lilly grant together we thrive massachusetts conference...

Program Coordinator - Together We Thrive Clergy Development Initiative Draft January 3, 2019

LILLY GRANT TOGETHER WE THRIVE

MASSACHUSETTS CONFERENCE OF THE UNITED CHURCH OF CHRIST

Exempt Position – Job Description

Title: Program Coordinator - Together We Thrive Clergy Development Initiative –

approximately 30 hours per week with potential to increase.

Reports to: Associate Conference Minister for Lay and Clergy Leadership Development,

Massachusetts Conference.

Nature and Scope This position will coordinate and implement the work proposed in the

Together We Thrive: Nurturing Pastoral Leadership grant initiative. We expect creative

leadership that fully aligns and integrates with the initiatives as presented in the Together We

Thrive grant proposal and fully integrates with CTUCC, RICUCC, MACUCC, New England

Synod ELCA-Lutheran and Western Diocese of the Episcopal Church staff colleagues to achieve

an exemplary program.

Primary Ministries / Responsibilities

1. Coordinate the Together We Thrive Program initiatives with the support of the part time

Associate

2. Recruit facilitators for New Clergy Groups as needed in communication with the

Together We Thrive partners.

3. Communicate with newly ordained clergy about New Clergy Groups.

4. Recruit facilitators for Clergy Communities of Practice as needed in communication with

Together We Thrive partners.

5. In conjunction with Together We Thrive partners communicate with clergy who are not

in clergy peer groups and invite them to groups where openings are available

6. Recruit facilitators for Affinity Groups

7. Coordinate Affinity Group participants in conjunction with Together We Thrive program

partners.

8. Coordinate Tending the Fire Retreats; Coach Training programs; Conferences

9. Coordinate with and be in communication with Together We Thrive planning committee

sub committees and working groups as appropriate.

10. In conjunction with the Associate develop, maintain, and edit Together We Thrive

website.

11. Coordinate and attend Together We Thrive planning team meetings.

12. Assure that accurate and up to date records are maintained in all areas of responsibility,

consistent with Lilly Endowment grant reporting requirements.

13. Participate in budget process for duration of the grant cycle.

Interrelationships:

The Program Coordinator for the Together We Thrive Initiative relates:

1. daily to his or her program Associate(s)

2. weekly to the Associate Conference Minister for Lay & Clergy Leadership Development

3. regularly and by schedule with members of the Together We Thrive Planning Team

4. on an ongoing basis with designated leadership and clergy from the Together We Thrive

partners

5. occasionally and by schedule with regional area executives of the partner denominations

Program Coordinator - Together We Thrive Clergy Development Initiative Draft January 3, 2019

Minimum Qualifications: Listed below are the qualifications required for this position and

indicative of the knowledge, skills and abilities required to be successful in this position:

1. Education, Training and/or Experience

a) Master’s degree or higher

b) Active membership in a church with standing in the United Church of Christ,

ELCA or Episcopal Church.

c) Ten years of local church leadership experience or its equivalent

d) Demonstrated strong commitment to their denomination, local church vitality

and covenant, and to the values of a progressive church

e) Understanding of and experience with issues of the wider church

f) Professional experience demonstrating self-motivation, visioning, long-range

planning skills, conflict resolution, consultative experience with individuals,

groups and systems

2. Personal Skills, Abilities and Qualities

a. Deep and growing faithfulness to the Gospel of Jesus Christ

b. Demonstrated ability to build relationships as well as identify and engage

potential in people and situations

c. Demonstrated ability to initiate and foster groups and then delegate ongoing

facilitation and implementation of group to others

d. Ability to interact effectively with diverse persons, theologies, groups and

perspectives

e. Dedication to personal, and spiritual, renewal and growth

f. Stamina

g. Sense of humor

h. Ability to work well in a team-based environment that values transparent

communication and dedication to the overall mission of the program initiatives.

i. Cooperative, effective and professional manner with grant partners, church

leaders, staff and members of partner organizations.

j. Ability to deal effectively and professionally with conflict, interruption and

continual change

k. Willingness to work flexible hours as needed and sometimes required and deal

gracefully with a variable schedule

l. Strong computer skills and social media experience

Physical Demands:

The demands listed below are representative of those that must be routinely met by an employee

to successfully perform essential duties of this position:

1. Requires computer keyboard skills

2. Requires operating an automobile

Working Conditions:

The conditions described below are representative of those that must be met by an employee

while performing essential duties of this position:

1. Requires flexibility to accommodate increased seasonal workload

2. Must be available many Saturdays and occasional Sundays (at least afternoons) to work with

denominational partners

This job description is not intended to be a complete list of all responsibilities, duties or skills required for

the job and is subject to review and change in accordance with the needs of the Together We Thrive

Program Initiative.

