Perception Study Results Crucible, , Residency, , MCCI Prepared by MANTER CONSULTING September 22, 2016
Study Obje jectives • To determine the impact and effectiveness of these programs. • To evaluate which aspects of the programs have had a lasting impact on participants and their ministry. • To determine how these programs can operate better in the future. MANTER CONSULTING
Study Scope and Methodologies • Collect, analyze and report findings, “Not our role to advise” • No evaluation, comparisons to other programs nor financial analysis • Fifteen exploratory interviews conducted prior to full study design • Crucible 66 quantitative telephone interviews • Residency 27 scheduled qualitative executive interviews • MCCI 300 quantitative telephone interviews MANTER CONSULTING
Crucible Perception Study Results
Crucible Respondent Profile Age • Most (40) respondents were age 45+, with 35-44 15 being 35-44 years old and 11 being 25- 23% 34 years old. 45+ • A total of five classes or cohorts that 25-34 61% ranged in size from 5 to 20 were 17% represented in this study. MANTER CONSULTING
Key Obje jective of Crucible • Develop and enhance pastor leaders 23% • New pastor education 20% • To teach provisional members what they 20% did not learn in seminary • To learn day-to-day skills 18% MANTER CONSULTING
Overall Perception of Crucible Negative 11% Positive Neutral 83% 5% Don't know 1% MANTER CONSULTING
Crucible Im Impact Statements • It is important to continue to allocate resources so Crucible can continue. (89%) • Crucible is a valuable way to develop spiritual clergy leaders who can lead ministries. (88%) • I believe that Crucible produces a lasting impact on participants and their ministries. (83%) • Crucible provides tools that are relevant and useful to pastors within their ministerial context. (85%) • Crucible has been effective in pastoral identity formation. (68%) MANTER CONSULTING
Overall Satisfaction wit ith Crucible 100% 86% 90% 80% 70% 60% 50% 40% 30% 20% 8% 6% 10% 0% Satisfied Neutral Dissatisfied MANTER CONSULTING
Wil illingness to Recommend Crucible to Others No Yes 8% 86% Don't know 6% MANTER CONSULTING
Future Considerations for Crucible • Increased communication of objectives and expectations up front were suggested by some participants. • Some participants suggested improvements in relevancy and assured up-to-date information for program content. • Program format suggestions included rest and time during the two years so participants have time to process and reflect upon what they have learned. MANTER CONSULTING
Future Considerations for Crucible contin inued • Some participants expressed a desire for follow-up after completing Crucible. • The issue of the effectiveness in pastoral identity formation and the cultural context three-day event are areas that some feel need to be evaluated. • Optimizing the selection and management of cohort groups during the program, addressing the process of selection, geographical ramifications and deacons, was suggested. MANTER CONSULTING
Residency Program Perception Study Results
Residency Program Respondent Profile • 27 scheduled qualitative executive interviews, 30-55 minutes in length • 10 Residents • 7 Mentoring Pastors (+1) • 6 Extended Cabinet/District Superintendents • 4 SPRC Chairs from Host Churches MANTER CONSULTING
Experiences of Residents Top reasons for participating in the Residency Program: • Opportunity to learn from a seasoned pastor • Leadership skill development • Career trajectory/financial security Hesitations/concerns about participating: • Mentoring Pastor/Host Church placement “I was wondering how I’d fit into the new setting. Will it be a good fit? Will it be a healthy environment? How will I do with the mentor?” MANTER CONSULTING
Experiences of Residents Most challenging/stressful aspects of the program: • Submitting to the leadership of the Mentoring Pastor • Overall relationship with the Mentoring Pastor • The pressure to succeed/fear of failure • The “elite” nature of the Residency Program “There is an implied sense that all eyes are on you. There is a legitimate fear of failure. You are told, you are the cream of the crop. There is no one else getting this experience.” “I felt under a microscope. Not only did I have the stress, but I had to worry about how I was handling the stress and how that would be viewed.” MANTER CONSULTING
