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It is essential to embed your core values in the process that your congregation uses to choose its leaders. Congregational Bylaws and Policies should ensure that leadership roles are filled with people who are committed to the overall health of the congregation and are in alignment with its mission and vision. Your process should be transparent and open. If you have a “policy” board, you should ensure that candidates are strategic thinkers who can adapt in ambiguous situations. Your leaders should also be equipped with training, mentoring and other support to help them succeed in their roles.
For simplicity and clarity—especially in congregations operating under policy-based or Policy Governance®—many congregations entrust their boards to convene a nominating committee and direct their work with policies and procedures.
Congregations may want to provide for checks and balances by democratically electing a separate body to recruit and vet candidates for elected positions.
Many congregations have created year-round leadership development teams to ensure that there is a supply of trained, equipped and trustworthy leaders ready to serve in various roles (both in governance and in ministry) in the congregation. Leadership development itself can be considered a kind of faith development and would therefore fall under the “ministry” of the congregation rather than “governance.” Paid staff such as membership professionals or volunteer coordinators often are already tracking gifts and passions of potential leaders.
Leadership development teams can work with nominating committees to supply information (skills and interests) about potential candidates to the nominating committee. More on Leadership development....
As you write your bylaws, policies and procedures also consider the following best practices:
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Last updated on Friday, October 31, 2014.
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