The Massachusetts Conference is an Equal Opportunity Employer and an Open and Affirming Conference.

Proposal Narrative Page | 1 Together We Thrive: Nurturing Pastoral Leadership A Partnership in Ministry: Massachusetts, Connecticut and Rhode Island Conferences, United Church of Christ with the Western Massachusetts Diocese of the Episcopal Church, and the New England Synod of the Evangelical Lutheran Church in America

B. MARKS OF THRIVING IN MINISTRY

Pastoral ministry is a vocation; it is a divine calling to the religious life. It requires discovering the capacity

of one’s mind, body, and soul and sharing those gifts. Among the many responsibilities of a pastor,

understanding and responding to the needs of the church and its members may be the most important.

Discovering ways to communicate the Gospel effectively and providing opportunities to live out God’s word

results in a congregation coming together as one in the spirit of Christ.

The theology of the United Church of Christ, The Episcopal Church, and the Evangelical Lutheran Church

in America supports the belief that pastors live their lives and carry out their ministries on the basis of serving

as vessels of the Gospel of God in Christ. Additionally, pastoral excellence is a way of life marked by

character, competence and constancy and is practiced in community. Excellent pastors make excellent

churches, and with this understanding we believe pastoral leadership is accomplished when pastors:

• Share with their colleagues their resources for ministry and ideas of things they have tried with their

own ministry settings;

• Continuously grow in faith and wisdom;

• Inhabit a pastoral identity and stay in touch with the real joy of ministry;

• Possess the gifts and skills that respond to the demands and expectations of their congregation;

• Build and sustain relationships with/as a role model;

• Share mutual respect with their peers; and

• Stay true to their core principles while embracing the changing context of ministry.

To thrive as pastoral leaders and thus lead congregations effectively, our clergy need the time and

encouragement to understand the marks of pastoral excellence from the very beginning of the careers. One of

the many qualities that new pastors exhibit is an eagerness to jump right into their ministry. What they lack in

experience, many new pastors make up for in energy. Yet, there comes a time when the imagination meets the

realities of ministry and the new pastor faces discouragement. This critical crossroads has the power to

determine the direction of a pastor’s career. Pastors need a leadership formation process that will help them to

recognize the systems dynamics of their congregations and to identify their own contributions to that system.

Once settled into their ministry, pastors benefit from greater experience and wisdom. They have increased

comfort with their day to day responsibilities and have had the time to make connections with their church

community. Unfortunately, the visible stability of this stage of ministry often leaves pastors risking isolation

and burnout. Opportunities to enhance growth and aid in navigating the challenges of ministry should continue

throughout a pastor’s career. More experienced pastors need opportunities to hone their practices of ministry

and develop meaningful collegial friendships.

While they are united in their desire to serve Christ, pastors are differentiated by a variety of settings and

stages of ministry. These differences often result in unique challenges that are best conquered with the support

of colleagues who find themselves in a similar setting. Pastors in particular ministerial settings need deep,

meaningful and intentional relationships with others that share a similar experience.

Experience and wisdom equip seasoned clergy with the skills necessary to support their peers beyond the

group experience. Giving seasoned clergy the opportunity to share their wisdom as a role model will provide

them with a heightened sense of pastoral identity. Experienced pastors need the opportunity to learn new skills

that will help them enable others to grow in their own ministry.


C. CURRENT STATE OF PASTORAL MINISTRY

Changing Landscape of Ministry

Together we are exploring what it means to live faithfully as Christ’s disciples in this day and what it is that

God is calling the church to be and do. This changing landscape of ministry places an increased demand on the

pastor. Ministering in the context of changing demographics, a New England context of aversion to

institutional expressions of Christianity, and an intense political climate is spiritually, emotionally, and

mentally challenging. We are clearly at the end of Christendom, especially in ‘least churched in the nation’

New England. Pastors, already stretched thin by multiple demands, can easily become targets of their anxious

congregations. They begin to doubt their call and wonder if they have “what it takes” to lead a church. It is

imperative that clergy have a clear sense of identity and vocation so that they become and remain well self-

differentiated. Moreover, it is crucial that clergy have the tools necessary to understand their congregation.

