The District Lay Leader Accountable and Responsible Sandy Jackson Director Connectional Laity Development

The District Lay Leader

Accountable and Responsible

Sandy JacksonDirector

Connectional Laity Development

Sandy Jackson - 2009

Opening Devotions• Scripture: 1 Peter 2:9-10

• Song: “We Are Marching” (TFWS #2235b)

• Prayer Concerns


Prayer:I have heard your call to priesthood, my Lord.I have heard your call to be in mission and ministry.Thank you for calling me out of darkness into yourmarvelous light.May I declare your praises in all that I am and in allthat I do! Amen.

CLOSING PRAYERTeach me to do your will, for you are my God.Let your good spirit lead me on a level path. Amen(Ps. 143:10).


Objectives

At the end of this session the participant will be able to:

Describe and fulfill the role of District Lay Leader Describe and discuss the responsibilities of the

District Boards of Laity Organize a District Board of Laity Train local church Lay Leaders


District Lay Leader

¶ 658 1. The district lay leader is the elected leader of the district laity and shall be a professing member of a local church. The district lay leader shall provide for the training of local church lay leaders for their ministries in the local churches in relation to ¶ 249

(Election of leaders)


Member of:•Annual Conference•District Council on Ministries District Conference, and executive committee•Committee on DS•District Lay Speaking Comm.•Conference Board of Laity

District Lay LeaderDistrict Lay Leader¶ 658 Responsibilities


District Lay Leader• Elected for not less than 4 years –elected

as determined by the annual conference• May be one or more Associate district lay

leaders – elected as determined by the annual conference

• DLL and assoc. may be reimbursed for approved expenses


District Lay Leader¶ 658Responsible for:

• Fostering awareness of the role of laity both within the congregations and through their ministries in the home, workplace, community and the world in achieving the mission of the church

• Supporting and enabling lay participation in the planning and decision making processes of the district and the local churches in cooperation with the district superintendent and pastors


District Lay Leader• Relate to organized lay groups, e.g.

UMM, UMW, etc. and support their work

• May designate persons to serve as proxy in the some groups (see Book of Discipline)


What people are looking for from their leaders is far more than an office holder. They want:

• COMMITMENT• COMPETENCE• CONSISTENCY


Essential Elements • Trustworthiness• Proactivity• Relationship• Role comprehension


BE PROACTIVE

Take responsibility for shaping events. Adapting to situations as they arise

is too dangerous. It always means you are running

behind


The Essential Elements of a Relationship

• PRESENCE

• UNDERSTANDING


PRESENCEYOU MUST MEET THE OTHER PERSON AND MAINTAIN CONTACT OVER TIME

•Meetings•Letters•E-mails•Telephone


UNDERSTANDINGYou must get to know someone as a unique individual.What are their:

•Likes and Dislikes•Personality Traits•Background•What makes them tick


Knowing Our Role• Advocate for laity involvement

– Exposure - Training– Equipped for success

• An officer of the district• A partner in ministry with the District

Superintendent


Building Blocks for Success• Know your job• Build a team with your Local Church LLs• Align the work of the Board of Laity with the

goals/strategies of the district and conference.• Be where you are supposed to be• See your District Superintendent regularly (once a

month)• Be an active contributor in district meetings.• Be a problem solver not a problem maker• Listen, listen, listen


Mission, Vision and Values• Mission: What we are to do

• Vision: What we are to be

• Values: How we are to act


Vision• Our desired reality – The way

we want things to be• a visual image that shows

movement from the current reality toward a desired reality (future).


A Vision for Our Work

Current Current RealityReality

Desired Desired RealityReality

Resources th

at help move us

Resources th

at help move us

from cu

rrent re

ality to desire

d

from cu

rrent re

ality to desire

d

reality.

reality.


A Key Point to Remember

• Before you can improve an organization, you need to understand the organization – you must accurately name the current reality.– This is the most important work of an

organization!


Mission, Values, &

Shared Vision

A shared vision reflects the mission and values of the group. We are motivated to strive together by those things we hold most sacred in common.


The Power of AlignmentThe Power of Alignment

Everything moving together toward a common aim,

…yields an almost irresistible force!


AI – A New Way of Thinking

• “Finally, Beloved, whatever is true, whatever is honorable, whatever is just, whatever is pure, whatever is commendable, if there is any excellence and if there is anything worthy of praise, think about these things.” Philippians 4:8


What is Appreciative Inquiry??

