Why it works

Attitudes, Beliefs and Commitments ©

We believe an annual Mutual Ministry Review is critical to the intentional development and nurture of competent and confident pastoral leadership.

Our MMR helps pastoral leaders become intentional learners by discovering and learning about the current state of their work – of leading. Intentional leading in a church is influenced by the ongoing presence, and interplay of three dynamic factors:

Attitudes

All pastoral leaders experience over time a range of strong attitudes: either intense or weak, either pleasant or unpleasant. Attitudes can rigid or flexible, forgiving or punishing. A pastoral leader with rigid attitudes often resists change. A pastoral leader with flexible attitudes can tolerate ambiguity, and is able to compromise. Our attitudes are the emotional core of pastoral leading. The MMR helps to validate the presence of the pleasant and unpleasant emotions felt when offering pastoral leadership.

Beliefs

All pastoral leaders have beliefs about the purpose of the church, which in turn influences their beliefs about the purpose of the pastoral leadership team. Conflict among pastoral leaders is often (if not always) the presence of different and competing beliefs held by pastoral leaders. We argue. We ask who is right?

Some beliefs are known and conscious and we can name them and claim them. However, some beliefs are out our awareness. They are unknown and unconscious. They are healthy and un-healthy. We cannot name them and claim them. This is how denial appears in the work of leading. Beliefs are both rational and irrational, and either weak or strong.

Our beliefs inform our sense of purpose, and the ministry of pastoral leading.

Commitments

Pastoral leaders commit to their beliefs. When we commit to new belief, we act with intention. We decide to do it, or not do it. For example, we believe in the importance of giving money, but are not willing to make a financial commitment (pledge).

Some pastoral leaders believe change is necessary, but are reluctant to act, or commit to the desired outcomes. Weak or ill-defined beliefs often lead to weak commitments or inaction.

Competent and confident pastoral leaders are able to adjust their attitudes, adapt their beliefs, and commit to the greater good.