In an effort to understand the needs of new pastors, much has been learned from participants of Tending the

Fire, a leadership formation process offered to pastors in the Connecticut, Massachusetts, and Rhode Island

Conferences, UCC. In addition, the Western Massachusetts Diocese of the Episcopal Church has gained

insights through its Fresh Start program, which attends to new clergy serving their judicatory. The New

England Synod of the ELCA has discovered similar patterns through its First Call Theological Education

program, and its Forward Leadership Community. One of the key discoveries for all of us, as we prepared this

proposal is that we are all dealing the with same struggles and learning. Many pastors are new to ministry or

have recently experienced a significant event in their personal or professional life and arrive at the first of three

multi-day practicums feeling harried, worried, and nearly worn out by the demands of their congregations.

Accounting for these feelings, Tending the Fire offers clergy the opportunity to learn to “think systems” in their

congregations, becoming perceptive leaders. At the same time, they form deep collegial relationships with their

fellow program participants.

By the end of the Tending the Fire process, these same clergy have become more self-assured, hopeful, and

nimble leaders. Regrettably, the current program does not provide ongoing one-on-one support that would be a

great benefit to participants. Coaching can be one way to help a person move more fully into the “fullness of

life.” A coach serves as a guide that accompanies and considers the whole person, helping him or her move

forward in life by offering deep listening, asking powerful questions, and providing vital support. Coaching

would be an invaluable support for (new) clergy.

In order to support authorized ministers to become more effective in their ministry, new pastors need a

program that strengthens and equips them with the tools as well as the one-on-one support necessary to

understand their congregation and their calling.

Professional Isolation

Caring for God’s people is both a source of strength and a source of anxiety for many pastors. It is a

substantial responsibility that brings with it a multitude of diverse challenges. Issues such as conflict

management and communicating effectively with laity are often tackled in isolation. The lack of a role model is

detrimental to a pastor’s ability to lead a congregation successfully, resulting in a less vibrant congregation.

At the end of 2002, the Massachusetts Conference, United Church of Christ, was awarded a grant for nearly

$1.6 million from the Lilly Endowment, Inc. to develop and sustain Pastoral Excellence among its 500+ pastors

and nearly 400 local congregations. One very successful program that resulted from this grant is Clergy

Communities of Practice. Currently there are 27 groups of seasoned pastors and 8 groups of new clergy across

the Massachusetts Conference that meet monthly. These groups of 6 to 12 clergy offer our pastors

opportunities to find and offer support to colleagues, to grow in faith together, and to be engaged in an

intentional learning community focused on the practices of pastoral ministry and the meaning of pastoral

identity. Massachusetts has also implemented comparable communities of practice for Christian Educators.


Following a similar model, the Connecticut Conference, UCC has developed Clergy Communities of

Practice. Within the last year the CTUCC trained and deployed a group of facilitators as leaders for Clergy

Excellence Groups throughout the state. With a goal of deepening capacities for effective leadership,

overcoming isolation and creating a safe space for mutual accountability and responsibility to the role, two

members of the CT Conference staff will develop curated resources for Clergy Excellence Groups to utilize for

discussion and growth in five key areas: Call and Covenant, Community Building, Ministry and Spirituality,

Leadership Development and Justice Making. These groups have the potential to sustain and challenge

leadership in communities of peers in unique ways. Intake and periodic surveys are part of an ongoing effort to

measure, assess and improve the effectiveness of Clergy Excellence Groups in Connecticut.

Similar groups are planned for authorized and lay Faith Formation Practitioners and include: Excellence in

Beginnings – A group for faith formation leaders who have served three years or less in their current setting;

Excellence in Children’s Ministry – A group for leaders whose primary role is in ministry to and with the

children of the church; and Excellence in Small Church Formation – A group for leaders whose church

membership is 125 members or less and whose average worship attendance is between 10 and 50 people each

week.

In order to embrace the power of clergy peer groups, New Clergy Groups and Clergy Communities of

Practice need to be offered in the spirit of collaboration – as a project organized by and offered to partners of

UCC, Episcopal, and ELCA faith.

Growth and Renewal

Another outcome of dwindling worship attendance is church transition. Pastors are losing their jobs and

must begin the search process midway through their career. Pastors are given the opportunity for a new church

start and must navigate their way through challenges they never imagined would be part of the ministry.

Pastors are preaching in new spaces and in new and innovative ways. Pastors are being called to shepherd new

communities and provide spiritual presence in new and diverse ways.

In response, The Massachusetts Conference United Church of Christ (MACUCC) created a New Ministry

Initiative Task Team. These innovative new ministries benefit from navigating challenges with likeminded

colleagues. Emotionally, it is beneficial to share trials and tribulations with an understanding ear. Practically, it

is helpful to share resources with those that have similar resources as well as needs. We have learned that these

small groups are essential to a new start’s success. The members of this group share a deep bond because they

are all going through a challenging transition together. They are able to lift one another up and they serve as the

motivation to keep pushing forward.