• A way of seeing and creating• A Way of forming a community that

can perceive, think and create with their best life resources

• Offers a different reality – a different way of perceiving and living


Problem Solving Methods• A deficit model• Focus on the problem• Emphasize or amplify the problems

Black Hole

Thinking


Appreciative Inquiry: What’s Wrong, or What’s Working?

• Many ministry planning and evaluation processes involve:– A description of the undesirable situation– A diagnosis: “what’s wrong” with the system,

what’s not working, and why– A prescription to “fix what’s wrong” as a “solution” that provides the way forward


What’s Wrong, or What’s Working?

• Behind change management or problem solving assumptions about the way forward are often additional assumptions that focus on:– what we do NOT have– our lack of resources – our failure to achieve– our “neediness”


What’s Wrong, or What’s Working?• Appreciative Inquiry starts from an

assessment of: – what has worked well in the past (peak

experiences) – what’s working now– based on this, what might be possible – and the gifts (assets and relationships) we

now have or can connect with to help us live into much more optimal working going forward…


Appreciative Inquiry Summary:

• Appreciating and Valuing the Best of “What Is”

• Envisioning “What Might Be”• Dialoguing “What Should Be”• Innovating “What Will Be”From The Thin Book, p. 24


Appreciative Inquiry:

• The 4-D Cycle (From Appreciative Inquiry Handbook, p. 63)

DeliverCreate what

will be

DiscoverAppreciate

what isDream

Imagine what might be

DesignDetermine what

should be

Affirmative Affirmative TopicTopic


Problem Solving Appreciative Inquiry

Describe Problem Discover CapacityDiagnose Causes Dream the PossibleDesignate Fix Design the BestDevelop Plan Deliver the New WayBasic Assumptions: You are lacking, defective and needy (Human “sin”) If you work harder on your deficits, you will get better

Basic Assumptions: You already have abundantly more than you know (God’s gifts) If you build on your strengths, you release energy to grow healthy


Appreciative Inquiry: What’s working? • Assumptions of Appreciative Inquiry (from The Thin

Book, pp. 20-21)– In every society, organization, or group, something

works.– What we focus on becomes our reality.

• Problems and deficits, or successes and assets?– The act of asking questions influences the group.

• No neutrality here! You are an advocate FOR the group!

– People have more confidence to journey to the future when they carry forward parts of the past

– If we carry parts of the past forward, they should be what is best about the past.


Appreciative Inquiry Means: Accentuating the

POSITIVE

and

Eliminating the negative

Latching on to the Affirmative


Practice SessionSmall Groups or Pairs

Discuss ONE of these topics: - Describe a time when you feel a team/group performed really well. What were the circumstances during that time?

– Describe a time when you were proud to be a member of the team/group. Why were you proud?– What do you value most about being a member of this

team/group? Why?


Asset Based Community Development: How We Work with Other Partners

• More ABCD Possibilities for Local Congregations– Training on Building Effective

Leadership Tables• “Citizens” at center; institutions at

“corners”– Leadership by listening and mobilizing…

not just planning and “programming”



Most Processes ABCDFocus On: Focuses on:“PROGRAM” “PEOPLE”Give answers Ask QuestionsID Needs ID Gifts/Motivation

Design Service Mobilize ActionMake/Serve “consumers” Develop

citizens


• Assumptions of ABCD (from Green & Moore, ABCD Training Group)

– Everyone has gifts.– One on one relationships are the key.– Real leaders have followers.– Institutions lead best by serving citizens.– Everyone really DOES care.

• Apathy is a sign of bad listening.– People, associations, and institutions act on

what they care about.



• Asset Mapping (Green) • Who or what is an asset?

– Individuals– Associations

• Associations you know• Associations you don’t know• What do they currently do?• What have they talked about doing but haven’t

done yet?• What might they do if they were asked?

– Institutions• Gifts of employees & volunteers• Physical space & Equipment• How money is spent - supplies, services,

hiring, etc.• Current relationship with community


SOP Experience• Strengths: gifts, personal or material

resources, opportunities etc.• Opportunities: circumstances, options,

programs etc.• Potential Partners: other organizations in

the conference, communities etc. who could partner to provide resources etc.


District Board of Laity2004 Book of Discipline

• ¶ 664 2004 Book of Discipline• Each district of an annual conference

may organize a district board of laity or alternative structure

Purpose: Foster awareness of the role of laity – within local congregation and through their ministries in the home, workplace, community, and world in achieving the mission of the church.


