1. What fears do you have about the documents being adopted - or not adopted?

Fears can be “real” or “bogeymen”. There's no better way to identify what yours are than to talk them out with someone who has the opposite point of view. In the weeks before the Congregational Meeting, please have a conversation with at least one person of the opposite point of view about the constitution and by-laws. Think about the pros and cons. Look for checks and balances. Examine your fears. Confirm that you can hold a different point of view and still love, honor, and respect your brothers and sisters in Christ.

2. Are there enough checks and balances?

If constitutions and by-laws spelled out every contingency they would be too long and unwieldy. Our current set doesn't and neither does the proposed one. Instead, are there enough checks and balances to ensure that small factions don't seize control?

3. Is the partnership between pastoral and lay leadership appropriate? The proposed constitution and by-laws present a fundamental shift in how to develop ministry vision and do management. Effective ministry - and ministry includes everything from missions to cutting the grass and fixing leaks - requires both long-term vision and day-to-day implementation and management.

For setting vision, our church has typically relied on the pastor and periodic congregation-wide efforts. In practice, this means that between large initiatives, ministry ideas usually flow to and from Pastor Jim.

For ministry management, our current Board structure has proved very effective. However, because almost half of the current Executive Committee is made up of Board representatives, the Exec Committee tends to spend more time on management rather than vision. (con't pg 2)

(con't from pg 1)

The Leadership Team model in the proposed constitution has worked in small church plants and medium sized and large established congregations to provide a greater partnership for visioning between the pastor and congregation. This process encourages a focus on vision and delegates management to the Ministry Teams (see By Laws Article III, Section 3) The Leadership Team is an elected group of five to nine members plus the pastor (the same size as our present Executive Committee) and is responsible for “present[ing] annual mission and ministry objectives to the congregation” and “identify[ing] the Ministry Teams needed to carry out the church's mission and ministry” (By-Laws Article II, Section 11).

Because Ministry Teams are “formed as required to implement the varied ministries of the church” (By-Laws Article III, Section 1), new ministry ideas - whether initiated bottoms-up by individuals or top-down by the Leadership Team - can be added as needed. Individuals can commit to serving on one or more ministry teams to suit their gifts, interests, and time. There are fewer elected positions and the potential for more individuals active in ministry implementation.

Have questions? Please contact any member of the Working Group (Marilyn Smith, Mark Liedstrand, Jim Gaderlund) or the Executive Committee (Brian Smith, Jack Repenning, Stan Ecklund, Ruth Magnuson, Dave Norlander, Betty Norlander, and Ona Avent).

If you would like to engage in a constitutional conversation about these ideas or other questions that you have about the proposed constitution and by-laws, please come on Sunday, August 9th at 4:30 p.m. to the Fireside Room. We will answer questions, give clarifications, and provide an opportunity for people to thoroughly prepare for this important decision.

Vision to Action

Update on the Transition Team status:

As Brian Smith informed us in his letter to the congregation, the PSWC has adopted a transition team model to facilitate a pastoral change. The purpose of the transition team will be to assist in the transition process and not to serve as a replacement to the Pastoral Search Committee or directly participate in the pastoral search. Rather the transition team will be establishing a profile of our church that PSWC can use in identifying the appropriate pastoral candidates while assisting in the transition process. The transition team will consist of a roughly seven to nine people representing a broad cross-section of the congregation with particular gifts and a vision for our future.

Over the past few weeks, Brian and I (Mark Liedstrand) have talked with many candidates for the transition team and are working with the Executive Committee to finalize the list in early August. As many of you know, Alan Forsman will be working with Foothill Covenant once again as a consultant and will be guiding us over the course of the transition. He has scheduled his next visit for August 27 at which time he will meet with the transition team for a kickoff meeting and provide more details on the process and steps we will be taking.

The members of the transition team will be announced once the entire team has been identified and approved by the EC. Likewise, more information on the process and timeline will be forthcoming once the Transition Team has had the opportunity to meet with Alan. A pastoral change can bring about an exciting though stressful time and everyone seems anxious to begin the process but we should patiently allow God to lead us during this transition. Rest assured that in the coming weeks, particularly after the August 27 meeting with Alan, more information will become available and the entire congregation will take part in the process. Talk to me (Mark) if you have questions about the process.