While there is a profound sense of community that is birthed from groups such as the New Ministry

Initiative Task Team, it is evident that the next level of support is lacking. Tangible lessons such as ways to

implement ministry and mission on a budget, or the basics for creating a donor database are two examples that

members would find incredibly helpful. Hearing from an expert on a specific topic in a formal, organized

setting would enhance the group experience and help get these new ministry starts to the next step in the

process of church renewal. This model would be valuable for clergy facing a variety of challenges in ministry.

A similar initiative was launched in 2012 by the New England Synod called Forward Leadership

Community. The process brought four lay leaders along with their pastor through a year long process that

addressed the challenges and opportunities for congregations. A monthly in-person gathering of five to ten

congregational teams explored topics such as adaptive leadership, conflict resolution, and long-term planning.

A clergy cohort was later added to this program to offer resources and support to the pastors in these

congregations.

In order to address the various challenges faced by pastors throughout their career, and in specific

ministerial settings, similar affinity groups need to be created and accessible to our clergy.


D. PROGRAM PURPOSE AND GOALS

The purpose of the Together We Thrive partnership is to offer our clergy the opportunities and support

systems necessary for their success in congregational leadership. Understanding that the vitality of our

churches is deeply influenced by sustained pastoral excellence, we strive to provide support throughout the

various stages and settings of one’s ministry.

Tending the Fire

The goal of Tending the Fire is to help clergy be the leaders their churches need: Engaged and resourceful,

focused on vision, resilient in the face of institutional resistance, and centered and joyful in their calling. The

program is designed for clergy, predominantly those serving congregations. It will be particularly helpful

during the early years of ministry, and for clergy who have recently experienced a significant event in their

personal or professional life. For those in bi-vocational ministry, Tending the Fire will offer skills and

understanding that can be applied in both employment settings.

Collegial relationships within the program will be strengthened as participants work together through case

studies from their own ministry settings. Participants who share similar anxieties in their ministry can build on

these shared challenges as a foundation for on-going peer support. Upon completion of the program, we hope

clergy will feel renewed energy and engagement; strengthening the relationships within their own ministry

setting.

Clergy Excellence Groups: Clergy Communities of Practice and New Clergy Groups

The goal of Clergy Communities of Practice (CCOP) and New Clergy Groups (NCG) is to help more

clergy navigate the challenges of ministry and to enhance growth by honing their practices of ministry and

developing meaningful collegial friendships. Clergy Communities of Practice are designed for those who have

been in ministry for more than three years and New Clergy Groups are for those who have been serving in

ministry for less than three years.

The very nature of this program is built to foster collegial relationships among clergy. The groups will be

facilitated by a clergy colleague for CCOP and by a seasoned clergy person for NCG. The group will form its

own covenant and decide on its schedule of meeting times. In addition to the more generalized CCOP groups,

specialty groups attending to particular ministry contexts and interests will be available to pastors; including

CCOPs focused on chaplaincy, discipleship, mission & justice, spiritual practices, stewardship, and leading

turnaround churches.

Clergy Affinity Groups

The goal of Clergy Affinity Groups is to go one step beyond the peer group experience offered in Clergy

Excellence Groups and provide the framework for intentional relationships between clergy who share similar,

unique experiences in the ministry landscape. The goal is to offer a space of mutual support, accountability,

and to deepen the capacities of our clergy leaders. Rooted in the knowledge shared by a subject matter expert,

Clergy Affinity Groups will be designed to give voice to those who find themselves in unique and challenging

ministerial settings and stages of ministry, including: Clergywomen of color, bivocational leaders who are

serving their churches in more than one way, pastors who are serving in an associate role, pastors who are

serving in urban settings, pastors who are experiencing church growth or reduction (i.e. from pastoral to family

size or from program size to pastoral), pastors who are pursuing ecumenical partnerships, and pastors who are

intentionally serving “long-term” (10+ years) in one ministry setting. Additional Affinity Groups will be

created as a need becomes apparent.

Clergy Coach Training

The goal of Clergy Coach Training is to rejuvenate the pastoral identity of veteran clergy through coach

training. We hope that equipping seasoned clergy with coaching skills will offer them the ability to provide

meaningful support to peers just starting out in their ministry; a mutual benefit to both parties.


Annual Colloquies

The goal of annual colloquies is to provide the resources, training, and opportunities for clergy to reflect on

their pastoral ministry with peers across ecumenical and geographic lines.

