WOMEN LEADERS & Is the ‘stained-glass ceiling’ cracking or is it the General Motors phenomenon? #Pew Research

“Women in Major Metro Pulpits” graphic by Tiffany McCallen/Religion News Service.

Cracks in the ‘stained-glass ceiling’: Women reach prominent pulpits

by Adelle M. Banks

(RNS) Chicago. New York. Washington, D.C. In quick succession this year, three women have been chosen to lead historic tall-steeple churches in all these cities.

In May, the Rev. Shannon Johnson Kershner became the first woman solo senior pastor at Chicago’s Fourth Presbyterian Church. In June, the Rev. Amy Butler was elected senior pastor of New York City’s Riverside Church. And finally, in July, the Rev. Ginger Gaines-Cirelli began leading Foundry United Methodist Church in Washington, D.C.

“For women to speak in those pulpits and speak boldly as public voices in these very public buildings is very powerful,” said the Rev. Serene Jones, president of Union Theological Seminary, who recently hosted a dinner party with some of New York’s movers and shakers to welcome Butler to town.

Scholar Diana Butler Bass hailed the arrival of these women — all in their 40s and leading large, urban, neo-Gothic churches — but also wondered if they reflect the “General Motors phenomenon.”It’s been 40 years since the Episcopal Church first ordained women, and other denominations have long included women in their clergy ranks. But these new advances are occurring sooner in the lives of these three women than some of their older counterparts. The Hartford Institute for Religion Research reports that women clergy are much more likely to serve in smaller congregations.

“Are women coming into leadership only as the institutions are collapsing?” asked Bass, author of “Christianity After Religion.”

“Now that they’re in crisis, it’s almost like the men are moving out and, ‘Oh well, we’ll just leave it to the women.’ Then if the church doesn’t succeed, then it’s the woman’s fault. It’s a kind of a double-edged sword…”

Read more at … http://www.religionnews.com/2014/08/29/cracks-stained-glass-ceiling-women-reach-prominent-pulpits/

STAFFING & Do Genes Affect Our Attitudes Toward Becoming a Church Planter or Staff Pastor?

Commentary by Dr. Whitesel: “Researchers have found that certain genes affect whether a person gravitates towards independent work or interdependent teamwork. This is especially interesting when one considers that church planters may have a more independent work orientation and staff pastors may have a more interdependent work preference. This research reminds us that these choices can be influenced by our genes. Further research comparing populations of church planters with staff pastors would be insightful.”

 

Read more at … http://blogs.hbr.org/2014/05/do-genes-affect-our-attitudes-toward-interdependence/

VOLUNTEERS & The Key To Their Engagement Has Less To Do With Management Than You’d Think

Commentary by Dr. Whitesel:Engagement is creating a passion in your volunteers and employees for the mission of the organization. This article points to several key elements for creating passion. One of the most important elements is to let front-line workers have more input into the processes and methods of the organization. This reminds me of how John Wesley often sought the input of the average society attendee to better design what came to be known as ‘Wesley’s methods’.”

by Mark Lunkens, Fast Company Magazine, 5/20/14

Read more at … http://www.fastcompany.com/3030710/the-key-to-employee-engagement-has-less-to-do-with-management-than-youd-think?partner=rss

TRANSITION & What to do on Your Way Out

by Lenny Luchetti, 5/13/14

“Most of us know that too many churches are destroyed by the heat of a pastoral transition. The change melts some churches like wax. This reality causes many of us some concern. But there are other churches that become stronger, more rock-like, through the heat of a pastoral change. Time will reveal the true fiber of this church, but I will tell you what I think. You will come through this pastoral transition stronger and more vibrant than ever, because I believe the best churches are at their best when they are under heat! The impact of my ministry will be most evident in between me and the next lead pastor. If I’ve done my work in connecting you to God, you will become an even more beautiful bride of Christ during the transition than you already are! If my ministry has really connected you with God, then you will hold onto him for dear life as you go through this change.”