District Board of Laity¶ 664 b) To work with the district lay leader

in: • developing and promoting an increased role for

laity in the life of the local church• increasing the participation of laity in the

sessions and programs of the district and local churches in cooperation with the district superintendent and pastors,

• encouraging laypersons to participate in the general ministry of the Church in the world

c) to develop and promote stewardship of time, talent, and possessions within the district in cooperation with the district council on ministries.


Expected Outcomes of the District Boards of Laity

Lay leaders of the local churches will be trained in how they can fulfill their roles

Local church lay leaders will be equipped to energize and train the local church laity in what it means to be in ministry as a lay person

A forum will be provided which will assist the District Ministry Team (the DS, the District Director of Ministry (DDM), and the District Secretary) to identify training needs for the laity in the churches of the district

Assist in implementing Partners in Ministry (PIM) training across the district after initial training


Organizing The District Board of Laity

Schedule a date and location for organizing the Board of Laity with the DS

Add the date to the District Calendar and Conference Calendar

Invite District Director of Ministry serving in that area Publicize it on the District website and in the District

newsletter Send letter of invitation to the local church / cluster lay

leaders of the district inviting them to the organizing day and asking them to make a reservation with the District Secretary; these letters should be mailed no later than 60 to 90 days in advance of the event..

For a resource to assist contact Gary, Harry, Pat Morris, Tracy, or whomever you wish well in advance


Organizing The District Board of Laity

Schedule a date and location for organizing the Board of Laity with the DS

Add the date to the District Calendar and Conference Calendar

Invite District Director of Ministry serving in that area

Publicize it on the District website and in the District newsletter


Suggested Agenda for the Organizational Meeting

1. Opening devotions / singing – set the stage for Christian conferencing

2.Explain purpose of the meeting3.Explain the membership of the Board (2008 Annual

Conference legislation adds members to the list included in the Discipline)

4.Train the purpose of the District Board of Laity (Discipline roles plus items under #1 above)

5. Explain the anticipated outcomes – use these for your goals to accomplish

6.Compare the purpose of the Board of Laity with other District committees- unique purpose

•


Suggested Agenda- Cont.7. Train the roles of the Local Church Lay Leader –

use Guidelines for Lay leader/Lay Member and power point presentation

8. Discuss the plan to reach the goals or expected outcomes – use Appreciative Inquiry and ABCD

9. Plan for second meeting - Schedule the meeting - Define its purpose (Initial identification of training needs) -Ask lay leaders to talk with the laity of the

local church to identify training needs before the next meeting)


Copyright“District Lay Leader; Accountable and Responsible” Copyright © 2009The General Board of Discipleship of The United Methodist Church, PO Box 340003, Nashville TN 37203-0003. Website: http://www.GBOD.org. This presentation may be reprinted and used for nonprofit local church and educational purposes with the inclusion of the complete copyright citation plus the words "Used by permission." It may not be sold, republished, altered, used for profit, or placed on a website not under the auspices of The General Board of Discipleship.

http://www.gbod.org/


Suggested Agenda- Cont.10. Ask lay leaders to invite a youth or young adult

from their church to come with them to help equip leaders of the future

11. Discuss whether there are other laity- empowering events which would be helpful

12. Discuss frequency of meetings13. End with prayer and singing –Wesley Covenant Prayer


Mileposts for the Journey• Review our mission and vision• Review strategic initiatives• Define measurable goals• Develop plans of action• Evaluate progress


The Anticipated Outcome:

• Healthy Churches and Faithful, Effective, and Fruitful Laity in Leadership


A Covenant Prayer in the Wesleyan TraditionI am no longer my own, but thine.

Put me to what thou wilt, rank me with whom thou wilt.Put me to doing, put me to suffering.

Let me be employed by thee or laid aside for thee,Exalted for thee or brought low for thee.

Let me be full, let me be empty.Let me have all things, let me have nothing.

I freely and heartily yield all thingsto thy pleasure and disposal.

And now, O glorious and blessed God,Father, Son, and Holy spirit,

Thou art mine, and I am thine. So be it.And the covenant which I have made on earth,

Let it be ratified in heaven. Amen.

Documents

The District Lay Leader Accountable and Responsible Sandy Jackson Director Connectional Laity Development