E. PROGRAM ACTIVITIES

Tending the Fire

Tending the Fire draws on wisdom of family systems theory as developed by Murray Bowen and Edwin

Friedman, combined with the adaptive leadership insights of Ron Heifetz and the powerful research of Brené

Brown. The Tending the Fire process involves didactic learning, personal reflection and study, and group

process. A three-session format provides time for participants to go back into their ministry setting and practice

what they’ve learned, and then return to the group for deeper understanding and integration. Worship and

spiritual reflection are woven into each session.

Barbara Lemmel, Tending the Fire facilitator, is able to offer at least two series of retreats within any

program year. Each series will include three multi-day practicums taking place every other month. Each multi-

day practicum will begin at 1pm on day one and end by 4pm on day three.

The practicums are:

• The Opening Intensive explores family systems theory as it applies to congregations and families. In

particular, it looks at the effects of anxiety on individuals and institutions.

• The Deepening Retreat reveals how to maintain one’s self in an anxious system and offers tools for

healthy leadership. Participants share case studies from their ministry settings.

• The Sending Retreat emphasizes managing sabotage and creating collegial support. Participants share

case studies and focus on their call and vision for ministry

Clergy Communities of Practice and New Clergy Groups

Meeting once a month, Clergy Communities of Practice (CCOP) and New Clergy Groups (NCG) foster

collegial relationships and promote growth by giving the participants the opportunity to:

• Share information, insight and advice around case studies or situations in your own setting;

• Ponder common issues, explore ideas and act as sounding boards to colleagues;

• Feel a bond in learning and spiritual support together;

• Create environments for intentional learning where each perspective can be heard;

• Develop a common body of knowledge, practices, and approaches;

• Develop personal relationships with colleagues; and

• Provide spiritual discernment and prayerful support to one another.

CCOP and NCG meetings will be facilitated by a clergy member who will receive special training and

financial support for their role. The facilitator will be charged with keeping the group’s calendar, lifting up the

mutually created covenant, providing hospitality, and providing worship for the group, as well as facilitating

the conversations.

Clergy Affinity Groups

While CCOPs offer participants a view into the diverse settings of ministry, Clergy Affinity Groups will

provide the opportunity for meaningful relationships between similarly-positioned clergy. Groups will be

formed and programming will be crafted based upon each group’s own unique ministerial stages and settings.

Establishing affinity groups will be conducive to creating a safe space in which clergy can more easily establish

a feeling of trust get used to sharing on an honest and deep level. Meeting once a quarter, gatherings will be a

full day and will be highlighted by the opportunity to hear from a relevant speaker. Additionally, members will

participate in activities and group discussion that answer the questions:


• What is our common ground?

• What brought us here today?

• What are our rules for working together?

• What are our goals?

• What action will we take?

• How do you feel and are you getting what you need from the group?

Clergy Affinity Groups will be an open model; anyone can join. There is no time limit to one’s membership

in a Clergy Affinity Group, but it is important to recognize that settings, challenges and positions in ministry

are fluctuating, and therefore one may only be part of the group during that particular stage of their ministry.

While program staff will be responsible for facilitating the quarterly meetings and for discovering and securing

subject matter expert guest speakers, the group is organized in a non-hierarchical way and everyone has an

equal voice and responsibility. There is flexibility in the model, allowing groups to cluster with one another for

a meeting if they feel that the topic and speaker are relevant to all.

Clergy Coach Training

Basic Coach Training equips pastors with the fundamental coaching skills that can enhance their

effectiveness as a leader and greatly increase the impact within their faith community as well as the larger local

community. In addition to the valuable skills and knowledge they will gain in the training process, participants

will graduate with a coaching credential and will be in a position to support their clergy peers beyond the group

experience.

The program we have chosen to partner with is Coaching4Clergy. Is an intensive, hands-on, International

Coach Federation accredited training founded by Dr. J. Val Hastings, MCC. There are a variety of programs

available and we will sponsor clergy for the Associate Certified Coach (ACC) track. To graduate and earn the

ACC credential, participants will be required to complete Professional Coach Training Part 1. This includes

two modules: Coaching Foundations and Coaching Implementation. Coaching Foundations is comprised of

seven courses taking place over a total of 32 hours. Coaching Implementation is comprised of four required

courses taking place over a total of 24 hours, as well as two elective courses taking place over a total of 8

hours.

Courses will be offered in two formats: Online intensive and on-site. The online intensive program takes

place over a ten-week period with classes meeting once a week for four hours. While the limit for their online

learning platform is 100 participants, they typically have between 15 and 25 participants participating in online

classes.

The on-site program takes place over five consecutive eight-hour days. Coaching4Clergy will offer a

Professional Coach Training (Part 1) in New England so that it is geographically accessible for all participants.

