roster and in congregational life. Don’t get me wrong, this
isn’t happening everywhere. You probably have a different story or situation.
I am talking in general terms and in terms of what I am seeing since taking
office three years ago.

I have often wondered if some of this has to do with the aging dynamics of
a congregation. As the congregation ages, the people have a longer period
of time invested in who their faith community is and how it functions. It is
therefore difficult to change that dynamic and can often lead to anxiety about
the role of a rostered minister. The fact that we are training rostered leaders to think about the changing role of the church in society creates some of the anxiety as well. We have these two tensions working against each other. The members who want the rostered minister’s role to remain the same and the members who want it to be different, in line with the changing times.  

The letter of call also is somewhat vague and leaves room for interpretation. There are specific tasks such as preach, teach, administer the sacraments, lead worship, keep accurate records, install council members, etc. or general expectations such as visitations, inculcate piety, provide pastoral leadership to the faith community and encourage members to be generous support of the ministry of the synod and the church.

Nowhere does it say how much or in what way these expectations are to be fulfilled. No where does it encourage us to get beyond maintaining the congregation on life support and helping it fit the changing needs of the church and the world and God’s mission to the world.

Let me use an example of what I think reflects this maintenance kind of ministry.

A rostered leader is able to maintain a 40 hour week with the following tasks per week:

            4 hours of teaching - confirmation and bible studies (which includes prep time)
            8-10 hours of worship preparation per week (sermon, service outline, prayers, etc.)
4-5 hours on Sunday morning (worship leadership, meetings, one on one conversations and prayers; setting up next weeks appointments with those in attendance, etc.)
            5 hours of counseling per week (marriage preparation, funeral planning, crisis, family, etc.)
            8 hours on administration (meetings, record keeping, coordinating volunteers, etc.)
             8 -10 hours of visitations (office, hospitals, home, seniors residence, etc.)

This is a maintenance work week- just keeping the status quo. This does not include program development, evangelism and outreach, mission visioning, nor community development in which you can analyze the gifts of the community and engage and motivate people to serve. A 40 hour work week is certainly not the normative expectations of congregations towards their leaders. “Type A” personalities and workaholics fit the bill, but not everyone does.

Unspoken and unreal expectations are hurting our congregations and our leadership. They are hurting God’s mission to love and bless the world.

What can we do to address this phenomenon? Perhaps we could assess what our ministry is about - within and outside of the congregation? Set realistic goals for ministry. Assess the congregational assets - people, finances, community resources, leadership gifts. Find out what can be done together and by other individuals. Prioritize what is God’s mission and what are our own needs as a community. Pray about what God is calling your congregation to do and be.  

There are definitely other things to consider and I hope you will share them with me. I use this column to put out ideas and thoughts and seek your input as we work to be a church that hears the call of God and seeks to help God’s mission in the world.

To view Bishop Elaine's blog click on the link below:
mnosynod.wordpress.com