Experiences of Mentoring Pastors and Host Churches Top reasons for participating in the Residency Program: • Opportunity to invest in the growth of a high potential leader • Provided the church with additional leadership support Hesitations/concerns about participating: • Compatibility of skills/personalities/theologies • Limited amount of time they would have with the Resident • Finding ways to provide the required experiences • Disruption to staff/congregation MANTER CONSULTING
Experiences of Mentoring Pastors and Host Churches Most challenging/stressful aspects of the program: • Finding ways to provide the required experiences • The limited amount of time they would have with the Resident • Finding the time to invest in the Resident • Issues related to the “entitlement” mindset of the Resident “The time frame is short. You immerse them, you connect them, but they are looking forward all the time .” “They are made to believe they are superstars and that inhibits learning. They are promised a church and a certain salary and that sets their expectations.” MANTER CONSULTING
Residency Program Im Impact Statements Level of Agreement: Mean Ratings • I am/will be a more effective leader because of my experiences in the Residency Program. (4.7) • My Residency is/was helping me more fully develop my pastoral identity. (4.5) • My Residency is/was everything I hoped it would be. (3.7) • I was adequately equipped to handle the stress that comes with the Residency Program. (3.3) MANTER CONSULTING
Residency Program Im Impact Statements Level of Agreement: Mean Ratings • I witnessed/am witnessing growth in our Resident as a result of the program. (4.6) • Our church benefited from hosting a Resident. (4.5) MANTER CONSULTING
Residency Program Im Impact Statements Level of Agreement: Mean Ratings • The Residency Program is an effective way to grow young leaders. (4.1) • It is important to continue to allocate resources so that the Residency Program can continue. (4.4) MANTER CONSULTING
Residency Program Im Improvement Areas What the Residency Program Needs to Do Better (n=23) Candidate Selection Process 15 More Formalized Process 13 Education of Mentoring Pastor 11 Support of Resident During Residency 10 Host Church Selection Process 10 Mentoring Pastor Selection Process 10 Support of Resident After Placement 6 0 2 4 6 8 10 12 14 16 MANTER CONSULTING
Residency Program Im Improvement Areas Candidate Selection Process • Evaluate the process to determine if there is a way to better predict the future success of a candidate Top 3 Success Characteristics • According to Residents • According to Mentoring Pastors and SPRC Chairs MANTER CONSULTING
Residency Program Im Improvement Areas More Formalized Process • Clearly established goals and timelines • Commitment to regular meetings outlined in the program • Better communication with the Conference • Intentional management of expectations • Wrap-up meetings and assessments MANTER CONSULTING
Residency Program Im Improvement Areas Education of Mentoring Pastors • Expectations of the program • What the mentoring role “is” and “isn’t” Support of the Resident During the Program • Commitment to regular meetings • Mental health component MANTER CONSULTING
Residency Program Im Improvement Areas Host Church and Mentoring Pastor Selection Process • Assess pastor’s understanding of the mentoring role • Assess pastor’s readiness to embrace the program’s responsibilities • Expand the definition of an “appropriate” Host Church • Implement a system for cultivating new sites Support of the Resident After the Program • Develop a formal follow-up program (for at least one year) MANTER CONSULTING
Wil illingness to Recommend the Residency Program to Others • Nearly all participants said that they would recommend the Residency Program to others, but approximately one-third of those said they would do so with qualifications. “When done well, and operating at its highest moments, it is an outstanding concept. The idea of pairing seasoned pastors with high potential young leaders just makes sense…but some things need to change.” MANTER CONSULTING
Future Considerations for the Residency Program • Most participants agreed that the time has come to develop the new generation of the Residency Program, incorporating the learnings from past successes and failures. Future considerations might include the following. • Re-evaluating the overall goals and objectives of the Residency Program and clarifying its purpose. • Rebranding/reimaging of the Residency Program, including how the program and the Residents are described, both verbally and in print. This also includes what the Residents are told about why they’ve been invited to participate in the program. MANTER CONSULTING
Recommend
More recommend