There is a minimum of 15 participants, although the usual number of participants for projects like this ranges

from 25 to 40 participants. In both formats there are a few other classes that participants will complete at their

convenience: Two asynchronous/self-paced classes, one additional core class, and two electives.

Upon completion of Professional Coach Training Part 1, participants will complete at least 10 hours of

mentor coaching with a Coaching4Clergy-Approved mentor coach. Mentor coaching must occur over a

minimum of 3 months. This can be done in one of two ways: Individual Mentor Coaching, which includes two

45-minute individual sessions per month for 7 months or Group Mentor Coaching which includes 8-hours of

group sessions and 4 individual sessions.

Lastly, in order to graduate and earn their ACC credential, participants will:

• Submit the Coaching4Clergy Coaching Performance Evaluation Report from their mentor-coach, which

provides a rating scale and written feedback.


• Pass the Graduation Exam which consists of submitting a recording, along with a written transcript, of

their coaching for review

• Upon graduation from Coaching4Clergy, the graduate then applies to the ICF for the ACC credential.

The ICF will require a separate, additional fee, and the applicant will be required to take a one-time

written exam, the Coach Knowledge Assessment, through the ICF.

Once equipped with certified coaches, program coordinators will match recent Coaching4Clergy graduates

with interested Tending the Fire graduates in a coach-mentee relationship. We are confident that this mutually

beneficial partnership will foster pastoral excellence throughout the stages of ministry leadership and is the

key to healthy ministry.

Annual Colloquies

Annual Focus Colloquies will offer all clergy the opportunity to join together with partners from different

backgrounds to learn and reflect on transitional times in their ministry, through annual two-day retreats.

Beginning on a Friday afternoon and wrapping up on a Saturday evening, participants will come to colloquy

having already reflected on a given topic. At this point, participants will be able to submit questions and topics

that they would like to see addressed at the event. During the colloquy, there will be opportunities for

discussion, reflection and learning.

We would like to host four colloquies each year, beginning by addressing several of the priorities outlined

in Clergy Affinity Groups: Bivocational Leaders, Small Church Leaders, Pastors Pursuing Ecumenical

Partnerships, and “Long-Term” Pastors.

F. LEADERSHIP

Rev. Ellie Richardson, Associate Conference Minister for Lay and Clergy Leadership Development,

MACUCC. Ellie will serve as the Lead Program Coordinator for the Together We Thrive team as well as for

the Massachusetts Conference, United Church of Christ. In her current role, she is responsible for the Pastoral

Excellence Program and for clergy and lay leadership training.

Rev. Renée LiaBraaten, Associate for Generosity, New England Synod of the Evangelical Lutheran

Church in America. Renee will serve as the Program Coordinator for the New England Synod of the

Evangelical Lutheran Church in America. In her current role, Renee is responsible for Stewardship and

Generosity for congregations and well as resourcing the Synod’s Annual Appeal.

Rev. Barbara Libby, Interim Conference Minister, RIUCC. Barbara will serve as the Program Coordinator

for the Rhode Island Conference, United Church of Christ.

Rev. Pamela J. Mott, Canon to the Ordinary, Episcopal Diocese of Western Massachusetts. Pam will

serve as the Program Coordinator for the Episcopal Diocese of Western Massachusetts. She has extensive

experience with congregational development and in her current role, Pam is responsible for Deepening

Communities of Practice.

Ms. Karen Ziel, Minister of Faith Formation and Leadership, CTUCC. Karen will serve as the Program

Coordinator for the Connecticut Conference, United Church of Christ. In her current role, Karen supports Faith

Formation practitioners and congregations with consultation, training, resources and programs. She administers

The Mentored Relationships program for developing leaders. She currently co-leads the Clergy Excellence

Groups with colleague Susan Townsley.

Rev. Susan Townsley, Associate Conference Minister for Innovation, Leadership and Change, CTUCC.

Susan coaches churches and church leaders, is a partner in the development of Clergy Excellence Groups in

CT., and engages churches in imagining and embracing change.


Ms. Lee Gagen, Fundraising and Development Specialist, MACUCC. Lee will serve as the development

officer for Together We Thrive. She will be responsible for implementing the funding plan for sustaining the

program beyond the initial grant period.

Dr. J. Val Hastings, Founder and President of Coaching4Clergy. Val will serve as the Program

Administrator for Coaching4Clergy. He currently holds the designation of Master Certified Coach through the

International Coach Federation, the highest coaching designation.

Rev. Barbara Lemmel, Director of Tending the Fire. Barbara will serve as the Program Administrator for

Tending the Fire. Barbara coaches clergy and lay leaders and has keynoted judicatory gatherings and

workshops in New York and New England, offering a systems perspective that demystifies the change process

and empowers wise, courageous leadership.

