What is the Strategic Vision Team?
The Strategic Vision Team (SVT) was formed in late 2016 by the Congregational Council and was charged with the discernment and creation of a 3-5 year roadmap for Resurrection Lutheran Church (RLC). As an extension of the pastoral call process, this gave RLC the opportunity to strategically think about God’s mission for our congregation.
Why do we need a strategic 3-5 year roadmap?
RLC has been strategic and visionary throughout our history, but has never set out to define a clear, long-term roadmap. As our congregation, our ministries, and our connections with people grow, it is important to be strategic and intentional in our part of God’s plan. As RLC disciples we want to be good stewards of our passions, gifts and resources doing the work God has called us to do.
How was the vision discerned?
The SVT collected data and information directly from the congregation by using multiple formats. That information was then summarized and evaluated for recurring themes. Over the course of a year, the SVT in conjunction with our congregational consultant, Jim Ladoux, spent countless hours in discernment, conversation, and research in order to reflect the true vision of the congregation in a roadmap plan.
What is in the roadmap?
The roadmap in its entirety is a plan for RLC to live more deeply into our Core Values. It consists of 5 main recommendations: 1) updated Holy Purpose and Core Values, 2) Big Rocks and Strategies as well as implementation ideas, 3) recommendation of a staff resource model that supports the vision, 4) recommendation of a Personnel Team, and 5) recommendation of a process for ongoing vision discernment. Taken together these capture what members and congregation leaders communicated to the SVT as important in discerning God’s call for the future of RLC.
What is meant by a “Big Rock” or “Strategy”?
The Big Rocks are the overarching themes that emerged as most important to RLC disciples. Within the Big Rocks, the SVT identified 2-4 strategies that could be implemented in the next 3-5 years in order to help us live more deeply into our Core Values.
How were the Big Rocks and Strategies chosen?
The Big Rocks were not chosen. Instead, they are what RLC disciples directly expressed to the SVT as their areas of greatest interest, energy, and passions. The strategies were further streamlined from the information gathered, current research, and an understanding of what is working well at RLC. They were developed over the course of several months and communicated directly back to the congregation in two open-forums. As a result of feedback, these were furthered reviewed and passed onto the Council in a final draft.
What is meant by “champion”?
This renewed strategic vision has many facets and areas that will need specific focus from an individual – whether they be a paid staff member or a congregational leader. These individuals are charged with being the “champion” of their specific area of focus. The vision recognizes that if people are freed to use their gifts and talents to their fullest, by allowing them to explore their targeted specialty, deeper work within our Core Values can happen.
Why do we need a change to the staff resource model?
After the Big Rocks and Strategies were defined, the team evaluated resources needed to be able to live into the vision. First, it was determined that the current staff resource model would not comprehensively support each Big Rock and their accompanying Strategies. In some cases there was no potential staff or congregational champion for each of the Big Rocks. Without a champion, the vision for those areas could potentially fail.
Second, one of the overarching themes from RLC Disciples was that we desire a fully collaborative staff to fully equip and support RLC Disciples and their ministries. The SVT determined that RLC needed a new staff resource model that celebrates this congregation-centered ownership of ministry.
What is included in the staff resource model?
Each position within the staff resource model supports the vision by being directly connected to a specific Big Rock. The model includes two pastoral roles, working collaboratively and crossing over on some responsibilities while having individual focus in others. It also includes full-time positions for youth faith formation and daily operations management. Finally, it includes both current and new positions that are needed to support this vision. These are part-time positions with direct focus on worship and music, developing connected relationships, coordination and oversight of the outreach into the RLC’s surrounding community, and digital strategy.
What does this mean for RLC?
The Congregational Council’s acceptance of this vision represents agreement, ownership and solidarity regarding future directions, goals and priorities of our congregation’s organization and mission. While individual leaders of our congregation have important roles in managing and implementing this vision, ownership and participation by ALL congregation members is essential to ensure that this vision is successful.
What does this mean for me, a RLC Disciple?
This is a renewed vision coming from our entire congregation. This is OUR work to do together. In order for the directions, goals, and priorities to come to life, it is crucial that every member of our congregation explore, engage, and agree to take responsibility where individual passions are found.
What do I do if I have ideas for ministries or strategies?
Creativity, energy and passion is what this vision is all about. All ideas are welcome in this place. If you have ideas you’d like to share or a passion for a certain strategy, please contact a member of Council or a staff member.
How does this tie-in with the Pastoral Search Team?
The SVT will deliver to the Council a draft Ministry Site Profile and ministry staff descriptions based on the resource model. After being briefed on the renewed strategic vision, the Pastoral Search Team will be equipped to proceed in the pastoral call process in conjunction with Synod staff.
What is a Ministry Site Profile (MSP)?
The Ministry Site Profile (MSP) along with other forms are completed by a congregation as part of the pastoral call process. This is a document required by the Synod and is one of the first steps in the pastoral search process. The MSP is designed to stimulate the congregation’s reflection, be a summary of the characteristics and ministry of our ministry site, and serve as the first impression that we wish to give to prospective candidates.
What happens next?
As we continue to do the work God is calling us to, the Council will begin by openly communicating and explaining the different components of the vision. Then, they will coordinate planning and implementation of the vision.
When will we begin to live into the vision?
Immediately! There are pieces of the vision that can be implemented immediately while others will take more time. The Congregational Council has already begun work on some pieces that can be implemented or started immediately. Other components of the vision will take more discernment, time, and planning to implement. Vision review and development is an ongoing process that RLC will continue to track on a yearly basis.