Read about Wesley Seminary professor Lenny Luchetti’s four lessons for a successful transition at ,,, http://lennyluchetti.blogspot.com/2014/05/pastoral-resignation-what-to-do-on-your.html

INNOVATION & 3 Ways to Measure Bold Ideas

Commentary by Dr. Whitesel: “Deciding to implement a new idea based upon its financial bottom-line is shown to usually undercut innovation as well as long-term organizational health.”

3 Ways to Measure Success by Ilan Mochari, Inc. Magazine, 4/24/14

Read more at … http://www.inc.com/ilan-mochari/measure-bold-ideas.html

HIRING & The Big Reason to Hire Superstar Employees Isn’t the Work They Do

Commentary by Dr. Whitesel: “In this research we find that innovators and thought-leaders grow an organization by not only creating an environment for productivity … but also by attracting other innovators. This analysis is based on a journal article published by the National Bureau of Economic Research”

ARTICLE by Walter Frick, Harvard Business Review.

Read more at… http://blogs.hbr.org/2014/04/the-big-reason-to-hire-superstar-employees-isnt-the-work-they-do/

FINANCES & How to Discuss Pay With Your Employees

by Amy Gallo, Harvard Business Review
“According to a recent PayScale survey, 73% of leaders don’t feel ‘very confident’ in their managers’ ability to have tough conversations about compensation with their employees. This is in part because many bosses lack the information they need to do so, notes Tim Low, Vice President of B2B Marketing at PayScale. But it’s also because these types of discussion can be challenging — for the manager and the employee. “It’s awkward for everybody,” says Karen Dillon, author of HBR Guide to Office Politics and co-author of How Will You Measure Your Life? Still, avoidance is not an option. As V. G. Narayanan, the Thomas D. Casserly, Jr. Professor of Business Administration at Harvard Business School and chair of the Board of Directors Compensation Committee Executive Education Program, says, ‘These are the most important conversations you have throughout the year.’ Here’s how to master them.”

Read more at … http://blogs.hbr.org/2014/04/how-to-discuss-pay-with-your-employees/

EMPLOYMENT & Getting Unstuck: How Dead Ends Become New Paths

Getting Unstuck: How Dead Ends Become New Paths – Harvard Business Review

“In ‘Getting Unstuck,’ business psychologist and researcher Timothy Butler offers strategies for moving beyond a career or personal-life impasse–by recognizing the state of impasse, awakening your imagination, recognizing patterns of meaning in your life, and taking action for change. Drawing on a wealth of stories about individuals who have successfully transitioned out of impasses, “Getting Unstuck” provides a practical, authoritative road map for moving past your immediate impasse–and defining a meaningful path forward. Dr. Timothy Butler is a Senior Fellow and the Director of Career Development Programs at Harvard Business School. He teaches career coaching and consults to organizations worldwide on career development issues.”

http://hbr.org/product/getting-unstuck-how-dead-ends-become-new-paths/an/2254-HBK-ENG

HOME OFFICE & Winning Support for Flexible Work #HarvardBusinessReview

Winning Support for Flexible Work
by Amy Gallo, Harvard Biz Review

http://blogs.hbr.org/2010/12/winning-support-for-flexible-w/

GENERATIONS & Hiring Millennials

How To Find The Millennials Who Will Lead Your Organization

http://onforb.es/1eSGXf6 via @forbes #ORGANIXbook

HIRING

Seven Occasions When You Should Not Hire More Church Staff
by Thom Rainer

“I recently received a Twitter request to provide guidelines for hiring additional church staff. Not too long ago, you could add staff according to a clear formula, typically one full-time minister for every 100 to 200 in worship attendance.

Unfortunately, it is usually not best to approach adding staff in a formulaic fashion today. Most churches do not add staff according to a programmatic approach. You could, in the past, know that the first staff was a pastor, followed by either music or education, and then followed by age-graded ministers such as students or children.

Today, the decisions are much more fluid and much more contextual. I must have an extended conversation with a church leader before I can even begin to suggest additional staff. So, instead of answering the Twitter request directly, I will approach it inversely. I thus offer seven occasions when a church should not hire additional staff…”

Read more at … http://thomrainer.com/2014/02/22/seven-occasions-when-you-should-not-hire-more-church-staff/