Positions to Be Filled upon receipt of the grant will be a full-time Program Coordinator for five years and an

Associate for Clergy Development full-time for two years with time reduced to half-time in the last three years.

G. EXPECTED OUTCOMES

At the foundation of Together We Thrive, there is an expectation that we will effectively communicate with

clergy and outline the opportunities and support systems available to them. We will strive to make it clear

which programs will be most beneficial to each individual pastor. Moreover, we will create opportunities that

are inclusive of all of pastors and that we will provide accessible support systems.

The most quantifiable measure of our programming success will be marked by pastor participation. For

Tending the Fire, we will strongly encourage that pastors in their first three years of ministry will participate.

Similarly, we will strongly encourage that all pastors participate in a New Clergy Groups followed by a Clergy

Community of Practice as well as a Clergy Affinity Group where applicable. We will nominate and invite

selected experienced pastors to take Coaching4Clergy and success will be demonstrated when these

participants put their certification into practice by coaching their peers beyond the group experience.

Successful completion and/or participation in any of the four components of Together We Thrive will be

marked by confident pastors who have direct access to peer support; whether it be in a group setting or one-on-

one. Pastoral excellence will be demonstrated through renewed energy, on-going engagement with and support

of their peers, and clergy that demonstrate effective leadership, equipped and implementing the tools and

strategies necessary to navigate the changing landscape of ministry.

The ultimate success of Together We Thrive will be expressed through the vitality of our congregations.

More perceptive and resilient leaders are better able to communicate effectively in the face of multiple

demands. It is our hope that a pastor’s renewed energy, enthusiasm and love will be embraced by

congregations, leading to a confidence of call and a sustained health of our churches.

On the organizational level, we expect that pastors will feel confident in our ability to nurture pastoral

leadership. We believe that supporting our clergy as they navigate their ministry is imperative to the health of

our denomination, thus it is essential that we invest the time and resources into providing opportunities for

growth.

H. EVALUATION

Formal evaluations are essential to the sustained health of any program and we will make the evaluation

process a practice throughout the various components of Together We Thrive. Whether participants are

members of Clergy Community of Practice or are receiving coach training, they will be encouraged to set goals

and assess their experience using a model of program, personal, and peer evaluation. Program Coordinators

will collect these evaluations, in addition to written testimonials from group leaders to assess effectiveness and

determine areas to be enhanced.


Program evaluation will ask participants to assess the quality of an event. It is administered through an

online questionnaire, available following the completion of an event. They will be given the opportunity to

share whether or not the event met their expectations, what could be improved, and what they hope to see in the

future. In addition to written feedback, members of our small group experiences will participate in open verbal

discussion, ensuring that everyone is hearing each other, that their needs are being met, and that each person is

taking responsibility to cultivate the desired experience.

Personal evaluation will encourage clergy to share, in written and verbal form, what they hope to gain from

a program both at the beginning, and upon completion. In addition, clergy will be asked to articulate what

insights they have discovered, and how they will incorporate these resources into their own practice of

ministry. In an effort to help groups stay focused on its purpose, those in small groups will set learning goals

throughout the duration of the program. At the peer level, clergy will have the opportunity to shift the focus to

fellow participants; by helping to recognize unclaimed gifts, observe progress, and challenge one another to

grow.

Successful implementation of Together We Thrive will be marked by clergy making the time to participate,

clergy wanting to participate, and clergy finding value in their participation.

I. SUSTAINABILITY AND CONTINUATION

In keeping with their commitment to innovation, in 2017 the Board of Directors of the Massachusetts

Conference, UCC approved the funding for a full-time Fundraising and Development Specialist. This position

is intended to help the Massachusetts Conference increase income to help us continue and perhaps expand our

ability to nurture the vitality of local churches and the connections between them. Having a staff member in

this position will be valuable in sustaining our funding beyond the initial grant period. Fundraising and

Development Specialist, Lee Gagen, in cooperation with the Together We Thrive Lead Program Coordinator,

Ellie Richardson, will oversee the long-term development and fundraising.

The Massachusetts Conference is recognized by its’ peers as a leader in programming, much a result of the

high priority placed on leadership development. Additionally, flourishing from our 2002 Lilly Foundation

grant, the MACUCC remains focused on sustaining pastoral excellence. This is part of our culture and the

Massachusetts Conference staff is well positioned to continue to offer the highest level of programming to our

pastors.

