Enjoyed the comments on leadership - we can all use work in that area!
I was surprised, though, that a Sr. Cmmdr could go away for two weeks and
return to find that a member of the pastoral staff had dismantled the
ministry he was in charge of. It seems unbelievable that there was no
warning at all. I've read a number of posts that include examples of
outposts seemingly at odds with other ministries of the Church, or with the
senior pastor or other staff. It breaks my heart that we are unable to
serve as an integral part of the ministry.
I wonder how many of these stories will end up with senior pastors finding
a "new direction for Rangers" just to avoid further conflict with the Sr.
Cmmdrs or other leaders. John Maxwell (whose books are well worth reading)
defines leadership as "influence". We need to remember that, and make sure
that we are influencing the right people in the right way. Churches are
political (OK - I can see the comments coming - but it's true!) and we have
to be careful to get along. It may mean eating "humble pie" from time to
time, but if we can sacrifice to keep the peace it may mean keeping our
minstries alive.
How many of us have ineffective outposts? How many new boys (and families)
do we bring to the Lord each year? Are boys growing spritually in our
outposts? Are they ready to be Youth Leaders when they leave pioneers? I
hear a lot about the conflict between Rangers and youth. I don't
understand that. I want my 13 year old involved in both! Yes, our
Trailblazers and Challengers programs have taken a "back seat" and meet on
Sunday to avoid conflict with Youth, but our Sr. Pastor hasn't shut us
down! As a result, we have several Young Bucks enter FCF each year. They
grow spiritually and become leaders in the Youth Group. An effective
ministry is more likely to survive a change in Pastoral staff!
I've been in Rangers (as a commander) since 1982, and as a boy before that.
I've seen ministries come and go, seen senior pastors pass through, and
witnessed a "revolving door" of youth pastors (some avid supporters of
Rangers), but Royal Rangers is still here. We can get along if we try.
Andy
At 11:07 AM 8/31/99 -0700, Duane Wheeler wrote:
>A fellow Sr.Cdr. went on Vacation for two weeks.. (Lil'Crow FCF "72)
>and returned to find his Outpost shut down by the "Children's pastor"
>and in it's place was a "New direction for Rangers"
>
>a "few" of the tell-tale signs of a SHAM RANGER OUTPOST are:
>
>1. Periods of shut-down leading to a demise of outdoor adventure..
>
>2. a LACK OF PLANED MEETINGS.. as "described in the Leadership Training"
>
>3. a weak or non-exisistant OUTPOST COUNCIL
>
>4. Few or no Leader planning meetings or social interaction..
>
>5. Lack of interest by the greater CHURCH in Royal Ranger's
>
>6. (Thin-Ice) A "preference" for Ministry over *program to the exclusion
>of promoting advancement among the boys... or forgetting Cdr.Johnnie's
>"whole boy" vision..
>
>7. "Oh No..everything is fine Pastor! *I have it under control..
>it's in my portfolio when I was hired.. don't worry I know what to do.."
>
>
>Any of these will lead to a shifting of responsibility from Men's
>Ministry to the Children's "pastor" who will desire a no-conflict
>policy and general "Super-Church" feeder group for the "UTH" dept.
>
>At that point.. Real Rangers will feel a cold wind as "Staff" align
>against lay leadership of a powerful *special force.. of Traditional
>Royal Ranger backers.
>
>
>The argument will be that there will be no arguement...and all must
>*submit to a Top-down leadership or be held in contempt of "pastoral
>authority"
>
>
>*Emily Morrison author of "lEADERSHIP SKILLS- developing volunteers for
>organizational success" (* A RESOURCE FOR NON-PROFIT ORG'S, parent
>teacher groups, service clubs ect) says this about successful
>leadership:
>
>"Leaders in the not-for-profit world need to view each challenge with a
>view of *POSSIBILITY! The very nature of the resource- the volunteer..
>demands that the leader be a nutureer. A leaders main function is to
>show appreciation. Volunteers work for good feelings- not paychecks and
>parking spaces. Clear vision is important, and demonstrated commitment
>is essential. a sense of "TEAM" is basic."
>
>
>She further warns leaders of people to "Power issues"
>
>
>"Positions of leadership bring certain potential for power and control.
>the challenge is to remember that the misuse of these will drive people
>away. People want to be "asked", not "told". People expect to be asked
>to think, not just listen and obey.
>
>
>The misuse of leadership and it's implicit power will lead to three (3)
>predictable results...
>
>
>1. Followers will fight! when pushed- they will push back...
>
>2.Those who do not like fighting.. will take FLIGHT! *they will simply
>leave..
>
>3.The meek will submit. *Chances are however that they will not
>contribute freely, amd will simply follow orders for specific tasks..
>and will leave at the first opportunity.
>
>
>EFFECTIVE LEADERS LISTEN!
>
>*They tune-in and care about the views-biases-values and perspectives of
>those they work with. Effective leaders recognize that these are THEIR
>REALITIES. "
>
>
>
>*In conclusion-
>
>What makes a sham Outpost is when we who claim to be Royal Rangers.. do
>not practice what we preach and do the *program as outlined in our
>Leader handbooks.. Real Royal Rangers is a TEAM EFFORT of Lay leaders!
>
>*A tried and true-proven success!
>
>A "Leader-Led" program may look-sound and feel good- *But at it's core
>is a watered down sham where "invention" leads everyone into the
>wilderness to starve. The intention may be good.. but the fruit is
>coruption. It's eather *Royal Rangers... or it's something else!
>
>Don't confuse the two with a lie!
>
>
>
>Cdr.Duane -=A=-
>
>*I Love Royal Rangers!
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