Teams trained to aid appointment process


     On January 7- 8, 62 people were trained in the assessment process that is being employed as a part of the North Georgia Annual Conference’s strategy to continue reaching the rapidly growing North Georgia area mission field.  
      The training, sponsored by the Office of New Church Development, was led by Dr. Jim Griffith, founder of Griffith Coaching Network. Those trained were a combination of lay and clergy of the North Georgia Conference, including the bishop’s cabinet.  
       In the two days together, the group learned how use the formal assessment process to better identify unique gifts, graces, personalities, leadership styles, and life experiences of clergy to assist in the deployment of our pastoral leadership. 
      “We hope this helps us in placing the right people in the right places at the right time,” said Tommy Willingham, Director of New Church Development. “Two years ago, Bishop Watson charged us to grow our conference membership at a minimum rate of the rapidly growing general population of the North Georgia area, and I have high hopes that the formal assessment process will be an integral part of our strategy to implement that charge.”
       Twenty assessment teams of three were formed after the training, and these three-member teams will formally assess 42 over the first two months of this year. Those being assessed are clergy who were nominated by their district superintendent to participate in the “All Things New” conference sponsored by the office of New Church Development this past October.  
       In addition to participating in the four-day “All Things New” conference, the participants have done extensive work, and provided the assessment teams with a packet of information that includes their personality profile, conflict management style, sermon tape, personal and ministry history, goals and a host of other information to help the assessment teams better understand each person’s unique makeup and ministry profile.
       Those assessments will be made available to the appointive cabinet and the Office of Ministerial Services for use in the appointive process. “Hopefully,” said Willingham, “it will allow us to look at each local church, their specific histories, personalities, needs and possibilities, and match pastoral leadership with the current and future needs of those congregations. While we certainly are not replacing the work already being done, we believe the formal assessment process will be an added and helpful dimension in the process.”

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