A grant from the Lilly Foundation would allow the Massachusetts Conference and our partners to enhance

our existing programming to meet the changing needs of pastors. Currently there are clergy who are unable to

participate in programming due to cost. A grant would eliminate this roadblock, opening up the path to clergy

excellence for all; not just those who can afford it.

Our churches and our individual donors know the value of the support that we can offer and it is evident

through their monetary support. The financial support from both churches and individuals to the Massachusetts

Conference increased in 2017. Our appeals and communications place a heavy emphasis on the programs we

offer and it is evident that this is something that our supporters value. Addition of new and enhanced

programming is something that we will continue to showcase and share with our generous donors.

We will be able to sustain Together We Thrive beyond the initial grant period because we will continue to

set a high standard of programming excellence. We will continue to make it clear that we value clergy

excellence believe that it is the key to church vitality.

J. ORGANIZATIONAL CAPACITY

Together We Thrive is exemplified in our organizational capacity. Staff working cooperatively, cultures

mingling, and resources being shared are just some of the many beneficial products of our collaborative grant

writing effort. More importantly, by thriving in ministry together and having the opportunity to implement our

programs, we have the ability to reach over 1,600 active clergy members and a remarkable 866 congregations!


As partners in ministry we each have our own unique histories, cultures and programs. For example, the

New England Synod of the Evangelical Lutheran Church in America aka the Lutheran movement in New

England are a people passionately committed to rolling up their sleeves and engaging with the vast needs of our

times, as well as the complex questions that surround us. They are leading change for mission renewal through

programs like Forward Leadership Community, an initiative for congregations who are motivated and ready to

engage in transformational ministry and feel called to connect more deeply with their communities. This is all

made possible by a dedicated staff including the Bishop, six of his associates, and five administrative staff

members.

Also committed to engaging with the current needs of today, the Episcopal Diocese of Western

Massachusetts is dedicated to inclusivity, congregational development, social justice and “greening” of

churches. To implement and support these programs are the Bishop, three canons, three support staff members,

four missioners, five officers/directors and three staff members for human resources, accounting, and

technology.

A robust and experienced staff is also at the center of the work of the Connecticut, Massachusetts, and

Rhode Island Conferences of the United Church of Christ. In Massachusetts for example, the Framingham

headquarters are home to the Minister and President, five Associate Conference Ministers (for Lay and Clergy

Leadership Development; Communications; Stewardship and Financial Development; Justice and Witness; and

Policy and Finance), and three professional Associates (for Racial Justice Ministries; Fundraising and

Development; and Christian Education and Youth Ministry). Three additional Associate Conference Ministers

are geographically located, each with administrative support. In addition to staff, the Massachusetts Conference

is supported by a strong board of advisors. Both lay-people and clergy make up the diverse 22-person board.

Rooted in the grace of God, the mission of the Massachusetts Conference of the United Church of Christ is

to nurture local church vitality and the covenant among our churches to make God’s love and justice real. This

would not be possible without the support of its very generous churches and individual donors. For 2018 the

total operating revenue is budgeted at $2,457,235. Support from churches (fellowship dues, basic support and

United Church Mission contributions) represent $1,575,835. The annual fund anticipates another $34,000,

which is primarily from individual donors. The remaining income results from income from the general

endowment ($114,700), use of restricted gifts ($472,250), conference center revenue ($84,100), program and

event income ($159,500), and miscellaneous ($16,850). The operating expenses for 2018 are budgeted at

$2,532,200. The expenses are represented by staff costs ($1,867,400), program costs ($347,000), and

institutional costs ($317,800).

Recognizing the value of collaboration, Ellie Richardson, Associate Conference Minister for Lay and

Clergy Leadership Development with the MACUCC, was determined to convene a Lilly Proposal Planning

Team comprised of leaders from various geographical and denominational settings. Led by the Holy Spirit, in

September 2015, each of the Boards of the Rhode Island, Massachusetts and Connecticut conferences voted

unanimously to adopt a resolution committing to join one another in a season of discernment to listen to how

God may be calling to either federate or merge. Working with these UCC partners has the power to broaden

our geographic reach. Furthermore, it is our hope that by including partners from different denominations will

deepen the understanding we have of our clergy and their changing roles, needs, and challenges.

Included with this proposal you will find letters of support from our four partners: Rev. Dr. Douglas John

Fisher, IX Bishop of the Episcopal Diocese of Western Massachusetts; Rev. James E. Hazelwood, Bishop,

New England Synod of the Evangelical Lutheran Church in America; Rev. Barbara Libby, Interim Conference

Minister, Rhode Island Conference, UCC; Rev. Kent Siladi, Conference Minister, Connecticut Conference,

UCC.

lilly grant together we thrive massachusetts conference...

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